In June 2020, the Supreme Court’s decision in Bostock v. Clayton County acknowledged for the first time that discrimination against LGBTQ+ workers falls under the Title VII prohibition against sex discrimination. This victory was the result of decades of advocacy by LGBTQ+ people and their allies in and outside of the courtroom. Bostock is an important milestone achieved during a challenging era for many LGBTQ+ people. In the same term, the Supreme Court expanded the ministerial exception, which eviscerated protections against discrimination for some employees of religious institutions. The coming decision in Fulton v. the City of Philadelphia may also impact protections against employment discrimination.

Despite progress, the LGBTQ+ community continues to face opposition and violence. As of April 2021, at least fourteen transgender and non-binary people have been killed, most of them Black transgender women, putting 2021 on pace to eclipse 2020 as the deadliest year on record for transgender people. In the same time frame, thirty-three states introduced over 140 anti-transgender bills, many targeting transgender youth.

Against this backdrop, addressing discrimination against LGBTQ+ people is crucial. The program will cover federal, state, and local protections against discrimination for LGBTQ+ workers, including the implications of recent Supreme Court decisions in New York and around the country for employers and workers.

Moreover, at the core of diversity, equity and inclusion is creating a workplace that leverages everyone’s unique identities and makes them feel part of a whole. Doing so aids in attracting talent, engagement, connectedness, innovation and business growth. Psychological safety is critical to creating this environment. We will address some practical tips on building and maintaining psychological safety in the office and in the virtual workplace.