True allyship extends far beyond Pride Month. As June ends, work must continue to support the LGBTQ+ community in all facets of life, from personal to professional. Support within the workplace is an especially important part of allyship as we consider the next generation. Business leaders are uniquely positioned to champion LGBTQ+ equality while driving growth.
My unique personal experiences have broadened my understanding of identity and how to be a support system at home and at work. I’d always considered myself an ally. But I admit that it was the farthest thing from my mind when I was going through my divorce. My focus was on my daughters. I was happy their father and I could amicably separate and remain close friends. Our relationship, despite our ending marriage, made him feel safe and opened the door for him to confide in me that he was gay.
At that moment, I was shocked to learn this about my ex-husband and even more shocked that he felt he had to hide. However, I quickly learned a lot about the biases behind my reactions. My eyes were opened to how different each person’s journey is and how many challenges persist in our society. To be an ally, I couldn’t just think I was one. I needed to actively support and advocate for the rights, dignity, and inclusion of LGBTQ+ people, to challenge discrimination head-on, and to promote equality. Allyship involves educating about issues, listening to and amplifying voices, and solidarity against prejudice and injustice.
Our workplaces must remain safe for all LGBTQ+ people
In my job and as a mom, I see how our next generation is being their true, whole selves. They value opportunities and careers where they can show up authentically. In fact, a recent Gallup Poll revealed that over 1 in 5 Gen Z adults identify as LGBTQ+, which represents a substantial increase compared to previous generations. Younger generations are approximately twice as likely as the preceding one to identify as LGBTQ+.
This shift tells us that business leaders must create a workplace where everyone feels valued, seen and heard. Through robust support, companies can tap into this growing population’s unique perspectives and talents. I fully believe companies can attract and retain top talent by promoting a culture that fosters belonging, embraces diverse perspectives, and pushes innovation.
Business leaders can and have brought about significant change through solidarity. Bank of America was the first major U.S. bank to offer comprehensive domestic partner benefits and explicitly include sexual orientation in our non-discrimination policies in 1998. Since then, these protections have become commonplace in the industry and helped foster acceptance and inclusion of the LGBTQ+ community.
Companies can attract future talent by creating a dynamic, fulfilling work environment for current employees. According to the 2024 EY US LGBTQ+ Workplace Barometer, 97% of participants who rated their organization highly expected to remain with their employer for the following year. In contrast, only 38% of those who rated their employer lower anticipated staying. This stark disparity underscores the impact of allyship in fostering a sense of belonging for overall success.
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What can business leaders do to foster inclusion?
What has worked for me is learning about LGBTQ+ experiences, encouraging policies that promote inclusion and amplifying voices. Employers can learn about the challenges individuals encounter in the workplace and actively connect with staff by hosting roundtable discussions and workshops. Managers can also champion inclusive policies by participating in events and observances like Pride Month and National Coming Out Day. Finally, leaders can create a platform for employees to share their perspectives, such as resource groups, diversity and inclusion committees, and mentorship programs to ensure LGBTQ+ voices are heard and valued.
I hope my story reminds us that allyship isn’t limited to specific identities but is a universal responsibility — every single day. My ex-husband’s journey, and now our daughter’s journey of self-acceptance in her identity as a lesbian, exemplify why we must embrace support for the next generation. I am proud to stand by her side as she comes into her own and will help her navigate any challenges.
As future generations strive for spaces and workplaces where authenticity is celebrated, let us promote allyship as a force for positive change. The next generation is looking for leaders who not only talk about inclusion but also take concrete steps to cultivate a culture of understanding and mutual respect that benefits both employees and employers. We must work year-round towards a societywhere everyone feels supported, respected, and empowered.
Claudia Dulac is senior vice president for Diversity and Inclusion Executive, Bank of America, and was previously market executive for New Jersey.
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