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Creating equitable and inclusive workplaces has become a hot topic for companies. But how do people in the LGBTQIA+ community manage to bring their true selves to work?
Join our conversation with Dr. Van Bailey, inaugural director of two LGBTQIA+ student centers, as he shares his tips...
Creating equitable and inclusive workplaces has become a hot topic for companies. But how do people in the LGBTQIA+ community manage to bring their true selves to work?
Join our conversation with Dr. Van Bailey, inaugural director of two LGBTQIA+ student centers, as he shares his tips on how to show up authentically at the workplace.
In this chat, you’ll learn:
As the inaugural director of two LGBTQ+ student centers, Dr. Van Bailey uses practical on-the-ground knowledge to inform strategies for organizational change. Van is a student affairs educator, international speaker and diversity consultant. With over thirteen years of experience in higher education and nonprofits, His speeches and workshops relate to LGBTQ+ student leadership, pedagogical practice, and intersectionality. He has been noted for his work in higher education by being listed in Business Equality Magazine’s 40 under 40 LGBTQ Leaders, Trans 100 and the National Black Justice Coalition’s 100 to Watch LBGTQ/SGL Emerging Leaders. He was the co-chair for the Consortium of Higher Education LGBT Resource Professionals, in which he assisted in the restructuring of the leadership board, mission, vision, and goals. Dr. Bailey, a collective member of bklyn boihood, are Lambda Literary award finalists, and his published work has been featured on NPR, the Boston Globe, the Huffington Post, the Feminist Wire, and Buzzfeed. As a diversity specialist, Van has worked with constituents internationality in addressing equity and inclusion on college campuses. Currently, he is the Director of Bias Incident Support Services at University of Maryland.
Dr. Bailey was the Assistant Dean/Director for the Center for Culture, Equity, and Empowerment for George Mason University. He was the inaugural Director of the LGBTQ Student Center at the University of Miami. He has also served as the inaugural Director of BGLTQ Student Life at Harvard College. In that role, he established a college-wide resource center for LGBTQ+ students. Before Harvard College, he was the Assistant Director for Education at the University of California, San Diego from 2010-2012. Additionally, he worked at California State University, Northridge, for three years, first as Community Director and then as Senior Community Director in Residence Life and Housing. Dr. Bailey was awarded an Ed.D. in Educational Leadership from California State University-Northridge, a MA from Ohio State University in Higher Education and Student Affairs, and a BA in black studies and English from Denison University.
How are young trans women suppose to dress comfortably to their standards compared to others?
How can we convince our employees that it is safe for them to be fully authentic at work and feel free to share their true identities with their coworkers without fear of retribution or retaliation?
How do you start this process within an organization when you aren’t in the leadership position to implement new DE&I initiatives ?
Thank you for hosting us
How do you best describe the concept of Identity? And what can you share about yours!
Nothing in particular, excited to tune in.
can't think of anything right now
None at this time, excited for this conversation!
How do you avoid tokenizing the few LGBTQIA+ employees that are out and open at work?
How do you handle and manage any back lash when your true authentic self is challenged?
How can people come out for help In the corporate world without the fear of being judged?
How can we support our LGBTQIA+ community with ERGs?
I'm starting a new job that is 100% remote at a medium-sized business (less than 300 employees). How can I determine how comfortably "out" I should be? I'm inclined to be myself from the start and...
How do organizations indicate LGBTQ+ issues are in their newly developed DEI program? How do we foster and nurture the ongoing engagement within the community and signal these factors through out...
How can we as community impact the world in positive manner?
How does one living as Trans DRESS to feel their pronouns in the work place ?
Early transitioning TGNC youth. How do they advocate for themselves when dead names are still active, gender neutral bathrooms, pronouns? What if they only want management to know and not the...
How do you bring up the subject of security in the interview stage to know if the culture is conducive to being out?
What's the best way to get individuals excited about creating LGBTQ+ ERG's in the workplace?
Just looking to hear how we can make our workplace better for the LGBTQ community, and looking forward to hearing Dr. Bailey speak!
I work in higher education. Any advance for encouraging authenticity in the ivory tower of higher Ed?
No specific question, thank you.
Do you have any insights into how to fully leverage LGBTQIA+ ERGs/BRGs to expand inclusivity in the workplace?
What if I'm managing more than just my queer identity at work? What about our racialized, neurodivergent, disabled, feminine, parental, oppressed identities at work?
No questions just yet
No questions yet, but looking forward to listening and learning.
Our conversation has shifted to 'belonging' in my work. What are 2 key elements you see to help folks feel like they belong and support their long-term fulfillment at work?
Many workplaces describe their culture as 'professional', but what is considered 'professional' is typically what a white, straight, cis male deems appropriate. Can you please speak to this issue...
How does one take a very traditional organization and begin to make the shift to a more open and inclusive one that embraces authenticity?
How do you share your authenticity in the workplace??
Have you had to assist employer with safety concerns ie. background checks and who has access to the background check information?
Advice for job searching
How has your lived experiences as a Black trans masculine person informed how you approach organizational change?
What is your approach to maintaining and engaging with LGBTQIA affinity groups? How do you keep volunteers (LGBTQ folks and allies) motivated to do the work without de-centering LGBTQ members?
Is there a specific question you have for the speaker? Let us know!