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The desire to recruit and retain a diverse workforce has led may organizations to ask employees to self-disclose demographic data. Through self-ID, organizations can have accurate data on employee demographics, which can in turn lead to increased resources and awareness. Organizations have made great strides expanding data collection for gender, ethnicity, and even disabilities, but challenges still exist in the area of LGBTQ+. In this session our speakers will unveil a new toolkit created under the leadership of the AICPA & CIMA LGBTQ+ initiatives committee that will outline best practices related to LGBTQ+ data collection and use through self-identification.
Learning Objectives:
Differentiate the ways in which LGBTQ+ data collection may vary from the collection of other types of demographic data
Identify the benefits of self-identification for LGBTQ+ data both for individuals and for organizations
Recognize the ways in which self-ID can bolster inclusivity and visibility of LGBTQ+ employees