AlixPartners sponsors Pride & Prejudice Summit 2018
AlixPartners was proud to co-sponsor The Economist’s third annual Pride and Prejudice Summit on May 24th in New York, Hong Kong, and London. Chaired by senior editors from The Economist, the 2018 gathering debated how governments, companies, and individuals can become advocates, and help improve the legal rights of LGBT people worldwide.
Pride and Prejudice 2018 also assessed the status of LGBT rights in specific countries, map new battlegrounds and identify the scope for action. Participants learned from the experiences of individuals, businesses, and governments across the world and translate them into recommendations.
- What is the current state of LGBT rights across the world? Is there a global goal for the LGBT movement?
- What do we mean by "advocate"? What does it take to become one?
- Where has resistance to LGBT individuals come from historically? Has globalization imported and exported LGBT prejudice as well as LGBT rights?
- How can policymakers and business leaders hold back the tide of regressive politics around the world?
- What are the short- and long-term benefits (and pitfalls) of using social media as a tool for fighting discrimination?
- How do you make would-be allies aware and engaged in efforts towards LGBT inclusion?
This year, industry leaders (including the CEO of Intel, pictured) gathered together to discuss how governments, companies, and individuals can turn the conversation around LGBT diversity and inclusion into meaningful action.
One of the biggest takeaways from the summit was the need for corporations to look for opportunities outside the company to promote and stand up for LGBTQ rights. This is especially critical when legislation and policies are contrary to corporate culture and policies, as it's important to stand up for those rights and be a voice for employees and the broader LGBTQ community.
Digital Director Gretchen Ruck led a workshop titled “To Share or not to Share: Data and choice in the information age,” which discussed the advantages and potential dangers of collecting LGBTQ employee data. Often, a lack of data within corporations is cited for sluggish response to LGBTQ data, but there are pitfalls to collecting and storing this sensitive data, Gretchen explained.