I have always said that a person is not just a man or a woman, from one race or another, with or without a specific sexual definition. This way of approaching diversity differs from positions focusing on equality, and does not foster inclusion, as it objectifies people based on some of their features. Diversity is defined by a set of identities that are interrelated in multiple ways within each person, comprising everchanging current situations, strongly influenced by the social, family or professional environment, along with other circumstances.
Following the advances that have been made regarding other diversities (which we are still making) in which, in general, there has always been a decoupled perspective, we find ourselves at a key stage in which to continue advancing in respect of a differentiating focus within organizations as regards LGTBI+ people. Beyond any significant political decisions, such as the recent executive order approved by Joe Biden to fight against anti-LGBTQ draft bills, and to encourage affirmation measures and inclusive environments, there are four parameters that should mark out the path to be followed in organisations for LGTBI+ people (as described in two recent studies):
Extending the famous quotation by Verna Myers, we may end by stating that diversity is being invited to the party, inclusion is being asked to dance, equality is dancing without an invitation, but a sense of belonging is feeling free to ask whoever you want to dance with you.
Mario Rodríguez Lancho, Partner at Auren Personas
 Survey conducted by LinkedIn and YouGov among LGTBQ professionals, and the Deloitte Report entitled « LGBT+ Inclusion @ Work 2022: A Global Outlook», both dated June 2022.