We wanted LGBTQ+ business and self-empowerment books to support our goal of reducing suicide and homelessness in our community.  

The “big publishers” said there wasn’t a big enough market.  If LGBTQ+ authors wanted to get a traditional publishing contract, they had to figure out a way to get at least 50k followers to justify the “investment”.

We said, “Thank u, Next.” and created our own publishing company.  

Pride and Joy Publishing is proud to announce our very first publication, Thriving in Business: Strategies for the LGBTQ+ Entrepreneur.  This book is a compilation of the best tips and heartfelt advice from successful queer entrepreneurs around the world.  14 new friends are waiting to support YOU and your business goals.  

Pride and Joy Publishing has set a goal to reach Bestseller Status in the first two days of its launch.  This will set the book on a powerful trajectory and Amazon...

How Pride and Joy Foundation’s Impactful Benefit Survey can increase diversity and talent retention in your workplace 

^{By: Becca Ladd}

When employers are looking to attract key LGBTQ+ talent into their workplace, a good place to start is with employee benefits. But how can employers looking to become inclusive leaders create a benefits package that truly reflects what LGBTQ+ workers are looking for and brings in those key employees? That’s where the Impactful Benefits Survey comes in.

How the survey helps the LGBTQ+ Community

The Impactful Benefits survey gives LGBTQ+ people, their allies and parents the chance to tell employers which workplace benefits are most inclusive and beneficial to members of the LGBTQ+ community. If you've been looking for a way to share your thoughts on workplace benefits, this is your chance to have your say.

The survey seeks to create the workplaces people in the LGBTQ+ community have been fighting for. Whether it's...

In the past few years, people are becoming more and more open and accepting towards the LGBTQ+ community. However, there is still a lot more to be done in order to achieve a safe and welcoming society for the community, especially in the corporate world.

Most companies nowadays have been making changes and "diversifying" their employee pool and welcoming LGBTQ+ workers since people are more eager and confident in fighting for equal rights. This is a huge step forward in the corporate world especially when there are still places in which simply not conforming to gender roles would already be considered "unprofessional" and "unethical".

But are these companies doing enough to provide the benefits that would most appeal to LGBTQ+ families? How are they measuring that?

Pride and Joy Foundation created a survey in order to guide the companies towards the first step in realizing how much of a positive impact they can have on the lives of LGBTQ+ families. This is about how these companies...

Pride and Joy Foundation is a proud Community Partner of ONE Community’s 5th annual Point of Pride LGBTQ Inclusive Summit. This year’s event runs June 21st-24th and begins with the up-to-the-moment State of LGBTQ+ Arizona presentation followed by three can’t miss panel discussions: LGBTQ+ Issues at the Capitol & Moving Forward, Building an Inclusive Workplace Culture, and Socially Responsible Business Advocacy

State of LGBTQ+ Arizona

The summit will kick off with a presentation on the importance of LGBTQ+ Workplace inclusion to attract and retain top talent to your organization, the current State of LGBTQ+ Arizona, and the path forward to a state that celebrates, respects, and protects us all presented by ONE Community President, Angela Hughey.

LBGTQ+ Issues at the Capitol & Moving Forward

The expert panelists Mesa Mayor John Giles, Regional COO of AMR/GMR and the Chair of the Mesa Chamber of Commerce, Glenn Kasprzyk, Glendale Chamber...

Pronouns: what they reveal about your leadership

Pronouns are an outright indication of how a person needs to be addressed and referred to.  They are most typically he/him, she/her, and they/them although there are a few variations. 

The closest thing we can compare this to is if you worked your tail off to earn your Ph.D. or other doctorates, and your co-workers and management keep referring to you as Mrs. Smith instead of Dr. Smith.  It’s just disrespectful and rude.  And like all rude behavior, it says something about who you are when you engage in it.  

Therefore it really says something about a company when we look at how they engage with Pronouns.  In fact, in the three levels of engagement, we see a distinct correlation between Pronoun usage and overall inclusivity.

Level One is based on Ignorance and its root word, Ignore.  It is easy for us to ignore what we are ignorant of.  However, our...