Podcasts about happy pride

This is the sound of the OMEGA PRIDE !! HAPPY PRIDE !! DOWNLOAD & ENJOY.. LOVE IS LOVE Insta Omega : www.instagram.com/lomega_club/?hl=en Insta Leomeo : www.instagram.com/djleomeo/?hl=en

While you wait for Season 6 of Lez Hang Out Pod, check out this great episode from our friends over at Coming Out Pod! It's officially Pride Month, and we're kicking things off with an UN-F$@#!NG-BELIEVABLE guest!! At thirteen years old, Jay Toole (known to all as Super Butch) came home with a flat top hair cut, and was promptly kicked out for good. Jay headed straight for the West Village, and before long, she was taken in by a community of homeless queer kids in Washington Square Park. What followed was over twenty-five years of living on the street, and some of the most amazing stories we have EVER heard on the podcast! It's impossible to do justice to this episode in a blurb, but among other things, Jay discusses the stints she did at the famed Women's House of Detention, and her experience AT THE STONEWALL RIOTS!!! Jay is an indispensable (and *hilarious*) resource for our community, and we cannot emphasize enough what an honor it was to talk to her. Happy Pride, everybody!(TW: passing mentions of sexual assault, but nothing descriptive)You can honest-to-God contact Jay at the number she gave out in this episode! She's also on Facebook at https://www.facebook.com/Superbutch, and her website is https://www.jaytoole.com/.If you enjoy the episode, make sure to subscribe to Coming Out Pod wherever you listen to podcasts to help support positive LGBTQ+ representation in media.Support this show http://supporter.acast.com/lezhangoutpod. See acast.com/privacy for privacy and opt-out information.

20.000 Menschen waren beim CSD Leipzig und mittendrin Kai und Robin mit dem Mikrofon. Alles zur Parade, Do's and Dont's beim CSD, die besten Looks und natürlich eure Stimmen aus der Community gibt's hier.

Geronda Wollack-Spiller is the DEI Program Manager at thoughtbot. Chad talks with Geronda about implementing a successful Diversity, Equity, and Inclusion program at the company by providing a culture of belonging, the challenges, in particular, the tech industry faces, and acknowledging that many of us work in spaces where when we're bringing someone onto a team who has underrepresented identities, they might be the only one. How do we create a space that's as inclusive as possible? Diversity, Equity, and Inclusion at thoughtbot (https://thoughtbot.com/playbook/our-company/diversity-equity-and-inclusion) Follow Geronda on Twitter (https://twitter.com/gerondaws) or LinkedIn (https://www.linkedin.com/in/gerondawollack/). Follow thoughtbot on Twitter (https://twitter.com/thoughtbot) or LinkedIn (https://www.linkedin.com/company/150727/). Become a Sponsor (https://thoughtbot.com/sponsorship) of Giant Robots! Transcript: CHAD: This is the Giant Robots Smashing Into Other Giant Robots Podcast, where we explore the design, development, and business of great products. I'm your host, Chad Pytel. And with me today is Geronda Wollack-Spiller, the DEI Program Manager at thoughtbot. Geronda, thank you so much for joining me. GERONDA: Thank you for having me. I appreciate it. CHAD: In honor of Pride Month, we're doing something extra special for this episode in addition to just having you as an extra special guest. We're recording live in front of thoughtbot remotely. We've got a whole bunch of people watching. I can hear them cheering off in the distance for you as you make your debut on the podcast. GERONDA: [laughs] CHAD: Thanks for joining me. GERONDA: Thank you. Nice. [laughs] CHAD: So you joined thoughtbot as our first ever DEI program manager back...when was it? GERONDA: Oh, April, yeah, April fourth. CHAD: It's been a whirlwind few months. Thank you already for all of the contributions that you've made to the company already. GERONDA: Oh, thank you. No problem. CHAD: Tell us a little bit about your role. And then I can provide some fill-in terms of what we were thinking when we added this. But let's start with sharing a little bit about your role. GERONDA: A lot of my role is about...so it's a lot of understanding the processes that we have, people operations processes, and really thinking about how do we provide more of a...or improve our ability to provide a culture of belonging. And so a lot of what I do is I will partner across with people operations, and I'll look at things like promotions, and who are we promoting? Who are we hiring? Improvements to performance management processes. How are we giving feedback? Who are our managers? And a lot of what I'll do, too, is execute against the goals that were set by our DEI Council before I had joined, which the council is great. And I'll look to see are there different ways that we should be looking at goals? So one of the things that I'm doing right now is I'm building out a multi-year roadmap for DEI. And I'm incorporating a lot of the goals that the council has already put together, which has been super great. And I want to create a space that feels like a safer or brave space for anyone to come to me with concerns, questions, suggestions. And I partner a lot with different groups to be able to understand their needs and make sure that we are voicing and amplifying historically marginalized groups but also providing a lot of the education around what DEI means and how we can do that in our everyday jobs. So I am co-chair of the DEI Council. I support that council to take on different projects, build out task force, work with everyone across the company to contribute, and infuse diversity, equity, and inclusion within the company. So that's a lot of what I do. [laughs] Other things involved, but that gives you kind of a high level of my role. CHAD: Yeah, that's great. I've talked before on the show about the DEI Council in a few different episodes, mostly in passing. And overall, when we started on...the concept of a council came from some consultants that we had worked with previously to do an audit. They provided us with a few different suggestions about how we could continue on from that audit and take action. And one of the things, especially with our geographic studios, the way that we used to be organized the idea of one person from each of those studios coming together on a council to work together and then bring the work back to their studios for action really resonated with us as a structure that could work pretty well for us given the structure. We've obviously since gone completely remote. And the council is no longer specifically tied to those individual teams or those offices that we no longer have. But the council is still that, a group of people from a wide array across the company who come together and focus on and organize our work around diversity, equity, and inclusion. And we saw the opportunity in your role to have someone provide continuity and organization and experience to the council to help make it even more effective at thoughtbot. And I think we're just getting started with that. But I think it's been very positive overall, your addition, and like I said at the top of the show, thank you again for your contribution so far. GERONDA: [laughs] No problem. Thank you for hiring me. Thanks. CHAD: [laughs] Well, speaking of hiring, you've done a few different things over the years. And I'm curious; you started in more general human resources roles. Was it a goal from the beginning of your career to move into a DEI role, or did that evolve along the way? GERONDA: Ooh, interesting question. Yeah, it actually evolved along the way. I thought I would be an HR project manager and I would be leading projects across global companies. And when I started in my career, I was an HR operations analyst, and I was doing a lot of the HR product management. But what I discovered is every single time that I would be in a role, I kept looking at things from a DEI lens without realizing that I was. And then, as I started continuing to do that, I fell in love with it. And I was like, okay, this is my place of where I want to be. So even though I was doing projects related to HR, if I would do recruiting operations, I would look at okay, well, who are we actually targeting, and who are we hiring? And what are the opportunities and gaps? Then I worked in the education space, and I would look at, well, how are we actually...like, what types of demographics are we bringing to the schools? So I would do things in my role that were very diversity, equity, inclusion-focused even though I was an HR product manager or in operations. And I started realizing I really loved more of the diversity, equity, and inclusion side of things. So instead of continuing to get roles in HR, I was like, I have to get a role in DEI because that's where my passion lended itself more so. I made that decision from my last company that the next role I have, I will not take it unless it's DEI-focused. So it developed and evolved over time. CHAD: Some people might have the thought...I have to confess sometimes I've also had this thought as like, why can't just DEI be weaved through everything HR does or through everything everybody thinks about all of the time? Why do you need a specific DEI person at a company? And I've come to understand that it's hard to do that. [laughter] But I'm curious if you have any thoughts on that. GERONDA: It is challenging because you also have to think of it as everybody is in a different place with diversity, equity, and inclusion, which is not necessarily a bad thing. But there are some people who are incredibly passionate about it. And then there are others that are aware of it, but they may want to just kind of focus on their job. Or they might think, well, we just need to treat everybody the same. Like, why is that so hard? So because everyone's in different places in their level of understanding and the importance of it, it does get tricky to think of things in that lens, especially in your day-to-day job. Your priorities change consistently. So you might be working on a project here. But then you're now shifting to a new team, and you're shifting to all these different places. And it does become challenging to keep it top of mind for a lot of people in the company. And so I think that the overall almost resolution to that is the more that you start to continue to talk about it, the more that you have accountability. And you're training people like leadership and managers and everyone to be aware of what it means, and what the language is, and how you can think of these things. It takes time, but then it slowly starts to get easier. Sometimes there is an understandable fear of I don't know where to begin, and I don't know what I don't know. I don't want to make a mistake. I don't know how to look at this. And should I be looking at this? But I think that when there is a lot of the understanding from the leadership level, and it goes down to managers, and you start to infuse it across different spaces, it does come a little bit easier. So I'll say what I like a lot of what thoughtbot does is there's a lot of open communication and transparency around things like goals, around hiring, and trainings that we maybe want to offer. So I do think it can be hard. I don't think that you can also get every single person involved in an expertise level. And you shouldn't expect anyone to be an expert, but starting to think about their job and how this could impact themselves or others, it does take some time. CHAD: And I already alluded to this earlier, but I think we have an additional challenge which is because the majority of us are all on client work all the time and consultants, that through-line, that continuity of when we identify something, really having someone who can be that continuous force, an organization as people rotate through the council or as people's workload with client work or attention ebbs and flows. I think that that is one of the additional challenges that we have that you help with. GERONDA: Yeah. And the rotations on the council are super helpful as well and then creating a space for anyone to come to you with questions. I like that we have this anonymous forum where you can submit a question if you're not comfortable asking it publicly, whether it's you want to learn more or something's going on that you want to talk through. I think that's also very, very helpful. And just continuously educating and giving the space for the practical implementation of what you're trying and what you're doing will also give you a little bit more of that comfortability rather than learning about something and then hoping that you're doing it well. So it's challenging, but we'll get there, and it's worth it. [laughs] And every company has these types of challenges, so it's not unique. CHAD: So you didn't originally start off working in the tech space. And so I'm curious what you've learned or seen that either is good or bad about the tech space in particular, what challenges this industry has. And it is Pride Month, so I guess there's a lens, particularly of LGBTQ+ challenges. Is tech particularly challenging? GERONDA: Yeah, I think as an industry, it's particularly challenging. So I worked in education, as I mentioned. I worked in the optometry industry, which I will say has very significant challenges just for the industry itself. But tech is challenging. I think there are moves that are being made in tech. But what I'm starting to notice in terms of challenges for the LGBTQ+ community is a lot of things where there is this sometimes perception, depending on how visible you may be, that you are qualified and not qualified. And what I mean by that is for the trans community or the transgender community, in particular, it can be very challenging because you may not what they call pass as the gender that you are looking to reassign yourself to. So if you are male, and I hear this a lot from other people, is if I'm male and I want to transition to female, I may still be going through the process. So when somebody looks at me, I might still present masculine features. And there is this misconception or this uncomfortability that I may not be qualified to do a job. So in the tech space as well, it's really hard during the hiring process sometimes to be taken seriously because of how you might look or how you might present yourself. I will say that in a lot of spaces, the culture in a company in tech what I've noticed is it has this generally casual feeling to it and a sense of you can come in, and you'll be taken seriously. And you can meet with different groups. But I think what I've noticed is when you're trying to get into tech, there are not a lot of people that are similar to you. And it's really hard to find those types of people because not everyone's going to be out. There are assumptions that are made that if a woman's hair is short, she must be lesbian. So we misgender people. And when going into the tech space, I think that there's a hesitation because you don't necessarily see a customer base similar to you or other team members similar to you. There could be those things like mental health challenges because you don't know if you can come out in a space, or you don't know if you're going to come out, and that could affect your role. So a lot of times, you'll hear and what I've been hearing in the tech space, is those who are transgender are usually the only ones on a team that are transgender. If you look at also for the LGBTQ+ community, you have to also consider the varying identities that come with a person. So an experience for a Black woman who is queer could be very different than a white male who is gay. So there are those different identities. So the vulnerability piece, and in the hiring process, and going into tech, you already hear what's going on and the challenges that are happening for the community. So you may be hesitant or might be a little bit fearful of what that would look like. I think in the tech space as well, a lot of executive leaders or managers are predominantly cis-gendered white males. So when you see that, and there's not as much representation at the top, you kind of have that sense, and you wonder, is this a place that I feel like I can belong and have a generally safe experience? And then the skill set, too, I think what I've been hearing, and what I've been reading and just researching, and what I've been noticing just speaking to other people is the promotion opportunity for those in the community feels like you have to work much harder to get known and be visible because a lot of times, you may want to promote people that are similar to you. So if you have teams that are more cisgendered White males, you may find that those teams are not as diverse. And the industry itself, I do feel like it is becoming more diverse. I think Lesbians Who Tech, for example, was a conference that I'm so glad that you let me attend because -- [laughter] CHAD: I didn't let you. That's not permission, or rather I encouraged you to attend. [laughter] GERONDA: Better wording. Thank you, Chad. You encouraged me to attend, and you're encouraging me to attend the one in October. But just seeing in my experience and looking at the tech space, I wasn't sure what the demographic would look like. But going to that conference and then going to the one...I'm in Seattle, Washington, and there was a local one in Seattle, Washington. There were hundreds and hundreds and hundreds of gay men, lesbians, transgender, and I didn't even realize that there were so many of us in the community in that space. And it was fantastic and amazing to see. But I think visibility is another piece that we're struggling with because you want to be able to amplify those voices and give those opportunities. So that's what I'm seeing a lot in the tech space. I do think that we're improving in those areas. But those are the challenges that I see in that space. CHAD: To go back to one thing that you said, this idea of being the only one puts people in a difficult position. And I think because tech as an industry is not that diverse, to begin with, you end up with that in a lot of different identities, not just LGBTQ+. If you are historically underrepresented or have historically underrepresented identities, it's really likely that you're going to be the only one and especially the intersection of your identities. If you have multiple underrepresented identities, then it's very likely that you might be the only one. Mid-Roll Ad: Are you an entrepreneur or start-up founder looking to gain confidence in the way forward for your idea? At thoughtbot, we know you're tight on time and investment, which is why we've created targeted 1-hour remote workshops to help you develop a concrete plan for your product's next steps. Over four interactive sessions, we work with you on research, product design sprint, critical path, and presentation prep so that you and your team are better equipped with the skills and knowledge for success. Find out how we can help you move the needle at: tbot.io/entrepreneurs CHAD: As leaders, as companies, as a community that wants to do better, let's solve it all right now, Geronda. GERONDA: [laughs] CHAD: No, we're not going to solve it all now. But what are some ways...like acknowledging that many of us work in spaces where we might not have...or when we're bringing someone onto the team who has underrepresented identities, they might be the only one. How do we make a space that's as inclusive as possible for that person? GERONDA: The big thing that I always like to say is try not to put all of the work on that person to solve it for themselves. And when they come in, I think what's really great and what I've seen work well is having that initial conversation with that person who's joining, get to know them first, and give them an opportunity to say, "If there's anything that you would love to have here or anything that you find challenging, I want you to feel that you can come to me. You can go to HR or DEI program manager, whoever." So it's providing that space to say if you need support in feeling comfortable, whether it's in your job or just you as an individual, I want to offer that. And so please be as open as you can with me. And it's providing those different spaces to amplify the voice of that person. So, in meetings, if you're noticing maybe that they are more reserved or hesitant to speak, ask for their opinion if they're okay with that. Recognizing the great work that they've done, giving a lot of that recognition, and then also offering different ways that they can get the community that they want. So what I love is that we have Slack, and we've started ERGs. And so that gives you a lot of opportunity. We have a Slack channel for the LGBTQ+ ERG. But we also have a private channel for LGBTQ so that we can talk about things that are working, not working, working well. And definitely getting their experience and looking for ways that you can involve them and recognize them and continuing to check in with them. So regular one-on-one checking could just be how are things going? How are you feeling being a part of this team? What are some things that we can do differently to make you feel welcome? And that's a question that you can ask everybody so that it's not feeling like you're just targeting that one person. So asking those questions and checking in with that person is really helpful. And then, considering the people that are coming in, how are things like benefits being provided? So things like if somebody who's transgender comes in or an employee decides they want to transition, are we providing gender-affirming care as part of benefits? So those are different ways that we can have them be included and offering up the things that we provide that could potentially be a community like Slack, like the DEI Council, like having those different conversations. And when you start to do things like this, like us doing this pride event, that is pretty significant. We didn't just slap a logo on LinkedIn and just say, "Oh, okay, Happy Pride." We had lightning talks. We get education. We learned about the community. You're having me on here to talk more about it. We're doing a big celebration. And so that in itself is a pretty critical step. But it is checking in and learning about the person and asking pretty frequently their experience, how they're feeling, their needs, and then looking to increase that diversity over time on that team so that you're not feeling tokenized as that person and always being the only. So those are things that I would suggest. CHAD: One maybe misconception or feeling that people might have...and I think it starts in the hiring process because you're not supposed to talk about these things in the hiring process. You're not allowed, at least in the United States, to ask someone their sexual orientation during the hiring process. Or if someone was transgender and you're interviewing them, it certainly should be a topic that you as a hiring manager don't bring up during the interview. So my sense is, and speaking personally but also broadly, it can then feel like you're not supposed to talk about those things once the person joins either. Why is that wrong? [laughter] GERONDA: So a couple of things I'll say about that is so if somebody brings it up, that can open up the conversation. I'm very open at the fact that I have a wife and that I'm lesbian. And I purposely do that, personally, to see what the reaction is going to be and what the company is going to offer. So I can determine if I feel like this is going to be a good space for me. I think that when you're having an interview, it's just like for anyone who may not be in the community. You don't really necessarily ask someone if they're married or "Are you having children?" You don't necessarily ask like, "Do you fall in this community?" or "Talk about transgender." Because a lot of times, there is this feeling of I have no idea what this space is going to feel like for me. I'm not going to out myself, and you may even out somebody who may not be out in their professional or their personal life yet. And you want to provide that comfortable space. But you don't want to do that either because then that person and across other interviewing spectrums bias can amplify a lot. And you can mislabel someone's gender. You might use the wrong pronouns, and pronouns are always optional. So I always say look at the person for their experience and what you want to learn more about relating to the job. Of course, you want to learn about them a little bit more personally as well. But it is more harm to try to identify their identity because that could lead to bias and could ultimately lead to discrimination because you don't know what that person's view is in the interview process either. CHAD: But once someone joins your team and assuming that they're open about their identities, and this applies to all identities, I think, then quote, unquote "treating everybody the same or ignoring people's identities actually does the reverse of what people intend." It makes an environment where people feel like they don't belong, that the identities that they have or what are important to them aren't recognized. And so you're not recognizing the person's full self, and you're not accommodating it and trying to build an inclusive environment. It could actually backfire if you intentionally ignore people's identities, right? GERONDA: Yes. So it can backfire if you ignore the identities, especially the identities that have been shared openly. So if I'm going to fill out a survey, let's say where identify myself as part of our hiring process, as a manager, I may not say, "Hey, I noticed that you checked off that you're transgender. How can I support you?" But it is going through the onboarding process and other areas to say here's what we offer from ERGs to benefits, to how we work, how we work as a team. And if that person does disclose that they're transgender, or they're in the LGBTQ+ community, or they mention their culture or what have you, you can then direct them in the right places to say, "Oh, we actually do have this LGBTQ+ ERG if you're interested. I know you may be talked about it in the onboarding process. If you're open to it, you can definitely join us, and here's how." And then, over time, it is really thinking about you may not know the identities of your team but taking time to do things in practice that would touch upon all identities. So when you're thinking about having team conversations, there may be somebody on your team who is neurodiverse. They might have autism, or they might have ADHD. And how you're communicating...then you start to think about meetings. Do you just do Google Meet meetings? Do you just do Typeform meetings? You have to think about different learning styles and for different identities. Like it's Pride Month right now, just saying Happy Pride Month to everybody. And they may then be open to sharing more about their identity and sharing the activities that are happening in Pride Month, and encouraging them to do things on the council. So you want to make decisions that could think about different identities, even if you may not know what those identities are. And I also think it's being proactive and being ready that you might have those identities. So things like I had mentioned where you might be providing gender-affirming care, or you might look at your parental leave policies and other things that you have available for that. So I would say without knowing the identity, I think over time, as you build trust that [inaudible 28:24] start to develop and come out. But it's also if somebody's coming to you in confidence with something, really taking that very, very seriously. If I, God forbid, came to you, Chad, and was like, "Chad, I'm coming out to you. I am lesbian, but I'm not comfortable with sharing with everybody else." I would trust that you wouldn't share that amongst other people. So that's another piece to that as well. CHAD: Yeah, that's a really good point. I think as people in that position, in management positions, we need proper training around those kinds of situations to ensure that we handle them well. I think training is an important part of being a manager but also just DEI in general training and equipping everybody. GERONDA: Yes. Having a common language across the board and a common understanding across the board is very important. Because when you think of diversity, equity, and inclusion, everybody may have varying understandings of what those mean. Some people may not know what those mean, and so having that common language across the board and understanding. And then yes, training, of course, and opportunities for you to then practice that training in spaces and getting feedback along the way. CHAD: So I imagine that there are a lot of people listening who this is really important to them. It's an important topic or a place where they want to make improvement for themselves or their company. They might not have a lot of support or resources at their company. There might not be a DEI Council already. And I know every company is different. Every team is different. But are there some things that individuals or leaders might start thinking about or doing specifically if they're just getting started with this? GERONDA: So if you're just getting started, I always say there are a lot of great resources out there for you to consider. So whether that's a book...LinkedIn has really great training on just understanding DEI and how to be an inclusive leader or work in an inclusive environment. But I would say a really great place to start is if you don't have this already, think about what your demographic looks like. And what are some things that other companies may be doing? So joining different channels and saying, "We're at the beginning stages. What are some things that we can do?" But I think what's most helpful to start is you have to gauge where you are as a company and understand your people and the demographic and do something that allows for an open discussion and open forum to get perspectives from other people. So I know things like listening tours where you might talk to different departments or different teams. Or if a company is small enough like our company, you can meet with each person and then think about what are some common themes that you're seeing? That can also create a great space for that. I'd also say you can put out a survey to see what the experience is. So if you are doing things like engagement surveys, you can absolutely include things in there about what do you think we're missing? What would you hope to see? But I think a lot of it is you have to understand your people and what you have available to you at the company and provide an opportunity for everyone to share their ideas and perspectives to that. So what I've seen work really well is one, when you start to understand there has to also be this communication and this accountability at the leadership level to say, "This is why we're focusing on this. This is why we think it's important. We want to hear from you." And something that I thought was really unique and helpful is if your company is small enough or even if it's big enough, a lot of companies what they'll do is they'll have the CEO, or they'll have managers host these kinds of forums where you can meet with them, and you can share. You can ask them a ton of questions. You can share your ideas. You can share what you hope to achieve from this and just starting to get perspectives first. And that may, over time, start to evolve into a council or people wanting to do an ERG. But really get as much as you can from people and then learn a lot from that as well. CHAD: That's great. I asked that question, and then it turns out it was one of the ones that someone submitted in the chat from a thoughtbot person. GERONDA: [laughs] CHAD: So I wanted to acknowledge that even though we overlapped the question, that question technically comes from Amy Wall, a developer at thoughtbot. Another question from Fernando is how can other employees support DEI people like you from a daily perspective? GERONDA: Just take over my job. [laughter] No, I'm just kidding. So it's always helpful for me to have transparent conversations of where you are. If you want to help me, it's helpful to learn about your experience and come to me with things that you're seeing or ask me questions. Also, don't be afraid either to say, "I really don't know what this means or what this is. Can you help me?" And it's also bringing learning as well because I'm not a developer, and I'm not a designer. [chuckles] I think that the work that our team does is fantastic. And they're super smart. And when I look at a lot of the things that are happening, like coding and conversations, although I have absolutely no idea what you're talking about, it's really amazing to see. But from your perspective, there may be things that I am suggesting, like, oh, maybe we need to increase accessibility, and we do need to do these things. But be okay to challenge me and say, "I actually don't know that that's going to work well or not." But I think to support me in my role, the more that I know of the challenges, and the more that I know about you individually, and the more that you continue to bring these things up from a DEI perspective is super helpful. So what I've noticed and what I've really loved about working here is we have those opportunities to have those very open, transparent conversations. And we can post about issues, and we can post about things that we want to change in our handbook. And sometimes people come to me with questions. And I love that people come to me and say, "This is what I want to work on more. Do you have any suggestions?" That really helps me in my role because as much as I would love to know everything that's happening with every single person, it can be challenging. So be honest with me and just share what's going on and be willing to learn and share resources with me too. Yes, I'm a DEI practitioner, but that doesn't mean I know everything. I know it's very surprising to a lot of people right now that I don't know everything. CHAD: [laughs] GERONDA: But share things you're reading. Share things that you've noticed. That helps me a ton. So that's how I say you can help me. And thank you for that question, Fernando. I appreciate that. CHAD: A thing I would add is recognizing that there are, especially at thoughtbot, multiple levels of ways that you can support and contribute to our efforts. So we try to identify on the council okay, this is the thing we want to work on. The council isn't intended to do everything. But so what we'll often do is we'll say, okay, we're going to gather a group of people in a task force, and we're going to work on this. I think that's another level of contribution. So showing up for those participating in them when they arrive, and frankly, not signing on to too much because you spread yourself too thin and then can't do a good job doing everything that you want to do. So yeah, those are some tips that I would add. Geronda, thank you so much for joining me on the show. I really appreciate it. GERONDA: Thank you for having me. I appreciate that. CHAD: Happy Pride. [laughs] GERONDA: Yes. Happy Pride. I'm so excited. I feel like I'm a little biased, but this is like my favorite month of the year. [laughter] Lots of fun celebrations. And of course, I recognize other holidays, and I think they are very important. But this one is generally very close to my heart. So thank you. CHAD: Well, if folks want to follow along with you, get in touch with you, find out more, where are all the places that they can do that? GERONDA: Yes. Follow me on LinkedIn, Geronda Wollack-Spiller. I'm on Twitter at @gerondaws. And I think those are the two best places to follow me. I'm most active on LinkedIn. And I usually respond there pretty heavily. CHAD: We'll include those links in the show notes, which you can find attached to this episode. And you can subscribe to the show, find all those notes along with a complete transcript for this episode at giantrobots.fm. If you have questions or comments, email us at hosts@giantrobots.fm. You can find me on Twitter @cpytel. This podcast is brought to you by thoughtbot and produced and edited by Mandy Moore. Thanks for listening. And thanks to all the thoughtbot people who were in the chat, and with the questions, and paid attention and listened to this episode. And see you next time. GERONDA: Yes. [laughs] ANNOUNCER: This podcast was brought to you by thoughtbot. thoughtbot is your expert design and development partner. Let's make your product and team a success. Special Guest: Geronda Wollack-Spiller.

Happy Pride 2022, you sexy beasts!    Tabitha's Person Charlotte Cushman (July 23, 1816 – February 18, 1876) https://www.newenglandhistoricalsociety.com/charlotte-cushman-cross-dressing-tragedienne-of-the-19th-century/ https://www.womenhistoryblog.com/2012/04/charlotte-cushman.html https://www.smithsonianmag.com/arts-culture/charlotte-cushman-broke-barriers-her-way-becoming-list-actress-1800s-180975221/   Charlotte Cushman portrait by William Page, 1853   Charlotte Cushman and Matilda Hays in 1855   Charlotte Cushman and Emma StebbinsCharlotte Cushman and Matilda Hays in 1855     Stacie's Person Christine Jorgensen (May 30, 1926 – May 3, 1989) https://www.nationalww2museum.org/war/articles/christine-jorgensen https://wams.nyhistory.org/growth-and-turmoil/cold-war-beginnings/christine-jorgensen/ https://legacyprojectchicago.org/person/christine-jorgensen   Videos News Reel of Christine Arriving in the United States Christine Jorgensen on the Tom Snyder Show--1982 Interview and Song Christine Jorgensen - Hour Magazine 1980's             If you're struggling at all, please know you are never alone. Call the Lifeline at 1-800-273-TALK (8255) to speak with a trained crisis counselor. Your life matters to us and we're here for you, 24/7. Visit www.suicidepreventionhotline.org for more information.   Please send us an email about the Unsung Sluts (Amazing Women doing Amazing Things) in your own lives at: Email - unsungslutspodcast@gmail.com If you are our listener in Kazakhstan, please send us an email!! Follow Unsung Sluts Podcast on: Instagram: @unsung_sluts_podcast Twitter: @unsungsluts Facebook - Unsung Sluts Podcast Website - www.unsungslutspodcast.com   Please leave us a 5 Star review on Apple Podcasts. It really helps us out.   (Theme song "Liverpool Sluts by Sigmund Droid)

Alright so it is late but HAPPY PRIDE!! Our first LGBTQ+ film and it has a special place in Venture's heart so lets not waste time. Also please donate to the Trevor Project link below https://give.thetrevorproject.org/give/63307/#!/donation/checkout Let us know if there are other movies you want us to cover using any of the links below We are on, Instagram @CinematicRewind Twitter @CinematicRPod Facebook @Cinematic Rewind Or Email us at CinematicRewindPodcast@gmail.com Thank you for listening!

Pride is a protest! LGBTQIA+ people face challenges and obstacles that heterosexual people don't and today we proudly join podcasts all over the world by marching in Acast's Audio Pride Parade. James chats about growing up gay in his home town, and Dan tells us how how he celebrates pride as an 'ally'. Happy Pride babies. Next up in Acast's Audio Pride Parade: Homosapiens! Get bonus content on Patreon, with our super exclusive fan feed See acast.com/privacy for privacy and opt-out information.

Sorry for missing more weeks

What happens when a group of young, black queer best friends squad up to discuss pop culture, traditions, and being black in America? Welcome to Your Friendly Neighbourhood Negroes, your new place to take a load off and catch a laugh as hilarity ensues. Happy Pride lovelies! With the current state of the world and finally making it to the summer, your hosts decide to have a free-for-all episode that quickly turns serious. Are you ready to come round the block and enter the neighborhood? If you want to contact us, send an email to yourneigbourhoodnegroes@gmail.com or tweet us @FriendlyNeighbours Happy Listening! --- Send in a voice message: https://anchor.fm/neighbourhoodnegroes/message

The Proud Boys show up at a pride-themed story time at a library in Texas and are met by counter-protesters who love the gays. The “Don't Say Gay” state had the largest pride parade in its history and Disney is getting ready for its first open-gay teen romance. Let's go.    00:00 Welcome & Intro 00:50 Today's Top Picks 01:16 Happy Pride 01:35 Intro Music by Aina Bre'Yon 02:16 BG Update   02:49 LGBTQ Women's Survey 04:17 Proud Boys 05:37 Florida's largest Pride parade 06:35 Disney 07:29 Outro 08:06 A word from Gert McMulin   Things for you to check out    Support the Queer News Podcast - Join the QCrew https://bit.ly/3L3Ng66   Sign the Petition - Secure Brittney Griner's Swift and Safe Return to the U​.​S. https://www.change.org/p/secure-brittney-griner-s-swift-and-safe-return-to-the-u-s About Queer News An intersectional approach to daily news podcast where race & sexuality meet politics, entertainment and culture. Tune-in to reporting which centers & celebrates all of our lesbian, gay, bisexual, transgender, queer & comrade communities. Hosted by Anna DeShawn. 7 minutes a day, 5 days a week.   We want to hear from you. Tune in and tell us what you think. email us at info@e3radio.fm. follow anna deshawn on ig & twitter: @annadeshawn. and if you're interested in advertising with “queer news,” write to us at info@e3radio.fm.

The CBB boys help close out Pride Month with this new audio episode recorded from our 6/6/2022 livestream! Listen in as we discuss a number of outstanding LGBTQIA+ books! Among the works that Bill Z, Caleb and Steve talk about this time around are Gender Queer by Maia Kobabe, Rockstar and Softboy by Sina Grace, The Life and Comics of Howard Cruse: Taking Risks in the Service of Truth by Andrew J. Kunka, Queer As All Get Out: 10 People Who've Inspired Me by Shelby Criswell, Rave by Jessica Criswell and the first issue of DC/Milestone's new take on Blood Syndicate! Happy Pride!

Wandering Monster was not done this week! It has returned with a classic D&D monster, the Flesh Golem. A monster that can be a fantastic minion for a powerful wizard or even for your party! Wandering Monster is usually here every Tuesday, today is just special. Happy Pride! Check out the Epic Legacy Series by 2CGaming to take your game beyond 20th Level!Support the show

Go to https://try.lingoda.com/UTS_June and use our code UTSJUNE to get 20€ ($25) off your deposit when signing up for the Lingoda Sprint! #sprint202206 Meet Yvonne and Jen - founders and co-creators of Simple Germany. We are super excited to have them join us for our last episode in June - also known as Pride Month! Jen is originally from Guatemala and Yvonne is from Germany (Latin America and Germany - a mixture close to Josh's heart). We loved learning more about what led them to start their website and YouTube Channel, hearing about how they both ended up in Düsseldorf and exchanging experiences with them about what it's like to be LGBTQ+ in our respective countries! Make sure to check out their content to get tips on how to make the move to Germany go more smoothly. We hope you all enjoy it as much as we did and Happy Pride! Timestamps: 00:00 Intro | 06:17 Welcome Jen & Yvonne! | 16:37 Biggest culture shocks | 30:14 All about “Simple Germany” 51:02 | Being LGBTQ+ in Germany and other countries | 01:30:54 Which language do you speak with each other? Check out Simple Germany: https://www.youtube.com/simplegermany https://www.simplegermany.com/ You can also watch this podcast on YouTube or listen on Spotify, Apple Podcasts, Google Podcasts, Podbean, Amazon Music, and iHeart Radio! Buy our merch ▸https://felifromgermany.com/collections/understanding-train-station • Follow us on Instagram▸instagram.com/understandingtrainstation • Support us on Patreon▸patreon.com/understandingtrainstation • Buy us a coffee▸buymeacoffee.com/utspodcast • Email us▸understandingtrainstation@gmail.com Check out all the videos with Josh and Feli on the "Feli from Germany" YouTube channel▸https://www.youtube.com/playlist?list=PLvcmNAGhcEEMm1zpbbFcz41YALTd2eAed --- Send in a voice message: https://anchor.fm/understandingtrainstation/message Support this podcast: https://anchor.fm/understandingtrainstation/support

In dieser Folge geht es um Hassverbrechen an Queeren Menschen, einfach nur weil sie lieben und leben wollten, wie sie es selbst wollten. Diskriminierung, Hass, Gewalt, Erniedrigung, Mobbing, Verfolgung, Ausgrenzung, die Liste der Dinge welche sich Mitglieder der LGBTQIA+ Community täglich ausgesetzt finden ist lang und erschreckend. Love is Love! Happy Pride

In this special Pride edition I'm sharing my own coming out story. Our stories matter. As I've continued to do this podcast I've realized my story matters not because it's extraordinary, but because it's like many of yours, and your stories matter. In this sharing of our truth, we can find safety in each other, as one of my favorite Black Non- Binary artists Kah Yangni illustrates. I celebrated my partnership in a ceremony in 2011 when I never thought I'd see legalization of gay marriage in my lifetime. Then it came, and we had a small ceremony in 2016. I wrote my coming out story on the end of that weekend, and I had the privilege to share it in a diversity story slam. I hope you enjoy it, and I sincerely hope you'll reach out and share your own queer or ally tales with me and the rest of our Mediocre Mystic community throughout the summer. Cheers Queers!Support the Show | Buy Me a CoffeeInteract with Mediocre Mystic via:Email | Blog |Instagram | Twitter | Facebook | TikTok | YouTubeMusic by '86 Aerostar | Logo by Bizri Creative GroupSupport the show

Happy Pride month, bbs! I'm joined by incredible queer photographer JEEN NA to break down the 2020 "queer" film SUPERNOVA. We jump right into Jeen being scared to try an accent, offend every British person, decide whether or not "gay" is a cuss, and Jeen drops a HOT story about lighting the set of Relaxer on fire! After dark, we get into Men, Northman, Everything Everywhere All At Once, Atlanta, Barry, Neon Genesis Evangelion, Amour, Vortex, The Diving Bell and the Butterfly, The Firm (Alan Clarke), Involuntary (Ruben Ostlund), Heaven is Still Far Away, Irma Vep, and Day for Night. You can find Jeen on instagram at www.instagram.com/hwajeenna or check out his website at www.jeenna.com, and of course see his acting debut in Relaxer! And you can find the show everywhere @screenvomit, or hit the links here: http://linktr.ee/screenvomit. Thanks for listening!

Hey PRIDE fam! Join us for a special NYC Pride episode where we discuss hot topics, our favorite Pride: The Series moments, some behind the scenes tea and so much more! Happy Pride, bitches! --- Send in a voice message: https://anchor.fm/pridethepodcast/message Support this podcast: https://anchor.fm/pridethepodcast/support

Happy Pride! Join the boys as they tackle the Schumacher masterpiece that is Batman and Robin! Bat nipples, bat ass, and bat groin are deeply woven into this camp masterpiece. Riddle me this Bombs Away listener, who understood camp better? The Met Gala or Poison Ivy? Subscribe to Bombs Away for all your bi-weekly bad movie discussion and bashing. Follow us @Bombsawayshow on all social media platforms and Youtube; and don't forget to leave a review! Ok! We love you! *muah*

Hey everyone! We have our 3rd pride epsiode! It's a little long, sorry! We couldn't split it because June is almost over lol.   Brittany talks about Black Cat, and Martha talks about Northstar. Both From Marvel, both Queer, and both morons we love so much!   Happy Pride!!

To take a beat from the news this week Anna talks the latest in queer TV and Film. From B-Boy blues on BET to the Queer as Folk reboot on Peacock, the queer vampire drama First Kill on Netflix and Fire Island on Hulu. All have diverse casts and LGBTQ actors on full display.    00:00 Welcome & Intro 00:47 Today's Top Picks 01:20 Happy Pride 01:40 Intro Music by Aina Bre'Yon 02:20 BG Update   02:53 LGBTQ Women's Survey 04:20 Five Queer TV Shows & Movies 08:36 Outro 08:57 Anna's got a word   Things for you to check out    Support the Queer News Podcast - Join the QCrew https://bit.ly/3L3Ng66   Sign the Petition - Secure Brittney Griner's Swift and Safe Return to the U​.​S. https://www.change.org/p/secure-brittney-griner-s-swift-and-safe-return-to-the-u-s About Queer News An intersectional approach to daily news podcast where race & sexuality meet politics, entertainment and culture. Tune-in to reporting which centers & celebrates all of our lesbian, gay, bisexual, transgender, queer & comrade communities. Hosted by Anna DeShawn. 7 minutes a day, 5 days a week.   We want to hear from you. Tune in and tell us what you think. email us at info@e3radio.fm. follow anna deshawn on ig & twitter: @annadeshawn. and if you're interested in advertising with “queer news,” write to us at info@e3radio.fm.

For the last episode of Pride 2022 for Sunshine Steven, host, Steven Rice, will be chatting with the author of Renovated to Death, Frank Anthony Polito. Happy Pride 2022!  Frank's Website Follow Me: Steven's Website Instagram Facebook Twitter Murder Mondays Also, a link to help donate and support Black Lives Matter

(Audio Fixed) It's summer time and Movie vs. Movie has decided to go to SUMMER CAMP! All month we are going to be looking for fun campy movies that fit a theme and our inaugural show down theme is BAND CAMP! What do teens getting caught up in a brainwashing scheme to sell merchandise and the Jonas Brothers have in common? Find out in today's episode of Movie vs. Movie! Happy Pride! Ft Nick Perron, Alice Corvo, and Michelle Poulin (aka champagne pool) Email: movievsmoviepodcast@gmail.com Twitter: @movievmoviepod Sponsor: https://www.etsy.com/shop/DailyDoseofYarn Also check out champagne pool's album: https://open.spotify.com/album/4o0TJ5ePSImA0wYXxihSt4

Happy Pride! On this week's edition of Buckets & Tea, Cathryn is joined by good friends of the show Kris Myers and Matt McCready to discuss: A Nick Nurse Hottie Highlight too juicy to leave til the end! Cathryn and Kris break down Nick's special appearance with Prince's former band The New Power Generation at the Toronto Jazz Festival, including a bombshell about Nick's guitar playing, a beautiful moment between Kris and Nick, and Cathryn finally meeting Nick in person! An eventful NBA Draft, including the Raptors' selection of Christian Koloko, some under-the-radar Rookie of the Year prospects, and how to improve the boring televised draft coverage.  In our Raptors Homer Moment, we discuss Koloko and undrafted free agent Ron Harper Jr., as well as the potential of last year's less prominent rookies Justin Champagnie and Dalano Banton.  Finally, in a second Nick Nurse Hottie Highlight of the Week, Cathryn submits her proposal for the Nick Nurse Happy/Angry Calendar for charity and provides some inadvertent branded content for Staples. Learn more about your ad choices. Visit podcastchoices.com/adchoices

Your Butch Daily crew reflects on our favorite memories, early experiences, and what Pride has meant to us. Pride is an important part of our history of fighting for human rights and equity starting with the Stone Wall Uprising.  From parade driving stories and the dyke march to the BDSM booth, we've got stories! We know many of you are bearing the weight of the overturn of Roe vs. Wade. We love you and we are here for you. We are in this together. For clothing for all people check out Dapper BoiFor great music from our very own Veronica MayDonate to the National Network for Abortion Funds to support access and travel across the country. 

Writer/actor Brandon Kyle Goodman of Netflix's Big Mouth and Human Resources returns to the podcast to talk with B about Sheree Whitfield's love life, the return of Beyonce, and Real Housewives Ultimate Girls Trip 2.

As we bring LGBTQ+ Pride Month to a close, Jayzen is thrilled to have Deena Fidas on the show. Deena has had a fascinating career leading inclusion programs across the globe. She is currently the Managing Director and Chief Program and Partnerships Officer for Out & Equal Workplace Advocates, the premier organization working exclusively on LGBTQ workplace equality. Through their worldwide programs, Fortune 500 partnerships and their annual Workplace Summit conference, they help LGBTQ people thrive and support organizations creating a culture of belonging for all. In celebration of Pride Month, the Lead With Your Brand!™ Podcast has partnered with Out & Equal. Each week in June, we've featured an out leader each with an amazing career story to share. In addition, we've assembled an entire collection of shows with LGBTQ+ guests from the past three seasons, including two special roundtable episodes where we explore issues around the trans experience and intersectionality of race and LGBTQ+ in the workplace. The team at Out & Equal has created free downloadable discussion guides, so we encourage you to use the podcast as a virtual “book club” with your ERG or group of friends. Listen to the episodes, download the discussion guides and schedule your group discussion! Check out www.leadwithyourbrand.com/pride for more information. Happy Pride! Guest Bio Deena Fidas Managing Director & Chief Program and Partnerships Officer Out & Equal Workplace Advocates As Managing Director and Chief Program and Partnerships Officer, Deena oversees Out & Equal's programs, both domestic and global as well as corporate partnerships, working with global companies and organizations to accomplish the next level of LGBTQ inclusion. Deena is a leading global workplace advocate. She was at the Human Rights Campaign for 12 years prior to Out & Equal where she led their workplace equality programs and Corporate Equality Index. Deena was behind some of the movement's largest corporate public policy mobilization efforts, including turning the tide for Corporate America's support for marriage equality and the Equality Act. Under her leadership, the number of Fortune 500 companies with full LGBTQ protections rose from less than half to a full majority, 90 percent. Deena has led inclusion programs on four continents and pioneered the development of corporate benchmarking tools here in the US and across Latin America and Asia to advance real policy change and impact people's everyday lives. She holds a Master's in Sociology from American University and prior to her work on LGBTQ inclusion, she worked in progressive fundraising, philanthropy and research. Links To learn more about Lead With Your Brand system, please visit: LeadWithyYourBrand.com To book Jayzen for a speaking engagement or workshop at your company, visit: JayzenPatria.com

Happy Pride! Please consider supporting me at https://www.patreon.com/LindsayHoliday and help me make more fascinating videos! In the history of the world there have been numerous royals and countless common people who preferred the romantic company of their own gender. Acceptance of this has varied by time period and by culture. Being gay was often made much easier if you were a person born to wealth and privilege. Here are the stories of 8 royals from around the world – complicated an interesting people who happened to be gay or bisexual. Alexander the Great of Macedonia (356BCE – 323 BCE) Emperor Ai of Han China (27 BCE – 1 BCE) Philippe I, Duke of Orléans (1640 – 1701) Hortense Mancini (1646-1699) Prince Henry of Prussia (1726-1802) Princess Isabella of Bourbon-Parma (1741-1763) Archduke Ludwig Viktor of Austria (1842-1919) Luisa Isabel Álvarez de Toledo (1936-2008) Lord Ivar Mountbatten (1963-) Manvendra Singh Gohil (1965-) Sources: Dall'Orto, Giovanni. Who's Who in Gay and Lesbian History from Antiquity to World War II. Robert Aldrich and Garry Wotherspoon, eds. London: Routledge, 2001. https://en.wikipedia.org Sex with Kings: 500 Years of Adultery, Power, Rivalry, and Revenge. HarperCollins Publishers, 2001. Herman, Eleanor. Sex with the Queen: 900 Years of Vile Kings, Virile Lovers, and Passionate Politics. HarperCollins Publishers, 2006. Music: Brandenburg Concerto No4-1 BWV1049 - Classical Whimsical by Kevin MacLeod is licensed under a Creative Commons Attribution license (https://creativecommons.org/licenses/by/4.0/) Source: http://incompetech.com/music/royalty-free/index.html?isrc=USUAN1100303 Artist: http://incompetech.com/ For business inquiries, please contact LindsayHoliday@ellify.com --- Support this podcast: https://anchor.fm/historyteatime/support

Today we have the honor of sharing two U.S. veteran stories, both out gay military service members who were in basic training together fifteen years ago and have not seen each other since. Army Veterans Cliff Brown, who is a project manager at Home Base, and Jade Griffiths, who works today as a 911 dispatcher, talk to us and each other about how life was for them as LGBTQ-identifying soldiers during Don't Ask Don't Tell and after it was repealed, about President Trump's 2017 reenactment of the Transgender service ban, and how things are going today. Like all periods of struggle for equal rights, you need to look backwards to look ahead, and it's important for us to continue shed light on these issues and share peoples' stories. As we near the end of June, we wanted to wish our listeners a Happy Pride month.###If you are your loved one is experiencing any emotional, mental health struggles, you are not alone and please contact Home Base at (617) 724-5202, or visit www.homebase.org.Sign up to join us in person or virtually for the 13th Annual Run to Home Base  at runtohomebase.org.Theme music for Home Base Nation: "Rolling the tree" by The Butler FrogsAdditional music in today's episode: "A Gentle Transition" by Immersive Music, purchased and licensed through Premium Beat; and "Lighter" by Crowander, used under the Creative Commons Attribution-NonCommericial 4.0 licensing termFollow Home Base on Twitter, Facebook, Instagram, LinkedInThe Home Base Nation Team is Steve Monaco, Maureen Roderick, Laurie Gallagher, Karianne Kraus, Lucy Little, Taylor Orlando, with COO Michael Allard, Brigadier General Jack Hammond, and Peter Smyth.Producer and Host: Dr. Ron HirschbergProducer, Sound, Editor: Lucy LittleChairman, Home Base Media Lab: Peter SmythHome Base Nation is the official podcast of Home Base Program for Veterans and Military Families, a partnership of the Massachusetts General Hospital and the Red Sox Foundation. To learn more and connect with us at Home Base Nation: www.homebase.org/homebasenation. To Donate to Home Base where every dollar goes to the care of veterans and military families that is cost to them, go to: www.homebase.org/donate.The views expressed by guests to the Home Base Nation podcast are their own and their appearance on the program does not imply an endorsement of them or any entity they represent. Views and opinions expressed by guests are those of the guests and do not necessarily reflect the view of the Massachusetts General Hospital, Home Base, the Red Sox Foundation or any of its officials.

Happy Pride! Kat Calamia joins DJ and Roxy to answer your questions about the queer representation in comics and beyond, Kickstarter, and MORE! Kat's Comic! www.kickstarter.com/projects/comicuno/bi-visibility-2 HELLBENT II is on Kickstarter NOW! Support it at hellbentcomicbook.com! More Roxy! https://www.youtube.com/user/roxystriar • https://twitter.com/roxystriar • http://thewhirlgirls.com/podcast Theme Music by: Steven James Schmidt For exclusive bonus podcasts like What We're Into, Spiderversity, and more, check out our Patreon! https://www.patreon.com/OnlyStupidAnswers

Happy Pride! Our Summer Sermon Series, "Longer Tables, Shorter Walls", continues with a sermon from Acts 8 titled "Difference Belongs" by Rev. Fred Harrell with additional reflections offered from members of the CCSF LGBTQIA+ Community, hosted by our NEW Senior Pastor, Rev. Emily McGinley. All are welcomed, loved and affirmed (

Happy Pride!! Rounding out the month we have on the pod this week - spooky lovely comedy tattoo baby - Air Durnell (Reductress, Yes And Laughter Lab, UCB)!!!  Air and Nathan get directly into MUNA, Pride, and of course Air's career as a tattoo artist and apprentice. They chat about the crossover of tattooing and comedy and when permanent body art should make us laugh (i.e. Teletubees but make it LOTR). The two also chat about Air's work on Reductress, their successful project at the Yes And Laughter Lab, and going viral on TikTok for their Jennifer Coolidge impression. Don't worry! They also discuss knives, sex, and horny haunted houses. Secure The Gag is a queer comedy podcast hosted by comedian and writer, Nathan Pearson. Tune in every Monday as Nathan interviews funny queers about their infamous online videos, bits, and success.  Nathan Pearson is a comedian, actor, writer, and host of Secure The Gag based in Brooklyn, NY by way of Atlanta, GA. Recently, he was featured on HBOMax's Humans By Orientation platform and on the UCB Character's Welcome where his “Guy F**ks His Bully's Dad” sketch became a viral sensation. Online, Nathan has amassed a following on TikTok and has been featured in Vulture, Instinct, Queerty, Logo's NewNowNext, and more.  Secure The Gag is part of the WUSSY Podcast Network hosted by WUSSY Mag @wussymag Hosted by Nathan Pearson @nathankpearson Produced by Jon Dean @jondeanphoto Edited by Ryan Andrews @rtayrews Podcast Art created by Beardy Glasses @beardy.glasses Podcast Music by DJ Helix @1djhelix  Follow @SecureTheGag

Happy Pride to our fabulous LGBTQ+ community! In this episode, we are celebrating pride and discussing 2018's French queer horror, Knife+Heart! The movie takes place in Paris, Summer 1979, this movie follows gay porn producer/director, Anne. When one of her actors is brutally murdered, Anne is caught up in a strange investigation that turns her life upside-down. Support the show

HAPPY PRIDE 2022!!! HAPPY PRIDE 2022https://www.instagram.com/jayanda_aregay/ (Jay & A are Gay the Podcast) with hosts https://www.instagram.com/jaysonlkerr/ (Jayson Kerr) & https://www.instagram.com/directorsalazar/ (Aaron Salazar); Jayson & Aaron are here to ring PRIDE 2022, from NYC, the queens go into all things #PRIDE, the bad, the grateful, things get a little toasty as we dive into some politics of a certain state, and kiki about our favorite things we love about being a part of the LGBTQIA community. ART, LOVE, LIFE, PRIDE!!! Jump in with a coffee or cocktail & GET YOUR PRIDE ON DAMN IT! Gay Podcast Gay Podcast Gay Podcast FOLLOW US https://www.instagram.com/jayanda_aregay/ (@JAYANDA_AREGAY)Please SUBSCRIBE, RATE & REVIEW https://podcasts.apple.com/us/podcast/jay-a-are-gay/id1573658715 (HERE)Alvarez Keko Salazar Productions

Happy Pride!

Happy Pride month! This episode we are continuing our celebrations! Last episode (#189) we interviewed two experts from PhenoTips, Orion Buske and Erica Peacock about building inclusive pedigrees. This episode is a fantastic follow up about how to provide gender affirming care, specifically in the genetic counseling space. As a queer member of the LGBTQIA+ community, our host Kira Dineen is excited to share this episode.DNA Today's host Kira Dineen is also one of the hosts of the PhenoTips Speaker Series. This monthly live webinar focuses on relevant genetics topics by featuring discussions with thought leaders and experts in genomic medicine. This episode is the 20th installment of the PhenoTips' Speaker Series, “Gender Affirming Care in Genetic Counseling”.The webinar is sponsored by PhenoTips. During these live events we interview leaders in the field of genetics and moderate questions live from the audience. Check out upcoming installments by heading over to PhenoTips.com where you can also stream all the webinars from the last two years. Gender Affirming Care in Genetic Counseling is a panel discussion and interactive Q & A with host and genetic counselor Kira Dineen, diversity and inclusion advocate and hereditary cancer genetic counselor at Genome Medical, Joanna Mercado, prenatal genetic counselor at Sema4, Marney Brillinger, and transgender patient advocate, Holden Bender-Bernstein.Cultural attitudes towards the transgender community have shifted in recent years, allowing trans individuals to become more visible and empowered than previously possible. As the trans population grows in response, so too do health disparities and incidents of transphobia experienced by this historically medically marginalized group. With no agreed-upon pedigree standards for trans individuals and limited cultural competency training, genetic counselors face significant challenges providing the necessary affirming care to transgender and gender non-conforming patients.On This Episode We Discuss:• Improving clinic experiences for transgender and gender non-conforming patients• Beyond standards: gender affirming family history collection• Challenges to providing gender affirming care in existing service delivery models• Education and advocacy in the genetics and genomics communityThe PhenoTips Speaker Series is also available now as a podcast, so search “PhenoTips Speaker Series” wherever you are listening to this podcast (Apple, Spotify) to subscribe and stay updated on new episodes. Stay tuned for the next new episode of DNA Today on July 1st, 2022! New episodes are released on Fridays. In the meantime, you can binge over 190 other episodes on Apple Podcasts, Spotify, streaming on the website, or any other podcast player by searching, “DNA Today”. Episodes since 2021 are also recorded with video which you can watch on our YouTube channel. DNA Today is hosted and produced by Kira Dineen. Our social media lead is Corinne Merlino. Our video lead is Amanda Andreoli. See what else we are up to on Twitter, Instagram, Facebook, YouTube and our website, DNApodcast.com. Questions/inquiries can be sent to info@DNApodcast.com. PerkinElmer Genomics is a global leader in genetic testing focusing on rare diseases, inherited disorders, newborn screening, and hereditary cancer. Testing services support the full continuum of care from preconception and prenatal to neonatal, pediatric, and adult. Testing options include sequencing for targeted genes, multiple genes, the whole exome or genome, and copy number variations. Using a simple saliva or blood sample, PerkinElmer Genomics answers complex genetic questions that can proactively inform patient care and end the diagnostic odyssey for families. Learn more at PerkinElmerGenomics.com. (SPONSORED)HemoShear Therapeutics is a clinical stage company developing new treatments for patients with rare metabolic disorders. By partnering with fellow biopharma companies, HemoShear is accelerating their drug discovery and development programs in metabolic disorders, and also liver diseases and gout. HemoShear is currently conducting a clinical trial for a new therapy for propionic and methylmalonic Acidemia. Learn more about these conditions and the clinical trial in an upcoming episode of DNA Today! You can also visit hemoshear.com. (SPONSORED)In my free time during the summer I am usually with friends at our apartment's pool. My spot is right next to the water reading a book, most recently “A Crack In Creation”, which might come up in a future episode. I like keeping cool by sipping on some ice tea while I read, but I don't like all the sugar. So I've been enjoying Sound drinks instead. Sound makes unsweetened, organic sparkling waters made with tea and botanicals. No natural flavors or sugar. My fav is the blueberry with cinnamon and hibiscus tea. Try it out by ordering at DrinkSound.com using promo code DNATODAY for 20% off! Plus you are supporting the podcast. (SPONSORED)A bunch of my friends at my apartment have dogs and I love being able to offer them a treat when I take them for a walk or when they visit my place. So I got Sundays for Dogs. Now this is dog food, but can also be used as dog treats. My friend Annie's dog, Frank, gets so excited when he sees me, and if I'm being honest, I think it's more the food than me. Sundays For Dogs is real food formulated by a Vet with high quality meat, veggies, fruit and superfoods, then air-dried to perfection. Since you are a DNA Today listener, you can visit SundaysForDogs.com and use code “DNATODAY” for 35% off your first order. Support your pup and the podcast! (SPONSORED)

For the 89th episode of Private Parts Unknown, host Courtney Kocak introduces you to her OTHER podcast, The Bleeders, a new show about book writing and publishing. BUT DON'T WORRY, today's episode still manages to be very queer! The first guest for The Bleeders was the second ever guest for Private Parts Unknown — Samantha Allen, author of Real Queer America: LGBT Stories From Red States and the upcoming novel Patricia Wants to Cuddle (pub date June 28th). She shares so many nuggets of wisdom for writers. We talked shop about writing and publishing start to finish, book advances, audiobooks and her Audible Original (M to (WT)F: Twenty-Six of the Funniest Moments from My Transgender Journey), her foray from nonfiction to fiction, and the very trans sci-fi she used to devour pre-transition. Happy Pride, everyone! Hope you like this podcast (if you do, check out the links below for more), and we'll be back next with a brand new episode of Private Parts Unknown. CHECK OUT THE BLEEDERS FEED FOR MORE EPISODES (AND TO SUBSCRIBE!): https://pod.link/1628014529 The Bleeders on Apple Podcasts: https://podcasts.apple.com/us/podcast/the-bleeders/id1628014529?uo=4 The Bleeders on Spotify: https://open.spotify.com/show/1AfDMWxmLeMTu4mhibTMHI The Bleeders on Substack: https://thebleeders.substack.com/welcome For more Samantha Allen: Follow Samantha on Twitter @SLAwrites Check out Samantha's website samanthaleighallen.com Private Parts Unknown is a proud member of the Pleasure Podcast network. This episode is brought to you by: Go to RexMD.com/private today to get started with a sample pack prescription of generic Viagra. All orders come with FREE 2-day shipping. Rex MD – the authority in men's telehealth. https://linktr.ee/PrivatePartsUnknownAds If you love this episode, please leave us a 5-star rating and sexy review! —> ratethispodcast.com/private  Psst... sign up for our Private Parts Unknown newsletter for bonus content related to our episodes! privatepartsunknown.substack.com Let's be friends on social media! Follow the show on Instagram @privatepartsunknown and Twitter @privatepartsun. Connect with hosts Courtney Kocak @courtneykocak and Sofiya @thesofiya on Instagram and Twitter.

Former Minnesota United midfielder, Collin Martin, joins Cal and Kyndra on this week's Sound of the Loons special podcast, along with the Executive Director of Reclaim, Ryan Fouts. Martin shares his story with the group as they dive into who Reclaim is, what they do, and the impact the nonprofit organization brings to the Twin Cities.

Happy Pride, queerdos! We are joined for this special summer episode with actor and Dot-Marie Jones. You Might Know Her From Glee, American Horror Story, Golden Arm, Lizzie McGuire, Knights and Warriors, Patch Adams, The Boondock Saints, and Billy Eicher's upcoming rom-com Bros. Dot-Marie shared her journey from athlete (she competed in the Olympic trials twice!) to the American Gladiators-like series Knights and Warriors, to her Emmy-nominated turn as Coach Beiste in Glee. We got the goods on the favor that Hilary Duff called in for Material Girls, the unaired Ryan Murphy pilot Pretty/Handsome, being part of the very gay ensemble of Bros, and her deep love of Rock of Ages and Vegas. We are just swooning for Dot-Marie and cannot imagine a better way to celebrate pride. Have a gay one, m'dears! Lithuanian Flag Raising Parties (Cherry Grove lesbian parties) Pam Anderson was great as Roxie in Chicago on Broadway Anne catching up on “old” movies: The House Bunny and The Shape of Water Karen McCullah Lutz and Kirsten Smith wrote Legally Blonde & The House Bunny New Top Gun has a terrifying opening direct address from Tom Cruise (No Kelly McGillis) Is Jennifer Connelly good? She is hot to Anne Tom Skeritt and Ed Harris are both hot to Damian Who is the oldest person you would fuck? Dick Van Dyke! Judi Dench “Do you want to fuck me Barbara?” is an insane moment from Notes on a Scandal (which is terrible and wonderful) Judi Dench arm scene Dot-Marie Jones is in Billy Eichner's gay romcom Bros (opening in September) The only clip we could find of Pretty Handsome (RJ is fucking Niecy Nash) Coach Beiste on Glee (who transitioned on season 6) Lots of tragedy with the cast of Glee Dot was Lady Battleaxe on the American Gladiators spin off, Knights and Warriors Arm wrestling champion and cameo'd in Golden Arm a comedy about arm wrestling Was a shot-put champion and went to the Olympic Trials in 1988 and 1992 Dot-Marie Jones loves Vegas and Rock of Ages. She even played Dennis DuPree Off-Broadway Appeared on Lifetime's Celebrity Ghost Stories as well as The Haunting of with the medium Kim Russo who said that she sensed you had a gift and that you might be “a little psychic.” Played a wrestler named Black Widow on an episode of Roseanne Played Liz's lesbian friend Tess on a few eps of Nip/Tuck Worked with Hilary Duff on Lizzie McGuire (Coach Kelly) and Material Girls (Butch Brenda) Was on a S2 ep of RuPaul's Drag U called “Lesbians Gone Wild”  Anne cried watching Patti LuPone performing with Company on The Tonys (no clip from that performance so here's a montage from same production)

Episode 96: Livin on the El-Edge: LIVE Ferndale PRIDE  In episode 96 of the Sober VIbes podcast, it's a show within a show week which means it's Livin on the El-Edge episode.  Courtney and Kimberly were invited to record an episode with the organization Phoenix as a sober space being held during Ferndale, Michigan PRIDE celebration.  The sisters talk about the last time they were at a PRIDE parade in their active addictions and now how they are at one SOBER and recording this episode.  The audio is not great, but it was recorded LIVE, and Courtney and Kimberly wanted to share it.  LOVE is love, and Happy Pride! Thank you for listening. To Rate, Review, and Subscribe to the Sober Vibes Podcast. Thank you to our Sponsor! ORGANIFI! Click here to shop supplements and save 20% on all items at checkout using code "sobervibes" Greens and Gold are a must. To Connect with Courtney: CIRCLES APP-MEETINGS LIVED app Instagram  1:1 Free Consult Sober Focus Program  30 Day Sober Not Boring Calendar  The Ultimate Guide to Sobriety To Connect with Kimberly: Instagram   THE PHOENIX ORGANIZATION 

Hello, and welcome to Exvangelical. I'm your host, Blake Chastain. I know there's a lot going on. I know that the recent Supreme Court rulings are beyond discouraging - they are harmful for so many people, and a decision that could lead to the downfall of Roe is expected as soon as tomorrow. But multiple things happen all at once, and because of our interconnectedness, we feel them all. But I want to isolate one event happening right now and say: Happy Pride - especially to those born and raised in conservative evangelicalisms. Thank you for being here and being you. Listen to LGBTQ+ voices that have appeared on Exvangelical. Subscribe to The Post-Evangelical Post newsletter - for free, or $4/6/8 per month. 25% of net proceeds are donated to White Homework and The Religious Exemption Accountability Project. Exvangelical is a production of The Post-Evangelical Post, LLC. Learn more about your ad choices. Visit megaphone.fm/adchoices

Just because they look straight, doesn't mean they are! The girls are celebrating Pride Month with one of the top search terms for gay men. They explore the complications and desires around masculinity, along with the hot tension of fucking your best friend...or your bully. They also witness a spectrum of blowjobs from the Cocky Boys' best, to the absolute worst the tube sites have to offer. Happy Pride, babes!! Be sure to rate Girls on Porn 5-Stars on Apple Podcast and Spotify!  And leave your favorite search term OR your porn star name in the review for a chance to have it read on-air. Follow Us on Social Media: Show: @girlsonprn Laura: @ramadei Rachel: @_rrratchet Show Credits: Producer: Amanda C Mixed and Edited by Faris Monshi Intern: Maddie Coombs Theme by Eli Janney Advertise on Girls On Porn via Gumball.fm See omnystudio.com/listener for privacy information.

For this week's Sunshine Steven, host, Steven Rice, will be put in the hot seat by his husband (Brandon). This is part two of two! Also, meditation minute. Happy Pride 2022!  Brandon's Instagram  Mr. and Mr. Rice Instagram   Follow Me: Steven's Website Instagram Facebook Twitter Murder Mondays Also, a link to help donate and support Black Lives Matter

This week we are celebrating PRIDE! Oh, and also Keri has Covid… we are not celebrating that! She's quiet for maybe ONCE in her life. First, we're talking to Amy Landwehr whose son, Mar is transgender. We are talking all about being the parent or ally of LGBTQ+ kids and friends. And we discuss the amazing project by Zach Oren, IDES OF GENDER which is how we found Mar and Amy. Then, we are talking movies and rounding up our faves for the summer. Lots of fun titles, including some LGTBQ+ characters which is a great jumping off point to discuss identity and gender with your kids, or for your kids to see their gender and identity reflected back at them! Last, but certainly not least, Ashley sits down with director Chris Williams to discuss his new film out July 8th on Netflix, The Sea Beast. It's a jam packed episode full of summer, Pride, and a dash of Covid. As always we have your #SWAGBAG and THE TITS AND THE SHITS so come and settle in for a listen! Now you can get your Momtourage TWO ways! Head over to Apple Podcasts or wherever you fix your podcasts every Wednesday for a NEW episode of our show: https://tinyurl.com/y6xrpx8e Don't forget to LEAVE US A REVIEW! We will read them on air until we get to 1,000. For more info on: Trevor project– 24/7 crisis line Pflag for lgbtq+ & family Lamda legal – medical treatment for trans people IDES OF GENDER Zach Oren For more information on the summer movie roundup: Netflix.com Marcel the Shell with Shoes on Paws of Fury This week's #SwagBag picks: Ashley: Clean Club Disposable Cloth Keri: findcovidcare.com For more Momtourage:  iTunes: https://tinyurl.com/y6xrpx8e Spotify: https://tinyurl.com/y5f6ahn4 Instagram: www.instagram.com/momtouragepodcast  Facebook: www.facebook.com/MomtouragePodcast  YouTube: https://tinyurl.com/y4re9sca Website: www.MomtouragePodcast.com Learn more about your ad choices. Visit megaphone.fm/adchoices

Literally just talking about my cat. Happy Pride! --- Send in a voice message: https://anchor.fm/lindajames/message

Today we discover that Larray is a One Direction stan, hear about Noah's trip to the UK to play soccer, and how he blacked out when he met David Beckham. Also, Happy Pride everyone! Get started at chime.com/sock Athletic Greens is going to give you a FREE 1 year supply of immune-supporting Vitamin D AND 5 FREE travel packs with your first purchase. All you have to do is visit athleticgreens.com/SOCKINIT.  Get 20% Off and Free Shipping with the code [SOCK] at Manscaped.com Follow Noah: TikTok: @noahbeck Instagram: @noahbeck Twitter: @noahbeck YouTube: https://www.youtube.com/channel/UClPsjnF7D_Ar1ZSrEsnTxJA Follow Larray: TikTok: @larrayeeee Instagram: @larray Twitter: @larray YouTube: https://www.youtube.com/channel/UCt_DaLB_NDqPVxezyvcfRtg To watch the podcast on YouTube: https://www.youtube.com/channel/UCvk0339JFpWheCf2sUbh3aw Don't forget to subscribe to the podcast for free wherever you're listening or by using this link: https://bit.ly/PutASockInItPodcast If you like the show, telling a friend about it would be helpful! You can text, email, tweet, or send this link to a friend: https://bit.ly/PutASockInItPodcast Learn more about your ad choices. Visit podcastchoices.com/adchoices

Happy Pride, everyone!!!

This week, Lovett or Leave It celebrates Pride the best way it knows how: with the help of Ruth Bader Ginsburg's ghost (Abby McEnany). River Butcher, Tre'vell Anderson, and Zach Noe Towers solve gender, answering definitively if cats really are all girls. Solomon Georgio and Sydnee Washington have all the gossip, while Jared Goldstein spreads the good gay news. Bob the Drag Queen tries to locate the lone straight at the show, and we say goodnight to all our beloved LGBTQ listeners with a round of Queer Hot Takes. Happy Pride, everybody!!!

We are celebrating PRIDE! Our podcast network, Acast, has put together a worldwide Pride Parade with Acast Podcasters around the world, and we are so honored and thrilled to be a part of it!Happy Pride y'all! See acast.com/privacy for privacy and opt-out information.

Do you frequently experience an itching or burning sensation? Is discomfort in your posterior region a regular occurrence? Do you have night terrors involving killer clowns & bed-wetting that may have led to a divorce? Trix Pads™ with cooling Katyamine lotion are here to save your marriage, ease your discomfort, and soothe that burning ass. Side effects may include chronic perspiration, sudden-onset bilingualism, and the sprouting of a superfluous third nipple. Happy Pride, Everyone! Follow Trixie: @TrixieMattel Follow Katya: @Katya_Zamo To watch the podcast on YouTube: http://bit.ly/TrixieKatyaYT Don't forget to subscribe to the podcast for free wherever you're listening or by using this link: http://bit.ly/baldandthebeautifulpodcast If you want to support the show, and get all the episodes ad-free go to https://thebaldandthebeautiful.supercast.com/ If you like the show, telling a friend about it would be helpful! You can text, email, Tweet, or send this link to a friend: http://bit.ly/baldandthebeautifulpodcast To check out the Trixie and Katya Live Tour, go to: https://trixieandkatya.com To pre-order your copy of our new book, "Working Girls", go to: workinggirlsbook.com Learn more about your ad choices. Visit podcastchoices.com/adchoices

Happy Pride month! Anney and Samantha share some of their queer icons, discuss the risks of putting icons on pedestals, and Anney talks about coming out.  See omnystudio.com/listener for privacy information.