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Implications for the Business Community 3 that it will not discriminate against any person because of his or her sexual orientation, gender identity, or gender expression. That includes all employ- ees, contract workers, and customers. Talent has become such an important business asset that organizations are looking for it in places that were previously ignored or dismissed as inconsequential. One of those previously overlooked and often unexplored places is the gender-diverse community, a largely untapped demographic group that is teeming with workers who are eager, hungry, and prepared to make solid contributions to employers. Nevertheless, and even as gender diversity becomes more pervasive and vis- ible throughout society, we still observe that systemic injustice and unfounded prejudice have too often precluded the attainment of meaningful employment and workplace equality for gender-diverse persons. Addressing these problems in a pragmatic manner can make a positive difference not only for the business and gender-diverse communities but for society as a whole. We all win when- ever injustice, inequality, bias, and prejudice toward any person or group are confronted and overcome. The rising tide of inclusivity truly can lift all boats— but that works only if you have a boat. Without the boat of inclusion, gender- diverse people too often find themselves drowning in the sea of oppression as the tide rises. That’s why inclusion is generally considered to be a much more effective and productive approach than the exclusivist alternative. The Gender-Authenticity Breakthrough For these and other legitimate business reasons, a remarkable new work- place paradigm called “gender authenticity” is emerging. This cultural model can substantively assist organizations in developing a more effective and culturally enhancing framework of understanding and successful business operation. Here is the definition of gender authenticity that I believe to be most useful: Gender authenticity may be defined as the right of all individuals to express their gender identity/sexual orientation without discrimination, harassment, or coercion to conform to gender stereotypes. This innately liberating and affirming concept can help companies develop workplace cultures wherein all employees are encouraged to be their authen- tic self while doing their best work and making their most valuable contribu- tions. In workplaces like that, everyone wins. As business guru Peter Drucker supposedly once said, “Culture eats strategy for breakfast.” Get the culture right and you’ll almost certainly have a winning organization—and the way to get the culture right is to encourage every employee to be their authentic self at work.