Anne-Maree O'Rourke’s Post

While Thailand may seem like an LGBTQ+ haven, the reality reveals a different story. "Tolerated, not included," as stated by Nikki Phinyapincha, founder of TransTalent consulting group, paints a nuanced picture during "Trans Mentorship and Seminar Day," led by Dr. Drew B Mallory and TransTalents as part of Sasin School of Management’s inclusion initiative (IDEAL). Shocking statistics unveil the hurdles faced by transgender individuals in the Thai job market. Approximately 77% of job applications submitted by Thai transgenders are met with rejection, surpassing the rates for lesbians, gays, and bisexuals. Moreover, unemployment obstacles are three times greater for transgender individuals compared to cis-genders, who identify with the sex assigned at birth. This highlights the pressing need for continued efforts in LGBTQ+ workplace inclusion. 🌐 Source: “Trans Mentorship and Seminar Day”, part of Sasin School of Management’s inclusion initiative (IDEAL) led by Dr Drew B Mallory and TransTalents. #TheLinQFoundation #LGBTQInclusion #ThailandWorkforce #TransRights

#IpsosUpdate June is available now! 🚀 In this edition, we delve into a sundry of topics: Discover the latest insights on generational dynamics and the impact of demographic changes in the Ipsos 2024 Generations Report. Don't miss out on our newest Ipsos Equalities Index, which explores key issues around societal inequality, and the Pride Survey, which offers a global perspective on attitudes towards the LGBT+ community. 🌍🏳️🌈 Amit Adarkar, Geeta Ravindranath Lobo, Jyoti Susarla Malladi, Ashwini Sirsikar, Vivek Gupta, Archana Gupta, Rinku Patnaik, Krishnendu Dutta, Sakina Pittalwala, Geetika Singh, Balaji Pandiaraj, Gauri Pathak, Madhurima Bhatia, Pallavi Mathur Lal, Balaji Pandiaraj, Anthony Ambrose Dsouza, Deepak H, Pooja (Mehta) Doshi, Unni Hariharan, Malavika M., Jeevika Kapadia, Deepak H, Shruti Shroff Patodia #IpsosGenerationsReport #IpsosEqualityIndex #IpsosPrideSurvey #IpsosIndia #IpsosInIndia

Today is the start of #LGBTHistoryMonth in the UK. Let's celebrate together by taking concrete steps towards greater LGBT+ inclusivity by fostering a diverse and welcoming scientific community. We have some useful resources, such as our LGBT+ toolkit, that provide the tools for everyone to take part in positive change: employers, colleagues, and LGBT+ individuals. Follow the workflow to find the resource you need for guidance and support in making a real difference towards LGBT+ inclusivity in science: https://rsc.li/47YPW04

📣DIAN India Meeting: Transformation of DE&I Frameworks. 📅Tue 21 Nov 2023 | 9:00am to 5:00pm (UTC +5:30) | Bangalore 👉Find Out More About Our Networks: https://lnkd.in/gfHy3DFR ------------- We are delighted to announce Société Générale as Venue Sponsor for our last DIAN India Meeting of the year, focusing on Transformation of DE&I Frameworks. This in-person DIAN India Meeting will explore how organisations can implement transformations to the existing DE&I agendas. Deep-diving into next practices, this event will include an Expert Session on Diversity Data, a Panel Discussion on Multigenerational Workforces, a Fireside Chat on the current needs of LGBT+ inclusion and an interactive Roundtable Discussion on DE&I priorities for the upcoming year. Watch this space for more information. This event is for DIAN India Members only. Contact us if you want to learn more on DIAN - Asia's Leading DE&I Network. #CBIndia #IMPACTxAsia #Diversity #Inclusion #Equity #LGBT+ #SupplierDiversity #SocialMobility #Multigenerational #SelfID

🎉 Today marks a monumental step forward for equality in Thailand. Marriage equality has passed 👨❤️👨 https://lnkd.in/gg6YN3NQ For someone married under my home country's law and with a child, the ability to have my marriage recognized under Thai law and our family more protected goes beyond a symbol of Pride. 🌈 Celebrating Pride is not about rainbows and parades; it's about fostering genuine inclusivity and equality. For companies, while it's great to see many leveraging this month for brand awareness - and there's nothing inherently wrong to use Pride as a marketing booster - the real impact happens when actions continue beyond the spotlight. Here's how you can enhance your inclusivity journey even when no one is watching. : Listen and Learn: Engage with the LGBTQ+ community within and outside your organization. Understand their stories, challenges, and needs. Use these insights to inform your policies and practices. Beyond Policies: Implement inclusive policies, but don't stop there. Create an environment where everyone feels valued and safe. This means training, support systems, and continuous education. Visible Commitment: Go beyond marketing. Partner with organizations, support legislative changes, and advocate for equality. Leadership and Accountability: Inclusion starts at the top. Leaders must walk the talk, demonstrating their commitment through actions and decisions. As businesses, you have the power to influence and create a world where everyone can live their life fully and equally - including your employees. Inclusion is a path we must walk together - based on mutual understandings. With today's ruling in Thailand, a community within the community now has equal ground to walk this journey together. Let’s celebrate, and remember there is still work to be done. 🌟 #PrideMonth #LGBTQ #Inclusion #Diversity #CorporateResponsibility #EqualityForAll #MarriageEquality #Thailand

𝗦𝗮𝗳𝗲 𝗯𝘆 𝗱𝗲𝘀𝗶𝗴𝗻 🏳️🌈 As a tribute to #PrideMonth, #POLIS is focusing on the barriers to #mobility that LGBTQIA+ people face in Europe's #cities, with a special emphasis on safety 🛡️ In our recent article, 'POLIS x Pride 2024', we dive into the current research on #QueerMobility, which shows that: ⚠️ queer passengers are at an above-average risk of experiencing discrimination and harassment in #PublicTransport ⚠️ many queer Europeans feel the need to adapt their appearance or behaviour to avoid being targeted in #PublicSpaces, including public transport ⚠️ queer people are significantly less likely to be consulted in the design of public space than cisgender, heterosexual men Standing by the belief that #mobility is a 𝗿𝗶𝗴𝗵𝘁, not a privilege, we wish to see Europe's cities make queer inclusivity an essential aspect of #MobilityPlanning, from design to evaluation 🌈🤝 This is how we make cities that we can 𝘢𝘭𝘭 be proud of 🏙️ 💡 Want to find out what cities can do to bridge the gap? Read the full article today ➡️ https://buff.ly/3Rj4AtE #Pride2024 #UrbanMobility #SustainableMobility #InclusiveMobility #JustTransition #TransportInnovation

My colleague Rob Salas and I are excited to invite you to our upcoming webinar, "LGBTQIAP+ 101: Terms & Support Strategies." This topic is close to our hearts, and we can't wait to share our knowledge and passion for creating inclusive workplaces. Through this insightful session, we'll take you on a journey to deepen your understanding of the LGBTQIAP+ community. You'll not only learn the terminology and significance of various identities but also gain valuable insights into the lived experiences of your LGBTQIAP+ colleagues. But we won't stop there. We'll equip you with practical strategies to become a genuine ally, using your influence to advocate for and support your LGBTQIAP+ coworkers effectively. Together, we'll explore actionable steps to enhance inclusivity and create a welcoming environment where every employee feels valued and understood. Key Takeaways: 1️⃣ Comprehensive understanding of LGBTQIAP+ terms and identities 2️⃣ Effective allyship strategies to support your LGBTQIAP+ colleagues 3️⃣ Actionable steps to foster an inclusive workplace culture Join us on this transformative journey, and let's work together to create lasting change. Don't miss this opportunity to earn HRCI and SHRM recertification credits while expanding your knowledge and becoming a champion for LGBTQIAP+ inclusion. Register here: https://lnkd.in/ghKksqWM #WebinarAlert #HRWebinar #BusinessWebinar #LGBTQIAPPlus #LGBTQIAP+ #Inclusion #Allyship #HRProfessionals #BusinessLeaders

Last week, I had the honour of moderating the first Pride panel discussion ever held at The Mandala Group with these amazing individuals. It was an intimate session comprising members and non-members of the club, and I’m deeply grateful to Joshua Simon, Antoinette Patterson and G Pereira for opening up and courageously sharing about what it’s like to be LGBTQ+ in Singapore, from their professional concerns to personal challenges, and their hopes and dreams for a more inclusive Singapore. Here are some key takeaways shared by the panellists: 1) While there appears to be more understanding and acceptance in society of LGBTQ+ folk following the repeal of Section 377A last year, there’s still so much more to be done in terms of education and awareness in order for Singapore to be a truly inclusive and empathetic society; 2) How censorship guidelines ought to be reviewed for more positive portrayal of LGBTQ+ persons and characters in Singapore media; 3) The need for more inclusive housing policies and marriage equality rights that take into consideration the needs of the LGBTQ+ community; 4) The importance of understanding and respecting pronouns, and how simple adjustments to how we communicate can go a long way in making others feel seen and validated; 5) The unique challenges the trans community faces in Singapore (e.g. overt discrimination, lack of employment opportunities, etc) and the need for additional support, understanding and empathy for this marginalised group. It was truly very heartening to hear from many in the audience about how much they appreciated such a raw, honest and open conversation that rarely reaches mainstream platforms and audiences. Here’s to more brave spaces and voices as we journey on towards a more inclusive society that views every individual as equal and deserving of opportunities and quality of life. #PrideMonth #lgbtqia #Diversity #DEI The T Project

Xiwen Zhao will present her research on how a firm's alignment with a dominant social norm impacts its market performance. The study, done alongside Zhi Huang and Daniel Halgin, examined firms’ adherence to institutional norms that support LGBT-inclusive practices. They noted diminished investor interest in firms that violate these norms and engage in few LGBT-inclusive practices. However, the study suggested that external events can temporarily disrupt institutional norms, leading to varied reactions towards firms. Supporting their hypothesis, they found that following significant events related to LGBT equality, firms with sparse LGBT-inclusive practices received positive abnormal returns, especially when headquartered in conservative states. RSVP Today at https://bit.ly/3upGqWm