Collage Group’s Post

Health and wellness are a major aspect of consumers’ daily lives. Americans spend a significant amount of time–and money–tending to their health. All brands, both within and outside of the health and wellness space, must understand consumers’ attitudes and behaviors in this key area of their lives. Learn how Americans across sexual identities approach their health and wellness in our blog. Our insights will help you win #LGBTQ+ people’s trust by recognizing their unique health struggles and providing tools to solve them! With our insights, you will be able to: 1.) Navigate health barriers LGBTQ+ people face; 2.) Champion mental health awareness and solutions; and 3.) Empower LGBTQ+ Americans’ health through community ties. Learn more in our blog, available below. #marketing #mrx #diversity #inclusion #diversityandinclusion #marketresearch #marketingandadvertising #consumerinsights

…Is what companies act like during Pride Month. But being queer isn’t something that exists only once a month. 🌈 Don’t get us wrong, we love companies getting around Pride Month. If you want to make your company logo rainbow this June, go for it! Just as long as you’re putting in the work the other 11 months as well. We run an Over the Rainbow workshop that’s all about creating a safe space for employees to discuss LGBTQ+ issues, share perspectives and ask questions. Our clients use it as a launch pad to get the conversation flowing year-long. Here’s a quick rundown of what we typically cover: •⁠ ⁠Learn all about the LGBTQ+ alphabet •⁠ ⁠How to create safe and inclusive spaces for LGBTQ+ employees •⁠ ⁠Unpack topics such as unconscious bias, microaggressions, and allyship •⁠ ⁠Understand the challenges faced by LGBTQ+ individuals in society and the workplace •⁠ ⁠Deep dive into SOGIE and LGBTQ+ •⁠ ⁠Lots of games, case studies, memes and discussions They’re usually 1.5-2 hours, but everything is customizable based on your needs. DM us or get in touch via our website here 👉 https://lnkd.in/dYTRzrXq

I appreciated this McKinsey & Co post about Gen Z and LGBTQ+ during Pride Month. Several aspects stood out: - It feels easier to be open in Europe and the Americas than elsewhere - Those with greater seniority find being open easier than those more junior - How much there is still to do to address feelings of vulnerability, underrepresentation and isolation The effects of the latter are stark. Look at the graphs for health. All bar physical health show a marked deterioration the younger the respondent. Although we know the benefits that diversity, equity, inclusion and belonging initiatives can bring, there is still underperformance. Curious what you think can help leverage the benefits that are waiting to be tapped? #executivecoaching #leadershipcoaching #deib

As Pride month in the United States draws to a close and brand leaders begin preparing for their strategic planning cycles, we want to offer some insight into the enormous growth opportunity the LGBTQ+ community represents for brands that understand them as human beings and meaningfully connect with them year-round. In today’s economy, few brands can afford to ignore one of the fastest-growing consumer segments, both in terms of size and spending power. Yet winning with them requires understanding them first as complete people so that you can craft products, messages, and experiences that accurately reflect and resonate with their evolving human priorities. Download our latest report by Aidan Borer, Human-ology’s Director of Human Insights, on how the priorities of LGBTQ+ adults are changing globally, and what this means for brands. Download the free report on our website: https://lnkd.in/eaRF-ftg #inclusivemarketing #consumerinsights #marketresearch

#TogetherWePride: Inclusivity means not just ‘we’re allowed to be there,’ but we are valued. Truly diverse teams will do impossible things. Leaders that create an inclusive environment can start by: 1. Create A Welcoming Space For Everyone 2. Celebrate Your Clients’ Support Of The Community 3. Spotlight Internal And External LGBTQ+ Stakeholders 4. Showcase The Diversity Of Your C-Suite 5. Make Diversity And Inclusion Core Values 6. Ask What’s Missing And Lean Into Learning More Take the joy and power of recognizing the full value of everyone on your team! #pride2024

Equity, Diversity, and Inclusion (EDI) practices are key factors when it comes to attracting Gen Z talent. According to a Gallup survey, over half of LGBTQ+ adults are under 35. 🏳️🌈🌍 For businesses aiming to resonate with Gen Z, creating an inclusive place for all will be important not only in the workplace but also in hiring practices. That means more than saying the right things. Discover how to create effective LGBTQ+ friendly recruitment practices 🌈💼 in this blog from Pierpoint International:: https://bit.ly/3GqhZKH #InclusiveHiring #GenZTalent #DiversityandInclusion

Why Does Belonging Matter? Sophie Wood and 🤗 Danielle Wood (MCIPD) share powerful insights on Diversity, Equity, Inclusion, and Belonging (DEIB). Tailoring the focus for diverse audiences, we emphasise the crucial role of belonging in the workplace. Drawing from real-life experiences, we delve into how organisational culture and leadership profoundly influence individuals' performance. Sophie also offers an impactful talk about her personal journey, providing a unique perspective - A Transgender Experience - Sophie Wood Think 'Lunch & Learns', think 'Fireside Chats', think 'Ask Me Anything' sessions, think 'Raising Awareness' sessions, think 'Conference Panels'. Perfect times to book us:- 🟣 February 2024 - LGBTQ+ History Month 🟣 31st March 2024 - Transgender Day of Visibility 🟣 June 2024 - LGBTQ+ Pride Month  🟣 November 2024 - Transgender Awareness Week Talks ranging from 30 minutes to 2 hours - with or without Q&A - our prices start from £500. #motivationalspeaker #diversity #equity #inclusion #belonging

What is an example of a challenge you have encountered as an LGBTQ+ person or as an LGBTQ+ ally in the workplace?   Is it about challenging stereotypes? Seeking understanding? Striving for equal footing?   Coming out at work can be both a liberating and daunting experience, making it a complex decision.   Whilst some organizations celebrate diversity, others still lack awareness.   At LHH, Pride Month is about having meaningful conversations about what inclusion and belonging mean to our colleagues. We're connecting, sharing personal experiences, and helping one another gain insights into what it means to be an LGBTQ+ person in the workplace.    Our colleagues' voices remind us that inclusivity isn’t a checkbox but a continuous journey toward understanding, empathy, and celebrating diversity. Let's embrace compassion and seek understanding this Pride and beyond. 🌈✨   #PowerOfVisibility #PrideMonth #LHHPride

WOW 😲 The first ever survey focusing on the business landscape for LGBTQIA businesses and professionals...your participation MATTERS 👊 ! OutBritain have partnered with the renowned LGBTQ+ think tank Open Political Economy Network (OPEN) to launch the first-ever survey focusing on the LGBTQ+ business landscape. This initiative aims to shed light on the unique challenges and opportunities faced by LGBTQ+ businesses and professionals. Let me tell you...your participation matters! The LGBTQ+ community's input is invaluable in creating a comprehensive overview of the business environment for LGBTQ+ individuals. By filling out this survey, you're not just sharing your experiences you're helping to shape the future of business. Your responses will play a crucial role in informing policies and supporting services and initiatives designed to foster a more inclusive and equitable business world. Let's come together to ensure that LGBTQ+ businesses are seen, heard, and supported. 👉 Participate now: Make LGBTQ+ Businesses Count! Your voice matters. #LGBTBusiness #Inclusion #Diversity #OPEN #MakeADifference #DiversityInBusiness #lgbtqia Survey Link: Quilter Investors Quilter Financial Planning Quilter

If LGBTQ+ professionals in your organization are defaulting to the behaviors listed below, you might not have as inclulsive of a workplace as you want. Reflect on elements of your organizational culture, procedures and practices that might serve as barriers to inclusiveness. Take feedback seriously and share how you will use it.