Fri, June 21, 2024 Post 21 of 30 for Pride month <IDEA> Monthly theme: Pride Month, LGBTQ+ Pride, Rights, Equality weekly theme: "Week 4: Intersectionality and Leadership (June 17 - June 23) Theme: ""Embracing Complexity: Intersectionality in the Workplace"" Focus: Explore the concept of intersectionality, emphasizing its importance in understanding the multifaceted identities of LGBTQ+ individuals and its implications for leadership and organizational culture. Discuss how leaders can recognize and address the unique challenges faced by those at the intersection of multiple marginalized identities. Offer insights into how embracing intersectionality can lead to more nuanced and effective diversity strategies, ultimately fostering a more inclusive and innovative organizational environment." Post topic: "Day 21 (Friday, June 21): Leadership Strategies for an Intersectional Approach Topic: ""Leading with Depth: Strategies for Intersectional Leadership"" Context: Offer practical leadership strategies for adopting an intersectional approach in diversity and inclusion efforts. Discuss the importance of self-education, active listening, and leveraging employee feedback to inform policies and practices. Encourage leaders to reflect on their biases and assumptions and to seek out and amplify diverse voices within their teams."
Edward Schaefer’s Post
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Director at Mist LGBTQ Foundation | Mr Gay India 2020 | Core team LGBTQ+ Affairs at All India Professional Cong
Research suggests that LGBTQ+ individuals often possess a unique perspective shaped by their lived experiences, fostering a creativity that enriches leadership roles. From navigating societal challenges to embracing their authentic selves, LGBTQ+ individuals develop a resilience and empathy that fuels innovative thinking and problem-solving. In corporate settings, LGBTQ+ leaders bring diverse viewpoints and innovative approaches, driving positive change and fostering inclusive cultures. Their ability to think outside the box and challenge conventional norms not only benefits organizations but also inspires others to embrace authenticity and diversity in their own leadership journeys. As we celebrate LGBTQ+ excellence, let's recognize and amplify the creativity and ingenuity that LGBTQ+ leaders bring to the table. Together, let's build workplaces where diversity isn't just valued but celebrated, empowering individuals to thrive and organizations to flourish. #LGBTQCreativity #InclusiveLeadership #DiversityandInclusion
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Leading independent HR Consultancy in Yorkshire. We guide and support businesses through the complexities of people management, so they have the space to focus on growing their businesses.
🌈 June is Pride Month Ensuring everyone feels accepted, supported, and safe at work is crucial. Yet, LGBTQ+ employees worldwide continue to face challenges. How can organisations best support their LGBTQ+ employees? 1. Assessment: Start by evaluating where your organisation stands regarding LGBTQ+ inclusion. Assess both perception and feelings—how do people view your organisation, and how do your employees and clients feel about your inclusivity? This will highlight strengths and areas needing improvement. 2. Senior Leadership Role: It's essential that senior leaders actively push for LGBTQ+ inclusion. This responsibility shouldn't fall solely on LGBTQ+ leaders, even if they are passionate about advocacy. Inclusion is everyone's responsibility. 3. Inclusive Policies: Review policies and procedures to ensure they support LGBTQ+ staff. For example, adjust leave policies to accommodate routine and specialist medical appointments for those medically transitioning genders, ensuring they aren’t at a disadvantage. Taking these steps can significantly impact the well-being and inclusion of LGBTQ+ employees. #BSHR #HRConsultancy #Inclusion #LGBTQ+ #Diversity #WorkplaceEquality #Leadership #Yorkshire
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🌈 What if every leader could change a life? This June, as we celebrate Pride Month, let's commit to not just recognizing, but actively championing the LGBTQ+ community in our workplaces. Week 2 of our Pride Month series shines a light on "The Impact of LGBTQ+ Leaders and the Power of Allyship." Today, on Day 9, we delve into how we can empower the next generation of LGBTQ+ leaders through mentorship, support networks, and specialized development programs. 🚀 LGBTQ+ leaders bring unique perspectives and strengths that significantly enhance our collective creativity and problem-solving abilities. By fostering an environment that supports these voices, we not only promote innovation but also build a truly inclusive culture. 🌟 Here’s something to try: Reach out within your network or organization to see if there are mentorship programs that you can participate in. If none exist, why not take a step to initiate one? The goal is simple: connect, support, and elevate the aspiring LGBTQ+ leaders around you. 📣 Call to Action: Let's all pledge to be the allies who not only speak but act. Join or establish a mentorship program in your workplace. Encourage discussions that elevate LGBTQ+ voices. Every step we take together makes the path easier for the next one to follow. 🔗 Want to get involved or need resources to start? Drop a "🌈" in the comments, and let’s share knowledge and opportunities to support our future leaders! #PrideMonth2024 #LGBTQLeaders #AllyshipInAction #InclusiveLeadership #Empowerment
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June is here, Pride marches and festivities have started, and the anti-DEI rhetoric remains firmly entrenched in our national consciousness and places of work. All of this has me thinking about the powerful and renewed focus on inclusion that many organizations and leadership teams are embracing to ensure that all can bring their whole selves to work. However, for many of us in the LGBTQ+ community, even if there are initiatives and programs focused on inclusion, we still might not feel a sense of safety and security to be our “authentic” selves. Results from the McKinsey & Co. and LeanIn Women in the Workplace 2023 report showed that LGBTQ women feel more pressure than any other group of women to hide their full identities at work. Let’s correct this by leaning into allyship which can bridge the gap between educational initiatives and action. Let’s focus on building human skills that help all better navigate vulnerability, trust building, and empathy. This is my hope for us this Pride month - will you join me?
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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
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President at Mayflower Junction HR Consulting LLC - A 2024 Cape and Business Media Reader's Choice Top 10 Business to Watch - Human Resources Consultant - Business Owner - Small Business Human Resources Services
Please join us in celebrating LGBTQ+ Pride Month! We invite you to embrace this at your organization and find different ways to celebrate with your staff. Here are a few suggestions: 1. Cater a celebration lunch for your staff with a few different dishes from local LGBTQ+ restaurants. Have a presentation or a topic to foster learning and discussion during the lunch. Encourage your LGBTQ+ staff members to lead the discussion. 2. Send out weekly emails highlighting one or two contributions or important cultural and historical impacts of people from the LGBTQ+ community. Include a list of recommended books by LGBTQ+ authors that coincide with the email highlight. 3. Send out a list of local LGBTQ+ events and celebrations and encourage your staff to attend. Then ask them to share something they learned. 4. Highlight your LGBTQ+ staff members through short biographies that include some of their specific contributions to the organization and things they wish to share about their family, history, and culture. Make sure you have their permission before doing so. 5. Have an open dialogue and meet consistently with your LGBTQ+ staff to assist in providing a more inclusive environment at your organization. This should be constant throughout the whole year, not just during Pride Month but Pride Month is a good place to start if you're not already doing this. These are just a few of the many ways you can celebrate at your organization to help inspire learning and discussion, and to promote inclusion and belonging within your team. #pridemonth #LGBTQ #inclusion #belonging #diversity #hr #humanresources #culture #communication
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THIS WEEK ON MY QUEER CAREER: my weekly newsletter on LinkedIn focused on empowering LGBTQ+ (& Ally) professionals. Vol 18. This week’s question: Dear “Gay Leadership Dude®” … It seems my work has been in a constant state of change for the past few years. But one of the good changes is how we’ve focused more on celebrating diversity and inclusion. What is your advice on how not to just champion that kind of change, but determine if our efforts are making a difference? ~ Changemaker Chaz My 2¢ : Your support for an inclusive workplace is crucial. Many LGBTQ+ employees struggle with authenticity at work; 46% are closeted, 53% hear jokes about LGBTQ+ people, and 31% feel unhappy. Focus on these five indicators for an inclusive environment: leadership actions, inclusive corporate policies, real corporate values, support for inclusion, and external LGBTQ+ rights efforts. Reflect on your organization's status and identify areas for improvement or enhancement. Your commitment can drive significant change. Let's create a space where everyone feels valued. WHAT DO YOU THINK? To stay connected, you can subscribe through the link below. And help me break the 5,000 subscriber mark? PLEASE? :^D https://lnkd.in/eQZAehD3 #lgbtqa #diversity #inclusion #thegayleadershipdude #leadership
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According to a study in the US by Out Now, the US economy can save up to $9 billion annually if companies implement more practical and effective inclusion policies for LGBTQ+ employees. Similar statistics are available for most developed economies. This is partly attributed to "avoiding costs from stress and ill-health associated with LGBTQ+ staff who need to hide their identity at work or experience discrimination." Therefore, a robust workplace inclusion strategy for LGBTQ+ staff is vital from an ethical and business perspective. This is because all team members will feel less stressed and more satisfied and productive as a respected part of a cohesive team. At HiR, we believe this includes tailoring the employee experience to where coaching is available and making LGBTIQ+ coaches available to those who would like to work with someone with relevant lived experience.
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How Far Have We Come in Fostering LGBTQ+ Inclusion in Business? 🌈🚀 As we celebrate Pride Month, it's crucial to pause and reflect on the progress we've made and the hurdles that still stand in our path. This June, my focus is on the transformative contributions of LGBTQ+ leaders and the ongoing journey toward a truly inclusive workplace. But, how far have we really come? Throughout this week, we've spotlighted the undeniable impact of LGBTQ+ individuals across various sectors. From innovative startups to global corporations, their unique perspectives not only enrich but also drive forward-thinking leadership and creativity. Yet, despite these successes, challenges persist in achieving full inclusion and equality. Being an ally in the business world means more than just supporting LGBTQ+ rights; it involves proactive engagement and a commitment to continuous learning. Here's a tip: start by implementing inclusive language in your communications or by participating in diversity training programs. Try to approach every interaction with empathy and openness, fostering an environment where all voices are heard and valued. Let's commit to pushing the boundaries further. What actions will you take this coming year to promote diversity and inclusion in your workplace? Share your thoughts and let's brainstorm together! 🌟 Continue the conversation. Advocate for change. Educate yourself and others. 🌟 #PrideMonth #InclusionInAction #Leadership #Allyship #DiversityAndInclusion #LGBTQBusinessLeaders
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There’s a misconception that allyship is primarily about supporting a specific subset of individuals, such as LGBTQ+ people. Here’s what’s true: inclusion is for everyone. Logan Chapman, an Onboarding & Enablement Coordinator, at Spring Health, and part of our OutSpring ERG 🏳️🌈, shares his insights as a team member and how leaders can become allies to LGBTQ+ employees and create a #workplace environment where everyone feels like they belong. The article also features insights from two other OutSpring ERG members, Lucas Barrino and Ritchelle G., on what allyship means to them both within the walls of the workplace, but beyond that. It always feels good to work for an organization where everyone feels included. Learn how you can become an ally to LGBTQ+ team members by cultivating a workplace environment where everyone feels like they belong.
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Leadership, Culture, Strategy, Systems, and Change
2mo🌟 I'm eager to hear your thoughts and experiences with intersectionality in leadership. Have you encountered challenges in implementing these strategies, or do you have additional tips that could help other leaders? Let's learn from each other and grow together! #LeadershipDevelopment #PrideMonth2024