Francis Pabon’s Post

I recently attended a LinkedIn Live event hosted by Janice Gassam Asare, Ph.D., on her new book "Decentering Whiteness in the Workplace". In this session, she discussed Chapter 4: Decentering Whiteness in Workplace Policies. We’ve probably seen them. Policies that might seem to treat everyone the same, but in reality, have a disparate impact on Black and other marginalized employees. Here are some examples Asare shared: Domino’s Pizza used to have a policy that required male delivery drivers to be clean-shaven. Yet, Black men are more prone than white men to a painful skin condition where shaving causes inflammation and razor bumps. Also, there are some religions where having beards is part of a spiritual practice. A New York City double-decker bus company required their tour guides to wear a branded baseball hat as part of its uniform. But what if the hat didn’t fit someone with large curly hair or a turban? A company offered bereavement leave for the death of an immediate family only and initially refused to grant it to an employee whose uncle had passed away. Yet, that person grew up in a culture where aunts and uncles are considered immediate family, often living together. As Asare explained in Chapter 4, “Her company had created a seemingly neutral policy that actually centered the white American family structure to the detriment of other cultures.” Asare implores us to review our legacy workplace policies and ask: Why is this specific policy in place? Is this policy inclusive of employees from different racialized populations? She also recommends inviting employees to provide feedback about workplace policies to help determine which are ineffective and inequitable. Consider reviewing just one policy for inclusivity. And then keep going. — This is an excerpt from my “5 Ally Actions” newsletter on December 8, 2023. Subscribe and read the full edition at https://lnkd.in/gJApP5cV #BetterAllies #Allyship #InclusionMatters #Inclusion #DEI #Diversity #Allies 🙏

Let’s start from the basics. 🖐️ What does DEI actually mean? Conversations about DEI are often filled with difficult terms, which can cause confusion and resistance. Our goal is to demystify these terms and show how they apply to everyday workplace experiences. That is why we started “The ABCs of DEI”, a series where we break down essential DEI concepts each week. Let's start with Diversity, Equity and Inclusion. At its core: - Diversity brings unique perspectives. - Equity ensures fair opportunities. - Inclusion creates a supportive environment. Swipe for the Inklusiiv-developed glossary and get a better understanding of each term. 👉 #DEI #InclusiveWorkplace

🌈 Happy Pride Month 🌈 At Sellick Partnership, we genuinely believe that everyone deserves to feel comfortable and valued in the workplace. This is something Senior Manager Adam Burgess touched upon, when he spoke about the importance of being yourself at work. Adam's personal insights highlight how authenticity can drive both personal and professional growth. His story is a powerful reminder of the importance of creating inclusive workplaces where everyone can thrive! Read the full blog here: https://lnkd.in/eKsfuG88

Have you ever felt unsafe at work? Maybe you felt you needed to hide an important aspect of who you are in order to fit in. This kind of hiding at work is known as 'covering' and it's a too common experience not only for the LGBTQIA+ community, but for all minority communities. Covering is a protective response. We cover what's most precious to us, what we're afraid will get hurt on the job in order to get ahead. But covering brings its own pain, brutally extracting the most important parts of our authentic selves. How can we shift organizational culture so that no one is pressured to cover? What if we told you that the process of changing an organization's culture starts with a single ripple? With some guidance, this ripple can begin with you. That's why it's essential to build up your knowledge, skills, and confidence to engage in everyday acts of allyship. Let's start by focusing on the importance of continuous learning. In honor of Pride Month this June 2024, we will share more with you about the LGBTQIA+ community and what you can do to be an ally all year round. By following our daily acts, we continue to strive for a workplace where everyone feels empowered to be their authentic selves and where diversity is celebrated and embraced. Together, we can make a difference and create positive change within our organisation and beyond. Happy Pride 🏳️🌈

Diversity, #equity and #inclusion are longstanding priorities for our team at YourCoach. That’s why it’s important that we make space for this conversation during Black History Month and every month. There’s a critical need for more diverse representation within health and wellbeing coaching—full stop. In today’s blog we outline some steps we’re taking as a company to make this more possible and how we can all work together to create more diverse and inclusive spaces in #healthcoaching. The full article is accessible through the link below! https://lnkd.in/dB8gU4X7

🌟 "Reflections on the Gifts of This Year" 🌟 Join us from December 7th to December 31st as we celebrate the season's magic with daily reflections on the little things that matter most. 🕯️ 🎁 Day 18: December 25th 🎁 "Hope." This holiday season, we invite you to embrace the spirit of giving, gratitude, and inclusion. Our campaign is more than just a reflection; it's a commitment to creating inclusive cultures. As an award-winning leader and diversity advocate, we believe that every employee deserves to feel they belong. Throughout December, we'll share daily themes that inspire positivity and acceptance. Stay tuned for messages that resonate with your organization and its values. Let's kick off the new year with the gift of acceptance and inclusion. 🌟 "Reflections on the Gifts of This Year" - Because everyone's story matters. 🌟 Stay tuned for more daily themes, and together, let's make this holiday season truly special. 🌟 #InclusionMatters #HolidayReflections #DiversityAndInclusion

We have previously shared upcoming awareness days with you, but how can you honour these days in your organisation? 🤔 We’ve got you covered with these campaign ideas for upcoming awareness days in June 👋 June is Pride month, which is jam-packed full of important calendar dates for you to highlight in your workplace to bring awareness to LGBTQIA+ issues and support LGBTQIA+ employees 🙌 Want to implement one of these campaigns in your organisation next month? Get Fresh and Fearless to help you bring this idea to life! Get in touch today via the link in our bio 👆 [Visual description: carousel is designed in blue, pink and yellow. Image 1: title, June campaign ideas for upcoming diversity days. Image 2: June: LGBTQIA+ Pride Month, LGBTQIA+ Allyship Workshop, Pride and Intersectionality Panel Discussion, Fireside Chat with LGBTQIA+ Speaker. 8th: Global Wellness Day Mental Health and Wellness Workshop, Meditation and Wellness Sessions, Fireside Chat with Wellness Experts. 16th: Neurodiversity Pride Day, Neurodiversity to Neuroinclusion Workshop, Neurodiversity & LGBTQIA+ Intersectionality Panel, Updating Policies to be Neuroinclusive. Juneteenth: Share Educational Resources about Juneteenth, Encourage Attendance at Local Juneteenth Events, Support Black Organizations and Individuals. Stonewall Riots Anniversary: Educational Workshop on the Stonewall Riots, Host Social Event with LGBTQIA+ Quiz, Adopt LGBTQIA+ Inclusive Policies and Practices. Image 3: Do you want to run a diversity campaign? Fresh and Fearless can help! Email us or send a DM. [email protected]] #AwarenessDays #DiversityAndInclusion #DiversityMatters #InclusionMatters #UnconsciousBias #DiversityEquityInclusion #DiversityInTech #Inclusivity #InclusionAndDiversity #BelongingAtWork #WorkplaceCulture #WorkplaceInclusion #WorkCulture #Workshops #DEI #Inclusion

What about Diversity, Equity, and Inclusion is keeping you awake at night? One of my clients, recently introduced me to a group of her mangers, and she stated that the reason she wanted to partner with me is because I told her, “Without having a CONVERSATION with you, I can’t possibly know what keeps you awake at night regarding your diversity, equity, inclusion efforts.” So, I will ask you, just as I asked her, WHAT ABOUT DIVERSITY, EQUITY, AND INCLUSION IS KEEPING YOU AWAKE AT NIGHT? Let’s Start A Conversation: Leave a thought in the comments!👇🏾