Kargo’s Post

The third installment in our article trilogy on employee benefits is out! Have you ever thought about the specific needs of employees with disabilities, members of the LGBTQ+ community, or employees from diverse ethnic or religious backgrounds? Building an inclusive workplace means caring for everyone, not just the majority. What benefits are the HK employers at the forefront of diversity benefits offering? https://lnkd.in/eQYPFh_A Alex Wong Chu Kelvin Jason Ang Herrera Benjamin Brustis

Being in a management position would you admit that half of employees rate company wide well-being support as average or poor? This is becoming very scary when you read that in response, about a quarter of the workers are looking for a new job, one report indicates. Appreciate you sharing Carolyn Crist. #management #employees #leadership #workforce #genz #millennials #lgbtq #hispanic

Creating more impactful solutions means embracing intersectionality 🫂 Loved this description from Victoria Commission for Gender Equality; “The concept of intersectional disadvantage or discrimination is sometimes called “intersectionality”. It explains how people may experience overlapping forms of discrimination or disadvantage based on attributes such as Aboriginality; age; disability; ethnicity; gender identity; race; religion; and sexual orientation” It’s crucial to recognise that addressing one issue independently doesn't solve the broader problem. To truly address multifaceted challenges, creative solutions need to involve layers of diverse perspective. This needs to be in a safe space that allows authentic experience to help us move beyond perceived issues to uncover the real ones. After interviewing many people about this concept over the last year, I have come further in understanding how common solutions aren’t typically effective for ALL groups of people. I would like to see that change. But how? My ideas are.. - More empathy (not sympathy) - Curiosity before judgement - Higher value on nuanced experience - Community engagement What are yours? Here’s an intro to a business doing this Kate Gatfield-Jeffries co-founder of Moodi Blends 💘 https://lnkd.in/gHjZavhn

The idea of offering insurance and wellness plans to LGBTQ employees is a progressive approach towards promoting an inclusive work culture. By prioritizing the well-being of all employees, companies demonstrate their commitment to diversity and equality. Providing LGBTQ employees with access to healthcare and support services creates a safe and secure workplace environment. This approach also helps to attract and retain top talent, as LGBTQ employees are more likely to stay with a company that supports their unique needs. The provision of insurance and wellness plans for LGBTQ employees sends a powerful message that all employees are valued and respected, regardless of their sexual orientation or gender identity. It fosters a sense of belonging, leading to increased employee satisfaction, motivation, and productivity. #LGBTQInclusion #WellnessForAll #InclusiveWorkCulture #DiversityAndEquality #SafeAndSecureWorkplace #HealthcareForAll #SupportForAll #TalentRetention #UniqueNeedsMatter #ValuedAndRespected #SenseOfBelonging #EmployeeSatisfaction #MotivatedWorkforce #ProductivityBoost #ProgressiveEmployer #beginswithyou https://lnkd.in/dSj_KDFC

How can I ensure queer people know my wellness services are inclusive and affirming for them? This is IMPORTANT. Because queer folks need to be able to find you (and they really need your support!) 💛 If you don’t make it REALLY CLEAR in your content and the way you show up in all spaces in your life, LGBTQIA+ folks may not think, or feel, that you’re going to be a safe/r space for them.💔 Because the risks of coming to you for coaching, counselling, breathwork, yoga, PT, or any other wellness support…could just be too great.😕 So if you do welcome 🌈LGBTQIA+ folks into your wellness business, and you’re doing the ongoing work to understand how to hold safe/r spaces - tell queer folks, SHOUT IT FROM THE ROOFTOPS (bc my god we need you now more than ever!) 👉 If you need support with your marketing and getting your message out…check out our new guide. 🌟The Queer Inclusive Marketing Guide 🏳️⚧️Give us a “Yes PLEASE!” in the comments and we’ll send it to you straight away!🏳️🌈

MHFA England® our #MyWholeSelf campaign is about creating workplace cultures where everybody is free to be themselves without fear of prejudice and harm. Whilst we are making some progress in creating inclusive work cultures, most of us would agree it is too slow, and there is so much more to do to make that a reality for so many people, including those who are trans and non-binary. The Sunday just gone was the International Trans Day of Visibility. It is held every year on 31st March and is a moment to celebrate the joy, resilience and contribution of trans and non-binary people across society. Prejudice, discrimination and the so called culture war inevitably has an emotional and mental toll on trans and no -binary people, that cannot be under-estimated. That is reflected in the significant disparities in mental health outcomes. Trans in the City, Gendered Intelligence, Black Trans Alliance, Stonewall and many others provide training, guidance and helpful information. Do check them out. My colleague Lewis wrote this blog about supporting the mental health of LGBTQ colleagues at work a little while ago and it is still relevant now. https://lnkd.in/ecAZktWe #InclusionAtWork #MyWholeSelf #TransVisibility

We hear a lot about the importance of being intersectional in a therapy space. There is a huge emphasis laid on identifying and exploring how the socio-political factors might be adding layers to one’s mental health concerns. This ideology and thought used to amuse me for a very long time but I guess, we never understand the depths of any concept until it happens in close proximity with us. This is a conversation about gender in workplaces and ‘gendered’ workplaces. How the presence of this aspect can bring up different feelings for an individual or a group. SafeStories is, currently, a women-led organization. We constantly strive to be inclusive, our values encourage the establishment and reinforcement of 𝗾𝘂𝗲𝗲𝗿-𝗮𝗳𝗳𝗶𝗿𝗺𝗮𝘁𝗶𝘃𝗲, 𝘀𝗼𝗰𝗶𝗮𝗹 𝗷𝘂𝘀𝘁𝗶𝗰𝗲 and 𝗰𝘂𝗹𝘁𝘂𝗿𝗲- 𝘀𝗲𝗻𝘀𝗶𝘁𝗶𝘃𝗲 lens. As we embark on this journey of growing in size and diversifying our roles further, there is a curiosity to work with people from different spheres, sections and layers of the society.  This also gives way for us to share what we feel in our workplace currently and the bits, rituals that we’d love to maintain over a course of time. • There is a sense of security and ease that has been established within the team. Working with women here has brought 𝙡𝙞𝙩𝙩𝙡𝙚 𝙟𝙤𝙮𝙨 to the table. It often becomes about dressing up well for ourselves and being seen, acknowledged by fellow employees.  • It means resonating with each other on contemporary ideas of 𝗰𝗼𝗼𝗸𝗶𝗻𝗴, 𝗲𝘅𝗰𝗵𝗮𝗻𝗴𝗶𝗻𝗴 𝗿𝗲𝗰𝗶𝗽𝗲𝘀 𝗼𝘃𝗲𝗿 𝗹𝘂𝗻𝗰𝗵, talking about 𝗽𝗮𝘁𝗿𝗶𝗮𝗿𝗰𝗵𝘆 and being able to recognize the ways it has creeped in every aspect of our lives. This has progressed as a relationship of existing together, with ease and comfort, supporting and empowering each other through the life journeys that stand out for us, every single time. The intention behind sharing this is to invite you to look around and reflect on your workplace safety, how gender might be playing a role in making you feel the way you are (feeling) about your work, or yourself at times. #safestories #safespace #workplace #gender #gendered #role #diversify #culture #sensitive #queer #queeraffirmative #workplacesafety #workplacewellness #workenvironment #safety #security #comfort #mentalhealth #mentalhealthpune #mentalwellness #lullanagar