myGwork - LGBTQ+ Business Community’s Post

I had the privilege of co-sponsoring Pfizer’s 2023 Equity in Action Summit where we discussed the theme, Unleash Your Power of Belonging. This event focused on promoting equity and inclusion in Pfizer’s Legal and Compliance Divisions, which are two of our company’s core values, and ensuring our colleagues have an environment in which they can succeed. The Summit brought together over 350 legal and compliance professionals, attorneys and our outside law firm partners to identify actions individuals and organizations can take to increase equality and empower diverse professionals to reach their full potential. During the Summit, we held a discussion with amazing leaders in the law, including former US Attorney for the Southern District of New York, Preet Bharara. We also had an excellent interactive workshop with Michelle Silverthorn and Valeria Aloe, leading voices on diversity. We heard from the formidable Francesca Martinez, a comedian, actress, and disability advocate with cerebral palsy, and finally our own colleagues including Ramcess Jean-Louis. Here a few key takeaways I plan to keep top of mind: - Being a diverse and inclusive company helps us better serve patients. A resounding theme from our speakers was that diversity and sense of belonging directly affect productivity. Data shows companies with greater diversity in leadership deliver stronger results. Pfizer CEO Albert Bourla has said, “It’s the right thing to do, period. We must continue to serve all patients equitably. And to serve all patients, we must have a workforce that represents the diversity of the patients we serve.” - Creating an inclusive culture must be intentional. Leaders as well as peers need to be deliberate and purposeful in making sure diverse colleague voices are heard and create a place where everyone feels they belong and can contribute. As an ally, I advocate for colleagues to help them grow and develop as professionals and seek to create access and advancement for all colleagues equitably. We need to ensure all colleagues are included in the conversation, whether it be one on one or in a meeting room. - We must acknowledge and combat implicit bias. We sometimes fail the colleagues in our organizations due to implicit or unconscious biases. Francesca Martinez shared a great insight about perceptions that people have about her due to her physical limitations. Rather than seeing the intelligent, funny and immensely talented person that she is, many people have been too quick to dismiss her capabilities due to her disability. Combating implicit bias is key to creating a level playing field for all colleagues and creating an atmosphere of belonging.       -We have more work to do. We will continue to advance our diversion, equity, and inclusion efforts. We need to continue to go forward until every voice is heard, everyone feels included and everyone feels like they belong. #Equity

🌍 Creating a Model EEO Workforce and DEI&A Programs in Conservation 🌿 Hello DJV Community, We are thrilled to share important updates from the U.S. Equal Employment Opportunity Commission (EEOC), which recently published its final guidance on preventing harassment in the workplace. This comprehensive document addresses the evolving nature of work environments, including the rise of virtual settings, and underscores our commitment at the Diversity Joint Venture (DJV) to not just increasing diversity but also equipping our workforce with the best resources to foster truly inclusive and equitable work environments. The new EEOC guidance consolidates previous documents and reflects significant legal developments, public input, and emerging issues like online harassment. It provides valuable insights and examples to help employers and employees understand their rights and responsibilities, ensuring that all workers feel safe and respected. At DJV, we resonate with this mission deeply as we work towards creating model Equal Employment Opportunity (EEO) and Diversity, Equity, Inclusion, and Accessibility (DEI&A) programs within the conservation sector. Our focus extends beyond just filling positions; we aim to empower and support underrepresented groups, ensuring they have robust pathways to meaningful and impactful careers. The EEOC’s dedication to protecting vulnerable and underserved communities aligns perfectly with our goals. We are committed to leveraging these new resources to enhance our initiatives and continue building a conservation workforce that is not only diverse but also well-supported and knowledgeable about their rights and the best practices for a respectful and inclusive workplace. We encourage our partners and all conservation organizations to engage with this new guidance and integrate these practices into their operations. Together, we can lead the way in mentoring and developing the next generation of conservationists and community leaders. For more information on the EEOC's new guidelines and how they can be applied in your work environment, visit [www.eeoc.gov](http://www.eeoc.gov). Together, let's strive for a workplace where everyone can thrive. #DiversityInConservation #EEOC #WorkplaceSafety #DEIA #ConservationCareers

As the Corewell Health Executive Inclusion Champion for the Healthy Pride BRG, I had the honor of kicking off Pride Month with this blog... According to a 2021 United States Census Bureau pulse survey, 9.6% of respondents identified as gay, lesbian, bisexual or something else (0.6% identified as transgender)1. This translates to approximately 1 out of every 10 of our colleagues identify as LGBTQIA+. Many of our colleagues are also patients of Corewell Health and have more than likely experienced some form of discrimination. A 2018 Harvard poll found that “nearly a sixth of LGBTQ adults have experienced discrimination at the doctor’s office or in another healthcare setting, while a fifth say they have avoided seeking medical care out of fear of discrimination2.” At Corewell Health, we cannot improve health, instill humanity, and inspire hope if our patients avoid seeking medical care.   Over the last several years, I have spent considerable time with this community and have heard countless stories of how they have been treated when seeking healthcare, from subtle microaggressions, to outright discrimination, and sometimes refusal of care. It truly hurts my heart to hear these stories, but it also fuels my passion to make it better! This is one reason why I chose to accept the Executive Inclusion Champion role because I knew it would allow me to influence change. Recently, I have also heard several positive stories which makes me hopeful that our hearts and minds are changing.   Our organization has developed or resourced many educational tools to improve our knowledge of the LGBTQIA+ community, their health disparities, and managing bias with cultural intelligence. I encourage each and every one of you to either start or continue to deepen your knowledge of the LGBTQIA+ community, because they are 10% of our colleagues and patients, and they deserve our respect and inclusion.   Lastly, it is Pride Month – a time to celebrate! Check out the Healthy Pride BRG page to view upcoming Pride events, join Healthy Pride, and/or discover the several volunteer opportunities across the state. Happy Pride, Healthy Pride!   Educational tools: ·        The People Behind the Alphabet: LGBTQIA+ 101 ·        LGBTQIA+ Education for Providers ·        LGBTQIA+ Education for Clinical Leaders/Team Members ·        LGBTQIA+ Education for Non-Clinical Leaders/Team Members ·        CQ Your Bias ·        LGBTQ+ Patient-Centered Care Training Offered by HRC ·        ELEVATE | Show Your Pride: What’s Your LGBTQIA+ Allyship Style?     Citations: 1.    Census Bureau Survey Explores Sexual Orientation and Gender Identity 2.    Health care providers need better understanding of LGBTQ patients, Harvard forum says — Harvard Gazette

🌍 Creating a Model EEO Workforce and DEI&A Programs in Conservation 🌿 Hello DJV Community, We are thrilled to share important updates from the U.S. Equal Employment Opportunity Commission (EEOC), which recently published its final guidance on preventing harassment in the workplace. This comprehensive document addresses the evolving nature of work environments, including the rise of virtual settings, and underscores our commitment at the Diversity Joint Venture (DJV) to not just increasing diversity but also equipping our workforce with the best resources to foster truly inclusive and equitable work environments. The new EEOC guidance consolidates previous documents and reflects significant legal developments, public input, and emerging issues like online harassment. It provides valuable insights and examples to help employers and employees understand their rights and responsibilities, ensuring that all workers feel safe and respected. At DJV, we resonate with this mission deeply as we work towards creating model Equal Employment Opportunity (EEO) and Diversity, Equity, Inclusion, and Accessibility (DEI&A) programs within the conservation sector. Our focus extends beyond just filling positions; we aim to empower and support underrepresented groups, ensuring they have robust pathways to meaningful and impactful careers. The EEOC’s dedication to protecting vulnerable and underserved communities aligns perfectly with our goals. We are committed to leveraging these new resources to enhance our initiatives and continue building a conservation workforce that is not only diverse but also well-supported and knowledgeable about their rights and the best practices for a respectful and inclusive workplace. We encourage our partners and all conservation organizations to engage with this new guidance and integrate these practices into their operations. Together, we can lead the way in mentoring and developing the next generation of conservationists and community leaders. For more information on the EEOC's new guidelines and how they can be applied in your work environment, visit [www.eeoc.gov](http://www.eeoc.gov). Together, let's strive for a workplace where everyone can thrive. #DiversityInConservation #EEOC #WorkplaceSafety #DEIA #ConservationCareers

In honor of #NationalDiversityDay, take a look at four steps you can take in your organization to enact meaningful change: https://zurl.co/dDy8 #Diversity #Inclusion

Why is allyship essential in today's workplaces? Allyship in the workplace is crucial for creating an inclusive and supportive environment. Allies advocate for colleagues, promote diversity, and help reduce bias. They empower others, strengthen team dynamics, and serve as role models for positive behavior. Ultimately, allyship fosters a culture where everyone feels valued and respected, benefiting both individuals and the organization. #Allyship #Inclusion #Support #Empowerment #InclusiveCulture #Equity #PositiveChange #WorkplaceInclusion #RoleModels #Advocacy

ACN Healthcare Celebrates Pride: Reflecting on Inclusion in Healthcare This Pride Month, ACN Healthcare joins the call for reflection, empowerment, and unity. While we strive to be allies for the LGBTQIA+ community, we recognize that true inclusion is a continuous journey. For many LGBTQIA+ individuals, healthcare settings haven't always felt like safe spaces to be their authentic selves. At ACN, we're committed to creating a welcoming and inclusive environment for both patients and employees. Here's how we're reflecting on our journey towards better inclusion: -Unconscious Bias Training: We're actively addressing unconscious bias through training programs for our staff. -LGBTQIA+ Patient Sensitivity: Ensuring our staff provides culturally competent care, respecting diverse identities. -Building Inclusive Workplaces: Fostering a safe space for open communication and celebrating the unique experiences of all our employees. Together, let's create a healthcare system where everyone feels empowered and respected. #PrideMonth #HealthcareForAll #ACNCares

Inclusive healthcare is not just a buzzword — it’s a fundamental necessity in creating a workplace where everyone feels valued and supported. Meeting the unique challenges faced by LGBTQIA+ employees is essential to help overcome existing barriers to care, like gender discrimination and harassment. Keep reading to learn how you can empower your employees to bring their whole selves to work — boosting morale, productivity, and fostering a culture of acceptance. #empoweringemployees #inclusivehealthcare #pridemonth http://spr.ly/6041PjYDf

It's Neurodiversity Celebration Week! This week provides a great opportunity to challenges stereotypes, misconceptions and biases about neurodiversity and to put in the work to ensure neurodivergent employees are able to succeed in the workplace all year round. What goals and commitments is your organization committing too? Do you have action plans in place for tangible inclusion? Have a read of this fantastic interview with Nigel (Nige) Moralee MPM, MBA one of our 2023 Enable Role Models and learn more about his personal story, professional insights and advice for advocates on creating neuro-inclusive workplaces. https://lnkd.in/eKZGjVQK How are you driving inclusion for your neurodivergent employees? We'd love to hear in the comments! #Neurodiversity #NeurodiversityCelebrationWeek #Neurodivergence #Neuroinclusion #Intersectionalinclusion #DEI #Diversityandinclusion #RoleModels #Allyship #Advocacy