Newell Brands embraces diversity and inclusion and aims to build a culture where employees can bring their whole selves to work. From earning a 2023-2024 Equality 100 Award in the Human Rights Campaign Foundation’s Corporate Equality Index, to educational programming shared by OPEN, our Employee Resource Group (ERG) for LGBTQ+ employees and allies, and inclusive benefits such as gender-affirming care, we proudly support our LGBTQ+ employees during Pride Month and year-round. OPEN recognized Pride Month with several educational and networking activities. Read about the events here: https://lnkd.in/dMBAVecD
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Celebrating Pride Month: Fostering Inclusion at Alphanext 🏳️🌈 June marks Pride Month, celebrating the LGBTQ+ community’s resilience, diversity, and contributions. At Alphanext, we recognize that embracing diversity is not just a social responsibility but also a driver of innovation and growth. Studies by Gartner show that inclusive teams outperform by 30%. Alphanext is committed to equitable hiring, ensuring unbiased job descriptions and providing diversity training for recruiters. While 🌈 logos and Pride Month social media posts are a start, they're not enough. True inclusion requires a year-round commitment that fosters a sense of belonging and empowers LGBTQ+ employees to thrive. Companies like Microsoft, IBM, and Salesforce have a long history of championing LGBTQ+ inclusion, setting inspiring examples in the industry. At Alphanext, celebrating Pride Month reaffirms our commitment to a diverse, inclusive workplace where every employee feels respected and empowered. Join us in celebrating Pride Month as we build a diverse and inclusive Alphanext. Together, we can make a difference. 🌟
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Last week, we had the honor of hosting a thought-provoking session with Dr. Philip McAdoo. His insights on Pride, allyship, intersectionality, and DEI have inspired us to reflect more deeply on how we can become a more inclusive and supportive company during Pride month and beyond: 🤝 True allyship involves advocating for and standing up for others. Balancing the role of an ally with the risk of overstepping boundaries requires a deep commitment to listening and learning. By actively listening to the experiences and needs of those we aim to support, we can better understand when to step forward and when to step back. 🎉 Pride recognizes the many ways of being and celebrating who we are. Dr. McAdoo highlighted the progress made by young people stepping into their identities and the need to address societal fractures. It's important to (help) find spaces and communities that validate who we are and boost our confidence. 📈 Focus DEI efforts on systems rather than individuals to avoid "othering" and promote inclusive problem-solving. Measure DEI efforts with both quantitative and qualitative metrics – put some 💜into it! 👊 Real, authentic support takes the form of focusing on the benefits and experiences we offer to people at the margins. It’s important to be patient and humble, understanding that change doesn’t happen overnight. People need time to process and reflect on new ideas, opening the door to growth and transformation. Inspired by Dr. McAdoo and our team, we are committed to celebrating and supporting our/the LGBTQ+ community, during and beyond Pride Month. Actions on our radar: Open dialogue: Provide our team with a space to discuss their experiences more openly and frequently. We will reframe our monthly team coffee chats to encourage these conversations. Ongoing training: Revamp and enhance our inclusion and diversity training programs, emphasizing the importance of continuous development. Our taskforce team stresses that this is an ongoing commitment, not a one-time effort! Community engagement: Actively look for ways to support the LGBTQ+ community, including supporting local businesses. Happy Pride, everyone! 🌟 #PrideMonth #Inclusion #Diversity #Allyship #DEI #CelebratePride
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As a People Ops professional, I love seeing Pride Month grow every year. It’s about time. 🏳️🌈🎉 Looking back at June, I can't help but appreciate how much has changed. It used to be a niche celebration and now it’s a part of our culture—so many organizations celebrate it. There’s been a noticeable shift in awareness, especially in the HR world through diversity training, inclusive policies, and visible support for LGBTQ+ employees. So, what’s next for Pride Month? I think it can only grow from here. I see it becoming more in-depth, year-round, and intersectional. There’s going to be a bigger conversation about supporting those in marginalized communities. And if you’re really advanced, you’ll start measuring your initiatives, and tracking impact in fostering more inclusive environments. :) What happens at work doesn’t stay at work—these shifts matter. I’m excited to help create more inclusive workplaces and contribute to a society that values and respects diversity. Pictured: a shot from the Boston Pride Parade, a few miles from the PI HQ. #HR #PeopleOps #leadership #pride
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Reflections on Pride Month 🌈 This June, we celebrated Pride Month at BII for the first time. The reception in our community has been encouraging to witness, but reflecting on the conversations I’ve seen here on LinkedIn during this month it becomes clear that discussing topics related to diversity and inclusion can be challenging within organizations. These conversations are often difficult because they require us to confront long-standing biases, navigate sensitive topics, and create an environment where everyone feels safe to express their true selves. However, in my opinion, these difficult discussions are essential for fostering innovation, which is what BII is all about. Diversity in the workplace brings in a variety of perspectives and experiences, which are crucial for creativity and problem-solving. Studies have shown that diverse teams are more innovative and effective at finding solutions to complex problems. Embracing and supporting diversity, including the LGBTQ+ community, is just one way of ensuring that we are not only creating a more inclusive environment but also driving innovation forward. It's not always easy to have these conversations, but the rewards – a more dynamic, innovative, and inclusive workplace – are worth the effort. Let's continue to push for a culture where diversity is celebrated, and every voice is heard! Peter Hauge Mikkelsen Maria Gøtz Konradsen Laura Arlgade Sigrid Hyldig Tine Roland Presterud
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A very happy Pride to all those celebrating! I wanted to start on a positive note and highlight the joyous element of Pride. It’s encouraging to see communities come together to celebrate and reflect. I can’t claim to fully understand the experiences of many in the LGBTQ+ community, but I’ve made an effort to listen, read, and immerse myself enough to acknowledge that the journey can be bumpy, uncertain, sometimes distressing. Consequently we hold our teams at Oliver Wyman accountable to nurture our inclusive culture through our LGBTQ advisory board which is comprised of internal and external LGBTQ leaders. We hope this enables empowerment and inspires our people to be at their best wherever they work. Over the weekend Adele made headlines for intuitively responding to a distressing comment made about Pride at one of her performances. A single snide remark – intentional or not – may be a fleeting moment for the speaker but can have lasting impact on listeners. This really puts a spotlight on the Pride theme of “ally shift” and Adele tapped into her platform to really demonstrate her clear allyship. But not everyone has that platform, ability, or confidence to carry out a display to that level of allyship. Shifting the dial does not need to be that bold and can be just as impactful. In many instances facilitation and providing programs and options can help accelerate. One way we’re trying to push ahead on this at Oliver Wyman is through our LGBTQ+ mentorship program. Now in its fourth year, the program pairs mentees with leaders in the company to share career life advice and strengthen the sense of community. It’s symbiotic in that it gives mentors the gift of knowledge and self-awareness, and mentees the space to discuss their careers and lives while benefiting from alternative perspectives. Having diverse perspectives and understanding is crucial for making well-rounded decisions. I hope this year Pride is a reminder to us all to be good listeners and advocates for each other. #Pride2024
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Team Coordinator at A.P. Moller-Maersk ▪Human Rights Officer at Copenhagen 2021 WorldPride ▪ Associate Field Operations Manager at INFARM ▪ Program Assistant at TechBBQ
What is Pride Month and Why Should We Celebrate it? Did you know, in Europe, approximately 50% of LGBTQ+ employees are still not comfortable being out at work. This statistic highlights the ongoing need for safe and inclusive workplace environments. Pride Month is more than just a celebration, it's a call to action. It commemorates the Stonewall Riots of 1969, a pivotal moment in the fight for LGBTQ+ rights worldwide. It's a time to honor the progress we've made and recognize the work that still needs to be done. 🏳️🌈 The Impact of Pride: - Workplace Diversity: Companies with LGBTQ+ inclusive policies see a 17% increase in employee retention and a 26% increase in job satisfaction (Source: Human Rights Campaign). - Economic Benefits: LGBTQ+ inclusive workplaces see higher productivity, leading to a potential 35% increase in team performance (Source: Harvard Business Review). - Mental Health: Inclusive environments significantly reduce stress and anxiety among LGBTQ+ employees, fostering better mental health (Source: American Psychological Association). Let's Keep Pushing Forward: Inclusion is a necessity. Let's ensure our workplaces are safe, supportive, and empowering for everyone. As we celebrate Pride Month, let's commit to ongoing advocacy, education, and the creation of inclusive spaces. #PrideMonth #LGBTQ #DiversityAndInclusion #Allyship #DEI
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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."
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A sense of confidence and play is an important part of queer joy 🏳️🌈. Whether its in or outside of the workplace, when we play, we occupy spaces and do activities that are engaging, meaningful, and safe for us. That's why its so heartening to see organizations that support LGBTQ+ folks' ability to show up joyfully and confidently for their chosen pursuits. Here at NuWave, we love what 💼 Out & Equal is doing to facilitate education and events for inclusion and belonging in workplaces around the world. Feeling safe and included at work can be a catalyst for play. 📚Stanford University recently launched a new LGBTQ+ Executive Leadership Program to help LGBTQ+ executives cultivate their own leadership styles while building inclusive workplaces. There are also a number of groups that support queer adults and the next generation with safe spaces for play and expression: 🏕️ Camp Brave Trails runs an incredible camp for LGBTQ+ youth every summer. 🎭 The National Queer Theater elevates queer actors and storytellers of all ages through plays, festivals, and education. ⚽ Athlete Ally provides resources, awards, and advocacy to end homophobia and transphobia and create more inclusion in sports. There are so many different ways to be playful at work or in recreation and, thankfully, the list of organizations who are facilitating this specifically for LGBTQ+ folks seems to be ever-growing. #internationaldayofplay #queerjoy #executiveeducation #lgbtq #pridemonth
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Yesterday our Pride BRG hosted our 3rd annual Global Ally Summit. A full-day of follow-the-sun programming designed to engage, educate and celebrate our allies. I was really impressed by the quality (and quantity) of the programming. Congratulations to Holly Yarbrough, Szandra Bajtay and the whole Ally Council for getting this done. I participated in two panel events: 1) The creatively titled “Oops I just said what” which explored some workplace scenarios centered on LGBTQ+ inclusion. The panel shared lots of practical tips on how managers and colleagues can help create an inclusive team environment for all. 2) “Hiring in the New Era” which focused on talent acquisition and retention, including strategies focused on diverse talent. One of the key discussion points centered on getting intentional. Be specific about what you are trying to achieve and then align all of your actions accordingly. A goal that is too broad or ill-defined isn’t going to be actionable or measurable. Vasudha Pareek and Paul Charlesworth were thoughtful and effective moderators. It’s great to have the opportunity to discuss topics like these with other leaders from across the firm… I always come away with some new ideas to take back to my own teams!
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Co-Founder Breath Beings| Ex Head DEI Flipkart|Diversity Equity Inclusion Strategist | Advanced Diploma and Practitioner in NLP Coaching| Licensed EI Trainer and Master Coach| Leadership Development | Public Speaker
Affirmation A statement or sign that something is true. Also indicates approval or support. That’s the dictionary definition of affirmation. A simple-enough word. A word that made it mainstream with manifestation gurus who urge us to chant our affirmations. What does affirmation have to do with DEI? This month being Pride Month, I thought over this word. When it comes to LGTBQ+ inclusion, perhaps, there is no more important word. Nothing that screams support as much as affirmation. And there are so many ways to do this at work. Through: 👉 Creating affirmative policies 👉 Affirmative job descriptions 👉 Conscious commitment to source diverse candidates 👉 Advocacy 👉 Visibility And finally… An affirmation to reduce bias and negate stereotypes. When we work together to create a safe environment, where employees show up as allies and advocates - to me that’s an affirmative workspace. One where people who identify as part of the LGBTQ+ community show up in a company’s international and external communication channels. Without fear, bias, or negativity. Where do we find workspaces like these? A decade ago, when I started working in this space, I would have given that answer in the negative. But things are changing. And that alone is my positive affirmation for the day. Things are changing. #gender #lgbtq #pridemonth #inclusion -- I run Breath Beings. We work with organisations to create equitable and inclusive workplaces.We have a range of LGBTQ+ awareness and allyship interventions. DM me to know more
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