DNV’s Post

There are few corporate initiatives as important as creating diverse, equitable, and inclusive spaces for the LGBTQ+ community.     According to EY, Gen Z is six times more likely to identify as LGBTQ+ compared to Gen X, and with Gen Z making up 30% of the workforce by 2030, this underscores the growing necessity for inclusive policies in the workplace.    While we celebrate and uplift the progress that has been made over the past few decades, we simultaneously acknowledge that we as a society have a long way to go in ensuring that every workplace embraces diversity, promotes equity, and empowers all individuals.     Our work in this space inspires deep hope for what's to come. We see the tides of change growing stronger each and every year as forward-looking organizations take bold steps towards a future that celebrates everyone.  #IgnitingBoldFutures #Inclusivity #PRIDE #LGBTQ

There are few corporate initiatives as important as creating diverse, equitable, and inclusive spaces for the LGBTQ+ community.     According to EY, Gen Z is six times more likely to identify as LGBTQ+ compared to Gen X, and with Gen Z making up 30% of the workforce by 2030, this underscores the growing necessity for inclusive policies in the workplace.    While we celebrate and uplift the progress that has been made over the past few decades, we simultaneously acknowledge that we as a society have a long way to go in ensuring that every workplace embraces diversity, promotes equity, and empowers all individuals.     Our work in this space inspires deep hope for what's to come. We see the tides of change growing stronger each and every year as forward-looking organizations take bold steps towards a future that celebrates everyone.  #IgnitingBoldFutures #Inclusivity #PRIDE #LGBTQ

How can you foster allyship this pride month and beyond? 🤝🌈 Advocating for your colleagues who are members of the LGBTQ+ community is crucial in achieving true inclusion in the workplace. With 46% of LGBTQ+ workers saying they are closeted at their work, we must do better to ensure everyone can be their true selves. One way to be an active ally is to practice inclusive behaviours, act fairly as both colleagues and leaders, and speak up when we encounter bias or discrimination. Try using the STOP model when you need to stand up against exclusion: 💬 Say something 🧑 Tell someone ❤️ Offer support ☝️ Provide a diversion By being an ally, you can truly make a difference and help shape a more inclusive workplace. #Pride #Pride2024 #LGBTQ+ 

High on many companies agenda is the topic of Equity & Diversity Nigel Kirkham, the CEO of Enterprise Solutions at Hays, recently spoke to Erica Webber of IBM about inclusive leadership for the LGBTQ+ community. Research shows that a large percentage of LGBTQ+ workers have concealed this part of their identity from colleagues, so how can leaders change this? Erica gave her views and opinions in the below video, with the full interview available here https://lnkd.in/eRMq3hmf #hays #haysrecruitment #workingforyourtomorrow

Did you know 1 in 4 LGBTQ+ employees say they still face unfairness and discrimination in the workplace? Although many businesses are working to support their LGBTQ+ employees, having a written policy isn't enough. Check out this article by the Society for Human Resources Management that gives actionable tips to foster a more inclusive workplace environment. #LGBTQ #Equality #WorkplaceInclusion https://bit.ly/3s3dXnZ

🏳️⚧️ Here's How To Make An Employee's Transition Easier >> A crucial part of creating your company’s diversity, equity, and inclusion (DEI) strategy is to make sure LGBTQ+ employees and job candidates know they are seen and supported. Best practice is to have a robust policy in place, and then work together with individuals to write a personal plan that works for them. Our article, with links to legal advice and frameworks, will help you make a more inclusive environment for people who are transgender in the workplace. #LGBTQ #TransRights #Pride2024 https://lnkd.in/eCY3ErBj

Although great advice for leaders ahead of Pride month, these 6 key questions are just as useful when considering how to accelerate the impact of all ERGs.

With the magnitude and severity of anti-LGBTQ+ legislation around the world, companies with global footprints must be mindful in their approach to LGBTQ+ inclusion. However, the complexity of the issue doesn’t mean that companies have an excuse not to act. As Karyn Twaronite of EY says, “Companies can be respectful of local cultures and inclusive — they are not mutually exclusive.”🌈 Learn more about the complexities of LGBTQ+ inclusion around the globe and best practices your company can use beyond pride month in our latest article below. #LGBTQ #Inclusion #Culture

Our latest blog from EmpowerUp #lgbtq

Talking about diversity is inherently emotional and can be complex. However, doing the work and research to understand basic facts about any community can make any interaction more inclusive and meaningful. Reviewing your company policies for LGBTQ+ inclusion is a great place to start. Alongside this, LGBTQ+-specific training as part of your overall EDI (equity, diversity and inclusion) training strategy is key to enlightening all staff about LGBTQ+ issues and reinforcing company policies to ensure all understand them. ⭐For HR policy advice, book a FREE 15 minute consultation with a member of our team.⭐ Click the link in our bio or email hello@alittlebitofhr.com. 🏳️🌈 #LGBTHistoryMonth #LGBTQ+ #InclusivePolicies #GenderInclusive #ALittleBitOfHR