Pride at Work’s Post

This Pride Month why not set yourself a goal to create lasting, tangible change for your LGBTQ+ colleagues and friends? 🌈 Because Pride is not just a celebration, it’s a time to assess and make change to support LGBTQ+ communities. From updating your company policies to explicitly include LGBTQ+ people, to setting up a support network, there are so many ways to get it right. To help you, we’ve put together this guide on avoiding rainbow-washing and making your actions truly impactful. Find out more below 👇 https://shorturl.at/CTVY6 #PrideMonth #LGBTQInclusion #BeyondRainbowWashing #DiversityAndInclusion

How can leaders become better allies and encourage others to do the same? Here are four ways to become a better LGBTQ+ ally and encourage allyship in your organization. #HBAimpact #pridemonth #genderequality #healthcare https://ow.ly/Ek4z50S0j9Y

June is Pride Month. There are several ways workplaces can mark Pride Month and show their support for the LGBTQ+ community. I have shared some ideas in this blog and do share your own thoughts in the comments https://ow.ly/rFKQ50RK20J #PrideMonth #LGBTQ+Support #WorkplaceEquality #DiversityandInclusion #PrideAtWork

🏳️🌈 Huge shoutout to Parents News UK for sharing our recent findings! 💼 It's crucial for companies to continue supporting the LGBTQ+ community. Did you know that 8 out of 10 LGBTQ+ Gen Zers are unlikely to work for companies that withdraw support? ⤵ Read the complete story on myGwork's research below: 👩💼🌈 #LGBTQ #InclusionMatters #DiversityandInclusion #ParentsNewsUK

June is Pride Month. There are several ways workplaces can mark Pride Month and show their support for the LGBTQ+ community. I have shared some ideas in this blog and do share your own thoughts in the comments https://ow.ly/rFKQ50RK20J #PrideMonth #LGBTQ+Support #WorkplaceEquality #DiversityandInclusion #PrideAtWork

🌈 Pride Month: a time to reflect, celebrate and support As we continue to embrace Pride Month, it's crucial to remember that allyship extends beyond June. At Warren Partners, we are dedicated to fostering inclusivity and equality – values that have been at the heart of our philosophy for the past 25 years. We've just published a new article on "8 ways to be a better ally during Pride Month (and beyond)," packed with actionable insights to help everyone support the LGBTQ+ community. From education about LGBTQ+ history to creating inclusive work environments, it’s designed to promote understanding and respect. Click the link to read the full article and discover how you can make a meaningful impact. Let's continue to champion inclusivity and create workplaces where everyone feels valued and respected. Read the article - https://lnkd.in/eVJNr2C7 Together, we can make a difference. #PrideMonth #LGBTQAlly #Inclusion #Diversity #HR #Leadership #EthicalBusiness #InclusiveWorkplace

Kudos to our LinkedIn for Nonprofits Team for sharing some simple, actionable tips to help nonprofit managers and team members support their LGBTQ+ colleagues and build more inclusive cultures. 42% of LGBTQ+ employees report having experienced non-inclusive behaviors at work — and one-third are actively looking to move to a more LGBTQ+ inclusive employer. Organizations can actively nurture inclusivity through actions like creating employee resource groups (ERGs), clearly communicating anti-discrimination policies, and exploring ways to make workforce benefits more inclusive of LGBTQ+ employees and their families. Samantha McLaren, Nico Calvo Rosenstone, Rosanna Durruthy, Jessica Ly, Quincy Mingo

42% of LGBTQ+ employees report having experienced non-inclusive behaviors at work* is a pointed reminder that there is more work to do to make workplaces inclusive. The actions in here are super practical & meaningful. Thanks for the share Nico Calvo Rosenstone *The Deloitte Global 2023 LGBT+ Inclusion @ Work report found that, across the various sectors and countries surveyed

As I was wrapping up a VIP Day a couple of weeks ago, one of my VIP clients (and they gave me permission to write about this) asked me if they should acknowledge Pride month as a form of diversity? My response, “diversity is a multifaceted concept that extends far beyond race, embracing a plethora of identities, cultures, experiences, abilities, and beliefs. All of these are present in your organization. I am sure your employees who celebrate Pride month will feel seen and valued if you did. What do you think you should do as leadership in this organization”? The leader responded, “I think it would make a difference with some of our employees.” I responded, great, I’ll have my team send you over some ideas. Let me know if you need additional support. The leader nodded, and I was off to the airport. I was proud of the question because 90 days ago that question NEVER would have heard that come from that leader’s mouth. Leaders, here are some ways you can support your LGBTQ+ employees during Pride month but many of these things are not limited to Pride month but should be incorporated into every inclusive workplace: Open Dialogue and Communication: Foster open dialogue and create a safe space for employees to express their experiences, concerns, and ideas. Encourage respectful conversations and active listening. Leaders can initiate conversations about Pride month and LGBTQ+ topics, demonstrating that these discussions are valued and encouraged. LGBTQ+ EGRs: Support the creation or continuation of LGBTQ+ employee resource groups (ERGs). These groups provide a supportive community for LGBTQ+ employees and allies. Leaders can actively engage with ERGs, attend their events, and ensure they have the necessary resources to thrive. Inclusive Policies and Benefits: Review and update company policies to be inclusive of LGBTQ+ employees. This includes non-discrimination policies, and inclusive language in documentation, Sensitivity and Inclusive Language: Encourage the use of inclusive language and avoid assumptions about employees' sexual orientations or gender identities. Provide training on appropriate language use and pronoun awareness. Leaders can lead by example, using inclusive language in their own communication. #she/her Anti-Bullying and Anti-Harassment Policies: Maintain a zero-tolerance policy for discrimination, bullying, or harassment based on sexual orientation or gender identity. Ensure employees are aware of these policies and provide clear channels for reporting incidents. Remember, supporting LGBTQ+ employees should go beyond token gestures during Pride month. It requires a sustained commitment to inclusivity, ongoing education, and creating a safe and supportive work environment for all employees, regardless of sexual orientation or gender identity. #diversity #pride #LGBTQ+ #DEI #inclusivity #growth #equality #gender #humanrights #leadership Best Places to Work for LGBTQ+ Equality 2022 - Human Rights Campaign (hrc.org)

As I was wrapping up a VIP Day a couple of weeks ago, one of my VIP clients (and they gave me permission to write about this) asked me if they should acknowledge Pride month as a form of diversity? My response, “diversity is a multifaceted concept that extends far beyond race, embracing a plethora of identities, cultures, experiences, abilities, and beliefs. All of these are present in your organization. I am sure your employees who celebrate Pride month will feel seen and valued if you did. What do you think you should do as leadership in this organization”? The leader responded, “I think it would make a difference with some of our employees.” I responded, great, I’ll have my team send you over some ideas. Let me know if you need additional support. The leader nodded, and I was off to the airport. I was proud of the question because 90 days ago that question NEVER would have heard that come from that leader’s mouth. Leaders, here are some ways you can support your LGBTQ+ employees during Pride month but many of these things are not limited to Pride month but should be incorporated into every inclusive workplace: Open Dialogue and Communication: Foster open dialogue and create a safe space for employees to express their experiences, concerns, and ideas. Encourage respectful conversations and active listening. Leaders can initiate conversations about Pride month and LGBTQ+ topics, demonstrating that these discussions are valued and encouraged. LGBTQ+ EGRs: Support the creation or continuation of LGBTQ+ employee resource groups (ERGs). These groups provide a supportive community for LGBTQ+ employees and allies. Leaders can actively engage with ERGs, attend their events, and ensure they have the necessary resources to thrive. Inclusive Policies and Benefits: Review and update company policies to be inclusive of LGBTQ+ employees. This includes non-discrimination policies, and inclusive language in documentation, Sensitivity and Inclusive Language: Encourage the use of inclusive language and avoid assumptions about employees' sexual orientations or gender identities. Provide training on appropriate language use and pronoun awareness. Leaders can lead by example, using inclusive language in their own communication. #she/her Anti-Bullying and Anti-Harassment Policies: Maintain a zero-tolerance policy for discrimination, bullying, or harassment based on sexual orientation or gender identity. Ensure employees are aware of these policies and provide clear channels for reporting incidents. Remember, supporting LGBTQ+ employees should go beyond token gestures during Pride month. It requires a sustained commitment to inclusivity, ongoing education, and creating a safe and supportive work environment for all employees, regardless of sexual orientation or gender identity. #diversity #pride #LGBTQ+ #DEI #inclusivity #growth #equality #gender #humanrights #leadership Best Places to Work for LGBTQ+ Equality 2022 - Human Rights Campaign (hrc.org)