Tanya de Grunwald的动态

Pertinent questions being raised! Especially for organisations reliant on Scottish Government funding and too afraid to speak up. Ascribing to gender ideology creates a hierarchy of belief which serves to exclude people - mainly women - and silences expression of opinion which doesn’t align with that system. The polar opposite of DEI. Sex based rights are being eroded and some workplace policies no longer mention sex as a legally protected characteristic. Instead, compelling the use of preferred gender pronouns creating a whole new level of misogyny and oppression which needs to stop.

As Pride Month draws to a close, we’re reminded that Pride isn't just a celebration—it's a commitment to inclusivity, respect, and equality. ?? Pride Month serves as a powerful reminder of the importance of creating an environment where everyone feels safe, supported, and empowered to be their authentic selves. At Vista, we believe that diversity enriches our workplace and drives innovative solutions for our clients. Supporting LGBTQ+ team members isn't just about recognition once a year—it's about creating an environment where everyone feels valued and respected every day. Curious about how you can do the same in your firm? Check out our blog post on actionable steps to better support your LGBTQ+ employees and ensure inclusivity is at the heart of your workplace culture. Read more here. #PrideMonth #InclusionMatters #VistaConsulting #LGBTQSupport #WorkplaceDiversity

??? Happy Pride Month! ??? Since we are nearing the end of Pride Month, I wanted to take a moment to reflect as someone openly out as LGBTQ+ in the workplace. I'm thankful to work at a company that's inclusive and respectful of different orientations and gender identities. A 2023 study revealed that over 50% of LGBTQ+ employees are now openly out at work, a significant step towards fostering inclusive environments. However, 35% still face discrimination and bias, underscoring the need for continued efforts in promoting diversity and acceptance. Below is an article on LGBTQ+ inclusion that explores practical steps for creating an inclusive environment, the impact of microaggressions, and the importance of allyship. It highlights real-life examples and provides insights on fostering a supportive workplace culture. Please consider taking a moment to read this article, and share it on your feed so that others might see it. https://lnkd.in/eEYUzZ8F Let's champion a culture where everyone feels safe, valued, and empowered to bring their authentic selves to work. Happy Pride Month! ????? #PrideMonth #LGBTQ #Inclusion #Diversity #WorkplaceEquality

June 28 is #InternationalLGBTQPrideDay! May this day (and forward) be full of acceptance, love, and respect for everyone. ?? June may be the official month for #Pride, but as an HR professional, celebrating and supporting the LGBTQ+ community is a year-round commitment. We associate Pride with vibrant parades and rainbow flags. But at its #heart, Pride is about fostering an accepting and inclusive workplace. EVERYONE should feel valued and respected every day of the year. In HR, integrating diversity and inclusion in operations is in our hands. ?? Here’s how I advocate for Pride all year long and strive to make a positive impact in the workplace: ?? Non-discriminatory hiring process: I base candidate assessments on their attitude, experience, and skills. I hire you for your talent and potential, not for your sexual orientation, gender identity, and expression. ?? Pushing for privacy in leave requests: I establish our non-intrusive time-off request SOP. This ensures an open environment that doesn't put employees in discomfort or intimidation when requesting for leave when non-conventional family situations or personal matters arise. ?? Creating safe spaces: I look for ways to create a safe work environment where LGBTQ+ employees can openly express themselves and connect with allies. This includes showing compassion towards everyone and advising managers on how to better communicate with the employees in the community. These are just some of the ways I show my support for the community at work. You can also do these too! ?? ?? How else do you advocate for the LGBTQ+ employees in your team? ??

"When everyone is included, everyone wins." - Jesse Jackson Inclusion isn't a one-month affair. It is something that needs to be woven into the fabric of our organizations, our communities, and society. When everyone's true voice is heard and every perspective valued, we all thrive, and we all win. Our latest article features the voices of our colleagues, their stories, and personal perspectives about what it means to be LGBTQ+ in today's workplace. Check it out and share in the comments below what inclusion means to you. #LHHPride #PowerOfVisibility #PrideMonth

"When everyone is included, everyone wins." - Jesse Jackson Inclusion isn't a one-month affair. It is something that needs to be woven into the fabric of our organizations, our communities, and society. When everyone's true voice is heard and every perspective valued, we all thrive, and we all win. Our latest article features the voices of our colleagues, their stories, and personal perspectives about what it means to be LGBTQ+ in today's workplace. Check it out and share in the comments below what inclusion means to you. #LHHPride #PowerOfVisibility #PrideMonth

I finally worked up the courage to talk to HR. I closed the door, sat across the conference table, stared at the grey scaled wall and said it, Could I ask people to use they/them pronouns for me? How would I even go about that doing that? I had been using they/them pronouns outside of work for awhile and felt like I had been living a split life. I didn't want that anymore. The HR person warned me that not everyone would be accepting and I would need to be okay with that. That this was a political topic and tricky to navigate at work. And, then a final, more dire warning: this could hurt my career. It would be another 3 years after this conversation before I used they/them ponouns at work. As LGBTQ people we are told who we are is political. That who we are is inappropriate to talk about. That other's people bias' are our problems. This doesn't always have to be the narrative. I think back to that conversation with HR and realize how much more prepared I would be to challenge these narratives. With the US election coming up, we are going to have more and more opportunities to have these conversations. And we can make an impact. We can be prepared to have these conversations. We can create spaces where people do not feel like they have to live split lives. At work and everywhere else. Next Thursday, August 22, I'm hosting a free inclusion roundtable for us to discuss exactly this. We'll have an open convo along with chatting about tools and resources. Join here: https://lnkd.in/ejg57Y6j #Inclusion #Transgender

“I spoke to your husband. He called me regarding an electrical outlet job,” said the caucasian man in his late sixties, holding out his business card. “Is he around?” I didn’t feel like explaining that it was me. I had introduced myself over the phone as Celia and shared my pronouns, but he completely ignored them and went based on my voice. Even a simple job like this can cause microaggressions. I try my best to give grace to people who unconsciously misgender me. I was exhausted after 20 calls and just needed the job done. On top of that, I wasn't sure if he would walk away if he knew I was trans. Before my transition, as a privileged brown businessman, I would call the shots, negotiate the price, and they would just do the job without arguing. Now, it’s different. Even though I explain in great detail what needs to be done, they often see me as a damsel in distress who needs help. They simply ignore me, and remain fixated on their price quote. I have seen this toxic culture in the workplace as well. Trans women, especially women of color, are often not taken seriously, even when we are professional and exceptionally skilled. We work three times as hard compared to our cisgender counterparts. If Lynn Conway could get fired from IBM for coming out as a trans woman, we don’t stand a chance. Though we have progressed over the years, there is still much work to be done when it comes to queer, trans, and gender-expansive folks of color. In any line of work, true professionalism comes from listening, respecting, and valuing each other—not from undermining another person, whether it be your colleague or customer. #linkedintopvoices #allies #allyship #RebekonConsultingLLC #changemakers #diversityequityinclusion #diversity #diversityequityandinclusion #hrconsulting #hr #mentalhealth #hrtech #Bathroom2Boardroom #diversityandinclusion #neurodiversity #hradvice #hrrecruiter #hrrecruitment #leadership #humanresources #deib #lgbtq #transgender #genderdiverse #gendernonbinary #humanrights #ceo #ceos #leadership #leaders #healthcare #healthequity #diversityinclinicaltrials #genderequity #racialequity #entrepreneur

Promoting LGBTQ+ inclusion in the workplace is crucial for attracting and retaining Gen Z employees. Research by myGwork revealed that 66% of university students and graduates would consider leaving a job if they couldn't be open about their identity at work. Young individuals are more likely to embrace their true selves if they feel their employer is genuinely dedicated to fostering inclusivity. Unfortunately, a concerning statistic shows that six out of 10 Gen Z employees face discrimination in their workplace or educational environment. Moreover, seven out of 10 would revert to concealing their identity if they didn't feel safe. To learn how to cultivate LGBTQ+ inclusivity in your organization, check out this insightful Forbes article: https://rpb.li/Rsw7 #inclusivity #LGBTQ+ #workplace #pride