A Leader Like Me的动态

Thanks to everyone who has signed up so far. So many organisations are struggling to attract and retain good talent, and once this is investigated, there is a direct link to how good their Diversity, Equity, Inclusion and Accessibility initiatives are. By joining us for this event, you will learn how you can help your organisation by opening your doors wider. Stellamar - Employment Solutions #pride #lgbqt #diversity #DEIA #people #peopleandculture #humanresources

As part of #PrideMonth we're running a number of internal events at Edinburgh Airport to focus on what #Pride means and to celebrate diversity within the business. Findings in our staff survey last year found that our people wanted to have groups that represented them and from that a Diversity Champions group emerged. It focuses on diversity, equity and inclusion within the organisation and how we support our people to be their authentic selves at work. I took part in one of those events, being interviewed about my perceptions of DEI within the workplace, as well as sharing my own personal journey and the issues I faced. I thought it was important to share a bit about my own story and the process towards accepting and embracing my authentic self, and at the same time highlighting some of the challenges faced within the community – it was very much my own personal reflection because I know lots of people have faced many different struggles. It was quite daunting to be so open about something which can be viewed as quite personal, but I value the fact I work in a business that welcomes and encourages those discussions to take place. It also says a lot for the people who work at Edinburgh Airport that I felt comfortable to be so honest. And this is down to the values we have as a company – values which I am proud that along with so many colleagues, I played a part in developing, demonstrating our inclusivity in action. I think it’s important to have these conversations as it goes some way to both educate people about some of the issues faced and to try and remove the stigma around issues such as mental health, particularly male mental health. It also hopefully provides comfort to others who are on?their own journey to finding their authentic self. And for me, this is what Pride Month is about: self-acceptance. It’s only in the past few years that I’ve felt truly comfortable in myself to the point of enjoying attending events and parades that celebrate this part of me. So, a happy Pride Month to anyone getting involved and helping to create a more inclusive society. #Pride #pridemonth #inclusive #inclusivity #diversity #selfacceptance #mentalhealth #LGBTQ #edinburghairport #aviation #authenticity #authenticself #values

Happy Pride month everyone. Carrying on from yesterday's post about allyship, let's bring it to 'allyship in the workplace'. A?2018 survey?by the Human Rights Campaign Foundation found that 46% of LGBTQ+ workers reported being closeted at work and 20% reported searching for a different job because their workplace was unwelcoming to LGBTQ+ individuals. These findings show that there’s still a long way to go before the standard workplace is fully inclusive for LGBTQ+ employees. Until then, organizations risk losing talented people. HBR conducted a four-year project to investigate how LGBTQ+ individuals determine whether someone is an ally. They found that, according to LGBTQ+-identified people, being a good ally has three components:? 1.). Being accepting?(e.g., “They make people feel safe and supported”) 2.) Taking action?(e.g., “They advocate for the group, raise awareness, and defend the group”) 3.). Having humility?(e.g., “They are a good listener; they are open to correction; they are willing to learn”). ACCEPTANCE Acceptance is foundational to good allyship. However, although the most critical component of the three it’s not sufficient on its own. Balancing acceptance with action is interesting. According to the HBR study, a person low in both acceptance and action was judged to be the worst ally, and the one high in both acceptance and action was judged to be the best ally. In addition, the high-acceptance/low-action person was judged to be a better ally than the person who was low in acceptance but high in action. TAKE ACTION Taking action starts with the self. Do you educate yourself to learn about the issues impacting LGBTQ+ individuals, whether in your workplace or in your broader community? Good allies also confront both interpersonal biases (e.g., a coworker making an offensive comment) and systemic biases (e.g., a workplace dress code that discriminates against gender-queer individuals). HAVE HUMILITY Someone with humility would “listen more than they speak in discussions of LGBTQ+ issues” and “keep the focus off of themselves in discussions of LGBTQ+ issues.” Being humble involves trying to truly learn about LGBTQ+ issues from members of the community rather than performing allyship in order to "make a good impression". So what? Pride is about people coming together and celebrating our differences - learning about others. Allyship is exactly that. Allyship creates a harmonious work environment and positively impacts business outcomes by fostering innovation, enhancing employee retention, and improving overall productivity. It enhances curiosity, personal development, learning, collaboration, trust, accountability and helps with driving a healthier culture. #Pride #LGBTQ #Inclusion #OrganizationalPsychology #IOPsych

??????????It’s time for leaders to embrace diversity and inclusion in their workforces and become better allies. The same 2018 Human Rights Campaign study cited below reports 1 in 10 employees have heard their own supervisor make negative comments about LGBTQ+ people - a stat that has not changed since 2008! 28% of LGBTQ+ workers are completely closeted to everyone in their lives - let that one sink in. Pause for a moment and just imagine completely hiding a huge part of yourself from everyone in your life out of fear or shame. We all deserve to live our lives fully without judgement from others based on race, class, gender, gender identity, sexual orientation, or disability. I realize that’s a hard pill for some to swallow. Why? Because it pokes at some of our core beliefs. Beliefs shape our worldview, help us to make decisions about right and wrong, and generally guide us throughout life. They can act as a shortcut for our brains. When someone challenges these beliefs, we may get defensive and struggle. We may reject other points of view and stand our ground, refusing to address our own biases and beliefs that are harmful to others. Yet, we are also denying ourselves the opportunity for growth and the opportunity to get to know who people truly are. When we allow people to bring their true selves to work, we allow their creativity and all of their potential to shine. Do you want a workforce that is fearful of being “found out” or discriminated against or do you want a healthy and thriving workforce? The choice is yours. #pride #inclusion #diversity #coachingforchange #addressyourbias

Psychological safety contributes to greater organizational innovation and adaptability. Studies show that psychological safety is a component of organizational culture and innovation, where employees in psychologically safe environments are more likely to engage in creative problem-solving and innovation. Leaders can cultivate psychological safety. When leaders prioritize their people's emotional well-being, they help reduce employee burnout and mental health issues—ultimately leading to lower turnover and higher profitability. It all starts at the top with leadership by modeling behaviors that prioritize the well-being of people while also modeling authenticity, empathy, and vulnerability. Now more than ever, we need spaces, communities, workplaces, and homes where people feel emotionally safe to speak their mind and their truth and to speak their courage to stand up against inequity. How are you fostering psychological safety and innovation in your organization and community? Let's connect and explore how we can work together! #psychologicalsafety #safespace #lgbtq #leadership #authenticleadership #innovation #culture #equality #diversity #inclusion #representation

When I think of National Coming Out Day, I think of how much has changed since it first started in 1996 - how far we’ve come and how far we have to go. Being your authentic self at work should be something everyone feels comfortable enough to do. No one should have to come to work and feel like the only way they can be themselves is in the shadows. I recognize the price many people pay not being able to be themselves at work. It can look like guarding yourself, not being able to share your pronouns or who you’re socializing with over the weekend. You might hide who you connect with, what inspires you and things you’re learning. Hiding these parts of yourself can cause you to downplay the true emotions and not honor how you’re truly feeling because you are too worried you’ll be found out. Not being able to be out at work is a thief, it steals your focus, and the ability to do your job well. It steals the feeling of ease when you’re at work having genuine conversations with your colleagues. It steals the brain space to create, to build relationships, and ultimately to thrive because you’re too busy trying to hide from them. As an out member in the community and a leader at LinkedIn, I’m constantly thinking about the ways we are creating inclusive environments. Success at work isn’t just about getting the job done. When an employee feels supported, seen, safe and heard, I believe that’s when they do their best work.? ? If I could share any advice with fellow executives and leaders of businesses it would be to ensure your employees have the tools and resources they deserve to succeed. Ask yourself the tough questions. How am I, how are we, as leaders intentionally creating a culture that not only allows but welcomes employees to be their authentic selves? Do you have employee resource groups in place for LGBTQ+ employees and their allies to network and build a community? With the amount of time we spend at work, everyone deserves to feel like they belong. Don’t be afraid to ask the tough questions, curiosity sparks learning, and when we take the time to learn about each other, we create space for all of us to coexist. #NCOD #LGBTQ+ #Inclusion #Belonging

Check out this excellent post from Nicky Sharp giving some tips for employers and how they can go further than simply changing their logo this month and make a lasting cultural change to their business. ??????

Pride Month - June 2024: It's not all about rainbow banners and empty words! So how can you, as an employer, take practical steps to affirming your commitment to diversity, equality, and inclusion? ?? Educate and Raise Awareness Host workshops, seminars, and discussions on LGBTQ+ issues, history, and rights. Invite speakers from the community to share their experiences and insights. Training and education can help foster a more understanding and inclusive workplace culture. ?? Support LGBTQ+ Causes This can be through donations, sponsorships, or participating in local Pride events. Show your support visibly in the workplace with Pride flags, pins, or themed events. ?? Inclusive Recruitment Practices Ensure your recruitment process is inclusive and welcoming to LGBTQ+ candidates. Use gender-neutral language in job postings, and train hiring managers on unconscious biases. Highlight your commitment to diversity on your careers page. ?? Celebrate Internally Organise events and activities to celebrate Pride Month within the company. This could include themed days, social media campaigns, and highlighting stories of LGBTQ+ employees. Celebrations can boost morale and foster a sense of community. ?? Provide Support Services Ensure that there are adequate support services available for LGBTQ+ employees, such as counselling, mental health resources, and mentorship programs. Having these services in place shows that you care about the well-being of all employees. ?? Visible Leadership Support Encourage leaders to publicly show their support for the LGBTQ+ community. Whether through statements, participating in events, or sharing their own stories, leadership’s visible support can have a significant impact. ?? Create Safe Spaces Develop and promote Focus Groups for LGBTQ+ employees. These groups provide a supportive network and a platform for voices to be heard. ?? Measure and Improve Regularly assess the workplace climate and the effectiveness of your DEI initiatives. Use surveys, feedback sessions, and other tools to gauge the experiences of LGBTQ+ employees and identify areas for improvement. Be transparent about the findings and the steps you plan to take in response.

My Thoughts on Rolling Back DEI Efforts: A Step in the Wrong Direction It’s upsetting to me to see Lowe’s follow the trend of rolling back DEI efforts, further alienating marginalized groups, especially the LGBTQ+ community, for fear of losing business and investors. ? Decisions like these don’t just shrink opportunities—they send a clear message: Diversity, Equity, and Inclusion is not a priority. ?? For LGBTQ+ employees and other underrepresented groups, these actions deepen the already existing bias barriers they face and emphasize the diminishment and silencing of these communities. ? I won't be silenced.? ? Scaling back on DEI initiatives only reinforces systemic inequities, leaving people who need support the most feeling unsupported and unvalued in the workplace. ? This is just unacceptable. ? We need leaders and companies that stand firm in their commitment to creating inclusive environments where everyone, regardless of gender, sexuality, or background, has an equal chance to thrive. ? DEI isn’t just a checkbox—it should be at the core of every company’s values and culture. Too often, companies "claim" they are inclusive in writing, but in reality, they create an environment lacking equity. ? As a community, we must continue to push for meaningful change and hold companies accountable for fostering true inclusivity. ? What are your thoughts on how we can keep the pressure on organizations to maintain DEI values?? #DEI?#WorkplaceDiversity #EqualityForAll#BreakTheBias #BiasBreakthrough

In 2003, a young man, feeling confused about his sexuality and lacking a positive environment at home, left his small community in Northern BC and came to Vancouver with practically nothing. No friends, no money, no support. He found a job at a big retailer, one of the first in Vancouver to genuinely embrace members of the LGBTQIA2S+ community. But what he found was more than just a job. He found a space where he could be himself without being judged. He found a network of allies that supported him as he navigated a particularly rough start in the big city. He found a new ‘family’ that introduced him to the local LGBTQIA2S+ community and kept him safe. He found inclusivity. He found himself. 20 years later, ‘Jake’ still works for that Vancouver retailer. Now a senior manager, he’s gone on to do amazing things, helping the company grow and prosper. The actions that Jake’s employer took 20 years ago to foster that welcoming, supportive environment, helped make him fiercely loyal. A ‘lifer’. In less than 24 hours, the streets of Vancouver will transform as people and businesses come together to celebrate Pride. But what happens after the Parade? What happens after the weekend, when the corporate banners and Pride t-shirts have been packed away? What are we doing ‘every day’ to provide safe and inclusive workspaces for LGBTQIA2S+ community members? As HR and business leaders, we’re privileged to have the opportunity to shape real positive change in the lives of our employees and the communities we serve. Our decisions don’t need to cost a lot. They don’t need to be burdensome. But they do need to be sincere and sustained. This weekend, let’s celebrate. But after the weekend, let’s remember that promoting diversity and inclusion is a year-round effort. Words matter but actions really do speak louder.? Peoplebiz Consulting Inc. #Pride #VancouverPride #HumanResources #HR #HRDept #HRLife #PositiveChange #WorkplaceCulture #Diversity #Inclusion #DEI #LGBTQIA2S+ #LGBT #LGBTQ?#InnovativeWorkplaces #SafeSpaces