Mossier的动态

Businesses have been getting a lot of heat for their DEI policies and programs, but instead of going away, these are often undergoing a rebranding as “inclusion” or “belonging.” One interesting finding, though, is “The most significant change most companies appear to be making is ending participation in the Corporate Equality Index, an annual survey ranking companies according to their LGBTQ policies by the Human Rights Campaign, an LGBTQ advocacy group.” Read about it here: https://lnkd.in/e87xjw_T

ARTICLE WORTH READING! On Pink Newsl “IDAHOBIT 2024: Microaggressions Harm LGBTQ+ People – Here’s How To Spot and Prevent Them” This article on Pink News sheds light on how microaggressions can have a harmful impact on LGBTQ+ individuals and why it's crucial to identify and prevent them.By raising awareness and taking proactive steps, we can create a more inclusive and respectful environment for everyone. I talk about this in both my latest books, “Pride Leadership” and “Your Queer Career?” … and how to call out (respectfully) these types of microaggressions when they occur. (Heck, we’re even making it our topic for our monthly Pride Leadership: Leader’s Circle! Join us and find how you can be a good Ally in that moment: https://topdog.click/PLLC) https://lnkd.in/e9ndtJfb #lgbtqa #diversity #inclusion #thegayleadershipdude #leadership

What signal is your workplace sending to LGBTQ+ employees and job candidates? Here are some of the ways you can help the 7.6% of the U.S. population who identify as LGBTQ+ to feel safe being their full self at work: 1. It’s not enough to have LGBTQ+ representation in leadership — leaders should talk openly about their LGBTQ+ experience. 2. Audit the onboarding experience — what messages are you sending? 3. Move beyond awareness with employee resource groups. 4. Ensure every employee has an inclusive leader. 5. Make sure to talk about LGBTQ+ issues beyond Pride Month. Read the full article: https://bit.ly/3VXj1GA #GreatPlaceToWork #GPTW4ALL #PrideMonth

The latest issue of #BusinessIntersections focuses on 'Making An Impact.' We spotlight our first Director of Corporate Relations, Ryan C. Wilson, M.Ed., who oversees the Chamber’s Impact Partnerships. Read more about Ryan, the Chamber’s LGBTQ+ Workplace Alliance, and how the Chamber is helping Impact Partners recruit and retain LGBTQ+ employees. https://lnkd.in/g7yAYWGC #BusinessIntersections

How is your organization recognizing Pride Month? Eric Tsytsylin discusses the importance of embedding allyship into your purpose and authentically supporting LGBTQ+ colleagues, inside and out. #PrideMonth #HR #culture #diversity

How is your organization recognizing Pride Month? Eric Tsytsylin discusses the importance of embedding allyship into your purpose and authentically supporting LGBTQ+ colleagues, inside and out. #PrideMonth #HR #culture #diversity

How is your organization recognizing Pride Month? Eric Tsytsylin discusses the importance of embedding allyship into your purpose and authentically supporting LGBTQ+ colleagues, inside and out. #PrideMonth #HR #culture #diversity

How is your organization recognizing Pride Month? Eric Tsytsylin discusses the importance of embedding allyship into your purpose and authentically supporting LGBTQ+ colleagues, inside and out. #PrideMonth #HR #culture #diversity

When employers make #LGBTQ employees feel like they belong, all workers benefit.? ? For #PrideMonth, Queer for the Future, JFF’s employee resource group for staff who identify as LGBTQ, has identified three strategies that employers can explore to expand inclusion and belonging for LGBTQ colleagues. Read here: https://lnkd.in/eN48GeGr #Pride #ERG #ImpactEmployer

In the last year, 40% of businesses assessed by the Human Rights Campaign’s Corporate Equality Index earned a top score. At the same time, half of LGBTQ+ adults report experiencing some form of workplace discrimination. How can organizations close this gap? This #PrideMonth, Vignesh K shares 6 must-haves for employers to ensure LGBTQ+ employees reach their full potential ?? 1. Visibility to affinity groups 2. Clear support from top leaders 3. Actively engaged allies 4. A culture that promotes professional growth 5. Inclusive hiring practices 6. Benefits and policies ensuring equal treatment for LGBTQ+ associates