Knock, knock. Who's there? Why being in the room matters
Natalie MacDonald
Senior News Editor, Special Projects Lead - APAC @ LinkedIn | Currently on parental leave
Welcome back to #FoodForThought, a newsletter serving up food for your brain — exploring news headlines and trending conversations in diversity, inclusion and belonging. Below, you’ll find insights from LinkedIn News Live series #InclusionMatters and what’s on the minds of LinkedIn members in D&I. Hit subscribe above to be notified of future editions and share your thoughts in the comments.
“As members of the queer community, we are always spoken about without being in the room.” It’s this comment from Marketing & Programming Assistant Kyle Goldfinch on the season finale of Inclusion Matters — a LinkedIn Live series exploring diversity, inclusion and belonging — that perfectly sums up not only the topics discussed that day, but throughout the series.?
My guest, Bree Gorman , is in agreement. “It still amazes me some of the decisions that are made by organisations about and for LGBTQIA+ people, they haven't actually spoken to their LGBTQIA+ employees at all. They don't even know sometimes that they exist or where they exist,” they tell me.
The recent furore surrounding the Manly Sea Eagles Pride jersey is the perfect example, Gorman says, of needing the right people in the room.
"There's a six, 12 month lead up to these events where we work with players, you work with coaches, volunteers," Gorman explains. "You have conversations in the community, engaging with local LGBTQIA+ organisations, and you change over a long period of time. The actual game itself is almost a small part of what is a process that seeks to raise awareness and engagement and education.”
Gorman says the parallels between sport and the workplace are clear when it comes to days like Wear It Purple Day. “There'll be a bunch of organisations that will run Wear it Purple Day morning tea … and yet for the rest of the year, they're not doing any real considered LGBTQIA+ inclusion work. It's much more than those Pride cups. It's really about having consistent conversations with your employees."
What does truly inclusive workplace policy look like? How can firms ensure the right people are in the room to enact meaningful change? Share your thoughts in the comments below.
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Dynamic and resourceful sales professional in the LegalTech Saas industry, and memberships.
2 年Using the Sea Eagles analogy is probably the wrong sample, this was an issue where the conversation was hijacked and then proliferated by others. It was supposed to be a women in league round , the players concerned all males were subjected to utter contempt for following their beliefs. They were never consulted , when a female Muslim AFL played did the same there was no consternation, why ? The silent majority are drowned out by minority groups. We should all be treated equal, yes there will always be the exceptions such as those with disabilities but to say someone is more special just because of sexual preference is not fair on the other 97%.
Communicator, Networker, Educator, Collaborator, Innovator, Open to Work
2 年Truly inclusive D,E,&I policy authentically reflects the voices and needs of the groups it is claiming to support, whether First Nations, women, LGBTI+, those living with disabilities or access needs, etc. Any sign-off on such policies must have their agreement before implementation. This means an organisation trying to do this work must actively seek out and nurture relationships with these employees in a safe and respectful way.
Real Estate, Construction, Property Development, Facilities Management
2 年There seems to be very little inclusiveness or understanding of diverse views and opinion, just like LinkedIn does when it doesn't agree with an alternative opinion, it silences those people.
20 years Retail management experience
2 年Great In Know Cheers ?? ??