WeAreOpen - Nyitottak vagyunk

The overwhelming majority of new mums re-entering workplace environments are anxious. 👶 Their worries are countless and range from questions of “can I still communicate and be interesting in “grown-up company” after spending months or years talking about Choo-Choo Train” through “will I be able to catch up with the new software my company has adopted” to “from the scale to 1-10 how bad of a mother I am to leave my kid in a nursery/with my mother-in-law/with a babysitter?” 🤔 🔎 In order to overcome these fears, we first have to have a better picture of what these worries really are. Dr Linda Szijjártó,, TEDx speaker and university lecturer is conducting research of these questions. If you would like to share your experiences in a completely anonymous way, we will come closer to detect the current Hungarian ambiance in this field. 👉 Mums  and Dads who have already reentered the labor market after spending some time on maternity leave, appreciate if you could dedicate 5-10 minutes to fill out the survey here: https://lnkd.in/dw5AiA-j 📰 When you are done with the questionnaire, please do not forget to read our latest blogpost and see that you are not alone in your everyday battles. You can familiarise yourself with the concept of “maybe baby” and “maternity wall bias” and see what the recent and yearly Modern Family Index conducted by Bright Horizons UK, tells us about companies and families and their complicated relationships. The takeaway is not so grim, but it is a long road ahead for all of us: mums, dads, companies, communities, societies, we need all hands on deck.

Sometimes, it’s time to say goodbye. But we believe, it’s also time to get excited about the new things to come. 🙌 It’s a bittersweet moment as we say goodbye to our incredible colleague, Balazs Rakoczi who is leaving WeAreOpen - Nyitottak vagyunk for an exciting new chapter at Falling Walls Foundation in Berlin. Balazs has been our COO in a very defining period for WeAreOpen. His contributions have been instrumental in the growth of our organization, from crafting and implementing our communication strategy to leading impactful campaigns. He also played a key role in making our Open Conference and events come true. 💜 Balazs, we are grateful to you for all your contributions, thank you for all your hard work and best of luck with everything that lies ahead—we’re cheering you on from afar! 🎉 Some things won’t change. We’re all working for a better future.

We were also at the Sziget Festival! 😎 Varady Nóra, CEO of WeAreOpen - Nyitottak vagyunk, Sofiia Lapina , President of UKRAINEPRIDE, Luca Dudits from Háttér Társaság , and trans activist Lilla Hübsch took part in the Mirror Talks, hosted by our colleague, Ádám András Kanicsár, on the Magic Mirror stage during the festival's closing day. 🌈 On stage, the guests explored exciting questions such as why women's equality is still a challenging issue in 2024, how our discussions about gender shape the image of women, whom society considers as women and how, and of course, they also touched on the symptoms of gender inequality in the workplace. ☮💪 This is how the festival atmosphere meets the world’s big, forward-looking questions. ✨ #WeAreOpen #NyitottakVagyunk #Sziget #MagicMirror

#UnconsciousBiasTraining Did you know, that fostering an inclusive workplace culture not only boosts morale and employee engagement but also reduces turnover rates? To create an environment where the spirit of equality and inclusion permeates the culture – whether in recruitment, internal communication, or development and promotion processes – we must take action. Firstly, we need to address the biases that often unconsciously influence our decisions. ▫ In our Unconscious Bias training, we help employees understand the psychological roots of these biases, identify their negative consequences, and learn how to challenge and counteract them. Whether someone is just starting to explore this topic or has been reflecting on it for a while, there’s always room for improvement. It's inspiring to see everyone progressing together, fostering a profound sense of shared purpose. ▫ The results? They speak for themselves. Inclusive decision-making honors diversity and promotes equal opportunities, which increases employee engagement, while mitigating biases fuels creativity and innovation through diverse collaborations. Additionally, understanding and addressing biases helps organizations comply with anti-discrimination laws, ensuring a fair and equitable workplace. This is what the employees of PILnet experienced as we worked together to foster personal growth and enhance meaningful contributions to building a more equitable and innovative environment. 🔗 For more information about our services: https://lnkd.in/di42nuyX

The gender pay gap causes significant inequality in all areas of life – including sports. 🏅 While everyone invests incredible energy into a successful sports career throughout their lives, the financial return is far from the same. The reasons for this begin with the first training session. 📰 Find us in the latest issue of ELLE, where Nora Varady, the CEO of WeAreOpen - Nyitottak vagyunk, also spoke on the topic. Eliminating the gender pay gap is an important issue for We Are Open. If you want to know what can be done about it and how we can work together for workplaces where everyone is equal, download our resource, available to everyone, here ⏩ https://lnkd.in/d3nARYce #WeAreOpen #NyitottakVagyunk #MindTheGenderGap

Employee communities, or Employee Resource Groups (ERGs), improve employee wellbeing and drive business success by offering support and fostering a sense of belonging, boosting morale, engagement, and productivity while enhancing retention and innovation. Did you know that with our free ERG toolkit, you also gain access to a free ERG planning sheet? If you are organizing an ERG, this will make your job much easier and more efficient, providing an extra boost! It includes: 📎 ERG launch plan 📎 Executive sell-in one-pager 📎 Annual plan 📎 Event template 📎 Diversity days calendar 📎 Diversity KPIs list 📎 Stakeholder list 📎 Event suggestions Yes, that's the sheet. To sum it up: it's an extra tool to streamline your ERG's workflow. 🚀 👉 You can download our toolkit and the planning sheet here: https://lnkd.in/dyw9xNDd

Why do companies embrace topics such as sexual orientation, ethnicity, gender, and physical abilities, which may seem to be purely private matters? ⏩ https://lnkd.in/dgz49G8C Nora Varady, CEO of WeAreOpen - Nyitottak vagyunk, addresses this important question on Forbes Hungary Online in the context of Pride Month 🏳️🌈🏳️⚧️, explaining why it is crucial for the business world to pay attention. 🔸 Why are the Pride and #DEI (diversity, equality, inclusion) activities in the business interest of leaders? 🔸 What are the main criticisms of DEI on a global level? 🔸 Can DEI be a political question? 🔸 What are the most significant challenges leaders and organizations face when working toward genuine change? #WeAreOpen #NyitottakVagyunk #Pride #Forbes

🇪🇺 If you often participate in EU grant projects, are currently applying, or are in the midst of executing one, it's worth paying attention! 📎 #DEI is becoming an increasingly important element in various regional and international grant applications, often accounting for 5-10% of the total score. Therefore, a well-developed or well-integrated DEI dimension can be a decisive factor in the evaluation process. It’s safe to say that without adequate #DEI knowledge, it is becoming increasingly challenging to succeed in the world of EU grants. 🎯 How can we assist you? 🔸 Review and evaluation of concepts 🔸 Professional support 🔸 Solution-oriented assistance 🔸 Monitoring and Evaluation 🔸 Consultations and audits 🔸 Trainings and capability building 👉 Discover our new range of services! https://lnkd.in/dRCapqVz #WeAreOpen #NyitottakVagyunk #EU #EUfunded

Establishing and leading an ERG is a long-term commitment that involves many daily tasks. It is important to be aware of what running an ERG requires from an employee on a daily basis. Here’s a quick rundown: 🟡 Meetings: Not just participation; organizing, conducting, and follow-up communication are also required. 🟡 Working with HR professionals: HR leaders have limited time, so it’s always important to plan ahead, and every meeting is another work-hour commitment. 🟡 Liaison with NGOs: Taking ERG-related topics seriously requires close contact with related organizations, consultations, and if necessary, asking for help. 🟡 Online communication: Expect an increase in online workload: email chains, new chat groups, new tasks… ⏩ If you’re looking for more detailed answers, advice, and useful information, download our ERG guide available to everyone! ⏩ https://lnkd.in/dMrPdZWx erg-toolkit Together, with shared knowledge, we can create more open workplaces! #WeAreOpen #NyitottakVagyunk #ERG #DEI

💼 “As we move forward, we must reignite the passion for DEI to create more inclusive and equitable workplaces.” And we move forward constantly. 💪 👉 Read our newest blog by Nora Varady, CEO of WeAreOpen - Nyitottak vagyunk from the d&i Leaders (Diversity and Inclusion Leaders) Global Forum in London. We’ve learnt so much from incredible lectures by people like… 🔸 …Oona King, Chief DEI Officer at Uber Technologies, who emphasized the importance of expanding talent pipelines, rather than just poaching diverse talent from other organizations. 🔸 …Tiernan Brady, Global Director of Inclusion at Clifford Chance, who highlighted the necessity of creating an environment where people feel comfortable discussing DEI without fear of using incorrect terminology. 🔸 …Toluwani Farinto, Partner and Ethnicity & Social Mobility Lead at Utopia - A Culture Change Business, who stressed the importance of data-driven approaches to avoid perpetuating biases  🔸 …Nelson Derry, who discussed the critical role of psychological safety in team success, advocating for open communication and vulnerability. 🔸 …Pamela Hutchinson OBE, Global Head of Diversity & Inclusion at Bloomberg LP, called for reigniting the passion and urgency that initially drove DEI efforts 🙌 Thank you to CMS Hungary for supporting the trip and enabling us to work with new insights to help more workplaces become open and inclusive in the future.