Ace Hotel / Atelier Ace’s Post

🌟 Let's talk about BELONGING 🌟 --- 🌟 Do you ever wonder what it truly means to belong? 🌟 --- 🌟 Belonging isn't just about fitting in, it's about feeling valued and accepted for who you truly are 🌟 --- 🌟 It's that sense of connection that makes us feel like we're a part of something greater 🌟 --- 🌟 Belonging gives us the confidence to be our authentic selves, knowing that we are supported and understood 🌟 --- 🌟 But what happens when we don't feel like we belong? 🌟 --- 🌟 It can be isolating and lonely, leaving us questioning our worth and place in the world 🌟 --- 🌟 That's why it's crucial to create spaces where everyone feels included and valued 🌟 --- 🌟 Let's strive to build communities where diversity is celebrated and everyone's voice is heard 🌟 --- 🌟 Because it's in those spaces of belonging that we can truly thrive and reach our full potential 🌟 --- 🌟 Let's champion inclusivity and empathy in all that we do, creating a world where everyone feels like they belong 🌟 --- 🌟 Remember, YOU matter, and YOU deserve to feel like you belong 🌟 --- 🌟 Let's work together to create a more inclusive and compassionate world for all 🌟 --- #Belonging #Inclusion #Diversity #Community #Empathy #Thrive #LinkedInThoughts

Diversity, Equity & Inclusion: Let’s Talk About Belonging Creating a sense of belonging is a vital part of building inclusive communities. When people feel like they truly belong, they thrive and contribute in meaningful ways. Here’s a personal story of when I truly felt like I belonged: I remember a time when I joined a new team at work, and I was nervous about whether I'd fit in. I wasn’t sure if my ideas or background would be valued, but something happened that changed everything. In our first team meeting, the leader went around the room and asked everyone to share their thoughts on a major project. When it was my turn, I hesitated, but the group was patient and genuinely interested. After I shared, something unexpected happened: multiple teammates asked follow-up questions and even built on my suggestions. It wasn't just polite listening; it was active engagement. In that moment, I felt seen, heard, and valued—not just for my role, but for who I am and what I bring to the table. That meeting stuck with me because it was more than just being included—it was a feeling of true belonging. Now it’s your turn—tell us about a time when you felt like you truly belonged. Your experience might just inspire others to create more inclusive environments! #Belonging #InclusionMatters #EquityForAll #DEI

Would you say that you are an active #ally of inclusion? Do you engage in frequent and consistent behaviours to build and nurture supporting relationships with people from under-recognised, under-represented, marginalised and discriminated groups? If not, why aren’t you an active ally of #inclusion? What is holding your back? 🤔 Could it be fear? Fear may seem like a strong word but it really encompasses so many emotions - from feeling overwhelmed to inadequate to anxious to threatened. In the DEI space, my current research shows that there is plenty of fear. There is the fear of being discriminated against, of getting things wrong, of saying the wrong things, or of feeling uncomfortable. There is the fear of being misunderstood or misrepresented, of being the lone voice, of being the token hire, or even the fear of not doing anything. These fears prevent us from acting and keep us as bystanders, limiting progress towards nurturing inclusive workplaces. So how can we overcome our fears and hold ourselves accountable to being inclusive at work? In this article in CEOWORLD magazine, I share the following tips with practical things that you can do to address and overcome our fears. Tip 1: Know your fears Tip 2: Confront your fears through small but impactful efforts Tip 3: Overcome your fears through frequent and consistent behaviours. What would you add to the suggestions in this article? #TuesdayTransformation [It’s a strange photo that was used but who knows, if we overcome the fear, maybe we will be that joyful? 🤷🏾♀️]

🌟 Do you ever wonder what it truly means to feel like you belong? It's a powerful emotion that connects us to others in ways we may not fully understand. 🌟 Let's take a moment to reflect on the concept of belonging and how it influences our lives. Here are some thoughts to ponder: - **Belonging is more than just fitting in; it's about feeling seen and accepted for who you are.** - **When we belong, we thrive; when we feel disconnected, it can impact every aspect of our lives.** - **Creating a sense of belonging starts with embracing our differences and celebrating diversity.** - **Being part of a community where we feel valued and supported can enhance our well-being and overall happiness.** - **Belonging is not about conforming; it's about the freedom to be authentic and true to ourselves.** 💭 Take a moment to consider the spaces where you feel a true sense of belonging. How do those environments make you feel? What can you do to create more inclusive and welcoming spaces for others to feel that sense of belonging as well? 💭 Remember, belonging is a fundamental human need that transcends boundaries and unites us all. Let's strive to build a world where everyone feels like they belong, no matter their background or identity. Together, we can create a more connected and compassionate society. #Belonging #Inclusion #Diversity #Community #Connection #LinkedInThoughts

My friend hosted a party over the weekend, and when she sent the invite, I doubt she imagined I would be sharing it on LinkedIn. In the invite, she made a point to include that a "chill quieter space" would be available and that the lighting and music would be changeable. I asked her about it later and she explained that she knew many of the attendees were neurodivergent. Was the party a flawless model of inclusion? No. Did this invite make me feel more comfortable attending? Absolutely. My friend didn't set out to be a model of inclusion when she wrote the invite. She was simply thinking about her friends and wanted to make sure they would be able to attend her party. Many of the conversations I am having with teams now is about their hesitancy to implement inclusion initiatives. But this is all inclusion has to mean. Who is on your teams and how are you ensuring they can get what they need to to thrive? What if, instead of a party invite, we were talking about a job description or a meeting invite? Think about who who will be submitting an application or attending the meeting. Why might they be concerned about joining? How can you show them that you have intentionally thought about them? There's a lot of noise around DEI work right now but this is it. Focus on ensuring your people thrive, then your teams and your business will thrive. p.s. Next week, I'm hosting a roundtable to discuss the hesitancies around inclusion work and how we can work through them. RSVP link in the comments or in the featured section of my profile. #Inclusion #ActuallyAutistic #Neurodivergence #DEI

I know I'd go to more parties if I knew there was somewhere to escape to when things got too overwhelming. Yes, I am that person in the corner at the party, likely trying to pet your dog or cat... Bringing it back around to the workplace, I am thankful to work for a company that offers hybrid flexibility and unlimited PTO. Sometimes I need the chill, quiet place that is my home office, other times I just need a moment to step away and take a break. When these options are available to your employees, it empowers them to do their best work and find a healthy balance. #DEI #worklifebalance

🌟 Excited to dive into the concept of Belonging with all of you! 🌟 How often do we stop to reflect on what it truly means to belong? It's more than just fitting in or being accepted; it's about feeling a deep sense of connection and inclusivity. It's about finding a place where your unique contributions are appreciated and respected. In a world that can sometimes feel fragmented and polarized, the sense of belonging becomes even more crucial. It's not just about finding a group to join; it's about feeling seen, heard, and valued for who you are. It's about creating spaces where everyone feels like they have a seat at the table. Let's not underestimate the power of belonging in shaping our experiences and outlook on life. When we feel like we belong, we are more likely to thrive, be creative, and take risks. It's the foundation on which communities are built and relationships are strengthened. So, how can we cultivate a sense of belonging in our personal and professional lives? Here are a few thoughts to ponder: - Embrace diversity and celebrate differences. True belonging goes beyond homogeneity; it thrives on the richness of varied perspectives and backgrounds. - Create inclusive environments where everyone's voice is heard and respected. Encourage open dialogue and foster a culture of genuine acceptance. - Be intentional about building connections with others. Reach out, listen actively, and show empathy. Small gestures of kindness can go a long way in making someone feel like they belong. - Champion authenticity and vulnerability. It's okay to show your true self and share your struggles. Vulnerability can be a powerful connector that bridges the gap between individuals. As we navigate our personal and professional journeys, let's strive to create spaces where everyone feels like they belong. It's not just a feel-good concept; it's a fundamental human need that fuels our growth and wellbeing. Together, let's build a world where belonging is not just a privilege but a right for all. #Belonging #Diversity #Inclusion #Connections

#NationalComingOutDay #ComingOutDay #Diversity #Inclusion Coming out isn't a one-time event, a single moment where you reveal your identity once and for all. In reality, coming out is an ongoing process. Every new encounter, every new environment—whether with new colleagues, friends, or acquaintances—requires us to redefine ourselves and, often, come out again. Take, for example, someone starting a new job. They may have already come out to their family and friends, but now, with new coworkers, the question arises again. Should they come out right away? Should they wait to gauge the openness of the group? Or maybe avoid the topic altogether to keep things simple? It can be as casual as an innocent question during a lunch break: "Are you in a relationship?" In that moment, this person has to decide whether to answer honestly and mention their partner or to skirt around the question, postponing the moment when they can fully be themselves. Another example: during a family gathering, a distant cousin who hasn't been seen in years asks how things are going. Once again, the decision comes up: should they explain that they're living with a same-sex partner, or should they keep it vague to avoid questions, judgments, or simply to keep the peace? Even in seemingly minor situations, the process repeats itself. When meeting new neighbors, joining a sports group, or during a dinner party where everyone is sharing their personal life, the question of coming out reappears. Sometimes, it's the small details that force the issue: "What are you and your wife doing this weekend?" Faced with this comment, someone might have to decide whether to correct the person by mentioning their same-sex partner or let it slide to avoid a deeper conversation. What remains constant is the balancing act between the desire to be authentic and the need to protect oneself or adapt to others' expectations. Each situation is different, and the weight or importance of these micro-coming outs varies. Sometimes, it's just a quick comment in conversation, but other times, it can be more sensitive depending on the people and the context. So, coming out isn't an isolated event, but rather a series of moments where we choose, with every new interaction, whether to share a part of who we are or keep it private. It’s a journey, a kind of dance with ourselves and with others, throughout our lives. And who knows, maybe I’ve just come out once again.

“What does Pride mean to you?” Someone recently posed this question on an internal work channel as part of my company's Pride celebrations. As Global Co-Chair of Visa’s Pride ERG, which brings together our LGBTQIA+ employees and allies around the world, I reflected on this not-always-easy-to-answer question. I answered truthfully, which is that I often see Pride as a happy paradox.   What brings me joy about Pride is how it’s often an intentional contradiction in terms – it’s simultaneously about being special and not being special at all…I’m just a person, like everyone else. Pride is about taking time to honor what makes people who they are, without judgment, and to celebrate what makes people unique. At the same time, Pride is about everyday life. It’s about who I am each day of the year that doesn’t happen to fall during Pride Month. Pride means not having to hide who I am the other 11 months of a year – I live the same sometimes-boring, sometimes-awesome life in January, March, and November that I do in June.   Pride is about belonging. It’s also about visibility – as a bi woman, I know how damaging bi erasure can be and how few openly bi people there are in leadership roles – and the importance of feeling seen. Pride is about understanding how much representation matters and why. I have Pride every day, and I am especially proud to help lead our ERG and hopefully serve as an ear, a shoulder, or a reflection for anyone who needs it – each and every day.

“Differences don’t need to be a source of division and stigma.” Rich #cultural #identity #expression increases #inclusivity and professional opportunities in three ways. First, it causes people to have more #respect for their minority coworkers. By sharing culturally relevant information, minority employees may be able to debunk or reframe stereotypes held by majority colleagues and raise their #social #worth. Second, rich expression #fosters closeness because sharing personal information about cultural differences is an act of #trust. It signals to majority colleagues that they are confidants who will understand and appreciate what is being shared. Third, when minority colleagues share, they increase the majority group’s #learning. The more they believe they can learn from a minority employee, the more likely they are to include them in both professional and social interactions, like adding them to a big project or incorporating their opinion. #diversity #identity #inclusionmatters #humanexperience