Agendi’s Post

As a People Ops professional, I love seeing Pride Month grow every year. It’s about time. 🏳️🌈🎉 Looking back at June, I can't help but appreciate how much has changed. It used to be a niche celebration and now it’s a part of our culture—so many organizations celebrate it. There’s been a noticeable shift in awareness, especially in the HR world through diversity training, inclusive policies, and visible support for LGBTQ+ employees. So, what’s next for Pride Month? I think it can only grow from here. I see it becoming more in-depth, year-round, and intersectional. There’s going to be a bigger conversation about supporting those in marginalized communities. And if you’re really advanced, you’ll start measuring your initiatives, and tracking impact in fostering more inclusive environments. :) What happens at work doesn’t stay at work—these shifts matter. I’m excited to help create more inclusive workplaces and contribute to a society that values and respects diversity. Pictured: a shot from the Boston Pride Parade, a few miles from the PI HQ. #HR #PeopleOps #leadership #pride

How do you make the most of Heritage & Awareness months, while still creating opportunities for year-round ERG support? This came up a few times during our ERG Program Manager meet up today, and comes up all the time in our ERG Leadership Community. Thoughts below👇🏽 Context: Black History Month and Women's History month are around the corner. Often this means heightened attention on the efforts and needs of our Black and Women ERGs. We see a the same phenomenon around LGBTQ+ communities with Pride in June...or AAPI communities for AAPI Heritage Month in May...the list goes on. But our communities need support year-round. Here are some ways we can encourage year-round support without missing the moment in the spotlight that these months provide. Some Tips: 1. 💬 Vocabulary Matters: Start to to reframe what your ERG does as "efforts" or "initiatives" rather than just talking about "events." While events are types of efforts, they aren't the only thing your ERG does. There are plenty of ways to have impact through your weekly/monthly efforts like meetings or chat channel engagement (i.e. Slack / Teams). Creating intentionality around *how* you talk about your cohesive efforts rather than just events will highlight the holistic work you do as an ERG for your entire company. 2. 🔈 Amplify through Intersectionality: When it's your moment in the spotlight, think about how to include other ERGs. Not only will this increase your reach and audience, but it will strengthen your allyship relationships so you can plan events year-round with other groups. 3. 📍 Consider Local & International communities: Different locales celebrate their communities at different times of year. For example, Black History Month in the United Kingdom is celebrated in October. Today, Ayana Taylor in our Program Manager Meet Up pointed out that Hartford, CT celebrates Pride in September to create another moment outside of June to highlight their LGBTQ+ community. Take these cues from communities outside of your HQ to create moments for awareness that might be atypical from your internal calendar. Any other tips for keeping momentum outside of Heritage / Awareness months? Comment them below! #blackhistorymonth #womenshistorymonth #ERGs #deib #companyculture

3 simple steps to empower our intersectional force. These actually work with anyone as we all are complex creatures. But we know that #intersectionality is a step further and can hinder our best performers.

June is a powerful month. Not only is it the start of summer vacation, but also the month when we recognize Juneteenth and Pride (also it's the birthday month of my only nephew and niece- proud Titi 😊). This is a crucial time for companies to step up and not just see these events as days off or to celebrate, but as opportunities to reinforce their commitment to Diversity, Equity, and Inclusion (DEI). As we know, Juneteenth marks the emancipation of enslaved African Americans. It is also a day that should remind us all of the ongoing fight for racial equality and justice. Similarly, we celebrate Pride in June to honor the LGBTQ+ community, but also should shine the light on the continued struggle for equal rights and acceptance. How Can Companies Meaningfully Recognize These Events? 1. Educate and Raise Awareness: - Host educational workshops and webinars about the history and significance of Juneteenth and Pride. - Share resources and stories that amplify Black and LGBTQ+ voices. 2. Celebrate and Show Support: - Organize virtual or in-person events to celebrate cultural and identity milestones. -Encourage employees to participate in local or virtual Pride and Juneteenth events. 3. Volunteer and Give Back: - Partner with local organizations focused on racial justice and LGBTQ+ rights for volunteer opportunities. - Offer paid volunteer days for employees to engage in community service related to these causes. 4. Foster Inclusive Work Environments: - Review and update company policies to ensure they are inclusive and supportive of all employees. - Establish or support Employee Resource Groups (ERGs) for Black and LGBTQ+ employees. 5. Continuous Improvement in DEI Practices: - Conduct regular DEI training and make it an integral part of the corporate culture.Implement mentorship programs that support underrepresented groups within the company. - Commit to diverse hiring practices and create pathways for career advancement for all employees. Recognizing Juneteenth and Pride Month is more than just a moment - so take the time to learn, do more and do better. #Juneteenth #Pride #DEI #Diversity #Equity #Inclusion #WorkplaceCulture #Advocacy

YOU ARE MEANT TO THRIVE. How did this slogan come about? It's a mantra I hold dear because it encapsulates a universal truth: each of us is destined to flourish in our own unique way. This belief resonates deeply, especially during Pride Month, a time when we celebrate diversity, resilience, and the courage to live authentically. Pride Month serves as a powerful reminder that thriving is not just about personal achievement but also about embracing our identities and overcoming societal barriers. It's about acknowledging the struggles and triumphs of the LGBTQ+ community and recognizing their journey towards self-acceptance and pride. At its core, the message of thriving transcends any single identity or celebration. It speaks to the human experience—our innate desire to grow, evolve, and fulfill our potential. Yet, so often, we encounter obstacles, both internal and external, that challenge our ability to thrive. When I say we are meant to thrive, I'm emphasizing the importance of self-discovery, self-acceptance, and self-empowerment. It's about recognizing and celebrating our uniqueness while advocating for inclusivity and equality for all. So, whether during Pride Month or throughout the year, let's embrace the idea that we are meant to thrive. Let's support each other in our journeys, celebrate our differences, and strive to create a world where everyone can live authentically and boldly pursue their aspirations. Because when we uplift each other, we amplify the message that thriving is not just a possibility but a fundamental right for all individuals. Special thanks to Rick Barron for such a great conversation on his podcast, “That’s Life, I Swear” #executivecoaching #mindset

Beyoncé's approach to diversity offers valuable lessons for corporate America. 🐝 Her work, particularly her Renaissance tour and movie, showcases a true embrace of diversity, equity, and inclusion. Looking at her dancers, staff, and collaborators, you see a representation of many different types of people. Beyoncé understands the nuances within diversity and the importance of intersectionality. She welcomes individuals from all backgrounds, including LGBTQ+ communities, creating a sense of belonging for everyone. This inclusive approach is something companies should strive to emulate. It's about creating an environment where everyone feels they can be part of something exciting, where they can learn, grow, and express themselves freely. Moreover, Beyoncé's success demonstrates the power of knowing and valuing your customer base. She makes her audience feel at home in her concerts and everything she does. Companies need to adopt this understanding, recognizing the diversity of their customer base and ensuring representation in their workforce. By following Beyoncé's example, corporations can create more inclusive, dynamic, and successful environments that celebrate diversity in all its forms. #BeyoncéInspired #CorporateDiversity #InclusiveBusiness

Beyoncé's approach to diversity offers valuable lessons for corporate America. 🐝 Her work, particularly her Renaissance tour and movie, showcases a true embrace of diversity, equity, and inclusion. Looking at her dancers, staff, and collaborators, you see a representation of many different types of people. Beyoncé understands the nuances within diversity and the importance of intersectionality. She welcomes individuals from all backgrounds, including LGBTQ+ communities, creating a sense of belonging for everyone. This inclusive approach is something companies should strive to emulate. It's about creating an environment where everyone feels they can be part of something exciting, where they can learn, grow, and express themselves freely. Moreover, Beyoncé's success demonstrates the power of knowing and valuing your customer base. She makes her audience feel at home in her concerts and everything she does. Companies need to adopt this understanding, recognizing the diversity of their customer base and ensuring representation in their workforce. By following Beyoncé's example, corporations can create more inclusive, dynamic, and successful environments that celebrate diversity in all its forms. #BeyoncéInspired #CorporateDiversity #InclusiveBusiness

It is Pride Month, and I am thankful to work at a company where we keep the conversation going not only in June but all year long. 🏳️🌈 In 2024, Showpad's Pride ERG will host a special session for our book club, Pride & Prose. 📚 This time, we're diving into James Baldwin's masterpiece, 𝘎𝘪𝘰𝘷𝘢𝘯𝘯𝘪'𝘴 𝘙𝘰𝘰𝘮. It was the most voted book from an internal poll of our Employee Resource Group. This will be the second meeting of our book club, and we will combine it with our monthly activity, 🌈 Rainbow Brews & Chats, a safe and inclusive space where we discuss LGBTQ+-related topics based on short videos. It is a place to ask questions, learn, and gather the tools to become better advocates, fostering a sense of belonging and support. If your company doesn’t host LGBTQ+ initiatives, be the one who changes it. And yes, I am looking especially at you, fellow Executive Assistants. DEIB is not just a buzzword. It is about giving voice to those who don’t always get the chance to speak—a lot like us, but unfortunately, in many ways, even harder. By leveraging our EQ, ability to connect people, and interpersonal skills, we can drive meaningful change within our organizations. Let’s use our unique positions to foster inclusivity and support for all. Remember: together, we are stronger. 💪🏼 #DEIB #DiversityEquityInclusionBelonging #Showpad #ExecutiveAssistants #ERG #EmployeeResourceGroup

As someone who doesn't typically post about personal matters on LinkedIn, I find it increasingly important to bring my whole self to my professional community. I am so proud to be part of the LGBTQ+ community, and am happy to outwardly share my pride on this platform. My experiences in this incredible community have taught me lessons that directly shape how I show up at work. In honor of pride month, I thought I'd share a couple of them below: First, authenticity matters. Being true to ourselves fosters a sense of belonging and trust. When we bring our whole selves to work, we contribute to a more inclusive environment where others feel safe to do the same. Next, empathy fuels connection. Understanding the diverse experiences of others allows us to build stronger relationships. Empathy enables collaboration, creativity, and innovation which are essential qualities in any workplace. Finally, there's resilience in adversity. The LGBTQIA+ community has faced adversity throughout history. Our resilience teaches us to persevere, adapt, and find strength even in challenging circumstances. Not everyone has the privilege and luxury to feel safe to show up to their workplace as their authentic self. At the Ad Council, I feel unbelievably supported (and celebrated!) for my queer identity, and that's something I will never take for granted. If you're looking for ways to support the LGBTQ+ community this month (and beyond), I encourage you to check out https://lnkd.in/eFGXtUex where you can learn how to be an ally, create a more inclusive space at school and work, diversify your media, understand the impact of protection laws, and promote LGBTQ+ health through vetted resources. I hope everyone has a safe, healthy, and happy pride! ❤️ 🧡 💛 💚 💙 💜 ✨

Diversity in executive roles can sometimes seem like a buzzword... BUT it is the actions that each of us really take. Diversity is a necessity for innovation and growth. Yet, the LGBTQ+ community remains significantly underrepresented in leadership positions. Through LS Elevate, we’ve seen a rising number of mentees seeking mentors who share their experiences and understand their unique challenges. This highlights a pressing need for more inclusive representation at the top levels of business. In my career, I've observed many underrepresented groups, but the need for more LGBTQ+ leaders stands out. Many brands promote their support for this community, but true progress requires deeper conversations and tangible actions. At LS International, we prioritize diversifying the industry. We believe that fostering an inclusive environment where everyone supports each other is essential for meaningful change. Let’s work together to make a difference. #DiversityInLeadership #LGBTQInclusion #ExecutiveSearch #Mentorship #InclusiveWorkplace #LSInternational