AHRC New York City’s Post

We've made significant strides in addressing gender parity in the workplace, but there's always more to be done. The 2023 World Economic Forum Global Gender Gap Report (surveying 146 countries) revealed that only 3 in 10 senior leadership roles were filled by women despite them making up close to 42% of the workforce. If you're interested in finding out more about what companies are doing to improve diversity and representation in the workplace, join us at Inclusive Careers Fair 2024 on 22nd June at WeWork, 21 Collyer Quay. Click here to confirm your registration: https://lnkd.in/gcQ98DSc #ICF2024 #InclusiveCareersFair #InclusiveCareersFair2024 #AnOpenCircle #PinkFestSG #PinkFest2024 #InclusivityMatters

See you on Thursday at 6pm! 🤩 Just two days to go until the in-person careers fair, are you ready? Is your Linkedin profile is up to date? Why not use the Linkedin QR code to connect quickly and easily with peers, mentors, candidates & recruiters: 1️⃣ Open the LinkedIn app on your mobile device. 2️⃣ Tap the  QR code in the Search bar at the top of your LinkedIn homepage. 3️⃣ Tap the My code tab to find your QR code for others to scan. For more practical tips checkout the article below: https://lnkd.in/dcyxUZqk

As we celebrate Professional Women in Building Week, we offer strategies on how to attract more women to the home building industry. Generally, women earn 81.5% of what men earn, but in construction the gender pay gap is lower, with women earning 94.3% compared to what men earn. That may be better, but it’s not equal pay. Women are aware of the gender pay gap that exists in most industries, so they will be more likely to apply for jobs at companies that offer equal pay and that advertise this fact in job postings, networking events and career fairs. #ProfessionalWomenInBuildingWeek

From being bullied to being empowered, read the story of Ramkrishna Sinha's journey of resilience to him creating a larger change in the #workplace ecosystem. 🌈 💪 His story reminds us why 𝐜𝐫𝐞𝐚𝐭𝐢𝐧𝐠 𝐢𝐧𝐜𝐥𝐮𝐬𝐢𝐯𝐞 𝐰𝐨𝐫𝐤𝐩𝐥𝐚𝐜𝐞𝐬 𝐢𝐬 𝐜𝐫𝐮𝐜𝐢𝐚𝐥 and the need of the hour. No one should face discrimination for being their authentic self. Let's work together to build a world where everyone can thrive, regardless of their identity. 🌏 🏳️🌈 ====== What specific actions or policies have you seen or implemented that have made your workplace more inclusive? Share your thoughts in the comments below. ====== Humans of Bombay | Srini Ramaswamy | Pride At Work | Rainbow Bazaar | Pride-Ed | Pride Cares | India Workplace Equality Index  #LGBTQ+ #WorkplaceInclusion #DiversityMatters #PrideMonth #PrideCircle

Join me at the 2024 Lavender Law® Conference & Career Fair - the largest LGBTQ+ legal conference in the country. Register now and join me this August 7-9 in Washington, D.C. See you there! {https://lnkd.in/g5G52P3j #LavLaw #LavenderLaw 

We're excited to attend the 2024 Lavender Law® Conference & Career Fair - the largest LGBTQ+ legal conference in the country. If you're attending too, stop by and let's talk about how you might join #TeamFDIC! Register now and meet us this August 7-9 in Washington, D.C. See you there! 👉 https://lnkd.in/e3sybePa #TeamFDIC #LavLaw #LavenderLaw 

As we celebrate Professional Women in Building Week, we offer strategies on how to attract more women to the home building industry. One way of encouraging women to consider careers in construction is to beef up recruiting efforts at trade schools and colleges, staffing and recruiting companies, job search websites, public job fairs and advocacy groups and associations. Employers can be more proactive in recruiting women by, for example, choosing the words in their job descriptions deliberately to attract more female job applicants, including more women in the hiring process, reaching out to women who have potential to succeed in construction jobs, providing career advancement opportunities tailored to women and offering professional support network opportunities. #ProfessionalWomenInBuildingWeek

Are you 𝗧𝗛𝗘 leader of a business, or a leader inside a business? Are you wondering what you can do to show your LGBTQIA+ employees support during this very important month? Here’s how you can make a real difference:: 1. 𝗥𝗲𝗰𝗿𝘂𝗶𝘁 𝗟𝗚𝗕𝗧𝗤𝗜𝗔+ 𝗧𝗮𝗹𝗲𝗻𝘁 𝗜𝗻𝘁𝗲𝗻𝘁𝗶𝗼𝗻𝗮𝗹𝗹𝘆: Partner with LGBTQIA+ organizations and attend diversity-focused job fairs. Ensure your hiring practices reflect and celebrate diversity. This is not difficult. 2. 𝗚𝗲𝗻𝘂𝗶𝗻𝗲𝗹𝘆 𝗔𝗰𝗸𝗻𝗼𝘄𝗹𝗲𝗱𝗴𝗲 𝗬𝗼𝘂𝗿 𝗢𝘂𝘁 𝗘𝗺𝗽𝗹𝗼𝘆𝗲𝗲𝘀. Wish them a happy Pride through sincere, one-on-one conversations. Ditch the basic tropes. Newsletters? Not enough. Emails? Lazy. Show real support. 3. 𝗠𝗮𝗸𝗲 𝗮𝗻 𝗜𝗻𝗰𝗹𝘂𝘀𝗶𝘃𝗲 𝗘𝗻𝘃𝗶𝗿𝗼𝗻𝗺𝗲𝗻𝘁 𝗛𝗮𝗽𝗽𝗲𝗻. Obviously, implement strong non-discrimination policies, inclusive benefits, and diversity trai𝗻𝗶𝗻𝗴 . Do better by making every month Pride Month, or Black History Month. 𝗦𝗘𝗘 𝗬𝗢𝗨𝗥 𝗣𝗘𝗢𝗣𝗟𝗘. 𝗔𝗹𝗹 𝗼𝗳 𝘁𝗵𝗲𝗺. They have families. Lives. If you don't create a sense of beloning for all, you'll lose them. Your business will suffer. 4. 𝗘𝗺𝗽𝗼𝘄𝗲𝗿 𝗟𝗚𝗕𝗧𝗤𝗜𝗔+ 𝗘𝗥𝗚𝘀. Support and resource LGBTQIA+ Employee Resource Groups. These groups are vital for fostering connection and advocating for positive change. It's easy to make this a 'tick the box' exercise. If you really want it to matter, 𝗦𝗛𝗢𝗪 𝗨𝗣. Go to the meetings (CEO, C-anything) and walk the walk. As a proud member of the LGBTQIA+ community, I challenge you to step up. 🌈 Support LGBTQIA+ Employees Year-Round: Take Action Now! 🌈 #PrideMonth #LGBTQIA #Inclusion #Diversity #Leadership

Are you 𝗧𝗛𝗘 leader of a business, or a leader inside a business? Are you wondering what you can do to show your LGBTQIA+ employees support during this very important month? Here’s how you can make a real difference:: 1. 𝗥𝗲𝗰𝗿𝘂𝗶𝘁 𝗟𝗚𝗕𝗧𝗤𝗜𝗔+ 𝗧𝗮𝗹𝗲𝗻𝘁 𝗜𝗻𝘁𝗲𝗻𝘁𝗶𝗼𝗻𝗮𝗹𝗹𝘆: Partner with LGBTQIA+ organizations and attend diversity-focused job fairs. Ensure your hiring practices reflect and celebrate diversity. This is not difficult. 2. 𝗚𝗲𝗻𝘂𝗶𝗻𝗲𝗹𝘆 𝗔𝗰𝗸𝗻𝗼𝘄𝗹𝗲𝗱𝗴𝗲 𝗬𝗼𝘂𝗿 𝗢𝘂𝘁 𝗘𝗺𝗽𝗹𝗼𝘆𝗲𝗲𝘀. Wish them a happy Pride through sincere, one-on-one conversations. Ditch the basic tropes. Newsletters? Not enough. Emails? Lazy. Show real support. 3. 𝗠𝗮𝗸𝗲 𝗮𝗻 𝗜𝗻𝗰𝗹𝘂𝘀𝗶𝘃𝗲 𝗘𝗻𝘃𝗶𝗿𝗼𝗻𝗺𝗲𝗻𝘁 𝗛𝗮𝗽𝗽𝗲𝗻. Obviously, implement strong non-discrimination policies, inclusive benefits, and diversity trai𝗻𝗶𝗻𝗴 . Do better by making every month Pride Month, or Black History Month. 𝗦𝗘𝗘 𝗬𝗢𝗨𝗥 𝗣𝗘𝗢𝗣𝗟𝗘. 𝗔𝗹𝗹 𝗼𝗳 𝘁𝗵𝗲𝗺. They have families. Lives. If you don't create a sense of beloning for all, you'll lose them. Your business will suffer. 4. 𝗘𝗺𝗽𝗼𝘄𝗲𝗿 𝗟𝗚𝗕𝗧𝗤𝗜𝗔+ 𝗘𝗥𝗚𝘀. Support and resource LGBTQIA+ Employee Resource Groups. These groups are vital for fostering connection and advocating for positive change. It's easy to make this a 'tick the box' exercise. If you really want it to matter, 𝗦𝗛𝗢𝗪 𝗨𝗣. Go to the meetings (CEO, C-anything) and walk the walk. As a proud member of the LGBTQIA+ community, I challenge you to step up. 🌈 Support LGBTQIA+ Employees Year-Round: Take Action Now! 🌈 #PrideMonth #LGBTQIA #Inclusion #Diversity #Leadership

Before the COVID-19 pandemic, nearly one in ten LGBTQ+ individuals faced unemployment, compared to one in twenty non-LGBTQ+ individuals. However, during the pandemic, the situation worsened: 22% of LGBTQ+ adults and 24% of LGBTQ+ adults of color experienced unemployment. These disparities highlight the need for continued efforts to create inclusive workplaces and address economic inequities within the LGBTQ+ community.