Australian LGBTQ+ Board & Executive Inclusion (ALBEI)’s Post

The status of LGBTQ employees in the workforce is gradually improving, with more companies embracing diversity and inclusion initiatives. Many organizations now offer inclusive policies, benefits, and support networks for LGBTQ individuals. However, challenges still exist, such as discrimination and lack of representation in leadership positions. Companies must continue working towards creating a more inclusive work environment for all employees. #DiversityandInclusion #LGBTQrights #Monolithconsultancy

Celebrated in June, Pride Month reminds us of the importance of fostering inclusive and diverse workplaces, but it doesn't stop there. We encourage our #network to read this insightful article from Diversity Council Australia Ltd on the significance of Pride Month and why it's crucial for both individuals and organisations. • Only 37% of employees with diverse sexuality and 32% with diverse gender are open about it to all their colleagues. • 65% of gender diverse employees cite negative social media commentary as a factor for not being open about themselves • 9% of employees of diverse sexuality and 16% of employees of diverse gender have experienced workplace incivility in the past year, with over 50% of incidents going unreported. The article explores the history, importance, and impact of Pride Month, highlighting the ongoing need for awareness, acceptance, and action. It emphasises that celebrating Pride is not just about acknowledging the LGBTQ+ #community but also about creating environments where everyone feels safe, valued and respected. 🔗 Read it here: https://lnkd.in/eq2jpgp6 Let's continue to champion diversity and inclusion in all sectors, ensuring that everyone has the opportunity to thrive. #PublicSectorPeople #PrioritisingPeople #PrideMonth #DiversityAndInclusion #BuildingTrust

Did you know that one in five people feel that being LGBTQ+ limits their job opportunities? 🌈 Stonewall, the key charity which provides information, support and guidance on LGBTQ+ inclusion, say LGBTQ+ people may not have the same opportunity to thrive as others. In fact, over a third of LGBTQ+ people feel they need to hide who they are at work. This LGBT History Month, workplaces need to make changes. Inclusivity and diversity at work are paramount to success and growth in the workplace. How? Well, teams made up of people with diverse backgrounds and perspectives are more innovative, creative, and productive. 🎨 Inclusive cultures where all employees feel welcomed, valued, and able to contribute their unique talents lead to higher employee engagement, satisfaction, and retention. 🤝 Visit Stonewall to find out more. We'll leave the link in the comments. 👇🏻 #awareness #inclusivity #diversity #workplaceconditions #openness #workplacesafety #equality #empowerment #teamwork #professionaldevelopment

With Pride Month in full swing and companies running events, designing rainbow logos, and drafting messages to show support for the LGBTQ+ community, leaders may still question if this is enough. This month, CEOs are being urged to focus on meaningful actions that align with their vision and values. Prioritize the greater good, as what's beneficial for your coworkers, consumers, and company also supports the LGBTQ+ community. Successful CEOs recognize that profitability stems from forward-thinking. Ben & Jerry's, a top-selling brand, championed LGBTQ+ rights well before it became popular, illustrating the value of visionary leadership. And while the LGBTQ+ community is large, it also has significant purchasing power, amounting to $3.9 trillion globally, highlighting clear future opportunities. LGBTQ+ employees and consumers expect corporate leaders to act with integrity, regardless of profitability, popularity, or media coverage. Take decisive actions that reflect your values to build a better future for your employees, company, and the LGBTQ+ community. #PrideMonth #LGBTQ #Inclusion #CorporateResponsibility

Pride month, which takes place every year in June, reminds us that true inclusivity in the workplace protects, supports and nurtures every individual - allowing them a voice and to be heard. Also, that organisations benefit from an inclusive workforce. 🌈 "When everyone is included, everyone wins." Jesse Jackson. We want to highlight a podcast from the 'McKinsey Talks Talent' series, featuring Diana Ellsworth leader of DE&I at the consulting firm. As well as covering research into the real life experiences of LGBTQ+ employees, the discussion covers actions employers can take to foster diversity, from recruitment and on into the everyday. Link in comments. ⬇ #EDI #inclusivity #Pride2024

June is in full-swing and right now, companies across the country are either discussing how they will support Pride this year or are actively kicking off their Pride activations. So, what is my advice for CEOs this Pride Month as they navigate the current landscape? As I highlight in my piece for Fast Company, it's straightforward. Do something you can really, truly be proud of. Forget the noise and the nonsense, and instead take action based on your vision and your values. Focus on the greater good. Because the truth is, what’s in the best interest of your co-workers, consumers, and company, is in the best interest of the LGBTQ+ community. And vice versa. Look towards inclusion and belonging. Look towards the future! https://lnkd.in/ej5pS7zB #BusinessOfBelonging #Pride

This post from Valerie Dryden is fantastic. The TL;DR is that a report from Deutsche Bank found that adding LGBTQ+ members to a team/company can often increase the effectiveness of the entire company. Including profits. As a white dude from the South of the US, I'm going to tell you why this is true 😂 I hate to tell you this, but Yoda was wrong. Some of the most effective teams I've had the privilege to be a part of were very diverse. It is an X-factor that is incredibly hard to explain but my experience tells me it's true. But "Why do they get to be special but I'm not because I'm white/a dude?" is actually a really important question to ask and seek an answer for! If we can find a good answer for that question that revolves around the person and not broad labels then inclusion and equity become easier to implement. I've thought a lot (I mean a looooooooot) about this. I know it's true, but why? It's wisdom. Wisdom is a voice that causes introspection in others. It is the thing that lets you respond in a way that will often cause others to pause in their normal thought process. It is all about understanding the other person's motivations well enough that your input is arresting, even if just a bit. And wisdom often comes from suffering. When you suffer, you end up having to confront a lot of things about yourself and the situation you're in. It breeds introspection within you as you grapple with why you're suffering. It strips away your preconceived notions about yourself and why you got to where you are. It is a universal equalizer. This is not to say that being a white dude means I can't suffer. We can all suffer, every single one of us. One reason most of us work so hard is to avoid suffering! Suffering is a universal possibility, I'm living proof of that. Significant mental health battles that I will fight the rest of my life, a child with cancer and then epilepsy, I've seen some sh*t. But I think we can all agree that diverse groups are more likely to suffer than those are in the primary norm of society. Now, all of the sudden, a lot of the reasons diverse folks can have an outsized impact on a team are clear. Those that aren't in the norm, that don't fit the "ideal picture", are much more acquainted with suffering than those that fit the ideal. As a result, they have a greater likelihood of developing the wisdom that increases the effectiveness of a team. Go hug someone that is suffering. Those folks might just make you and yours better in the future. https://lnkd.in/efV4e3S5

At RCDC, we are proud to celebrate Pride in London this year under the UK campaign #WeAreEverywhere. Our commitment to Equity, Diversity, and Inclusion (EDI) is captured in our policy that all people perform better when they can be themselves. Actively supporting LGBTQ+ inclusion at work leads to better business outcomes. Valuing your colleagues and clients for their whole selves is crucial for fostering collaboration and innovation. Despite progress, an industry survey reveals concerning statistics: half of all LGBTQ+ construction employees have encountered homophobic or transphobic remarks in the workplace over the past year. This figure rises to 60% for LGBTQ+ engineers. While our industry has made a progress, too many individuals still feel they cannot be their true selves at work. It is necessary for leaders to recognize the ongoing issue of homophobia and to take a stand against it. RCDC is proud to have LGBTQ+ individuals in leadership roles and to be at the forefront of driving positive change within our industry. We are committed to continuing our efforts and collaborating with others to advance EDI initiatives across the field. Celebrating Pride each year offers a vital opportunity to reflect on our achievements and, more importantly, to focus on the work that still needs to be done. #PrideInLondon #WeAreEverywhere

In case you missed it, a recent study by Open for Business has revealed that LGBTQ+ inclusion is linked to higher profitability. 🌈 Companies at the forefront of LGBTQ+ transparency are 2.3 times more profitable than their counterparts. 🌈 A whopping 92% of major companies now view diversity, equity, and inclusion as essential to their operations. 🌈 This is driven by the global LGBTQ+ consumer market grownung larger than many of the world’s large economies. Who knew diversity was essential for business? 😉 It’s bittersweet that it’s often economic benefits that pave the way for greater inclusion, but if it catalyzes a shift towards more equitable ways of working, I’ll take it. How is your company putting inclusion into practice? Is it? 🙈 I’d love to hear from the trailblazers in the comments. Link to report: https://lnkd.in/e6spbspq #diversity #leadership