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

June is here, Pride marches and festivities have started, and the anti-DEI rhetoric remains firmly entrenched in our national consciousness and places of work. All of this has me thinking about the powerful and renewed focus on inclusion that many organizations and leadership teams are embracing to ensure that all can bring their whole selves to work. However, for many of us in the LGBTQ+ community, even if there are initiatives and programs focused on inclusion, we still might not feel a sense of safety and security to be our “authentic” selves. Results from the McKinsey & Co. and LeanIn Women in the Workplace 2023 report showed that LGBTQ women feel more pressure than any other group of women to hide their full identities at work. Let’s correct this by leaning into allyship which can bridge the gap between educational initiatives and action. Let’s focus on building human skills that help all better navigate vulnerability, trust building, and empathy. This is my hope for us this Pride month - will you join me?

The Diversity, Equity, Inclusion & Accessibility (DEIA) field is an emerging global industry, with a variety of specialties, professional standards, and a strong history of proven results. Committed champions and leaders help organizations navigate through the challenges of demographic change (via age, disability, education, marital status, immigration, religion, gender, race/ethnicity, LGBTQ+, etc.), and the unique ways this population data impacts stakeholder's behaviors, expectations, preferences, attitudes, and needs across regions and nations. Make sure your team is connected to the future-- join the Society for Diversity and achieve CDP® or CDE® credentials from the Institute for Diversity Certification (IDC). Act before 12/31 and save big: https://lnkd.in/ebZhj2E

I’m delighted to share the Human Rights Campaign Foundation’s first-ever report on LGBTQ+ corporate citizenship— The LGBTQ+ Corporate Citizen: A Framework for Emerging Best Practices in Allyship. This report serves as a roadmap for innovative businesses looking to engage more thoughtfully as active allies to their LGBTQ+ employees, partners, and customers. We’ve worked to identify six pillars of business activity that factor into successful LGBTQ+ corporate citizenship:  - Workforce - Supply Chain - Products & Services - Marketing - Corporate Philanthropy - Advocacy & Political Engagement For each of these six pillars, we outline key considerations for the pillar, provide data on the need and business case for action, give real-world examples of corporate citizenship in action and share leading practices from business leaders. Companies have the power to promote inclusion for LGBTQ+ people— to make our lives, and the world, better! I am confident that together, we can create a world free from discrimination, and work to obtain equal rights for all. Read the full report here: https://lnkd.in/ePx_AJPW 

Being a mentor, or coach, to LGBTQ+ individuals in leadership roles is essential for fostering an inclusive and supportive environment. It’s crucial to educate yourself about the community, prioritize inclusion, and celebrate their achievements. Recognize that the LGBTQ+ community is diverse and embrace intersectionality by considering how other aspects of identity intersect with sexual orientation and gender identity.  Acknowledge the unique perspectives and contributions that LGBTQ+ leaders bring to the table. Seek guidance when needed,  reach out to LGBTQ+ organizations, resources, or colleagues who can provide insights and advice, actively listen to their experiences, and create a safe space for the mentee to share their stories. Listen attentively and validate their experiences. empathy and support are key to fostering an inclusive environment for LGBTQ+ leaders. 🌈🤝 Remember, being a mentor involves empathy, openness, and a commitment to supporting LGBTQ+ leaders on their professional journey.

We recently took a look at the Forbes ranking of current LGBTQ+ leaders and were thrilled by the global representation, particularly from the UK! António Simões at Legal & General / David Hynam at LV= / Julia Hoggett at London Stock Exchange / & Eugenio Pirri - FIH at Dorchester Collection LGBTQ+ CEOs play a vital role as role models, demonstrating that leadership and success are achievable regardless of sexual orientation or gender identity. Their visibility helps break down stereotypes, inspires others within the community, and drives positive change in corporate cultures by promoting inclusivity and diversity. By championing policies that foster equality and supporting LGBTQ+ employees and suppliers, they not only lead by example but also help build trust and loyalty in diverse markets. Ultimately, LGBTQ+ leaders are paving the way for a more inclusive and authentic future in business. https://lnkd.in/dscCYhiY

ARTICLE WORTH READING! On Vantage Circle, “7 Prominent Leadership Trends For Companies In 2024” Leadership in 2024 is changing to focus more on promoting diversity and inclusion. Companies are realizing the value of embracing all types of leadership, including those from the LGBTQ+ Community. Inclusive Leaders are highly sought after, as organizations aim to cultivate environments that embrace everyone, no matter their background. https://lnkd.in/eEPhZZk2 #lgbtqa #diversity #inclusion #thegayleadershipdude #leadership

ARTICLE WORTH READING! On Vantage Circle, “7 Prominent Leadership Trends For Companies In 2024” Leadership in 2024 is changing to focus more on promoting diversity and inclusion. Companies are realizing the value of embracing all types of leadership, including those from the LGBTQ+ Community. Inclusive Leaders are highly sought after, as organizations aim to cultivate environments that embrace everyone, no matter their background. https://lnkd.in/eyD_ZdCa #lgbtqa #diversity #inclusion #thegayleadershipdude #leadership

Community Spotlight | Embracing The Intersections: A #HispanicHeritageMonth Q&A With Bianca Robinson, MBA “As a Puerto Rican trans woman, I’m aware that I often am the ‘only one’ in the room with my identity profile. I leverage my unique lenses to be of service through out-of-the-box perspectives, an ability to disrupt assumptions, and a deep desire to question traditionally held beliefs and standards. I believe these skills are why and how I arrived at the work of Inclusion, Diversity & Equity. I also believe this is why it is so critical to have diverse perspectives in the room. As we build a more socially conscious workforce, we must lean on diversity of thought, identities, backgrounds, and experiences.” - Robinson, on how identity has influenced her approach to leadership. 💡 Read our full interview and connect with Bianca to learn more about her #DEI work: https://lnkd.in/g5cjJw5u #LatinxHeritageMonth #Latine #LGBTQ #Intersectionality

As we continue to honor Pride Month, it’s crucial to remember that true diversity, equity, and inclusion is a year-round commitment. Veronica M Calderon, Chief Inclusion, Belonging and Equity Officer at DeVry University, highlights the proven business case for sustained DEI efforts in the workplace. Forward-thinking organizations recognize that fostering a culture of belonging, where every employee can bring their whole self to work, is essential for success. LGBTQIA+ individuals bring immense value to the workplace, yet many still face unaccepting environments. Studies show that 26% of LGBTQ+ workers and 36% of transgender and nonbinary workers have searched for new jobs due to discrimination. Real inclusion means implementing meaningful policies, offering tailored benefits, and fostering continuous learning and open dialogue. Check out the article below to learn more about how your organization can can sustain LGBTQIA+ inclusion everyday. https://lnkd.in/eyuhe4xU