Association of LGBTQ+ Corporate Directors’ Post

Businesses! Make Pride more than a marketing opportunity—commit to year-round support and allyship. In honor of Pride, it is important for businesses to go beyond mere marketing tactics and instead make a genuine commitment to providing year-round support and allyship to the LGBTQ+ community. This involves taking key actions such as: ⚡educating your team on LGBTQ+ history and challenges ⚡ demonstrating authentic support ⚡ partnering with LGBTQ+ organizations ⚡ reassessing policies to ensure inclusivity ⚡ involving employees in internal initiatives ⚡ avoiding superficial gestures and pinkwashing. For a more detailed guide on how to achieve this, you can refer to YW Boston's comprehensive resource available at https://buff.ly/3x9Dxdr. #PrideMonth #Inclusivity #LGBTQ+ #DEI #ywboston

LGBTQ representation is vital in today's world. Addressing systemic discrimination and fostering inclusivity in business settings can lead to a more equitable society. Let's champion equal representation and create a better future for all. Blog - https://ow.ly/LtEC50Sb6ab #cogentinfotech #LGBTQ #Inclusivity #Equality #Diversity #RepresentationMatters #DiversityInBusiness #Equity #LGBTQRights #InclusiveWorkplace #SystemicChange #SocialJustice #CorporateDiversity #DiverseLeadership #EqualOpportunities #PrideInBusiness

ARTICLE WORTH READING! On Forbes, “How Target Found Middle Ground For Pride Month 2024 And Others Can Too“ This Forbes article explores how Target (allegedly) “achieved balance” for Pride Month 2024, highlighting the (again, allegedly) “strategies and approaches” the company embraced. It’s an interesting perspective, but I have a few takeaways from this article: (1) I’m not a fan of the author’s use of “transexuals” and it makes me give pause as to them really understanding our Community (2) the author also cites Target’s “exemplary record” for supporting the LGBTQ+ Community, but the source is a Target webpage. I think they could have shared more here to justify what constitutes “exemplary” (3) the article talks of “reputational risk” and frankly that sounds like a fancy way to appeal to shareholders the specific reasons why an organization can go away from their stated values (4) Companies can’t separate our “T” siblings from the rest of our Community, as the article (in my opinion) suggests. We’re all or none: so if you’re a company that wants to support LGB and not T, well frankly you’re not a friend of our Rainbow Family (5) Finally, I 100% agree with HRC President Kelley Robinson, “Target’s decision is disappointing and alienates LGBTQ+ individuals and allies at the risk of not only their bottom line but also their values.” Target (and other organizations) that are following the same playbook for Pride this month re: pulling back from your visible support for the LGBTQ+ Community due to a small but vocal group’s pushback: we see through your veiled attempt to take both sides. You cannot say you support the LGBTQ+ Community and then pull back said support. You cannot veer away from your stated workplace values because of “reputational risk.” Pick an area to support – left of right – and stay true. When you try to play “both sides” is when you lose. https://lnkd.in/e6g7r3pm #lgbtqa #diversity #inclusion #thegayleadershipdude #leadership

Friday Thoughts: 🔍 The Importance of Measuring Diversity in Leadership 📊 Measuring diverse representation in leadership and board positions is essential. Mike Bloomberg wisely stated, "You can't manage what you can't measure." However, to do this accurately, organisations must create an environment where individuals feel safe and empowered to share their race, sexual orientation, and other personal characteristics without fear of prejudice. 🏳️🌈 It's alarming to note that just 0.7% of over 5,400 board seats in the Fortune 500 are occupied by LGBTQ+ directors. This stark statistic underscores the urgent need for change. As highlighted in a recent Out Leadership report - LGBTQ+Board Diversity: Progress & Possibility 2023 (Out-Leadership-OutQUORUM-Report-DIGITAL-FINAL_April18_2023.pdf) 🛠️ Leaders and organisations must regularly review and update their Diversity & Inclusion (D&I) policies. The screenshot also highlights some other statistics by Out Leadership. Let's strive for a future where diversity isn't just a metric, but a driving force behind our success. #Diversity #Inclusion #Leadership #LGBTQ #OutLeadership #BoardRepresentation #Equality #togetherwearestronger

🏳️🌈 If you're a supporter of the LGBTQ+ community, you might refer to yourself as an "ally". But what does that really mean, and are you ACTUALLY as much of one as you think? 🔎 According to the Collins Dictionary, an ally is “someone who supports people who are in a minority group or who are discriminated against, even though they do not belong to that group themselves.” 💪 And when it comes to the workplace, actively supporting the LGBTQ+ community involves a variety of actions to demonstrate true allyship. 💡 In her latest article, Hannah Pearsall, head of wellbeing at Hays UK&I, explains the six steps you can take: https://lnkd.in/efP-NFAT #pridemonth #lgbtq #allyship

ARTICLE WORTH READING! On Forbes, “How Target Found Middle Ground For Pride Month 2024 And Others Can Too“ This Forbes article explores how Target (allegedly) “achieved balance” for Pride Month 2024, highlighting the (again, allegedly) “strategies and approaches” the company embraced. It’s an interesting perspective, but I have a few takeaways from this article: (1) I’m not a fan of the author’s use of “transexuals” and it makes me give pause as to them really understanding our Community (2) the author also cites Target’s “exemplary record” for supporting the LGBTQ+ Community, but the source is a Target webpage. I think they could have shared more here to justify what constitutes “exemplary” (3) the article talks of “reputational risk” and frankly that sounds like a fancy way to appeal to shareholders the specific reasons why an organization can go away from their stated values (4) Companies can’t separate our “T” siblings from the rest of our Community, as the article (in my opinion) suggests. We’re all or none: so if you’re a company that wants to support LGB and not T, well frankly you’re not a friend of our Rainbow Family (5) Finally, I 100% agree with HRC President Kelley Robinson, “Target’s decision is disappointing and alienates LGBTQ+ individuals and allies at the risk of not only their bottom line but also their values.” Target (and other organizations) that are following the same playbook for Pride this month re: pulling back from your visible support for the LGBTQ+ Community due to a small but vocal group’s pushback: we see through your veiled attempt to take both sides. You cannot say you support the LGBTQ+ Community and then pull back said support. You cannot veer away from your stated workplace values because of “reputational risk.” Pick an area to support – left of right – and stay true. When you try to play “both sides” is when you lose. https://lnkd.in/eBsxwG_E #lgbtqa #diversity #inclusion #thegayleadershipdude #leadership

As #LGBTQ+ History Month begins, our LGBTQ+ and allies’ network, PRISM, have put together a timeline to take a step back in time and reflect on how far the rights movement has come, highlighting the ‘long road to #equality’. In this timeline we share some of the ‘firsts’ in the fight for equality and reflect on the changes that still need to happen. https://lnkd.in/epuCGrDW #diversityandinclusion

Pride 🏳️🌈 Month is calling! How will you 📞 Answer? Happy #LGBTQ 🏳️⚧️ Pride month to all, as pride is inclusive to our allies as an invitation to be self-expressed, to own/share your journey, and to connect with your chosen tribe. 5 years ago was 🌎 World pride in NYC, and it did, in fact, feel like the movement was on top of the world. Half a decade later, the landscape has changed, and sadly, our community has become part of the culture wars. Yet research shows the vast majority of our country and the business world is 😊 supportive of LGBTQ people and issues. What’s critical is that our allies “come out” and express their support with tangible and visible action. Here are 10 ideas💡to “show vs tell” your support for LGBTQ people at work: 1️⃣ Wish colleagues a Happy Pride 🎈, mention it in meetings, on social media, or post on internal tools like Teams/Slack 2️⃣ Display your allyship with rainbow pins, lanyards for badges, virtual backgrounds, or adding your pronouns to Teams/Zoom 3️⃣ Proactively offer to sponsor or mentor a promising emerging LGBTQ leader in your org or industry 4️⃣ Formally join your organization’s LGBTQ Employee Resource Group as an ally member (or get a colleague to join if you already have!) 5️⃣ Offer to co-invest some of your discretionary budget into the Pride ERG to support year-round LGBTQ equality 6️⃣ Support certified LGBTQ-owned businesses by getting them in front of key decision-makers to compete for your business 7️⃣ Ensure your job postings get shared in LGBTQ circles (like the Out in Tech Slack community) 8️⃣ Donate to a worthy charity (youth-focused organizations need extra funds right now - try Hetrick Martin Institute or Ali Forney Center) 9️⃣ Attend external LGBTQ events in your community or industry as an ally (like the Out & Equal or NGLCC conference) 🔟 Reshare this post to inspire others in your network! May each of us take a moment this June to celebrate who we are, how far we’ve come, and to consider how we can help others in our community feel just a little bit more confident, accepted, and 🥳 celebrated for who they are! #DEI #LGBTQ #LGBT #GAY #DIVERSITY #PRIDE #PRIDEMONTH #PRIDE2024 #ERG

Some great advice here from the team at Be The Riot, 'Tips for LGBTQ+ History Month'. 🏳️🌈 TIP 1: Listen to your LGBTQ+ staff and customers TIP 2: Stamp out the ‘phobias' TIP 3: Encourage authentic gender expression TIP 4: Pronouns… set clear expectations TIP 5: Educate people You can check out the full article here: https://lnkd.in/et42wyuq #lgbtq

#DEIB #DiversityInclusion #Pridemonth "𝐋𝐨𝐯𝐞 𝐢𝐬 𝐥𝐨𝐯𝐞, 𝐚𝐧𝐝 𝐏𝐫𝐢𝐝𝐞 𝐢𝐬 𝐭𝐡𝐞 𝐜𝐞𝐥𝐞𝐛𝐫𝐚𝐭𝐢𝐨𝐧 𝐨𝐟 𝐭𝐡𝐚𝐭 𝐮𝐧𝐢𝐯𝐞𝐫𝐬𝐚𝐥 𝐭𝐫𝐮𝐭𝐡."🌈 June marks the global celebration of Pride Month, honoring the LGBTQ+ community's history, struggles, and achievements. It commemorates the 1969 Stonewall Riots, a pivotal moment in the fight for LGBTQ+ rights. Vibrant parades, events, and activities during this month promote awareness, acceptance, and equality. Understanding the depth and importance of Pride Month is crucial. Through interactions with people, reading, and learning from DEI&B experts, I’ve come to appreciate its significance more profoundly. While my work in HR has enhanced my understanding, it’s evident that the principles of diversity, equity, inclusion, and belonging should transcend all departments and industries. Awareness alone is a start, but achieving true equality requires collective effort: 🌈 𝐂𝐫𝐞𝐚𝐭𝐞 𝐕𝐢𝐬𝐢𝐛𝐢𝐥𝐢𝐭𝐲 𝐚𝐧𝐝 𝐀𝐰𝐚𝐫𝐞𝐧𝐞𝐬𝐬: Raise awareness about LGBTQ+ issues and foster understanding. 🌈𝐀𝐝𝐯𝐨𝐜𝐚𝐭𝐞 𝐟𝐨𝐫 𝐑𝐢𝐠𝐡𝐭𝐬: Highlight the ongoing fight for equal rights and necessary policy changes. 🌈𝐁𝐮𝐢𝐥𝐝 𝐂𝐨𝐦𝐦𝐮𝐧𝐢𝐭𝐲 𝐚𝐧𝐝 𝐒𝐨𝐥𝐢𝐝𝐚𝐫𝐢𝐭𝐲: Foster a sense of belonging and support within the community. 🌈𝐄𝐝𝐮𝐜𝐚𝐭𝐞 𝐚𝐧𝐝 𝐂𝐨𝐦𝐦𝐮𝐧𝐢𝐜𝐚𝐭𝐞: Encourage respectful discussions and dismantle prejudices. Globally, progress is being made, but in India, there is still a need to combat misinformation and stereotypes. We must challenge prejudices and promote inclusivity as a collective society. Pride Month is a celebration of love, identity, and the ongoing quest for equality and acceptance for all. Together, we can make a difference. 🤝 𝘗𝘩𝘰𝘵𝘰 𝘣𝘺 𝘛𝘢𝘯𝘶𝘴𝘩𝘳𝘦𝘦 𝘙𝘢𝘰 𝘰𝘯 𝘜𝘯𝘴𝘱𝘭𝘢𝘴𝘩