Atlas’ Post

As we celebrate and reflect on Juneteenth, take a moment to check out my latest blog sharing the importance of creating inclusive workplaces! https://lnkd.in/enBw9iaX #Juneteenth #DiversityEqualityInclusionBelonging #AtlasHXM

🌍 Molson Coors is taking significant steps towards enhancing diversity and inclusion by joining industry leaders in a diversity retreat and engaging with HRC rankings. This commitment showcases the importance of fostering an inclusive workplace that values every individual. Discover how these initiatives can inspire other organizations to prioritize diversity. Read to know more. #DiversityAndInclusion #WorkplaceCulture #HRLeadership #MolsonCoors #InclusionMatters #AmazingWorkplaces

🗣️ Inclusive Conversations Tuesday: Amplifying Workplace Harmony! Continuing with the Race Equality Week, let's embark on a journey to amplify workplace harmony by embracing the power of dialogue. Why Inclusive Conversations Matter: In a diverse workplace, every voice is a valuable asset. Inclusive conversations go beyond just words – they build bridges, foster understanding, and create a sense of belonging for everyone. Today, let's highlight the importance of these conversations in amplifying the tapestry of perspectives that make our workplace unique. Tips for organisations: 1. 🌍 Celebrate Differences: Discuss how diverse perspectives fuel creativity and innovation. Share instances where embracing differences led to positive outcomes. 2. 🤝 Active Listening: Explore the art of active listening. How do you ensure that everyone's voice is not just heard but truly acknowledged in daily interactions? 3. 🚀 Break Barriers: Share your experiences or tips on breaking down communication barriers. Let's create a workplace where every team member feels comfortable expressing themselves. Spread the Word: Encourage your colleagues to join the conversation. The more voices, the richer the dialogue. Together, let's make our workplace a beacon of harmony and inclusion! Learn more about our E3 Compliance Course on Diversity, Equality & Inclusion: https://bit.ly/3HHHGqH 

As we recognise Pride Month, it's crucial for companies to reflect not just on the celebrations but on the substantive actions that support LGBTQIA+ employees. Understanding the diverse identities within the LGBTQIA+ community is essential, as a one-size-fits-all approach in workplace policies often fails to address specific needs. Recent data highlights a concerning trend in Australia: LGBTQIA+ employees face significantly higher levels of discrimination and harassment compared to their straight counterparts. This is not just a societal issue but a workplace crisis that affects mental health, job satisfaction, and retention. The Diversity Council Australia Ltd findings that 39% of LGBTQIA+ employees experienced discrimination starkly contrasts with the 24% of non-LGBTQIA+ employees, underscoring the urgent need for tailored support mechanisms. Leaders must embrace an intersectional approach to understand how various facets of an individual's identity affect their workplace experience. This involves disaggregating data to uncover hidden challenges within different segments of the LGBTQIA+ community and addressing these with targeted interventions. For instance, psychological safety—a crucial element of a supportive work environment—is less likely to be experienced by LGBTQIA+ employees. Companies need to foster an environment where all employees feel safe to express their identities without fear of discrimination or psychological harm. This requires continuous effort in training, policy-making, and genuinely inclusive practices. Moreover, celebrating key LGBTQIA+ events with genuine participation and ensuring visibility and representation at all levels can make a significant difference. These actions show commitment beyond the performative, helping to build a culture of belonging and acceptance. Ultimately, companies that successfully integrate these practices not only stand to benefit from a happier, more engaged workforce but also position themselves as leaders in social responsibility and corporate ethics. The path to true inclusivity is complex and ongoing, but with deliberate, informed actions, we can create workplaces where everyone truly belongs. Read more here - https://lnkd.in/gN57hz_z

🌟 DEI Audits and Policy Reviews by SEE Change Happen 🌟 What can #SEEChangeHappen offer you, your teams, and your organisation❓ Creating a culture of inclusion allows your business to reap the commercial benefits of a diverse and equal workforce. By actively embracing people from different backgrounds, you will attract and retain highly skilled staff, benefit from everyone performing at their best, and build a reputation as an open and inclusive employer. Our Services Include, with Joanne Lockwood ғʀsᴀ ғᴘsᴀ ғɪᴇᴅᴘ... 🌟 New Inclusion Policies: Tailored for all, including Transgender and Non-Conforming individuals. For example, our Transition at Work Guide educates managers and co-workers when a colleague is transitioning. 🌟 Recruitment Procedures: We update your recruitment processes to ensure they are sensitive, fair, and respectful of everyone, regardless of their background. 🌟 Comprehensive Reviews: We review application forms, signage, HR policies, staff handbooks, and even the environment, right through to clothing and facilities, using our unique ‘Trans Inclusion Audit’. https://lnkd.in/ey32CpiJ https://lnkd.in/e5W4Tw2p #Inclusion #Diversity #WorkplaceCulture #SEEChangeHappen #DEIConsulting #TransInclusion #HRPolicies #Recruitment #Equality #PositivePeopleExperiences #DEIAudits #DEIPolicyReviews

Employees are sceptical about whether an organisation’s position on DIVERSITY & INCLUSION is authentic! The daily experience for employees from minority groups remains unchanged. A sudden burst of activity occurs, only to return to familiar routines afterward, with a sense of accomplishment. Many perceive a similar scenario regarding diversity in the workplace. Simply having a policy in place or sharing a photo of a panel event may seem like progress, but it doesn't guarantee genuine change. Check out my article: Helping men to lead on D&I https://www.rfr.bz/ll83wdf

Where should you invest your time – in recruitment or retention? For me, retention needs to be prioritised. Hiring someone is often a gamble. But are the internal policies and processes set up to recognise all the talented people in your company? And if not, why should someone stay somewhere that doesn’t protect and accommodate them? Harvard Business Review explored this in a recent article, emphasising the need to evolve engagement practices to retain top talent. This is something I have seen, and I’m sure you have too, where basic practices like employee surveys are non-existent - let alone having employee training to ensure an inclusive workplace. It’s time to evolve, don’t you agree? Have a read of this article to find out more: https://lnkd.in/dSgpScxt #DiversityAndInclusion #CorporateCulture #InclusiveHiring #WorkplaceEquality #InclusiveLeadership #EqualOpportunity RAFAEL BRUGNINI, Paula Warmer, Dominique Congnard, Peter Roberts, Rodrigo Aníbarro Pérez, Supriya Jha, Vicky Cocoracchio, Sumanth Gopal, Adrienne Rutherford, Peter Matejka, Khouloud AIOUCHE 

6 signs you might need to prioritise equity, diversity and inclusion in your organisation: 📉 Inappropriate so called "banter" is not being dealt with 📉 Employee morale is low and affecting productivity 📉 Older workers do not feel supported 📉 No creative innovative thinking 📉 Reports of harassment in the workplace are not being dealt through the right channels and brushed aside 📉 Competitors are surpassing you by modernising their businesses For your DE&I strategy to be effective, impactful and improve performance, it has to go deeper than box-ticking or conversations during National Inclusion Week. It must become a part of your company DNA, your values, and every decision you make within your organisation. My ‘Kickstart Health Check’ can help you identify the gaps 🔍and move your business forward, future proof your organisation, and improve employee performance. If you’re interested, DM with the words ‘Kickstart’ and I’ll share the info with you. Alt text: selfie of Victoria, white female blonde hair smiling at the camera wearing a pink green patterned dress

6 signs you might need to prioritise equity, diversity and inclusion in your organisation: 📉 Inappropriate so called "banter" is not being dealt with 📉 Employee morale is low and affecting productivity 📉 Older workers do not feel supported 📉 No creative innovative thinking 📉 Reports of harassment in the workplace are not being dealt through the right channels and brushed aside 📉 Competitors are surpassing you by modernising their businesses For your DE&I strategy to be effective, impactful and improve performance, it has to go deeper than box-ticking or conversations during National Inclusion Week. It must become a part of your company DNA, your values, and every decision you make within your organisation. My ‘Kickstart Health Check’ can help you identify the gaps 🔍and move your business forward, future proof your organisation, and improve employee performance. If you’re interested, DM with the words ‘Kickstart’ and I’ll share the info with you. Alt text: selfie of Victoria, white female blonde hair smiling at the camera wearing a pink green patterned dress