AXIS (AXIS Capital)’s Post

At Lockheed Martin (LM), our PRIDE Business Resource Group is hosting numerous events throughout PRIDE month to celebrate the LGBTQIA+ community and bring awareness to the importance of creating a workplace that encourages inclusion and allows employees to bring their authentic selves to work every day. This week I attended a virtual event where we had an opportunity to listen to early career LM professionals who discussed the biggest challenges facing LM PRIDE, LM's D&I initiatives, how to get younger employees more involved in PRIDE, and offer advice. During the panel discussion, an employee commented that a colleague who had just recently come out heard other team members in her group joking around about the LGBTQIA+ community and therefore didn’t feel comfortable coming out at work out of fear it would destroy her career. Unfortunately, workplace discrimination and exclusion are still significant challenges for LGBTQIA+ employees, leading to many feeling unwelcome like the employee in this situation. I recently ran across a Harvard Business Review Article on “How to Be a Better Ally to the LGBTQIA+ Community” which had some great reminders on what we can do to be better allies and help foster a psychological-safe environment for our colleagues. According to the article, a good ally to LGBTQIA+ individuals is defined as someone who is accepting, takes action, and has humility. Each of these components are important to be a good ally, but it boils down to taking the time to educate yourself on LGBTQIA+ issues, speaking out against discrimination, and truly listening to and learning from LGBTQIA+ individuals. Your actions can make a real difference in the lives of your colleagues, and in creating a more inclusive workplace for all. It's time for us all to step up and become better allies to our LGBTQIA+ colleagues. Please join me in actively working to be accepting, taking action, and having humility to create a more inclusive and welcoming workplace for everyone. 

Today is International Employee Resource Group Day.    Some historical trivia: The very first ERG in history was established by a group of Black employees at Xerox in 1970. The ERG was called the National Black Employee Caucus and was initiated as a response to the civil rights movement which gripped America in the preceding decade. The very first LGBT ERG was established in 1978 at HP marking the first time a corporation would create a safe haven of support and career growth opportunities for its sexual minority population. Six decades later, ERGs have become a global phenomenon, an immutable facet of the richest corporate cultures and perhaps the most important eco-systems for marginalized employees seeking belonging and career opportunity. Can you really imagine an organization without them? Foresters Financial established the first of our five ERGs in 2022. Today, our honeycomb (the collective term by which we refer to our ERGs) is a thriving space for inclusion and belonging for all our employee members. None of this would be possible without the hard work and devotion of the following ERG co-chairs, Secretaries, Executive Champions and all-round inspirational figures who have supported the building of our ERGs from the grassroots to becoming the vehicles of impact and change that they are today. Please join me in saluting Todd Van Horne Sonia Thas Govind Gaurav Kapoor - MBA DipFA CeMAP Shelley Wilson, GPC.D Tanja Stojanovski, FMP, SFP Martina H. Helen Zehra Taskiran Sabrina Olender Cynthia Laincy Demitra Bailey Marcia M. Gaurav Upadhya Patricia Colavita Nici Audhlam-Gardiner Alvin Sharma Caroline Rendall @teramcintosh @sonya ollison Rebekah Berrow their tremendous contributions in the growth of our ERGs. #ForestersMulticulturalERG #Pride@ForestersERG #WomensERG #AccessAbilityERG #Black@ForestersERG #ergs #dei #inclusion #cochairs #champions

Creating a safe space in the corporate world, for someone from a minority and LGBTQ+ background like myself, goes beyond policies—it’s about establishing a culture where you don't just survive, you thrive. It's akin to finding balance on a tightrope, where each step is measured, and every movement is deliberate. In my past role, the balance I strived for was a delicate illusion. Policies, which promised to serve as safety nets, proved unreliable in the face of genuine self-expression. Treading cautiously, I felt that being fully myself was akin to risking a fall from grace. The concealment of my true identity became a coping mechanism, an unwelcome but necessary act to maintain the semblance of fitting in, and with it came a silent, enduring trauma. But at CGG balance is no longer a precarious act. It's like walking with confidence on solid ground, as I do in this photo, with the tracks symbolizing the firm support of an inclusive culture. The efforts led by Gabrielle Botelho (ela/she/ella) and the team have turned this into a reality, transforming our work environment into a place where the horizon is not a limit but an invitation to endless possibilities. This sense of safety allows me to bring my full self to work as a consultant akin to walking freely and without fear. It boosts my performance and well-being, much like finding peace in this balanced moment captured in the photo. It’s not merely about being able to stand firm; it’s about moving forward with conviction. I am profoundly grateful for the genuine inclusivity at CGG. Here, being myself is celebrated, much like the open skies above me—limitless and full of possibilities. The commitment to diversity here is as tangible as the ground beneath my feet, offering a place where everyone is encouraged to find their balance and stride forward, just as I am on these tracks, surrounded by peace and guided by a clear sense of direction.

Explore how #intersectionality shows up in recruitment, retention, and promotions through the lens of Black employees’ experiences. #DEI #diversity #equity #inclusion #talentdevelopment

Board diversity is essential as it introduces a range of perspectives, fostering innovation and better decision-making. Last year, 67% of new directors were diverse (women, underrepresented minorities, or LGBTQ+) compared to just 38% in 2013. #BlackHistoryMonth offers an opportunity to continue driving meaningful progress. Kris Pederson shares the steps boards can follow to recruit diverse #talent, gain broader perspectives, and better position themselves to meet future challenges. https://lnkd.in/g-2JbR63 #DiversityAndInclusion #BoardDiversity

As we celebrate Pride Month, it's important to remember our ongoing commitment to inclusion and diversity, especially when it comes to promoting LGBT2sQIA+ inclusion. Here are some steps you can take to create an inclusive organization: Education and Awareness: Educate yourself and people around you about the LGBT2sQIA+ community, their struggles, and their rights. This will foster understanding and empathy. Inclusive Policies: Review and update company policies to ensure they are inclusive. This includes non-discrimination policies, benefits, and leave policies that recognize all types of families. Safe Spaces: Create safe spaces in the workplace where LGBT2sQIA+ employees can express themselves freely. Representation: Ensure representation of the LGBT2sQIA+ community in decision-making roles. This will ensure their voices are heard and their needs are considered. Support Groups: Establish support groups within the organization where LGBT2sQIA+ employees can share their experiences and challenges. Remember, promoting LGBT2sQIA+ inclusion is not just about policies and initiatives. It's about creating a culture of acceptance and respect. Let's use this Pride Month as a stepping stone towards a more inclusive future.

Top tips for championing inclusivity during Pride month...and beyond! 🌈 Be an ally, learn about LGBTQIA+ issues to enhance your understanding and support of the community. 🌈 Examine and challenge your own biases to cultivate a more inclusive mindset. 🌈 Confront discriminatory language or behaviours, promoting respect and acceptance. 🌈 Utilise inclusive language and pronouns to foster a welcoming atmosphere for everyone. 🌈 Listen to LGBTQIA+ experiences and concerns with empathy and without judgement. 🌈 Advocate for policies and practices that promote equality and protect against discrimination. LGBTQIA+ inclusion should take place 365 days of the year. This is why Lifetime Group has its Equity, Diversity and Inclusion strategy in place to make sure we’re always considering the rights and needs of the LGBTQIA+ community when decisions are being made, and to avoid any kind of ‘performative allyship’.

In a world where inclusivity is more vocal than ever, the harsh reality hits—Black, gay professionals are barely visible in the echelons of corporate leadership. Openly LGBTQ+ individuals fill a mere 0.4% of Fortune 500 board seats, and among these, Black voices are even scarcer. This glaring gap in representation isn't just a missed checkbox; it's a deep-rooted issue that stifles the infusion of varied perspectives crucial for the dynamism and innovation in business. Such underrepresentation signals the enduring obstacles to advancement that Black gay individuals face, ranging from overt discrimination to subtler forms of bias. Discrimination remains a formidable barrier, with nearly 29% of LGBTQI+ people of color experiencing workplace discrimination—a higher rate than their white peers. The challenge of navigating a corporate culture that may not fully embrace or understand the nuanced experiences of Black gay individuals further compounds these barriers, often leading to a sense of isolation or the pressure to assimilate. The impact of having openly LGBTQ+ leaders is profound, signaling a commitment to representation and inclusion that can attract diverse talent and drive innovation. The scarcity of Black, gay individuals in leadership not only affects those directly impacted but also detracts from the breadth of perspectives essential for organizational growth and success. Achieving greater representation of Black, gay individuals in leadership requires concerted efforts, including focused recruitment, mentorship, and policies that genuinely celebrate inclusion. Businesses must foster a culture where every employee feels valued and can thrive, underpinned by genuine inclusion efforts. The journey toward better representation and inclusion of Black, gay individuals in leadership is intricate, demanding ongoing dedication from both organizations and society. As companies evolve and acknowledge the value of diverse representation, efforts must ensure these endeavors inclusively pave the way for everyone's advancement and leadership opportunities.

Were you looking for your next book to read? Here are some amazing suggestions that shed some much needed light on the many ways DEI effects the workplace and why it is so important. Check them out and let me know your thoughts! #DEIintheworkplace #DEI

As Black History Month draws to a close, I want to take a moment to reflect on the significance of the past month and reinforce our ongoing commitment to promoting equality, correcting systemic issues, and recognizing the invaluable contributions of Black leaders both past and present.   Throughout February, we've had the opportunity to deepen our understanding of Black history and celebrate the achievements and resilience of the Black community. However, it's essential to recognize that our commitment to diversity, equity, and inclusion extends far beyond this designated month.   While Black History Month serves as a focal point for reflection and celebration, it also serves as a reminder of the ongoing work that needs to be done. We must continue to actively advocate for equality, address systemic issues, and amplify the voices of Black leaders within our organization and beyond.   By recognizing the importance, value, and necessity of equality, and by actively working towards the correction of systemic issues, we can create a more inclusive and equitable future for all. Let us honor the legacy of Black leaders past and present by striving for positive change and fostering a culture of respect, understanding, and unity.   As we conclude, this week's leader highlight is for #BayardRustin, a key architect of the civil rights movement, who stood at the intersection of multiple social justice movements. As a chief organizer of the March on Washington and a champion of civil rights and LGBTQ+ rights, Rustin's legacy embodies a lifelong commitment to equality and justice, transcending boundaries and influencing both civil rights and LGBTQ+ activism. Together, these leaders have left an enduring impact on history, advancing causes of equality, justice, and empowerment. Make a Positive Difference, Drew G. #celebratediversity #equality #blackhistory #diversityandinclusion #drewapproved #blackhistorymonth #blackleadership #activists #civilrights