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Why do we still need #PrideMonth❓ We spoke with Nicki Elkin, Associate Director of Quality, Training & Research, ACON’s Pride Inclusion Programs, who shared why we still need Pride month and why LGBTQ+ inclusion remains crucial for workplaces. "Many LGBTQ+ people in Australia have grown up hearing messages that there is something wrong with them, that they need to hide who they are, that they need to feel shame. Pride is the opposite of shame, and Pride Month is a time to show LGBTQ+ people that they should not need to feel shame for being themselves. Data from the 2024 Australian Workplace Equality Index (AWEI) Employee Survey shows that only 37% of employees with a diverse sexuality are ‘out’ to all their colleagues, and only 32% of those with a diverse gender. New workforce and early career employees are less likely to be out than more tenured people," said Nicki. DCA's #OutAtWork report, undertaken in partnership with RMIT University, also showed that LGBTIQ+ employees who were not out to everyone at work were 45% less likely to be satisfied with their job. Read our latest blog with Nicki, learn why #LGBTQInclusion remains crucial and get actionable tips to make your workplace more inclusive. 👉 https://ow.ly/gBWu50SktVW Pride in Diversity #LGBTQIA #LGBTQ #InclusionMatters #Pride #PrideMatters #WorkplaceInclusion #PrideAtWork #GenderDiversity #TransInclusion #Allyship #InclusionAtWork #Leadership #InclusiveLeadership #HumanResources #BusinessAustralia

We're thrilled to announce our membership with the Employers Network for Equality & Inclusion (enei). ENEI is a pillar of support in the world of workplace equality and inclusion. Based in the UK, they're dedicated to supporting employers in fostering diverse, inclusive environments where every individual feels valued and respected, regardless of their background or identity. Pareto stands as a pioneer for diversity and inclusion within the FM industry. We've fostered a culture that celebrates and embraces everyone without reservation. From the outset, we've made it clear that we proudly support LGBT+ groups, actively seek to recruit women and ethnic minorities, and prioritise opportunities for young talent. Together with ENEI, we're excited to continue shaping a more inclusive future where diversity thrives and everyone's voice is heard. #WorkplaceEquality | #DEI | #InclusiveWorkplace | #InclusionMatters | #DiversityandInclusion | #NeurodiversityInFM | #LGBTinFM | #ChangingTheFaceofFM | #FacilitiesManagement | #PeopleMakePlaces

Why do we still need #PrideMonth❓ We spoke with Nicki Elkin, Associate Director of Quality, Training & Research, ACON’s Pride Inclusion Programs, who shared why we still need Pride month and why LGBTQ+ inclusion remains crucial for workplaces. "Many LGBTQ+ people in Australia have grown up hearing messages that there is something wrong with them, that they need to hide who they are, that they need to feel shame. Pride is the opposite of shame, and Pride Month is a time to show LGBTQ+ people that they should not need to feel shame for being themselves. Data from the 2024 Australian Workplace Equality Index (AWEI) Employee Survey shows that only 37% of employees with a diverse sexuality are ‘out’ to all their colleagues, and only 32% of those with a diverse gender. New workforce and early career employees are less likely to be out than more tenured people," said Nicki. DCA's #OutAtWork report, undertaken in partnership with RMIT University, also showed that LGBTIQ+ employees who were not out to everyone at work were 45% less likely to be satisfied with their job. Read our latest blog with Nicki, learn why #LGBTQInclusion remains crucial and get actionable tips to make your workplace more inclusive. 👉 https://ow.ly/zfvA50SkttM Pride in Diversity #LGBTQIA #LGBTQ #InclusionMatters #Pride #PrideMatters #WorkplaceInclusion #PrideAtWork #GenderDiversity #TransInclusion #Allyship #InclusionAtWork #Leadership #InclusiveLeadership #HumanResources #BusinessAustralia

Insightful new research from LGBT Great highlights the need for more effective allyship within financial services, and makes clear the business case as Gen Z enters the workforce. Get in contact if you'd like to discuss more of the findings uncovered by our incredible Shreyas Dutta in this ground-breaking report. #LGBT #GenZ #Research #LGBTGreat

Creating policies and benefits that meet the needs of your LGBTQ+ staff not only creates a culture of inclusivity but there is also a strong business case for doing so. One 2023 study by Out Leadership found that the US economy could save $8.93 billion each year by adopting more inclusive LGBTQ+ policies. Further studies have also shown that LGBTQ+ supportive policies can: - Increase job satisfaction: Employees are 56% less likely to leave their job if they feel their company supports LGBTQ+ policies (Human Rights Campaign, 2023). - Enhance creativity and innovation: According to Forbes, companies that support LGBTQ+ inclusivity report a 30% increase in creativity and innovation. - Increase health and reduce sickness/absence levels: Inclusive policies reduce health-related employee absences by 41% (McKinsey & Company, 2023). - Reduce discrimination at work: Workplaces with strong LGBTQ+ policies see a reduction in reported discrimination. - Increase your customer base and recruitment drive: Consumers and potential employees are more likely to support companies that advocate for LGBTQ+ inclusion. - Improve coworker relationships: Positive coworker relationships increase in inclusive environments. - Encourage greater disclosure in the workplace: There is a 25% increase in employees willing to disclose their sexual orientation or gender identity in inclusive workplaces (Harvard Business Review, 2023). Read more in our latest article: https://lnkd.in/eRdB4G_x #pride2024 #lgbtq+ #inclusiveworkplace

🌈 As June stands for Pride Month, #WDS take the opportunity to look at LGBT+ inclusion at work. While there are many companies in the digital industry that champion inclusion, 42% of LGBTQIA+ employee experience non-inclusive behaviours in their professional life. A recent report, Deloitte Global’s 2023 report on LGBT+ Inclusion in the Workplace, highlights there is still work to do in improving employee welfare regardless of sexual orientation or gender identity. There are several key steps that can be followed to foster LGBT+ inclusion in the workplace: - Encourage allyship and ensure visible support networks for LGBT+ employees. Allies are key for creating an inclusive environment. - Promote and support LGBT+ employee resource groups. Such groups give to LGBT+ employees a place to connect, share experiences, and advocate for inclusion. - Ensure senior leaders openly support and advocate for LGBT+ inclusion. Leaders should set an example for the whole organization by supporting and advocating for inclusion. Tech and digital industries need to create a workplace where LGBT+ employees feel secure, supported and able to be their true self. As the industry strives for innovation and excellence, embracing diversity and fostering inclusion will enable organizations to attract and keep top talent, drive creativity, and build a more equitable future 🏳️🌈 #womenindigitalswitzerland #inclusion #pride #pridemonth #equitable #future

🌈 Inclusion Beyond June: Embracing Pride All Year Round 🌈 As Pride Month starts, it's crucial to remember that our commitment to the LGBTQ+ community shouldn't be limited to just one month of celebration. The principles of diversity, equity, and inclusion are timeless and must be woven into the fabric of our organizations and society every day of the year. Here's why: Continuous Support and Visibility: The challenges faced by LGBTQ+ individuals don't end on June 30th. By providing ongoing support and visibility, we affirm the importance of their experiences and contributions, fostering a more inclusive environment where everyone feels seen and valued. Sustainable Change: Long-lasting change requires more than a month of awareness. It necessitates year-round efforts, including policy development, educational initiatives, and creating safe spaces for dialogue and growth. This sustained focus helps dismantle systemic biases and promotes true equality. Employee Engagement and Retention: A culture of inclusivity benefits everyone. Employees who feel supported and respected are more engaged, productive, and likely to stay with their organizations. Showing unwavering support for LGBTQ+ colleagues helps build a workplace where all individuals can thrive. Brand Authenticity and Trust: Companies that champion LGBTQ+ rights consistently—not just when it's trending—demonstrate authenticity and integrity. This builds trust with customers, partners, and the wider community, reinforcing the company's reputation as a leader in social responsibility. Innovation and Growth: Diverse teams bring diverse perspectives, driving innovation and creativity. By fostering an environment where all voices are heard and respected throughout the year, organizations can unlock new ideas and opportunities for growth. Let's move beyond symbolic gestures and commit to real, sustained inclusivity. Embracing the LGBTQ+ community year-round is not just the right thing to do—it's a smart business strategy and a vital step towards a more equitable world. #PrideAllYear #allyship #DiversityAndInclusion #LGBTQ+ #Equality #InclusiveWorkplace #Authenticity #SustainableChange

Our new research has found that four in 10 (40 per cent) Gen Z LGBTQ+ professionals believe leaders in the financial services industry are “ineffective” at being allies to the LGBTQ+ community. There is lots more work to do and we are proud to be working with our membership community to help inspire progress and make change. Where there is a will, there is a way! https://lnkd.in/gRMzebBP #Research #Insights #LGBTGreat | Financial Times | FT Adviser | Shreyas Dutta

Some interesting and valuable insights from LGBT Great's new global report; Redefining the Future: LGBTQ+ Talent Attraction and Perception. Four in 10 Gen Z LGBTQ+ professionals believe leaders in the financial services industry are ineffective at being allies to the LGBTQ+ community. Gen Z, the most diverse generation to enter the workforce (with 17% of global respondents identifying as LGBTQ+), will continue to shape the future of work.  https://lnkd.in/ets8PydY Matt Cameron 🏳️🌈🏳️⚧️ Linda Russheim Shreyas Dutta

🌟 Sometimes the quietest moments spark the loudest change. On a morning commute this year, I faced body shaming that could have silenced me. Instead, it became fuel for speaking up - not just for myself, but for everyone who's ever felt they didn't belong. That's been my 2024 story: turning moments of challenge into catalysts for change 🌟 Creating inclusive spaces took on new meaning this year: • Co-chairing our LGBTQ+ Network to another Gold in Stonewall's Workplace Equality Index • Joining Essex Pride's board while cherishing my final chapter with Bi Pride UK • Speaking at conferences about trans inclusion and hybrid workplace culture • Stepping into Leadership & Management Development at the Bank • Moderating powerful panels on reclaiming narratives and amplifying voices Three moments that captured our journey: "Let's talk about what just happened to me on my morning commute..." On finding courage to speak up against discrimination and challenging others to do the same https://lnkd.in/e9_sKDuA "Proud is an understatement..." Celebrating our LGBTQ+ Network's achievement in Stonewall's WEI and our continued climb upward https://lnkd.in/e4awu7vV "What an evening!" Key insights from LGBT Great's research on creating psychologically safe spaces for LGBTQ+ talent https://lnkd.in/e4qDeabS Looking ahead: 2025 is about amplifying more voices through Essex Pride and the Bank, while bringing inclusion into leadership development. Because real change happens when we create spaces where everyone can be their authentic selves. To everyone working to make workplaces more inclusive - whether you're placing your first rainbow lanyard or leading corporate policy changes - your actions matter. Keep creating those brave spaces where everyone belongs 🌈 #DEI #LGBTQIA #LinkedInRewind