Bongani Tshabalala’s Post

We've put together some tips on promoting LGBTQIA+ inclusion at schools. You'll find many more resources on the Timbrell Education website ➡️ https://lnkd.in/eryWtZJd #LGBTQIAInclusion #RespectSelfIdentity #AdvocateForRights #EducateToEmpower #SpeakOut #AskAndListen #InclusiveSchools #TimbrellEducation #SafeSpaces #UKEdChat

Hey! 👋 I’m reaching out to my network to exchange ideas and seek guidance on how we can better advocate for and educate about LGBTQIA+ inclusivity and equity. What steps do you take to ensure diverse voices are not just heard but valued? How do you challenge biases and create a space where everyone can genuinely prosper? Here are a few approaches I’ve found helpful: Inclusive Policies: Support and enforce policies that explicitly protect and recognise LGBTQIA+ rights. Regular Training: Offer continuous EDI training that includes LGBTQIA+ awareness to educate and sensitise our teams. Amplify Voices: Promote the work, stories, and viewpoints of LGBTQIA+ individuals in your networks. I’m keen to learn from your experiences and share insights that can help us build environments where everyone truly feels included. Please share your thoughts, recommendations, or any useful resources in the comments or drop me a DM. Let’s drive change together! #LGBTQIA #EDI #Inclusivity #ProfessionalGrowth #DiversityAndInclusion

Policy development is critical, but testing the implementation of policy for weak spots in the underlying motivation, which necessarily influences policy language, is critical too. A practice I imported from my university teaching into museum/archives administration is to adopt as standard a pursuit of any policy’s awkward consequences. I used this practice when my students developed definitions in my theory-forward courses, but it’s just as valuable in mission/vision/values statements and P&P documents. In the museum/archives arenas, it’s central to acting on decolonization, which is often an actionable form of inclusive practice. If we say we collect the histories of a region’s “many communities,” does that actually bear out in our data? Which communities aren’t present in that—in jazz terms, what are the notes our policies aren’t playing? With those gaps identified, we’ve developed community outreach projects that practically center unincluded populations in all phases of operations (for us this means collection, preservation, interpretation, curriculum integration, but also BOH processes like professional development). It’s a translatable framework for other fields, whether wholesale or via programmatic collaboration. In my field or any other, it’s so critical to integrate EDI / DEIB / JEDI work in an organization’s core operations, rather than viewing it as a module or add-on.

5 questions that advisors should be ready to address: 1. What is your experience working with LGBTQIA+ clients, and how many have you served? 2. Have you previously worked with same-sex couples? 3. How inclusive is your firm regarding LGBTQIA+ employees? 4. Could you provide insight into the specific financial obstacles LGBTQ+ individuals encounter? 5. Can you discuss the state laws affecting effective financial planning for LGBTQIA+ individuals? #affirmingadvisor Dr. Brad Klontz

It’s time to celebrate Pride. 🌈 - It’s time to activate your allyship. > How are you intentionally showing up for your queer-identifying team members? > How are you participating in creating and sustaining an inclusive workplace for all? > Are you truly present for and with the queer community within your organization? • Are you sure? • How do you know? > How are you helping to create safe spaces for queer people? - Now is the time. > Start now. > And continue after June 30. It’s time to celebrate Pride. 🌈 Happy Pride! One 💚

Since June is #PrideMonth, I wanted to use this as an opportunity to discuss the importance of creating safe spaces for LGBTQ+ individuals and dive into some steps allies can take to normalize practices to foster supportive environments through the Young Minds Initiative. LGBTQ+ individuals — especially transgender and non-binary people — experience higher rates of depression, anxiety, and suicidal ideation than non-LGBTQ+ individuals.                           There are many different facets that contribute to mental health — from the common factors that affect all people, like school, work, news, socioeconomics, background, family, etc. to more specific elements, such as increased anti-LGBTQ+ legislation, not respecting a person’s pronouns, experiencing targeted bullying from peers at school, not having access to gender-affirming healthcare, and much more. All people are deserving of a safe space where they can be their authentic selves and talk about their #mentalhealth. I invite you to read my most recent blog post, “Celebrating Pride: Fostering Safe Spaces for LGBTQ+ Folx” below! https://lnkd.in/gYnPhG-5

Let's get real about some of the effects lack of LGBTQIA+ Inclusion can have on your business. If you need support with LGBTQIA+ Inclusion comment the word 'ME' and I'll drop you a DM! 💛💜 #AlwaysLearning #LGBTQIAPlus #QueerInclusion

🏳️🌈🏳️⚧️It is Pride month, and while I have been in the DEI space for the last 5 years with focus on Mental Health, Neurodiversity and Race Allyship practices, LGBTQIA+ inclusive practices are still a topic I want to prioritise learning more about. 🤔The more I work in this wider space, attend sessions and listen to thought leaders and people excelling in this in the real world, the more I realise that there is so much more to learn and there are countless of great resources out there from which to learn. 📝So, as I continue on my learner journey in this topic, I wanted to vulnerably share how I plan to start to do that… ✅I will be starting from the basics to really understand the terminology and deeper meaning behind the words and visuals used for representation. This may be obvious, but if I have learned anything, it is that terminology and concepts need to be flexible, agile and consistently updated, and therefore I need to keep myself up to date on what’s in the most current glossary, terminology and dialogue. ✅I will be speaking more openly to my friends and community about this and asking more questions. I will set aside the fear that “I should know this stuff” and lean into the fact that I can and want to be better informed.   ✅I will be re- reading this article “5 Tips for LGBTQ+ History Month”   by friend and associate Nathan Nalla, as it provides 5 super clear and practical steps for organisations to embed LGBTQ+ Inclusion year round, ((and we all know  I am very much a fan of daily actionable steps)) Check out the article here: https://lnkd.in/etBJQWyz 🤓So, here’s to being a learner and vulnerably admitting that we don’t always know everything and to keep the learning rolling… Please share in the comments below your recommendations for valuable resources in this space that I can learn from 👇 thanks SK #pride #pridemonth #allyship #pride2024 #LoveisLove #TransRightsAreHumanRights https://lnkd.in/eTsGME6K

Decoding LGBTQIA+: Understanding the Acronyms" Hey there! Today let's dive into understanding the acronym LGBTQIA+ and what each letter stands for. #DecodingLGBTQIA #UnderstandingIdentities #EmbracingDiversity #LoveIsLove #InclusiveLanguage #SubscribeForMore  #LGBTQPlusExplained #RespectfulRepresentation #GenderAndSexualOrientation #EnlighteningContent

Have you heard of the whisper effect? So many businesses are not aware of this. If you can create safe spaces for the LGBTQIA+ community we will make sure that other's within in the community know about it. #beyondthebinary #inclusion #lgbtqia #pracitioner #queer #business #community #leaders #businessowners #visibility #workshops #education #HR 💛💜