Capital Pride Alliance’s Post

🔔When discussing inclusivity while building products, we discuss how diverse employees can help develop innovative solutions. Here's a video that has a suggestion on how Corporates ought to educate employees on important topics like ▶️What constitutes harassment at work ▶️How insinuations can be veiled insults at the LGBTQ+ population This point of view is important as it is from someone who should feel as safe, welcome and included as anyone else. ✨I see this whole conversation as an excellent demonstration of how inclusivity leads to better products, content, and services for organizations. 🏆What do you think about gender or sexual preference-based insinuations at work? Source : #FayeDSouza Youtube Parmesh Shahani Sakshi Juneja (She/Her) harish iyer Samyuktha Vijayan #LGBTQ #Pridemonth #India

The National LGBTQ Task Force reports that approximately 30% of transgender individuals in the United States have experienced some form of workplace discrimination. This discrimination might include being denied a job or promotion, facing harassment and/or a hostile work environment, or being terminated due to their gender identity or expression. (source: https://lnkd.in/gbmgrxk) It's National Transgender Awareness Week and the perfect time to learn more about the climate for #LGBTQ workers and what you can do to support workplace inclusion. Find more information in this report from the Human Rights Campaign https://lnkd.in/eYEDay7t #NationalTransgenderAwarenessWeek #Transgender #Workplace #LGBTQ #DEI #DEIA #DEIB #Inclusion #InclusionMatters #Diversity #Equity #Equality #HR #Leadership #Management #EmployeeEngagement #HelpingPeopleWorkBetterTogether

#PrideMonth is here, and so is (possible) #RainbowWashing.  I have been actively talking about the #LGBTQ community on #SocialMedia, panels, corporate events, and more. Showing that Authenticity brings me fulfillment. However, I also take responsibility for being a representative of the #Queer community, while also being extremely vulnerable (even though it never stops being uncomfortable and scary). So, here are the top 5 reasons why I will refuse to speak at your MNC on LGBTQ+ Awareness: 🏳️🌈 You package your offer as an Exposure opportunity for me. But it’s not me, but you who needs the exposure. 🏳️🌈 You only invite me in June. You don't really care about awareness, you only care about Rainbow-washing. 🏳️🌈 You treat my session as an item off your corporate checklist. The last thing we need is #Tokenism. 🏳️🌈 You don't have any actionable plans for making your workplace more safe and #Inclusive. 🏳️🌈 You think you’re doing the community a favor, but you’re in fact inviting the speaker to relive and be brutally honest about their trauma, without the respect they deserve. Showing solidarity Externally, while you’re Internally not inclusive is visible.  I will not speak for your MNC as a token for you to get brownie points. 🏳️🌈 If you’re a real #Ally, support your colleagues, show support, and take action throughout the year. Respect people as the Subject Matter Experts they are—at being Queer. I hope this post inspires you to do so. ***** 🚀 Follow Gurnoor Kaur Behl for more! ***** #ContentCreation #SafeSpaces #Success #Growth #ProfessionalSpeaker #DEI #Out365

🚫 One critical barrier to addressing discrimination is the Bystander Effect, whereby individuals are less likely to intervene in a situation when others are present. 💔 This phenomenon can perpetuate harmful environments for LGBTQ+ employees. ⤵ Here are five tips to overcome the bystander effect and take meaningful steps against discrimination in the workplace: #LGBTQ #Tips #BystanderEffect #Allyship #DEI

🌈 Pride Month: Breaking the Myth 🌈 In the corporate world, understanding and embracing diversity is crucial for creating an inclusive environment. One common misconception that needs addressing is the confusion between gender identity and sexual orientation. Gender Identity: Who you are. Sexual Orientation: Who you love. Let's break this myth and foster a workplace where everyone feels understood and respected. Celebrating Pride Month means championing education, acceptance, and support for all identities. Don't forget to follow me for more insightful tips on jobs, resume building, career growth, recruitment strategies, and so much more. Feel free to leave any doubts or queries in the comments section, and I will respond as soon as possible. Stay tuned and elevate your career with expert advice and practical strategies. #Apoorvajindal #Ally #JobHunt #CareerTips #ResumeAdvice #StressRelief #JobSearch #CareerGrowth #RecruitmentTips #JobApplicationTips #CareerDevelopment #Resumewriting #AItools #Jobs #Hiring #Humanresources #PrideMonth #DiversityandInclusion #GenderIdentity #SexualOrientation #CorporateEquality #InclusiveWorkplace #BreakTheMyth #LGBTQ+ #Pride2024 Pride Circle myGwork - LGBTQ+ Business Community LGBT LGBT Foundation LGBTQ Faces LGBTQ REAL Pride-Ed Pride At Work

A recent study found nearly 50% of transgender employees experienced discrimination based on their LGBTQ+ status. The same study found that 43.9% reported not being hired because of their LGBTQ+ status and a staggering 43.8% of transgender employees reported verbal harassment during the course of their careers. Don’t wait for PRIDE Month or these statistics to become a reality in your organization before you do something! There are several affirmative steps you can take to ensure that your organization and your management team are working to protect LGBTQ+ workers, clients, and customers and are also creating a welcoming workplace culture. Get started by contacting our #DEI team at workbetter@adrvantage.com to schedule a virtual, in-person, or hybrid training session or facilitated discussion to help you create the inclusive workplace you want! Also, see the comments section for a link to information on The U.S. Equal Employment Opportunity Commission (EEOC)’s recently released proposed guidance seeking to clarify that harassment and discrimination based on LGBTQ+ status—including intentional misgendering, repeated use of incorrect pronouns, or denial of access to the bathroom consistent with one’s gender identity—are cognizable federal workplace harassment claims. #EqualityForAll #Equality #Diversity #Inclusion #DEI #DEIA #DEIB #Equity #HR #InclusionMatters #Belonging #ConflictResolution #LGBT #LGBTQ #LGBTQIA #Training #Awareness ##HelpingPeopleWorkBetterTogether Source: https://buff.ly/3JqoLBK

What a terrific event Simpson Thacher & Bartlett LLP held in its London offices for #PrideMonth yesterday! 🏳️🌈 I was honoured to be the featured #speaker in a 'fireside chat'-style interview by STB Law's Nick Shaw. In a wide-ranging discussion featuring many questions from the audience, we covered: ► how #LGBTQ+ rights and #inclusion have progressed since I started my professional career back in the 1980s, including the repeal of the odious Section 28 and the instigation of equal marriage ► the areas in which further progress still needs to be made in this context, evidenced by the sharply increasing rates of anti-LGBTQ+ reported hate crimes, the backsliding of public acceptance of #trans rights, and (internationally) the 60+ countries which still criminalise consensual same-sex relations ► how and why LGBTQ+ people face #MinorityStress at work, and how leaders and colleagues help to mitigate the effects of that through #InclusiveLeadership and #allyship behaviours, to create an environment of #PsychologicalSafety ► how this fosters increased innovation, creative problem-solving, risk-identification and management, and ultimately success and future-proofing, for the teams and organisations within which they work ► the need to ensure that psychological safety is a two-way street, allowing non-LGBTQ+ people to make well-intentioned mistakes in order to learn ► the key distinction between agency and impunity, and how to ensure that an assumption of the latter rather than the former could be abused by bad actors under the excuse of authenticity and bringing their whole selves to work. Huge thanks for Nick and Hennie Young for making this happen, and to everyone else who was involved or attended. 👏 Happy Pride Month, everyone! 🌈

Diversity and inclusion should be a priority for every business leader. And it starts with recruiting. As we continue celebrating the resilient LGBTQ+ community this Pride month, it’s important to consider the actionable efforts needed to foster belonging for all individuals. 🌈 Below are some tangible strategies recruiters and hiring teams should implement for an LGBTQ+-friendly hiring experience. 👇 With the help of Gabi, hiring teams can reduce bias to hire the best talent. Try it now: www.gabilabs.com #LGBTQ #PrideMonth #InclusiveHiring #Recruiting #Hiring

This year’s #PrideMonth was another success (and still is!!!), and we had some fabulous celebrations. 🌈🌈🌈🌈🌈🌈🌈 But, let’s not forget that the #pride movement was born out of oppression and discrimination in the #gay community, leading to protests and fights for [basically] #humanrights. Our collective efforts have led to significant advancements in the rights of the #LGBTQ+ community. However, it's essential to recognise that not everyone feels equally respected. A striking illustration of this is the ongoing battle for #transgender rights. Understanding and supporting transgender individuals is not just a matter of empathy but a crucial step towards fostering a truly inclusive and respectful workplace culture. Many conversations are often politicised, much more in the UK as we are nearing the general election. But it does not have to and should not be that way. #Trans topics may still be unfamiliar to many, but fostering a culture of #respect for others should never be a challenge, should it? I recently had a long conversation with a small business founder who shared that a year ago, one of his employees came to them and said they were transitioning. The founder never encountered that before, but he did exactly what should have been done. He admitted to the person that he had no idea what to do. Still, he promised to do his own research and speak to dedicated organisations. Most importantly, he asked the employee what they needed - ‘Tell me what you need from us, and we will support you’. That conversation sparked many dialogues in the workplace and learning moments. Today, the employee is no longer Frank* but Adrianna* and everyone loves her. To people within the organisation, she is the same human being they have worked with for years. In any environment, there will be things that are new to you and things that you might not understand straight away. Instead of forming an immediate opinion, listening, learning, and adapting is key. This active approach to understanding and respecting diverse experiences is the foundation of an #inclusive culture. *For the purpose of this #LinkedIn post, the names have been changed. 🌈🌈🌈🌈🌈🌈🌈

As a society, we hold certain beliefs about how cis men + ciswomen should dress, behave, and present themselves. In recent times, gender identity has become a widely discussed issue + we are gaining more knowledge about it through various platforms such as social media, movies, and news stories. Our aim is to help students, parents and all our readers understand how traditional gender roles impact young people. Are they conforming to these gendered troupes? How do stereotypes affect the happiness of young people? Let's debunk these notions + gain a better understanding to foster a more respectful environment in communities everywhere. #gender #sexuality #saga #genderqueer #queer #polysexual #asexual #genderfluid #lgbtpride #demisexual #pansexual #bisexual #lgbtq #nonbinary #mtf #lesbian #lgbtqia #agender #trans #pan #transgender #bigender #homosexual #teenlgbt #androgynous #ftm #poly #lgbtqa #bi #equality