CSC Generation’s Post

GET YOUR TEAM ON THE FAST TRACK for #DiversityandInclusion Enquiries for our all-new eLearning courses are coming in fast Our eLearning has been developed for training at scale, is aligned with Irish legislation and features common workplace scenarios. For organisations looking to set an #InclusiveCulture into the onboarding process and those new to #WorkplaceInclusion, the the courses enable at-your-own-pace progress and provide a downloadable certificate available on completion. Courses include: • FREDIE™ – The Basics (#Fairness #Respect #Equality #Diversity #Inclusion & #Engagement) • Train your Brain to Manage Unconscious Bias • LGBTQ+ Inclusion • Race and Ethnicity Inclusion Enjoy the clip and contact us to find out more - email: enquiries@ICFD.ie

It’s such a joy to see an organisation that you were associated with and had a humble role to play once has come a long way in a short span. To me, this is the ripple effect of when genuine intent meets action to form long lasting impact. Thank you #providence for making what was once a vision a reality today. Kudos to everyone involved in making this safe space for the #lgbtqcommunity and #allies. I fondly recall our first authentic & open conversation on #lgbtqinclusion at Providence was with Ankita Mehra Tushar Sood (He/ Him) & Kulsum M. where lots of folks walked out with tears in their eyes and empathy in their hearts. To Kulsum M. Tushar Sood (He/ Him) and every single person behind this force- thank you for being the torch bearers and creating that safe space for the many there. I have Ankita Mehra Harsha Ravikumar Jayant Iyer Arun Pandey @debbie Deepthi Sirla Suresh Ramdas (He/Him) for collaborating with me out of pure trust. Look at what your voices & active advocacy have help transform. Pallavi Singh (She-Her-Hers) Madhulika Vedula Preethi Ramnarayan Murali Krishna and so many more folks at #providence to thank for their allyship on behalf of the #lgbtqcommunity. This truly speaks of inclusive leadership, collaboration and doing right by people. Lessons in DEI: 1)For those who think Inclusive leaders & DEI professionals have it easy: No they don’t. It takes a lot of hard work to create such space among pressing business priorities and peer judgement. 2)For DEI leaders who constantly struggle to make bigger impact with each attempt, this is testimony that even the smallest start has rippling effects and gets carried forward in due course of time. We do not have to have all the aspects under our control. Have faith, be patient and open to sometimes just giving the little nudge and letting time do its magic. 3) IT TAKES ALL HANDS ON DECK TO BUILD AN INCLUSIVE WORKPLACE. Yes, then entire village to build one. Happy Pride - it’s never just a month and always work in progress. #proudmoments #DEIimpact #inclusiveleadership #DEIleadership #pridemonth #lgbtqinclusion #activeallyship #allyshipinleadership

Diversity and Inclusion are a priority for thousands of businesses globally, and rightly so! ☝️   We are all aware by now how crucial it is to have a diverse team, not only to produce compelling, insightful work - but also because it is proven that it’s better than a homogeneous workforce. 👏 Within this guide, we run through what LGBTQIA+ is, representation and how you can approach it at work and how to be more inclusive from the top level down to create an open environment centred around learning and support.   Download your free guide to Advocate for the LGBTQIA+ Workforce now. 👇🔗 #lgbtqia+ #lgbtqiaworkforce #inclusion

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How do we make our workplaces genuinely inclusive and respectful? Here are five steps you can take to support the LGBTQ+ community every day: 1️⃣ Pride all year long: Don’t limit your support to social media posts and activities during June. Show your allyship for the LGBTQ+ community consistently throughout the year. Authenticity is key. 2️⃣ Separate identity from ability: A person's sexuality doesn’t determine their skills or work performance. Recognise people for their talents and contributions. 3️⃣ Inclusive leadership: Ensure that LGBTQ+ voices are represented in your leadership team. Their insights are crucial for developing fair and inclusive policies. 4️⃣ Learn and listen: Regular training sessions and workshops on LGBTQ+ inclusivity are essential. Hearing personal experiences fosters empathy and understanding. 5️⃣ Buddy system: Implement a buddy system so everyone has someone to talk to confidentially. Trust and support are fundamental to a healthy workplace. Read more on how to create an inclusive workplace here: https://lnkd.in/epSMYaa3

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 💚

TUESDAY 7 MAY: Join us for the launch of our monthly Employee Community Hub designed to bring employee affinity groups together for a monthly online session where we will: -       Introduce the impact of community wealth building, how OutBritain works with small LGBTQIA+ businesses, and the impact it has on our grassroots neighborhoods. -       Provide access local suppliers for Pride Month / Lesbian Visibility Week / Trans Day of Visibility / LGBTQ+ History Month / ETC. -       Learn from industry experts on leadership development and maximizing your effectiveness as an employee network not just for pride but throughout the year. -       Exchange best practices on expanding employee outreach and engagement. -       Provide monthly access to role-models in different fields and disciplines. -       Apply intersectionality and how being LGBTQ+ is intertwined with all diversity, focusing heavily on the correlation between Disability /Neurodivergence, and best practices in openly creating more understanding and awareness. -       Utilise our monthly community to network and learn from the best and brightest https://lnkd.in/d6rNades

"Companies should provide LGBTQ+-inclusion training that supports their IE&D policies. Training should go beyond a basic education on the many identities within the LGBTQ+ umbrella. It should provide practical advice on how to be mindful of unconscious biases and not make assumptions about colleagues, their partners and their family circumstances. Training should also offer guidance on how to call out inappropriate and harmful behavior and language, harassment, slurs, and stereotypes, as well as offer advice on how to avoid misgendering and deadnaming workers."

Did you know I write a weekly Trust & Safety newsletter? Recently, I've written about: - Career planning tips - The Digital Services Act - Insights on the industry after TrustCon - Practical tips for protecting the LGBTQ+ community online - Trust & Safety in the global majority And more! This week, I write about what I've learned while writing this newsletter, how it's gone, and what's next. Don't miss an edition: sign up for Trust & Safety Insider at everythinginmoderation.co