CUInsight.com’s Post

From INvolve - The Inclusion People: “For #Pride Month 2024, we spoke to three of our 2023 Outstanding Role Models who debunked some misconceptions and myths about #LGBTQ+ communities. Hear what they have to say here.” TRANSCRIPT: So for me, at least in my lived experience the last few years where I’ve had some increasingly visible leadership roles, it’s that well-meaning allies think I am open to unsolicited advice. Truth of the matter is, it has taken me 51 years to get to the place of authenticity, where I feel comfortable in my own skin, and when allies come forward and try to manage me for style, offering me points on how I dress, or how I speak or how I use social media or how visible I am … It’s not helpful. It’s actually debilitating. What we really want is support on substantive issues and opportunities where we can be present with our authentic selves. So if you are thinking that as a gay man, I’m interested in your advice on how to dress for success? I’m not. https://lnkd.in/gkThhK9p #mindfulness #balance #mentalhealth #wellbeing #meditation #legal #law #corporatelaw #lmamkt #lma24 #branding #digitalmarketing #AI #artificalintelligence #growth #professionalservices #legalmarketing #inclusion #community #lgbtqia #pride #allyship #diversity #equity #professionalservices

We can't help but see comments on social media protesting the need for Pride month, or the focus it gets throughout June. Here are just a few statistics that cannot be ignored: 😓 64% of LGBT+ people have experienced violence or abuse 🏳️🌈 88% of transgender people do not report hate crimes they experience 👥 35% of LGBT employees have hidden their sexuality or identity at work for fear of discrimination 😰 41% of employees who identify as transgender, non-binary or another gender have experienced bullying, discrimination or harassment at work (from our own research) Acknowledging this data isn't about detracting from any of the other issues your organisation is facing, it's about creating change where change is needed. In this webinar Kenya Peters and Vicki Baars sat down to discuss what pride month Should and Should Not look like. Let us know your thoughts https://lnkd.in/ecXDqUeA

As we celebrate Pride Month, I’ve been reflecting on why diversity and inclusion in the workplace remain such important topics and what they mean to me personally.   I believe that one of the strongest biases that we need to overcome is the “like-me” bias, to ensure that we surround ourselves with different perspectives and experiences. Ensuring diversity at the forefront means giving everyone equal opportunity regardless of their gender, background, sexual orientation - which is fair and results in hiring and promoting the very best people. It’s also been proven over and over again (e.g., https://lnkd.in/eECSZDXX) that a diverse team outperforms an homogeneous one, all other things equal. So, promoting diversity means forming a stronger, better performing team…and inclusion? We should start from inclusion. Promoting diversity in a non-inclusive environment is a recipe for higher attrition at best and harassment at worst. That’s why I’m proud that being part of ABB is to be part of an organization committed to supporting LGBTQ+ communities by creating an inclusive environment that brings people together. It’s our duty to foster a sense of belonging so that our colleagues can bring their authentic selves to work every day. There is still work to be done but I remain committed today and every day to ensuring that everyone can #ComeAsYouAre - https://lnkd.in/ekp5nSGH #PrideMonth #Pride2024 #Diversity #Inclusion #LGBTTQ+ #Equality #ABB #ProcessIndusties #PulpandPaper

Let's CELEBRATE & HONOUR the ones who KEEP DOing & TRYing IN PROCESS OF PROGRESS for anything and anyone's improvement on Earth rather than ones who won at the ending line of their goal set up in the past. That resilient consist effort one puts into ro keep trying is what I call THE SPIRIT of TRUE WARRIORs and the spirit of GREAT HUMAN ATHLETEs (regardless their natal sex+gender+sexualities as well as age kr race/ethnicities etc.) in any level of end result of their DOings & TRYings. THE SOURCE OF INSPIRATION is not just about or/and from functionalities and capabilities but about or/and from the power of GREAT HUMAN SPIRITs to lead the way of greater existence and performance as REAL HUMANs on Earth! 👏🏿👏👏🏻👏🏾💪💪🏿💪🏻💪🏾👍🏻👍🏾👍🏿👍🙌🏿🙌🙌🏽🙌🏻 https://lnkd.in/gBBUr5AY

Diversity, equity, and inclusion (DEI) makes the #AmericanDream accessible for everyone. No exceptions! We are excited to highlight American Pride Rises’ efforts to defend #DEI and secure a brighter, more inclusive future for all. Learn more in their new video. #OurStoriesUniteUs

How many of our colleagues will regret having submitted themselves to gender affirming surgeries? How many colleagues will regret they followed advice given to affirm their children in a trans identity? We may have once said we celebrate Pride, but did we understand precisely what we were celebrating? Can you say out loud the following statements: I celebrate the castration of young adults. I celebrate sterilising children. I celebrate subjecting young people to dangerous and experimental procedures. I celebrate discouraging colleagues from asking critical questions. Don't rock the boat as the saying goes. I'm of the view that the Pride movement is a sinking ship. I see no evidence those involved are willing to face up to the risk they bring to companies. If those responsible for your Pride movement will not rock the boat or allow you to do so, it may not be long before Pride movements are banned in many work places. Do you agree with my concerns above, or do you think I'm being ridiculous?

🤲🏽🤲🏾🤲🏿 Turns out, I am an angry brown woman. Whilst many women of colour have been called ‘angry’ or ‘aggressive’, it’s not really happened to me. I’ve often shared my experiences of racism and being a brown woman in this society. I’ve done it with care and I think empathy: 👩🏽 This is WHY someone said I had crap running down my legs as a child [because they had a rubbish childhood]. 👩🏽 This is WHY someone said they needed more chiefs and less Indians, while pointing at me, while working in a national organisation [because they were referencing old western movies, not me!]. 👩🏽 This is WHY only the white men and women were invited, again, to a key meeting [because they must be better than me, more useful]. 👩🏽 This is WHY people say they love me, they just don’t see the colour of my skin [because they really really love me]. When in actual fact: 🙅🏽♀️ By prioritising the practising of empathy and compassion, I have NOT prioritised my views, my experiences or my learning. 🙅🏽♀️ By prioritising others’ learning and development, I have often prioritised white-skin privilege and white people’s psychological safety instead of my own. Six months into a different lifestyle for me, and I am starting to create my own psychologically safe space. I am beginning to learn more about myself, my identity, and how my typical servant (-seva) based and undefended leadership style serves others in ways that may be unhelpful for my culture, my heritage and my tribes. So if you meet me, and find me angrier than expected, I’m going to try and not apologise for it. Instead, talk to me - about my experiences, and about your experiences. But it’s not my job to teach you. FIRST find the books and people and stories and please learn the basics yourself. Then talk to me about how you will learn to walk in my footsteps, how you will uncomfortably ‘other’ yourself so you can begin to understand what me and my community feels. #racism #priviledge #DiversityAndInclusion #BreakTheBias #EquityInAction #byDrKanani

Religion in the Workplace The article highlights the importance of including religious diversity in corporate diversity efforts, which often focus on race and gender but overlook religious identity. It suggests that acknowledging and embracing religious diversity can foster employee belonging and improve customer service. The article presents seven practices for effectively engaging with religious diversity, including shifting the mindset, establishing clear guidelines, developing religious literacy, understanding legal aspects, providing accommodations, offering training, and supporting employee-led initiatives. By adopting these practices, companies can strengthen team cohesion, enhance performance, and cultivate a more inclusive workplace culture. Examples from companies like Accenture, Google, and Salesforce illustrate the benefits of embracing religious inclusion in corporate settings. https://lnkd.in/gEsZ8HJC

Today, we celebrate Juneteenth, a pivotal moment in American history that marks the end of slavery in the United States. As an operations leader, I believe it is crucial to recognize and honor the significance of this day, not just as a historical milestone but as a continual reminder of the values of freedom, equality, and justice. Juneteenth is a testament to resilience and the pursuit of liberty, reflecting the spirit that drives innovation and progress in our workplaces. By embracing diversity and fostering an inclusive culture, we can create environments where every team member feels valued and empowered. Let’s use this day to reflect on our roles as leaders in promoting equity and supporting the ongoing fight for social justice. Together, we can build a future where opportunities are accessible to all, and every voice is heard. #Juneteenth #Leadership #Inclusion #Diversity #OperationsManagement

https://lnkd.in/gJKSR8KV INSANITY TO ENGAGE IN THIS INSANITY IN THE FIRST PLACE