DIAL Global’s Post

When your personal values are aligned with those of your employer. It’s a match. Im happy that here in DHL Supply Chain we are clear about our approach towards LGBTQ+ communities. We promote the topics. We educate ourselves to be able to be inclusive, to make this company a better place for all of us. And to be able to provide our support. Empathy and respect are not a measurable KPI (although I am sure there are links to be measured), but they are key in shaping the culture.

3 impactful ways to be an LGBTQ+ ally on your film & TV productions 🌈🎬 1. Put your pronouns in your email signature → Even if you identify as cisgender, this helps to remove stigma for transgender people who need to establish this in their own emails 2. Organise inclusion training for you, your cast and your crew → ScreenSkills have a great "Diversity, Equity and Inclusion for the Screen Industries" training module that's a good place to start (If anyone knows of any LGBTQ+ media specific training, comment below! 👇) 3. Advocate/show your allyship → Gently point out microaggressions, be aware of your own language and stand up for LGBTQ+ cast and crew when they're not in the room ✨ Bonus tip! ✨ Remember that LGBTQ+ allyship is NOT limited to one month of the year. Normalise inclusive working for all, so everyone can benefit all year round. Happy Pride Month all 😊🏳️🌈 #PrideMonth #LGBTQInclusion #TVProduction #ProductionAssistant

Is your Pride Month campaign neuro-inclusive? We're totally against rainbow-washing, but if you want to elevate the voices of LGBTQ+ creators and brands this Pride Month, you need to be authentic and inclusive. That means: 🌈 Using ALT text on all images 🌈 Accepting and using individuals' preferred language 🌈 Making space for intersectional content 🌈 Considering sensory needs for bright/flashy content 🌈 Understanding that ND folks may have a different experience of being LGBTQ+ than neurotypical people Got it? Now go forth and create fantastic, neuro-inclusive copy that lets your audience know you're committed to driving change. #PrideMonth #Neurodiversity #Neuroinclusive #InclusiveContent

Is your website LGBTQ+ inclusive? Here are four questions you should be asking yourself! 1. Am I using gender-neutral terms in my copy? An effortless approach to this is substituting some gender-specific terms with more inclusive options like "folks," "people," and "partners." 2. Am I integrating LGBTQ+ imagery seamlessly? It's crucial to feature gay or lesbian couples, transgender, and non-binary individuals on your site to highlight the diversity of people who might be exploring your content. 3. Does your newsletter sign up form really need to know if the user is a man or woman? Consider removing it altogether, or even leaving a blank space so users can share what they’re comfortable with. 4. Am I only thinking of the LGBTQ+ community during pride month? Remember that a rainbow logo won’t make your brand more inclusive, but thinking about how to make every user who visits your site feel represented year-round will! Want to talk about how we can make your website more inclusive? Let’s talk!

There’s a mainstream notion that the coming out process for LGBTQ+ folks is a singular event, like the day we tell our parents or the day we come out on social media. The reality is that coming out is a lifelong, iterative journey that we make decisions about almost every day, whether with strangers or friends and family members. We decide to “come out”—or authentically express ourselves—each day we get up and go out into the world. We see this rich life experience play out in how our LGBTQ+ put the power of intention behind their finances. #FeeOnlyFiduciary #LGBTQFinancialPlanning #LGBTQFinancialPlanner #HolisticFinancialPlanning

On pride month 🏳️🌈 corporate companies are known for changing their logo, and at times getting backlash for it as a simple logo change is seen as minimal effort. This year I've seen less of that, less LGBTQ+ activations on social, less LGBTQ brand + creator partnerships, a lot less of it all. Has the stigma/fear of backlash from minimal effort discouraged brands from trying to participate? Is the new pride month logo change 0 logo change now? Are brands playing it safe or scared? Growing a conscience about using pride month for a marketing ploy? Or have they not seen what they wanted from previous efforts on pride month in other years?

Happy Pride Month! Wanted to share this insightful article from Lily Zheng about what true commitment to the LGBTQ+ community looks like, as it moves far beyond hashtags and rainbow logos (both of which can be good). She goes on to say that “Designing successful initiatives in this vein requires deep collaboration with constituents both inside and outside the LGBTQ+ community to ensure that the initiative creates value for the target community, to align it with the organization’s purpose and identity, and to test if it will land in the intended way with audiences. The more constituents can drive and inform this process — whether through advisory boards, focus groups, or other participatory methods — the more likely that the initiatives will successfully meet an unmet need, create value, and resonate.” (via Harvard Business Review) https://lnkd.in/gCeBr5Si #pridemonth #happypride #diversityequityinclusion

🌈 We're diving deep into what it means to truly support and uplift LGBTQ+ individuals within the STEM fields. In "Championing LGBTQ+ People in STEM: Fostering an Inclusive Community for All," we explore actionable steps towards creating environments where diversity thrives and every voice is heard. From implementing comprehensive non-discrimination policies to celebrating queer achievements, this article highlights how inclusivity isn't just about opening doors; it’s about ensuring everyone feels welcome enough to walk through them! Join us as we break down barriers together—because science doesn’t discriminate, and neither should we. 🔬🏳️🌈 Read more 👉 https://bit.ly/3RFggaI #LGBTQinSTEM #Inclusivity #DiversityInScience #QueerlyQualified #STEM

As Pride Month continues, we reflected on a few of the actions that allies can take to create an environment where every LGBTQ+ employee feels respected and valued, inside and outside of work. * Stay Engaged: Read reputable sources like GLAAD, Human Rights Campaign, and other advocacy organizations that allow you to regularly update your knowledge and stay informed about evolving language and social contexts. * Create Your Environment: Advocate for inclusive policies such as gender-neutral facilities and non-discrimination clauses. Further, promote LGBTQ+ role models and events within organizations, to celebrate diversity and inspire others to embrace inclusive practices. * Build Meaningful Connections: Build relationships by creating a space where individuals feel comfortable sharing their experiences without fear of judgment. Further, show up at their events. This demonstrates solidarity and reinforces commitment to standing with their community. * Advocacy and Personal Growth: The role of allies can extend beyond personal and professional interactions. For example, it is important to stay informed about legislative changes and actively support pro-LGBTQ+ initiatives. While these actions may be simple, they all contribute to creating a world where diversity is celebrated and everyone can live authentically. Read the full list here! https://lnkd.in/eMJHMXuC

There’s a mainstream notion that the coming out process for LGBTQ+ folks is a singular event, like the day we tell our parents or the day we come out on social media. The reality is that coming out is a lifelong, iterative journey that we make decisions about almost every day, whether with strangers or friends and family members. We decide to “come out”—or authentically express ourselves—each day we get up and go out into the world. We see this rich life experience play out in how our LGBTQ+ put the power of intention behind their finances. #FeeOnlyFiduciary #LGBTQFinancialPlanning #LGBTQFinancialPlanner #HolisticFinancialPlanning