Grindr’s Post

What Generation are you? In the office we have been talking about our first jobs, and what are motivations are to work (back then and now). 🏳️🌈 #GenX : Born 1965 – 1980 Gen X lived through big shifting landscapes after “the summer of love”, such as the rise in LGBTQ+ rights, MTV culture. This generation represents a sense of independence who take pride in their entrepreneurial spirit. They will value far more relaxed and flexible environments but are driven by financial gains and security. 💾 #millennials (Gen Y) 1981 – 1996 The first generation to grow up in the age of technological advances. This time represents the fastest growing segment of the workforce. They value meaningful work with unleashed creativity, results orientated and not afraid to challenge authority so can challenge to status quo and can be accused of being impatient by their “boomer” parents/colleagues. 📲#genz (iGen) 1997-2015 Gen Z kids are the first to be born into a world where they know nothing else besides being constantly connected to one another (phones, screens, tablets). This generations is incredibly accepting, inclusive and diverse with great creativity. Challenges Gen z have because they have grown up in a life of distractions and abundance mean concentration and motivation can be affected. Which one are you? Im GenX. #GENX #GENZ #millenials #officeculture #firstjob #careers #careermotivations #flexiblework #syntechrecruitment

What matters most to you when looking for a new job? A diverse team & good office culture is always top of the list, along with progression & salary. But creating a culture that suits a mix of age groups, cultures & personalities can be hard especially when you look at recent research on whats important to them - See Below 🔻 🏳️🌈 #GenX : Born 1965 – 1980 Gen X lived through big shifting landscapes after “the summer of love”, such as the rise in LGBTQ+ rights, MTV culture. This generation represents a sense of independence who take pride in their entrepreneurial spirit. They will value far more relaxed and flexible environments but are driven by financial gains and security. 💾 #millennials (Gen Y) 1981 – 1996 The first generation to grow up in the age of technological advances. This time represents the fastest growing segment of the workforce. They value meaningful work with unleashed creativity, results orientated and not afraid to challenge authority so can challenge to status quo and can be accused of being impatient by their “boomer” parents/colleagues. 📲#genz (iGen) 1997-2015 Gen Z kids are the first to be born into a world where they know nothing else besides being constantly connected to one another (phones, screens, tablets). This generations is incredibly accepting, inclusive and diverse with great creativity. Challenges Gen z have because they have grown up in a life of distractions and abundance mean concentration and motivation can be affected. What Generation are you? #genx #genz #officeculture #office #diversity #hiringnow #millenials #teamculture #recruitmentlife

Pride month got you realizing your team isn’t as diverse as you’d like? Partner with these 5 associations to reach more LGBTQ+ talent. Whether that be by advertising open positions directly to their networks or sponsoring, you can show your support and consciously diversify your candidates. 👉 Out in Tech 👉 Lesbians Who Tech & Allies 👉 TransTech Social Enterprises 👉 Out in Science, Technology, Engineering & Mathematics (oSTEM) 👉 Out & Equal What strategies have you found most effective in recruiting diverse talent? #PrideMonth #Recruitment #DEI

The culture of feedback is something that completely changed our workflow at Hily — Dating App, and Taimi: LGBTQ+ Dating App. It’s definitely the thing I’d like to share to help young managers pay attention to their collaboration with the team. We are still in the process of moderating and finding the ideal approach for it, but there already are a bunch of rules that our colleagues follow: – Check your motives. – Be objective and specific. – Never turn the talk in a personal direction. – If you criticize, you propose alternative options, or you honestly admit you don’t have any, but you are ready to help with searching/creating. – The feedback should be inspirational and developing and not abusive. – Speak only for yourself; don’t pass the words of others. – Allow commenting and explaining. It’s been the third year of implementing this type of communication, and I can see the boost in productivity and self-improvement across the teams. Truly sure we’re on the same page, and it’s gaining momentum.

Hey Stars, Wow ! what a wonderful pride month that was :) so many Stars I meet along the way and learned so much and was great to share the love in so many ways :) I even won a prize in life drawing at a pride party ! now thats a story to share at my next Freestars lol :) So continuing the journey of DE&I beyond Pride Month, I'm excited to support our LGBTQ+ communities throughout the year and many other DE&I Stars. This week, let's dive into building a career in contracting. Flexibility is key - from learning to network to building a contart business, the opportunities are vast for contractors. Challenges can lead to great success, whether it's hands-on work or strategy and it can be challenging and fun too :) Stay tuned for insights on networking, IR35, and more engaging topics! Whether you aim to be a contractor on our books or seek diverse talent for your team, I'm here to help. There are so many ways Superstars can help Book a session via Linktree for coaching or Talent and Client collaboration. Wishing all Superstars a fantastic Election Week. can I say that ? lol Let's embrace the lessons of today for a brighter future ahead. Remember, you are fabulous stars! see you soon :) ✨ #Recruitment #Hiring #Careers #DiversityHiring #InclusiveWorkplace #DiversityAndInclusion #EqualOpportunityEmployer #DiversityInTech #WomenInTech #LGBTQAtWork #DiverseWorkplace #InclusiveHiring #DiversityMatters #Superstars #staffing #mentor #coaching #events

Hello from the other side! DeepL's 2024 Global Company Event was absolutely amazing for many reasons- the location, the weather, the inspiring keynote talks, of course the awesome people. But the standout for me was my first ever in-person Lightning Talk on the LGBTQ+ topics which are very close to my heart, and I am really quite emotional about how well it went. Setting up, I was a total mess, shaky hands, hiccups, talking at n+1 miles an hour (think how fast I usually talk, then speed it up 1.5x for nerves). The more the room filled up, the more nervous I got- especially when our CPO, CLO, CRO and Chief of Staff walked in! But my awesome colleagues from PROUD-AI and People Ops were quick to fill up the first row with friendly, familiar faces so I could just focus on them. Once I actually got into the topic- wow, what a great atmosphere. All kinds of people in the room shared their experiences with coming out, having to re-confirm and defend their identities, the way they identify themselves visually to other members of the community. All my nerves were replaced by absolute gratitude, not only for the individuals who shared their experiences, but for the safe environment DeepL has created and nurtured for us to have this kind of conversation. Not only are we able to have these conversations in safety, but they are being listened to by the people at the very top, who genuinely care. That, to me, is something very rare and special in the workplace, and long may it continue. Excited to see what PROUD-AI can do next with this kind of support and enthusiasm! #outatwork #lgbtcareers #pride

Gen Z is not lazy, why? ... Contrary to the misconceptions and stereotypes often perpetuated, Generation Z, the demographic cohort born between the mid-1990s and early 2010s, is far from apathetic or indolent. Rather, Gen Z is a highly engaged and purpose-driven generation that is shaping the world in unprecedented ways. Driven by a deep-rooted sense of social responsibility, Gen Z is actively involved in advocacy, activism, and social justice movements, advocating for issues such as climate change, racial equity, and LGBTQ+ rights. They are known for their entrepreneurial spirit and technological savvy, embracing innovation and disruption to tackle societal challenges. Furthermore, Gen Z is highly adaptable and resilient, having grown up amidst economic uncertainty and a rapidly changing world. They are less likely to be tied to traditional career paths, instead embracing flexibility, remote work, and freelance opportunities. While Gen Z may approach work differently than previous generations, prioritizing work-life balance and purpose-driven employment, their dedication to making a meaningful impact in the world is undeniable. .... #motivation #hiring #hire #hrd #jobseeker #jobs #loker #director #management

Yesterday, I spoke with a Talent Acquisition Head who requested my input on increasing LGBTQ+ representation. As a prep for the conversation, I looked at roles available on LGBTQ+ portals something the organisation has been using. The more I interact with professionals and observe the landscape, the better I understand it. Points for reflection: - Most job posts on LGBTQ+ portals are entry-level. Is it assumed that LGBTQ+ talent is available at entry level only? Or is it assumed that high stake roles are too risky for LGBTQ+ applicants? - 2 to 5% of your workforce might be from the community already. Sure, hire those who are out and willing to be seen. But what about people who are afraid to come out and already a part of your organisation, perhaps at the seniormost rungs of the ladder? - Why would entry-level folks who are far less empowered ever come out in organisations where no senior executive is visibly LGBTQ+ or where LGBTQ+ inclusion is surface level? Do you have resources for employees who would want to come out? - With best intentions, LGBTQ+ hiring should only come after you have created an LGBTQ+ inclusive culture. Best ways to measure that are anonymous surveys again. These surveys would indicate whether the culture is simply tolerant or inclusive. - Your rainbow logo will not make you inclusive. What your people say about ground reality with their peers outside, will create truly impactful inclusive brand image. LGBTQ+ community is relatively small and close knit. People who matter know whether they should join your organisation or not. There are other ways to increase LGBTQ+ representation besides just hiring. - Consider hiring trainers, vendors etc who are from the community. - Sponsor and host events for LGBTQ+ community. - Provide aid to charities and have your employees join them. - Get your leaders to mentor outside LGBTQ+ talent. They could also spot great talent this way. - Send you employee resource groups to visit and work with ERGs from other organisations. - Start internship programs for the community. While you do it all, keep in mind that it will make people uncomfortable. That is a good problem to have. After enough people get uncomfortable, open dialogue will begin. There is no sustainable inclusion without dealing with conflicts headon, firmly but compassionately. #PRIDE #LGBTQ #Inclusion

We have started a new facts series all about Diversity and Inclusion (D&I)!!!

If you are part of the BIPoC and LGBTQ+ communities, here are 2 questions you shouldn’t be afraid to ask on your job search: 1. “How diverse is the team I’m joining?” 2. “What kinds of programs and resources are available to provide mentorship” If you’re satisfied with the answers you get from the hiring manager, you’ll get a clear picture on how leadership fulfills their promise to ⚫ Foster diversity ⚫ Invest in their employee’s success ⚫ Value different perspectives ⚫ Bring in the best talent from any background Create a supportive environment that aligns with your values and needs Want to know more about how to leverage your differences? Reach out for a free consultation to help you strategize finding the right Tech company fit in your job search.