IGT’s Post

Celebrating Inclusion! 🎉 We’re thrilled to receive the myGwork - LGBTQ+ Business Community recognition for our commitment to LGBTQ+ equality and visibility. Our Inclusive LGBTQ+ Employer Certification propels us forward on our journey of inclusion, promoting equity throughout our value chain. This award acknowledges our efforts and actions in the LGBTQ+ dimension as part of our D&I strategy, including: ✔ Adhering to United Nations Principles of Business Conduct for LGBTQ+ individuals. ✔ Appointing an Executive Sponsor, Morten Wierod, our Electrification Business President. ✔ Set up Employee Pride Groups in many regions (e.g., US, LATAM, Europe, Poland, India). ✔ Strengthening our Code of Conduct with zero tolerance for any form of discrimination, including gender identity and sexual orientation discrimination. ✔ Employee benefit LGBTQ+ inclusiveness review. ✔ LGBTQ+ reverse mentoring program. ✔ Creation of an internal movement of allies and LGBTQ+ to promote the cause.   Curious about our diverse workforce initiatives? Explore our our commitment to fostering an inclusive workplace by reading more here: https://lnkd.in/ezuyjxum #comeasyouare #diversity #inclusion

Advocate for Inclusive Benefits: | Empowering LGBTQ Employees for Success 🌈 Celebrating Pride Month and Beyond! 🌈 As we continue to strive for workplace equality and diversity, it's crucial to recognize the importance of inclusive benefits for LGBTQ+ employees. By providing a supportive and inclusive work environment, we empower our LGBTQ+ colleagues to bring their whole selves to work, fostering creativity, innovation, and overall success. Inclusive benefits not only demonstrate our commitment to equality but also ensure that LGBTQ+ employees have access to the same opportunities and resources as their peers. This includes comprehensive healthcare coverage, family planning support, and inclusive policies that protect against discrimination. By embracing inclusive benefits, we not only attract top LGBTQ+ talent but also create a culture that values and respects diversity. Let's work together to build a future where every employee feels safe, valued, and empowered to thrive. #PrideMonth #EqualityAtWork #InclusiveBenefits"

If your CSR isn’t LGBTQ+ inclusive, it’s not making the impact you think. It’s 2024, and Corporate Social Responsibility (CSR) should be about creating genuine change, not just ticking diversity boxes. Companies like Microsoft have shown that integrating LGBTQ+ inclusion into their CSR strategy not only enhances community impact but also elevates brand reputation and employee engagement. Want a CSR that actually matters? Start by supporting the LGBTQ+ community—and see how it transforms both your business and the world around you. #LGBTQInclusion #CSRStrategy #DiversityAndInclusion #MIST

You’ve heard this story before, but it’s too important not to repeat it. And that’s precisely what Martin Parnov Reichhardt and Gertie Find Laerkholm did last week at WorkProud, a new annual conference hosted by Copenhagen Pride, focusing on the experiences of LGBTQ+ individuals in the workplace. A staggering 4 out of 5 Danish workplaces lack initiatives that drive the inclusion of LGBTQ+ employees. We can all agree that’s not good enough. The absence of LGBTQ+ support not only affects us as colleagues but also harms business interests, as embracing LGBTQ+ inclusion is proven to improve employee wellbeing, encourage innovation, and strengthen business performance. When asked how workplaces can boost their LGBTQ+ efforts, Martin and Gertie’s recommendations are clear: ✅ Leaders must openly position LGBTQ+ inclusion as a priority and be the voice of change throughout the organization ✅ HR should secure a safe workplace through a clear code of conduct and anti-discrimination policy that includes sexual orientation, gender identity, and gender expression ✅ As a colleague, you must speak up if you witness discrimination. Educate yourself and openly express your wish to learn more about the topic. #BCGinDenmark

The Human Rights Campaign Foundation’s Corporate Equality Index (CEI) As the national benchmarking tool measuring policies, practices and benefits pertinent to lesbian, gay, bisexual, transgender and queer (LGBTQ+) employees, the Human Rights Campaign Foundation’s Corporate Equality Index is a primary driving force for LGBTQ+ workplace inclusion. Data from the CEI tells the story of over two decades of year-over-year growth in the adoption of these critical policies and practices indicative of employers' commitment to equality. The CEI survey advances workplace equality by scoring 4 pillars for LGBTQ+ workplace inclusion; workforce protections, inclusive benefits, supporting an inclusive culture, and corporate social responsibility. Is your firm on the list of Best Places to Work for LGBTQ+ Equality? https://lnkd.in/exKHv5DH

We're thrilled to announce the launch of our UK & Ireland colleague-led inclusion and wellbeing platform, CHROMA (Creating Harmony, Respecting Others and Making Allies). CHROMA aims to provide colleagues with a voice, share learnings, and promote inclusion and wellbeing within OCS. The platform is made up of three networks with one very simple mission: To allow every colleague at OCS UK & Ireland to feel comfortable bringing their true authentic selves to work. Our networks include:  - Wellbeing 🧠  - LGBTQ+ Gender Identity 💛 - Race, Ethnicity and Faith 🌏    Aside from ensuring that all our colleagues are able to freely be themselves, we believe that diverse companies who demonstrate sustained, inclusive, and healthy behaviours attract better talent, improve their decision making, and increase colleague and customer satisfaction.    #weareocs #CHROMA #Inclusionandwellbeing #TRUEvalues 

LGBT+ History Month aims to increase the visibility of lesbian, gay, bisexual and transgender people, raise awareness of their lived experiences, create safe spaces and champion LGBT+ people to achieve their full potential. For employers, it's an opportunity to reflect on how the workplace is experienced differently by all of our colleagues. It's also an opportunity for leaders to be reminded of the important role they play in creating psychological safety at work, so that LGBT+ colleagues are empowered to achieve their full potential. As with any awareness day or month, our responsibility to create an inclusive employee experience and an empowering, equitable environment is not just for 28 (or 29 this year) days. But if LGBT+ History Month encourages us to think about how we can create an inclusive workplace for all, that's a great thing in my book. Stonewall have some excellent tools, training and resources for employers which are well worth a look here: https://lnkd.in/eSG5PKrk #Inclusion #LGBTHistoryMonth #Equality #Diversity

Celebrating Pride: Authenticity and Allyship in the Workplace This month, many celebrate Pride. For some, it's a joyous expression of identity, while for others, it's a reminder of the ongoing fight for equality. As a professional, I believe authenticity is key. But navigating workplace dynamics, especially when it comes to personal identity, can be complex. Visibility Matters Openly LGBTQ+ professionals create a more inclusive environment for everyone. It allows colleagues to feel comfortable bringing their full selves to work, fostering a sense of belonging and fostering stronger teams. Allyship in Action For allies, Pride is a time to amplify LGBTQ+ voices within our networks and workplaces. Sharing resources, attending Pride events (virtually or in person), and simply being an open listener can make a big difference. Pride's Roots Pride Month began as a protest for LGBTQ+ rights. It's a powerful reminder that progress often comes from activism. Today, it's a celebration of diversity, love, and the ongoing pursuit of equality. Join the Conversation Let's use this month to celebrate inclusivity and continue building a workplace where everyone feels valued and empowered to be their authentic selves. #PrideMonth #LGTBQ+ #Inclusion #WorkplaceDiversity #visibility #vulnerability #leadership

Are you an inclusive organisation? Do you use Pride Month as an opportunity to show your support for LGBTQ+ employees and promote diversity? Here is the latest Atkinson HR blog post written by Anh Ly: 🌈 Celebrating Pride at Work: Promoting Inclusion and Best Practices 🌈 Pride Month is a great reminder for organisations to reflect on how they can support LGBTQ+ employees, not just in June, but year-round. Anh's post explores the origins of Pride and provides practical strategies and ideas for creating a truly inclusive workplace. From implementing inclusive policies and diversity training to establishing employee resource groups and celebrating LGBTQ+ events, there's lots of ways to foster an environment where all employees feel valued and respected 💟. It's definitely worth a read. Link to the blog post is in comments. #PrideMonth #LGBTQInclusion #DiversityAndInclusion #WorkplaceEquality #HRBestPractice #InclusiveWorkplace #EmployeeWellbeing #HR #PeopleAndCulture

🌈 How do we shift from a moment to a movement in workplace inclusivity? As we approach the end of Pride Month, it’s crucial not just to reflect on our progress, but to plan our journey forward. #PrideMonth #InclusionRevolution Throughout June, we’ve celebrated, learned, and shared experiences that enrich our understanding of LGBTQ+ rights and equality. But the true challenge lies in maintaining this momentum throughout the year. As a straight, white male, my role is to listen, learn, and amplify the voices of the LGBTQ+ community, ensuring that the dialogue on equality and respect doesn’t fade with the calendar. Embedding inclusion into the DNA of an organization requires more than just temporary initiatives—it demands a foundational commitment from its leadership. Here are practical steps to make inclusivity an enduring part of your organizational culture: Regular Diversity Audits: Assess and address gaps in representation and policy effectiveness. Ongoing Education Programs: Cultivate an environment of continuous learning and awareness. Feedback Mechanisms: Implement open channels for feedback and accountability that encourage voices from all levels of the organization. As leaders and allies, our commitment to diversity and inclusion must evolve from a series of actions to a sustained culture shift. Let’s challenge ourselves and our organizations to not only mark Pride Month but to live its values every day. 🌟 Try This: Identify one area in your organization that could benefit from more inclusive policies. Start a conversation with your team about making a tangible change. 📣 Call to Action: Commit to one actionable step this week that promotes inclusivity in your workplace and share your plan here. Let’s learn from each other and build a more inclusive world together. #Leadership #OrganizationalCulture #DiversityAndInclusion #ContinuousImprovement