iQor’s Post

Celebrating Best Practices from Rainbow Tick-Certified Organizations: Bilingual Gender-Inclusive Posters and Intersectionality 🌈 We're proud to spotlight Otago Polytechnic | Te Pūkenga, a Rainbow Tick-certified organization, for their innovative approach to promoting gender inclusion and Te Reo Māori simultaneously. They've developed and distributed posters in both English and Te Reo Māori, strategically placed in bathrooms. These posters not only support gender diversity and inclusion but also serve to promote the Māori language. What sets this initiative apart is its intersectional approach, seamlessly blending gender awareness with language advocacy. By recognizing and addressing the needs of gender-diverse individuals, including those within the Māori community, Otago Polytechnic exemplifies a commitment to inclusivity and equity. It's a powerful demonstration of how organizations can embrace diversity in all its forms. 🌈 #InclusionMatters #RainbowTickCertified #Intersectionality

Lately, I've been thinking about - Diversity, Equity, and Inclusion (DEI) in Indian companies. According to the Indian law: Diversity management in India is entirely voluntary and self-initiated by the companies. We've indeed come a long way in addressing gender equality, and it's worth celebrating and there's still a long way to go. However, what's puzzling is why DEI isn't a mandate in many companies, and why we haven't expanded our focus to include the transgender and queer communities when it comes to most Indian workplace equality mandates. Here's the reality check: While some might talk the talk, the C-suite often doesn't walk the walk! So, why the status quo? Maybe it's inertia, maybe it's a comfort zone. But let's remember, that diversity brings fresh perspectives, innovation, and authenticity to the table. It's not just about checking boxes; but giving opportunities to people who have been deprived to have a voice. I'm not saying be tokenistic we all have seen a fair share of that as well. Merit should be the deciding factor no matter what the DEI or CSR policies are. What are your thoughts on this? And do A&M companies who have DEI policies set up see a shift in perception, acceptance of the queer community and promotions at higher levels? 

In the rich tapestry of mythology, the figure of Ardhanarishvara stands as a powerful symbol of unity and diversity. Depicting the god Shiva and goddess Parvati as two halves of the same entity, this deity embodies the harmonious balance of masculine and feminine energies, transcending conventional gender binaries. But what can this ancient symbol teach us about inclusion and diversity in the contemporary world? Ardhanarishvara challenges us to rethink our notions of gender and identity. Just as this deity represents a seamless integration of male and female attributes, it invites us to recognize and celebrate the fluidity and multiplicity of gender expressions within the LGBTQ+ community. In a society that often insists on rigid categories, the symbolism of Ardhanarishvara reminds us that identity is not confined to binaries; it is diverse, complex, and beautifully whole. For the corporate world, embracing the lessons of Ardhanarishvara means fostering a workplace environment that respects and affirms all identities. It encourages us to build inclusive spaces where every employee, regardless of their gender identity or sexual orientation, can thrive. By acknowledging the diversity within us, we can create a more compassionate, understanding, and productive workplace. As we navigate the challenges of diversity and inclusion, let the timeless wisdom of Ardhanarishvara inspire us to see beyond binaries and embrace the full spectrum of human experience. In doing so, we not only honour the essence of this ancient deity but also enrich our communities and workplaces with a deeper sense of unity and respect for all. #Inclusion #Diversity #LGBTQCommunity #CorporateInclusion #Ardhanarishvara #GenderFluidity #EmbraceDiversity

𝗨𝗻𝘃𝗲𝗶𝗹 𝗚𝗲𝗻𝗱𝗲𝗿 𝗕𝗶𝗮𝘀 𝘁𝗵𝗿𝗼𝘂𝗴𝗵 𝗘𝗺𝗯𝗿𝗮𝗰𝗶𝗻𝗴 𝗔𝘄𝗮𝗿𝗲𝗻𝗲𝘀𝘀 & 𝗘𝗺𝗽𝗼𝘄𝗲𝗿𝗶𝗻𝗴 𝗖𝗵𝗮𝗻𝗴𝗲! 💪 The first front in the fight for equality is inside each of us. It's time to set off on a transforming path of self-awareness and tackle any unconscious gender prejudices we may be harbouring. 🕵️♀️💭 Let's go deep and confront the difficult issues: How do we view gender roles? Do our assessments and conclusions have any unspoken biases? By bringing these ingrained notions into the open, we give ourselves the capacity to confront, unlearn, and knock down the obstacles that prevent us from experiencing genuine equality. Recognizing that prejudices may persist even in the most accepting hearts is the first step towards embracing gender diversity. We provide the conditions for real comprehension, development, and change by promoting an atmosphere of introspection and open communication. Check out my blog to learn more! 👇👇👇 https://lnkd.in/gZrHqRFM

🌈 Celebrating Nonbinary Identity in the Workplace 🌈 As we strive for inclusivity, it's crucial to acknowledge the experiences of nonbinary individuals in the workplace. As a nonbinary person, I've faced challenges navigating gender norms, but also found strength in authenticity. In many workplaces, understanding of gender identity is limited. Embracing nonbinary identities enriches our culture and fosters belonging. Education is key—training programs can promote inclusive language and respect for pronouns. We must advocate for inclusive policies, like gender-neutral facilities and updated documentation. As allies, we can amplify nonbinary voices and push for their full inclusion. Let's break down barriers and build workplaces where everyone can thrive, regardless of gender identity. #NonbinaryInclusion #DiversityandInclusion 🏳️⚧️

#englishcoach #pronouns #lgbtq Gender Neutral / Gender Inclusive Pronouns A gender neutral or gender inclusive pronoun is a pronoun which does not associate a gender with the individual who is being discussed. Some languages, such as English, do not have a gender neutral or third gender pronoun available, and this has been criticized, since in many instances, writers, speakers, etc. use “he/his” when referring to a generic individual in the third person. Also, the dichotomy of “he and she” in English does not leave room for other gender identities, which is a source of frustration to the transgender and gender queer communities. People who are limited by languages which do not include gender neutral pronouns have attempted to create them, in the interest of greater equality. Note: the top line is meant to indicate two separate – but similarly spelled – sets of pronouns. They are ae/aer/aers and fae/faer/faers.

I recently had an interview at TravClan that left me reflecting deeply. Rather than focusing solely on my skills and professional experiences, the interviewer emphasized personal aspects of my life. They asked how I manage my responsibilities at home, especially since I don't have my mother with me. Despite these challenges, I successfully completed my post-graduation in another city, thanks to the unwavering support of my family. This experience has made me ponder: Should personal circumstances define one's professional worth? I believe that resilience and dedication in managing life's challenges are qualities that only enhance one's capability and work ethic. In a world where we advocate for gender equality, is this how we truly practice it? I'm proud of my journey and the strength I've developed along the way. Regardless of our personal situations, we all deserve the chance to prove our worth and contribute meaningfully in our professional lives. If personal life details are so crucial, perhaps they should be checked through background and formality checks at the start, rather than in the final round of interviews. Chirag Agrawal

🌟 Join Us for an Enlightening Discussion on Rewriting the Narrative: Language, Law, and Gender Equality 🌟 In a rapidly evolving world, where words wield enormous power, the intersection of language, law, and gender equality is more crucial than ever. We are privileged to have some incredibly intelligent and influential speakers who will be sharing their insights and expertise and will delve deep into this topic, exploring how language shapes perceptions, policies, and progress in the realm of gender equality. We're bringing together some of the brightest minds to dissect this multifaceted issue and offer fresh perspectives on how we can rewrite the narrative for a more inclusive future. This is a unique opportunity to gain profound knowledge, engage in meaningful discussions, and connect with like-minded individuals who are passionate about driving positive change in our society. I'm thrilled to extend a warm invitation to all of you to join us for an exceptional discussion in our collective journey towards creating a more equitable world. Mark your calendars for September 25th, 2023. Let's come together, learn, and take actionable steps towards a world where everyone has an equal seat at the table. We look forward to your presence and active participation in this enlightening event. Feel free to share this post and invite your colleagues, friends, and network to be a part of this transformative experience. See you there! Mastek Majesco nasscom Indian Institute of Technology, Bombay Indian Institute of Management Ahmedabad Indian Institute of Management Bangalore #LeadershipDeepDives #GenderEquality #LanguageMatters #LawAndEquality #EqualityForAll #DiversityandInclusion #Empowerment #ChangeMakers #EventInvitation

Everyday I get calls from companies wanting to hire transgender persons for different job positions in their organizations. I am truly happy about them wanting to hire. It is definitely a great decision towards inclusion. However, how ready is your company to hire us? Do you know discrimination in the workplace is a pervasive problem for transgender individuals, with a significant proportion - over 25% - having been terminated from their jobs due to prejudice. Moreover, an overwhelming majority - more than 75% - have faced some form of bias on the job. This can manifest in various ways, including being denied employment opportunities, having their privacy compromised, and even suffering physical and sexual assault. Transgender individuals are disproportionately affected by these injustices. As a result, many are forced to seek new employment to escape discriminatory environments or the threat of bias. As a DEIB expert and a transgender activist who has worked with the trans community for the past 25 years, I offer services to companies for transgender/LGBTQIA+ readiness. My story reels from struggling with my gender identity and succeeding as a proud trans woman who transformed the Indian transgender community's future through legal interventions. Right from auditing your application forms to offering diversity training for your staff for transgender awareness and sensitivity, and reviewing your company policies to explicitly include non discrimination clauses and guiding your recruitment, I can help companies for Trans inclusion at its best. My expertise in DEIB issues is well established and I have been invited to speak at prestigious forums including Harvard, Cornell and Yale Google USA, Facebook and a number of fortune 500 companies. My speaking engagements are known for their transformative, particularly in sensitizing, training, and educating corporate environments on LGBT, transgender, gender diverse inclusion. Ready to bring about social change with impactful workshops and sessions that promote diversity and inclusion? Get in touch with me via email: writetokalki@gmail.com or DM me on LinkedIn messages. #DEIB #DiversityAndInclusion #transgenderhiring #pride #speaker #deibexpert #Inclusion #lgbtqia #dei #inclusion #pridemonthspeaker #motivation #sensitization #ally #session