Khadija Hashi’s Post

If LGBTQ+ professionals in your organization are defaulting to the behaviors listed below, you might not have as inclulsive of a workplace as you want. Reflect on elements of your organizational culture, procedures and practices that might serve as barriers to inclusiveness. Take feedback seriously and share how you will use it.

Great timing for the release of this article on supporting Queer folks in the career space, both as an individual and as an organization, from the National Association of Colleges and Employers. Today, Worcester Polytechnic Institute's Heebner Career Development Center held our Employer Advisory Counsel, where we discussed the impact of community on early career talent recruitment and retention What ideas would you add? How is your organization doing in this realm? "Being an ally of the LGBTQ+ community isn’t just one thing, according to Cody A. Rapp and Riky Hanlan, who lead the LGBTQ & Allies NACE Affinity Group and explain that allyship looks different, sounds different, and feels different to everyone in the LGBTQ+ community, and, therefore, is challenging to define." https://lnkd.in/eCxxMUCq

🌈 Embracing Intersectionality and Fostering Inclusion in the Workplace 🌟 As we strive for greater diversity and inclusion, it's crucial to recognise the significance of intersectionality. Our CEO, Paul Sesay shares insights on the importance of considering the broader demographic and characteristics of LGBTQ+. “Intersectionality is key to helping people feel they belong. Organisations need to be more mindful of the broader demographic and wider characteristics of their LGBTQ+ colleagues. Are they black? Do they have a visible or invisible disability? Are they over 50? One or more of these other protected characteristics, along with someone’s sexuality, compound and complicate how they may be included, or not, at work and in society in general. Intersectionality is so, so important. By simply focusing on one protected characteristic, we risk missing out on other aspects where understanding and tolerance are needed. For example, a trans colleague who has autism may feel accepted for their sexuality but misunderstood or marginalised due to their autism if that, too, isn’t recognised. Recently, I hosted an LGBTQ+ conference in partnership with TalkTalk and found I was the only black person in the room. That is neither right nor representative of a diverse society. We need to do better. An organisation’s networks can help broaden understanding and tolerance by inviting a wider range of members, including allies, to share their experience and bring support.” #IDAHOBIT #InclusiveCompanies

I had the pleasure of attending the Market Research Society (MRS) Pride SHOW UP! Insights Summit yesterday 🌈. A huge thanks to MRSPride for hosting another impactful event, bringing together LGBTQ+ researchers and allies to delve deeper into the realities of LGBTQ+ life today and shine a spotlight on some of the incredible research with, and within, the queer community. Some key takeaways that really stood out to me: ➡ Understand your audience from the inside out. As opposed to projecting hypothetical views of culture onto your audience, understand who they are as people first and, from there, weave culture into that. ➡ Diverse casting isn’t the answer, context and culture are. Casting without culture is tokenism and culture without casting is appropriation. ➡ Diversity matters from the get-go! It’s crucial to embed diverse voices at the very beginning of any research or project. ➡ Inclusion is about both learning and unlearning. By confronting personal biases and removing the pressures of perfection, we can foster deeper awareness and understanding of the communities we’re seeking to understand. ➡ Targeted community research can help brands better understand the nuances of diverse communities and connect culture and creative. Get to know your audience, learn about their lives, and engage with them regularly and consistently if you can. Plenty of food for thought, with some powerful examples of how research can truly drive meaningful change. Thanks MRSPride 🙌 . #Inclusion #DiversityMatters #LGBTQResearch #AuthenticRepresentation #MRSPride

🌈 𝐁𝐫𝐞𝐚𝐤 𝐭𝐡𝐞 𝐒𝐢𝐥𝐞𝐧𝐜𝐞!🌈 Today, October 11th, we celebrate National Coming Out Day, a day to recognize and support those who 𝐝𝐞𝐜𝐢𝐝𝐞 𝐚𝐧𝐝 𝐚𝐫𝐞 𝐚𝐛𝐥𝐞 to be themselves 100%. 𝗞𝗲𝘆 𝗙𝗮𝗰𝘁𝘀: 1. Did you know that 43% of LGBTQ+ employees are not fully “out” at work? Many fear that being open about their identity could negatively impact their careers. 2. LGBTQ+ women who are open about their sexuality at work are half as likely to leave their current employer in the next year compared with their closeted peers. 3. About 18% of LGBTQ+ staff have been the target of negativity at work because of their identity. 𝗖𝗮𝗹𝗹 𝘁𝗼 𝗔𝗰𝘁𝗶𝗼𝗻:Whether you’re part of the LGBTQ+ community or an ally, we can all contribute to creating a more inclusive and safe workplace. Support your colleagues explicitly, promote diversity and inclusion, and stand up for everyone’s right to be authentic at work. Together, we can make a difference! 💪🏳️🌈

🏳️🌈 As we enter the month of June, a time when individuals from diverse cultures, backgrounds, and orientations come together to recognize and protest the struggles faced by the queer community, we see a surge of rainbow logos from corporations. These symbols are meant to signal allyship and support for the LGBTQ+ community. However, there's a disconnect that often goes unnoticed. Despite the colorful displays of support, many of these same companies fall short when it comes to meaningful actions, such as hiring individuals who represent the very communities they claim to support. Too often, job applicants receive impersonal rejection emails that begin with "Unfortunately...". The essence of this message is to urge corporations to move beyond performative allyship. If you are going to embrace the rainbow in your branding, commit to actions that truly support the LGBTQ+ community. This means creating opportunities, providing jobs, and fostering an inclusive workplace environment for the people whose identities you are championing. A logo is not enough. True allyship requires tangible support and actions that uplift the community. Until then, the rainbow colors should be more than just a marketing strategy—they should symbolize a genuine commitment to equality and inclusion. Happy Pride Moth to everyone celebrating. #pride2024 #pridemonth #findingjobs

As Pride month in the United States draws to a close and brand leaders begin preparing for their strategic planning cycles, we want to offer some insight into the enormous growth opportunity the LGBTQ+ community represents for brands that understand them as human beings and meaningfully connect with them year-round. In today’s economy, few brands can afford to ignore one of the fastest-growing consumer segments, both in terms of size and spending power. Yet winning with them requires understanding them first as complete people so that you can craft products, messages, and experiences that accurately reflect and resonate with their evolving human priorities. Download our latest report by Aidan Borer, Human-ology’s Director of Human Insights, on how the priorities of LGBTQ+ adults are changing globally, and what this means for brands. Download the free report on our website: https://lnkd.in/eaRF-ftg #inclusivemarketing #consumerinsights #marketresearch

🌈 How effectively does your organization support LGBTQ+ employees? Are you part of the 43% where team members still feel the need to hide their true selves at work? As we celebrate Pride Month 2024, we must reflect on our workplace cultures and identify opportunities for improvement. --- Pride Month is a vibrant celebration for everyone, not just the LGBTQ+ community. It's a time for parades, festivals, concerts, and events where all can join in the fun and acceptance. More importantly, it's a spotlight on the issues still faced by the LGBTQ+ community, from gay rights and transgender equality to mental health and economic disparities. --- While 52% of LGBTQ people have experienced depression recently and 22% earn less than $12,000 annually, these statistics highlight the urgent need for continued support and advocacy. Pride Month isn't just a time to celebrate but also a call to action to learn, support, and fight for equal rights. 🌈 Let's make this Pride Month meaningful. Join the celebrations, educate yourself on LGBTQ+ issues, and take actionable steps to create a more inclusive workplace. --- 💬 How is your organization embracing Pride Month? What initiatives are you planning? Share your thoughts and ideas in the comments below. Don't forget to like, share, and spread the message of love and acceptance! 🌈 #PrideMonth #Inclusion #Diversity

…Is what companies act like during Pride Month. But being queer isn’t something that exists only once a month. 🌈 Don’t get us wrong, we love companies getting around Pride Month. If you want to make your company logo rainbow this June, go for it! Just as long as you’re putting in the work the other 11 months as well. We run an Over the Rainbow workshop that’s all about creating a safe space for employees to discuss LGBTQ+ issues, share perspectives and ask questions. Our clients use it as a launch pad to get the conversation flowing year-long. Here’s a quick rundown of what we typically cover: •⁠ ⁠Learn all about the LGBTQ+ alphabet •⁠ ⁠How to create safe and inclusive spaces for LGBTQ+ employees •⁠ ⁠Unpack topics such as unconscious bias, microaggressions, and allyship •⁠ ⁠Understand the challenges faced by LGBTQ+ individuals in society and the workplace •⁠ ⁠Deep dive into SOGIE and LGBTQ+ •⁠ ⁠Lots of games, case studies, memes and discussions They’re usually 1.5-2 hours, but everything is customizable based on your needs. DM us or get in touch via our website here 👉 https://lnkd.in/dYTRzrXq

Last night was truly special. I was honored to join an intimate dinner hosted by Fabrice C Houdart of the Association of LGBTQ+ Corporate Directors and Matthew Schaab of JPMorgan Chase & Co. bringing together some of Miami's most influential LGBTQ+ leaders and board members. In the vast sea of 5,670 Fortune 500 company board seats, a mere 34 (or 0.7%) are held by LGBTQ+ individuals. This number shrinks further when we set aside the 4 LGBTQ+ CEOs, highlighting an even smaller presence of independent directors. The scenario is more stark in Fortune 1000 and other public companies. Why am I sharing this? When exploring your next career move, one key question to pose to your potential executive team is about the composition of their Board of Directors. How many seats are held by women, people of color, or those who identify as LGBTQ+? If your interviewer is at a loss for answers, it might signal that this company isn't aligned with your values. We each have the power to choose what matters to us, especially in environments where board decisions can directly affect our lives. Stay inquisitive, seek answers, and arm yourself with knowledge. The link below provides more on the Association of LGBTQ+ Corporate Directors and the significance of diverse board representation. #representationmatters #retailpride #askquestions