At Rollins, we are committed to creating an inclusive and supportive workplace where everyone can bring their true selves to work. In celebration of Pride Month, we are excited to spotlight teammates each week throughout June.
First up, is Orkin Recruiter, Kyle Calilung. Below, Kyle shares what Pride means to him and emphasizes the importance of a community built on love and support.
Join us in celebrating Pride Month and the incredible contributions of our LGBTQ+ team members!
How to be an ally during Pride Month and every day of the year:
1. Participate in LGBTQ+ groups at your company and action the work.
2. Use your voice and position to ensure practices, policies and benefits are inclusive of all employees and families.
3. Seek understanding to the science behind why diverse teams win. Certify those who have the power to hire are qualified, not just in their job, but to ensure your process is equitable and inclusive. Your Talent Advisors can't do it alone.
In this episode, the folks at Together Equal and I chat and take a deep dive into LGBTQ+ representation in marketing and media. We explore under-represented groups, balancing profit with social good, and how we, as consumers, can drive change. Finally, we tackle pink-washing, celebrate diversity wins, and define what makes a true LGBTQIA+ ally.
Andrew Milne, Sarah Aird-MashPink Mediahttps://lnkd.in/eKynVPBc
A thriving workplace is all about inclusion, and QPride is energizing this vision at Qualtrics. 🌈
QPride is our ERG (we call them Qgroups) dedicated to building an environment where LGBTQ+ voices are amplified and everyone experiences belonging. From innovative training sessions to vibrant community events, QPride is making sure that every one of us feels acknowledged, involved, and empowered. Experience the difference at Qualtrics, where each day is an opportunity to grow and celebrate together.
Learn more about QPride: https://bit.ly/3xsV5S0
A thriving workplace is all about inclusion, and QPride is energizing this vision at Qualtrics. 🌈
QPride is our ERG (we call them Qgroups) dedicated to building an environment where LGBTQ+ voices are amplified and everyone experiences belonging. From innovative training sessions to vibrant community events, QPride is making sure that every one of us feels acknowledged, involved, and empowered. Experience the difference at Qualtrics, where each day is an opportunity to grow and celebrate together.
Learn more about QPride: https://bit.ly/46xyEbe
🌈✨ Happy Pride Month!
While support and visibility for the LGBTQ+ community should be a year-round commitment and are always at the heart of our mission, we’ve highlighted crucial ways tech companies can make a real difference.
To all HR leaders and policy makers in tech, discover inclusive policies and strategies to create a more diverse and supportive work environment. 💼🌟
Read the full article for more in-depth insights. Link in the first comment! 📖🔗
Director of Plinth House, a training and consultancy agency which supports the higher education sector to respond to complex student cases, incidents, and student distress
The post I have reposted here is a good example of “allyship” in action.
It is worth noting that, as lesbians, gay men and bisexual people, we fought for and won important freedoms and legal equality throughout the 80s, 90s and 00s without any talk of “allyship”.
And, crucially, we achieved this, in large part, by disagreeing with each other *within* our community.
For example, when Peter Tatchell was arguing for lowering the age of consent to 14 (at a time when we didn’t even have an equal age of consent), many of us disagreed with his demands and felt his demands were harmful to our cause. We had a lot of internal discussions within the community about this. (I remember…I was there.) And this disagreement was really important because politicians got to hear different perspectives from us, with the end result being that a much more appropriate and moderate campaign for equality won through.
But, over the past few years (since around 2016), what “allyship” has done (among other things) is to assume that we L, G, B, T and Q (and plus) people are all politically aligned. After all, it is not possible to be a political “ally” to a politically diverse community - only to a false, politically homogenised version of that community.
This meant that some of us, within our community, with certain political views, have had the added weight of straight “allies” behind us, while others of us (often the more moderate among us) have not. Those of us, within our community, without “ally” backing have often been ostracised or simply chosen to go quiet.
The chilling effect of “allyship” over the past few years has therefore been to make it much harder for us to disagree with each other *within* our community.
The result, in my personal view, has been that we have made some really unhelpful political demands that were not properly scrutinised within our community. And society will be struggling to resolve the fallout from this for some time to come.
This is why I don’t want straight people, or leaders and managers, to be active political allies, advocating for us or publicly stating your support for some homogenised version of our community.
Thank you for the kind offer (and I do think it is meant in kindness), but, instead of your allyship, I just want you to listen. Listen well, and listen to all of us - in all our diversity.
Head Non-Core & Legacy, President EMEA, GEB Lead Sustainability & Impact and UK CEO
Last week, I had the pleasure of celebrating our newly-integrated Pride & Allies Network with colleagues in London. We had a great turnout with over 60 colleagues coming together to catch-up and toast to our commitment to creating an inclusive environment for all. At the start of the year, the network rebranded to ‘Pride & Allies’ globally, to reflect our integrated firm and the value of allyship. As executive sponsor, and as we celebrate LGBTQ+ History Month, I’m proud to be part of a network where everyone is welcome, no matter sexual orientation, gender identity or background.
Next week!
If you want to engage in the conversation as either an LGBTQ+ person or an ally or even someone who works in HR or Talent who wants some insight in how you can create inclusive processes that lead to diverse teams AND how you can implement policies that ensure RETENTION of that diverse work force!
TO BE CLEAR, HIRING LGBTQ+ FOLK REQUIRES MORE THAN POSTING YOUR LOGO WITH THE PRIDE FLAG IN JUNE...
#recruitment#EDI#lgbtq
Have you signed up for our online event 'The LGBTQ+ Recruiter Experience Series' taking place next week on Tuesday 30th April?
There's still time to register! Join us as we discuss the topic of rainbow washing versus reality with our expert panellists Including:
Ellen Mulvey (she/her) - Executive Director, BruinSeba Dyer (they/them) – Senior Consultant, Pod Talent
MC Marie Cuffaro – CEO & Founder, Virativa
Register your spot now: https://lnkd.in/ekVmyydd
We look forward to seeing you there!
As we celebrate Pride Month, let us also urge employers to foster workplaces that are inclusive and affirming of LGBTQ+ employees. By implementing inclusive policies, providing resources for LGBTQ+ support, and cultivating a culture of acceptance, businesses can create environments where everyone can thrive authentically.
Follow the link below to read the full article.
https://lnkd.in/gXrHHnMP
There’s a misconception that allyship is primarily about supporting a specific subset of individuals, such as LGBTQ+ people. Here’s what’s true: inclusion is for everyone.
Logan Chapman, an Onboarding & Enablement Coordinator, at Spring Health, and part of our OutSpring ERG 🏳️🌈, shares his insights as a team member and how leaders can become allies to LGBTQ+ employees and create a #workplace environment where everyone feels like they belong.
The article also features insights from two other OutSpring ERG members across recruiting and onboarding on what allyship means to them.
It feels good to work for an organization where everyone feels included. Learn how you can become an ally to LGBTQ+ team members by cultivating a workplace environment where everyone feels like they belong.
Join us in a conversation about how to prepare for this upcoming Pride season 🏳️⚧️🏳️🌈! Here insights from leaders in corporate America on how companies on the topic and others on May 16th.
With close to 30% of Gen Z adults identifying as LGBTQ+, the influence of the community on current and future business success is clear.
With the potential for equality-minded organizations to be singled out amidst growing polarization, preparedness around LGBTQ+ workplace inclusion and marketing strategies will be critical for Pride month and year-round.
We’re thrilled to partner with Edelman to discuss best practices to engage LGBTQ+ consumers and employees. We're gathering leading marketing, communications, and DEI leaders to explore the positive impact of pro-equality efforts on your business. Join us! ➡️ https://lnkd.in/eVfydZFi
Pacific Division Recruiter at Orkin
4moHappy to work for an organization that embraces inclusivity and celebrates this community! Happy Pride everyone!