TACO Metals, LLC.’s Post

Diversity & Inclusion in Grocery LIVE!, the largest D&I event in the grocery sector, is this week Check out the line-up of expert discussion panellists

She believed she could... ...and her team believed in her too, so she did. It's pretty amazing to work somewhere that champions and celebrates women across every function, at all stages of our careers - along with our male allies. This week, I got to connect with some other local women doing big things at HelloFresh as part of our local Women Inclusion Network (WIN) chapter. Not only are we included as women here - but we're empowered to bring our truest, fullest selves to the work we do. It's inspiring to get to know the people you work with daily or see on screen on a deeper level - and I was amazed by what the women here bring, and what they've been through. As someone in our group shared, sometimes we don't know how strong we are until we have to be strong - and we've all been there in different ways as women. My wish for all women out there, especially those of you just starting out in your careers, is to know and own your strength. Don't let anyone tell you you're too much or not enough. Celebrate the parts of who you are and where you come from that fuel your strength. Believe you can, and you will. And most of all, reach out if you ever need another woman in your corner cheering you on - we're strongest when we rally each other and bring other women up with us as we rise. Thanks to Dawn Stoutenburg and Heather Brucker, MBA, PHR for putting this on! #womenshistorymonth #womeninleadership #culturematters #peoplefirst #diversity #inclusion

Learn how companies are shifting the language they use to pursue DEI (Diversity, Equity and Inclusion) goals amid increasing social and political scrutiny. Though a large number of programs at major companies are being renamed, many companies are also still finding ways to commit to goals of promoting inclusion and equality in the workplace. The business case for creating a diverse, inclusive workforce persists, as companies with the highest racial, ethnic and gender representation are 39% percent more likely to financially outperform, according to a 2023 study by McKinsey & Company. Find out how this “rebranding” is impacting efforts to promote equality in the workplace in this article from The Washington Post: https://lnkd.in/ec6XbZdq #DEI #DiversityEquityInclusion

Juneteenth is a pivotal moment in American history, marking the end of slavery and the beginning of a journey toward equality. Aptar honors this day by reflecting on our shared history, celebrating the progress made, and committing to the ongoing work of inclusion and equality. Learn more about our DEI initiatives here: https://ow.ly/r9AA50SlAIA #BeYouBeAptar

*Together We Thrive 🌱✨: Celebrating Inclusion 🌈🤝** As we embark on National Inclusion Week 2024 from September 23–29, Flying Food Group stands proud in our commitment to fostering an inclusive environment. This week is a celebration of the diverse threads that weave our collective tapestry, making us stronger and more innovative. Inclusion means recognizing and honoring the unique backgrounds, experiences, and perspectives of every individual on our team. When we come together, we create a dynamic #workplace where creativity flourishes and collaboration knows no bounds. It’s through our differences that we find new solutions and drive meaningful change.✨️ As we soar to new heights, let’s commit to nurturing an environment where everyone feels valued, #empowered, and inspired to bring their best selves to work. Together, we thrive—not just as individuals but as a united team.💙 #NationalInclusionWeek 🌍 #InclusionMatters ❤️ #DiversityAndInclusion 🌈 #TogetherWeThrive 🤝 #CelebrateDiversity 🎉 #UnityInDiversity ✨ #InclusiveWorkplace 🏢 #EmpowerEveryone 💪 #VoicesOfDiversity 🎤 #StrongerTogether 💖 #BelongingAtWork 🏳️🌈 #CulturalCelebration 🎊 #DiverseVoices 📣 #TeamworkMakesTheDreamWork 🌟 #InclusionRevolution 🔄 #CelebrateDifferences 🎈 #DiversityDrivesInnovation 🚀 #WeAllBelong 🤗 #InclusiveCulture 🌻 #SoarTogether 🕊️

Today on the International Day Against Homophobia, Transphobia & Biphobia (IDAHOT), we reaffirm our commitment to inclusivity, equity and diversity at Ahold Delhaize and our great local brands.     Staying in tune with this year’s IDAHOT theme: “No one left behind: equality, freedom and justice for all”, we aim to create an environment where everyone can truly be themselves and where everyone feels heard, valued and can find purpose in serving our communities.    We understand our role in shaping an inclusive environment both as an employer and within our brands’ stores. Discrimination has no place in our workplace, nor in our communities. At Ahold Delhaize and our great local brands, we are open for everyone!    We are dedicated to challenging and supporting leadership and colleagues to advocate for LGBTQI+ visibility, awareness, and acceptance – every day!     Learn more on how Ahold Delhaize and our brands prioritize diversity, equity and inclusion here: https://lnkd.in/ee2qub7f  #AholdDelhaize #AholdDelhaizePride #IDAHOT #pride #weareopenforeveryone #inclusion

This The Washington Post article and LinkedIn headline about the demise of #DEI breaks my heart. I don't buy the argument that it's a "change in name only." Creating more diverse, equitable, and inclusive workplaces has fallen under the weight of social pushback, greater tolerance for "fill in the blank" -isms, and the bogeyman called "wokeness." If "woke" up means caring about equal opportunity for all, which includes making room for the qualified to have a chance to reach the top, create wealth, and access the best roles, projects, and opportunities, then sign me up. At one of my past employers, I heard many white, straight men lament, "This place is not a place for a white guy to get ahead." Welcome to the world of everyone else! If promotion and hiring targets create more competition for straight white males, isn't this just fair? Might it mean they may never reach the top because they compete with a larger slate of equally qualified people? Isn't this just fair? Doesn't the rising tide lift all boats? To be biased is to be human. DEI is a proven approach to opening the talent aperture with anti-bias training, targeted talent development, and intentional talent decisions. As leadership turnover accelerates and the younger generations take the helm, we can hope to be more naturally inclusive, but that will take time. Call it what you want, but keep the call to action. It's been proven that diversity of lived experience—which will bring other types of diversity—makes for better decisions, performance, and value. I don't care what we call DEI, but I do care that this name change is far from a name change only. It is a full-scale pullback on investments in all people, tough decisions that drive real and sustainable fairness, and hope for greater representation of racial and ethnic, LGBTQ+, disability, and gender diversity at all levels of the corporation—not just at the bottom. #diversty #equity #inclusion #fairness #belonging

Unconscious biases are social stereotypes about certain groups of people that individuals form outside of their own conscious awareness. Everyone holds unconscious beliefs whether we like it or not. The first step in overcoming unconscious bias is to be honest with ourselves, to acknowledge our biases, and to learn more about ourselves and others. One of our Pride Month activities was the 'Unconscious Bias' workshop, where we learned how stereotypes influence our decisions and received practical tips on how to deal with unconscious thought patterns. #WeAreMiele #ImmerBesser #PrideMonth #Diversity 💎🏳️🌈❤️

All month at Instacart we've been celebrating and talking about Women's History Month. There have been opportunities to learn about how to empower impact and influence, like driving 0 to 1 initiatives and getting sh*t done, negotiation tactics to becoming your own self-advocate, and stories of absolutely incredible women and girls who sparked revolutions. Yesterday I got to join in person for a discussion between Christina Hall (she/her) - our fearless People leader - and Maria Colacurcio - CEO of Syndio and a working mom (to 7 kids!!). Performance convos, working mom life, tips to be a better leader, here are my key takeaways from their conversation... 1) When you think about performance convos, highlight your achievements but always ensure you are tying back to how that work has driven impact for the business. And don't just have the convo once a year, but instead follow up throughout the year - did I exceed your expectations on that project / what could I have done better? 2) Absorb the energy you create. Especially in tough conversations, you might create negative energy, so let it happen and absorb it and don't react right away. Then be intentional and direct about how you want to respond. 3) People need to feel safe to hire people better than themselves, and Maria introduced the concept of reflected light - if a person under you is thriving, it reflects positively on you as a leader because it means you're doing something right setting them up for success. 4) If you don’t think you have enough time, go look at your screen time on your phone, and you'll be surprised where you can find 30 minutes. 5) Finally if your organization isn't using Syndio, ask why not. This year, equal pay day was March 6 (which symbolizes how far into the year women must work to earn what men earned in the previous year) - make sure your company is equipped to help close the gap not only for you, but for women everywhere. Thank you to these two badass women for an incredibly inspiring hour (and Mia White and Charlene Kahler (She/Her) for putting together such a great event)!

At PATH, we all have a responsibility to support LGBTQIA+ inclusion—for our colleagues and in our programs. As #PrideMonth draws to a close, Peder D., Market Dynamics Program Officer and leader of our Pride at PATH colleague resource group, shares his takeaways from the 2024 Workplace Pride International Conference: 🎙️ It's important for LGBTQIA+ employees to engage in courageous conversations and share their stories—especially if they are protected by laws and cultural norms where they live and work. 🎧 Allies can support inclusion by listening to LGBTQIA+ employees while respecting their boundaries and supporting employee-driven initiatives. 🌈 It's crucial for organizational leaders to speak out and express LGBTQIA+ inclusion as a core value, when speaking to internal audiences and to external partners. More about diversity, equity, and inclusion at PATH: https://bit.ly/3W3iiDY 📸: Courtesy of Workplace Pride