Toll Brothers’ Post

If I have had one original idea for the DEIB field, it’s the Mosaic. The Mosaic is a cross-organizational super-ERG composed of constituent ERG’s; the Mosaic would be composed of one elected member from each individual ERG (e.g., Black Empoyees Group, LGBTQ+ Employees Group, Differnelty-Abled Employees Group, etc.). This super-ERG would serve as a de facto Diversity Council and work to inform the organization’s mission on an executive level. Effectively, it is a larger, more inclusive group helping organizational leaders to incorporate grassroots social justice concerns into dynamic, future-forward, C-level decisions. Feel free to use the Mosaic. I’ve successfully implemented it in both SME’s and global enterprises.

A Month of LGBTQ+ Icons: George Takei As a queer person of color and an iconic figure in queer culture, George Takei's influence surpasses his on-screen presence as a star actor in Star Trek. Takei's unwavering openness about his identity not only sparks crucial conversations about LGBTQ+ representation but also sheds light on the intersection of race and sexuality. His journey from experiencing discrimination to becoming a prominent advocate underscores the importance of creating inclusive workplaces that honor diversity in all its forms. Takei's resilience and advocacy offer profound lessons for embracing diversity and fostering belonging in professional settings. His courage to speak out against prejudice and promote understanding has paved the way for greater inclusivity in the workplace. Takei's ability to infuse humor into his activism reminds us that championing diversity can be impactful and enjoyable.

Happy Pride! 🌈 “Allyship refers to the actions, behaviors, and practices that people take to support, amplify, and advocate with others, especially with individuals who don't belong to the same social identity groups as themselves.” The list could go on for days, but I want to do a couple of shoutouts to those closest to me who have taught me so much about the importance of being an LGBTQ+ ally: My big sis Eleni H. who dedicates her life work to helping others. She opened up my eyes to the challenges faced by the LGBTQ+ community since she came out at the age of 21. I witnessed first hand the struggles and the strength it took … and takes. You kept me close and challenge me everyday, even when it was (and is) hard for me to understand at times. I am a better person and the passionate ally I am today because of you and your openness. Thank you for keeping me honest. I will always protect your right to exist. My brother from another mother Stephen Jacques, a role model as to what true vulnerable leadership should look like. Through your work you have no doubt impacted thousands. You have always been so open; not only in helping me understand on a personal level, but by providing support throughout my HR work over the years, enabling me to be an even stronger ally and pass on the message where I can. I am in awe of you. Finally, a big thank you to the Pod Point’s Pride Panel last week who left the audience with some great food for thought on how to be a better ally: 1. Don’t get drawn into debates about someone’s right to exist - it’s not up for debate. 2. Be inquisitive and open hearted. Don’t be afraid to ask. 3. If you’re interested and want to know more, make the effort to educate yourself via LGBTQ+ history, inclusive TV series, Trans voices etc. Listen to the right people.

What does representing underrepresented talent actually mean? Not performatively🤧 but really what does it ACTUALLY mean Well….. Representing underrepresented talent is actively seeking out, promoting, and providing opportunities for individuals who belong to marginalised or minority groups within a particular industry or field. This can include racial or ethnic minorities, women, LGBTQ+ individuals, people with disabilities, and others who may face systemic barriers to advancement or recognition. And not just when it’s seasonally appropriate e.g a international women’s day, BHM and Pride. But CONSISTENTLY giving these individuals visibility, support, and opportunities. These communities are not just a campaign, a season or way for brands to capitalise. Note to brands: Please be more intentional. These are real people lives you could be affecting. Check out : R/HOOD - we are actually doing the work.

Beyoncé's approach to diversity offers valuable lessons for corporate America. 🐝 Her work, particularly her Renaissance tour and movie, showcases a true embrace of diversity, equity, and inclusion. Looking at her dancers, staff, and collaborators, you see a representation of many different types of people. Beyoncé understands the nuances within diversity and the importance of intersectionality. She welcomes individuals from all backgrounds, including LGBTQ+ communities, creating a sense of belonging for everyone. This inclusive approach is something companies should strive to emulate. It's about creating an environment where everyone feels they can be part of something exciting, where they can learn, grow, and express themselves freely. Moreover, Beyoncé's success demonstrates the power of knowing and valuing your customer base. She makes her audience feel at home in her concerts and everything she does. Companies need to adopt this understanding, recognizing the diversity of their customer base and ensuring representation in their workforce. By following Beyoncé's example, corporations can create more inclusive, dynamic, and successful environments that celebrate diversity in all its forms. #BeyoncéInspired #CorporateDiversity #InclusiveBusiness

Beyoncé's approach to diversity offers valuable lessons for corporate America. 🐝 Her work, particularly her Renaissance tour and movie, showcases a true embrace of diversity, equity, and inclusion. Looking at her dancers, staff, and collaborators, you see a representation of many different types of people. Beyoncé understands the nuances within diversity and the importance of intersectionality. She welcomes individuals from all backgrounds, including LGBTQ+ communities, creating a sense of belonging for everyone. This inclusive approach is something companies should strive to emulate. It's about creating an environment where everyone feels they can be part of something exciting, where they can learn, grow, and express themselves freely. Moreover, Beyoncé's success demonstrates the power of knowing and valuing your customer base. She makes her audience feel at home in her concerts and everything she does. Companies need to adopt this understanding, recognizing the diversity of their customer base and ensuring representation in their workforce. By following Beyoncé's example, corporations can create more inclusive, dynamic, and successful environments that celebrate diversity in all its forms. #BeyoncéInspired #CorporateDiversity #InclusiveBusiness

Pride Month: Things Leaders Must Consider 🏳️🌈Do your LGBTQ+ employees feel SAFE? Safe at work Safe in meetings in person or virtual Safe to speak their POV Safe to use the bathroom Safe to share Safe to NOT share 🏳️🌈Do your LGBTQ+ employees feel HEARD and SEEN? Are they taken seriously? Are they considered for leadership? Are they put in a box? Are they being used? Do you know the difference between support and opportunistic PR? No matter how many rainbow logos and newsletters (which ARE important to see), just know that there’s a certain recurring fear and trauma that LGBTQ+ employees bring with them to work every day. There are experiences a “straight” identifying white male, for example, will never have or even have to think about. Remember why Pride exists: all members of minority groups have to shout louder, work harder, demand constantly just to get to the starting line. Just to get a seat at the table. Our society has come a long way, but has much much further to go. Love is love because anything less is not worth bringing into our lives. Anything less than love is wrong. Anything less than love taints and destroys. Be mindful of your words and actions. Always. Not just in June. ❤️

How to Build an Intersectional Approach to Talent Management by Marlette Jackson, PhD and Paria Rajai “Despite advancements in understanding intersectionality — or overlapping forms of discrimination — in legal theory, its integration into corporate workplace initiatives is lagging. By 2044, half of all Americans will identify as a racial or ethnic minority, and recent data revealed that 7% of U.S. adults identify as LGBTQ+, including a notable 21% of Gen Z adults — a substantial increase from previous generations.” In this article, the authors explore how intersectionality shows up in recruitment, retention, and promotions through the lens of Black employees’ experiences, as well as explore talent-management strategies and real-world examples. https://lnkd.in/gAMPq77q #justice #inclusion #diversity #ebbf

This year's theme for #IDAHOBIT is "No One Left Behind." As an Ally, I stand for and support a world where people can be themselves. Without the need of "thinking twice". (ℹ: With each first-time interaction, LGBTQ+ often may need to decide between concealing intrinsic parts of their identity or potentially exposing themselves to a change in how their colleagues perceive/treat them, personally and professionally. This constant, meticulous re-examination of what to disclose about one’s own identity, and the emotional and mental burden such a process may entail, has been referred to as “the cost of thinking twice.” This term was first introduced into the diversity, equity, and inclusion (DE&I) space by Claudia Brind-Woody, Managing Director at IBM.)   #TeamHealthineers 

I think we should talk about DEI in the business world and in our communications. As seems to be a running theme in these recent bonkers years, the topic of diversity, equity, and inclusion has been getting some media criticism. DEI should be a part of any company’s mission to create meaningful experiences, for both their employees and their customers. LGBTQ+, POC, disabled folk… They need more than equal opportunities. We each need to make sure they are experiencing equally positive experiences in the business world we all help create. They haven’t had a significant seat at the table for, I don’t know, ever? All we need to do is scooch over and make room. Make sure they’ve not only been heard, but they’ve also been given a voice. To achieve the DEI progress we want, we need to start the dialogue. Change the language we use to communicate with each other so that the conversation can find larger audiences and include a few new friends. That’s how we all can do our part. Then, we can start the real work. DEI isn’t the Big Bad Wolf coming to blow your house down. This wolf’s ready to build this house UP, so it's got more rooms. #likethatanalogy? #idid #dei #business