Viji Hari ⚡️Sexual Harassment, Diversity Inclusion, Wellness’ Post

How Can We Foster Open Gender Discussions Without Causing Conflict? Answers: https://lnkd.in/g-Cd7bw8 #WorkplaceCulture #Inclusivity #OpenDialogue #LGBTQ+Support We’ve all seen how conversations about sensitive topics can sometimes spiral out of control, right? Imagine a scenario where a 40+ year-old male is chatting with a pansexual trans woman about gender issues at work. They hit a snag because one believes that “words are violence” while the other thinks words can trigger historical trauma but aren’t inherently violent. It’s a tricky situation! Things got a bit heated when a third colleague felt threatened and raised a complaint. This led to a whirlwind of responses, including a counter-complaint that the first two individuals feel stifled and unable to be their authentic selves at work. The male colleague has since withdrawn, feeling uneasy in an environment that openly supports LGBTQ+ individuals. It’s a lot to unpack! 😟 This entire situation showcases a few key pain points: **Miscommunication**: One person's understanding of harm might not align with another's experience. **Fear of engagement**: If people feel they can’t express the...

How Can We Foster Open Gender Discussions Without Causing Conflict? Answers: https://lnkd.in/gQaydDAQ #WorkplaceCulture #Inclusivity #OpenDialogue #LGBTQ+Support We’ve all seen how conversations about sensitive topics can sometimes spiral out of control, right? Imagine a scenario where a 40+ year-old male is chatting with a pansexual trans woman about gender issues at work. They hit a snag because one believes that “words are violence” while the other thinks words can trigger historical trauma but aren’t inherently violent. It’s a tricky situation! Things got a bit heated when a third colleague felt threatened and raised a complaint. This led to a whirlwind of responses, including a counter-complaint that the first two individuals feel stifled and unable to be their authentic selves at work. The male colleague has since withdrawn, feeling uneasy in an environment that openly supports LGBTQ+ individuals. It’s a lot to unpack! 😟 This entire situation showcases a few key pain points: **Miscommunication**: One person's understanding of harm might not align with another's experience. **Fear of engagement**: If people feel they can’t express the...

How Can We Foster Open Gender Discussions Without Causing Conflict? Answers: https://lnkd.in/gwikJiPC #WorkplaceCulture #Inclusivity #OpenDialogue #LGBTQ+Support We’ve all seen how conversations about sensitive topics can sometimes spiral out of control, right? Imagine a scenario where a 40+ year-old male is chatting with a pansexual trans woman about gender issues at work. They hit a snag because one believes that “words are violence” while the other thinks words can trigger historical trauma but aren’t inherently violent. It’s a tricky situation! Things got a bit heated when a third colleague felt threatened and raised a complaint. This led to a whirlwind of responses, including a counter-complaint that the first two individuals feel stifled and unable to be their authentic selves at work. The male colleague has since withdrawn, feeling uneasy in an environment that openly supports LGBTQ+ individuals. It’s a lot to unpack! 😟 This entire situation showcases a few key pain points: **Miscommunication**: One person's understanding of harm might not align with another's experience. **Fear of engagement**: If people feel they can’t express the...

#PrideMonth is here, and so is (possible) #RainbowWashing.  I have been actively talking about the #LGBTQ community on #SocialMedia, panels, corporate events, and more. Showing that Authenticity brings me fulfillment. However, I also take responsibility for being a representative of the #Queer community, while also being extremely vulnerable (even though it never stops being uncomfortable and scary). So, here are the top 5 reasons why I will refuse to speak at your MNC on LGBTQ+ Awareness: 🏳️🌈 You package your offer as an Exposure opportunity for me. But it’s not me, but you who needs the exposure. 🏳️🌈 You only invite me in June. You don't really care about awareness, you only care about Rainbow-washing. 🏳️🌈 You treat my session as an item off your corporate checklist. The last thing we need is #Tokenism. 🏳️🌈 You don't have any actionable plans for making your workplace more safe and #Inclusive. 🏳️🌈 You think you’re doing the community a favor, but you’re in fact inviting the speaker to relive and be brutally honest about their trauma, without the respect they deserve. Showing solidarity Externally, while you’re Internally not inclusive is visible.  I will not speak for your MNC as a token for you to get brownie points. 🏳️🌈 If you’re a real #Ally, support your colleagues, show support, and take action throughout the year. Respect people as the Subject Matter Experts they are—at being Queer. I hope this post inspires you to do so. ***** 🚀 Follow Gurnoor Kaur Behl for more! ***** #ContentCreation #SafeSpaces #Success #Growth #ProfessionalSpeaker #DEI #Out365

How Can We Foster Open Gender Discussions Without Causing Conflict? Answers: https://lnkd.in/gRnsnbRg #WorkplaceCulture #Inclusivity #OpenDialogue #LGBTQ+Support We’ve all seen how conversations about sensitive topics can sometimes spiral out of control, right? Imagine a scenario where a 40+ year-old male is chatting with a pansexual trans woman about gender issues at work. They hit a snag because one believes that “words are violence” while the other thinks words can trigger historical trauma but aren’t inherently violent. It’s a tricky situation! Things got a bit heated when a third colleague felt threatened and raised a complaint. This led to a whirlwind of responses, including a counter-complaint that the first two individuals feel stifled and unable to be their authentic selves at work. The male colleague has since withdrawn, feeling uneasy in an environment that openly supports LGBTQ+ individuals. It’s a lot to unpack! 😟 This entire situation showcases a few key pain points: **Miscommunication**: One person's understanding of harm might not align with another's experience. **Fear of engagement**: If people feel they can’t express the...

Today, on International Day against Homophobia, Biphobia and Transphobia (IDAHOBIT Day), I reflect on my career and in particular, the current journey of job hunting over the past months. Despite South Africa's strides in workplace transformation we continue to face a real lack of diversity, and inclusion. Neglecting crucial skills and opportunities provided by a more diverse workplace: gender and sexual orientation remain secondary priorities. The reality remains that LGBTQ+ individuals face biases and prejudice in many workplaces. While racial equity efforts are commendable, it's crucial to prioritize diversity across all spectrums. Let's continue pushing for inclusive environments where everyone feels respected and valued for who they are. #IDAHOBIT #DiversityandInclusion #WorkplaceEquality #SouthAfrica #LGBTQ

Amid the ongoing Pride Month celebrations, Hong Kong’s LGBTQ+ community is still grappling with a number of legal obstacles, particularly around same-sex marriage, adoption, and inheritance rights.   Sarina Cheung shared her insights with Esquire Hong Kong earlier regarding wealth and wellbeing planning for the LGBTQ+ community, including ongoing challenges surrounding the recognition of same-sex marriages in Hong Kong. While an established legal framework is still lacking, Sarina suggests that LGBTQ+ individuals utilize tools such as a will, an enduring power of attorney, and/or a trust to ensure their loved ones are properly cared for.   Check out Sarina’s insights here: https://lnkd.in/g9ktJN9N   #EsquireHongKong #RKS #RitaKuandSer #LGBTQ+ #pridemonth #samesexmarriage #samesexcouples #maritalrights #familyplanning #familymatters #familylaw #matrimoniallaw #familylawyer #matrimoniallawyers #HongKongfamilylawyers #HongKongmatrimoniallawyers #will #EPA #trust #inheritance #welfaredecision #wealthplanning #successionplanning #wellbeingplanning #welfareplanning

Over 8 million LGBTQ+ employees in the US workforce alone have experienced discomfort or conflict in the workplace. LGBTQ+ workers are often at risk of simply leaving a job instead of waiting and hoping for the culture to change. #HR #DiversityAndInclusion #DEI #LGBTQ+ #CompanyCulture #Discrimination #Retention Read here: https://bit.ly/3S8oqHF

Despite growing calls for diversity, equity, and inclusion (DEI), LGBTQ Americans continue to face significant discrimination in the workplace and beyond. According to a comprehensive survey conducted by the Center for American Progress in collaboration with the nonpartisan research group NORC at the University of Chicago, 31% of LGBTQ Americans reported that discrimination has hindered their ability to get promoted or achieve their desired salary. The same survey revealed that half of LGBTQ+ respondents experienced some form of workplace discrimination or harassment in the past year, with this figure rising to a staggering 70% for employees who identify as transgender. These findings highlight the urgent need for greater awareness and action to combat LGBTQ discrimination in professional environments. Here is the link, if you wish to go through this survey: https://lnkd.in/eTh9gCa4 . . . . . #loveislove #pride #pride2024 #lgbtqia #lgbt #lgbtq #transgender #DEI #diversityandinclusion #workplacediscrimination #employHER

A reminder that the INTENTIONAL use of pronouns is an act of love. - Normalize sharing your own pronouns. - Normalize asking people their pronouns. - Apologize for misgendering or assuming gender. An effective way to promote LGBTQ+ inclusion is with the use of gender pronouns through your work, communications, and interactions with employees and customers. While it may be initially awkward and unfamiliar, it’s an important practice in promoting inclusion for individuals who identify as LGBTQ+ and ensuring all people feel welcomed and included regardless of their gender identity. If you're looking for more information and tools for navigating pronouns, our thought leadership paper contains guidance around inclusive pronoun use and best practices. Shout PRONOUNS below or send me a DM, and I'd love to send you the link! #InternationalPronounsDay #Pronouns #LGBTQ #Equality #InclusiveLeadership #WorkplaceCulture