WE CREATE SPACE’s Post

Being a mentor, or coach, to LGBTQ+ individuals in leadership roles is essential for fostering an inclusive and supportive environment. It’s crucial to educate yourself about the community, prioritize inclusion, and celebrate their achievements. Recognize that the LGBTQ+ community is diverse and embrace intersectionality by considering how other aspects of identity intersect with sexual orientation and gender identity.  Acknowledge the unique perspectives and contributions that LGBTQ+ leaders bring to the table. Seek guidance when needed,  reach out to LGBTQ+ organizations, resources, or colleagues who can provide insights and advice, actively listen to their experiences, and create a safe space for the mentee to share their stories. Listen attentively and validate their experiences. empathy and support are key to fostering an inclusive environment for LGBTQ+ leaders. 🌈🤝 Remember, being a mentor involves empathy, openness, and a commitment to supporting LGBTQ+ leaders on their professional journey.

A great article from my colleague Dr Rob Sayers-Brown, drawing from his research on leadership development for LGBTQ+ leaders. Check out his first post, with more insights to follow in the coming weeks 👇

Have you been a "poster child of diversity" for an organization's benefit? In this clip from our latest show, Dr Luke Fletcher describes the often hidden individual burden and how organizations need to make sure they don't tip over into exploitation. The full episode, covering personal journeys and the latest in LGBTQ+ leadership development research is live! https://lnkd.in/eJCXKcYm

Here's another LGBTQ+ business to check out 🏳️🌈. H.L. Ray (HL3 Collective) is a world-renowned leadership coach who advises companies with LGBTQ+ leaders and founders. After years as a business leader, he now champions others to help them achieve their goals. #pride2024 #pridemonth #loveislove #prideentrepreneurs #pridebusiness

This week on SurviveHR Steve Nail and I discussed the recent updates to EEOC guidelines, particularly the guidelines around the LGBTQ community! Listen below & let us know your thoughts! https://lnkd.in/eZy7apEa #EEOC #LGBTQ #HR #HumanResources #SHRM

Crowley's business resource group, Stronger Together, has shared this course as a way to support leadership development. So I thought I would share it with my network, too. It's called: “Understanding and Supporting LGBTQ+ Employees” by Rhodes Perry! Check it out: https://lnkd.in/eErdmjSC #lgbtq #allyship.

Diversity in executive roles can sometimes seem like a buzzword... BUT it is the actions that each of us really take. Diversity is a necessity for innovation and growth. Yet, the LGBTQ+ community remains significantly underrepresented in leadership positions. Through LS Elevate, we’ve seen a rising number of mentees seeking mentors who share their experiences and understand their unique challenges. This highlights a pressing need for more inclusive representation at the top levels of business. In my career, I've observed many underrepresented groups, but the need for more LGBTQ+ leaders stands out. Many brands promote their support for this community, but true progress requires deeper conversations and tangible actions. At LS International, we prioritize diversifying the industry. We believe that fostering an inclusive environment where everyone supports each other is essential for meaningful change. Let’s work together to make a difference. #DiversityInLeadership #LGBTQInclusion #ExecutiveSearch #Mentorship #InclusiveWorkplace #LSInternational

Knowledge is power, and without the conscious decision to increase your own learning you will never be able to help support anything or anyone without the proper groundwork. I came across two or three great reminders in this course. 1) Acknowledge your privilege – This one hit me like a ton of bricks, for it is truly the best and only place to start any Allyship. This is probably the main reason so many people don’t join the fight in support, is because it would take some self-reflection that may open their eyes as to how much privilege they might actually be receiving. 2) Am I speaking with or for my peers in my Allyship? All too often when we want to hit the ground running with our newfound knowledge, we forget that we are there to “support” and not necessarily to start correcting everyone for apparent misnomers. Finally, a great place to start is always with something small. When we possibly greet people for an apparent meeting, try starting the meeting by saying “Greetings friends” vs “Good morning, ladies and gentlemen” as a sign of your own personal growth in trying to create an environment that is inclusive and open. You might find that as you create these micro changes in your day-to-day routine, that before long you too will start to feel like an Ally to all in support of our LGBTQ+ community and friends. Just finished the course “Understanding and Supporting LGBTQ+ Employees” by Rhodes Perry! Check it out: https://lnkd.in/gMxRNFAg #lgbtq #allyship.

💭 “Being an inclusive workplace isn’t a destination, it’s a journey of moving parts...” In our first instalment of our series celebrating LGBT+ History Month, Dr Rob S. has delved deep into his research on leadership development for LGBTQ+ leaders. In this post, he explores why leadership development matters for LGBTQ+ leaders, outlining the ‘collision’ of an individual’s LGBTQ+ identity and their leadership, and the three themes produced by the collision that could help support development. ❤️💛🧡💚💙💜 #LGBTHistoryMonth #LQBTQLeadership #LeadershipDevelopment #LearningandDevelopment

THIS WEEK ON MY QUEER CAREER: my weekly newsletter on LinkedIn focused on empowering LGBTQ+ (& Ally) professionals. Vol 3. This week’s question: Happy Pride Month, Gay Leadership Dude® … I’m not a member of the LBGTQIA Community, but I try to be a good ally. While I’m kind of floundering on how best to support my gay friends and coworkers, do you have any advice on how to be a better ally for my queer friends? ~ Rainbow Ally My 2¢ : Here are five common strategies you can leverage to be more effective, and take some of the burden of being an ally off the group your striving to help: 1. Start with self-education before burdening marginalized communities with explanations. 2. To be a supportive ally, practice active listening by engaging with intent and compassion. 3. Don’t engage in performative allyship. 4. Support marginalized friends by speaking out against discrimination, defending their rights, and amplifying their voices. 5. Being a great ally involves embracing discomfort, acknowledging mistakes, and learning from them to support marginalized communities effectively. WHAT DO YOU THINK? To stay connected, you can subscribe through the link below. And help me break the 4,000 subscriber mark? PLEASE? :^D https://lnkd.in/eQZAehD3 #lgbtqa #diversity #inclusion #thegayleadershipdude #leadership