Workplace Pride’s Post

🌈 Some actionable advice from Angus in light of #TDOV2024:

This is a topic often not talked about, but extremely pertinent to the DEI agenda of an organisation. I highly recommend reading the article below to gain a better understanding of the transition journey for Transgender individuals and how corporations can support it. It was eye opening for me! #dei #diversity #inclusion #equity #CapcoDEI #BYAW #transgenderday #visibility

The workplace is considered the second home. People spend more time at the workplace than their home. Moreover, people from the LGBTQIA+ community more often come out to their friends and colleague before their families. As such the safety of these employees at the workplace is of most importance. A trans person would never come out in an unsafe environment where they feel vulnerable. Most trans people fear losing their job or being denied promotion if they come out. The organisation must assure them of their safety and their concern. Moreover, transgender persons are most subjected to sexual, mental, and physical harassment. An inclusive workplace ensures their safety in this regard. The Transgender Persons (Protection of Rights) Act 2019 safeguard Transgender persons and makes discrimination and harassment due to gender identity as a punishable offence. Sexual Harassment of Women at Workplace (Prevention, Prohibition and Redressal) Act, 2013 safeguards women from sexual harassment at the workplace. Organisations can also come out with their anti-discrimination and anti-harassment policy taking into consideration both the acts to safeguard the interest of Transgender employees. Continue Reading - https://lnkd.in/ePZdErS3 Get in touch with rutuja@outcastcollective.com or visit https://lnkd.in/euwuEStV to learn more about our services and how we can help your organization be more inclusive and foster an equitable work environment. #transphobia #transgender #transmen #transwomen #inclusiveworkplace #equalityforall #supportthemarginalized #safeworkspace #POSH #DEI #mentalsafety #organisationaldevelopment #harassmentprevention #theoutcastcollective

Thank you to Builtin for this timely article: 5 Ways to Support Trans and Nonbinary Employees Year Round #Pride #Allyship #LGBTQIA+ Here are the whats: 5 Ways You Can Support Trans and Nonbinary Employees Normalize all gender identities, and always use the name and pronouns a person has specified for themselves. Speak up on behalf of trans and nonbinary employees, especially when they are not in the room. Beyond allyship, be an accomplice. Join a Pride ERG if your company has one. Believe and support trans and nonbinary employees who report discrimination, aggressions or injustice within the workplace. Don’t make any decisions for LGBTQIA+ people without including them in the conversation. Read on for the hows:

💡Inclusive leaders must engage diverse perspectives that challenge us to confront our own, and others’, biases. Increasing awareness and understanding of these biases helps us remove barriers to belonging, leading to better decision-making, innovation, and overall success. 📕As I research for my next blog post about Pride Month, I’ve chosen to reread these influential books: 1️⃣In "Bad Feminist," Roxane Gay discusses sexual orientation through various lenses, often highlighting the intersectionality of race, gender, and sexuality. Gay provides a comprehensive and thought-provoking examination of sexual orientation within the broader context of feminism and social equality. 2️⃣“Sister Outsider” by Audre Lorde is a seminal collection of essays and speeches that delve into issues of race, gender, sexuality, and equality. Lorde brings her intersectional perspective to the forefront, exploring how different forms of oppression are interconnected. 3️⃣“Homophobia: A Weapon of Sexism” by Suzanne Pharr is a critical examination of how homophobia and sexism are interconnected and used to maintain systems of oppression. Pharr argues that homophobia is not just a form of prejudice against LGBTQ+ individuals but also a strategic tool used to enforce traditional gender roles and uphold certain power structures. 📈Understanding and valuing diverse perspectives is a business imperative. Leaders who cultivate an inclusive environment unlock the full potential of their teams, fostering creativity, engagement, and success. ❓What are you reading to broaden and deepen your perspective? (Side note: I share this post with a little trepidation given the various definitions of “feminist” and “sexism.” I'm aware of the friction and divisiveness in our society around these works and topics. Part of the “work” of leaders is to be uncomfortable with the discomfort and trust people will understand the underlying positive intent.) #inclusiveleadership #inclusiveculture #inclusiveteams #pridemonth #belonging

It's time to move beyond generic terms like 'diverse'. Diversity is more than just a buzzword - it fosters organisational innovation and understanding. The term 'diverse' is often linked to race, sexuality, and gender, but it includes so much more 🌈👩🏽💼🧕🏻 It is crucial for organisations to clarify what diversity means to them - whether it's in terms of religion, disability, or other factors! Discover strategies on how to attract diverse candidates and unlock the benefits of a diverse workforce 👇 https://ow.ly/mXBk50QWyVC #diversitymatters #dei #blog #article

🏳️🌈 Inclusion in the Workplace: Transgender and LGBTQ+ Employees 🏳️⚧️ Conversations around sexual orientation and gender fluidity or reassignment can be tricky – especially when it comes to the workplace. But did you know that both sexual orientation and gender reassignment are protected characteristics under The Equality Act 2010? So, just like with other protected characteristics like disability, race and religion, it’s your responsibility as an employer to take them into account and ensure you’re providing a safe, inclusive and equal work environment for everyone. In places like aesthetic clinics, making sure your employees feel safe and happy will only help them look after your patients in the best way possible. https://lnkd.in/eU5nVFuB #Inclusion #WorkplaceEquality #LGBTQ #TransgenderRights #EqualityAct2010

Gender and Sex in the Modern Workforce - according to a McKinsey report, transgender employees earn 32% less than their cisgender counterparts and face significantly higher levels of discrimination at work. Danny Hurvitz's story is inspiring, a non-binary transfeminine consultant who creates impact at McKinsey, and sheds light on the challenges and triumphs of navigating the corporate world as a non-binary individual, offering a personal perspective on the broader issues at hand. #WorkplaceEquality #GenderDiversity #InclusionMatters #Visibility #GenderIdentity #Equality #LGBTQ #NonBinary #McKinsey #BreakingBarriers #GenderSpectrum #allyship

For many, the history of Pride isn’t well known, concepts related to gender and sexual diversity may feel overwhelming, and it’s not clear how all this applies to the workplace. This June, we are thrilled to partner with Kai Scott President, TransFocus Consulting in reaching hundreds of people across several organization with an open and thought provoking session that unpacks the 2SLGBTQIA+ acronym provides insights into the unique and often invisible challenges faced by 2SLGBTQIA+ people in society and at work. In this session Kai discusses MISGENDERING “which is when we use the incorrect pronoun or gender specific term. Sometimes we are not even aware, we may do it automatically. And what we often are doing is seeing the external aspects and jumping to conclusions about their gender and pronouns”. We can all take steps to support a community that is more inclusive and welcoming of gender and sexual diversity. This month we celebrate Pride, but the reflections and intentional actions you take can extend all year round. This session was offered as part of our INCLUSIVITY WEBINAR SERIES which makes it easy for organizations to tap into subject matter experts when it comes time to honor, acknowledge and learn about special times of significance throughout the year. The 2025 Inclusivity Webinar Series will be launched in September - stay tuned! For support with gender and sexuality inclusion in your organization, learn more about the practical and impactful work of the TransFocus team: www.transfocus.ca #Pride #2SLGBTQIA+ #Inclusion #Diversity #EDI #DEI #Misgendering

Happy International Transgender Day Of Visibility to all transgender and non-binary minorities in our country and around the globe. If your workplace consists of employees who may be transgender or non-binary, it's important to make them feel safe and valued, while ensuring there's #ZeroTolerance for any form of harassment or misconduct against any employee. True empowerment begins when all individuals are able to feel safe, heard, and valued. There are multiple ways to make your transgender employees feel safe at work. Below are just some of the pointers I'd like to list down: 1) Implement policies against any form of discrimination on the basis of gender, religion, race or anything that has no correlation to work. 2) Implement inclusive dress codes so that transgender or non-binary employees may feel comfortable at the workplace. 3) Practice empathy for individuals who may not come from privileged backgrounds as you might be, whether in terms of gender or any other aspect. 4) Any form of bullying should be curbed before it becomes the norm at the workplace. If transgender employees report such incidents, it is important to avoid gaslighting or invalidating their concerns. This holds true for other employees as well. 5) Ensure that hiring policies are designed to be inclusive and non-discriminatory. Let's continue our efforts towards fostering work environments where equality, diversity and inclusivity are always upheld to the greatest degree. ✨ #transvisibilityday #transdayofvisibility #genderequality