YLD’s Post

Hang in there, change-makers! 🌟 Sometimes, the road to inclusivity seems endless, right? 🛣️🚧 But trust me, every step counts! 🚶♂️🏳️🌈 Leadership in community organizing, especially for LGBTQIA+ rights, is a journey worth every effort. 🤝💪 Let's keep pushing for those safe spaces! 🌈 Be the safe space you want to see & let's chat about it! 💬👇 #InclusiveLeadership #LGBTQIAAdvocacy #SafeSpaces #JulioCRoman “Safe spaces can no longer be bound and limited to physical locations, but they must be found and created in each of us, allowing us to transcend the limitations of walls, rooms, and buildings”

#QueerTWENTY by egomonk turns 4 this year. So, here are 4 #allyship lessons I picked up from the thousands of hours we've invested in spotlighting 80 LGBTQIA+ (and counting) role models for India. 💡 What's your act of allyship in 2024?

Have you heard of the whisper effect? So many businesses are not aware of this. If you can create safe spaces for the LGBTQIA+ community we will make sure that other's within in the community know about it. #beyondthebinary #inclusion #lgbtqia #pracitioner #queer #business #community #leaders #businessowners #visibility #workshops #education #HR 💛💜

This Pride Month, we stand united with the LGBTQIA+ community. We celebrate their resilience, their achievements, and their ongoing fight for equality. ✊ We're committed to creating a workplace that's truly inclusive, where everyone feels valued and respected for who they are. Here's how we're taking action: Advocating for LGBTQIA+ rights: We actively support initiatives that promote equality and acceptance for the LGBTQIA+ community. Educating ourselves: We're committed to ongoing learning about LGBTQIA+ experiences and identities. Challenging biases: We recognize that unconscious bias exists, and we're committed to creating a space where open dialogue and education can dismantle these biases. As Pride continues, let's all recommit to building a more inclusive world. #DiversityEquityInclusion #PrideAtWork #BeAnAlly

In case you missed it, here is the replay for my recent Leading in the Moment Segment, 🏳️🌈 Taking Pride in Amplifying the LGBTQIA+ Community - https://lnkd.in/gg_-bQfn. The Human Rights Campaign shared a Year-to-Date Snapshot of 2023 Anti-LGBTQ+ State Legislative Activity - https://lnkd.in/gDX3Y8Pp 👉🏾 Over 520 anti-LGBTQ+ bills have been introduced in state legislatures 👉🏾 Over 220 bills specifically target transgender and non-binary people 👉🏾 70 anti-LGBTQ laws have been enacted in 2023, and there are more coming In this segment, I share ways that we can be better allies to the LGBTQ+ community, not only in our personal lives but in the workplace too. Pride month is coming in 3 days! Can you imagine being so unaccepted that laws are made to shut you out.....just for being who you are? We have to stop being so afraid to speak out, to make mistakes, to be allies, to stand up for what's right. Let's amplify and not just justify! My newsletter will give more insights into law changes, ways we can be psychologically safe, and the right steps to take in assessing your organization's culture for true inclusion. Sign up to learn more - https://lnkd.in/g3c-pG5S #pride #lgbtqiaplus #lgbtq #amplify #allyship #ally #stophiding #wecandobetter #beanally #standupforwhatsright

JND Legal Administration, support that is superficial is getting called out these days. Supporting the LGBTQ+ community requires more than making a post and supporting gay white men… you’ve still got to work on eliminating racism and sexism in your workplace before you can be any kind of positive ally. Yes, I know Jennifer Keough and Neil Zola (who has either removed his profile, or is a sexist and racist coward who blocked me) don’t care. However, Jen seems to care about her social media image and Neil seems to care about liability. A push on both could help towards change. Holding yourself to the standards of Seattle would help your social media image, reduce liability, and if done correctly, would increase both morale and productivity. There’s a reason most business people in Seattle see taking care of your employees as a no brainer, common sense approach. #JNDLegalAdministration #classactions #civilrights #toxicworkenviroment #seattle #LGBTQ+ #alphabetmafia #neilzola

Here’s why: Your authenticity inspires trust and connects hearts ❤️🌈. Works every time. Being a leader means standing tall 🌳 for your community, especially in advocating for LGBTQIA+ rights. It's about making sure everyone feels like they belong, have equal access and where they can stand tall too 🤗. Let's create spaces where voices are really heard and diversity is truly celebrated! 🎉 Be the safe space you want to see 🏳️🌈✨. #LeadershipMatters #InclusivityWins #LGBTQIAAdvocacy "Safe spaces can no longer be bound and limited to physical locations, but they must be found and created in each of us, allowing us to transcend the limitations of walls, rooms, and buildings"

This #PrideMonth, we have collated some tips and wins for your business and employees to make sure the LGBTQIA+ community feel welcome, included and acknowledged 🏳️🌈 🏳️⚧️ Read the full article: https://lnkd.in/eAsR2K84

Hey! 👋 I’m reaching out to my network to exchange ideas and seek guidance on how we can better advocate for and educate about LGBTQIA+ inclusivity and equity. What steps do you take to ensure diverse voices are not just heard but valued? How do you challenge biases and create a space where everyone can genuinely prosper? Here are a few approaches I’ve found helpful: Inclusive Policies: Support and enforce policies that explicitly protect and recognise LGBTQIA+ rights. Regular Training: Offer continuous EDI training that includes LGBTQIA+ awareness to educate and sensitise our teams. Amplify Voices: Promote the work, stories, and viewpoints of LGBTQIA+ individuals in your networks. I’m keen to learn from your experiences and share insights that can help us build environments where everyone truly feels included. Please share your thoughts, recommendations, or any useful resources in the comments or drop me a DM. Let’s drive change together! #LGBTQIA #EDI #Inclusivity #ProfessionalGrowth #DiversityAndInclusion

Policy development is critical, but testing the implementation of policy for weak spots in the underlying motivation, which necessarily influences policy language, is critical too. A practice I imported from my university teaching into museum/archives administration is to adopt as standard a pursuit of any policy’s awkward consequences. I used this practice when my students developed definitions in my theory-forward courses, but it’s just as valuable in mission/vision/values statements and P&P documents. In the museum/archives arenas, it’s central to acting on decolonization, which is often an actionable form of inclusive practice. If we say we collect the histories of a region’s “many communities,” does that actually bear out in our data? Which communities aren’t present in that—in jazz terms, what are the notes our policies aren’t playing? With those gaps identified, we’ve developed community outreach projects that practically center unincluded populations in all phases of operations (for us this means collection, preservation, interpretation, curriculum integration, but also BOH processes like professional development). It’s a translatable framework for other fields, whether wholesale or via programmatic collaboration. In my field or any other, it’s so critical to integrate EDI / DEIB / JEDI work in an organization’s core operations, rather than viewing it as a module or add-on.