Ever wondered how powerful a rainbow can be? 🌈 In the vast spectrum of human experience, Pride Month stands out as a beacon of hope, love, and relentless pursuit of equality. But what does it mean for those of us who identify as straight allies to participate in this celebration? Let's dive in. As a leadership coach, I've come to understand the profound impact of diversity and inclusion on organizational cultures and leadership effectiveness. Pride Month, with its roots in the Stonewall Riots, is not just a celebration of love and identity; it's a powerful lesson in resilience, courage, and the transformative power of embracing every individual's authentic self. This journey of allyship has taught me the importance of listening, learning, and leveraging my position to advocate for a more inclusive society. It aligns perfectly with my core values of respect for people and the belief that embracing our diverse experiences enriches us all, pushing us towards greater innovation and success. So, what can we do to support and celebrate this month? Start by engaging in open conversations about the history and significance of Pride. Educate yourself and others, and reflect on the role you can play in promoting an inclusive culture, both professionally and personally. As leaders and aspiring leaders, let's challenge ourselves to foster environments that celebrate diversity and support LGBTQ+ employees, recognizing that true leadership is inclusive leadership. This Pride Month, let's commit to being allies not just in words, but through our actions. 🏳️🌈 #PrideMonth #LGBTQSupport #InclusiveLeadership #DiversityAndInclusion #AllyshipInAction
Edward Schaefer’s Post
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As we celebrate Pride Month, I would like to honor the courage and resilience of those who fought and continue to support LGBTQ+ rights and to highlight the importance of inclusion in our workplace. This month holds personal significance for me. When I was a teen, I faced the challenge of being accidentally outed. It was a difficult time, but as I left high school and began to work and progress into first-line management roles, I found support within our company. Colleagues and leaders championed me, helping me grow both personally and professionally. This support was transformative, giving me the confidence to pursue further education and advance my career. Having allies and supportive management in the workplace can make a huge difference. Here’s why it matters: 🌈 Employees who receive meaningful feedback from their managers are four times more likely to be engaged. 🌈 When employees perceive compassion or kindness from their leaders, they become more loyal and perform better at work. 🌈 Engaging leaders who build trust, encourage participation in decision-making, and foster open communication create a supportive team climate, leading to higher work engagement and effectiveness. To my colleagues: Let’s continue to build a culture of acceptance and support at work. Supporting each other and standing together as allies creates a future where everyone can thrive. Happy Pride Month! 🌈 #pride #pridemonth #inclusion #compassionateleaders Sources: Talent Management by ClearCompany, McKinsey & Company
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Association Executive; Executive / Life Coach; Chicago Dance Health Fund Board Member
Celebrating Pride Month is more than just honoring the LGBTQ+ community—it's an essential reminder of the values that drive Diversity, Equity, and Inclusion (DEI) in our workplaces. As leaders, our commitment to DEI should be reflected in our actions every day, fostering an environment where everyone feels seen, heard, and valued. Authentic leadership is at the heart of this mission. By embracing our true selves and encouraging others to do the same, we create a culture of openness and trust. This authenticity paves the way for deeper connections, greater collaboration, and innovative thinking. Coaching plays a pivotal role in this journey. Effective coaching empowers individuals to explore and express their identities, navigate challenges, and reach their full potential. Through empathetic and inclusive coaching practices, we support our teams in becoming their best selves, both personally and professionally. This Pride Month, let's reaffirm our dedication to authentic leadership and inclusive coaching. Together, we can build a workplace where diversity thrives and everyone can celebrate their unique contributions. 🏳️🌈 #PrideMonth #DEI #DELP #AuthenticLeadership #Coaching #Inclusion #Diversity
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Sweden's 101 most powerful in sustainability | Multi-Awarded Leader | Author | International Speaker | Board Member
My five-step guide to being a supportive ally 🌈 When I'm on stage, I often ask the audience to raise their hands if they know what allyship means. Surprisingly, few leaders do, so what better time than Pride Month to spread some knowledge? 1️⃣ Recognize your privileges, because we all have them. These might include your gender, your network connections, or your position as a leader. Privilege can also come from living in a democracy or having access to good education, and more. The first step in being an ally is to understand what makes us privileged. 2️⃣ Use your privileges to uplift those who lack the same opportunities or whose voices are rarely heard. For example, I can use my voice as a man to support women, or as an influential LGBTQ+ person, I can support and create opportunities for other LGBTQ+ individuals. The second step in being an ally is to look beyond ourselves. 3️⃣ Love to learn, because being an ally isn't about knowing it all, it's rather about being inclusive and open-minded. Join conversations about history, culture, and current issues that affect communities different from yours, and do so with curiosity and empathy. The third step in being an ally is to keep learning and be open to feedback 4️⃣ Spread the word about allyship, as more allies create a stronger culture. Encourage others to be allies by giving them the tools and knowledge to support inclusivity and drive positive change. The fourth step in being an ally is to pass the ally torch to others, building a culture of teamwork and collective effort. 5️⃣ Stand up and speak out. When you see discrimination, harassment, or any form of prejudice, take action. This might involve speaking up for a colleague whose ideas are often overlooked, not turning a blind eye when you overhear a disrespectful joke or conversation, or correcting someone who consistently misgenders another person. The fifth step in being an ally is to act, rather than waiting for someone else to do so. #Allyship #Culture #Inspiration #Knowledge #Leadership
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Diversity, Equity & Inclusion Expert | On a mission to create workplaces where everyone can thrive 💜🌈 💸
5 good tips in being an ally 🌈🌟👇🏾
Sweden's 101 most powerful in sustainability | Multi-Awarded Leader | Author | International Speaker | Board Member
My five-step guide to being a supportive ally 🌈 When I'm on stage, I often ask the audience to raise their hands if they know what allyship means. Surprisingly, few leaders do, so what better time than Pride Month to spread some knowledge? 1️⃣ Recognize your privileges, because we all have them. These might include your gender, your network connections, or your position as a leader. Privilege can also come from living in a democracy or having access to good education, and more. The first step in being an ally is to understand what makes us privileged. 2️⃣ Use your privileges to uplift those who lack the same opportunities or whose voices are rarely heard. For example, I can use my voice as a man to support women, or as an influential LGBTQ+ person, I can support and create opportunities for other LGBTQ+ individuals. The second step in being an ally is to look beyond ourselves. 3️⃣ Love to learn, because being an ally isn't about knowing it all, it's rather about being inclusive and open-minded. Join conversations about history, culture, and current issues that affect communities different from yours, and do so with curiosity and empathy. The third step in being an ally is to keep learning and be open to feedback 4️⃣ Spread the word about allyship, as more allies create a stronger culture. Encourage others to be allies by giving them the tools and knowledge to support inclusivity and drive positive change. The fourth step in being an ally is to pass the ally torch to others, building a culture of teamwork and collective effort. 5️⃣ Stand up and speak out. When you see discrimination, harassment, or any form of prejudice, take action. This might involve speaking up for a colleague whose ideas are often overlooked, not turning a blind eye when you overhear a disrespectful joke or conversation, or correcting someone who consistently misgenders another person. The fifth step in being an ally is to act, rather than waiting for someone else to do so. #Allyship #Culture #Inspiration #Knowledge #Leadership
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how to become an Ally, its more than just supporting its knowing you own privilige and promoting the voice of those not that priviliged Aaron Kroons five step guide is an amazing read.
Sweden's 101 most powerful in sustainability | Multi-Awarded Leader | Author | International Speaker | Board Member
My five-step guide to being a supportive ally 🌈 When I'm on stage, I often ask the audience to raise their hands if they know what allyship means. Surprisingly, few leaders do, so what better time than Pride Month to spread some knowledge? 1️⃣ Recognize your privileges, because we all have them. These might include your gender, your network connections, or your position as a leader. Privilege can also come from living in a democracy or having access to good education, and more. The first step in being an ally is to understand what makes us privileged. 2️⃣ Use your privileges to uplift those who lack the same opportunities or whose voices are rarely heard. For example, I can use my voice as a man to support women, or as an influential LGBTQ+ person, I can support and create opportunities for other LGBTQ+ individuals. The second step in being an ally is to look beyond ourselves. 3️⃣ Love to learn, because being an ally isn't about knowing it all, it's rather about being inclusive and open-minded. Join conversations about history, culture, and current issues that affect communities different from yours, and do so with curiosity and empathy. The third step in being an ally is to keep learning and be open to feedback 4️⃣ Spread the word about allyship, as more allies create a stronger culture. Encourage others to be allies by giving them the tools and knowledge to support inclusivity and drive positive change. The fourth step in being an ally is to pass the ally torch to others, building a culture of teamwork and collective effort. 5️⃣ Stand up and speak out. When you see discrimination, harassment, or any form of prejudice, take action. This might involve speaking up for a colleague whose ideas are often overlooked, not turning a blind eye when you overhear a disrespectful joke or conversation, or correcting someone who consistently misgenders another person. The fifth step in being an ally is to act, rather than waiting for someone else to do so. #Allyship #Culture #Inspiration #Knowledge #Leadership
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🌈✨ How do the overlapping identities within our teams influence our leadership? As we continue our Pride Month journey on Day 17, this week's focus is on "Intersectionality and Leadership". We're diving into "Intersectionality 101: A Primer for Inclusive Leadership", where we explore the profound impact of intersecting identities on individuals’ experiences in the workplace, particularly for LGBTQ+ individuals and other marginalized groups. 🔍 Understanding intersectionality is fundamental for leaders who aspire to create truly inclusive environments. Coined by Kimberlé Crenshaw, the term intersectionality reveals the interconnected nature of social categorizations such as race, gender, sexual orientation, and class, which can lead to overlapping systems of discrimination or disadvantage. This week, I invite leaders to deepen their understanding and embrace the complexities of their teams. 🌟 Coaching Tip: Reflect on how your own identities shape your leadership. How might your perspective be broadened by considering multiple identity intersections within your team? 🔄 Try This: Facilitate a team session where members can share aspects of their identity and experiences. This fosters a deeper mutual respect and helps build a supportive team culture. 📢 Call to Action: Leadership is as much about learning as it is about guiding. How will you integrate the principles of intersectionality into your leadership approach this week? Let's make inclusivity a core part of our leadership practice. #PrideMonth2024 #InclusiveLeadership #Intersectionality #DiversityAndInclusion #LeadershipGrowth
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🌈✨ How well do we truly understand the tapestry of identities that walk through our office doors? Today marks Day 17 of our Pride Month series, and this week we dive into "Intersectionality and Leadership". As we explore "Intersectionality 101: A Primer for Inclusive Leadership", let's unpack how overlapping identities impact the professional experiences of LGBTQ+ individuals and others at the crossroads of marginalized identities. 🔍 Intersectionality isn't just a buzzword—it's a crucial lens through which leaders can cultivate a more profound empathy and understanding. Originating from the legal scholar Kimberlé Crenshaw, intersectionality helps us see how race, gender, sexual orientation, and class interlock to shape individual experiences in unique ways. This week, we're challenging leaders to think beyond traditional diversity metrics and consider how intersecting identities influence workplace dynamics and career trajectories. 🌟 Tip for Leaders: Start by acknowledging your own identity layers and how they've shaped your worldview. Then, actively seek out and listen to stories from team members who navigate multiple dimensions of diversity. This not only broadens your perspective but also signals to your team that their whole selves are valued. 🔄 Something to Try: Implement regular check-ins focused not just on work performance but on the holistic well-being of your team. This small shift can make a big difference in how supported each team member feels, regardless of their background. 📢 Call to Action: Let’s commit to being not just leaders but learners—students of the rich, complex lives that enrich our organizations. What steps will you take this week to embrace intersectionality in your leadership style? #PrideMonth2024 #InclusiveLeadership #Intersectionality #DiversityAndInclusion #LeadershipDevelopment
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Associate Quality Manager - Driving Excellence in Product Quality & Compliance | Operations Team Lead - Building and Training High Performing Teams
Wishing everyone a happy start to Pride month 😊 🌈👬🏳️🌈 The decision to come out in a work space can be fraught with uncertainty. Concerns about acceptance, potential discrimination, or even career repercussions are common. Many fear that their sexuality might overshadow their professional achievements or alter the dynamics with colleagues. However, it is essential to remember that authenticity fosters a more fulfilling life and can lead to a more inclusive and supportive work culture. When I came out 18 years ago just before entering the workforce, I faced and overcame many challenges that I am grateful are not as prevelant today. Support systems, both within and outside the workplace, are crucial. Allies who advocate for inclusivity and equality, LGBTQ+ networks, and empathetic leadership can make a significant difference. Policies that promote non-discrimination and equal opportunities are foundational in creating a safe environment where everyone can thrive. I am proud of what I have been able to accomplish in my career, and look forward to the future wherever I land. This mini-break has done wonders for my mental health, and allowed me to focus on what makes me happy and what makes me unique as a leader, a mentor and as a professional in my field. Celebrate responsibly, lift each other up when you can (every community, not just LGBTQ+), and enjoy the ride while it lasts 😀
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Can inclusion truly transform your business impact? Imagine what your business could achieve with a clear and actionable understanding of how inclusion drives tangible results. Let’s find out together on May 23rd at the Out & Loud LWP Leadership Forum hosted by Mist LGBTQ Foundation and Leading with Pride. Join us for an evening of insight and inspiration, featuring a dynamic panel discussion on the topic “Turning Inclusion into Business Impact." Following the discussion, enjoy a networking dinner with a diverse group of top executives and government officials. This is your chance to build meaningful connections, exchange ideas, and gain fresh perspectives on how inclusion can shape the future of your organization. What are your thoughts on the role of inclusion in business growth? Share your insights in the comments below! If you're interested in attending the event, please write to [email protected] and we will send you an invitation. Don't miss this opportunity to be part of a conversation that could transform your business. We hope to see you at the forum! #InclusionInBusiness #EmpatheticLeadership #LeadershipForum #DiversityAndInclusion #LGBTQIAinPune #CorporateNetworking
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Leadership, Culture, Strategy, Systems, and Change
3moReflecting on my journey as an ally has been a humbling experience. I'd love to hear from you all - how are you celebrating Pride this year? What actions or commitments are you making to foster inclusivity and support LGBTQ+ colleagues and friends? Sharing stories and ideas can inspire us all to take meaningful steps towards a more inclusive world. 🌍 #ShareYourPride #InclusivityMatters #Pride2024