Impact Media’s Post

#PrideMonth is already off to a fabulous start, because I'm posting on LinkedIn to share that Impact Media had the incredible opportunity to partner with LinkedIn for the 2024 "Out @ Work" Guide! And I'm quoted in the guide! 🌈 Working directly with the team at #LinkedIn, we were able to explore the real world challenges faced by LGBTQ+ professionals in the workplace. For instance, did you know that 75% of queer people feel the need to code-switch at their job? It's an unfortunate reality, but being LGBTQ+ typically leads to certain obstacles at work that others may not have to endure. Being at a company like Impact Media, I have never felt more comfortable with stepping into a workplace as my authentic self. Our staff is made up of 65% queer-identifying people, which is such a rarity that I do not take for granted. Having LinkedIn reach out for this collaboration was such a perfect fit for this team, and I'm so thankful to have been part of it. 💖 To read my quote for LinkedIn and a glimpse into how I use my queer identity as a skillset in the workplace, check out the 2024 "Out @ Work" Guide below ⬇ https://lnkd.in/gVStZARw

Exciting news! Today, LinkedIn and Impact Media are proud to launch our 2024 ‘Out @ Work’ Guide to Navigating the Invisible Roadblocks of PRIDE. In recent years, significant progress has been made in creating space for queer professionals in the workplace. Thanks to the efforts of activists worldwide and comprehensive equity and inclusion strategies, the conversation around queer acceptance and joy at work is becoming more mainstream. However, there is still much work to be done to ensure that workplaces are inclusive and safe for all employees. New LinkedIn data shows that while 66% of LGBTQ+ professionals report having an ally at work, 75% have also felt the need to code-switch—highlighting persistent, unseen challenges. Despite these ongoing hurdles, including the pressure to code-switch, the struggle to advance to senior positions, and the search for community both at and outside of work, the tools and conversations available to support queer professionals have evolved. Our collaboration with Impact Media has resulted in a comprehensive guide to help LGBTQ+ professionals navigate these invisible roadblocks, from achieving equitable representation to paving the way for upward mobility. Explore the guide to empower your journey and foster a truly inclusive workplace. Link: https://lnkd.in/gX6B3gCA

LinkedIn and Impact Media Collaborate on ‘Out @ Work’ Guide to Navigating the Invisible Roadblocks of PRIDE https://ift.tt/dhEAYfL Today LinkedIn and Impact Media are collaborating to launch our 2024 ‘Out @ Work’ Guide to Navigating the Invisible Roadblocks of PRIDE. Making space for queer professionals in the workplace has reached major strides in recent years. Thanks to the work of incredible activists globally and equity and inclusion strategies, the conversation around queer acceptance and joy at work is becoming increasingly normalized. Even still, there’s work to be done, especially when it comes to ensuring that the workplace is grounded in inclusion and safety for all employees.  In fact, while new data from LinkedIn says that 66% of LGBTQ+ professionals say they have an ally at work, 75% of LGBTQ+ professionals have also code-switched in the workplace—showing the roadblocks that they may not see yet still exist to overcome. While challenges like the pressure to code-switch, advancing to senior positions and finding community both in and outside of work still remain in 2024, what’s changed are the tools and conversations now available to aid queer professionals in navigating these often anxiety-inducing environments. In collaboration with Impact Media, we have teamed up to release your go-to guide to “navigating the invisible roadblocks” LGBTQ+ professionals face at work—from finding equitable representation to breaking a path to upward mobility. via LinkedIn Newsroom https://ift.tt/7RWz5IO June 04, 2024 at 10:00AM

As a business leader and a member of the LGBTQ+ community, it’s affirming that we continue to make strides and progress towards a more inclusive, representative and rewarding workplace experience. However this is a journey, one filled with many visible and invisible roadblocks. These roadblocks may not be visible to those who don’t identify, and they have real tangible impact on belonging, mobility and representation at work. Inclusion and representation of LGBTQ+ professionals should never be a symbolic gesture for any company, it must be real and built into a workplace culture that champions true diversity and inclusion at every level. Actions that create an honest and truthful culture of allyship, one that embolden the unique abilities, skills, and experience of LGBTQ+ people and their colleagues. While the work has lived with LGBTQ+ professionals and their allies to create safe spaces of belonging at work, companies can and should be the primary champion for inclusion and allyship. In any environment, the need to code-switch distracts from the possibility of doing your best work and fully representing your talents. Let’s leverage Pride Month as a moment that yields actions and behaviors that result in  authentic  cultures of belonging, allyship and inclusivity.. Check out this article from my colleague Andrew McCaskill on allyship at work. [https://lnkd.in/ehRGdmim] #Pride

Ending Pride Month with a reminder: let's go beyond rainbow logos. 🌈 Corporate leaders, align your actions with your vision and values. Authentic support for LGBTQ+ equity fosters a better workplace and drives long-term success. #PrideMonth #LGBTQ #InclusiveLeadership #DiversityandInclusion

With Pride Month in full swing and companies running events, designing rainbow logos, and drafting messages to show support for the LGBTQ+ community, leaders may still question if this is enough. This month, CEOs are being urged to focus on meaningful actions that align with their vision and values. Prioritize the greater good, as what's beneficial for your coworkers, consumers, and company also supports the LGBTQ+ community. Successful CEOs recognize that profitability stems from forward-thinking. Ben & Jerry's, a top-selling brand, championed LGBTQ+ rights well before it became popular, illustrating the value of visionary leadership. And while the LGBTQ+ community is large, it also has significant purchasing power, amounting to $3.9 trillion globally, highlighting clear future opportunities. LGBTQ+ employees and consumers expect corporate leaders to act with integrity, regardless of profitability, popularity, or media coverage. Take decisive actions that reflect your values to build a better future for your employees, company, and the LGBTQ+ community. #PrideMonth #LGBTQ #Inclusion #CorporateResponsibility

LGBTQ+ bei EY? LGBTQ+ und EY? Aber sicher!!! Did you know that Gen Z identifies as LGBTQ+ at nearly 6x the rate of Gen X?  Additionally, Gen Z is expected to make up 30% of the total US workforce by 2030. As the Gen Z LGBTQ+ population grows, companies must evolve to meet the needs of their changing workforce by moving inclusion initiatives to the top of their list of priorities. Sadly, many companies are missing the mark. According to our 2024 EY US LGBTQ+ Workplace Barometer, on average Gen Z LGBTQ+ employees give their employer’s inclusion efforts a C+.  Everyone deserves to feel safe and included at work each day but all too often that is not the case. Companies must do more to cultivate an environment where people feel comfortable to be themselves. Without intentional efforts to support their people, companies leave millions of dollars on the table and risk losing top talent to their competitors.  Read the full report for more on the cost of avoiding inclusion efforts and the steps companies can take to foster a safe and supportive work environment for all. ➡️

Most companies preach that they are diverse and inclusive companies, yet they base and measure their D&I on how many LGBTQ+ employees have or how many marketing campaigns include this community (nothing against them; this is just a reflection of what I see all over social) D&I is more than just one community, and it’s definitely not a trend. D&I is not about “what’s your gender” or “how do you identify yourself” statistics from application forms; D&I is all about being diverse. It’s about providing equal opportunities to people, engaging with cultural diversity, neurodiversity, physical ability, geographical diversity, and much, much more! On Thursday (03/21), we celebrated Down Syndrome Awareness Day, and I have to say I have barely seen any posts about it from these so-called D&I companies. Let’s get real; let’s embrace diversity for what it is. I am leaving you with some inspirational diversity quotes! * "Diversity in all its forms is the path to greatness." — James D Wilson * "We are all different, which is great because we are all unique. Without diversity, life would be very boring." — Catherine Pulsifer * "Diversity is the mix. Inclusion is making the mix work." — Andres Tapia #RockYourSocks #Diversity #Inclusion #IhadtoSayIt

🌈 Celebrating #Pride Month with authentic allyship and #inclusion! 🌈 As Pride Month unfolds with vibrant parades and poignant stories, it’s the perfect time to reflect on how we can support the LGBTQ community—not just in June, but all year round. Here’re a few ways to engage in meaningful allyship at home, at work, and within your community: 🏡 At home: Fostering compassion and understanding ❤️ Educate yourself and others about LGBTQ histories and issues. Use books, documentaries, and reputable online resources. 💙 Have open conversations with family members about compassion, identity, and respect. 💛 Create a home environment that celebrates and supports all identities. 💼 At work: Leading with empathy and courage 💚 Advocate for inclusive policies that support LGBTQ employees. 🧡 Organise training sessions on LGBTQ inclusion and intersectionality. 💜 Challenge discriminatory remarks and behaviours, and foster a culture of understanding and respect. 🏘️ In your community: Active participation and support ❤️ Attend Pride and LGBTQ events to show your support. 💛 Volunteer with LGBTQ organisations. 💙 Support LGBTQ-owned businesses to empower the community and strengthen local economies. #Allyship isn’t a badge; it’s an ongoing commitment to understanding, advocacy, and love. Let’s deepen our understanding, challenge our preconceptions, and take concrete steps towards a world where everyone can thrive. 🌍❤️ Read more below in #LetsTalkInclusion #PrideMonth #LGBTQAllyship #Inclusion #Diversity #CelebratePride #Inclusivity #Allyship #Together #Support

Pride Isn't Just a Month, It's My Mission 🏳️🌈 As a queer professional and DEI catalyst, Pride Month is deeply personal. It's a celebration of my journey—from hiding my authentic self in early career days to now guiding 40+ companies in embracing diversity. My story isn't unique. Too many LGBTQ+ individuals still fear being 'out' at work: 👉🏻 46% closeted in their industry 👉🏻 1-in-5 report discrimination This isn't just data; these are lives, careers, dreams. Each number represents someone who, like me once, questions if success means hiding their identity. That's why my work transcends consulting—it's advocacy. When I help a company revamp policies or launch LGBTQ+ ERGs, I see my younger self. Every inclusive benefits package, every ally training session, is a step toward a world where no one compromises identity for ambition. This Pride, I'm not just celebrating. I'm doubling down on my pledge: to transform workplaces until every LGBTQ+ professional feels the pride I now feel—everyday, unequivocally, in every office. Join me. Not for optics, but for real change. Because when we foster true inclusion, we don't just support the LGBTQ+ community—we unleash the full spectrum of human potential. Let's make pride a professional norm. Contact - [email protected] #PrideInProfession #QueerLeadership #DEIimpact #AuthenticityAtWork #PrideMonth #diversityequityinclusion #diversityandinclusion