NJ Department of Environmental Protection’s Post

Watch this video clip to learn about first steps to determining if disability inclusion is possible at your workplace. I will post the link to the entire video in the comments. https://lnkd.in/eumwfzAF

Our final Wednesday Word of the Week for Pride Month is 𝗮𝗹𝗹𝘆. An 𝗮𝗹𝗹𝘆 is someone who helps, supports, or advocates for people who are part of a marginalised or mistreated group when they are not a member of the group themselves. The first written record of the word 𝗮𝗹𝗹𝘆 was in 1380, when it referred to a relative or relation. Since then, the use of it has grown to have several related meanings, all of which stem from the primary definition: a person who helps or supports someone else, first used in this context in 1406. 𝗔𝗹𝗹𝗶𝗲𝘀 are vital for groups that are discriminated against to help ensure their basic rights and their ability to be happy and successful in society. When people who are not part of the group practise active 𝗮𝗹𝗹𝘆𝘀𝗵𝗶𝗽, they add effective and powerful voices in the stand for the equal and fair treatment of people different to themselves. Is there anyone you’re an 𝗮𝗹𝗹𝘆 for? How do you demonstrate 𝗮𝗹𝗹𝘆𝘀𝗵𝗶𝗽? #CopywriteRight #WednesdayWord #ally #allyship #PrideMonth

A Culture of Honor - What would our nation look like if we practiced this principle? What impact could we have on our country, region, city, community, and neighborhood if we outdid one another by showing honor? What could your workplace look like? How would your family be impacted? How could your team benefit from a competition of one upping each other in honor? I think this one principle could change the game! #CultureOfHonor

Hot take: I am NOT an ally. 💥 The word "ally" has become a label that sets the bar too low. Being supportive, open-minded, and actively engaged in allyship should be the norm, not the exception. You either make a conscious choice every day to stand for inclusivity, or you don’t. Allyship is a fundamental part of who we are, not a special title we earn. In essence, the qualities of an ally embody basic human traits, integral to how we interact with the world and each other. Are YOU ready to stand in solidarity with me as a non-ally (but ONLY if you can safely do so)? 👉🏼 Here's how you can shake things up: Ditch the Label, Embrace the Action: Forget calling yourself an ally. Show up, speak out, and act. Actions prove commitment, not titles. Challenge the Norm, Not Just the Obvious: Go beyond the easy fights. Tackle the subtle biases and norms that keep injustice alive. Live the Cause, Don't Just “Like” It: Don't just support in words or online likes. Make your daily life a reflection of the change you want to see. This post is dedicated to my Wrecking Crew, with all of my gratitude for all that you are. 🫶🏼 [Image: Angela in stark black and white, NOT being an ally.] ✊🏼💕 #Advocacy #Action #Inclusion #Revolution —— #A11yWithAngela 👈🏼 Are you following this? Ring my bell! 🌈

What do we love most about our team? That they're exactly who they are. Head to this blog post to learn more about how Applied celebrates Pride every day 👇 https://lnkd.in/ebkbyzQQ

Macduff thinks all black people are his friends. He is cute and small and uses this as leverage to get away with behaviour that larger dogs can’t. (He had a fun summer of running and stealing picnic food from parks last year) Whilst Macduff has been socialised with a lot of black people, his working assumption that all black people are his friends… it’s flawed. He isn’t always welcome. Who doesn’t he meet much, people who use electric wheelchairs. He has decided that the chair mechanism is suspicious and is on high alert when they pass him. After dragging Macduff away from another interaction with a stranger last week, it got me to thinking about my responsibility as his owner. They call it dog socialisation. You are encouraged to expose dogs to a variety of people, places and experiences at a young age. But there are parallels to how we navigate workplaces, teams and life experiences. Why don’t we intensionally decide to diversify who and how we socialise? Work with a variety of people, look for diversity in our friends and engagements… consciously look for variety and difference, so that we as people are better prepared for the world of work. So that we aren’t suspicious and barking when difference arrives in the room. #dogs #dogowners #edi #diverseteams #diversityintech #inclusiveteams #equality #diversity #inclusion #womenwholead #blackintech #livedexperience Beetroot Consulting Ltd

I recently attended a LinkedIn Live event hosted by Janice Gassam Asare, Ph.D., on her new book "Decentering Whiteness in the Workplace". In this session, she discussed Chapter 4: Decentering Whiteness in Workplace Policies. We’ve probably seen them. Policies that might seem to treat everyone the same, but in reality, have a disparate impact on Black and other marginalized employees. Here are some examples Asare shared: Domino’s Pizza used to have a policy that required male delivery drivers to be clean-shaven. Yet, Black men are more prone than white men to a painful skin condition where shaving causes inflammation and razor bumps. Also, there are some religions where having beards is part of a spiritual practice. A New York City double-decker bus company required their tour guides to wear a branded baseball hat as part of its uniform. But what if the hat didn’t fit someone with large curly hair or a turban? A company offered bereavement leave for the death of an immediate family only and initially refused to grant it to an employee whose uncle had passed away. Yet, that person grew up in a culture where aunts and uncles are considered immediate family, often living together. As Asare explained in Chapter 4, “Her company had created a seemingly neutral policy that actually centered the white American family structure to the detriment of other cultures.” Asare implores us to review our legacy workplace policies and ask: Why is this specific policy in place? Is this policy inclusive of employees from different racialized populations? She also recommends inviting employees to provide feedback about workplace policies to help determine which are ineffective and inequitable. Consider reviewing just one policy for inclusivity. And then keep going. — This is an excerpt from my “5 Ally Actions” newsletter on December 8, 2023. Subscribe and read the full edition at https://lnkd.in/gJApP5cV #BetterAllies #Allyship #InclusionMatters #Inclusion #DEI #Diversity #Allies 🙏

Juneteenth, also known as Freedom Day, commemorates the end of slavery in the United States. On June 19th, 1865, the news of emancipation finally reached enslaved people in Texas, marking a pivotal moment in the fight for freedom and equality. Celebrating Juneteenth at work is a powerful way to honor this historic event and promote diversity and inclusion. From hosting educational workshops like our friends at NFP, an Aon company, to organizing cultural events, community service initiatives, hosting book and film clubs to inviting expert speakers to join your team, there are a lot of meaningful ways businesses can celebrate and honor Juneteenth. For more ideas, we highly recommend this article featuring 45 unique ways to celebrate Juneteenth at your workplace. These ideas help educate employees while having fun and bring people together through shared experiences. #DEIBadvisory #DEIconsulting #Juneteenth #DiversityandInclusion

Today, Chuhak & Tecson’s D&I Council is proud to recognize Left Handers Day — a day to celebrate being left-handed and living in a world designed for right-handers. The science in this area indicates that the brain is the cause, as right-handed people are led by the left side of the brain while left-handers are more “right brained.” Being ‘right brained’ suggests that left-handers are more creative, analytical, verbal and have better language skills, according to Robert S. Herbst a left-handed attorney, wellness expert, motivational speaker and powerlifter. Today, firm president, Mitch Weinstein, shared some of his own thoughts with us: “Did you know that 12% of the world is left handed? Neither did I, but as a proud left-hander, I know full well what it is like to live in a world very much designed for right-handed people. Growing up, two of my least favorite school memories were: (1) having to locate special scissors, always smaller, with the green handle, to try and cut things (drop by my office today and you can sample my left-handed pair of scissors!); and (2) not being able to regularly use those ultra-cool erasable ink pens (I could use them, but the smudging that occurred on the side of my left hand was a huge mess). “Even though we left-handers represent 12% of the population, we only get 1 out of 365 days a year to be recognized! That seems way out of proportion but I, along with my left-handed peers, are in good company with notables such as Presidents Bush (H.W.), Clinton, Ford, Obama and Reagan; sports legends LeBron James, Phil Mickelson, Martina Navratilova and Babe Ruth; inventors and thinkers Aristotle, Albert Einstein, Benjamin Franklin, Bill Gates and Mark Zuckerberg; and celebrities Lady Gaga, Jimmy Hendrix, Jennifer Lawrence, Sir Paul McCartney and Oprah Winfrey. In any event, as we strive to focus on inclusiveness here at our firm, we acknowledge that whether you are right brained, left brained, left-handed, right-handed, or even ambidextrous, we are #OneFirm at Chuhak & Tecson — 365 days a year.” #LeftHanders #Inclusion #ChuhakandTecson #Righttherewithyou

Allyship is a year-round effort, so let's use this Pride month as an opportunity to check in. Here are some steps to becoming a better ally in your community: 🤍 Support and Amplify: Support and highlight the achievements of underrepresented individuals. Share their work and advocate for their ideas. 🎧 Listen and Learn: Listen without judgment and be curious about other people's stories. 📢 Speak Up: Use your platform to address injustices and call out discrimination. Silence can be complicit—let your voice be a tool for change. Allyship is a continuous journey. Some actions are easier than others, but each step brings us closer to a more inclusive workplace.  #Allyship #Support #Community