The Aaron's Company, Inc.’s Post

As many employers mark Pride Month with various events to raise awareness, a global survey highlights that discrimination and prejudice remains prevalent for nearly half of LGBTQ+ employees who responded. Feelings of isolation at work and not being able to be themselves at work is forcing 1 in 3 to quit their jobs. Barriers to career progression and development are a concern and the survey findings highlight the need for employers to take urgent action. Outdated attitudes, inappropriate comments and a culture of not speaking up is creating an unwelcoming envoronment for many LGBTQ+ employees. Raising awareness of the discrimination that LGBTQ+ community faces is not once month a year it should be everyday. What as an employer and leader are you doing to ensure you are acting on the data and taking action to make your workplace more inclusive for LGBTQ+ employees? ------------------------ I'm Victoria, Founder of Inclusion 365 and DE&I Consultant helping busy HR and DE&I Leaders to transform their workplace cultures into thriving, safe and inclusive places to work by embracing difficult conversations and rising above the corporate bullsh*t, we bring bold, creative, data-driven responses, ensuring you and your team can embed inclusion into your everyday decisions, behaviours, actions, and communications. Sign up to my newsletter for latest insights, news and forthcoming events: https://lnkd.in/efp999U7 https://lnkd.in/eBQTaGY4

How is your organization partnering with LGBTQ+ employees to ensure inclusion and belonging in the workplace?

How is your organization partnering with LGBTQ+ employees to ensure inclusion and belonging in the workplace?

How is your organization partnering with LGBTQ+ employees to ensure inclusion and belonging in the workplace?

Had so much fun serving as a Pride Month panelist for Industrious this afternoon! Big thank you to my fellow panelist B Harper-Kelly; and to Sam Pessin, Joshua Skeeter, Brent Remby, Maxim Ross and the Industrious team for hosting. We talked about all things emotional intelligence, LGBTQ inclusion, and more - some highlights below: 🧠 Building emotional intelligence in workplaces is critical to building safe workplace environments for LGBTQ+ employees. This includes systems for team building and exposure, but also the simple things, like systems for gauging and managing employee stress, overwork, and burnout. 🤝 Companies should hire diverse talent because it’s the right thing to do — but on top of that, there’s a demonstrated business case for doing so, with diverse teams ranking high on dozens of dimensions of performance. 🌈 LGBTQ+ inclusion programs — from hiring to team culture initiatives — can and must be intersectional and trans-inclusive. Programs should recognize the breadth of LGBTQ+ identities and experiences under the LGBTQ+ umbrella. 💸 Companies best serve queer and trans colleagues when they put their money where their mouth is — from offering trans-affirming healthcare benefits to ensuring equality in pay and promotion opportunities. Real investment in equitable workplaces takes not just good intentions, but capital. Thanks to the Industrious crew for organizing this amazing program – excited to stay connected going forward! #PrideMonth #LGBTQ #inclusion

Promoting LGBTQ+ inclusion in the workplace is crucial for attracting and retaining Gen Z employees. Research by myGwork revealed that 66% of university students and graduates would consider leaving a job if they couldn't be open about their identity at work. Young individuals are more likely to embrace their true selves if they feel their employer is genuinely dedicated to fostering inclusivity. Unfortunately, a concerning statistic shows that six out of 10 Gen Z employees face discrimination in their workplace or educational environment. Moreover, seven out of 10 would revert to concealing their identity if they didn't feel safe. To learn how to cultivate LGBTQ+ inclusivity in your organization, check out this insightful Forbes article: https://rpb.li/Rsw7 #inclusivity #LGBTQ+ #workplace #pride

If you are thinking about how to refresh your organisation's approach to Equity, Diversity and Inclusion; need a new strategy; an independent analysis of what you have achieved and where to go next; a key note speaker; workshop leader or just want to sense check your own thinking then we're here to help - please reach out for a conversation if you would like to know more and how David R. Blackburn Chartered CCIPD CCMI is already working with clients in this space to deliver measurable results 😊 #equitydiversityandinclusion #multiawardwinning #hrmostinfluential #davidrblackburnconsulting

Last year as part of the Global Chief People Officer programme at the Cambridge Judge Business School I took Diversity, Equity and Inclusion: DEI Strategies for Business Impact as one of my specialist electives. The course provided measurable, informative, evidence based research and data which time and time again demonstrated the real business impact of creating an inclusive working environment where everyone feels that they truly belong and can truly be themselves. EY's 2024 US LGBTQ+ Workplace Barometer published earlier this year highlights that in the US alone the LGBTQ+ community comprises nearly 14 million adults and is growing rapidly due in part to the fact that members of Generation Z, also known as Gen Z (i.e., people born between 1997 and 2012), are six times more likely than Generation X to identify as LGBTQ+ So cultivating an inclusive workforce that truly reflects the rich diversity of our broader world by promoting LGBTQ+ inclusion, visibility, belonging, career advancement and representation is good for business. As the report highlights: Leaders who are vocal and passionate about their LGBTQ+ advocacy, supported by dynamic programming and an intersectional approach that builds trust with and engages all LGBTQ+ employees, will be best positioned to foster goodwill and build value for the long term. To build a workplace where colleagues feel psychologically safe should be central to all our strategies this IDAHOBIT Day and everyday. The CIPD's own research into Trust and Psychological safety published in February highlighted the importance of workplaces where colleagues believe that everyone is treated with respect, offered equitable opportunities and is a safe environment to speak up and out. All organisations should implement a transparent, anonymous and easily accessible reporting channel for employees who face discrimination or harassment at work and ensure appropriate investigations protocols around addressing credible complaints and protecting reporting employees from retaliation - not just today but always. Let's celebrate how far we have come but recognise how far there still is to travel; let's seek to understand without judgement; let's be better allies across the whole incredible queer community; let's not walk on by but stand shoulder to shoulder in our commitment to make things better #IDAHOBIT2024 #LGBTQ+ #Queercommunity #diversityequityandinclusion

Creating an inclusive and respectful workplace is essential in today's diverse work environment. Educating and training staff on LGBTQ+ issues is a key step in achieving this goal. Here’s why it's important: 1. Enhancing Understanding and Awareness Training helps employees understand LGBTQ+ issues, including gender identity, sexual orientation, and correct pronoun usage. This awareness reduces misunderstandings and fosters acceptance. 2. Reducing Discrimination and Bias Addressing unconscious biases through training promotes empathy and reduces discrimination. Employees learn to recognize and challenge their biases, leading to a more equitable workplace. 3. Improving Employee Well-being and Productivity Inclusive workplaces positively impact the mental health and well-being of LGBTQ+ employees. Feeling safe and accepted boosts engagement, motivation, and productivity. 4. Strengthening Team Cohesion and Collaboration Inclusive training fosters team cohesion and unity. Respecting diverse identities enhances collaboration and innovation, bringing a variety of perspectives to the table. 5. Enhancing Company Reputation Companies that prioritize LGBTQ+ inclusivity are seen as progressive and socially responsible, attracting top talent and loyal customers who value diversity. Educating and training staff on LGBTQ+ issues is crucial for creating a respectful and inclusive work environment. By investing in comprehensive training, companies can foster a culture where every employee feels valued, leading to a more dynamic and successful organization. #Inclusion #LGBTQ #WorkplaceDiversity #EmployeeTraining #Equality #Respect #TeamCohesion #MentalHealth

Active Allyship: Ensuring LGBTQ+ Employees Feel Supported and Included In recent years, the importance of creating an inclusive and supportive work environment for LGBTQ+ employees has become increasingly recognized. As companies strive to foster diversity and inclusion within their organizations, it is essential for leaders and colleagues to actively engage in allyship to ensure that all employees feel valued, respected, and supported. Active allyship goes beyond simply being tolerant or accepting of LGBTQ+ individuals – it involves taking concrete actions to advocate for and support their rights and well-being. By actively demonstrating support for LGBTQ+ employees, allies can help create a more inclusive and affirming workplace culture. Here are some key ways in which you can engage in active allyship to ensure that your LGBTQ+ employees feel supported and included: 1️⃣Educate Yourself Take the time to educate yourself about LGBTQ+ issues, terminology, and experiences. By expanding your knowledge and understanding, you can better support and advocate for your LGBTQ+ colleagues. 2️⃣Listen and Learn Actively listen to the experiences and perspectives of LGBTQ+ individuals within your organization. Create opportunities for open and honest dialogue, and be willing to learn from their experiences. 3️⃣Speak Up Use your platform and influence to speak out against discrimination and advocate for LGBTQ+ rights within your organization. Be vocal in your support for inclusive policies and practices. 4️⃣Provide Resources and Support Ensure that your LGBTQ+ employees have access to resources and support networks within the workplace. Consider offering training and development opportunities specifically tailored to LGBTQ+ individuals. 5️⃣Challenge Stereotypes and Bias Take a stand against harmful stereotypes and biases that may exist within the workplace. Challenge discriminatory language or behavior when you encounter it, and work to create a more inclusive and respectful environment for all employees. By actively engaging in allyship, you can help create a workplace where all employees feel valued, respected, and included. Together, we can work towards creating a more inclusive and affirming environment for LGBTQ+ individuals within the workplace. Are you committed to being an active ally for your LGBTQ+ colleagues? Share your thoughts and experiences in the comments below. Let's work together to create a more inclusive and supportive workplace for all. #Allyship #LGBTQ+ #Inclusion #Diversityandinclusion #Workplaceculture