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How can you support your LGBTQIA+ colleagues and make work more inclusive? Here are 2 key Psychological Safety lessons from the LGBTQ+ Community. 1️⃣ Authentic Self Bringing your Authentic Self to work isn't a new conversation. It is one we have been having for years within the LGBTQ+ community and behind closed doors in workplaces. Many older LGBTQ+ individuals in the UK grew up without access to LGBTQ+ representation or a safe space to explore their sexuality, due to the historical implementation of Section 28. Conversely, non-LGBTQ+ individuals were deprived of education about LGBTQ+ experiences. The lasting repercussions of these circumstances are still evident today, both within workplaces and broader society, manifesting as miscommunications, misunderstandings, animosity, aggression, shame, abuse, bullying and harassment. Consequently, we have learned to adjust and adapt and not bring our Authentic Self to work. 🔹 To support your LGBT+ colleagues, focus on creating safe spaces so they feel comfortable and confident to bring their Authentic Self to work. Start with 1-2-1 interactions with them. What steps can you take to ensure they feel safe in your presence? Then consider team meetings. How can you ensure they feel safe in a wider group? --- 2️⃣ Inclusive Communication The LGBTQ+ community offers valuable insights into creating and cultivating psychological safety; let’s look at inclusive communication. 🔹 Ensure you are not inadvertently excluding anyone in conversations. Educate yourself and your teams on the importance of inclusive language and behaviours. 🔸 Reflect and consider your intentions when communicating. Ask yourself how your words might be perceived and whether they align with your intended message. 🔹 Think before you ask questions. Consider the impact your questions might have. Would you appreciate it if someone asked you that question? Would you ask your cisgender colleagues the same question? If you wouldn't ask your Grandma, don’t ask it! 🔸 Simplify your language by using clear and precise words that leave no room for ambiguity, to ensure your message is easily understood. 🔹 Don’t be afraid to confirm whether the person has understood and interpreted your communication in the way you intended. If not, clarify your message. Tensions and conflicts occur when communication and expectations have not been clearly expressed or understood. ❓ What else would you add? #PsychologicalSafety #Inclusion #PrideMonth #Pride2024 #LGBTrights #EDI #Culture #Leadership #TheInsider

Amidst the vibrant celebrations of Pride Month, one film recommendation that deeply resonated with me was Call Me by Your Name. Beyond its poignant portrayal of love and self-discovery, the film offers a beautiful tale of a 17 year old Elio understanding his sexual orientation. What took me by surprise is the revelation that his parents were aware and in fact orchestrated the process of self-discovery and exploration. As organizations celebrate pride month and show their commitment towards supporting those from the LGBTQ+ community I wonder how many of us are championing this in our personal spaces. The movie offered valuable insights: 💛 Allyship begins at home. 💙 Belonging is when you feel accepted for who you are. 💜 Acceptance is hard but can be most rewarding to lead fulfilled lives. 👉 Organizations are wired to reward sameness - same college, same previous organization, same club, same style of dressing, same sport. 🔻 The cookie cutter landscape of our organizations and teams needs to welcome people for who they are rather than continue to promote sameness. 🌈 How can you contribute to promoting LGBTQ+ inclusivity in your workplace this Pride Month and beyond? #PrideMonth #LGBTQ #Allyship #Intersectionality #Belongingness #Inclusion #Diversity #Equality

LGBTQ+ REPRESENTATION ON BOARDS 🏳️🌈🏳️⚧️ Today, 7% of the population identifies as LGBTQ+ in the US. However, less than 1% of board directors identify as LGBTQ+. I’m sharing an insightful article from Spencer Stuart written by Joel von Ranson and Sarah Van Steenburg. Here’s a bit from the article. I encourage you to read the full article and help participate in the influence for broader representation. How does your company’s Board of Director stack up with racial, gender and sexual orientation representation? Do they reflect your employees and customers? “For many LGBTQ+ directors today, it is easier to be out and be their authentic selves in the boardroom, and the directors we interviewed largely have had positive board experiences. Boards benefit from LGBTQ+ directors’ unique perspectives, including their ability to illuminate business opportunities and risks relevant to a key community for the company. Like all directors, LGBTQ+ directors have to learn how to be effective in the boardroom by building relationships, contributing on a broad range of topics, understanding the dynamics of the board and becoming fluent in the business. And, like other directors, they want to serve on boards where they feel welcomed and can have an impact. Most will choose to serve on boards with open, flexible cultures that value the unique perspective they bring.” Association of LGBTQ+ Corporate Directors Betsy Bernard #lgbtq NACD (National Association of Corporate Directors) #future #ceo https://lnkd.in/erFG82Wg

Inclusion cannot be left to chace; it should be intentional. 5 reasons why your organisation should be LGBTQ+ inclusive: 1. Your organization will experience higher levels of productivity, especially from employees belonging to the LGBTQ+ community, as they feel safe and included. 2. You will experience higher retention rates, irrespective of the sexual orientation or gender identity of your employees. 3. Your organization will be perceived as socially responsible and progressive. 4. Research suggests that LGBTQ+ inclusive organizations have higher profits and stock market valuations. 5. LGBTQ+ adults are more likely to switch to your products and services, even if your brand is more expensive. Madhujit Singh Bhavana Arora Priya Iyengar Keerthika Rajaram #LGBTQInclusion #LGBTQAI+ #CelebratingPride #DEI #DiversityAndInclusion #WorkplaceEquality #WorkplaceEquity #IntentionalInclusion #InclusionAtWorkplace #EmployeeFirst #InclusiveWorkplace #SocialResponsibility #BusinessGrowth #EmployeeRetention #ProgressiveBusiness #HigherProfits #brandloyalty #PrideMonth #CelebratingPride

The world can be a dangerous place for LGBTQ+ people. If you're in HR or involved sending staff abroad for work, are you aware of what your LGBTQ+ will be facing in their decisions? To find out whether your company is LGBTQ+ inclusive and especially for global working, here are 4 key questions to ask: 𝟭. 𝗗𝗼 𝘀𝘁𝗮𝗳𝗳 𝗳𝗲𝗲𝗹 𝘀𝗮𝗳𝗲 𝘁𝗼 𝘀𝗮𝘆 𝗻𝗼? Do your LGBTQ+ staff feel comfortable saying no to a location because they are LGBTQ+ and they're worried about their personal safety in that location. Will a 'no' impact the future security of their position? 𝟮. 𝗗𝗼 𝘆𝗼𝘂 𝗲𝘅𝗽𝗲𝗰𝘁 𝘆𝗼𝘂𝗿 𝗟𝗚𝗕𝗧𝗤+ 𝘀𝘁𝗮𝗳𝗳 𝘁𝗼 𝗰𝗼𝗺𝗽𝗿𝗼𝗺𝗶𝘀𝗲 𝘁𝗵𝗲𝗶𝗿 𝗶𝗱𝗲𝗻𝘁𝗶𝘁𝘆? Everyone is different and it's up to the staff member to choose whether they want to compromise their identity to accept a posting abroad. It's an individual's choice. The company should never ask it of the staff member. 𝟯. 𝗖𝗮𝗻 𝘆𝗼𝘂 𝗹𝗲𝗮𝘃𝗲 𝘆𝗼𝘂𝗿 𝘀𝗽𝗼𝘂𝘀𝗲/𝗽𝗮𝗿𝘁𝗻𝗲𝗿 𝗮𝘁 𝗵𝗼𝗺𝗲? A company should never ask a LGBTQ+ staff member to leave their spouse/partner behind to make it easier for the company. LGBTQ+ relationships need to be considered in their wholeness and it is not okay to ask staff to consider leaving their spouse behind based on their sexuality. 𝟰. 𝗗𝗼 𝘆𝗼𝘂 𝘁𝗿𝘂𝘀𝘁 𝘆𝗼𝘂𝗿 𝗟𝗚𝗕𝗧𝗤+ 𝘀𝘁𝗮𝗳𝗳 𝗺𝗲𝗺𝗯𝗲𝗿'𝘀 𝗮𝘀𝘀𝗲𝘀𝘀𝗺𝗲𝗻𝘁? Safety does not look a certain way. It's how people feel, and every person will feel safety differently. If an LGBTQ+ member of staff does not feel safe living and working in another country, then the company needs to accept that. Whilst a company may think it's okay, LGBTQ+ lived experiences will say differently. Just like Standpoint Theory, LGBTQ+ people are qualified to know where is safe and where is not. Their opinions and experiences should stand as fact and no company should attempt to persuade otherwise. What other questions would you add? #lgbtqinclusion #dei #inclusion #globalbusiness #hradvice #hrpolicies

I spend a lot of time on LinkedIn acknowledging the hard work and progress that my staff and our learners make on our programmes, and rightly so. But today, it’s the first day of LGBT History Month, and it’s time to also acknowledge the progress we have made in the world to create a more inclusive and accepting workplace environment for the LGBTQ+ community. I realise as an openly gay woman how important it is for me to speak up, and speak clearly. So many people face adversity in the workplace and are afraid to be who they are, for fear of rejection or not conforming to a society that doesn’t quite “fit”. You don’t NEED to be loud, you dont even NEED to say you’re proud …. You just NEED to simply, be YOU. I am so humbled to manage an incredibly diverse team with a range of backgrounds, cultures, sexualities, ages, religions - and without that diversity - we quite simply wouldn’t be US! Whilst so much progress has been made, there is still work to be done. Many LGBTQ+ individuals continue to face challenges and discrimination in the workplace, particularly in certain industries or regions where acceptance may be slower to evolve. It is important for all of us to continue advocating for equal rights and creating safe and inclusive spaces for everyone, regardless of their sexual orientation or gender identity. I am celebrated at work for my skills, experience, knowledge and abilities. I celebrate the same in my team. Be whoever the hell you want - and if you can’t be that, my advice is - find somewhere else you can be. #diversity #LGBThistory24 #justbeyou #prideawareness #prideatwork

Behind everyone there is a story of resilience, struggles, self-doubt, love, compassion and more. Mine is not the exception, I have been far from my hometown for 5 years now. Whenever I think about the concept I have as "home", is now people I care about, more than anything else really. Crossing borders is more than just taking a plane, it means to rediscover and reinvent yourself at all levels, also professionally. For this reason, I feel so honoured to have the chance to speak about this during a panel designed by myGwork - LGBTQ+ Business Community. 😍😍😍 I'm going to be participating as a featured speaker at #WorkPride #2024, myGwork - LGBTQ+ Business Community's annual virtual #global #LGBTQ+ #conference - and I can't wait to see you all there! 👌 When? - 21st June Time - 14h BST - 15h CET Sign up for free at:  https://lnkd.in/d3Zch_x6 I truly hope my words, my work and my life experience enlighten those who are just starting in it. I have been in this ride for quite sometime to know how hard it is, how much commitment it takes, and how much drive one needs to have to focus on achieving those dreams we have, without getting insane for the obstacles we have to overcome. #workingwithpride #workpride #Immigration #workforce #HR #talentdevelopment #DEI #DEIB #LGTBIQ+ #Conference #Pride #Globalteams

🌈 Celebrating Pride Month Meaningfully with Diversiti UK 🌈 As Pride Month unfolds, it's crucial for businesses to reflect on their role in fostering inclusive and welcoming workplaces for the LGBTQ+ community. At Diversiti UK, we are dedicated to promoting diversity and acceptance, ensuring that every individual feels valued and respected. 📊 Did you know? According to YouGov, one in five LGBT+ people in the UK have experienced a hate crime or incident in the last 12 months. These statistics highlight the urgent need for businesses to actively support LGBTQ+ rights. ✨ Why It Matters: - Discrimination affects at least 10% of people due to sexuality or gender prejudice. - 78% of LGBTQ+ adults and their allies are likely to support brands that align with their values. Whether you're a small business or a large organisation, there are practical steps you can take to make a difference. From inclusive recruitment practices to seeking external support, every effort counts. 🚀 Discover How to Celebrate Pride Month Meaningfully: - Embrace intersectionality and diversity within the LGBTQ+ community. - Avoid generalisations and make your communications authentic. - Understand the business benefits of genuine inclusivity. Let's make this Pride Month more than just a celebration—let’s make it a commitment to lasting change. 🔗 [Read our latest blog post to learn more] https://bit.ly/3VsLL9L #PrideMonth #LGBTQ #Inclusion #Diversity #WorkplaceInclusion #DiversitiUK #Allyship

Only 52% of LGBTQ+ workers in the UK are comfortable to be out in the workplace about their sexual orientation, according to recent research from Deloitte. This shocking statistic means that just under half of the LGBTQ+ community don’t feel they can be their true selves at work. It needs to change! Reflect is the UK's first not-for-profit, CIC influencer talent management agency and we are proud to represent and manage creator talent from the LGBTQ+ community, to help us achieve our vision of making the media inclusive for all. We help brands and companies to create diverse and inclusive marketing campaigns, and internal employee and stakeholder communications. If you are interested in learning more about how we can help your brand, please reach out to Jax Blake at jblake@therivergroup.co.uk. #LGBTQ+ #InclusivityandDiversity #InclusiveTalent #RepresentationMatters #InclusiveMedia Alt Text An image containing the quote “Only 52% of LGBTQ+ workers in the UK are comfortable to be out in the workplace" - Deloitte