Hacking HR’s Post

Inclusion is progress, progress is success!

For Pride this year, alongside celebrating progress made, lets also take the time to reflect on what more needs to be done – on the concrete steps organizations can take to embed LGBT+ inclusion in the workplace. Deloitte Global’s 2023 LGBT+ Inclusion @ Work survey report found that the majority of the 5,474 respondents in workplaces across 13 countries say they highly value being out at work - yet less than half feel comfortable being out about their sexual orientation or gender identity with everyone in the workplace. Why this lack of comfort? Concerns about being treated differently, #discrimination and #harassment and personal safety. So much more remains to be done. Learn more about the actions that employers can take to support their #LGBT+ employees at work. #LGBTatWork https://lnkd.in/eWWXgX3g

Is your workplace LGBT+ friendly? A significant percentage of LGBT+ individuals report not feeling safe at work. Various studies and surveys have highlighted this issue. For instance, according to the Human Rights Campaign's 2018 report, 46% of LGBTQ workers say they are closeted at work, indicating a lack of safety or comfort in expressing their true selves. Today is International LGBT+ Pride Day, commemorating the Stonewall Riots, which began on June 28, 1969, and are considered pivotal in the fight for LGBT rights. Employers need to understand and prioritise the importance of fostering an inclusive, respectful, and supportive workplace environment. This involves treating all employees with respect and ensuring equal opportunities regardless of sexual orientation or gender identity, including fair treatment in hiring, promotions, pay, and access to resources. We can create safe spaces where individuals feel valued and secure by implementing and enforcing clear non-discrimination policies that explicitly include protections for LGBT+ employees. A culture of inclusion means diversity is celebrated, and everyone feels comfortable being their authentic selves. We look forward to a world in which LGBT+ employees feel respected, supported, and empowered to contribute fully, leading to more diverse, innovative, and productive organisations. #DEI #LGBT #Pride #PrideMonth

Even today, many #LGBTQ+ people hide their identity in the workplace. On this #PrideMonth, we at #DaiichiSankyoEurope are committed to championing diversity and inclusivity at work, and ensuring all employees feel seen and heard 🏳️🌈🌈 As one of our core behaviours, ‘Be Inclusive & Embrace Diversity’ suggests, we champion everyone’s unique differences. Read our employees’ insights into the supportive and inclusive working environment we strive to create at Daiichi Sankyo below 👇 #InclusivityAndDiversity

🌈 In honor of International Coming Out Day, it’s important to recognize that coming out is not just a moment - it’s a journey. For many LGBTQ+ employees, the fear of being themselves at work is still genuine, leading to stress and hiding their identities. Creating a truly #inclusive workplace means ensuring everyone feels safe to be their authentic selves. When we foster such environments, we unlock greater engagement, creativity, and productivity. Swipe through to learn more about these challenges and how to support #LGBTQ+ inclusion. Let’s make workplaces better for all! At Gender in Detail, we offer consulting to help your organization create a supportive and inclusive culture. #ComingOutDay #LGBTQInclusion #WorkplaceEquality #SafeWorkplaces #DiversityMatters

Its National Inclusion Week (created by Inclusive Employers) and this year's theme is Impact Matters. Here at Reed, members of our Inclusion Working Groups are taking the week to look at the impact our work to date has had so far, as well as the impact we aim to have in the year ahead. As one of our LGBTQ+ Ambassadors I have been able to see the impact of our work in how it affects our co-members on a day-to-day basis. This can be seen nowhere more clearly than in the changes we have made for our trans and non-binary co-members. Over the past few years, we have created, as well as refined and updated a transitioning at work policy, providing support and guidance for transitioning co-members as well as their managers and teams. We have updated all of our policies to remove gendered language wherever possible and made sure to explicitly include co-members of all genders, ensuring we do not unintentionally exclude. I have seen the impact of this in the success of trans co-members who have come into their own both personally and professionally, particularly over the past year, in no small part due to being supported at work. This very direct and personal impact is probably my proudest achievement as a member of our working groups. #ImpactMatters #LifeAtReed #LGBTQ+ #NationalInclusionWeek

This week on the HR Room Podcast, Liam Barton & Eoin Lyons had the opportunity to sit down with Samuel Riggs, Equality, Diversity & Inclusion Manager at Iarnród Éireann Irish Rail and 2024 Diversity Champion Recipient at the CIPD Ireland awards🎙️🚂 In a 2023 study completed by Indeed, it uncovered the following findings👇 🔎 Over half (53%) of respondents who identify as LGBTQ+ felt discriminated against at work 🔎 92% of respondents stated they were 'out' at work 🔎 Only 34% were 'out' to everyone they worked with 🔎 57% disclosed this only to those they trusted at work Although we see fantastic groups constantly pushing the inclusion agenda forward, and some employers doing good work in this area, it seems like there’s still so much more we need to understand, and so much more we need to do. So how do we turn awareness into action? 🎧 Listen to the full podcast to find out 🔗 https://lnkd.in/e9ukGCFz  #DiversityandInclusion #LGBTQ+ #HR #HRConsulting #InsightHR #HRSupport

Looking to build a thriving 𝐋𝐆𝐁𝐓+ 𝐄𝐑𝐆 in your organization? We've got the roadmap! 🌈 Building an #ERG sends a powerful message: your company values diversity and inclusion. It also creates a safe space for LGBT+ employees to connect, share experiences, and contribute their unique talents. 🤝 ERGs are more than just groups - they're communities that foster belonging, professional development, and advocacy for LGBT+ inclusion within the organization. 𝐒𝐰𝐢𝐩𝐞 𝐭𝐡𝐫𝐨𝐮𝐠𝐡 𝐟𝐨𝐫 𝐬𝐭𝐞𝐩-𝐛𝐲-𝐬𝐭𝐞𝐩 𝐠𝐮𝐢𝐝𝐚𝐧𝐜𝐞 𝐨𝐧 𝐬𝐞𝐭𝐭𝐢𝐧𝐠 𝐮𝐩 𝐲𝐨𝐮𝐫 𝐄𝐑𝐆, based on our recent case study with a leading FMCG organization, and learn valuable insights you can implement right away! ➡️📝 ====== Ready to create or revitalize an ERG in your organization? Contact us at DEI@thepridecircle.com for guidance tailored to your unique needs.  ====== Together, let's create a workplace where everyone belongs! 🌈 #WorkplaceEquality #InclusionMatters #DEI #EmployeeEngagement #ERG #Pride #LGBTInclusion #BelongingAtWork #InclusiveWorkplace

🌈 Global businesses are adapting to a more proactive role in championing the rights and well-being of LGBTQ+ employees. Buro Happold, a global engineering consultancy and DHN Co-founder, has embraced this change by establishing a forum for open dialogue. This initiative, known as ‘Courageous Conversations,’ aims to understand and navigate the legal changes affecting employee welfare, particularly in the United States. 💡 In our latest blog, we spotlight on a dedicated group of Buro Happold employees in the US who talked to us about the societal and legal landscape that gave rise to Courageous Conversations. Through their experience, they are uncovering valuable insights and learnings, championing this initiative for other global companies facing similar challenges. 💚 Check out the blog at this link: https://lnkd.in/dbvWnhFr FairHeat Bring Energy Triple Point Heat Networks Investment Management Vital Energi Utilities Limited Vattenfall Business Solutions UK Department for Energy Security and Net Zero #pridemonth24 #pride #lgbtq #courageousconversations #workplace #inclusion #equality #diversity #companyculture

Inclusivity is a core value I hold dearly, but a past experience taught me how complex and nuanced it can be. At a previous workplace, our manager proposed making all of the shared staff toilets all-gender to support our LGBTQ+ staff. I was genuinely excited by the intention—it’s critical to ensure everyone feels welcome and respected. But when I raised a question about staff with religious or cultural obligations requiring gender-specific or single toilets, the response floored me: “There’s an old single toilet at the back if they want to be particular.” I remember thinking: Inclusivity isn’t about making some folks feel seen while sidelining others. True inclusion means finding solutions that work for everyone, not creating accessibility for some at the expense of others. A thoughtful approach could have been offering a mix of all-gender, gender-specific, and private facilities (with disabled access), ensuring that no one’s needs or values were overlooked. This experience has stayed with me and shapes how I approach leadership today. Building inclusive spaces takes effort, empathy, and the willingness to listen to all voices. Inclusive practices can be challenging, yet it truly goes a long way for staff to feel included. #Inclusion #InclusivePractices #Wellbeing #RemoveBarriers #ChooseInclusion #InclusiveWorkSpaces