Pride in Diversity’s Post

We are thrilled to announce that another 2 organisations have successfully achieved Bronze Tier Status in their AWEI Foundation Submission. This is a remarkable accomplishment and a testament to their dedication to LGBTQ+ workplace inclusion throughout Australia. It represents a significant milestone in advancing the efforts of these organisations to make clear and tangible commitments to equity for their employees and customers. Congratulations to the following organisations who achieved this in the month of July: · MORRISON · Transport Accident Commission (TAC) These organisations who obtain Bronze Tier Status this year are in addition to 148 organisations who achieved this during the last Submission year, many of whom went on to reach a higher Tier recognition. The AWEI Submission has now entered its thirteenth year, and during this time, it has seen substantial changes in both its processes and structure. The latest changes have been implemented to accommodate the diverse range of submitters more effectively. To achieve Bronze Tier Status within the AWEI Foundation Submission, participating organisations must obtain 80% of allocated points. Once this is achieved, organisations are eligible to submit an AWEI Advanced Submission in effort to obtain Silver, Gold or Platinum Tier Status within this benchmark. Work done within this part of the AWEI is no small feat, as it means these achievers have established the baseline of LGBTQ+ inclusion efforts within their organisation, with the intent to continue and progress in this journey for employees and customers. All final winners, results and achievements of the current Submission year are announced at the annual Australian LGBTQ+ Inclusion Awards in May 2025. To learn more visit: https://lnkd.in/gxgrvqKp *Note: Organisations are listed alphabetically. Those listed as ‘not yet for publication’ are awaiting their final results of the AWEI Advanced Submission. #PrideInDiversity #LGBTQ #Inclusion #Equality #Awareness #Diversity #Visibility #Workplace #Australia #AWEI #Pride

We are thrilled to announce that another 4 organisations have successfully achieved Bronze Tier Status in their AWEI Foundation Submission. This is a remarkable accomplishment and a testament to their dedication to LGBTQ+ workplace inclusion throughout Australia. It represents a significant milestone in advancing the efforts of these organisations to make clear and tangible commitments to equity for their employees and customers. Congratulations to the following organisations who have most recently achieved Bronze Tier Status: · Bristol Myers Squibb · IKEA · Mirvac · Murdoch University These organisations who obtain Bronze Tier Status this year are in addition to 148 organisations who achieved this during the last Submission year, many of whom went on to reach a higher Tier recognition. The AWEI Submission has now entered its thirteenth year, and during this time, it has seen substantial changes in both its processes and structure. The latest changes have been implemented to accommodate the diverse range of submitters more effectively. To achieve Bronze Tier Status within the AWEI Foundation Submission, participating organisations must obtain 80% of allocated points. Once this is achieved, organisations are eligible to submit an AWEI Advanced Submission in effort to obtain Silver, Gold or Platinum Tier Status within this benchmark. Work done within this part of the AWEI is no small feat, as it means these achievers have established the baseline of LGBTQ+ inclusion efforts within their organisation, with the intent to continue and progress in this journey for employees and customers. All final winners, results and achievements of the current Submission year are announced at the annual Australian LGBTQ+ Inclusion Awards in May 2025. To learn more, please visit: https://lnkd.in/gxgrvqKp *Note: Organisations are listed alphabetically. #PrideInDiversity #LGBTQ #Inclusion #Equality #Awareness #Diversity #Visibility #Workplace #Australia #AWEI #Pride

We are thrilled to announce that another 5 organisations have successfully achieved Bronze Tier Status in their AWEI Foundation Submission. This is a remarkable accomplishment and a testament to their dedication to LGBTQ+ workplace inclusion throughout Australia. It represents a significant milestone in advancing the efforts of these organisations to make clear and tangible commitments to equity for their employees and customers. Congratulations to the following organisations who achieved this in the month of August: · Ausenco · ACCC · BNY · P&N Group · Virgin Australia These organisations who obtain Bronze Tier Status this year are in addition to 148 organisations who achieved this during the last Submission year, many of whom went on to reach a higher Tier recognition. The AWEI Submission has now entered its thirteenth year, and during this time, it has seen substantial changes in both its processes and structure. The latest changes have been implemented to accommodate the diverse range of submitters more effectively. To achieve Bronze Tier Status within the AWEI Foundation Submission, participating organisations must obtain 80% of allocated points. Once this is achieved, organisations are eligible to submit an AWEI Advanced Submission in effort to obtain Silver, Gold or Platinum Tier Status within this benchmark. Work done within this part of the AWEI is no small feat, as it means these achievers have established the baseline of LGBTQ+ inclusion efforts within their organisation, with the intent to continue and progress in this journey for employees and customers. All final winners, results and achievements of the current Submission year are announced at the annual Australian LGBTQ+ Inclusion Awards in May 2025. To learn more, please visit: www.pid-awei.com.au/awei *Note: Organisations are listed alphabetically. Those listed as ‘not yet for publication’ are awaiting their final results of the AWEI Advanced Submission. #PrideInDiversity #LGBTQ #Inclusion #Equality #Awareness #Diversity #Visibility #Workplace #Australia #AWEI #Pride

🏆We are thrilled to announce that another 2 organisations have successfully achieved Bronze Tier Status in their AWEI Foundation Submission. This is a remarkable accomplishment and a testament to their dedication to LGBTQ+ workplace inclusion throughout Australia. It represents a significant milestone in advancing the efforts of these organisations to make clear and tangible commitments to equity for their employees and customers. 👏Congratulations to the following organisations who achieved this in the month of September: · Alcon Laboratories · Hays 🏆These organisations who obtain Bronze Tier Status this year are in addition to 148 organisations who achieved this during the last Submission year, many of whom went on to reach a higher Tier recognition. 📝The AWEI Submission has now entered its thirteenth year, and during this time, it has seen substantial changes in both its processes and structure. The latest changes have been implemented to accommodate the diverse range of submitters more effectively. To achieve Bronze Tier Status within the AWEI Foundation Submission, participating organisations must obtain 80% of allocated points. Once this is achieved, organisations are eligible to submit an AWEI Advanced Submission in effort to obtain Silver, Gold or Platinum Tier Status within this benchmark. 🌈Work done within this part of the AWEI is no small feat, as it means these achievers have established the baseline of LGBTQ+ inclusion efforts within their organisation, with the intent to continue and progress in this journey for employees and customers. 🏆All final winners, results and achievements of the current Submission year are announced at the annual Australian LGBTQ+ Inclusion Awards in May 2025. ➡️To learn more visit: www.pid-awei.com.au/awei *Note: Organisations are listed alphabetically. Those listed as ‘not yet for publication’ are awaiting their final results of the AWEI Advanced Submission. #PrideInDiversity #LGBTQ #Inclusion #Equality #Awareness #Diversity #Visibility #Workplace #Australia #AWEI #Pride

Really enjoyed moderating the Self-ID Roundtable at Out Leadership's Europe Summit last week, hosted by Reed Smith LLP. Engaging discussions led us to some robust strategies aimed at increasing Self-ID participation: 🌟 Position the LGBTQ+ Self-ID question alongside other things you want to know about your employees (e.g. the country of birth, languages they speak), making the process feel more holistic and less isolated. 🌟 Be transparent and celebrate progress: In 2017 just three companies publicly shared their LGBTQ+ workforce demographics publicly (Clifford Chance, Meta and KPMG). As of 2023 that has grown to 76 organisations. You can see who they are here: https://lnkd.in/eMnb6hXZ 🌟 Ensure there is something in it for the employee: For instance, include a question if the employee would like to be contacted about opportunities like an LGBTQ+ Leadership Development Program. This shows there’s a tangible benefit to opting in. 🌟 Leverage the data for further insights: such as publishing LGTBQ+ Pay Gap data (now reported by 13 organisations in the UK) and employee survey results broken down by diverse groups (something both Intel and Deloitte do) 🌟 Implement a sustained communication strategy: Encourage ongoing participation with a year-round multi-channel communication plan. This should involve endorsements from the top executives, country CEOs, and Employee Resource Groups (ERGs). What other strategies have you found effective in driving up Self-ID participation? #DiversityAndInclusion #LGBTQ #InclusionMatters #EmployeeEngagement

👀 Want to supercharge your LGBT+ inclusion efforts? Your employees hold the key! Take part in the IWEI’s 𝐄𝐦𝐩𝐥𝐨𝐲𝐞𝐞 𝐅𝐞𝐞𝐝𝐛𝐚𝐜𝐤 𝐒𝐮𝐫𝐯𝐞𝐲, a unique, voluntary opportunity for your employees to share their experiences, providing you with invaluable insights that extend far beyond your overall IWEI score. ✨ 𝐊𝐞𝐲 𝐅𝐞𝐚𝐭𝐮𝐫𝐞𝐬: 🔒 𝟏𝟎𝟎% 𝐀𝐧𝐨𝐧𝐲𝐦𝐢𝐭𝐲 𝐆𝐮𝐚𝐫𝐚𝐧𝐭𝐞𝐞𝐝: All individual responses are strictly confidential and untraceable. ⏳ 𝐐𝐮𝐢𝐜𝐤 & 𝐏𝐚𝐢𝐧𝐥𝐞𝐬𝐬: The survey is concise and user-friendly, minimizing time investment.  💸 𝐙𝐞𝐫𝐨-𝐂𝐨𝐬𝐭 𝐏𝐚𝐫𝐭𝐢𝐜𝐢𝐩𝐚𝐭𝐢𝐨𝐧: There is no cost for companies to take part in the survey. 🔍 𝐓𝐚𝐢𝐥𝐨𝐫𝐞𝐝 𝐈𝐧𝐬𝐢𝐠𝐡𝐭𝐬 (optional): For a nominal fee, companies can receive a comprehensive report with company-specific insights and analysis. Plus, your commitment to employee voices could earn you up to 𝟐 𝐚𝐝𝐝𝐢𝐭𝐢𝐨𝐧𝐚𝐥 𝐦𝐚𝐫𝐤𝐬 on your IWEI Score! 𝐏𝐚𝐫𝐭𝐢𝐜𝐢𝐩𝐚𝐭𝐞 𝐢𝐧 𝐭𝐡𝐞 𝐄𝐦𝐩𝐥𝐨𝐲𝐞𝐞 𝐅𝐞𝐞𝐝𝐛𝐚𝐜𝐤 𝐒𝐮𝐫𝐯𝐞𝐲 📥 iwei@thepridecircle.com By participating, you're not just gathering data—you're opening doors to meaningful dialogue and potential improvements in your workplace culture. ====== Ramkrishna Sinha | Srini Ramaswamy | Nikita Shah | Lalita Tata | Ayesha Bajaj | Amrita Sandhu Keshav Suri Foundation | Pride Circle | Stonewall #IWEI2024 #DEI #EqualAtWork #InclusionMatters #Pride #LGBT #Equality #WorkplaceDiversity #LGBTQ #WorkplaceEquality #5YearsOfIWEI #IWEI #DEI #Equity #Inclusion

🌈 Celebrating International LGBT+ Pride day. Embracing Inclusivity and Diversity in the Workplace🌈 As we honor International LGBT+ Pride day, it's crucial to reflect on how we, as leaders, can create a supportive and inclusive environment for all team members, especially those who identify as LGBT+. We talk a lot about Inclusion and diversity. Its easy to be complacent and think these are just buzzwords; they are essential components of a thriving workplace. How can we as leaders foster a more inclusive environment. We can actively listen by creating a space where LGBT+ employees feel heard and valued. Regularly check in and listen to their experiences and concerns without judgment. Ensure that your workplace policies and practices promote equality. This includes having anti-discrimination policies, offering equal benefits, and providing resources for LGBT+ employees. Conduct training sessions and workshops to educate all employees about LGBT+ issues and the importance of inclusivity. Having awareness are crucial steps towards understanding and acceptance. Recognising and celebrating the diverse identities within your team. This could be through organising events, participating in Pride Month activities, or simply acknowledging the contributions of LGBT+ employees. Offer mentorship programs that specifically support LGBT+ employees. Having a mentor who understands their unique challenges can be incredibly empowering. Use inclusive language, display symbols of support, and stand up against any form of discrimination or harassment. Creating an inclusive workplace is a continuous journey, but it’s one that leads to a stronger, more innovative, and harmonious team. This Pride day, let's commit to fostering an environment where everyone feels they belong and can thrive. Together, we can make a difference. 🏳️🌈 #PrideMonth #LGBT #Inclusivity #Diversity #Leadership #WorkplaceEquality

🌈 Celebrating Pride: Honouring The Past, Embracing The Present, And Shaping The Future 🌈 As we celebrate Pride Month, it’s essential to reflect on the journey of the LGBTQ+ community. 🔹 Honouring The Past: We remember the trailblazers who fought for the rights we enjoy today. Their courage and resilience have paved the way for a more inclusive society. 🔹 Embracing The Present: Today, we acknowledge the progress we've made and celebrate the vibrant diversity within our communities. Each step forward is a testament to the strength and unity of the LGBTQ+ movement. 🔹 Shaping The Future: Looking ahead, we commit to building a world where everyone can live authentically without fear. Our goal is a future where acceptance and love are universal. Pride is more than a month; it’s a movement. Together, we can create a more inclusive and loving world. 🏳️🌈💖 Each year, Gartner celebrates Pride Month throughout June. Learn more about how Gartner is celebrating Pride Month below. #PrideMonth #LGBTQ #Diversity #Inclusion #LoveIsLove #Gartner

What is next for Pride Month and LGBT+ networks? In June 2021, I was asked to write a piece for the The Whitehall & Industry Group on being co-chair of Pride at Mace, Mace’s LGBT+ and allies group. Much of what I said then still holds true today. But, post Covid and remote working world, I’m curious to hear what we can do differently, or indeed if we should keep doing what we’re doing. I’ve moved companies since working at Mace, but this does not mean I have stopped or will give up on pushing for greater equity, diversity, and inclusion. Being in the office five-days a week in many ways made it easier to connect with people and establish a network. Whilst some organisations are pushing for colleagues to return to the office full-time, many others are hybrid, if not fully remote. Have we reached a plateau for activities and engagement with LGBT+ colleagues? How do we improve on what has gone before? What would you suggest doing? #PrideMonth #PrideAtMace #LGBT #LGBTQ #gay #networks #EDI #EquityDiversityInclusion #WhatNext #questions #curious

🌈This morning, ACON’s Pride Inclusion Programs presented ‘hot off the press’ key insights from Pride in Diversity’s 2024 Australian Workplace Inclusion (AWEI) Employee Survey. Over 200 people attended a breakfast briefing, in person or via live stream, to find out what 42,000 Australians think about LGBTQ+ inclusion initiatives in their workplaces.    🔑Key topics covered: 🗒Overwhelmingly Australians think LGBTQ+ inclusion is important and believe it builds a better culture 🗒How many Australians are still hiding their identity at work 🗒See what bullying and harassment at work looks like for LGBTQ+ employees 🗒How do the experiences of LGBTQ+ employees compare to their non-LGBTQ+ colleagues? 🗒How does your organisation compare to others in your industry?   🌈Since 2012, Pride in Diversity has conducted the AWEI Employee Survey, the largest survey of its kind. The survey provides insights into organisational culture, employees’ beliefs, opinions, and knowledge about LGBTQ+ inclusion initiatives, and differences in experience between LGBTQ+ and non-LGBTQ+ respondents. In its 13th year, 169 organisations participated, and over 42k responses were received.   ➡ The video of the event can be found here: https://lnkd.in/gF3GkDGy   🌈Today, participating organisations will also receive their own data and a suite of valuable reports to show them how they compare year on year, to other organisations in their industry group, sector group, and with the total Australian responses, allowing them to identify gaps in their work and plan new, impactful initiatives.   🗒And the first in a series of AWEI Practice Points has also been published today; Key Insights highlights some of the key findings from the 2024 AWEI Survey and provides a valuable summary of results across major areas. 2024 AWEI Practice Points | Australian Workplace Equality Index (pid-awei.com.au)   🌈Thanks to Corrs Chambers Westgarth for hosting the event, and Goldman Sachs for ongoing sponsorship of the AWEI Practice Points. #PrideInDiversity #ACON #LGBTQ #AWEI #PracticePoints #Inclusion