ITW’s Post

Running Employee Resource Groups (ERGs) for inclusion is a dynamic and diverse process, and I'm thrilled to see AmCham HK bringing together passionate individuals in the DEI field to share their successful approaches. The atmosphere was truly uplifting, reminding us that each person has something valuable to teach us. We're excited to take these insights and apply them to our own ERG at Edelman, infusing it with renewed energy and enthusiasm. Here are some key points we've taken away from the event: 🌈 Purpose and Focus: It's crucial to clearly define the purpose of our ERG and set expectations from management. This will help us secure the necessary resources and support. 🌈 Participation and Engagement: We aim to foster sustained participation and create an environment where inclusivity is an ongoing topic of discussion, not just during specific pride periods. We want everyone to feel encouraged to contribute their perspectives. 🌈 Lead with Storytelling: Education and raising awareness are vital aspects of our efforts. By sharing stories and personal experiences, we can build understanding and empathy for LGBTQ+ issues, creating a more inclusive workplace. 🌈 Collaboration and Partnerships: We recognize the power of collaboration and seek partnerships with other ERGs within our company. By coming together and combining our efforts, we can amplify our impact and create positive change. 🌈💪 Delicia T. Yuliani Setiadi Christina Sin June Wong Christy Leung Aaron Safir Pearl Tong #EmployeeResourceGroups #DiversityandInclusion #InclusiveWorkplace

Are you doing enough to support LGBTQ+ employees in your workplace? Our blog post outlines actionable steps to cultivate an inclusive environment for all. You can boost awareness with educational resources, establish comprehensive non-discrimination policies, provide inclusivity training for leaders, and encourage LGBTQ+ Employee Resource Groups. Let's make sure all employees feel valued and empowered year-round. What steps is your organization taking? #InclusiveWorkplace #Diversity  

🌈 Happy #NationalComingOutDay! 🌈 As a leader in any organization, it's crucial to pause and reflect: Is our workplace culture truly safe, equitable, and inclusive for our LGBTQ+ colleagues? Ensuring an environment where everyone can bring their authentic selves to work isn't just the right thing to do; it's essential for fostering creativity, innovation, and a sense of belonging. Here are some steps to consider: 1. Educate & Train: Invest in diversity and inclusion training for all employees, emphasizing the importance of understanding and supporting the LGBTQ+ community. 2. Open Dialogue: Encourage open conversations about diversity and inclusion. Create safe spaces where employees can share their experiences and concerns. 3. Review Policies: Ensure that your company policies are inclusive and protect LGBTQ+ employees from discrimination and harassment. 4. Celebrate Diversity: Recognize and celebrate LGBTQ+ events, milestones, and achievements within your organization. 5. Seek Feedback: Regularly solicit feedback from LGBTQ+ employees on how the organization can better support them. 6. Lead by Example: As a leader, your actions and words set the tone. Show your support, stand against discrimination, and be an ally. Remember, it's not just about one day; it's about creating a lasting culture of acceptance and inclusion. Let's work together to make every day safe and welcoming for everyone. 💙💚💛🧡❤️💜

🌈🏢 Celebrating Pride Month at Mercer: The Power of Congruence between Brand and Employee Experience 🌈🏢 Reflecting on Pride Month, we recognize the importance of aligning an organization's brand with its internal culture on matters of diversity, equity, and inclusion (DEI). At Mercer, we emphasize the essential connection between our brand identity and employee experience, underscoring their symbiotic relationship. Externally, organizations shape DEI through the brand experience for customers, clients, and stakeholders. Internally, the focus is on career development, inclusive benefits, equal opportunities, and compensation. This dual approach signifies our dedication to fostering inclusivity and resonates with those who prioritize these values. This Pride Month, we honor our LGBTQ+ community and reaffirm our commitment to building an inclusive workplace. Embracing diversity in perspectives, backgrounds, and identities fuels innovation, empowering us to better serve clients and communities. Let's come together to celebrate Pride Month and work towards a more inclusive and equitable future. 🌈🤝 #PrideMonth #Mercer

As Pride Month winds down, how can workplaces continue to support LGBTQ+ colleagues? 🌈 1.     Champion Diversity and Inclusion, with leaders setting the tone. 2.     Provide education on LGBTQ+ issues, microaggressions, and allyship. 3.     Create a supportive environment, with inclusive facilities and benefits. Establishing a safe and inclusive workplace for LGBTQ+ employees is essential for fostering respect, innovation, and productivity.

What is an inclusive culture in the workplace? It might mean something different to everyone, but at the heart of the matter is this: If a business doesn’t vocalise its stance on matters of equality and diversity, then how do people know that they will be welcomed, empowered and proud in their place of work? We’ve done a lot of work at Fluid in the past 18 months to externalise what equality and diversity in the workplace means to us, and part of that has been to: - Create an equality agreement that all new team members have to sign. - Fine-tune our onboarding process to ensure everyone feels welcome and comfortable to be themselves. - Assemble an EDI panel made up of 15 team members that continue to help shape our commitment to inclusion at Fluid. Shelly and Ellie have a frank conversation about inclusion, and Ellie draws upon her own personal experiences as a member of the LGBTQ+ community, and how inclusive employers have impacted her career.

🌈 Why Stop Now? The Power of Sustaining Inclusion Beyond Pride Month 🏳️🌈 As we approach the end of Pride Month, it's critical to ask: What happens on July 1st? While June is a month filled with celebration and visibility for the LGBTQ+ community, true allies understand that the quest for inclusion and equality must continue year-round. 🔄 In today's post, part of my ongoing series for Pride Month, I explore the role of regular diversity audits as a tool for sustaining inclusion. Regular audits are not just a formality; they are a crucial mechanism for keeping our commitments to diversity and inclusion in check. By systematically assessing workplace policies, practices, and culture, we gain invaluable insights into where we stand and what needs to change. 🔍 Tip: Start by ensuring your diversity audits look beyond numbers. Include qualitative measures such as employee sentiment and the effectiveness of inclusion training programs. 👣 Try This: Implement a semi-annual diversity audit. Use the findings to set specific, measurable goals for improvement, ensuring that every level of your organization is accountable. Call to Action: Let’s not let our efforts be confined to just one month. Commit to embedding inclusion into the very DNA of our organizations. What will you do in your workplace to ensure that the spirit of Pride Month is alive all year round? #DiversityAndInclusion #PrideMonth2024 #EqualityForAll #InclusiveLeadership #ContinuousImprovement

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

🌈Happy Pride Month from HRi🌈 We believe that fostering an inclusive workplace is not just a one-month endeavour—it’s a commitment that extends throughout the year. Here are actionable steps to create a more diverse and welcoming culture within your organisation: 📝 Review Policies and Benefits: Take a critical look at your company policies to ensure they are LGBTQ±friendly, including using inclusive language and making sure that policies and benefits are non-discriminatory. 🤝 Bias-Free Recruitment: Review your hiring practices to ensure they are welcoming to LGBTQ+ candidates. Eliminate biases and create an environment where everyone has an equal opportunity. 🚪Safe Spaces: Every employee should feel safe and respected. Establish clear anti-discrimination and anti-harassment policies. 🎉 Celebrate Diversity: Pride Month offers an excellent opportunity to celebrate diversity within your organisation and champion differences. 📢 Listen and Learn: Cultivate a culture of openness and inclusivity. Actively listen to the concerns and feedback of LGBTQ+ employees. Conduct anonymous surveys and create channels for sharing experiences and improvement suggestions. Let’s celebrate Pride Month together and continue building a workplace where everyone feels valued and respected. 🌈 #pridemonth #CelebratePride #PrideInDiversity #InclusionMatters

Happy & Grateful to work for a company that truly embraces Diversity, Equity & Inclusion. This Pride Month: Let's Celebrate and Encourage Authenticity at Work! Pride isn't just a parade (although those are pretty awesome too!). It's a celebration of individuality, self-expression, and the fight for equality. But for many LGBTQ+ employees, the fight for authenticity extends beyond June. Imagine: Coming to work every day feeling like you can't quite be yourself. Hiding a part of who you are to fit in. That's a reality for many. DE&I initiatives aren't just a check mark. They're about creating a safe space where everyone feels valued, seen, and supported. When that happens, something magical occurs: Employees become the best versions of themselves. Think about it: When you can bring your whole self to work, your creativity flourishes, your ideas flow freely, and your passion is ignited. That's the benefit every employer craves. This Pride Month, let's commit to fostering truly inclusive workplaces. Let's champion DE&I initiatives that go beyond the rainbow flag. Let's celebrate the power of authenticity – because when everyone feels like they belong, everyone thrives. #PrideMonth #DEI #Authenticity #WorkLife Link USA the LGBTQ+ Insurance Network Let's keep the conversation going! Share your thoughts on building a more inclusive workplace in the comments!