Atlantix Partners ’s Post

Love these insightful tips from my friend Damon Maassen, CPTD to ensure our Pride month activities are authentic and have lasting impact for LGBTQ+ inclusion all year long. Have a read in the link below!

As LGBTQ+ Pride Month approaches in June, organizations have an opportunity to show their support for the LGBTQ+ community in meaningful and impactful ways. While changing a company logo to a rainbow during Pride Month is a visible sign of inclusion, it's crucial for organizations to demonstrate their ongoing commitment to diversity, equity, and inclusion (DEI) throughout the year. This is especially important in light of the current legislative landscape, with a staggering 484 anti-LGBTQ bills introduced across the United States, according to the ACLU. These bills underscore the ongoing challenges and discrimination faced by the LGBTQ+ community, making it imperative for organizations to go beyond symbolic gestures and take concrete actions to create inclusive environments. In the first part of my blog post, I share strategies for ensuring that Pride Month celebrations are intersectional, diverse, and historically grounded. I then highlight the importance of ongoing inclusion efforts throughout the year, including strategies for education, policy review, advocacy, and more. Finally, I provide some incredible resources to support these efforts. It is a true privilege and pleasure to be part of the dynamic ModelExpand team. I am grateful for the opportunity to share my thoughts on this incredibly important topic. #InclusionMatters #DiversityAndInclusion #LGBTQAllyship #YearRoundPride #InclusiveWorkplace

The technology industry has made great strides with fostering inclusive and diverse workplaces, however there is still more to be done - especially for the LGBTQ+ community. “LGBTQ+ leaders are few and far between in the industry,” says our Account Manager, Nick Hall, in the latest issue of Capacity Media. “By letting LGBTQ+ visibility fall by the wayside, companies are at risk of seeming ignorant to the needs of a whole pool of talent.” Read Nick's full article below 💻, and find what more can be done to ensure that we uplift our LGBTQ+ colleagues, be active allies and create safe spaces 🏳️🌈 https://lnkd.in/eWP2cVnb #DiversityInTech #LGBTQplusLeaders #InclusiveWorkplaces #InclusionMatters #YouCantBeWhatYouCantSee

🔔 I’m beyond proud to share this fabulous blog post written by my incredible colleague Damon Maassen, CPTD– “Moving Beyond Rainbows: Planning for LGBTQ+ Pride Month and Year-Round Inclusion.”  A lot of recent media pieces about the current state of the DEI industry have advanced overly simplistic takes that fail to acknowledge what we see on the ground every day in our work with clients. While the legal and political landscape has indeed shifted, so too have the workforce’s explicit expectations for safety and support for LBGTQ+ team members, especially given an increase in anti-LGBTQ+ laws, and generational shifts in the labor market. In 2022, 7.6% of the adult population identified as LGBTQ+, representing more than double the rate in 2012*. A main catalyst for this societal change can be attributed to Gen Z. 28% of all Gen Zers report being members of the LGBTQ+ population, and Gen Zers are expected to constitute nearly ⅓ of the labor force by the end of the 2020s.** A similar percentage of LGBTQ+ employees have left their employers because of a lack of support for their sexual and/or gender identity.** So what’s the solution? Damon offers some actionable tips for employers to uplift and amplify LGBTQ+ teammates year-round, through both behavioral and structural initiatives. Behavioral initiatives focus on how team members in an organization interact with and learn from, one another. Structural initiatives involve transforming processes, systems, and tools. A few of my favorite recommendations from his piece include: ❇ Historical Recognition: Take the time to educate employees and stakeholders about the historical milestones, struggles, and achievements of the LGBTQ+ rights movement. Incorporate historical context into Pride Month programming, including discussions, documentaries, guest speakers, or educational resources highlighting key moments in LGBTQ+ history. ❇ Honor LGBTQ+ Trailblazers: Recognize and honor LGBTQ+ trailblazers, leaders, activists, and advocates who have made significant contributions to advancing LGBTQ+ rights and visibility. Host awards ceremonies, panel discussions, or virtual tributes to celebrate their impact and legacy. ❇ Engage in Advocacy: Advocate for LGBTQ+ rights and equality both internally and externally. Stay informed about legislative developments impacting the LGBTQ+ community and actively support initiatives that promote inclusivity and social justice. ❇ Review Policies and Benefits: Evaluate company policies, benefits, and practices to ensure they are inclusive and supportive of LGBTQ+ employees. This includes non-discrimination policies, gender-neutral language, healthcare coverage for transgender individuals, and family leave policies that recognize diverse family structures. Check out the full post below! Sources: *Gallop News (2024): “LGBTQ+ Identification in the US” **Ten Thousand Coffees  (2024): “The State of LGBTQ+ Diversity, Equity, and Inclusion in the Workplace in 2024”

🌈 Pride Month is almost here, and it’s a powerful reminder that Pride is not just a celebration, but also a protest. 🌈 Things are not looking great. While some countries made some positive steps towards LGBTQ+ inclusion, the UK continues to fall behind. As a queer femme, I am appalled and outraged by the continuous mistreatment of trans and non-binary people. Looking at hate crime stats but also day to day discrimination things are dire. While we, as workplaces and companies, get our rainbow flags out and prepare for the pride parades we attend, let's not forget to look inward. What do you do for your LGBTQ+ employees and customers all year around? Do you have learning initiatives that go deeper then just a glossy allyship session? Do you have policies and more importantly a culture that rejects all forms of homophobia, biphobia and transphobia? And lastly, how do you know? Working with over 90 clients in the past few years has showed me that most organisations do not have adequate feedback loops and monitoring iniatives. #PrideMonth #LGBTQ #Advocacy #Diversity #Inclusion #ImpactCulture #DEI #workplaceculture

So honored to be apart of this discussion with CareerCircle! Looking forward to the panel, see below on how to sign up!

🌈 Embrace Diversity: How Your Company Can Support LGBTQ+ at Work During Pride Month 2024 🏳️🌈 As Pride Month (June) approaches, it's crucial for companies to reflect on their commitment to inclusivity and support for the LGBTQ+ community. Our latest article explores actionable strategies for fostering a more inclusive workplace environment. From implementing inclusive policies to promoting awareness and understanding, there are numerous ways your organisation can show solidarity and support. Check out the article to discover how you can make a positive impact during Pride Month and beyond: https://lnkd.in/ezgxp3QN #PrideMonth #LGBTQ+ #Inclusion #Diversity #WorkplaceEquality 🌟

It’s LGBTQ+ Business Week, and ALL services are discounted for the next 7 days! 💸 From November 27 through December 3, all instant book services are 40% off. That includes all job seeker services + ask-me-anything conversations. Additionally, your organization can save 20% on a consulting engagement if you book a free discovery call this week. All the links you need are in the comments. Be sure to check out the link to the LGBTQ+ Business Week website so you can support other queer and trans business owners. 🏳️🌈🏳️⚧️ #LGBTQBusinessWeek #LGBTQ #LGBTQIA #PeopleStrategy #DEI

In celebration of Pride Month, we are spotlighting some critical issues faced by the LGBTQ+ community, including healthcare disparities. Unfortunately, not all healthcare is created equal, and the LGBTQ+ community often faces significant barriers to accessing quality care. However, there are actionable steps that healthcare providers can take to address these challenges and close the gap. Learn more in C+R Research's CultureBeat blog by Meagan Carruth, Quantitative Research Analyst, “The Barriers to Healthcare for the LGBTQ+ Community.” 🌟 Read the full blog here: https://lnkd.in/gKx43ApZ #MRX #insightsMRX #marketresearch #LGBTQResearch #LGBT #LGBTQ #LGBTQIA #pronouns #genderidentity #LGBTQhealthcare #crresearch

In celebration of Pride Month, we are spotlighting some critical issues faced by the LGBTQ+ community, including healthcare disparities. Unfortunately, not all healthcare is created equal, and the LGBTQ+ community often faces significant barriers to accessing quality care. However, there are actionable steps that healthcare providers can take to address these challenges and close the gap. Learn more in our CultureBeat blog by Meagan Carruth, Quantitative Research Analyst, “The Barriers to Healthcare for the LGBTQ+ Community.” 🌟 Read the full blog here: https://bit.ly/3RGo3EQ #MRX #insightsMRX #marketresearch #LGBTQResearch #LGBT #LGBTQ #LGBTQIA #pronouns #genderidentity #LGBTQhealthcare #crresearch