Katie Lacey’s Post

Unfortunately, discrimination is alive in 2024. Many people continue to be more innately disadvantaged by societal obstacles than others, simply because of who they are. In particular, understanding of intersectionality is still often not incorporated into corporate workplace initiatives. Good leaders not only recognise this, but they proactively try to make a difference. They realise that it’s not about giving someone else a leg up, it’s about levelling an unfair playing field. #equity #leadership

Unfortunately, discrimination is alive in 2024. Many people continue to be more innately disadvantaged by societal obstacles than others, simply because of who they are. In particular, understanding of intersectionality is still often not incorporated into corporate workplace initiatives. Good leaders not only recognise this, but they proactively try to make a difference. They realise that it’s not about giving someone else a leg up, it’s about levelling an unfair playing field. #equity #leadership

Unfortunately, discrimination is alive in 2024. Many people continue to be more innately disadvantaged by societal obstacles than others, simply because of who they are. In particular, understanding of intersectionality is still often not incorporated into corporate workplace initiatives. Good leaders not only recognise this, but they proactively try to make a difference. They realise that it’s not about giving someone else a leg up, it’s about levelling an unfair playing field. #equity #leadership

Unfortunately, discrimination is alive in 2024. Many people continue to be more innately disadvantaged by societal obstacles than others, simply because of who they are. In particular, understanding of intersectionality is still often not incorporated into corporate workplace initiatives. Good leaders not only recognise this, but they proactively try to make a difference. They realise that it’s not about giving someone else a leg up, it’s about levelling an unfair playing field. #equity #leadership

THIS! Check out this insightful post from Karen Catlin… https://buff.ly/3Q7XV53 #Allyship #Allies #InclusionMatters #Inclusion #DEI #DEIB #Diversity #BetterAllies #Leaders #Leadership #HR #Workplace #ManagingPeople #EmployeeEngagement #Management #HelpingPeopleWorkBetterTogether

Unfortunately, discrimination is alive in 2024. Many people continue to be more innately disadvantaged by societal obstacles than others, simply because of who they are. In particular, understanding of intersectionality is still often not incorporated into corporate workplace initiatives. Good leaders not only recognise this, but they proactively try to make a difference. They realise that it’s not about giving someone else a leg up, it’s about levelling an unfair playing field. #equity #leadership

Randstad’s Latest Survey Sheds Light On LGBTQIA+ Workplace Challenges And The Path To Inclusion https://lnkd.in/dvbceWsU #GenerativeAI #HRTransformation #Leadership #FutureOfWork #HRStrategy

Look inside: Ch 7 "Communication Approaches to Gender and Leadership Theory" by Carolyn Cunningham and Chrys Egan; Ch 12 "Women's Leadership Identity: Exploring Person and Context in Theory" by Wendy Fox-Kirk and Chrys Egan. #womenleadership

Female-to-female bullying has unique characteristics. I have experienced it firsthand, and in my sensitivity/anti-bullying and harassment practice, I work with clients 1:1 to assist them with ending these toxic behaviours. We need to start discussing this more, as it's a barrier to inclusion and promotions in the workplace. Thank you to women worldwide who have expressed how this article has addressed an often overlooked issue. #bullying #harassment #inclusion #equitydiversityinclusion #workplaceviolenceprevention https://lnkd.in/eudnDV4

Women are leaving the tech sector at 45% higher rates than men, citing culture as the primary reason. Business leaders think if they provide diversity training or develop women’s negotiation skills, that will fix the problem. It doesn’t. These approaches fail to address they key systemic problem: unconscious bias. We are all biased. And it affects who gets preference and how we decide who gets promoted. It’s no wonder why women are underrepresented in leadership and the gender pay gap still exists. So if we’re all biased, our workplaces need to be actively anti-biased by design. That’s why we help businesses create a culture where everyone feels seen (no matter their gender), a SeenCulture 😉 Our succession planning software enables leaders to build inclusive and diverse leadership pipelines. To balance leadership representation with workforce representation. So that everyone, no matter their background, has the opportunity to lead and succeed. Watch this: https://lnkd.in/geJJRq5h