Reynolds American Inc.’s Post

On April 29, 2024, the Equal Employment Opportunity Commission issued a landmark update to its enforcement guidance on workplace harassment—the first in 25 years. This new guidance addresses significant developments in workplace discrimination and harassment, incorporating U.S. Supreme Court precedents that extend anti-discrimination protections to LGBTQ workers. While the guidance does not establish legally binding precedent, it provides a comprehensive legal analysis of standards for harassment and employer liability under the equal employment opportunity statutes enforced by the EEOC.  Employers can learn more about the guidance, and how it may impact their workplace policies, in a new article on the Dalton & Tomich blog analyzing these issues (link in the comments).

As I start a new week, I reflect on my past week and the experiences that I have had. Last week we held another training session for the culture and trauma informed curriculum, and it left many of us with wanting to learn more. This training focused on unconscious bias, bias, and understanding our organizations and how inclusive they are. We touched on systems that are in place which prevent us from moving forward, and barriers that may exist for people in our organizations. The training was put on by Ivan Joseph and Mike Seagraves, PhD. It made me think about things that I do everyday where I may be unintentionally excluding people and/or using language that may not be inclusive. The training that we had is just the beginning as we start to dive deeper into this topic of bias, unconscious bias, privilege, and systemic discrimination in policing. We also had the opportunity this week to visit with a traditional advisor. We allow for the opportunity for one to one sessions and for group sessions where traditional teachings are offered. This week we spoke about the role of leaders in an organization and how important they are to building relationships with the community and staff in a police organization. We also discussed community engagement and how important that is between police and community. Community engagement allows for trust to be built overtime as positive interactions between the police and community is key. Community engagement can be a place where everyone is equal and learning from each other. Our training will move deeper into these topics and I am so thankful for the people that we have been able to work with and the people we are scheduled to work with. This curriculum started its developments many years ago. Prior to the start of the delivery of it, I conducted a lot of research and assessment regarding what should be covered, who were the experts, and the systematic delivery of the training. We have been able to offer it through our project, Lighting the Fire Within which is funded by Women and Gender Equality Canada. This is just one component of our project, as we have two others that we are working on. The entire project is being evaluated, and the feedback so far has been great. We are working with an excellent evaluation team comprised of Lorrilee McGregor and Marion Maar. Our project ends in 2025, but honestly it only feels like we are beginning. #traumainformed #cultureinformed #policing #unconsciousbias #privilege #bias #mentalhealth

Pride month commemorates the Stonewall Uprising that involved a series of spontaneous protests in 1969 in response to a police raid of the Stonewall Inn in Greenwich Village and ongoing harassment of the gay community. A year after the uprising, to mark the anniversary on June 28, 1970, the first gay pride marches took place in several large cities across the U.S. Today, Pride events are held every June around the world. While strides have been made, the Center for American Progress (CAP) in 2022 reported that half of LGBTQIA+ people still report experiencing some form of workplace harassment or discrimination due to their sexual orientation or gender identity. Reports range from casual slurs used in the workplace to office conversations that make assumptions about a colleague’s orientation or gender, healthcare policies that don’t explicitly support same-sex couples taking parental leave, gendered dress code policies and promotion of religious beliefs that are anti-gay. In the UK, a 2021 study by the Chartered Institute of Personnel and Development CIPD found that LGBTQIA+ workers reported higher levels of workplace conflict than heterosexual, cisgender workers. Discrimination also continues in other areas related to housing, education, healthcare, law enforcement and in personal relationships, according to CAP. Not surprisingly, three in five LGBTQIA+ adults reports that discrimination had a moderate or significant impact on their mental well-being in the past year. Along with celebrating, it’s important to recognize that significant hurdles continue to exist. Finally, yes, go ahead and fly a rainbow flag; wear buttons, pins, stickers; participate in a parade; post on social media; book a speaker; and consider Pride month special offers and products related to your organization. In the end, the greatest support you can provide is to be there every day listening, working to eliminate conscious and unconscious bias, removing discriminatory policies and practices, and working to ensure a culture where everyone is included and feels they belong. #PrideMonth #workplaceinclusion #culture #MonicaMotivatesEnterprise

Great Forbes article linked below that shows that small businesses thrive when they embraced inclusion. "The roots of DEI can be traced back to the civil rights movements of the 1960s, when activists fought against racial segregation and discrimination. Over time, the scope of diversity and inclusion work expanded to encompass not only race but also gender, sexual orientation, disability and other facets of identity. Organizations began recognizing the importance of diversity and inclusion not just as a moral imperative, but also as a strategic advantage, leading to the development of policies and initiatives aimed at promoting diversity, ensuring equity and fostering inclusive environments. Today, diversity and inclusion work continues to evolve, and it has become a political issue, with some states banning the work and others doubling down on its importance." https://lnkd.in/eB_Xupuc

On this week's OK at Work, Sarah Sawyer and Russell Berger discuss the Department of Labor's recent guidance on LGBTQ+ issues in the workplace and how employers need to evolve their workplace policies. Listen to learn more. https://lnkd.in/eWp4fcdw #okatwork #offitkurman #laborandemployment

Level up! Proud that, I have completed the "Gender and Sexuality: Diversity and Inclusion in the Workplace" course by the University of Pittsburgh on Coursera. Excited to put this knowledge to use! #DiversityAndInclusion #GEDSI #LearningNeverStops

As the first recipient of NYS DOH TGNCNB Pilot program funding in 2008, this report means the WORLD!!!!! IOOV thanks Governor Hochul for this report. Especially, the impact it will have on our Black, Indigenous, and People of Color TGNCNB siblings who experience workforce discrimination, barriers, and racism while seeking employment, such as lower wages and less access to executive roles. As an LGBTQIA+ BIPOC organization, IOOV looks forward to working with NYS and Governor Hochul in the fight for workforce justice and equity for our Siblings. GOVERNOR HOCHUL RELEASES FIRST-OF-ITS-KIND REPORT DETAILING EMPLOYMENT EXPERIENCES OF TRANSGENDER, GENDER NON-CONFORMING, AND NON-BINARY NEW YORKERS   New Report Examines Employment Disparities Among TGNCNB New Yorkers and Offers Policy Recommendations to Address Systemic Barriers   Builds on Governor Hochul’s Agenda to Support LGBTQIA+ New Yorkers and Expand Workplace Protections   Report Available:

Today we share the picture "Gender identity and sexual orientation". Our people bring it to a clear statement: Be yourself! T-Systems offers a culture in which everyone can live their identity. Without worrying about discrimination, upturned noses, and prejudice. The vision is characterized by openness, acceptance, and equality. T-Systems is committed to diversity, equal opportunities, and inclusion. But how do the dimensions of diversity become an integral part of the corporate culture? By asking employees! They shared their ideas about the ideal diverse and inclusive company. The question was: What should your company look like in five years' time? This resulted in a colorful picture. Look forward to the conclusion of our picture journey on diversity and inclusion tomorrow! #peoplemakeithappen #DEI #justbeyou #spilltheT

Explore how #intersectionality shows up in recruitment, retention, and promotions through the lens of Black employees’ experiences. #DEI #diversity #equity #inclusion #talentdevelopment

“The impact so far appears to be limited to rhetoric as firms are yet to pull back on diversity initiatives. They’re instead likely toning down or limiting public proclamations while they reevaluate programs and documentation surrounding them. Many companies responded similarly to anti-LGBTQ protests earlier this year.” Let’s see how this plays out.