SPECTRAFORCE’s Post

It's Pride Month. Someone's sexual and gender identity is not up for debate. It is not political. It is who they are. It is who I am! And if you've created a workspace where queer employees can be them full selves without judgment and with full acceptance, you're already ahead of the game. Employers have a direct responsibility in creating inclusive environments where members of the LGBTQIA+ community feel accepted, supported and celebrated. And developing systems for support and reporting (with consequence) when they are intentionally harassed or treated unfairly or disparately by their colleagues. And remember - if your "issue" with LGBTQIA+ Pride Month is you (wrongly) believe you're highlighting someone's sex life at work - then remember when you held a baby shower for a straight, cishet colleague with no question or raised eyebrows. 😉 #PrideMonth #OutAtWork #HR #HRConsulting

Understanding what constitutes sexual harassment is the first step in asserting your rights. Sexual harassment is any inappropriate or unlawful action based on sexual preference or gender identity. Sadly, many employers do not take claims of harassment seriously, especially when it involves an LGBTQ+ employee. Examples of LGBTQ+ harassment and discrimination include: - Refusing to hire a person because of their sexual orientation or gender identity; - Derogatory comments, jokes, or slurs regarding the LGBTQIA+ community, generally, or about a specific individual identifying as LGBTQIA+; - Overlooking someone for promotion or career advancement because they identify as or are believed to be LGBTQIA+; - Pressuring employees to discuss or reveal their sexual orientation or gender identity; - Using the wrong gender, pronoun, or name to refer to a person (misgendering or deadnaming); - Excluding the employee from team meetings, projects, or social events. If you’re the victim of LGBTQIA+ discrimination at work, please get in touch with Boucher LLP to discuss your legal options.

Building an Inclusive Workplace: International Asexuality Day! Today marks International Asexuality Day, a chance to recognize asexuality as a valid sexual orientation and promote inclusivity within our professional networks. Asexuality is a spectrum where individuals experience little to no sexual attraction. Asexual people are a significant part of the LGBTQIA+ community and deserve understanding and respect in the workplace. Here's how we can foster a more inclusive environment: Educate Yourself: Explore resources like Publicly Private's LGBTQIA+ Education Hub to learn more about asexuality: https://lnkd.in/gjPxBRNU Embrace Diversity: Celebrate all identities and sexual orientations within your team. Challenge Assumptions: Asexuality is not a choice or a medical condition. By promoting inclusivity, we create a more respectful and engaged workforce. #InternationalAsexualityDay #Asexuality #Asexual #LGBTQIA+ #EmbraceTheSpectrum #DiversityAndInclusion #InclusiveWorkplace #LoveIsLove #SexualOrientation #Spectrum #Awareness #Respect #Education

Self-Reflection Time - Evaluating Workplace Dynamics, Toxic Workplaces, MeToo, Racism, Bullying and More In light of recent stories and public discussions surrounding workplace dynamics, which include allegations in high-profile cases such as Rubiales at the Spanish FA, Jimmy Fallon, Ellen, and Lizzo, as well as accusations of toxic workplaces or workplace bullying involving individuals like Dominic Raab, Priti Patel, and Gavin Williamson, not to mention historical incidents of misconduct exemplified by cases like Bill Cosby and others, along with the profound impact of movements like #MeToo (e.g., the Harvey Weinstein case), I find myself pondering a crucial question: If we were subject to the same level of scrutiny regarding our current and past work experiences, practices, and behaviors, how would we, our friends, family, colleagues, current or past workplaces measure up? How are we behaving (or have we behaved in the past), how are our coleagues behaving, Are we challenging unacceptable behaviour or just turning the proverbial blind eye, are we complicit by our own inaction / silence? #LetsAllStriveToDoBetter #WorkplaceReflection #MeTooMovement #Racism #Diversity #Acceptance #LGBTQ+

I feel blessed that in my workplace I am celebrated, and they ask me who my nails technician is instead of telling me "men don't paint their nails". 💅🏽 On International Day Against Homophobia, Biphobia and Transphobia (#IDAHOBIT) let's remember that not every workplace is safe for everyone. If you hold a privilege in the social food chain, learn how to be an ally and advocate for #QueerSensitive policies at work, such as appropriate use of pronouns and #DEI policies to promote belonging, trust, psychological safety, fair treatment and pay equity. 🤲🏽 👉🏽 Note: be aware that queer sensitive policies might look different depending on culture and context. #QueerStaff #InclusiveWorkplace #Diversity #Equity #Inclusivity #LGBTIQ

Following on from our last post about inclusivity, we ask… What is diversity? Diversity is a range of things that differentiates a person from another, this can be age, gender, sex, sexuality, education, disability and more. It’s about respecting, accepting and empowering that person for what makes them different. Diversity in the workplace is so important because it shows signs of a well-managed and respected company. Diversity in the workplace is sought after and expected in this day and age. Companies now aim to have this nailed! So what are some of the benefits of having diversity in the workplace? Find out in our blog post: https://buff.ly/3LSXEAO

You have to decide to embrace diversity in the workplace by role modeling, not just by talking or initiating policies. Papers without execution are delusional. Diversity means acknowledging differences in color, sex, opinions, religions, gender, caste, class, and more. These differences make the workplace exciting, vibrant, and inclusive. The key is to make diversity a core part of your organizational culture moving forward. (Picture Credit: Pixabay) #diversity #decision #rolemodeling #inclusiveworkplace #abunx

Reflecting on diversity, equity, belonging, and inclusion (DEBI), I came across this insightful post. It reminded me that sometimes we focus on age, sex, gender, and race and forget about quiet and neurodivergent people who also belong to the DEBI space. Valuing all people equally is key, as everyone has unique talents to offer. It's important to create space for everyone to speak up and share their insights. What tip stands out to you? #DEBI #Diversity #Inclusion #Belonging #Equality Source: Eric Partaker

It’s #transawarenessweek, Being a small company or large, #TransAwareness starts with some basic things. -Conversation: when was the last time you had a LGBTQ2S+ advocate come in for sensitivity training? -Compassion: Do you have steps for support or benefits in place for Trans employees? Do you allow for gender affirming living in the workplace (dress code etc)? Do you ask for Names and pronoun preferences? -Corrections: Do you adequately hold others and yourself accountable to keep your Trans employees safe from harassment or harm in the workplace? Even if you don’t believe that you currently have any trans employees, you might. Feeling safe enough to be able to be yourself in the workplace is a major barrier to being able to be your authentic self. Having these conversations will open doors and remove barriers, and increase your employee engagement and retention.

🎉 Fun Fact: Your Trans employees (or any employee who is in a marginalized community) are not your Google 👏 If you are building your policies around that one person or a select few, you are: 1. Missing out on a wide range of perspectives: A white Trans man is going to possibly miss the resources a Black Trans woman may need. A Trans woman may not think of the resources a Trans man who wants to have a child will need. Hire professionals. 2. Causing possible harm: Your employees are not trained to cope with the stress of discussing their gender, especially with strangers, at work or sharing their intimate and vulnerable aspects of transitioning. Hire professionals. 3. Creating tension: Employees who have to build policies or hold their peers (or worse leaders) accountable often feel the consequences later due to social pressure, being ignored, or blatant bullying. Hire professionals. When you bring in professionals to better understand your employees, you are not only making your Queer employees feel advocated for and making their lives more enjoyable. You are also sending a message to the entire company that this is a pillar of your company that will be taken seriously. That respect, understanding, and empathy are crucial to how the company is run. How you invest your resources absolutely sends a message to your employees, make sure you are sending the correct one. Next week is Transgender Awareness Week and if you don't already have a Trans speaker, I'd love to bring empathy to the forefront of the conversation for you and your company! 👉 Want to help boost a speaker who is Trans and wanting to make a difference? Like/share this post! #TransgenderSpeaker #TransgenderAwareness #EmpathyMatters #EmpatheticLeaders