TI Fluid Systems’ Post

As we continue to champion diversity and inclusion, it’s heartening to see so many companies celebrating various communities and their significant milestones. Recognizing LGBTQ+ Pride Month and other cultural holidays is a testament to our progress. However, it’s disheartening to notice that many companies still overlook Juneteenth. This day is a pivotal moment in American history, marking the end of slavery and the beginning of true freedom for African Americans. To our minority employees, this silence speaks volumes. It feels like our strides towards equality and recognition are incomplete. Celebrating Juneteenth is not just a nod to the past but a step towards a more inclusive future. Please ensure our commitment to diversity and inclusion is reflected in acknowledging all significant events, especially those deeply meaningful to our minority communities. We have come so far, but there’s still work to be done. #Diversity #Inclusion #Juneteenth #Equality #Progress

Happy June!   The month of June recognizes an important group in society with the celebration of Pride month.    Pride month is a time to bring forth advocacy and celebration of the LGBTQ+ community. It is time to come together to raise awareness and champion love and inclusion for all.    With the acknowledgment of this month of special recognition, it creates an important discussion for our Via team on the importance of allyship.    Allyship is a lifelong commitment that refers to the actions, behaviors and practices that leaders take to both support and advocate for others.    Allyship is about progress, not perfection. It requires continuous learning, empathy and tangible actions. Our Via team is committed to growing and learning in order to actively support these marginalized communities.    Allyship in the workplace is crucial for inclusion and equality. Cisgender/straight Americans can engage in this allyship through self educating and ensuring you are up to date on relevant topics and issues. It is important that you are aware as an ally of using the right language when speaking to or about marginalized groups in order for maximum safety and comfort. Allyship is about standing with others so we can grow to work through a more inclusive world.

June is here, Pride marches and festivities have started, and the anti-DEI rhetoric remains firmly entrenched in our national consciousness and places of work. All of this has me thinking about the powerful and renewed focus on inclusion that many organizations and leadership teams are embracing to ensure that all can bring their whole selves to work. However, for many of us in the LGBTQ+ community, even if there are initiatives and programs focused on inclusion, we still might not feel a sense of safety and security to be our “authentic” selves. Results from the McKinsey & Co. and LeanIn Women in the Workplace 2023 report showed that LGBTQ women feel more pressure than any other group of women to hide their full identities at work. Let’s correct this by leaning into allyship which can bridge the gap between educational initiatives and action. Let’s focus on building human skills that help all better navigate vulnerability, trust building, and empathy. This is my hope for us this Pride month - will you join me?

A Month of LGBTQ+ Icons: George Takei As a queer person of color and an iconic figure in queer culture, George Takei's influence surpasses his on-screen presence as a star actor in Star Trek. Takei's unwavering openness about his identity not only sparks crucial conversations about LGBTQ+ representation but also sheds light on the intersection of race and sexuality. His journey from experiencing discrimination to becoming a prominent advocate underscores the importance of creating inclusive workplaces that honor diversity in all its forms. Takei's resilience and advocacy offer profound lessons for embracing diversity and fostering belonging in professional settings. His courage to speak out against prejudice and promote understanding has paved the way for greater inclusivity in the workplace. Takei's ability to infuse humor into his activism reminds us that championing diversity can be impactful and enjoyable.

Fri, June 21, 2024 Post 21 of 30 for Pride month Monthly theme: Pride Month, LGBTQ+ Pride, Rights, Equality weekly theme: "Week 4: Intersectionality and Leadership (June 17 - June 23) Theme: ""Embracing Complexity: Intersectionality in the Workplace"" Focus: Explore the concept of intersectionality, emphasizing its importance in understanding the multifaceted identities of LGBTQ+ individuals and its implications for leadership and organizational culture. Discuss how leaders can recognize and address the unique challenges faced by those at the intersection of multiple marginalized identities. Offer insights into how embracing intersectionality can lead to more nuanced and effective diversity strategies, ultimately fostering a more inclusive and innovative organizational environment." Post topic: "Day 21 (Friday, June 21): Leadership Strategies for an Intersectional Approach Topic: ""Leading with Depth: Strategies for Intersectional Leadership"" Context: Offer practical leadership strategies for adopting an intersectional approach in diversity and inclusion efforts. Discuss the importance of self-education, active listening, and leveraging employee feedback to inform policies and practices. Encourage leaders to reflect on their biases and assumptions and to seek out and amplify diverse voices within their teams."

Pride month: a crucial celebration, but beware corporate rainbow washing. (A personal view...) June is seen as a month to recognise and celebrate LGBTQ+ inclusion. This is really important; folks from the LGBTQ+ community have faced (and in many parts of the world still face) persecution. Visibility is important. You'll see the rainbow flag used by brands as an outward show of support. Kudos. But, questions to ask are 1. What does that company do to support the LGBTQ+ community both inside and outside their walls? 2. For multinationals: Is the rainbow used on ALL their social media pages, or only the countries where it'll likely be well-received? Pride month is important. It should be recognised and celebrated. But those that talk about it ought to be doing stuff to support the cause, both inside and outside their walls, IMHO. And they should be doing it not just in the geographies where it accepted by the mainstream. Those where LGBTQ+ folks are marginalised are EVEN more important for visible support to be shown. And we shouldn't be shy in constructively calling out those that "talk the talk" without "walking the walk". (And before anybody asks: I'm proud to work for a company that has, in the past few years: Supported the funding of a documentary about Section 28 -- a vile piece of "don't say gay" legislation in the UK that existed in the 80s and 90s; sponsored our local Pride event Portsmouth Pride Trust ).

I’m delighted to share the Human Rights Campaign Foundation’s first-ever report on LGBTQ+ corporate citizenship— The LGBTQ+ Corporate Citizen: A Framework for Emerging Best Practices in Allyship. This report serves as a roadmap for innovative businesses looking to engage more thoughtfully as active allies to their LGBTQ+ employees, partners, and customers. We’ve worked to identify six pillars of business activity that factor into successful LGBTQ+ corporate citizenship:  - Workforce - Supply Chain - Products & Services - Marketing - Corporate Philanthropy - Advocacy & Political Engagement For each of these six pillars, we outline key considerations for the pillar, provide data on the need and business case for action, give real-world examples of corporate citizenship in action and share leading practices from business leaders. Companies have the power to promote inclusion for LGBTQ+ people— to make our lives, and the world, better! I am confident that together, we can create a world free from discrimination, and work to obtain equal rights for all. Read the full report here: https://lnkd.in/ePx_AJPW 

Embracing LGBTQ+ History in Britain: A Journey of Pride and Progress 🏳️🌈 Diversity and inclusion are the heartbeats of progress. Today, let's take a moment to delve into the rich tapestry of LGBTQ+ history in Britain. 🇬🇧 Read more on our recent blog >>> https://lnkd.in/e3GJD5x3

Inclusion matters for everyone. In our global research from 2021 to 2023, the inclusion scores for LGBTQ+ individuals improved by an average of six and a half percentage points between 2021 and 2023. These increases show that intentional investments in inclusion really work. Yet employers still have a long way to go to foster inclusion for all employees. Learn more on how to drive inclusion and a sense of belonging at scale: https://dy.si/DmEaR

🏳️🌈 As the month long celebration of LGBT History Month comes to a close, it's a pivotal time to spotlight the transformative power of LGBT inclusion in the business world. 🙌 Diversity isn't just about ticking boxes - it's about enriching our workplaces with varied perspectives and experiences that drive innovation and success. From my own experiences as a proud gay man and with influential mentors like the Rt Hon. Justine Greening and Nick Forbes CBE, the message for me is clear: visibility and representation at all levels matter. It's about affirming that success is achievable, regardless of who you are or who you love. 🤝 Purpose-led employers are at the forefront of this change, recognising that true pride extends beyond a month-long celebration. It's woven into the fabric of their culture, driving employee engagement, satisfaction, and loyalty. But more than that, it's about active commitment—listening, adapting, and ensuring every voice not only is heard but leads to meaningful action. 💪 Our diversity is our strength, and it's time we fully leverage it to break down barriers and foster an inclusive, equitable future for all. 🗞 More thoughts in my latest blog for Fit For Purpose here: https://lnkd.in/eJ2ikSsX #LGBTHistoryMonth #DiversityAndInclusion #PrideInBusiness #AuthenticSelves #PurposeLed