Benesch’s Post

In honor of Pride Month, Consultant Zac Porter reflects on why he's proud to be part of the LGBTQ community, offers advice for navigating identity and more. What advice would you give to someone who is struggling with their identity? Zac: If you’re struggling with your identity, remember that it’s perfectly normal for your understanding of yourself to evolve over time. Identity is deeply personal and can change as you grow and experience new things. Take time to explore and embrace these changes. Finding supportive communities, whether online or in person, can be incredibly beneficial. These spaces allow you to connect with others who may share similar experiences and feelings. Don’t hesitate to talk to trusted friends, mentors or professionals who can provide empathetic support. Above all, be patient and kind to yourself throughout the journey. Every step is an important part of discovering and affirming who you are. As a member of the LGTBQ community, what are you most proud of? Zac: As a member of the LGBTQ community, I am most proud of the resilience and solidarity that our community consistently demonstrates. Despite facing significant challenges and discrimination, the LGBTQ community has shown incredible strength and unity in advocating for rights and acceptance. I am also proud of the progress we've made in many areas, from increased representation in media and politics to growing support for LGBTQ rights globally. This progress is a testament to the tireless efforts of countless individuals and allies who strive to create a more inclusive and equitable society for everyone. Why is it important for companies to have employee resource groups like FTI's Pride Network? Zac: ERGs like the FTI Pride Network are vital because they foster an inclusive and supportive workplace environment. They provide a platform for LGBTQ employees and allies to connect, share experiences and support each other. ERGs help companies understand and address specific community needs, which enhances employee satisfaction and retention. By promoting diversity and inclusion, ERGs also help companies appeal to a broader talent pool, which is crucial for innovation and competitiveness. #FTIPride #PrideMonth #TeamFTI

Reflecting on my childhood, it's clear that my experiences were markedly different from many of my peers. Growing up feeling different, and navigating the complexities of understanding my identity in a world that often lacked understanding and acceptance, was a journey filled with challenges. It was these early experiences, marked by feelings of isolation and a longing for a community that understood, that laid the foundation for what would later become the MIST LGBTQ Foundation. Our mission was born from a personal understanding of the importance of acceptance, support, and love. Creating MIST was not just about building a community; it was about changing the narrative for future generations. I understand that not everyone can truly grasp what it feels like to grow up feeling out of place, to question your identity in a society that doesn't always provide the answers or the support you need. But from this personal journey, a crucial lesson emerged: the importance of sensitivity and empathy towards all, especially in environments where we spend a significant portion of our lives - our workplaces. This is a call to action for corporate leaders and employees alike to foster workplaces that are not just tolerant, but genuinely inclusive and safe for LGBTQ individuals. It's about moving beyond mere acceptance to creating environments where every person, regardless of their sexual orientation or gender identity, feels valued and supported. Let's be the architects of a corporate culture that celebrates diversity, practices empathy, and nurtures a sense of belonging for everyone. While not everyone will know how it feels to walk in my shoes, or the shoes of countless others in the LGBTQ community, everyone has the capacity to be a little more sensitive, a little more understanding, and a lot more supportive. #InclusionMatters #LGBTQSupport #SafeWorkplaces #DiversityAndInclusion #EmpathyInAction

🏳️🌈 Calling all organizational leaders who want to create more inclusive work environments for #LGBTQ employees! Are you struggling with turning policies into practice in your organization? Concerned about how current events may be affecting the well-being of your team? #PrideMonth is a great opportunity to evaluate the level of support you provide to your LGBTQ  colleagues, and we can help you bridge the gap between intention and impact. Join us June 5 at 2PM ET for a #webinar hosted by TDM's LGBTQ inclusion expert, Susie Silver, CDE®, where she and a panel of experts will discuss how to: 👉 Support transitioning employees at work 👉 Establish and realistically implement inclusive workplace policies 👉 Navigate enacting policies in global organizations 👉 Respond to current events impacting workplace well-being  👉 Advocate for the next generation of LGBTQ employees Don't let a lack of meaningful action lead to turnover, low productivity, and a toxic work environment. Register today!

🌈 How can we do more to support our LGBTQ employees? 👇 Despite companies setting clear values relating to diversity, equity, and inclusion it seems many employees still don't feel included. Perhaps it's time to ask yourself - besides LinkedIn posts and publishing values on a website what am I doing to improve the lives of people in the LGBTQ community? 💭 Remember actions speak louder than words. ✅ Tackle key issues faced by your employees - 44% of trans people avoid certain streets as they don't feel safe as an LGBTQ person ✅ Show true support through meaningful gestures - use targeted social and wellbeing activities to reassure your employees that they have your full support ✅ Listen to your employees - not everyone wants to receive support in the same way, some employees want to be celebrated for their differences and others just want to be quietly accepted. Treat everyone with respect as an individual. Here at Soteria we believe no one should feel intimidated to be who they are. If you'd like to help support your employees' rights to safety and security get in touch today! #PrideMonth #Pride #Diversity #Inclusion

In honor of Pride month, let's ensure our workplaces are genuinely inclusive for #LGBTQ employees. 🏳️🌈 As leaders, implement these proven practices: • Foster LGBTQ employee resource groups and mentorship programs. • Use gender-neutral language in communications.  • Implement inclusive policies and benefits. • Invite personal pronoun sharing.  • Celebrate employees' identities and listen to their experiences with empathy.  • Actively promote LGBTQ visibility and leadership. • Implement zero-tolerance policies against discrimination and harassment.  • Foster psychologically safe spaces where all perspectives are valued. When we move beyond symbols to enact tangible inclusivity, we create environments of belonging that unlock innovative ideas and sustainable growth. Coaching works; let's work together. Follow Joshua Miller -- 📬 SUBSCRIBE to my weekly LinkedIn newsletter, "Something Silly & Serious", for concise, impactful tips on how to boost your leadership and life. #joshuamiller #leadership #executivecoaching #coachingtips #pridemonth #DEI #equity #inclusion #workplace #litrendingtopics #careeradvice

"Football lasts 90 minutes. Hiding yourself sometimes lasts a lifetime. Let's change one of them." 🌈 On October 11th, International Coming Out Day, I attended an event hosted by #dbPride and PROUT AT WORK-Foundation. 🌈 I appreciate all the hard work you put into organizing it and all the wonderful people on and off stage. As I'm still processing the discussion and insights I took home from the event, I'd like to share my two cents on #InternationalComingOutDay. On International Coming Out Day, we celebrate the courage and resilience of all of us – the queer community. It is a powerful reminder to be true to yourself. 🏳️🌈 The Endless Journey of Coming Out 🏳️🌈 When people ask me when I came out, I ask them which one they want to hear about because one of the crucial aspects often overlooked is the fact that coming out isn't a one-time event for someone who is part of the queer community. It is a journey to self-acceptance filled with challenges, discrimination, and internal struggles. It's a continuous process, and for many, a lifelong journey. Why? Because society assumes heterosexuality as the norm, LGBTQ individuals must continuously come out to new acquaintances, colleagues, friends, and family. So, why is this relevant for our LinkedIn community? 💼 Workplace Inclusivity: As professionals and organizations, we must create environments where all employees feel safe, valued, and respected. Recognizing that employees may have ongoing coming-out experiences can foster inclusivity. 🌐 We must encourage open conversations about LGBTQ individuals' unique challenges and create truly inclusive workplaces. 🤝 You´re an Ally? – Great! Better if you know that it's also your responsibility to help queer communities by educating others and creating understanding. Understand your allyship as a constant call to action to learn, listen, and stand in solidarity with the queer community. Remember that allyship is an ongoing process, just like coming out. Let's make every day a day of acceptance and celebration of authenticity. 🏳️🌈💪 #InternationalComingOutDay #MentalHealthAwareness #DiversityandInclusion #Allyship #LGBTQ #Authenticity #Inclusivity #ARCO #Understanding #DiversityMatters Feel free to customize and share this post on LinkedIn to show your support for International Coming Out Day and the LGBTQ community.

True inclusion goes beyond rainbow logos and one-off workshops. It's about building a space where everyone feels safe to be themselves, valued for their unique contributions, and empowered to speak their truth. Here's how to cultivate that kind of culture: 🏳️🌈Open Dialogue: Have courageous conversations to ensure everyone's voices are heard. 🏳️🌈Trust & Transparency: Foster openness between colleagues during meetings by asking people to write down one thing someone might say that may be uncomfortable or risky about (pick a topic from the meeting). 🏳️🌈Empowerment: Support LGBTQ employee resource groups (ERGs) by giving them meaningful projects that contribute to business goals. This fosters cross-departmental collaboration and develops valuable skills like critical thinking in all employees. By taking these steps, you show your LGBTQ employees you stand with them, strengthen your company culture, and unlock the full potential of your diverse workforce. #PrideMonth #Inclusivity #SupportLGBTQ #LoveIsLove

LGBTQ bei EY? LGBTQ und EY? Aber sicher!!! Did you know that Gen Z identifies as LGBTQ  at nearly 6x the rate of Gen X?  Additionally, Gen Z is expected to make up 30% of the total US workforce by 2030. As the Gen Z LGBTQ population grows, companies must evolve to meet the needs of their changing workforce by moving inclusion initiatives to the top of their list of priorities. Sadly, many companies are missing the mark. According to our 2024 EY US LGBTQ Workplace Barometer, on average Gen Z LGBTQ employees give their employer’s inclusion efforts a C .  Everyone deserves to feel safe and included at work each day but all too often that is not the case. Companies must do more to cultivate an environment where people feel comfortable to be themselves. Without intentional efforts to support their people, companies leave millions of dollars on the table and risk losing top talent to their competitors.  Read the full report for more on the cost of avoiding inclusion efforts and the steps companies can take to foster a safe and supportive work environment for all. ➡️

Tangible ways to empower LGBTQ employees all year round: 1️⃣ Formalize Mentorship Programs Mentorship can strengthen personal and professional development and psychological safety for LGBTQ employees. It can also improve upward mobility and senior representation. This also improves talent attraction as 80% of LGBTQ students say visible LGBTQ senior role models significantly influence their job offer acceptance (source: myGwork - LGBTQ Business Community). 2️⃣ Enhance Parental Leave Policies Ensure they support all family structures, including same-sex parents and use inclusive language. For example, explicitly include provisions for parental leave for adoptive parents and offer equitable benefits regardless of gender or sexual orientation. 3️⃣ Continue Engaging with LGBTQ Communities Sponsor and support LGBTQ organizations like Out for Undergrad, The Trevor Project, GLSEN, and PFLAG National. Stand out from the crowd of performative organizations through authenticity and consistency year round. For example, Alvarez & Marsal, a recipient of Diversio's Workplace Impact Award, fundraised $1,210 for The American LGBTQ History Museum. We're committed to helping organizations create diverse, equitable, and inclusive teams. To learn about how we can help you accomplish that, visit https://hubs.la/Q02FX6T-0. #LGBTQ #PrideMonth #EmployeeEngagement #InclusiveWorkplace #Pride