EagleBurgmann’s Post

🌟 Celebrating Courage and Change: The Importance of Rosa Parks Day 🌟 Let's chat about an incredible day that's all about bravery, standing up for what's right, and making a difference: Rosa Parks Day! 🚌✨ Rosa Parks was a superhero without a cape. On December 1, 1955, in Montgomery, Alabama, she did something extraordinary. She refused to give up her seat on a bus to a white person, defying the unfair laws of the time. This bold move kick-started a massive movement for equal rights in America. 💪 So, why is this day so important? 🤔 Rosa Parks Day isn't just a history lesson; it's a day that reminds us all to stand up for fairness, equality, and respect for everyone, no matter what they look like or where they come from. It's about recognizing the strength in our differences and working together to make our communities and workplaces more welcoming for all. This ties perfectly into #DEI - Diversity, Equity, and Inclusion. These three big words are all about creating spaces where everyone feels valued and included. Rosa Parks showed us that one person's actions can spark change and inspire others to work towards a world where everyone has equal opportunities to succeed and be heard. 🌍👫 So today, let's honor Rosa Parks by embracing #diversity, striving for #equity, and including everyone's voices in our conversations. We all have the power to make a difference, just like Rosa did. 🚀 Let's be the change-makers of today! How will you promote DEI in your workplace or community? Share your thoughts and let's get the conversation started! #RosaParksDay #Diversity #Equity #Inclusion #BeTheChange

Happy Pride Month! It’s a time for us to celebrate the contributions and joy of our LGBTQIA colleagues and community. At Challenger, we like to lead with our values, and we believe in creating a culture that is open and safe for everyone. We’re debuting a special version of our logo and an updated LinkedIn banner, plus an email signature for our employees to use throughout the month. Symbols like these matter. But what matters more is going beyond artwork to listen, reflect, and take action. That’s why we’ll also be sharing stories from our Challenger community, reflecting on what Pride means to them, on our website throughout this month and at events in our offices, like our trip to the Chicago Cubs’ Pride Night on June 17. Society today is deeply polarized, and many members of the queer community feel less safe than they did a few years ago, as they face harassment, rhetoric, and increasingly, legislation that limits their rights and access to health care and support. Some companies engage in rainbow-washing or choose not to acknowledge Pride because they’re afraid of criticism, boycotts, and in some extreme cases, violence. I understand that fear, but giving into it doesn’t lead to anything positive. We don’t always get it right, but we’re willing to listen and learn. It’s important to embrace vulnerability as leaders, welcome authenticity, and focus on listening and building spaces where people feel comfortable and can bring their whole selves to work. That’s the culture we want to foster here, and one that allows our LGBTQIA colleagues to feel like they belong not just in June, but every day. Tell me how you honor Pride at your organization in the comments!

Hi Connections, It takes no compromise to give people their rights. It takes no money to respect an individual. It take no political deal to give people freedom. It requires no survey to remove repression. It just takes a small step towards inclusion. Change your thoughts and allow your action to make the difference. #PiramalCapitalandHousingFinanceLimited #PrideatPiramal #PrideMonth #Hiring #LGBTQIAplus #CommunityMembers Connect : [email protected]

This Garden Isn’t Finished Without You: RHS Flower Show Tatton Park from 17 to 21 July 2024 Let’s face it, no garden is ever really finished. How can it be when everything in it just keeps growing and changing? But, we’ve deliberately created space for the visitors to RHS Flower Show Tatton Park to add a flower to the garden – a flower that represents who they are. There’s space for everyone, and the garden isn’t finished without each contribution. Take a moment to reflect: how are you creating inclusive spaces in your church communities? Are there creative ways you could show your commitment to inclusion and diversity?

Being @authentic allows us to be our best selves. At Interos, our management team not only talks the talk but backs it up with action. Feeling supported and fully leaning in to make our corporate goals happen. #PrideatInteros #Pride2024 #representation #visibility

Equity and inclusion is always front of my mind in my daily life, no more so than during Pride month. But what can you do when Pride Month is over? Turns out, there is a lot and you don't have to wait another 11 months to focus on #Pride and #Inclusion ☺️ As an ally, I've looked at how all of us can take meaningful actions to create an inclusive environment (anywhere, not just the workplace): 📖 Educate yourself on LGBTQI issues. 🗣️ Speak up against discrimination. ♥️ Use inclusive language. 🏳️🌈 Support LGBTQI initiatives. 📣 Be visible and vocal in your support. 👂 Listen and offer support. 🛡️ Promote a safe and inclusive workplace At Dimply, we recently reflected on our internal policies and introduced enhanced Equity, Diversity, and Inclusion Policy, Social Value Policy, and "The One Dimply Way." Full blog post here: https://lnkd.in/et5ZkcAm #equity #pridemonth #allyship #proudally

What happens once the rainbow flags 🌈 are folded up after June? Creating an inclusive workplace for #LGBTQIA employees takes more than just words and morning teas. In many workplaces, rainbow flags fly and cupcakes are served at morning teas to celebrate Wear It Purple Day, IDAHOBIT Day, or June’s Pride Month. Organisations enthusiastically promote that they are inclusive and supportive of their LGBTQIA employees and then, once the attention moves onto the next issue, the conversation stops. For many LGBTQIA  people, these types of gestures are welcomed as a sign of support and inclusion, but there is a danger that it can be seen as tokenistic. What happens once those flags are folded up and the cupcakes disappear? How can an organisation show they are committed to making sure all employees feel safe to be themselves at work and go beyond a vision statement? There are many ways to do it, but putting words into action goes beyond holding a morning tea, says Ro Allen (FAICD), former Victorian Commissioner for LGBTQIA Communities and currently the state’s Equal Opportunity and Human Rights Commissioner. “I've seen this so many times, people fly the flags and they do the cupcakes and then they just expect everybody to feel safe and supported and to come out in their organisation,” Allen says. “They’re really surprised when people don’t, but don’t forget that some older LGBTQIA people have faced discrimination all their life and a couple of rounds of cupcakes isn’t going to make them feel supported. You need to be consistent, visible and vocal.” In the latest Acuity Magazine article featuring Hayley Angell, CA ANZ's Senior Manager of Diversity, Equity and Inclusion, and Beth Te Wiata Vale, Co-chair of CA ANZ’s employee rainbow and allies network discuss how to truly support LGBTQIA employees with the following steps: ▶ Setting up a pride network can be a great way to start to engage all employees to develop and implement initiatives that will benefit the whole business. ▶ Look to the experts for a range of free and paid resources and services to assist employers with all aspects of LGBTQIA inclusion. ▶ Doing an audit of existing policies will help you see how you can change them to be more inclusive. Read the full article written by Megan Breen - https://caanz.com/Pride24 #CAANZ #DifferenceMakers #PrideMonth

At Fortrea, we're committed to fostering an inclusive environment where everyone feels seen, heard, and valued. We kicked off Pride celebrations with a powerful discussion on intersectionality within the LGBTQIA community. Hosted by our PRIDE, PULSE, and WEN Global Employee Resource Groups (ERGs), the forum explored the often-uncomfortable topic of what it means to be both Black and LGBTQIA . By having open and honest conversations about these experiences, we aim to: • Build understanding: We believe fostering empathy across identities strengthens our community. • Create a safer platform: When we discuss challenging topics, we can create a more inclusive space for all. • Develop strong allyship: True allyship requires understanding the unique experiences of others. We're grateful to our guest speaker, Paige J. Gardner, PhD, Assistant Dean for Graduate Student Success, College of Education at Seattle University, along with the employees who shared their lived experiences. Their stories will inspire further conversations and a more inclusive workplace for everyone. https://lnkd.in/g4Tva-4s #PrideMonth #Intersectionality #DiversityandInclusion #Fortrea

At Lockheed Martin (LM), our PRIDE Business Resource Group is hosting numerous events throughout PRIDE month to celebrate the LGBTQIA community and bring awareness to the importance of creating a workplace that encourages inclusion and allows employees to bring their authentic selves to work every day. This week I attended a virtual event where we had an opportunity to listen to early career LM professionals who discussed the biggest challenges facing LM PRIDE, LM's D&I initiatives, how to get younger employees more involved in PRIDE, and offer advice. During the panel discussion, an employee commented that a colleague who had just recently come out heard other team members in her group joking around about the LGBTQIA community and therefore didn’t feel comfortable coming out at work out of fear it would destroy her career. Unfortunately, workplace discrimination and exclusion are still significant challenges for LGBTQIA employees, leading to many feeling unwelcome like the employee in this situation. I recently ran across a Harvard Business Review Article on “How to Be a Better Ally to the LGBTQIA Community” which had some great reminders on what we can do to be better allies and help foster a psychological-safe environment for our colleagues. According to the article, a good ally to LGBTQIA individuals is defined as someone who is accepting, takes action, and has humility. Each of these components are important to be a good ally, but it boils down to taking the time to educate yourself on LGBTQIA issues, speaking out against discrimination, and truly listening to and learning from LGBTQIA individuals. Your actions can make a real difference in the lives of your colleagues, and in creating a more inclusive workplace for all. It's time for us all to step up and become better allies to our LGBTQIA colleagues. Please join me in actively working to be accepting, taking action, and having humility to create a more inclusive and welcoming workplace for everyone.