Hannaford Supermarkets’ Post

Is It Safe to Be You? During a spring visit to Bergen, my 4-year-old daughter, Tiril, posed a question: “Mom, can children go to jail in this country?” I reassured her, “No, my dear, we’re still in Norway, where children are not imprisoned.” She then asked if adults could face jail time. I replied, “Yes, if someone commits a serious offense.” June marks Pride month, and I’m heartened by the widespread allyship and support from individuals, communities, and organizations toward the LGBTQI community. While it lasts only a month, it comes with a value commitment for the full year. Personally, I’ve never feared imprisonment due to my identity or faced discrimination based on whom I love. The idea of others merely “tolerating” my sexual orientation has never crossed my mind. But how can I truly understand the LGBTQI experience? I can’t. Yet I have a choice: to be an ally and celebrate - or be neutral and merely tolerate. I’ve invested time in learning and forming my own convictions. I celebrate Pride because I believe all people share equal value. We should celebrate one another, not merely tolerate each other. Everyone deserves to feel safe and be true to themselves, loving whom they love. In Norsk Hydro, we proudly embrace #Pride. Our understanding grows with each lesson, emphasizing its importance. This year, in collaboration with Amnesty International, our theme is “Safe With Us - Everyone is welcome in Hydro" — safe to express themselves and love whomever they love. No one should be excluded or face imprisonment for being true to themselves, whether in Bergen or any city worldwide. Happy Pride! 🏳️🌈🌈

No matter where I go there is a need to feel valued and included and this feeling is no different in the workplace. Yes, we are unique and we have our own perceptions but today please remember that so does our other colleagues. Try to understand someone’s perspective during conversations as their views may be the final ingredient to facilitate growth and development. It also builds trust and opens the channel for individuals to share ideas openly and this supports an inclusive work environment. #inspireinclusion

Recently, I finished reading Pamela Newkirk's book Diversity Inc. In it she gives specific examples throughout many different industries of the failure of DEI in those areas. Finally, she shares a concrete plan on what all companies can do and distributes the best practices from Working IDEAL. Here are the six areas of Best Practices from Working IDEAL: 1) Expand Recruitment Through Intentional Outreach 2) Identify and Remove Hiring and Promotional Barriers 3) Strengthen Professional Development Opportunities 4) Provide Fair and Equitable Compensation 5) Build an Inclusive Culture and Climate 6) Apply Business Practices of Measurement and Accountability

Your company’s core values are your guiding star: the beliefs and principles that shape who you are, what you do, and why you do it. The best workplaces lead with shared values rather than rules and policies. That’s because when rules are the guiding force, rather than an organization’s values, trust isn’t at the core of the employer-employee relationship. Shared values can engage and empower, which in turn boosts innovation, creativity, and productivity. Our Core Values here at Blue Cross Blue Shield of MA are simple, effective and in support of our overall mission to "Show up for everyone like they're the only one." Those values are: 1. Be Kind 2. Be the Example 3. Be Curious 4. Be Community Focused 5. Be Courageous Are you someone that aligns with these values? If you'd like to learn more, attend one of our Talent Connection Hours each Thursday at 2Pm EST to learn more about working at Blue Cross Blue Shield of Massachusetts Link to find an event and register: https://lnkd.in/e9gT-Gh4

A Reflection on the Inclusive Workplace… ***** Valued. Involved. Respected. ***** As leaders, do we work to ensure our employees are *and* feel included? If so, through what methods? If not, why not? How human resources are stewarded reflects the character of a person with authority and demonstrates an organization’s level of moral and ethical integrity. In what ways do you foster workplace belongingness for those in your span of care? Inquiring minds want to know. 😊

So accurate and true.

Inclusion requires far more than words alone. It requires a commitment to the full participation of, and investment in, every individual in the group. Whether most people at your organization are logging onto virtual meetings or stepping into physical offices, an inclusive workplace is vital to your collective success. It shapes how people see themselves, others, and the culture around them. And it has a direct impact on your organization’s ability to deliver on its mission and grow the bottom line.

Diversity is representation, often deliberately designed and visible. And of course, often championed. Leaders in an organisation decide on the extent of diversity needed. Inclusion however is a choice. It is a commitment to leadership. The commitment to respecting others, the choice to practicing empathy, and the demonstration of humility at work. The middle core in an organisation often determines the extent of inclusivity, brought to live in day to day work relationships. Middle Managers must become leaders, faster. #middlemanagers #leadershipdevelopment #leadershipcoaching #workculture #organisationaldevelopment #organisationaltransformation #diversityandinclusion ChangeLeader

“Employee perceptions of inclusion in the workplace can be one of the key predictors of employee engagement, turnover intentions, and burnout” Inclusion should be a commitment for each leader