Kennedy Executive Search’s Post

ARTICLE WORTH READING! On Fast Company, “Most But Not All U.S. Employees Are Accepting Of LGBTQ Colleagues.” What does it take to make a really inclusive workplace? Jobs review platform Glassdoor surveyed 6,179 employees in the United States about how LGBTQ-friendly their workplaces are. The majority of, but not all, Americans said they’d be fine working with an LGBTQ colleague: 81% of Americans either strongly disagreed or somewhat disagreed with the statement “I would not want to work with someone who is LGBTQ .” Meanwhile, 77% of Americans either strongly disagreed or somewhat disagreed with the statement “I would not want to work with someone who is transgender.” I am always sharing the impact culture makes and encouraging those to live their authentic selves but so many of our LGBTQ siblings are not accepted within their organizations. https://lnkd.in/gm9cxqu7 . #lgbtqa #diversity #inclusion #thegayleadershipdude #leadership

ARTICLE WORTH READING! On Forbes, “How Target Found Middle Ground For Pride Month 2024 And Others Can Too“ This Forbes article explores how Target (allegedly) “achieved balance” for Pride Month 2024, highlighting the (again, allegedly) “strategies and approaches” the company embraced. It’s an interesting perspective, but I have a few takeaways from this article: (1) I’m not a fan of the author’s use of “transexuals” and it makes me give pause as to them really understanding our Community (2) the author also cites Target’s “exemplary record” for supporting the LGBTQ Community, but the source is a Target webpage. I think they could have shared more here to justify what constitutes “exemplary” (3) the article talks of “reputational risk” and frankly that sounds like a fancy way to appeal to shareholders the specific reasons why an organization can go away from their stated values (4) Companies can’t separate our “T” siblings from the rest of our Community, as the article (in my opinion) suggests. We’re all or none: so if you’re a company that wants to support LGB and not T, well frankly you’re not a friend of our Rainbow Family (5) Finally, I 100% agree with HRC President Kelley Robinson, “Target’s decision is disappointing and alienates LGBTQ individuals and allies at the risk of not only their bottom line but also their values.” Target (and other organizations) that are following the same playbook for Pride this month re: pulling back from your visible support for the LGBTQ Community due to a small but vocal group’s pushback: we see through your veiled attempt to take both sides. You cannot say you support the LGBTQ Community and then pull back said support. You cannot veer away from your stated workplace values because of “reputational risk.” Pick an area to support – left of right – and stay true. When you try to play “both sides” is when you lose. https://lnkd.in/e6g7r3pm #lgbtqa #diversity #inclusion #thegayleadershipdude #leadership

Said it before, I'll say it again... DE & I works, despite what "Supervillain X" says. Open For Business's research on the largest companies in the UK, US, Germany, and Australia has revealed a significant link between LGBTQ inclusion and corporate success! I went through the report and it's shown that businesses with high LGBTQ transparency scores are showing stronger financial performance and are attracting the best talent. So yeah, make sure you're on board with diversity and inclusion, because it correlates with better credit ratings, and innovation, AND it's shown consumers also prefer brands that champion diversity! #SmallBusiness #Inclusion #Diversity #LGBTQ

ARTICLE WORTH READING! On Fast Company, “Most But Not All U.S. Employees Are Accepting Of LGBTQ Colleagues.” What does it take to make a really inclusive workplace? Jobs review platform Glassdoor surveyed 6,179 employees in the United States about how LGBTQ-friendly their workplaces are. The majority of, but not all, Americans said they’d be fine working with an LGBTQ colleague: 81% of Americans either strongly disagreed or somewhat disagreed with the statement “I would not want to work with someone who is LGBTQ .” Meanwhile, 77% of Americans either strongly disagreed or somewhat disagreed with the statement “I would not want to work with someone who is transgender.” I am always sharing the impact culture makes and encouraging those to live their authentic selves but so many of our LGBTQ siblings are not accepted within their organizations. https://lnkd.in/gUiyzv84 . #lgbtqa #diversity #inclusion #thegayleadershipdude #leadership

Last week, our LGBTQ network hosted a panel event on the topic of being LGBTQ in the workplace. Colleagues on the panel shared their experience of coming out at work and answered questions from colleagues including ‘How does it feel when you are forced to come out or when someone outs you?’ At Shaw Trust, we celebrate inclusivity and aim to create a work environment where people can be themselves. Our colleague networks, including our LGBTQ network, and our network events offer continuous education, a safe space for colleagues, and opportunities for colleagues across the organisation to connect. Our colleagues self-report on diversity information: 0.3% of our colleagues identify as non-binary 2.9% of colleagues identify as gay or lesbian 2.4% of colleagues identify as bisexual Colleagues attending the event shared the following feedback: “Thank you so much to the panel for generously sharing their thoughts and experiences, I love being part of this [LGBTQ ] network”. “As an ally, I am really grateful to have had the opportunity to listen and hear people's experiences.” “These meetings never fail to make me grateful to work somewhere where I feel safe to be myself.” #PRIDE #PRIDEMonth #LGBTQ #Inclusion #Diversity #Work #Employment #Ally

ARTICLE WORTH READING! On Forbes, “How Target Found Middle Ground For Pride Month 2024 And Others Can Too“ This Forbes article explores how Target (allegedly) “achieved balance” for Pride Month 2024, highlighting the (again, allegedly) “strategies and approaches” the company embraced. It’s an interesting perspective, but I have a few takeaways from this article: (1) I’m not a fan of the author’s use of “transexuals” and it makes me give pause as to them really understanding our Community (2) the author also cites Target’s “exemplary record” for supporting the LGBTQ Community, but the source is a Target webpage. I think they could have shared more here to justify what constitutes “exemplary” (3) the article talks of “reputational risk” and frankly that sounds like a fancy way to appeal to shareholders the specific reasons why an organization can go away from their stated values (4) Companies can’t separate our “T” siblings from the rest of our Community, as the article (in my opinion) suggests. We’re all or none: so if you’re a company that wants to support LGB and not T, well frankly you’re not a friend of our Rainbow Family (5) Finally, I 100% agree with HRC President Kelley Robinson, “Target’s decision is disappointing and alienates LGBTQ individuals and allies at the risk of not only their bottom line but also their values.” Target (and other organizations) that are following the same playbook for Pride this month re: pulling back from your visible support for the LGBTQ Community due to a small but vocal group’s pushback: we see through your veiled attempt to take both sides. You cannot say you support the LGBTQ Community and then pull back said support. You cannot veer away from your stated workplace values because of “reputational risk.” Pick an area to support – left of right – and stay true. When you try to play “both sides” is when you lose. https://lnkd.in/eBsxwG_E #lgbtqa #diversity #inclusion #thegayleadershipdude #leadership

With Pride Month in full swing and companies running events, designing rainbow logos, and drafting messages to show support for the LGBTQ community, leaders may still question if this is enough. This month, CEOs are being urged to focus on meaningful actions that align with their vision and values. Prioritize the greater good, as what's beneficial for your coworkers, consumers, and company also supports the LGBTQ community. Successful CEOs recognize that profitability stems from forward-thinking. Ben & Jerry's, a top-selling brand, championed LGBTQ rights well before it became popular, illustrating the value of visionary leadership. And while the LGBTQ community is large, it also has significant purchasing power, amounting to $3.9 trillion globally, highlighting clear future opportunities. LGBTQ employees and consumers expect corporate leaders to act with integrity, regardless of profitability, popularity, or media coverage. Take decisive actions that reflect your values to build a better future for your employees, company, and the LGBTQ community. #PrideMonth #LGBTQ #Inclusion #CorporateResponsibility

🌈 During Pride Month (June), LinkedIn is flooded with rainbow-colored logos, and at Balance HR, we wholeheartedly join in. However, achieving true inclusion in the workplace for our LGBTQ colleagues and employees requires more. So, what can organizations do to build inclusion? Fostering a culture of 𝘁𝗿𝘂𝘀𝘁 is essential for an inclusive workplace. LGBTQ employees need to 𝘁𝗿𝘂𝘀𝘁 𝘁𝗵𝗲 𝗼𝗿𝗴𝗮𝗻𝗶𝘇𝗮𝘁𝗶𝗼𝗻 as a whole to feel secure in sharing more of their identity at work. Equally important is 𝘁𝗿𝘂𝘀𝘁 𝗶𝗻 𝗺𝗮𝗻𝗮𝗴𝗲𝗿𝘀, making them key to your DEI efforts.  Therefore, HR should focus on empowering both organizational initiatives and managers. Read more about additional initiatives you can take in our blog post by iulia cioca: https://lnkd.in/e9tVdDkX #LetsTalkNumbers #Pride2024 #Inclusion

In case you missed it, a recent study by Open for Business has revealed that LGBTQ inclusion is linked to higher profitability. 🌈 Companies at the forefront of LGBTQ transparency are 2.3 times more profitable than their counterparts. 🌈 A whopping 92% of major companies now view diversity, equity, and inclusion as essential to their operations. 🌈 This is driven by the global LGBTQ consumer market grownung larger than many of the world’s large economies. Who knew diversity was essential for business? 😉 It’s bittersweet that it’s often economic benefits that pave the way for greater inclusion, but if it catalyzes a shift towards more equitable ways of working, I’ll take it. How is your company putting inclusion into practice? Is it? 🙈 I’d love to hear from the trailblazers in the comments. Link to report: https://lnkd.in/e6spbspq #diversity #leadership

🌈 Celebrating Pride Month As Pride Month begins to come to an end, I’m grateful to be a part of a company that truly celebrates and respects everyone; year round. Celebrating Pride means embracing and affirming the identities of everyone in the LGBTQ community. It provides a profound reminder that no one should feel alone or think they are better off dead for being who they are. That's why we come together to celebrate—to let every individual know they have a H-U-G-E support system behind them. For me, Pride is about acknowledging my own journey and the journeys of others. It's about standing tall and saying, "This is who I am, and I am proud." It's a time to honor those who have fought for our rights and to keep pushing for a world where everyone can live authentically without fear of rejection or harm. Celebrating Pride at work is incredibly important. It shows a commitment to creating an inclusive environment where everyone feels valued and respected. This isn't just about tolerance—it's about genuine acceptance and celebration of our diverse identities. When we celebrate Pride at work, we send a clear message to our colleagues and clients that we value diversity and believe in equality. It helps build a supportive community where people can thrive personally and professionally. Ultimately, celebrating Pride at Carbyne is about fostering a culture of respect and solidarity. It’s about showing that, despite any exclusion we might face elsewhere, we have a work family that supports us unconditionally. And that support is truly invaluable. Let's continue to stand together, uplift each other, and create a world where everyone can be proud of who they are. Happy Pride Month! 🏳️🌈 #PrideMonth #LGBTQ #Inclusion #Diversity #Equality #EveryPersonCounts