Tandym Group’s Post

Happy Pride Month! 🏳️🌈🏳️⚧️ This week, Azza Essakhi shares a compelling blog post on the importance of Pride from a Millennial perspective, and how we can foster inclusivity and support for the LGBTQ community. ⬇️ #PrideMonth #LGBTQ #Inclusion #Diversity #Community 🔗Read our other blog posts here: https://lnkd.in/ecdJyAe8

Knowledge is power! Take the time to learn about the challenges #LGBTQ individuals may face in the #workplace. And be an advocate for (all) marginalized voices to help create a more supportive and #inclusive workplace for everyone.See all five tips to help you rock LGBTQ allyship at work: https://bit.ly/3wtuXGh #belonging #inclusion #pridemonth #pride2024

Sounds a lot like rainbow washing. 🌈👀 We do love some good Pride merch, but are companies following it up with meaningful action for the LGBTQ community? Mamobo explains how companies can avoid rainbow washing in the full video: https://linktw.in/VwCHcR #Pride #RainbowWashing #PrideMonth #LGBTQ #Inclusion #Queer #Belonging #DiversityAndInclusion #Allyship

🔔 I’m beyond proud to share this fabulous blog post written by my incredible colleague Damon Maassen, CPTD– “Moving Beyond Rainbows: Planning for LGBTQ Pride Month and Year-Round Inclusion.”  A lot of recent media pieces about the current state of the DEI industry have advanced overly simplistic takes that fail to acknowledge what we see on the ground every day in our work with clients. While the legal and political landscape has indeed shifted, so too have the workforce’s explicit expectations for safety and support for LBGTQ team members, especially given an increase in anti-LGBTQ laws, and generational shifts in the labor market. In 2022, 7.6% of the adult population identified as LGBTQ , representing more than double the rate in 2012*. A main catalyst for this societal change can be attributed to Gen Z. 28% of all Gen Zers report being members of the LGBTQ population, and Gen Zers are expected to constitute nearly ⅓ of the labor force by the end of the 2020s.** A similar percentage of LGBTQ employees have left their employers because of a lack of support for their sexual and/or gender identity.** So what’s the solution? Damon offers some actionable tips for employers to uplift and amplify LGBTQ teammates year-round, through both behavioral and structural initiatives. Behavioral initiatives focus on how team members in an organization interact with and learn from, one another. Structural initiatives involve transforming processes, systems, and tools. A few of my favorite recommendations from his piece include: ❇ Historical Recognition: Take the time to educate employees and stakeholders about the historical milestones, struggles, and achievements of the LGBTQ rights movement. Incorporate historical context into Pride Month programming, including discussions, documentaries, guest speakers, or educational resources highlighting key moments in LGBTQ history. ❇ Honor LGBTQ Trailblazers: Recognize and honor LGBTQ trailblazers, leaders, activists, and advocates who have made significant contributions to advancing LGBTQ rights and visibility. Host awards ceremonies, panel discussions, or virtual tributes to celebrate their impact and legacy. ❇ Engage in Advocacy: Advocate for LGBTQ rights and equality both internally and externally. Stay informed about legislative developments impacting the LGBTQ community and actively support initiatives that promote inclusivity and social justice. ❇ Review Policies and Benefits: Evaluate company policies, benefits, and practices to ensure they are inclusive and supportive of LGBTQ employees. This includes non-discrimination policies, gender-neutral language, healthcare coverage for transgender individuals, and family leave policies that recognize diverse family structures. Check out the full post below! Sources: *Gallop News (2024): “LGBTQ Identification in the US” **Ten Thousand Coffees  (2024): “The State of LGBTQ Diversity, Equity, and Inclusion in the Workplace in 2024”

The LGBTQ community faces several challenges everyday, including discrimination in the workplace. Here are some things you can do to promote inclusivity in the workplace, and why providing support for your LGBTQ employees is also a good business move. #PrideMonth #LGBTQ #workplace #inclusivity https://lnkd.in/ghgSVBE2

Love these insightful tips from my friend Damon Maassen, CPTD to ensure our Pride month activities are authentic and have lasting impact for LGBTQ inclusion all year long. Have a read in the link below!

This Pride Month, let's discuss how we can create more inclusive workplaces. Share your ideas on fostering a welcoming environment for LGBTQ colleagues. What actions have you seen make a real difference? Your insights can help build better workplaces for all. 🌈 #PrideMonth #WorkplaceInclusion #LGBTQ #Ally #DiversityEquityInclusion

Growth in understanding and effort to make lasting improvements in workplaces and workplace experiences! It’s so good to be at the leading edge of positive change.