Agnieszka Kulikowska’s Post

🌈 Pride Month 2024 Pride Month is a vibrant and inclusive celebration that honours the LGBTQ+ community, their history, achievements, and ongoing struggle for equality. This annual event serves as a powerful reminder of the importance of acceptance, diversity, and love. 💙 💚 💛 It brings together individuals, organisations, and communities to advocate for LGBTQ+ rights and celebrate the progress made towards a more inclusive society. There are many things we can do collectively to advocate for inclusivity across both our personal and professional lives, including in the workplace. Building an environment where everyone feels valued and respected, regardless of their sexual orientation or gender identity, is crucial for diversity and innovation. What can we do and how can businesses be more inclusive? 🌈 Review your policies Do policies specifically address the needs of LGBTQIA+ employees, such as parental leave, adoption leave, healthcare benefits and more. There are many ways that businesses can make it clear that they see and support queer and trans families. 🌈 Incorporate inclusive language Remember, shifting to gender-neutral language is a process, using words like 'Everyone', 'Team', rather than 'Ladies or Gentlemen', can make a huge difference to how an individual feels. The more that we practice, the more natural it will become. The key is to keep learning and trying, rather than penalising people for forgetting. 🌈 Lead from the top When senior management are vocal champions of LGBTQIA+ inclusion, it sets the tone for the entire organisation. Encourage your teams to attend Pride events, speak openly about their allyship. Representation matters, and seeing leaders who walk the walk can make all the difference for LGBTQIA+ employees. 🌈 Think beyond pride month Inclusion isn't just a one-month event. It's a year-round commitment. Look for ways to weave education and awareness into your company culture all year long. There are so many ways to incorporate this throughout the whole year – for example, did you know that February is LGBT History Month? The key is to keep the conversation going long after June has ended. So this Pride Month lets all take an honest look at how our organisations support LGBTQIA+ employees. Don't be afraid to get uncomfortable and push for real change. 💛 It’s important for the LGBTQIA+ community to know that they deserve a workplace that sees them, hears them, and celebrates them for exactly who they are. 😍 If you are seeking a more inclusive, supportive business next in your career, I would love to help support you in your search! 🌈 📞 07726 682643 📧 Emilia@ado.gg #Pridemonth #pride #inclusivity #love #support #diversity

Surveys show that roughly 1 in 3 trans people who had a job in the past year were fired, denied a promotion, or experienced discrimination due to their gender identity. For a fairer future, workplaces must be genuinely inclusive. We need effective leaders who show through actions—not just words—that they support their LGBTQ+ employees. This can look like a lot of things, from offering comprehensive healthcare benefits, to providing education and training, to refined policies around recruitment and employee engagement. Instituting policies that champion LGBTQ+ inclusion benefits everyone, regardless of gender identity or sexual orientation.

Happy Pride Month! I love my LGBTQ+ community, and I love that this month is about celebrating us and our unique, wonderful selves so much. It’s a community I’m really proud to be a part of. Pride is just as much about celebration as it is for advocacy and advancing global LGBTQ+ equality. Across the world, LGBTQ+ rights are under attack and many global LGBTQ+ communities are still not safe, don’t have equality of opportunity and cannot truly be themselves. Which is just not good enough. So allies – listen up. It’s time for you to stand up and be loud in your advocacy. Put your words of solidarity into bold action and show your LGBTQ+ employees that you are invested in their success. Here are just three things that you can do: 1. Sponsorship Sponsorship is key to career progression, but access to mentors and sponsors in business varies depending on an individual’s intersectional identities. For example, data from McKinsey reveals that trans employees are significantly less likely to be sponsored than their cis counterparts– 21% vs 32%. To senior leaders, one effective way to scale up your allyship is to actively find high potential LGBTQ+ talent in your business and enable their success by using your platform and influence. 2. Employee Resource Groups. Allies, find your company’s LGBTQ+ ERG and find out how you can support. Could you take on an Executive Sponsor role or join in an ally capacity? ERGs are a fantastic business resource as well as a safe space to discuss topics affecting your LGBTQ+ employees, to take part in awareness celebrations and they act as a springboard from where change can happen. If you don’t know what your LGBTQ+ employees want, ERGs are a source to engage with and gain this knowledge from, that can be channelled into positive change. 3. Talent Development Programs If talent development is in your remit – here’s one for you. Change doesn’t happen without investment, and your LGBTQ+ employees deserve to have their careers invested in. How are you implementing or designing talent development programs for your LGBTQ+ employees? Are you taking the time to understand what equitable tools they need for success and are you ambitiously putting actions into place? If not, you should be. Pride is just as much about celebrating as it is committing to real action. Words of solidarity must be channelled into tangible change that sets the tone for LGBTQ+ inclusion and equality all year round. If you’re not sure where to start – the teams at Audeliss and INvolve - The Inclusion People are experts. Drop me a message and we can get the ball rolling! ❤️💛💚💙💜🩷🩵🤍🖤🤎 #pridemonth

Surveys show that roughly 1 in 3 trans people who had a job in the past year were fired, denied a promotion, or experienced discrimination due to their gender identity. For a fairer future, workplaces must be genuinely inclusive. We need effective leaders who show through actions—not just words—that they support their LGBTQ+ employees. This can look like a lot of things, from offering comprehensive healthcare benefits, to providing education and training, to refined policies around recruitment and employee engagement. Instituting policies that champion LGBTQ+ inclusion benefits everyone, regardless of gender identity or sexual orientation.

The LGBTQ+ community has long faced employment disparities, spanning discrimination and limited access to quality jobs. But here's the good news: Companies that champion LGBTQ+ diversity not only uphold the bedrock rights of these individuals, but they also thrive while doing so. Why? Because diversity isn't just a buzzword; it's a strategic advantage. Inclusivity attracts a wider talent pool and resonates with consumers who see themselves reflected in your workforce. Happy, validated employees push innovation and productivity gains while reducing costs tied to discrimination-related stress and litigation. That said, the journey to inclusivity isn't always straightforward. Well-intentioned actions can sometimes seem performative. That's why we're diving into effective LGBTQ+ workplace inclusivity strategies in our latest blog. Here are a few tips from advocates Jeffrey Main and Katrina Kibben, whom we spoke with for the piece: •Start From the Top: Leadership sets the tone for inclusion. Allocate budgets for employee resource groups, invite expert speakers, and support volunteer initiatives. •Show With Actions, Not Words: Tangible benefits matter. Think adoption support for same-sex couples or gender-affirming healthcare. •Education & Training: Combat unconscious bias through regular, professional-led education. And Inclusivity isn't limited to LGBTQ+ individuals; it's about creating a culture where everyone thrives. So, let's build workplaces where everyone feels valued and respected. Read our blog below to learn more about fostering an LGBTQ+ inclusive workplace. Together, we can make a difference. https://hubs.ly/Q024tB1z0 #InclusionMatters #lgbtqia #WorkplaceInclusivity #Equality #Pride #DiversityEquityAndInclusion Image description: A diverse group of young adults standing together.

🌈 Beyond the Rainbow: Building Genuine Allyship for LGBTQ+ Communities It's Pride Month! Social media will be a kaleidoscope of vibrant colors, brands will tout their LGBTQ+ friendliness, and events promising inclusivity will pop up everywhere. But before you get swept in the rainbow wave, let's take a step back. Here's the reality: many organizations use Pride Month for performative activism. Here's how to spot it: 🏳️🌈Rainbow-washing: A logo gets a Pride makeover, but the company doesn't actively support LGBTQ+ employees or initiatives. 🏳️🌈Token representation: Events feature "diversity panels" with minimal LGBTQ+ voices, if any. 🏳️🌈Shallow hiring practices: Companies talk the talk but don't actively recruit or retain LGBTQ+ talent. True allyship goes beyond aesthetics. The Careernet Prism Report paints a concerning picture: 👉Missed hiring targets: In 2023, only 70% of companies met their LGBTQ+ hiring goals, leaving a significant talent pool untapped. 👉Unvoiced concerns: 60% of LGBTQ+ employees faced harassment, with 73% not reporting it due to fear of marginalization. 👉Lack of support: 62% of LGBTQ+ employees reported their company lacks an LGBTQ+ Employee Resource Group (ERG) or has one that's not globally accessible (especially in India). So, how can organizations truly be allies? Here are actionable steps: ✅ Year-round commitment: Make diversity and inclusion a year-long priority. Studies show diverse companies thrive! ✅ Address the Bias: The road to inclusivity starts with acknowledging unconscious bias. Invest in gender-sensitive training that broadens your perspective and creates a culture of acceptance. ✅ Build an Inclusive Hiring Ecosystem: Reimagine your hiring process. Ask for pronouns in interviews, creating a welcoming and respectful environment. Connect with recruitment agencies specializing in LGBTQ+ talent. ✅ Start Small, Start Strong: If you're new to this, take baby steps: ✨Host screenings: Screen LGBTQ+ documentaries or films to celebrate the community. ✨Spark discussions: Organize book clubs featuring Indian LGBTQ+ literature. ✨Partner with NGOs: Collaborate with organizations working toward LGBTQ+ rights. Support their work through workshops or volunteering opportunities. TWEET Foundation Misfyt Trans Youth Foundation Transgenders of India (We One) ✨ Invest in lived experience: Organize workshops led by LGBTQ+ individuals to share their experiences. Remember, allyship requires action, not just a colorful logo. By taking these steps, you can create a workplace where everyone feels valued, empowered, and free to be their authentic selves. This Pride Month, and every month after, let's paint a picture of genuine inclusion.

We celebrated our one-year anniversary in style by welcoming Matt Cameron, CEO of LGBT Great as our speaker at our latest Campaign event, ‘Be the change you want to see’. He is an experienced talent management, diversity and organisational development leader who built his career and passion for LGBT+ inclusion within the recruitment sector. Matt is responsible for the development of LGBT Great’s programmes, the strategic direction of the organisation and advising organisations on DE&I issues. Who better to join us to discuss the incredible work he and his business are doing to promote LGBTQ+ inclusivity and what we could all do in our own workplaces as we move into year two of Campaign?  Here are our four key takeaways. 1. Create a culture of allies. Allyship is so powerful. When people from outside of the LGBTQ+ community stand up to protect the rights of those actively and visibly within it the message sent is that our businesses are safe places. Safe for the LGBTQ+ community within our businesses and safe for anyone looking to join. Read more about creating a culture of allies here (https://bit.ly/3ZGJGb0) 2. Role models. Promote your willing, LGBTQ+ role models. Create a platform for them to be visible internally and externally. It’s human nature to strive for what we can see. If we can’t see it, we don’t know what is possible. Show the LGBTQ+ community what is possible not only within your business but within the sector itself. 3. Do good to be good. Use your CSR programme to promote inclusivity by supporting an LGBTQ+ charity through either fundraising or volunteering. By doing so you very visibly place the importance of LGBTQ+ inclusion within your workplace culture and create a safe place for the community. 4. Action. Don’t let the fear of getting it wrong drive you to inaction. Who has got it right? You want to increase inclusivity in your own workplace but don’t know where to start? Look at other businesses, who have got it right. Who is promoting inclusivity in the right way? We can learn so many lessons from what others are doing in this space, what works and what doesn’t. It was brilliant to ‘open the circle’ and welcome so many of our LGBTQ+ colleagues and their allies to this inspiring event. It certainly gave us a chance to see how far we have come in our first year and what exciting opportunities there are going forward! Can’t wait to see what our next year brings. If you are interested in attending an event, sponsorship opportunities or want to get involved with Campaign, visit https://www.wecampaign.co/

These 5 companies are top performers in #LGBTQ equality across the Americas. See who's setting the standard for inclusivity: https://lnkd.in/ewmfhmwV Author: Steven Kerch Companies Mentioned: Amazon, Microsoft, Meta, The Walt Disney Company, Morgan Stanley, Bayer, Boston Consulting Group (BCG), GE Appliances, a Haier company, J.P. Morgan, and SAP #equities #impactinvesting #esginvesting #sustainableinvesting

How Your Business Can Become a Certified NGLCC Business 🌈 Diversity and inclusion are not just buzzwords—they're essential components of success. The National LGBT Chamber of Commerce (NGLCC) certification is a prestigious recognition awarded to businesses that demonstrate a commitment to diversity and inclusion, particularly within the LGBTQ+ community. It's a powerful symbol of your company's values and a testament to your dedication to fostering an inclusive workplace culture. Why Should Your Business Get Certified? Access to Opportunities: NGLCC certification opens doors to new business opportunities, contracts, and partnerships within the LGBTQ+ community and beyond. Enhanced Credibility: Certification enhances your company's credibility and reputation as an inclusive and socially responsible organization. Networking and Support: Joining the NGLCC network provides access to valuable resources, networking events, and support from like-minded businesses. Alignment with Corporate Values: Certification aligns your company with the values of diversity, equality, and inclusion, both internally and externally. Becoming a certified NGLCC business is not just about gaining recognition—it's about making a meaningful commitment to diversity, inclusion, and equality. It's a powerful statement of your company's values and a testament to your dedication to creating a workplace where everyone feels valued and respected. Learn more about what steps to take here: https://loom.ly/_eEJECU #DiversityandInclusion #NGLCC #PrideMonth