BCG Platinion’s Post

Four Types of Organizational Cultures re: Diversity (excerpt from The Conversation by Robert Livingston): 1.      Toxic organizations encourage overtly hostile, bullying, and antiegalitarian behaviors toward women, LGBTQ+, people of color, and other groups, because they see such a culture as being indicative of masculinity, power, or status. 2.      Laissez-faire organizations are apathetic toward diversity and tout themselves as being gender- or color-blind. …doing nothing amounts to complicity in the perpetuation of racism. Nevertheless, many firms implicitly or explicitly espouse a hands-off approach. They figure it will happen organically, and if not, then so be it. 3.      Prodiversity on paper organizations hail diversity as being an integral part of their values and aspirations. However, there is little action beyond verbal commitments. Within it are two subcategories: (1) companies that want diversity but don’t have it because they don’t know what to do or simply haven’t done it, and (2) companies that privately and candidly do not want diversity but nevertheless publicly extol the virtues of diversity. 4.      Prodiversity in practice organizations actively work toward building and enhancing diversity and achieve praiseworthy outcomes. #leaninleanthinkers #diversityequityandinclusion #diversityandinclusion #diversityintheworkplace #leadership #antiracism #racialequity #blackleanthinkers

🌈 LGBTQIA+ Women and Mentoring 🌈 LGBTQ+ women are underrepresented in every stage of the management pipeline, considerably worse than LGBTQ+ men. [McKinsey, 2020] While LGBTQ+ women make up 2.3 percent of entry level employees, they comprise only 1.6 percent of managers and even smaller shares of more senior levels. [McKinsey, 2020] Most Executives who mentor, select mentees of the same race or gender or people that make them feel comfortable. As a result, most women, women of color, and  members of LGBTQ+ women are least likely to have a mentor in their workplace. [Coqual, 2019] Mentoring provides critical psychosocial support, offering guidance on work and non-work related issues and caring for your needs beyond work related tasks. This helps professionals develop a stronger sense of identity and belonging in their workplace. Real Mentors Network was built to create equitable access to mentors. Find your mentor today! Just go to www.realmentors.net #dei #inclusionanddiversity #mentoring #careerdevelopment #mentoringworks

🌟 We're thrilled to partner with Simpson Thacher & Bartlett LLP for our 2023 W Suite National Summit as we align our values to accelerate learning and growth within the W Suite community. 💡 Why Simpson Thacher? With over 1,000 lawyers in 11 global offices, their expansive network optimizes the W Suite National Summit's potential for highest impact. Simpson also brings to the table... 1️⃣ Deep Expertise: From handling intricate commercial challenges since 1884 to proactively tackling problems with a "How can we help you?" attitude -- their legal acumen is top-notch. 2️⃣ Commitment to DEI: Led by dedicated committees, their strategic efforts help advance women, people of color, and folks from the LGBTQ community, as well as foster an inclusive community where every attorney can thrive. This ethos resonates deeply with our Summit's core mission. 3️⃣ Collaborative Impact: The firm not only offers specialized knowledge but also champions DEI in the legal community, strengthening our Summit's capacity for meaningful change. We're not just elevating the conversation; we're fortifying it with actionable insights and tangible commitments to DEI. Thanks, Simpson, for your support, and looking forward to the W Suite Summit! #WSuiteSummit2023 #TechGC #TheFSuite #WomenInLeadership #DEI #GC #Legal

International Transgender Day of Visibility (often referred to as TDOV or Trans Day of Visibility) is an annual event occurring on March 31st dedicated to celebrating transgender people and raising awareness of discrimination faced by transgender people worldwide, as well as a celebration of their contributions to society. While many companies have made progress in creating more inclusive cultures for LGB (lesbian, gay, and bisexual) employees, transgender and gender nonconforming (TGNC) employees routinely experience both subtle and blatant forms of aggression, insensitivity, rudeness, and discrimination at work. They have few role models and few places to turn for support. HR staff must build trust with TGNC employees through policies, actions, and ongoing commitment. At a minimum, HR needs to ensure TGNC employees feel both physical and psychological safety, including freedom from harassment, misconduct, and hostility. #bethechange #lgbtqia #stepup #visibility #tdov #takeaction #celebratedifference #deistrategy #awarenessmatters

🌟 We're thrilled to partner with Simpson Thacher & Bartlett LLP for our 2023 W Suite National Summit as we align our values to accelerate learning and growth within the W Suite community. 💡 Why Simpson Thacher? With over 1,000 lawyers in 11 global offices, their expansive network optimizes the W Suite National Summit's potential for highest impact. Simpson also brings to the table... 1️⃣ Deep Expertise: From handling intricate commercial challenges since 1884 to proactively tackling problems with a "How can we help you?" attitude -- their legal acumen is top-notch. 2️⃣ Commitment to DEI: Led by dedicated committees, their strategic efforts help advance women, people of color, and folks from the LGBTQ community, as well as foster an inclusive community where every attorney can thrive. This ethos resonates deeply with our Summit's core mission. 3️⃣ Collaborative Impact: The firm not only offers specialized knowledge but also champions DEI in the legal community, strengthening our Summit's capacity for meaningful change. We're not just elevating the conversation; we're fortifying it with actionable insights and tangible commitments to DEI. Thanks, Simpson, for your support, and looking forward to the W Suite Summit! #WSuiteSummit2023 #TheFSuite #TechGC #WomenInLeadership #DEI #CFO #Finance

Next up - our 2023 Outstanding Ally Role Models! Allies are critical to inclusion and progress would stall without them. By using their platform, privilege and power to drive tangible change for LGBTQ+ employees, this year's Allies are leading incredible work to ensure that everyone can thrive as their authentic selves in the workplace. Meet our top 5 Ally Role Models: - Neeraj Aggarwal, Boston Consulting Group (BCG) - Cristina Diezhandino, Diageo -Derek Young, Fidelity International - Balbir Bakhshi, LSEG (London Stock Exchange Group) - Anne Aslett, Elton John AIDS Foundation And view the Full Allies List here: https://bit.ly/3tZsUIb You can also view YouTube Shorts from some of our Role Models, including Allies Anne Aslett and Pippa Hugill here: https://bit.ly/40CTdjS We unveiled this year's Top 100 LGBTQ+ Executives earlier today here: https://lnkd.in/eWKnUCqi View our 2023 Outstanding LGBTQ+ Future Leaders here: https://lnkd.in/eS4epMSn --- INvolve's Outstanding Role Model Lists supported by YouTube celebrate global LGBTQ+ Executives, LGBTQ+ Future Leaders and Allies in business who are driving LGBTQ+ inclusion in business. Now in its' 10th year, we're thrilled to be able to celebrate this fantastic group of Role Models in business! ---- #OUTRoleModels23 #DEI #Diversityandinclusion #RoleModels #Inclusion #Allyship #Advocacy #LGBTQInclusion #LGBTBiz #Globalbusiness

76% of senior business leaders lack cultural intelligence - which during a time of increased focus of inclusion and diversity is a shocking stat to read! This not only affects chances of creating a greater sense of belonging, but also hinders business success due to communication gaps, misunderstandings, and mistrust in the workplace: https://bit.ly/3Segd4K Fortunately, Reed is committed to ensure that everyone feels that they can truly be themselves at work. To facilitate this, we have appointed Ambassadors and Senior Sponsors to raise the voice of our co-members and steer our commitment to Inclusion and Belonging across five working groups (Ability, Age, Gender, LGBTQ+ and finally Race, Religion and Ethnicity) - link in the comments. #culturalintelligence #productivity #inclusion #management

A strong DE&I strategy is not only a legal, moral and ethical imperative, but in industries like fashion, it can also deliver a proven competitive advantage. From attracting, retaining, developing, and motivating diverse talent to driving investment from ESG funds, a robust data-led DE&I strategy is more critical to sustainable business success than ever before. A workplace life is not homogenous, but beautifully and richly heterogeneous. Organizations must broaden their approach to gender beyond a binary perspective. Taking tangible steps towards meaningful change for LGBTQ+ communities is imperative. Read my insights: Drapers https://lnkd.in/eBJ43QgB #DEI #ESG #RealWorldChange #Leadership (Picture credit in article)

🌈 I am so proud to be featured within the 2023 Outstanding 100 Future Leaders Role Model List supported by YouTube! ⚡ These global lists by INvolve - The Inclusion People champion trailblazers across businesses who are driving positive change for #LGBTQ+ employees in business. 🚀 It’s great to be recognized alongside these global #FutureLeaders, and I cannot wait to drive further change both within Deloitte and beyond. ⭐ You can view the full lists here: https://bit.ly/3FnoRI2 #OUTRoleModels23

Friday Thoughts: 🔍 The Importance of Measuring Diversity in Leadership 📊 Measuring diverse representation in leadership and board positions is essential. Mike Bloomberg wisely stated, "You can't manage what you can't measure." However, to do this accurately, organisations must create an environment where individuals feel safe and empowered to share their race, sexual orientation, and other personal characteristics without fear of prejudice. 🏳️🌈 It's alarming to note that just 0.7% of over 5,400 board seats in the Fortune 500 are occupied by LGBTQ+ directors. This stark statistic underscores the urgent need for change. As highlighted in a recent Out Leadership report - LGBTQ+Board Diversity: Progress & Possibility 2023 (Out-Leadership-OutQUORUM-Report-DIGITAL-FINAL_April18_2023.pdf) 🛠️ Leaders and organisations must regularly review and update their Diversity & Inclusion (D&I) policies. The screenshot also highlights some other statistics by Out Leadership. Let's strive for a future where diversity isn't just a metric, but a driving force behind our success. #Diversity #Inclusion #Leadership #LGBTQ #OutLeadership #BoardRepresentation #Equality #togetherwearestronger