Jermain Garcia’s Post

An ally is defined as someone who is “associated with another as a helper; a person or group that provides assistance and support in an ongoing effort, activity or struggle.” In recent years, the term has evolved to describe those who educate themselves, support, and advocate for underrepresented groups. Most of us naturally support causes and individuals we relate to or know personally. But for the world to change in meaningful ways, we must extend ourselves beyond our familiar and comfortable circles. We need to become allies for those whose experiences and struggles we might not encounter directly or even fully understand. This Pride Month offers an opportunity for all of us to learn what it feels like to walk in someone else’s shoes. Whether they are LGBTQ+, Black, Asian, Jewish, Arab, or from any other underrepresented group, we can start by simply asking: what are your experiences? How can I support you? Let’s use this month to start conversations, listen actively, question our assumptions, and stand in solidarity. By doing so, we can become better allies and help create a more inclusive workplace and world. #PrideMonth #Allyship #Inclusion #Diversity #Wellbeing

Inclusion is essential in all aspects of our lives, but we have a responsibility as professionals to do our part to ensure that everyone feels safe, represented and free to be who they are. Whether it is an employee, a vendor partner, our clients or the person we cross paths with in our neighborhood coffee shop each morning, being an ally for the LGBTQ+ community is something that should just be part of our DNA. One way to show support is to be thoughtful with the language you use. Using a person’s correct name and pronouns is a powerful way to show respect. If you aren’t sure of someone’s pronouns, use gender neutral ones like they, them and theirs until the person confirms their preference. Never make assumptions about a person’s identity. As always, we want to thank you for the work you do.

Most people in society are often more than just any one single identity. In Supplier Diversity the term ‘cross-intersectional’ describes a person whose ‘normal’ includes multiple diverse identities. A black, LGBTQ+, disabled woman has 4 diverse identities. Such an individual will experience exponentially more prejudice, discrimination, and marginalisation in society. Kaleida’s fully-inclusive approach to Supplier Diversity allows cross-intersectional diverse business owners to not have to prioritise one identity over their others in order to access sales opportunities in the platform. Instead their competency and capability shine allowing their ‘normal’ to be just that… Normal.

"I'm dreading the upcoming family gathering. What if they don't accept me for who I am?" As we gather with loved ones, let's remember the mix of emotions LGBTQ individuals may face. From acceptance concerns to identity conversations, these gatherings can stir stress. To my LGBTQ friends and family, your feelings are valid. It's okay to feel apprehensive but remember, you're worthy of love just as you are. Feeling overwhelmed? Here are some reminders: - You deserve respect and understanding. - Your identity is valid and beautiful. - Prioritize your well-being and set boundaries. - Find support in friends and communities. Together, let's create spaces of love, acceptance, and inclusion where everyone feels valued. 🎯 Feel free to reach out to me if you need someone to talk to or if you'd like support in navigating your LGBTQ identity and family gatherings. I'm here to listen, provide guidance, and offer a safe space for you to express yourself. Contact me at: 📧 manjeet@welcomingmindfulness.com 📲91 9004992332 #mindfulness #lgbtq #mentalhealth

💡 3 Lessons I've Learned After 2 Years as a Diversity Consultant 💡 1. Transparency is Key: Clearly stating my rate upfront (1000 EUR/hour) saves time and fosters mutual respect. 2. Be Flexible, but Protect Your Energy: Flexibility is vital, but remember that your energy isn't infinite. 3. Don't Hesitate to Ask: Directly reaching out for opportunities, like LGBTQ+ Awareness sessions, leads to meaningful connections. I am approaching LGBTQ+ ERG Lead, Diversity & Inclusion Managers, People & Cuture Directors. Nathalie Marie Pérez Sievers, Clemens Krebs, Tate Smith, Katie Neeves FRSA, Louise Moulié, Tatiana Buelvas Baldiris, Ph.D., Safir Boukhalfa, Stella B. ⬇️ What have you learned as a DEI Consultant? Let's share insights! ⬇️ #DEI #DiversityAndInclusion #Consulting #LGBTQAwareness ✨ Are you ready to talk about working with me? ✨ If yes, please book us a time slot through: https://lnkd.in/dR5itiym

🏳⚧🌈 Happy Pride Month, everyone! 🏳️🌈 As we kick off June, it's a wonderful time to celebrate the LGBTQ+ community and promote acceptance, love, and respect for all individuals, no matter their sexual orientation or gender identity. 💗 At the core, we are one human race, united by our shared hopes, dreams, and desire for happiness. Our differences should be embraced and celebrated, not discriminated against or suppressed. 🤝 Let's take this month to educate ourselves, have open and honest conversations, and foster a more inclusive and understanding society. Small acts of kindness, allyship, and standing up against hate can create a ripple effect of positive change. 🌊 Whether you're part of the LGBTQ+ community or an ally, let's come together and show our support through actions, not just words. Attend Pride events, support LGBTQ+ businesses and organizations, and most importantly, treat everyone with the dignity and respect they deserve. 💪 Remember, love is love, and we all deserve to live authentically and freely, without fear or judgment. 🧡 Happy Pride, everyone! Let's make this a month (and every month) of acceptance, empathy, and celebration of our beautiful diversity. 🏳️🌈🌈 #PrideMonth #LGBTQ #Inclusion #Diversity #Acceptance #Respect #LoveIsLove

🌈 Embracing Intersectionality and Fostering Inclusion in the Workplace 🌟 As we strive for greater diversity and inclusion, it's crucial to recognise the significance of intersectionality. Our CEO, Paul Sesay shares insights on the importance of considering the broader demographic and characteristics of LGBTQ+. “Intersectionality is key to helping people feel they belong. Organisations need to be more mindful of the broader demographic and wider characteristics of their LGBTQ+ colleagues. Are they black? Do they have a visible or invisible disability? Are they over 50? One or more of these other protected characteristics, along with someone’s sexuality, compound and complicate how they may be included, or not, at work and in society in general. Intersectionality is so, so important. By simply focusing on one protected characteristic, we risk missing out on other aspects where understanding and tolerance are needed. For example, a trans colleague who has autism may feel accepted for their sexuality but misunderstood or marginalised due to their autism if that, too, isn’t recognised. Recently, I hosted an LGBTQ+ conference in partnership with TalkTalk and found I was the only black person in the room. That is neither right nor representative of a diverse society. We need to do better. An organisation’s networks can help broaden understanding and tolerance by inviting a wider range of members, including allies, to share their experience and bring support.” #IDAHOBIT #InclusiveCompanies

Happy Pride Month LinkedIn! ❤️🧡💛💚💙💜 Pride PR campaigns are huge right now, for obvious reasons. Diversity and Inclusion is everything. I’ve drawn up a list of 5 things not to miss, so you don’t have to. 1. Be sincere. Underpin your campaign with concrete actions - such as donating a portion of profit to LGBTQ+ organisations. 🌈 2. Constructive criticism is king! Honest responses are more than just valuable insights - they will take your campaign from good to great. 🌈 3. Avoid misrepresentation and stereotyping. Be sure to do sufficient research and consultation with members of the community so as to authentically represent the LGBTQ+ experience. 🌈 4. Remember what Pride stands for. The LGBTQ+ community is composed of people of all different races, religions, ages, abilities, neurodivergences, ethnicities, heights, weights, gender identities and sexual orientations. Make sure your campaign considers the intersectionality of Pride. 🌈 5. A campaign is not just for Pride Month. Continue your campaign as part of a larger, sustained effort, not a one-time spectacle. I would love to hear your ideas on how to ensure that what Pride stands for remains front and centre of all campaigns. Drop me a message and let’s discuss! 

It can take years to accept who you are as an LGBTQ+ person. The internal struggle of realizing that you are different than many of your peers, of finding community, and of (hopefully) eventually celebrating who you are is a journey that many do not understand. Through this journey, queer people develop empathy and communication skills that is honed through experiences of advocating for themselves and others. Their identity becomes a source of strength. This self-confidence and recognition of oneself brings valuable perspectives and skills to their career. When LGBTQ+ individuals see their identity as an asset rather than a liability, they can present themselves with authenticity and conviction, leading to more successful and fulfilling career opportunities. P.S. I'll be launching a new newsletter soon, Thriving as a Queer Professional. Subscribe 🔗 in comments and on my profile.

For organizations to be successful in DEI-B initiatives, they need to learn to accept that a top performer can also be problematic. I have seen many organizations confuse someone being a rockstar at their job as also being a good ally to disadvantaged individuals. I guarantee you that someone's grandma who baked cookies and gave presents at Christmas also spat on Ruby Bridges. You can be both things. You can be an amazing producer that most people like who also has a habit of using demeaning language towards black employees, women, LGBTQ employess, etc. We need to start holding people accountable regardless of how amazing they are at their core role.