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It's #Internationalwomensday! Hoping ALL WOMEN* in my network are having a day where they are seeing people share messages of support and reminding people of their commitments and values that will ensure they can LIVE HAPPY, HEALTH and SUPPORTED LIVES! My share today is something i encountered a few years ago, and have watched grow and become such a strong and helpful initiative through Pride in Diversity. Have you heard about the "Sapphire Initiative"? Sapphire is an initiative that was developed to generate greater awareness of the unique challenges faced by Lesbian, Gay, Bisexual, Transgender and Queer (LGBTQ) people who identify or may be perceived as women in the workplace. This includes cisgender women, transgender women, and non-binary people who may be perceived as female or feminine (regardless of their gender identities) and therefore may face many of the same challenges. This initiative seeks to engage with and provide this cohort with an opportunity to openly express and discuss some of these challenges in a safe, non-confrontational and professional environment, with the aim of creating a more inclusive workplace – one in which LGBTQ women and non-binary people can freely be themselves, and one in which there is a greater visibility of “out” role models. More info available at the below link: https://lnkd.in/gQhcEp56. *All Women, is a deliberate choice of words, all women includes; cis women, trans women, straight women, gay and lesbian women, bi+ women, queer women, women of diverse faiths, women of colour, aging women, young women, women with experiences of disability, every type of woman.

The 2024 Women in the Workplace report by McKinsey focuses on the state of women in corporate America, revealing that women now hold 29% of C-suite positions. Despite this progress, challenges persist, especially at entry levels, where underrepresentation remains a concern. Women of color and LGBTQ+ women face significant barriers to advancement. At PARKER HR, we recognize that the insights from this report are relevant across all contexts. Organizations should implement bias-free hiring practices, empower managers to support women’s growth, and foster inclusive cultures to drive meaningful progress everywhere. #GenderEquality #InclusiveLeadership #WorkplaceDiversity #WomenInBusiness #DiversityAndInclusion #EquityInTheWorkplace #EmpowerWomen #CorporateResponsibility #LeadershipDevelopment #WorkplaceInclusion

Big Announcement: New Ongoing Group for Mid-Career Women Leaders! I’m thrilled to announce a powerful new collaboration with Forum, a platform dedicated to hosting online support groups with a mission that focuses on inclusion, empowering women, promoting racial equality, and supporting LGBTQ+ communities. Starting on September 4th, we’re launching Mid-Career Women Leaders: Embrace Change, Achieve Goals—an ongoing group designed to help you break free from feeling stuck and confidently take the next steps in your personal and professional life. Sign up here and receive a free month trial: https://lnkd.in/eHax6d-y 🔥 Why Join? Collaborate with Like-Minded Leaders: Connect with women who understand your journey and share your values. Gain Practical Tools & Strategies: Learn actionable techniques to overcome obstacles, stay motivated, and achieve your goals. Receive Encouragement & Accountability: Benefit from the support of a positive, inclusive, and welcoming community. 🔥 Topics We Will Cover: -Setting clear, actionable goals -Overcoming obstacles and staying motivated -Building a strong support network -Navigating career transitions with confidence -Balancing personal and professional priorities Partnering with Forum and with YOU is truly an honor. Join us today and receive a free month trial—your journey towards personal and professional growth begins now! 🚀 Mark your calendar for September 4th and be part of this transformative experience! #womenleaders #supportgroup #community #midcareer #confidence #changestrategy

Breaking the Rainbow Ceiling: How LGBTQ+ People Can Thrive and Succeed at Work - by ⁦‪Layla McCay - is out. Really terrific book by a good writer on a topic that’s critical for managers and leaders. Get a copy this week and introduce your executive team, DEI and HR leaders to Layla!

Have you heard about the 'rainbow glass ceiling?' Let's face the facts, corporate boardroom seats and C-suite positions are still predominantly held by straight, white cis-men. While there has been progress and more representation for women and other marginalised groups in boardrooms, LGBTQ+ representation is still glaringly lacking. Estimates point to less than one per cent of the 5,670 boardroom seats at Fortune 500 companies filled by an LGBTQ+ director. 📉 New research from Ryan Federo, an associate professor at the Universitat de les Illes Balears (University of the Balearic Islands),  identifies the key barriers that stifle queer professionals’ corporate climb and how they adjust their behaviours to circumvent the glass ceiling. Read more below and if you've been held up (or broken) through the rainbow glass ceiling let us know! #Boardrooms #LGBTQ #Corporate

Listen up, folks. Let's talk about Pride. You know, that rainbow-colored unicorn that companies love to trot out every June? Yeah, that one. It's time to call a spade a spade. Too often, Pride is just a superficial symbol of inclusivity, a way for companies to slap a rainbow on their logo and pat themselves on the back. But let's be real, true allyship is about more than just throwing a party and posting a few pride flags. It's about taking purposeful action, making a purposeful difference, and actually purposefully giving a darn about the LGBTQ+ community. Redefining Pride: A Purpose-Driven Approach to LGBTQ+ Inclusion Beyond the Rainbow: A Call for Authentic Corporate Allyship The corporate world often embraces Pride as a superficial symbol of inclusivity, but true allyship requires much more. It's time to redefine Pride and challenge the misconceptions that have diluted its significance. Pride is More Than a Celebration: It's a reminder of the ongoing fight for LGBTQ+ equality. Corporate Allyship Must Be Substantive: Support for LGBTQ+ initiatives should go beyond token gestures. Diversity Matters: The LGBTQ+ community is diverse, and a one-size-fits-all approach is not enough. Authenticity is Key: True allyship requires a genuine commitment to supporting LGBTQ+ rights and creating an inclusive workplace. The future of LGBTQ+ inclusion in corporate America depends on authentic allyship and a commitment to creating a truly inclusive environment for all employees. By understanding the true meaning of Pride and taking action to support the LGBTQ+ community, companies can build lasting relationships and contribute to a more equitable society. #LGBTQPlus #Pride #CorporateSocialResponsibility #Inclusion Share your thoughts on the importance of purpose-driven LGBTQ+ allyship in the corporate world. Have you seen examples of companies that are truly making a purposeful difference? Let's discuss in the comments! https://lnkd.in/g6CH6deE

I’ve always loved June. ☀️ As a kid, books closed, bikes out, and a summer of adventure (and mischief!) eagerly awaiting. With much of that youthful enthusiasm still intact, Pride month now colorfully waves summer in for me. “Say it Loud. Gay is Proud”. 📢 🌈 We’re 54 years on from that first Pride salute at #ChristopherStreetLiberationDay with much progress to celebrate – from the ground zero #StonewallUprising to marriage equality to increased representation of queer identities in leadership spaces and places. Our own Bridge Partners - Executive Search 2024 Inclusion Barometer reports that 57% of C-Suite and HR leaders perceive there to be LGBTQ+ representation in corporate leadership ranks. And yet only 42% include LGBTQ+ diversity metrics when accounting for professional advancement. Perception is not reality. 💭 As leaders and allies, June is an opportunity to reflect on how we’re leveraging our platforms, power, and privilege for our community. At work, we can influence the narrative within our own organizations to foster workplaces where everyone truly thrives. U.S.-based employees are 4.5 times more likely to want to work at a company if it publicly supports and demonstrates a commitment to expanding and protecting LGBTQ+ rights (Human Rights Campaign, Corporate Equality Index 2023-2024). It’s good for business. 💡 ✨ How do we create safer and more inclusive environments? ✨ —As LGBTQ+ leaders, we don’t “come out” once; every time we enter a new environment or meet new people, we “come out” all over again. Acknowledge and think critically about why LGBTQ+ colleagues feel the need to conceal a part of their identity and/or modify it. 📊 74% of LGBTQ+ professionals said they've had to code-switch to avoid experiencing any negative stereotypes in the workplace* 📊 Nearly 60% of LGBTQ+ professionals have to change their style of appearance to fit in at work, with 2 in 3 (65%) believing that hiding their identity helps them advance in their career* 🤝🏼 How can we be better allies to the LGBTQ+ community? 🤝🏼 —Everyone is not just one thing and allyship is no different. It looks different, sounds different, and feels different to everyone. Allyship is a life-long learning journey and requires active and intentional care and feeding. 🏎️💨 How can LGBTQ+ leaders accelerate their own careers? 🏎️💨  —Honoring our LGBTQ+ identity while embracing our multiple other identities helps us “use our full self” as we connect to and influence others. Our leadership competencies can be expressed uniquely through the fullness of our identities and lived experiences. Let’s show up and show out for our LGBTQ+ community. Everyday. 💫 Happy Pride to all! 🎉 💕🤍💙🌈 #LGBTQ+ #ally #pridemonth #loveislove #DEI #strongertogether #leadership Photo: Jeff Chiu / AP *LinkedIn x Impact Media Out@Work Guide, 2024

🌈 New research from myGwork - LGBTQ+ Business Community shines a light on an important issue: three in four LGBTQ+ women and non-binary professionals still fear coming out at work. ✨ As we celebrate #LesbianVisibilityWeek 🏳️🌈, it's important to recognize the challenges that LGBTQ+ women and non-binary professionals still face. It's crucial that we create inclusive and safe work environments for all employees. ⬇ Read the complete article below: #LesbianVisibilityWeek #DiversityandInclusion #LGBTQ #WorkplaceEquality 🌈✨

Celebrating Pride: A Call for Inclusion and Allyship As we approach Pride Month, it's crucial to reflect on the importance of creating a more inclusive and equitable society for the LGBTQ+ community. While significant progress has been made in recent years, there is still much work to be done to ensure that all individuals, regardless of their sexual orientation or gender identity, can live freely and authentically. The Significance of Pride Month Pride Month serves as a powerful reminder of the struggles, resilience, and triumphs of the LGBTQ+ community. It's a time to celebrate diversity, promote acceptance, and advocate for equal rights. By coming together in solidarity, we can send a strong message that love is love, and that everyone deserves to be treated with dignity and respect. The Importance of Allyship Allyship is crucial in the fight for LGBTQ+ equality. As allies, we have a responsibility to educate ourselves, speak out against discrimination, and actively support the LGBTQ+ community. This can take many forms, from attending Pride events and supporting LGBTQ+-owned businesses to using inclusive language and advocating for inclusive policies in the workplace. The Need for Intersectionality It's essential to recognize that the LGBTQ+ community is diverse and that different groups face unique challenges. By adopting an intersectional approach, we can better understand and address the complex ways in which sexual orientation, gender identity, race, class, and other factors intersect to create unique experiences of oppression and marginalization. The Role of Corporate Allyship Corporations have a significant role to play in promoting LGBTQ+ inclusion and equality. By implementing inclusive policies, supporting LGBTQ+ employee resource groups, and using their platforms to amplify LGBTQ+ voices, businesses can send a powerful message that diversity and inclusion are core values. The Importance of Visibility and Representation Visibility and representation are crucial in the fight for LGBTQ+ equality. By seeing themselves reflected in media, politics, and popular culture, LGBTQ+ individuals can feel validated and empowered. Allies can support this by consuming and promoting LGBTQ+-inclusive content, supporting LGBTQ+ artists and creators, and advocating for greater representation in all spheres of society. Conclusion Pride Month is a time to celebrate the LGBTQ+ community and to recommit ourselves to the fight for equality. By embracing allyship, intersectionality, and the power of visibility and representation, we can create a more just and inclusive world for all. Let's use this Pride Month as a catalyst for positive change and a reminder that love always wins. #pridemonth #mentalhealthawareness #LGBTQ#LoveIsLove#Pride2024#Pride#Equality #LoveWins

The 2024 Women in the Workplace report by McKinsey and LeanIn.Org, shows women still face the same number of microaggressions as they did several years ago. They are more likely to experience them than men, particularly for LGBTQ+ women and women with disabilities. When leaders don't act on bullying behaviours, they allow emotional suffering, leading to a persistent hostile or uncomfortable environment. In our experience, frequent microaggressions are part of a systemic culture that stems from inadequate leadership practices, work-related fear and a lack of action. We need leaders willing to confront their own behaviour and actions before addressing how this has impacted their company. #leadership #womenintheworkplace #business #womenleaders #microaggressions #workplacebullying #organisationalculture