Workplace in Action®’s Post

Breaking Barriers: Meet Mitsuko Tottori, Japan Airlines' First Female President and CEO - A Remarkable Journey of Leadership, Safety, and Gender Equality in the Aviation Industry" offers an inspiring account of Mitsuko Tottori's exceptional rise to leadership, her unwavering commitment to safety, and her pivotal role in advancing gender equality in a male-dominated industry. This article provides a captivating insight into an extraordinary journey that embodies leadership, resilience, and progress.

Happy to see Air Canada and other businesses rising to this challenge. There are many ways to grow an inclusive workforce. But you know something that many workplaces forget about in terms of one of their strategies? Language   Offering language supports through the workplace in a flexible manner can: ➡ Encourage better hiring practices ➡ Give more immigrant women the chance to be successful ➡ Encourage more Newcomers to apply to your workplace ➡ Motivate people to stay with your company ➡ Grow the confidence of your staff so that they apply to higher positions. All just by offering language supports. #esl #eslteacher #engen #newcomers #aircanada #immigrants #refugees #internationalstudents #aviation #manufacturing #construction #trades #trucking #healthcare #agriculture #mining #telecommunications #hospitality #tourism #canada #canadianbusinesses

🌈 Celebrating Pride and Progress! 🌈 I had the honor of representing Teleperformance Suriname at a truly inspiring event hosted by the Dutch ambassador in Suriname this past Wednesday, October 16th. We gathered to celebrate the arrival of the Amsterdam Rainbow Dress in Suriname for the first time—a powerful symbol of inclusion and a call for worldwide equality. The 16-meter-long dress, adorned with the flags of countries where same-sex relationships are still illegal, serves as a poignant reminder of the ongoing fight for the rights of the LGBTI+ community. (https://lnkd.in/d84tAEwY) Thankfully, neither Suriname nor the Netherlands appear on the dress. But as the ambassador rightly pointed out, there's still much to be done to ensure equality for everyone. Today, I am especially proud to share that Teleperformance Suriname will be signing the Paramaribo Declaration, joining a growing list of companies committed to fostering inclusivity. The Declaration aligns perfectly with our diversity, equity, and inclusion (DEI) mission, which isn’t just about policies on paper but about creating meaningful, actionable change in our workplace. We’re dedicated to making sure that every employee—regardless of background, gender, or identity—feels valued and empowered to thrive. This aligns seamlessly with our DEI policy, which champions the unique perspectives and identities of our employees, clients, and the communities we serve. As a recently recognized Pride Ally, Teleperformance is committed to action beyond words. Our diversity policy promotes equal opportunities across recruitment, training, and career advancement, while actively discouraging any form of discrimination or harassment. We believe that embracing our differences is essential to our success and that a culture of inclusion helps us build a stronger and more empathetic workforce. Joining the event this week reinforced my belief that true inclusion is a journey, not a destination. I’m proud to work for a company that walks the talk, and I look forward to seeing how our commitment to DEI continues to shape a more just and inclusive society. Here’s to continuing the work towards a world where everyone is free to be themselves, where diversity is celebrated, and where every voice is heard. #PrideMonth #InclusionMatters #DiversityAndInclusion #AmsterdamRainbowDress #ParamariboDeclaration #PrideAlly #Teleperformance #Equality #DEI #EmployerOfChoice

We’re rising to the challenge! Air Canada is proud to announce it has joined the Government of Canada’s 50 – 30 Challenge which aims to increase the representation and inclusion of under-represented groups in leadership positions. “The 50/30 Challenge aligns with Air Canada’s firm belief that having a diverse and inclusive workforce is not only a true strength for our airline, but one that helps us to attract and retain the best available talent. We have long been recognized as a leading employer in Canada for advancing diversity in the workplace of women, Indigenous peoples, members of visible minorities, members of the LGBTQ2+ population, people with disabilities, and other communities. The 50/30 Challenge is a continuation of our organization’s journey in reflecting the demographics of Canadian society, a goal we are proud to undertake in our role as Canada’s flag carrier airline,” said Christianna Scott, Director, Diversity, Equity & Inclusion at Air Canada. The 50 – 30 Challenge asks that organizations aspire to two goals: 1.         Gender parity (50% women and/or non-binary people) on Canadian boards and/or in senior management; and 2.         Significant representation (30%) on Canadian boards and/or senior management of members of other groups traditionally under-represented in positions of economic influence and leadership, including Indigenous people, people who are from visible minorities, people with disabilities, members of LGBTQ2+ communities.

Share #Respect! Be an Ally! That is the leitmotif of our internal campaign supported by Lufthansa Group Human Rights Officer Robert: #Respect - For diversity. Against discrimination. In the past months, employees of the Lufthansa Group have shared their personal stories on that matter. Thank you all for being so open, vulnerable and speaking up 👏 ! Let’s meet our protagonists: Purser Dominique is committed to fighting racism and discrimination. Brussels Airlines Technician Christel speaks about her transition. Pamela from Lufthansa Technik Milan is working hard to give invisible disabilities more visibility. Detlef and Marlene from Lufthansa Technik are a strong team across all age boundaries. Equal Opportunities Officer Timotheus shares his experiences after coming out as queer and on how the Lufthansa Group Network #Diversifly supported him. Ute from Lufthansa InTouch is committed to inclusion and wants to encourage applicants with disabilities. Oliver from Lufthansa Group Business Services works in psychosocial counseling and takes a stand against sexism as an ally. HR Manager Mohamed stands up against stereotyping prejudices because of his own story. On today’s #InternationalHumanRightsDay we want to share all that with you as well. We want to take a stance for diversity and against discrimination. Freedom from discrimination is a human right. And respect is more than just a word. It is an attitude and a mindset for our interaction with each other. As allies, we can stand by marginalized people, stand up against discrimination and harassment. It is about not meeting others with stereotypical ideas, actively promoting inclusion, respecting boundaries, not leaving a sexist comment uncommented ... and so much more. #Respect … … stands against racism … supports all love … treats all genders equally … celebrates all ages … breaks down barriers … is not a question of beliefs … honors boundaries Our most important connection is #Respect.

We often say that we are a “people business” and that “people are at the heart of our business” and this is true – but it’s through things like our Employee Networks that we truly experience it and prove and see the truth of those statements. What makes the Employee Networks so special is that they have been developed bottom up. Yes, they are supported Top Down, but they have been developed by our people for our people – and that’s really powerful. I suspect I am about to tell many what you already know – but the Employee Networks serve two main purposes. First, they provide communities with which people identify and can feel safe and secure with others of that same community - this is a key part of promoting a sense of belonging. However, second - and as important - they also provide a route for people not from that community to engage, learn about and better understand that community and become part of it. This is incredibly important to help people be better Allies and Champions. For example, I love being part of all our Networks and being an Executive Adviser for our Hispanic Network, an Ally of our Women's Network, and an Executive Sponsor of our "One World" Network. I am definitely enriched and better able to support. These are the reasons which makes our Employee Networks so special. They help people to have a sense of safety and belonging, whilst also breaking down barriers and allowing people to better understand those who are different to them. And that’s why they have been and are and will always be so valuable – because they help us understand each other, which allows us to work better together. They also provide a really creative melting pot. After all, having diversity is only really beneficial if we have inclusion and can benefit from the different perspectives and experiences and ideas that come from that diversity – and the Employee Networks are wonderful ways of fostering and encouraging that. So please read on and learn more about our Amentum Employee Networks.....

Are you feeling like you're the only one advocating for accessibility in your workplace? You're not alone. The latest edition of "The Accessible Link" shows how to keep motivated when things are challenging. For some strategies, check out "The Accessible Link." 👉 Read and subscribe now (see featured section of my profile) #Accessibility #Inclusion #TheAccessibleLink #Aviation #Transport

Common Market for Eastern and Southern Africa (COMESA) says the aviation sector needs to transform its masculine corporate culture and identity so as to attract, promote and retain female talent...

Did you know that airlines are making strides towards more inclusive uniforms? We loved this article from #BusinessInsider showing eight airlines that have revamped their flight attendant uniforms to be gender-neutral. This change not only promotes inclusivity but also introduces optional pronoun badges, creating a more welcoming environment for everyone on board. Check out how these airlines are leading the way in embracing diversity! 🌈✈️ #InclusiveUniforms #GenderNeutral #Pronouns #InclusiveWorkplace #Inclusivity #TransRights #DEI #InclusivePolicies #GenderEquality Transgender rights | Workplace culture | LGBTQ+ rights | Gender identity | Gender neutral | Inclusive policy | Uniform https://lnkd.in/gNeV_FMG

It’s time for another #FeelGoodFriday ✨! Did you know that airlines are making strides towards more inclusive uniforms? We loved this article from #BusinessInsider showing eight airlines that have revamped their flight attendant uniforms to be gender-neutral. This change not only promotes inclusivity but also introduces optional pronoun badges, creating a more welcoming environment for everyone on board. Check out how these airlines are leading the way in embracing diversity! 🌈✈️ https://lnkd.in/gtx2vXsX #InclusiveUniforms #GenderNeutral #Pronouns #InclusiveWorkplace #Inclusivity #TransRights #DEI #InclusivePolicies #GenderEquality Transgender rights | Workplace culture | LGBTQ+ rights | Gender identity | Gender neutral | Inclusive policy | Uniform