Mist LGBTQ Foundation’s Post

Seeing so many organizational logos change to the rainbow theme for #PrideMonth is lovely. The overarching goal though? That these organizations are doing the actual work to advocate for and uplift the #LGBTQ+ community through their allyship. 🏳️🌈 What are these organizations doing to provide equitable benefits and compensation to their LGBTQ+ employees and staff? 🏳️⚧️ What are these organizations doing to ensure their employees and staff who are LGBTQ+ have safe affinity spaces that center their needs and supports? 🏳️🌈 What are these organizational leaders doing to be sure their partnerships with other companies align? 🏳️⚧️ Are these organizations willing to do the tough work of pushing back against antagonists and support LGBT+ folks in moments of conflict and disagreement from their customers and stakeholders? Is the rainbow 🌈 a rainbow without work being done behind it? #pridemonth #allyship #dei #inclusion

🏳️🌈 As Pride Month approaches, I find myself reflecting on the concept of rainbow washing and its impact on LGBTQ+ communities in India. Over the years, I've witnessed corporations embracing rainbow flags and changing their logos to show support during Pride Month. While this visibility is important, it often feels performative without substantive action behind it. In India, where LGBTQ+ rights still face significant challenges, it's crucial for corporations to move beyond surface-level gestures and actively advocate for change. This means implementing inclusive policies, fostering diverse workplaces, and supporting LGBTQ+ organizations and causes year-round. As someone who has experienced the effects of rainbow washing firsthand, I urge corporations to prioritize authenticity and accountability in their allyship efforts. Let's work together to create a future where every member of the LGBTQ+ community feels seen, heard, and valued. #PrideMonth #LGBTQ+ #Inclusion #AuthenticAllyship 🌈

As June is Pride month, we have reflected on our principles of inclusive prosperity and impactful change. While we are not experts in the LGBTQ+ space, we use our fundamental principles to guide our work in what it means to create inclusive, equal and safe spaces for all marginalised and vulnerable groups.   This goes beyond changing the colours of the company logo for a month or decorating the shop floor. To create impactful change and inclusive prosperity, businesses should: > Make a public statement and commitment to creating inclusive spaces > Ensure you have inclusive policies and support channels for staff and customers > Engage with staff and customers to listen and learn about experiences, challenges and ideas for change > Be transparent about the change you make, share progress and learnings as well as celebrating success > Create partnerships with LGBTQ+ organisations to inform and guide your work and provide funding to the organisations. #pride #inclusivity #inclusivebusiness #LGBTQ+

📣 Submissions are now open! It's time to send in your submission for the 2024 Outstanding Role Model Lists supported by YouTube! The Outstanding Lists celebrate LGBTQ+ Executives, LGBTQ+ Future Leaders and Advocates who are advancing LGBTQ+ inclusion in business. These global Lists aim to spotlight the most innovative and impactful work being done for LGBTQ+ inclusion and showcases the incredible individuals forging a path for progress. Does this sound like someone you know? You can nominate them for the 2024 Outstanding Lists here: https://lnkd.in/eariNtun Is this you? Complete a submission detailing the specific work that you're doing for LGBTQ+ inclusion now: https://lnkd.in/eiaaBFMK The deadline to be in with a chance to feature in our 2024 Outstanding Lists is Tuesday 20 August. Spread the word! The Lists are global, free to enter and you can nominate as many inspiring LGBTQ+ and Advocate Role Models as you like! #OUTRoleModels24 #LGBTQPlus #LGBTQInclusion #RoleModels #Advocacy #Advocates #FutureLeaders #SeniorLeaders #DEI #Diversityequityandinclusion

🔔 I’m beyond proud to share this fabulous blog post written by my incredible colleague Damon Maassen, CPTD– “Moving Beyond Rainbows: Planning for LGBTQ+ Pride Month and Year-Round Inclusion.”  A lot of recent media pieces about the current state of the DEI industry have advanced overly simplistic takes that fail to acknowledge what we see on the ground every day in our work with clients. While the legal and political landscape has indeed shifted, so too have the workforce’s explicit expectations for safety and support for LBGTQ+ team members, especially given an increase in anti-LGBTQ+ laws, and generational shifts in the labor market. In 2022, 7.6% of the adult population identified as LGBTQ+, representing more than double the rate in 2012*. A main catalyst for this societal change can be attributed to Gen Z. 28% of all Gen Zers report being members of the LGBTQ+ population, and Gen Zers are expected to constitute nearly ⅓ of the labor force by the end of the 2020s.** A similar percentage of LGBTQ+ employees have left their employers because of a lack of support for their sexual and/or gender identity.** So what’s the solution? Damon offers some actionable tips for employers to uplift and amplify LGBTQ+ teammates year-round, through both behavioral and structural initiatives. Behavioral initiatives focus on how team members in an organization interact with and learn from, one another. Structural initiatives involve transforming processes, systems, and tools. A few of my favorite recommendations from his piece include: ❇ Historical Recognition: Take the time to educate employees and stakeholders about the historical milestones, struggles, and achievements of the LGBTQ+ rights movement. Incorporate historical context into Pride Month programming, including discussions, documentaries, guest speakers, or educational resources highlighting key moments in LGBTQ+ history. ❇ Honor LGBTQ+ Trailblazers: Recognize and honor LGBTQ+ trailblazers, leaders, activists, and advocates who have made significant contributions to advancing LGBTQ+ rights and visibility. Host awards ceremonies, panel discussions, or virtual tributes to celebrate their impact and legacy. ❇ Engage in Advocacy: Advocate for LGBTQ+ rights and equality both internally and externally. Stay informed about legislative developments impacting the LGBTQ+ community and actively support initiatives that promote inclusivity and social justice. ❇ Review Policies and Benefits: Evaluate company policies, benefits, and practices to ensure they are inclusive and supportive of LGBTQ+ employees. This includes non-discrimination policies, gender-neutral language, healthcare coverage for transgender individuals, and family leave policies that recognize diverse family structures. Check out the full post below! Sources: *Gallop News (2024): “LGBTQ+ Identification in the US” **Ten Thousand Coffees  (2024): “The State of LGBTQ+ Diversity, Equity, and Inclusion in the Workplace in 2024”

Love these insightful tips from my friend Damon Maassen, CPTD to ensure our Pride month activities are authentic and have lasting impact for LGBTQ+ inclusion all year long. Have a read in the link below!

🏳️🌈June is not just another month at Karma Medical & Beauty. It's a time to reflect, support, and amplify the voices and experiences within the LGBTQ+ community. As we join in celebrating Pride Month, it's crucial to acknowledge not only the vibrant colors but also the stories that paint the full picture. 📊 Did You Know? Research shows that LGBTQ+ individuals face significantly higher rates of mental health challenges. A staggering 40% of LGBTQ+ adults have experienced discrimination based on sexual orientation or gender identity, impacting their access to healthcare and support. 🏳️🌈 Our commitment is more than a trend At Karma Medical & Beauty, we stand firm in our belief that everyone deserves to live openly and safely. Supporting the LGBTQ+ community isn't just about rainbow logos or June festivities—it’s about ongoing, tangible support and advocacy. 💪 We're Here, and We're Committed We support LGBTQ+ rights today and every day #LGBTQIA+ #PrideMonth #Pride2024

Happy Pride Month! Wanted to share this insightful article from Lily Zheng about what true commitment to the LGBTQ+ community looks like, as it moves far beyond hashtags and rainbow logos (both of which can be good). She goes on to say that “Designing successful initiatives in this vein requires deep collaboration with constituents both inside and outside the LGBTQ+ community to ensure that the initiative creates value for the target community, to align it with the organization’s purpose and identity, and to test if it will land in the intended way with audiences. The more constituents can drive and inform this process — whether through advisory boards, focus groups, or other participatory methods — the more likely that the initiatives will successfully meet an unmet need, create value, and resonate.” (via Harvard Business Review) https://lnkd.in/gCeBr5Si #pridemonth #happypride #diversityequityinclusion

Friendly reminder that many organizations during #Pride will put on an act, sponsor different types of external events, and adopt various talent branding aspects to make their company appear inclusive and like a place where LGBTQ+ people can thrive. However, the sad reality is that if those same organizations are also: ❌ Creating hostile workspaces for LGBTQ+ individuals ❌ Externally causing harm to LGBTQ+ communities in general ❌ Lobbying politicians who support anti-transgender legislation ❌ Making weapons that inflict harm on LGBTQ+ communities globally These actions directly conflict with the values that Pride stands for, which is fighting against an unfair status quo for those who are LGBTQ+. Companies can throw all the money they want at external events / occasions to make themselves look good, but #Pinkwashing isn't Pride. It never has been and never will be.