Athari’s Post

Introducing Our New Video: Embracing Inclusivity at Olivers Specialiteiten. 🌟 Join i-SME on a journey with Olivers Specialiteiten, a business built on dedication and inclusivity. For over four decades, they've been crafting delicious treats - chocolates, biscuits, pastries, and wafers. Their team of 30 includes ten individuals with disabilities, adding depth to their story. 🍫🍪🥐 This isn't just a business; it's a family endeavour. Starting small, they've now grown to 30 members, driven by their rapid expansion. 🌱 What truly sets them apart is their unwavering commitment to hiring individuals with disabilities. It's a deeply personal mission, sparked by their experiences, especially those involving their child's challenges. 💪 In the video, Nathalie Olivers, CEO and co-owner of Olivers Specialiteiten candidly shares their journey of finding the perfect fit for their diverse team. They shed light on the inherent challenges, acknowledging that not everyone might be the right fit for the company, and vice versa. They underscore the significance of overcoming these obstacles by showcasing how they've navigated the limitations often tied to traditional resumes. 🚀 Olivers Specialiteiten also highlights the invaluable role of professional organizations like U.V.V and Podium 24 in streamlining and optimizing the hiring process, ensuring a smoother experience for both parties involved. Additionally, they commend the support of coaches like Annemie Meeks from Jobstap, who facilitate seamless integration and offer invaluable guidance. 👥📈 Experience firsthand the profound loyalty that blossoms when employees with disabilities discover a place where they truly belong. Their gratitude is boundless, and they rarely seek opportunities elsewhere. 🙏 Watch as Olivers Specialiteiten thrives within a culture of mutual support and respect. Gain insight into their expansion plans, as they aim to provide more individuals with disabilities the opportunity to shine. 🌟 Join in celebrating the remarkable diversity of human potential. This video isn't merely heartwarming; it's a testament to the transformative power of inclusivity and understanding. Be sure not to miss it! 🙌 The future is inclusive: be part of it. 🌍✨ #i_SME #inclusiveSME #employment4all #eu #inclusiva #diversity #EmpoweringInclusivity #InclusiveWorkplace #SupportingAllAbilities #EmbraceDiversity #TogetherWeThrive

🌈 How Can Small Acts of Allyship Transform Our Workplace Culture? Recently, I had the honor of serving as a panelist in a discussion focused on the vital role of allyship in the corporate workspace, particularly in supporting the LGBTQIA+ community. This experience sparked a powerful realization I wanted to share. Think about your typical workday – meetings, emails, deadlines. Amid this routine, where does allyship fit in? 🏢 Imagine starting your Monday morning in the break room, coffee in hand, chatting with a colleague. "I attended a panel on LGBTQ allyship recently," you say, and suddenly, people start sharing their own experiences, discussing their first Pride parade, and more. This small act of sharing ignites understanding and empathy. 📑 Here are some actionable insights I shared: [1] Make allyship part of everyday conversations [2] Being a vocal ally might lead to personal questions about your own identity. Be ready to welcome these inquiries with openness and acceptance [3] Approach conversations with patience and empathy and meet people where they are [4] Start from a place of believing others mean well [5] Use intervention techniques to address bias or misinformation Allies are like lighthouses, acting as catalysts for safety and direction in the often-tumultuous ocean. Just as a lighthouse provides a guiding light, allies offer support and security, instilling confidence and courage. Similarly, allies in the workplace foster a sense of safety and belonging, making everyone feel valued and supported. 🌟 A heartfelt thank you to my fellow panelists (Kanak, Anusha, Uday & Darshan) for creating such an impactful platform for this discussion. Your support and dedication are invaluable - and I continue to learn from each one of you every day. Each one of you is a role model! ❤️ How do you incorporate allyship into your daily work routine? Share your thoughts and experiences below! #Allyship #DiversityAndInclusion #Leadership #PrideatBCG #lifeatbcg

🏳️🌈 𝐈𝐭'𝐬 𝐧𝐨𝐭 𝐚𝐥𝐥 𝐏𝐫𝐢𝐝𝐞 𝐚𝐧𝐝 𝐏𝐚𝐫𝐭𝐢𝐞𝐬 🏳️🌈 As we wrap up on Pride Month, I've taken some time to reflect on what inclusivity means. Celebrating with rainbow flags and colourful parades is fantastic (and a lot of fun!!), but for me real inclusivity extends far beyond the month of June. At Intuita, we believe that inclusivity should be a constant, integral part of our culture—not just a seasonal gesture. True pride is demonstrated through ongoing actions, policies, and an unwavering commitment to creating an environment where everyone feels equal, valued and respected, every single day. It's about ensuring that our workplace is a safe space for all, celebrating openness, allowing people to be themselves and actively working to eliminate discrimination and bias. Inclusivity at Intuita isn't a one-time celebration; it's a daily practice, a year round endeavour, where we celebrate diversity and foster a sense of belonging every day. It's in the way we recruit, the way we support our teams, and the way we engage with one another. I'm proud that Pride is more than just a symbolic gesture or a month-long celebration for us as a company; it is a reality that we embrace all year round. #𝐈𝐧𝐜𝐥𝐮𝐬𝐢𝐯𝐞𝐖𝐨𝐫𝐤𝐩𝐥𝐚𝐜𝐞 #𝐏𝐫𝐢𝐝𝐞𝐄𝐯𝐞𝐫𝐲𝐃𝐚𝐲 #𝐃𝐢𝐯𝐞𝐫𝐬𝐢𝐭𝐲𝐀𝐧𝐝𝐈𝐧𝐜𝐥𝐮𝐬𝐢𝐨𝐧 #𝐁𝐞𝐥𝐨𝐧𝐠𝐢𝐧𝐠 #𝐈𝐧𝐜𝐥𝐮𝐬𝐢𝐯𝐞𝐂𝐮𝐥𝐭𝐮𝐫𝐞

Continuing the celebration of our LGBTQIA+ colleagues with next interview, this time with Jane Devlin Grammer from our Corporate office. Tell us about your role in Dorchester Collection. I’m the Belonging & Employee Wellbeing Manager at Dorchester Collection. I lead our global Diversity, Inclusion & Belonging Strategy, wellbeing and have recently taken the lead on ESG, steering our sustainability efforts. I work with our global People & Culture teams on the development of actions plans that support our strategy to increase representation of underrepresented groups and to create inclusive cultures that support the unique needs of diverse groups. What does Pride mean to you? As a bi woman who has experienced bi-erasure, such as being told bisexuality is a phase or an experiment or feeling like I need to prove my bi-ness, I often feel like an imposter. Pride is a time of year where I feel seen. This is so important for me as someone who experienced a lot of confusion and self-doubt about my identity. Being surrounded by my community, where I’m accepted by for who I am by people with whom I share similar experiences is a really special feeling. How do you plan to celebrate Pride this year? I get overwhelmed very quickly, so I won’t be going to the Pride parade this year. Instead, I’ll be spending it at home with those I love the most – my partner and our cat, Cosmo. However, I’m really excited to be celebrating Pride with all my colleagues at work. Pride isn’t just a time to celebrate our community, it’s a wonderful opportunity to educate people about the LGBTQIA+ community and share personal stories, like my own. It’s an important part of my job but it’s also the part of Pride I find most fulfilling. Who is your LGBTQIA+ role model? Kirsten Stewart. She’s a bi woman who has been very open about her long struggle with understanding her identity. She came out in 2017 when I was still feeling very confused about my own identity which was a really pivotal time for me because there wasn’t a lot of bi-women representation when I was growing up. What has been your proudest accomplishment during your time at Dorchester Collection? It was the launch of our global Belong @ DC programme last year which was designed to nurture greater empathy and compassion for underrepresented groups. Our DIB strategy comes to life through this programme which is structured around our guiding pillars: Educate, Communicate, Celebrate. The initiative consists of quarterly campaigns that focus on a single diversity dimension (Gender, Race/Ethnicity, LGBTQIA+, Disability and Neurodiversity). For me, empathy is what underpins DIB work. This isn’t possible without creating safe spaces to learn and ask questions, so it’s wonderful to be able to steer Dorchester Collection into what can sometimes be uncomfortable conversations but what ultimately helps nurture the strong sense of belonging we have created here. #Pride #BelongToTheLegend #CreateYourLegacy #WhyWeCare

Chapter 4: Diversity hits it out of the park I’ve been sharing my thoughts on #employeeexperience and how #internalcommunications professionals can create a better experience for those on the #frontline. If you haven’t read my other posts, stop, pause and read them before you read today’s. You can find them by dropping the titles into the search box in the upper left corner. Chapter 1: We’ve only just begun Chapter 2: Stories from the front line Chapter 3: B is for brand It’s been a few weeks since my last post. It’s because I’m busy immersing myself in my guest-facing role. Every internal communications professional should spend time on the front line to learn the nuances of the job and the employees. You learn a lot when you walk a mile in someone else’s shoes. I’m having a blast, even when it’s pouring rain. I feel sad when it’s time to go home and my next shift isn’t for a few days. Today I want to talk about diversity, engagement, inclusion and belonging (DEIB). #DEIB and employee experience go hand in hand. They’re a part of an employee value proposition. DEIB is important. We want #employees to be champions of it. To do that, we need to ensure we’re hiring employees of all ages, with varying skills and abilities, religions, race, sexual orientation and more. We want them to be engaged, feel included as well as feel like they belong. We can do this through understanding who they are and what their needs are then creating an employee experience tailored to meet them. The iconic brand I represent hit the ball out of the park. My colleagues' range in age from 18 to 93. (No kidding.) We’re White, African American, Asian, LatinX, Middle Eastern and multiracial. We’re Christian, Jewish, Muslim, etc. Some of us are #neurodiverse. Some navigate the world using two or four wheels. Some have a therapy dog. Some are deaf or hard of hearing. Some have unseen disabilities. Some are part of the #LGBTQ+ community. We represent the colors in a rainbow. The guests who come through our doors do too. They feel included and like they belong because they see someone who looks like them. It creates a better experience for everyone. That means an increase in employee retention and profits. That’s a homerun for any organization. Please share your thoughts. Kristin Hancock Chuck Gose Rebecca Falconer, Prosci® Certified Practitioner

💡 Did you know that queer-friendly companies see 76% more motivation and satisfaction in their employees?    For us the backbone of inclusive workplaces and beyond is allyship. But what does it mean to be an ally? It means advocating and actively working for the inclusion.   At TeamViewer, we are dedicated to creating an environment where allyship is celebrated and encouraged. Here is a snapshot of how we help our existing and future allies: 📚 Enhancing awareness with internal training sessions on unconscious bias and allyship. 💪 Fostering continuous improvement by engaging in audits that focus on LGBTQIA+ topics. 💥 Giving everyone the opportunity to get involved in activities led by our LGBTQIA+ working group. As we conclude Pride Month, we for sure carry forward the spirit of allyship every day. Check out some impressions from our colleagues on what it means to be an ally and its impact on our workplace! #TeamViewerProud #Inclusivity #Allyship #PrideMonth

Inclusivity. Why would you not want to leverage all the talent you have brought on board or the talent you could bring to the table? Have you checked policies for discrimination and intersectionality bias? Corrington et al. (2020) suggest thinking about the following: -Creating space for practices such as meditation -Allowing for dietary restrictions when catering is ordered -Providing all-gender restrooms -Making dress codes gender-neutral -Using pronouns employees want to use -Giving space to feel authentic such as in ERGs -Providing access to benefits based on identity -Limit referral hiring or requiring specific university degrees -Eliminate the "culture fit" requirement and talk about specific behaviors and skills instead This is an important step to leveraging creativity and innovation. Happy Tuesday! 🔆

June, celebrated worldwide as Pride Month, is more than just parades and festivities. It’s a time to honor the LGBTQIA+ community's journey, resilience, and invaluable contributions. Central to these contributions are the principles of living authentically and fostering belonging. The journey of self-acceptance and coming out is a powerful testament to the strength found in living authentically. LGBTQIA+ individuals model the way in their communities and workplaces by exemplifying the courage to be true to oneself. This authenticity inspires others to embrace their identity, promoting a culture of acceptance and respect. In professional settings, this can lead to increased morale, stronger team dynamics, and a more positive workplace culture. Authentic living encourages everyone to bring their whole selves to work, fostering a sense of belonging and mutual respect. The LGBTQIA+ community’s focus on inclusivity creates strong, supportive networks. These networks are vital in building a sense of belonging within organizations and communities. LGBTQIA+ individuals often lead initiatives that champion diversity, equity, and inclusion, ensuring all voices are represented and valued, regardless of their background. At LEVATA Human Performance we are consciously creating a culture that builds trust and unleashes creativity. Our value of fostering belonging describes how together we are creating safe spaces and building healthy inclusive environments where people have the freedom to use their unique perspectives and experiences to do the unexpected, solve problems, create possibilities, seize opportunities, and pursue their work as a way to make a positive difference in the world. #PrideMonth #LGBTQIACommunity #FosteringBelonging #AuthenticLiving #DiversityAndInclusion #InnovativeSpirit #AcceptanceMatters #WorkplaceEquality #PrideInclusion #ProgressiveCulture

🌈 Honouring Pride Month with Heartfelt Conversations ❗  🌈 Pride Month invites us not only to celebrate but also to engage in meaningful dialogues that promote understanding and inclusion. At #SEEChangeHappen, we champion the value of Fireside Chats as a unique and impactful way to foster these conversations. Why Fireside Chats Matter: 🎤 Fireside Chats are more than casual discussions; they are intimate, engaging platforms that can transform your workplace culture. Here’s why they are effective: 🎤Personal Connection: These chats create a relaxed, open setting, encouraging honest and heartfelt sharing of personal stories and experiences. 🎤Deep Engagement: They promote active listening and deeper engagement, helping participants truly understand diverse perspectives. 🎤Actionable Insights: The interactive nature of fireside chats allows for real-time feedback and the exchange of actionable ideas to support inclusion. 👉 There’s still time to book an enriching and impactful Fireside Chat with  SEE Change Happen❗ Let's come together to create a workplace where every voice is heard and valued. 🔗 Book Your Fireside Chat https://lnkd.in/eXZCx77q 🌟 This Pride Month, go beyond celebration. Embrace education and connection through fireside chats to foster lasting change. Smile, Engage, and Educate your teams for a more inclusive tomorrow. Remember #PositivePeopleExperiences 🙂 🌈 #Pride2024 #InclusiveCulture #PrideMonthFiresideChats #PrideMonthNotToLateToBook #SEEChangeHappen #LGBTQInclusion #WorkplaceDiversity #Belonging #PrideHelp #PrideCelebration #PrideNetworksHelp #PrideEngagement #LGBTQIAPlus

Let’s talk about coming out at work.   Two years ago, I came out as queer. At 47.   At the time, I was working for a company, based in Florida, that talks a good game when it comes to work/life balance and culture. What that looks like in practice is that the leadership team asks a lot of questions about your personal life and hosts endless “get to know you” events designed to create a sense of connection in a remote environment. What it doesn’t look like is work/life balance or culture.   But I digress.   Two years before, at a company retreat, I’d been asked to present a slideshow introducing myself and all of my team members—focused specifically on our families, friends, hobbies, and other extracurriculars—to the entire company.   My introduction was particularly memorable in a sea of “married for 30 years and have adult kids” intros because, at the time, my spouse (15 years younger than me) and I had been married for just over a year, and my child was 13.    I became the subject of some “cougar” ribbing, and chats about my “interesting” family all the way out there in woke Denver became commonplace during the pandemic’s many virtual happy hours and coffee chats.    Later, I became even more interesting when I started explaining—unapologetically—that my child’s pronouns had changed.   Shortly thereafter, when my spouse came out as trans, I had even more explaining to do.    And it didn’t go particularly well.   “I’m sorry, what?!”   “Okaaaaaayyyy….”   “So you’re gay now?”   “Well, that’s not my thing, but you do you.”   It’s worth noting that, if asked, leadership would have touted this organization as LGBT+-friendly.   I share this story because I know I’m not alone.    As you think about your own company’s culture, how easy or difficult would a gender transition in your family be for you to navigate at work?   Are employees afforded enough privacy around their personal lives that they could choose whether and when to come out in their professional lives?   How equipped are your leadership and HR teams to appropriately support an employee who chooses to come out at work?   It doesn’t have to be so hard.   It shouldn’t be so hard.   #LGBTQIAPlus #ComingOutAtWork