Alcon’s Post

It was a great honor to be asked to share some thoughts about Pride, coming out, and what great allyship looks like during my keynote address for EssilorLuxottica, the world’s largest eyewear company.” As we celebrate Pride Month, it’s important for leaders to understand the significance of communicating with the LGBTQ+ community, which makes up 3.5% of the global population and represents a market worth approximately $3.7 trillion. Leaders should consider that employees who hide their identities at work can lose up to 10% of their productivity. My own experience as a closeted news reporter in the 1980s showed me how consuming this fear can be. Empathy goes beyond superficial gestures; it requires understanding and respect for each individual’s unique journey. Avoid making assumptions or using insensitive language. Effective allyship involves being vulnerable, using inclusive language, and genuinely listening to LGBTQ+ colleagues. By fostering an environment where everyone can be their authentic selves, we can improve workplace productivity and create a more inclusive and supportive culture for all. Everybody deserves to be treated how you want to be treated. Be confident that if you treat someone as a human being they’ll respond to you as one.

What happens once the rainbow flags 🌈 are folded up after June? Creating an inclusive workplace for #LGBTQIA+ employees takes more than just words and morning teas. In many workplaces, rainbow flags fly and cupcakes are served at morning teas to celebrate Wear It Purple Day, IDAHOBIT Day, or June’s Pride Month. Organisations enthusiastically promote that they are inclusive and supportive of their LGBTQIA+ employees and then, once the attention moves onto the next issue, the conversation stops. For many LGBTQIA+ people, these types of gestures are welcomed as a sign of support and inclusion, but there is a danger that it can be seen as tokenistic. What happens once those flags are folded up and the cupcakes disappear? How can an organisation show they are committed to making sure all employees feel safe to be themselves at work and go beyond a vision statement? There are many ways to do it, but putting words into action goes beyond holding a morning tea, says Ro Allen (FAICD), former Victorian Commissioner for LGBTQIA+ Communities and currently the state’s Equal Opportunity and Human Rights Commissioner. “I've seen this so many times, people fly the flags and they do the cupcakes and then they just expect everybody to feel safe and supported and to come out in their organisation,” Allen says. “They’re really surprised when people don’t, but don’t forget that some older LGBTQIA+ people have faced discrimination all their life and a couple of rounds of cupcakes isn’t going to make them feel supported. You need to be consistent, visible and vocal.” In the latest Acuity Magazine article featuring Hayley Angell, CA ANZ's Senior Manager of Diversity, Equity and Inclusion, and Beth Te Wiata Vale, Co-chair of CA ANZ’s employee rainbow and allies network discuss how to truly support LGBTQIA+ employees with the following steps: ▶ Setting up a pride network can be a great way to start to engage all employees to develop and implement initiatives that will benefit the whole business. ▶ Look to the experts for a range of free and paid resources and services to assist employers with all aspects of LGBTQIA+ inclusion. ▶ Doing an audit of existing policies will help you see how you can change them to be more inclusive. Read the full article written by Megan Breen - https://caanz.com/Pride24 #CAANZ #DifferenceMakers #PrideMonth

Great question Chloe! What does inclusivity mean to me? 🤔 Inclusivity is about everyone having a place at the table, a sense of belonging regardless of differences in background, beliefs and opinions. No one matters less, but everyone brings something different and even if you don’t always agree, you can also listen to hear and understand. Embracing Inclusion is how I was brought up by my parents and I’m so thankful that they helped me to understand that from a young age as it plays a part in every day of life ❤️ #takeactionmakeimpact #NIW2023 #NationalInclusionWeek What does inclusivity mean to you Natalie Cooke and Meesha Ranpuria Chartered MCIPD?

Why is Diversity & Inclusion so important? And why does it have to be managed in large organizations like Beiersdorf? For Misel Ahom, our Global Diversity & Inclusion Director, one thing is certain: Diversity & Inclusion (D&I) is a crucial success factor – and it is essential to ensure continued growth at Beiersdorf. Curious about how we're fostering a culture of inclusivity and celebrating diversity? Find out more, discover the progress we've made already and learn about the targets we have set ourselves in an interview with our Global Diversity & Inclusion Director Misel Ahom: https://lnkd.in/eAwYBGZt #Beiersdorf #CareBeyondSkin #WeCareForYourUniqueness #Diversity #Inclusion

During Pride Month, it is crucial to not only recognise but also deeply appreciate the significant contributions of the #LGBTQIA+ community. This is a time to raise awareness of the issues impacting these individuals and to acknowledge the ongoing efforts needed to advance LGBTQIA+ rights. As we celebrate #PrideMonth at GSMA, we want to emphasise our support for the LGBTQIA+ community and our dedication to creating an inclusive workplace. We firmly believe that embracing the diversity of all individuals enriches our workplace and contributes to our collective success. Our commitment is to continue to foster an environment where all employees feel accepted, valued, and empowered.   Here are some of the ways we actively support the #LGBTQIA+ community:   ✨ Inclusive Policies: We have adopted policies that support LGBTQIA+ employees and foster an inclusive work environment. These policies include our Diversity, Equity, and Inclusion Policy, Equal Opportunity Statements, Dignity at Work Policy and Procedure, and Menopause Guidance. We have updated our policies to incorporate gender-inclusive language in line with our ongoing commitment to #inclusivity. Furthermore, we encourage employees to include personal pronouns in their email signatures and e-profiles.   ✨ OneGSMA: We have established an employee-led forum, #OneGSMA, which serves as a crucial platform for networking, support, and advocacy. OneGSMA plays a pivotal role in shaping our #diversity, equity and inclusion strategies, organising events, and, most importantly, fostering a strong sense of community within our organisation. It is through such initiatives that we truly embody our commitment to inclusivity. ✨ Training and Education: Education is critical to organising understanding and promoting inclusion. We have implemented programmes addressing LGBTQIA+ issues, such as unconscious bias and inclusive recruitment. In addition, we have published our Inclusive Language Guide and conduct various webinars throughout the year to raise awareness on a wide range of topics. These initiatives enhance our employees' awareness, sensitivity, and empathy.   ✨ Pride Month Celebrations: We commemorate Pride Month annually through various activities and events. These include awareness campaigns, guest speakers, panel discussions, and social gatherings. Our goal is to celebrate the LGBTQIA+ community and foster a sense of belonging and appreciation within our workplace.   Happy Pride Month! 🏳️🌈

Join us as Christian Weber, our Head of Global Regulatory CMC & Devices, shares his insightful perspective on the pivotal role Employee Resource Groups (ERGs) play in nurturing a culture of diversity, equity, and inclusion within our organization. At Merck Group, we have over 60 employee resource groups that are centered around common interests, affiliations, or goals. These groups build community among people with shared identities, and the people that support them, ranging from well-being and international communities to networks focused on disability, generational diversity, people of color, women's initiatives, LGBTQIA+ support, and many more. Are you an active member of an employee resource group in your company? #EmbraceDiversity #InclusionMatters #EqualityNow

Celebrating Pride Month with Commitment to Allyship. At VELUX we believe in fostering an inclusive environment where everyone can be their authentic selves. In celebration of Pride Month, we hosted a global event on June 17th titled "Learning how to be an inclusive colleague: LGBTQIA+ edition" where we discussed how to "break the cycle of silence" and promote open dialogue and understanding about the LGBTQIA+ community. The event, attended by about 140 colleagues from many different countries, featured an inspiring opening speech by our EVP for People & Organisation, Iben Schmidt Helbirk and speeches by DEI experts, Ashley Williams from Pearn Kandola LLP; and Louise Marie Genefke and Nikoline Nybo from Inclusify. Participants left with a deeper appreciation for diversity, stronger interpersonal connections, and practical strategies for being inclusive colleagues. Here are some of the takeaways from the event: Avoiding open dialogue about the LGBTQIA+ community perpetuates biases and limits understanding. Meaningful conversations are crucial in normalising diverse ways of living and being a family. Also, there are various roles you can take to be a good ally, including: ◾ Understanding the lived experiences of LGBTQIA+ individuals ◾ Challenging assumptions ◾ Practicing introspection ◾ Educating oneself and others ◾ Taking action against inappropriate behaviors We are committed to breaking the silence, educating ourselves, and supporting one another. Together, we can create a more inclusive workplace where everyone can thrive, develop, and perform at their best. Let's continue to champion allyship and celebrate diversity every day! #PrideMonth #Allyship #Inclusion #Diversity #BrighterFuture

Pride Month is a great time for celebration, advocacy, and allyship for our LGBTQIA+ communities, and an opportunity to create inclusive spaces in the work environment. Yet, many companies still don't participate or do the bare minimum. While it's great to see a surge of Pride flags this time of year, true inclusivity goes beyond performative gestures. So, why should companies celebrate Pride Month and their LGBTQIA+ employees year-round? It's not just about social responsibility (although that's important, and should be reason enough!). There are ways businesses can benefit from fostering a truly inclusive environment for LGBTQIA+ employees that make good business sense: 🌈 Boost Employee Engagement and Morale: Feeling valued and respected is key to a happy and productive workforce. Celebrating Pride Month demonstrates a commitment to inclusivity, fostering a more engaged and motivated team environment. 🌈 Attract and Retain Top Talent: The LGBTQIA+ community is a vast and diverse pool of talent. By actively promoting inclusivity, you signal that your company values diverse perspectives and creates a welcoming space. This can be a major draw for top performers. 🌈 Enhance Brand Reputation: Consumers are increasingly conscious of social responsibility and diversity initiatives. Demonstrating a genuine commitment to LGBTQIA+ inclusion through Pride Month activities can enhance your company's brand reputation and attract a more positive public image. 🌈 Unlock Innovation and Creativity: Diverse teams bring a wider range of experiences and perspectives to the table. By embracing LGBTQIA+ identities, companies can unlock greater innovation and creativity. 🌈 Align with Evolving Social Values: Society's understanding of diversity and inclusion is constantly evolving. By actively engaging with Pride Month and promoting LGBTQIA+ rights, employers demonstrate their commitment to keeping pace with these evolving values and being responsible members of the community. Pride Month is a great time to start the conversation, but let's make inclusivity a year-round practice. What are your thoughts on LGBTQIA+ inclusion in the workplace? Share your experiences and insights in the comments! #PrideMonth #Diversityandinclusion #LGBTQIA+

🌈 Celebrating the power of our incredible, diverse community during the most colourful month of the year: PRIDE! 🌈 With 5% of the Too Good To Go team voluntarily identifying as part of the LGBTQIA+ community, we’re committed to making sure everyone feels safe, supported, included, and understood this month - and every month. Our P.R.I.D.E Employee Resource Group (ERG) and Diversity, Equity, and Inclusion Taskforce have put together some fantastic activities for Pride Month. 🏳️🌈 We’re counting the days to finally hear from our internal ERG panel event, who will be opening up about their own identity, their journeys and experiences of belonging both inside and outside of work. 🏳️⚧️ We’ll welcome Hannah and Jake Graf MBE - the ultimate power couple - who will lead a session on increasing trans awareness, raising visibility, and spreading some much-needed love this Pride month. 💚 🌍 Every Too Good To Go office across the world will celebrate Pride in their own unique way, to make sure our Pride initiatives represent everyone’s local culture. At Too Good To Go we believe in the power of collective action, in that there is nothing a community cannot achieve. And we’re committed to continue building and strengthening an inclusive community every day of the year, where individuals from all backgrounds, identities, and experience can express themselves at work, while taking action against food waste, together. #Sustainability #BCorp #Pride

Learn the importance of authentic LGBTQIA+ allyship at work. Explore actionable steps to support marginalized colleagues through challenging conversations, education, and fostering an inclusive culture. Embrace Pride Month as a catalyst for year-round allyship and inclusivity in the workplace. https://lnkd.in/ew2zcRaX