Character Biosciences’ Post

We recently teamed up for a project that sparked some powerful conversations about Diversity, Equity, Inclusion, and Belonging (DEIB) on campus! My awesome friends, and I interviewed students from our campus, and their insights were incredibly valuable. Here are some key themes that emerged: Challenging Assumptions: One scenario we explored involved a situation where a student's background potentially influenced their experience. This highlighted the importance of questioning assumptions and fostering environments free from bias. Building an Inclusive LGBTQ+ Community: The project also delved into the experiences of LGBTQ+ students, emphasizing the need for inclusive spaces and respect for all identities. Bridging Cultural Gaps: Open communication and cultural sensitivity were crucial takeaways from a scenario focused on navigating cultural differences. Collaboration is Key! This project wouldn't have been possible without Mebin Thomas, Cherylanne Gonsalves & Soumiya Prabhakaran and collaborative spirit! Huge thanks to Dr. Elizabeth C. maam for her incredible support and guidance throughout. Let's Keep the Conversation Going! DEIB is an ongoing journey. We'd love to hear your stories and thoughts: How can we create a more inclusive and equitable campus community? Drop a comment below and share your experiences! #DEIB #Diversity #Inclusion #Equity #Belonging #StudentProject #OpenDiscussion

Today the University of Surrey’s Rainbow Network is hosting an LGBTQ+ STEMM day. Science, Technology, Engineering, Maths, & Medicine not far from this statue of Alan Turing. The event will cover both the professional and personal experiences of the LGBTQ+ community in STEMM and be an opportunity to showcase research.  All staff and students have been invited to attend and join in this celebration, showcase, and discussion whether they identify as LGBTQ+ or as an ally of the community University of Surrey Sarah Trinder Fabio Fasoli Earlier this week was the International Day of LGBTQIA+ People in STEMM (18 November) to celebrate and highlight the work and barriers they face. Although the situation has improved in many countries, there are still people who consider leaving their jobs because of a hostile workplace or discrimination towards them, as well as being urged to stay in the closet to progress in their career. - 18 November was chosen as it marks the anniversary of American Astronomer and gay activist Frank Kameny’s US Supreme Court fight against workplace discrimination. - Kameny, Barbara Gittings and John Fryer were instrumental in homosexuality being removed from the American Psychiatric Association (APA) list of mental disorders. You can read more here: https://lnkd.in/exs4TfS4

The LGBTQ+ community is no stranger to fighting for our rights. Indeed, Pride began as a protest to the Stonewall riots, led mostly by Black and queer pioneers such as Marsha Johnson. We have fought for marriage equality, LGBTQ+ healthcare, the right to be a parent and adopt, safety from hate crimes, the right to a workplace without discrimination, and so much more. Working in STEM, completing your academic requirements, conducting high-stakes research, and maintaining your scientific credentials can be a stressful journey. Being bombarded with headlines that your human rights are being infringed on can make this kind of day-to-day work even more stressful. Studies have shown that these additional emotional hardships can make it more difficult to succeed as an LGBTQ+ person in a scientific discipline. LGBTQ+ scientists are 30% more likely to face discrimination, harassment, and micro-aggressions compared with their non-LGBTQ+ peers, according to a study published in Science that surveyed over 25,000 workers in science, technology, engineering, and mathematics (STEM).

🌈 Turning Challenges into Triumphs: Organizing Campus Pride Event In my final year of university, I had the privilege of leading the LGBTQ+ club on campus, which involved running activities, managing the fraternity's budget, and most memorably, organizing the Pride Month event in June. However, this journey wasn’t without its challenges. One of the biggest hurdles I faced was working with a student union that was less than cooperative. Their lack of support and unwillingness to fulfill their responsibilities threatened to derail the entire event. But this only strengthened my resolve. Instead of giving up, I doubled down. I collaborated with my fraternity members and other campus groups, refusing to let the obstacles stop us. The feeling of injustice fueled my determination to create a meaningful and inclusive event that would be remembered by all students, regardless of the hurdles placed in our way. In the end, the pride event became a success, despite the challenges. It was a reminder that persistence, resourcefulness, and teamwork can overcome even the toughest of opposition. Most importantly, it highlighted the importance of standing up for our community, especially when others try to silence us. 💪 Never let roadblocks stop you from creating change. #Leadership #PrideMonth #LGBTQ+ #Resilience #CampusLife #Inclusion #EventManagement #OvercomingChallenges

As we strive to create conditions where people can do their best work and thrive as their authentic selves, here is one aspect to consider, especially for our LGBTQ+ colleagues: team stability. Research by Erin A. Cech and Tom Waidzunas demonstrate that having a stable team, as opposed to moving often from team to team, can create a stronger sense of belonging for LGBTQ+ employees who can face coming out fears and microaggressions. Stable teammates can help reduce those fears and create a stronger sense of belonging. Creating a stable team full of understanding teammates can be a key ingredient for belonging.

In celebration of Pride Month, we feature an article highlighting the importance of stability in work groups to ensure feelings of belonging amongst LGBTQ+ employees--co-authored by Prof. Erin A. Cech, Lab Affiliates Scholar, and Prof. Tom Waidzunas. By studying NASA employees and analyzing survey data from over 14,000 US STEM (Science, Technology, Engineering and Math) professionals, Cech and Widzunas show that LGBTQ+ STEM professionals feel more secure in a single team that remains together for a long period of time, as opposed to being on fluid teams where individuals switch teams or join multiple teams across projects. These data show that a sense of security is found when one’s team is not periodically changed or uprooted to avoid continuous re-establishment of trust with each new team. Why is that? LGBTQ+ employees can experience higher levels of microaggressions and physical and emotional harassment, compounded by the fear of coming out and societal norms that enforce heteronormativity and cisnormativity. This article speaks to the current and urgent need to create safe, stable and welcoming spaces for the LGBTQ+ community. The increasingly high numbers of U.S. anti-LGBT+ legislation has a significant impact on the mental health and physical safety of those who identify within the LGBTQ+ community. With the Lab’s research-based and scholar-backed work in the field, we seek more ways to be inclusive and expansive. Share your thoughts with us on how you are celebrating Pride month and implementing lasting change within your lives, organizations, and communities this month, and for the rest of the year! Research (2002) by:  Erin A Cech, Department of Sociology, University of Michigan  Tom Waidzunas, Department of Sociology, Temple University Posted by Hannah Yanow, Ed.D. #pride #pride2024 #lgbt #inclusion #belonging 

Young LGBTQ+ people need to see visible role models making a difference in their schools, colleges, universities, workplaces and in the wider community. Research earlier this year by myGwork - LGBTQ+ Business Community found that almost half of students and graduates surveyed said 'it would make me a lot more likely' to accept a job offer if they could see more visible LGBTQ+ role models and allies. 56% of them feel that showing LGBTQ+ inclusion in the workplace is important. However, more research from The Independent, Diversity Role Models and Just Like Us shows that we are not creating the safe and LGBTQ+ inclusive spaces where role models could be seen: - 53% of school librarians have been asked to remove LGBTQ+ books from their collection - 79% of teachers lack confidence in teaching diverse identities - 65% of schools/colleges do not celebrate Pride or LGBT History Month People are always saying "you can't be what you can't see" - so why should access to positive role models be any different for young LGBTQ+ people? It shouldn't be. Entries to the fifth annual The Queer Student Awards open next week (December 10th) - this is your chance to show our young LGBTQ+ people that they have the same opportunity as everyone else to thrive in their future careers. Subscribe to the QSA newsletter on the QSA homepage to receive email alerts - link in comments. #LGBTQ #DiversityAndInclusion #RoleModels

Digital Natives: Growing up with technology, this generation relies heavily on the internet and social media for communication, information, and identity formation.Mental Health Awareness: There’s a growing recognition of mental health issues, leading to more open conversations but also increased stress and anxiety due to societal pressures.Economic Challenges: Many face financial instability, student debt, and a competitive job market, impacting their life choices, such as homeownership and starting families.Social Activism: This generation is more politically and socially engaged, advocating for issues like climate change, racial equality, and LGBTQ+ rights, often using online platforms to mobilize support.Shifting Values: There’s a move towards valuing experiences over material possessions, with a focus on sustainability, inclusivity, and work-life balance.

Building on our internal theme of allyship, we want to extend a massive thank you to InterInvest LGBT+ equality and inclusion Allyship Working Group for their interactive and engaging intersectional allyship training programme. As one of the co-founders of InterInvest, the first LGBTQ+ network dedicated to the asset management and savings industry, I am extremely proud of the fantastic work being done by Alison Proud Claire Mediene and Tom Whateley, CAIA and team. Intersectionality is crucial in our journey toward becoming effective allies. Intersectionality acknowledges that people's experiences of discrimination and privilege are shaped by multiple, overlapping social identities, such as race, gender, sexuality, and class. Effective allyship involves recognising these intersecting identities and addressing the unique challenges faced by those at their intersections. Key Actions Allies Should Take: Educate Yourself: Continuously learn about different identities and the systemic issues affecting marginalised groups. Listen Actively: Engage in conversations with an open mind and a willingness to understand others' perspectives. Advocate: Use your platform to amplify marginalised voices and challenge discriminatory behaviors and policies. Reflect: Regularly reflect on your own biases and actions, striving for continuous personal growth. Support: Offer tangible support, whether through mentorship, sponsorship, or creating inclusive environments. The Gender Unicorn and Allyship Pledge The Gender Unicorn is a valuable tool for understanding the complexities of gender identity, gender expression, and attraction. It helps allies grasp the non-binary nature of gender and recognize the diversity of experiences within the LGBTQ+ community. Our colleagues took the Allyship Pledge, a call on everyone to commit to ongoing learning, active support, and advocacy for all marginalised groups, ensuring that our workplace is inclusive and equitable for everyone. A heartfelt thank you to our Legal & General colleagues for their enthusiastic participation and willingness to share their knowledge and experiences. Your contributions are invaluable in fostering a culture of inclusivity and allyship within our organisation. Together, we are building a more inclusive industry and paving the way for future generations. Let's continue this important work with dedication and compassion. Find out more about InterInvest LGBT+ equality and inclusion at

🌈 🌟A. Jordan Wright, PhD, ABAP, ABPP was recently featured on NewsChannel 9 WSYR highlighting the importance of supporting #LGBTQ+ youth. 🌈 🌟 LBGTQ+ kids face unique challenges that often create more roadblocks than those experienced by their peers. The statistics are stark and telling. LGBTQ+ youth who have even just one accepting adult in their lives are 40% less likely to commit suicide. There is a crucial need for supportive environments and individuals who can make a life-saving difference. Parallel understands that creating these supportive environments involves more than just broad statements of inclusion. It’s about the small, consistent actions, such as —micro-signals—that convey to LGBTQ+ students that they are seen, heard, and supported. These micro-signals, whether it's using inclusive language, visibly supporting LGBTQ+ causes, or simply listening with empathy, communicate to students that there are friendly voices and champions for them within their school communities. Parallel ensures that schools can create an environment where every student, regardless of their sexual orientation or gender identity, can succeed and feel valued. We believe that access to acceptance and support can save lives, Parallel is dedicated to making schools a place where every student can succeed, embodying the true spirit of Pride and equality. Watch the clip! #access #PrideMonth #LGBTQ+ #ParallelInTheNews