Diverse Leaders in Tech’s Post

"Whilst organisations strive to promote diversity and inclusion, it’s crucial to ensure that these efforts lead to genuine acceptance and inclusion." It has only been a few weeks since Pride Month and all of it's celebrations, but is your company truly LGBTQ+-friendly? Beyond the rainbow flags and diversity statements lies a complex reality for LGBTQ+ employees. Our latest blog article, by Pluribus Global Senior Associate Prof. Dr. Nicolas T. Deuschel (Professor at Carlos III University Madrid), shines a light on the challenges they face in the workplace, despite DE&I strategies being in place; highlighting the gap between policy and practice when it comes to LGBTQ+ inclusion. These employees often feel pressured to conform to fit in, so companies need to go beyond policies and create a truly inclusive and accepting work environment. It’s time to break down barriers and create a workplace where everyone feels valued and respected. Ready to be part of the change? Read the full article at: https://lnkd.in/eHwm-Wvn #DEI #lgbt #lgbtq+ #breakingdownbarriers #inclusionatwork

It's a wrap! 🎬 We recently completed one of the final shoots of the year for our JustBe Film. JustBe is Roland Berger's queer Employee Resource Group (#ERG) dedicated to enhancing #LGBTQ+ inclusion within the firm and providing support to individuals who identify as #queer. A big thank you to Dr. Julian Gulden, Corinna zu Ortenburg and Michael Franke for all your hard work! What are our goals with this initiative?: 1️⃣ Showcase to both internal and external audiences what our network does and how we provide support. 2️⃣ Increase visibility for the needs of our community and serve as #rolemodels for other ERGs within and outside the firm, as well as for queer individuals, clients, and talents. 3️⃣ Demonstrate our commitment to advancing Diversity, Equity, and Inclusion. Why is this so important?: ✨Highlighting our role models and the culture we have fosters an environment of #trust and #wellbeing. When individuals see senior leaders acting as role models, they feel more comfortable being themselves and are #empowered to aspire to higher roles. 🔦Creating #visibility for marginalized individuals and their needs is crucial. This not only promotes diversity but also fosters mutual understanding and makes the environment more #inclusive and comfortable for everyone. Visibility is essential across the entire spectrum of diversity. 🤲 (Management) commitment and the right processes ensure that individuals feel supported by senior leaders and can #speakup confidently. This further promotes a culture that celebrates DEI rather than merely tolerating it. In any case, I'm really looking forward to the result - stay tuned! #justbe #BeTheOriginalYou #JoinRolandBerger #DEI

🌈 Feeling Seen at Work: Beyond Just Being Openly Gay 🌈 As an openly cis-gay person at work, I’ve experienced both the highs of acceptance and the lows of feeling like an exotic animal. While I’m proud to be part of the LGBTQ+ community, I want to be recognized for all the layers that make me who I am. 🏳️🌈 Yes, I’m Gay, But I’m Also…: Being gay is just one part of me. I’m also a dedicated professional, a creative thinker, a team player, and so much more. When we reduce people to just one aspect of their identity, we miss out on the richness they bring to the table. 🚫 Don’t Treat Us Like Exotic Animals: Curiosity is natural, but it’s important to go beyond stereotypes and tokenism. Acknowledge my sexuality, but also recognize the other dimensions of my personality and skills. Let’s move beyond surface-level diversity. 👂 How to Truly See Your Employees: 1. Ask and Listen: Engage in genuine conversations about what makes each person unique. 2. Create Safe Spaces: Create an environment where everyone feels safe to share their whole selves. 3. Value All Layers: Celebrate diversity but also appreciate the full range of experiences and talents each person brings. 💡 What True Inclusion Looks Like: Inclusion means everyone feels valued for all parts of who they are. It’s about creating a workplace where we don’t have to hide any part of ourselves and can thrive both personally and professionally. Let's celebrate our identities and also look deeper. We are all more than just one label. When we acknowledge and value every layer, we build stronger, more innovative, and more cohesive teams. #Inclusion #Diversity #LGBTQ #WorkplaceCulture #BeYourself #MoreThanAList #BeyondLabels #ListenAndLearn #SafeSpaces #LinkedinTips #Business #Technology #Leadership #Innovation #DEI #WorkplaceEnvironment

THIS WEEK ON Your Queer Career®: my weekly newsletter on LinkedIn focused on empowering LGBTQ+ (& Ally) professionals. Vol 12. This week’s question: Hello “Gay Leadership Dude®” … I’m hoping you can help me. I work for a smaller organization that doesn’t have any real diversity, equity, and inclusion efforts (there’s a few things here and there). Some of us want to get resources to bring more formalized DE&I (diversity, equity, and inclusion) programming to our workplace, specifically get funding for an LGBTQ employee resource group, but need to sell it to our senior leaders. They know this should be a strategic focus, but we need to share the big “why” to them. Any thoughts? ~ ERG Adam & Steve My 2¢ : To start and maintain an Employee Resource Group (ERG) for LGBTQ+ employees is a strategic move that combines the challenges and rewards of advocating for diversity, equity, and inclusion (DE&I) in the workplace. By presenting a strong business case to leadership, ERGs can highlight the tangible benefits of creating a diverse and inclusive environment, which is crucial for attracting, retaining, and engaging top talent. Successful ERGs follow a structured approach, starting with consulting HR, defining the ERG’s vision, mission, and goals, securing an executive sponsor, recruiting members sensitively, and offering valuable programming beyond just Pride Month. This initiative not only fosters a sense of belonging among current employees but also positions the company as an inclusive and attractive workplace. Moreover, in the face of increasing hostility from various state legislatures towards the LGBTQ+ community, establishing a supportive ERG can demonstrate corporate allyship and counteract discriminatory narratives. WHAT DO YOU THINK? To stay connected, you can subscribe through the link below. And help me break the 4,000 subscriber mark? PLEASE? :^D https://lnkd.in/eH38iTuf #lgbtqa #diversity #inclusion #thegayleadershipdude #leadership

THIS WEEK ON Your Queer Career®: my weekly newsletter on LinkedIn focused on empowering LGBTQ+ (& Ally) professionals. Vol 12. This week’s question: Hello “Gay Leadership Dude®” … I’m hoping you can help me. I work for a smaller organization that doesn’t have any real diversity, equity, and inclusion efforts (there’s a few things here and there). Some of us want to get resources to bring more formalized DE&I (diversity, equity, and inclusion) programming to our workplace, specifically get funding for an LGBTQ employee resource group, but need to sell it to our senior leaders. They know this should be a strategic focus, but we need to share the big “why” to them. Any thoughts? ~ ERG Adam & Steve My 2¢ : To start and maintain an Employee Resource Group (ERG) for LGBTQ+ employees is a strategic move that combines the challenges and rewards of advocating for diversity, equity, and inclusion (DE&I) in the workplace. By presenting a strong business case to leadership, ERGs can highlight the tangible benefits of creating a diverse and inclusive environment, which is crucial for attracting, retaining, and engaging top talent. Successful ERGs follow a structured approach, starting with consulting HR, defining the ERG’s vision, mission, and goals, securing an executive sponsor, recruiting members sensitively, and offering valuable programming beyond just Pride Month. This initiative not only fosters a sense of belonging among current employees but also positions the company as an inclusive and attractive workplace. Moreover, in the face of increasing hostility from various state legislatures towards the LGBTQ+ community, establishing a supportive ERG can demonstrate corporate allyship and counteract discriminatory narratives. WHAT DO YOU THINK? To stay connected, you can subscribe through the link below. And help me break the 5,000 subscriber mark? PLEASE? :^D https://lnkd.in/eQZAehD3 #lgbtqa #diversity #inclusion #thegayleadershipdude #leadership

THIS WEEK ON Your Queer Career®: my weekly newsletter on LinkedIn focused on empowering LGBTQ+ (& Ally) professionals. Vol 12. This week’s question: Hello “Gay Leadership Dude®” … I’m hoping you can help me. I work for a smaller organization that doesn’t have any real diversity, equity, and inclusion efforts (there’s a few things here and there). Some of us want to get resources to bring more formalized DE&I (diversity, equity, and inclusion) programming to our workplace, specifically get funding for an LGBTQ employee resource group, but need to sell it to our senior leaders. They know this should be a strategic focus, but we need to share the big “why” to them. Any thoughts? ~ ERG Adam & Steve My 2¢ : To start and maintain an Employee Resource Group (ERG) for LGBTQ+ employees is a strategic move that combines the challenges and rewards of advocating for diversity, equity, and inclusion (DE&I) in the workplace. By presenting a strong business case to leadership, ERGs can highlight the tangible benefits of creating a diverse and inclusive environment, which is crucial for attracting, retaining, and engaging top talent. Successful ERGs follow a structured approach, starting with consulting HR, defining the ERG’s vision, mission, and goals, securing an executive sponsor, recruiting members sensitively, and offering valuable programming beyond just Pride Month. This initiative not only fosters a sense of belonging among current employees but also positions the company as an inclusive and attractive workplace. Moreover, in the face of increasing hostility from various state legislatures towards the LGBTQ+ community, establishing a supportive ERG can demonstrate corporate allyship and counteract discriminatory narratives. WHAT DO YOU THINK? To stay connected, you can subscribe through the link below. And help me break the 5,000 subscriber mark? PLEASE? :^D https://lnkd.in/eH38iTuf #lgbtqa #diversity #inclusion #thegayleadershipdude #leadership

Promoting #diversity and #inclusion within companies is not just about doing what's right; it's essential for fostering #innovation, creativity, and a positive work environment. As we reflect on this year’s Pride it reminds us of the importance of celebrating and supporting LGBTQ+ professionals in our industry, here are some effective strategies to ensure we keep moving forward together… https://bit.ly/3A9hV20 #KOREPride #Equity #LGBTQAlly #ConnectWithPride #FBF

🌈 Happy National Coming Out Day! 🌈 As a straight-passing white woman living in the liberal bubble of NYC, I recognize that the safety I feel in being openly queer is a privilege that many in my community do not have. For those of us who live on the other side of the closet door, visibility is more than just a personal milestone—it’s a beacon of possibility for others who may not yet feel safe enough to be themselves. Today, we honor the courage it takes to live authentically, celebrate the power of representation, and hold space for all who will join us in the future. Yet, many LGBTQ+ employees still face barriers: - 46% of LGBTQ+ employees are not open about their identities at work due to fear of discrimination. - 31% experience feelings of unhappiness or depression in the workplace. - 50% have faced workplace discrimination or harassment in the last year, a number that rises to 70% for transgender employees. Our world is growing more diverse, but many companies remain homogeneous echo chambers. However, the proof is overwhelming: businesses that embrace and elevate diverse voices and develop inclusive cultures are the ones that will thrive well into the future. Here’s why: - Companies with diverse management teams see 19% higher revenue driven by innovation. - Diverse companies are 70% more likely to capture new markets. - Teams with high diversity report 2.5 times higher cash flow per employee. - Inclusive cultures have 22% lower turnover rates and 22% greater productivity. - Employees under inclusive leadership show a 29% boost in collaboration. - For the average Fortune 500 company, improving retention of underrepresented employees by just 5% can result in annual savings of nearly $4.2 million in turnover costs. At A Better Way Consultancy, we believe in the transformative power of diverse perspectives to shape organizational culture. Join me, and let's commit to the work by developing inclusive organizational practices, elevating diverse voices, supporting queer visibility, and creating environments where every employee feels seen, heard, and valued. #NationalComingOutDay #OrganizationalCultureConsultant #CorporateCulture #EmployeeEngagement #DEI #InclusionMatters #LGBTQ #InclusiveWorkplace #DiversityAndInclusion #ERGs #RepresentationMatters

Today, on National Coming Out Day, I’m reminded of my own journey—28 years ago when I decided to come out at work, at a time when the level of support we see today was far less available. It wasn’t easy, and I still thank the Creative Director who helped me understand that it was okay to be out. That experience shaped me into the leader I am today and why I'm proud to be a visible leader. As a servant leader, I strive to create environments where my teams feel psychologically safe and empowered to thrive. When people feel free to be their authentic selves in the workplace, it unlocks creativity, engagement, and innovation. Research from GLAAD shows that businesses that prioritize LGBTQ+ inclusivity see tangible benefits, such as stronger financial performance and higher employee retention rates. Moreover, Out & Equal highlights that organizations led by out LGBTQ+ executives see up to 30% higher levels of engagement and job satisfaction compared to their counterparts. These statistics underscore the importance of creating inclusive and supportive workplaces—not just for individual well-being but for driving better business outcomes. Visibility and inclusion are more than just principles—they're catalysts for growth. Let's continue to create workplaces where every voice is valued and authenticity is celebrated. #NationalComingOutDay #InclusiveLeadership #PsychologicalSafety #LGBTQIA #BusinessGrowth #Authenticity #IWorkForComcast Source: GLAAD’s Accelerating Acceptance 2023 and Out & Equal 2022 Report

THIS WEEK ON Your Queer Career®: my weekly newsletter on LinkedIn focused on empowering LGBTQ+ (& Ally) professionals. Vol 12. This week’s question: Hello “Gay Leadership Dude®” … I’m hoping you can help me. I work for a smaller organization that doesn’t have any real diversity, equity, and inclusion efforts (there’s a few things here and there). Some of us want to get resources to bring more formalized DE&I (diversity, equity, and inclusion) programming to our workplace, specifically get funding for an LGBTQ employee resource group, but need to sell it to our senior leaders. They know this should be a strategic focus, but we need to share the big “why” to them. Any thoughts? ~ ERG Adam & Steve My 2¢ : To start and maintain an Employee Resource Group (ERG) for LGBTQ+ employees is a strategic move that combines the challenges and rewards of advocating for diversity, equity, and inclusion (DE&I) in the workplace. By presenting a strong business case to leadership, ERGs can highlight the tangible benefits of creating a diverse and inclusive environment, which is crucial for attracting, retaining, and engaging top talent. Successful ERGs follow a structured approach, starting with consulting HR, defining the ERG’s vision, mission, and goals, securing an executive sponsor, recruiting members sensitively, and offering valuable programming beyond just Pride Month. This initiative not only fosters a sense of belonging among current employees but also positions the company as an inclusive and attractive workplace. Moreover, in the face of increasing hostility from various state legislatures towards the LGBTQ+ community, establishing a supportive ERG can demonstrate corporate allyship and counteract discriminatory narratives. WHAT DO YOU THINK? To stay connected, you can subscribe through the link below. And help me break the 4,000 subscriber mark? PLEASE? :^D https://lnkd.in/eQZAehD3 #lgbtqa #diversity #inclusion #thegayleadershipdude #leadership