Kati Lucas is many things. She’s a United States Navy Veteran, a Director of Dining Services for Morrison Healthcare Healthcare, a wife, a mother, and a trans female. Katie shares how her experience as a member of the transgender community has shaped the way she cares and respects all whom she encounters. Join Compass Group USA as we celebrate Pride Month. Meet Katie here: https://lnkd.in/esGX2nsd #pridemonth #pride
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Pride month, which takes place every year in June, reminds us that true inclusivity in the workplace protects, supports and nurtures every individual - allowing them a voice and to be heard. Also, that organisations benefit from an inclusive workforce. 🌈 "When everyone is included, everyone wins." Jesse Jackson. We want to highlight a podcast from the 'McKinsey Talks Talent' series, featuring Diana Ellsworth leader of DE&I at the consulting firm. As well as covering research into the real life experiences of LGBTQ+ employees, the discussion covers actions employers can take to foster diversity, from recruitment and on into the everyday. Link in comments. ⬇ #EDI #inclusivity #Pride2024
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As we step into Pride Month, it's crucial for us as leaders to reflect on what Pride means within the realms of leadership and organizational culture. 🌈 This month is not just about celebrating; it's about understanding, respecting, and actively supporting the LGBTQ+ community and its allies. In my journey as a leadership coach, I’ve seen firsthand the transformative impact of inclusivity on teams and organizations. Pride Month, rooted in the history of resistance and the fight for equality, serves as a potent reminder of the work still needed to create environments where every individual can truly belong and thrive. It challenges us to look beyond our biases, to embrace diversity in its full spectrum, and to champion the values of understanding and acceptance. This month, I encourage all leaders and organizations to take a moment to appreciate the richness that diversity brings to our workplaces and communities. Let’s commit to actions that go beyond the surface, to practices that build a culture of inclusivity, where every voice is heard, and every person is valued. How are you leveraging your leadership to support and celebrate diversity in your sphere of influence? Let's make this Pride Month a turning point for leadership focused on genuine inclusivity and respect for all. 🏳️🌈 #PrideMonth #LeadershipForAll #DiversityInLeadership #InclusiveCulture #LeadWithPride
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Keynote Speaker (colleges, corporate, non-profits) | Consultant (recruiting, diversity) | Career Coach Accepting Clients (landed hundreds of new roles) | LinkedIn Learning Instructor (100K+ students) | Former Headhunter
In honor of Pride Month, here are 11 tips from The Muse for how to make your workplace more LGBTQIA+ inclusive: https://lnkd.in/d67rnCwU
11 Simple Ways Anyone Can Be LGBTQ-Inclusive at Work
themuse.com
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- 28% Women serving v. 51% Women in US - 75% Non-Hispanic White Americans serving v. 59% Non-Hispanic White Americans in US - 2% LGBTQ+ identified serving v. ~7.5% LGBTQ+ identified in US "The office was first formed in March 2020 with a mission of creating a congressional workforce that reflected the makeup of the nation." When leadership within an organization doesn't reflect the makeup of those it leads, be it employees or citizens, how can you ensure all voices are heard and that allies know their roles as well as being accountable? Again, let's restate: representation matters. This is about equity for all - the resources and opportunites for everyone in order to achieve equality. #DoubleDownDEI https://lnkd.in/gwwAevfp Statista Pew Research Center U.S. House Office of Diversity and Inclusion
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"While celebrating Pride and advocating for equality, it’s also crucial to plan for the future. Here’s where the importance of estate planning comes into play, especially for LGBTQ+ individuals and families." Read more on Hilary Topper's New York Lifestyle Blog! https://lnkd.in/g6nkz_AK #pride #celebratepride #estateplanning #LGBTQIA
Celebrating Pride
hilarytopper.com
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We are thrilled to announced that the Public Service Pride Network (PSPN) has taken a bold step in advocating for inclusivity and support for our transgender, non-binary and gender-diverse colleagues within the federal public service. Today, on behalf of the PSPN, Jason Bett, GC Pride Champion issued an open letter addressed to all Deputy Ministers, urging them to take action during these critical times. The full letter is available at www.publicservicepride.ca. In light of the rising anti-2SLGBTQIA+ hate and discrimination, it is essential that we stand together as a community and create an environment that embraces diversity, respect, and equality. Our transgender, non-binary and gender-diverse colleagues deserve nothing less than our unwavering support. With this open letter, we call upon all Deputy Ministers to play an active role in championing change and implementing policies that ensure inclusivity within the public service. By doing so, we can cultivate a workplace where everyone feels safe, valued, and empowered to be their authentic selves. For example, we ask that Deputy Ministers engage with our transgender, non-binary and gender-diverse colleagues in the public service and prioritize their needs as highlighted in the letter. We also ask each Deputy Minister to sponsor, at a minimum, one transgender, non-binary or gender-diverse individual in their respective organisations, actively supporting their career progression towards executive positions. Representation at all levels of leadership matters. By sponsoring and championing talented individuals from the transgender, non-binary and gender-diverse community, we can break down barriers and ensure that their voices are heard at the highest levels of decision-making within our organizations. We firmly believe that this initiative will not only empower and uplift the careers of transgender, non-binary and gender-diverse individuals but also contribute to fostering a more inclusive workplace culture that celebrates and values the contributions of all employees. By taking this important step together, we can create a public service that truly reflects the diversity of our society and leads by example in promoting equal opportunities for all. We urge Deputy Ministers to embrace this initiative and work towards a future where every individual, regardless of their gender identity, has an equitable chance to thrive and excel in their careers. We invite you to read the full letter and help us spread the word about this critical initiative. Together, we can make a difference! #InclusionMatters #DiversityAndBelonging #PublicServicePrideNetwork #TransRights #NonBinaryInclusion #GenderDiversity #Equality
PUBLIC SERVICE PRIDE - Public Service Pride
https://publicservicepride.ca
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Now that we're a month past Pride, it's time for some tough questions. ➡️ What are you doing TODAY to be an ally to the LGBTQ2S+ community? ➡️ How are you supporting women and people of colour in your workplace? ➡️ How do you incorporate meaningful work on diversity and inclusion into your business practices? I've commented (OK, maybe ranted a bit...) about the "rainbow washing" that takes place every June for Pride; companies that jump on the bandwagon on June 1, but come July 1, it's back to business-as-usual. They're not being ACTIVE allies. I wrote an article on Active Allyship that appeared in the Art of Magazine in June. In it, I outline 5 ways to become an active ally EVERY day. I encourage you to download it and read it and share your thoughts with me. I truly want to know how you feel and what you're doing to demonstrate your allyship. #billgwilliams #leadershipcoach #keynotespeaker #executivecoach #keynotespeaker https://lnkd.in/g98GfiWF
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LinkedIn Top Voice LGBTQIA+| LGBTQ+ Sensitivity and Transgender Inclusion Expert| Forbes Contributor| Trevor Project Board of Directors
Calling all curious colleagues and supportive allies! 🗣️ 🏳️⚧️ 🏳️🌈 In just TWO days, prepare to dive into "Transgender Inclusion: All The Things You Want To Ask Your Transgender Coworker But Shouldn't," the insightful guidebook you've been waiting for! This friendly resource tackles those unspoken questions we all have about supporting our transgender colleagues, fostering a more inclusive workplace, and celebrating the richness of diverse experiences. ️ No awkward silences, no fumbled apologies. This book is your roadmap to open communication, understanding, and genuine respect. Pre-order your copy today! Link to pre-order in the first comment.
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Now that we're a month past Pride, it's time for some tough questions. ➡️ What are you doing TODAY to be an ally to the LGBTQ2S+ community? ➡️ How are you supporting women and people of colour in your workplace? ➡️ How do you incorporate meaningful work on diversity and inclusion into your business practices? I've commented (OK, maybe ranted a bit...) about the "rainbow washing" that takes place every June for Pride; companies that jump on the bandwagon on June 1, but come July 1, it's back to business-as-usual. They're not being ACTIVE allies. I wrote an article on Active Allyship that appeared in the Art of Magazine in June. In it, I outline 5 ways to become an active ally EVERY day. I encourage you to download it and read it and share your thoughts with me. I truly want to know how you feel and what you're doing to demonstrate your allyship. #billgwilliams #leadershipcoach #keynotespeaker #executivecoach #keynotespeaker https://lnkd.in/gYmF2HTz
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June is here, Pride marches and festivities have started, and the anti-DEI rhetoric remains firmly entrenched in our national consciousness and places of work. All of this has me thinking about the powerful and renewed focus on inclusion that many organizations and leadership teams are embracing to ensure that all can bring their whole selves to work. However, for many of us in the LGBTQ+ community, even if there are initiatives and programs focused on inclusion, we still might not feel a sense of safety and security to be our “authentic” selves. Results from the McKinsey & Co. and LeanIn Women in the Workplace 2023 report showed that LGBTQ women feel more pressure than any other group of women to hide their full identities at work. Let’s correct this by leaning into allyship which can bridge the gap between educational initiatives and action. Let’s focus on building human skills that help all better navigate vulnerability, trust building, and empathy. This is my hope for us this Pride month - will you join me?
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