LGBT Great panel on allyship in the workplace and its benefits

Understanding Privilege: A Path to Greater Empathy 💖 When I first introduced the concept of “privilege” to my colleagues, one member responded, “I worked hard for what I have; it’s not my privilege—it’s my hard work.” Privilege can be a complex and uncomfortable topic, but understanding it fosters empathy and supports a more inclusive community and workplace. Here are a few ways I found helpful to approach this conversation: - Focus on Shared Goals: 🎯 Emphasize that recognizing privilege isn’t about diminishing individual effort; it’s about leveling the playing field so everyone has the opportunity to thrive. Diverse perspectives lead to innovation and success for all. - Participate in Reflective Activities: Encourage interactive exercises like a "privilege circle" where individuals can share instances of feeling marginalized. These conversations, held in a supportive setting, promote understanding and empathy. 💬 - Share Personal Insights:🌟 Be transparent about your journey in understanding privilege. For example, as a cisgender woman, I acknowledge the advantages I have compared to my transgender peers, like the absence of scrutiny in gender-specific spaces. Vulnerability paves the way for others to express their perspectives. 💕 How do you navigate discussions on privilege with your colleagues? Share your thoughts below! 💬 #Privilege #Equity #Inclusion #Empathy #WorkplaceCulture

“Celebrating Diversity, Equity & Inclusion IN BUSINESS.” ABSOLUTELY. 👏 👏 Inclusive workplace practices are how organisations future-proof themselves. Diversity of experience, qualification, perspective, heuristics – whether demographic or acquired, these all hold great potential value for businesses. That value just needs to be unlocked – by celebrating, rather than shying away from, those points of difference. And, in turn, that process of celebrating (not just tolerating, or even “accepting”) #difference involves adopting workplace practices which validate and empower diverse voices. That is exactly how creativity and innovation happen, and how risks are proactively identified and addressed. In short, it is how businesses remain successful and relevant, tomorrow as well as today. And it is therefore precisely why I have adopted a second, business-oriented definition of the much-maligned acronym #DEI: 💡 Disruption x Elevation = Innovation Because the priceless innovation and risk-awareness, which make businesses resilient and successful, arise from disrupting received wisdoms and challenging the status quo, by elevating the voices of those whose points of difference facilitate what Joseph Schumpeter appropriately called “creative destruction”. So I was thrilled to have the opportunity to attend an event entitled “Celebrating #Diversity, #Equity & #Inclusion in Business” in Vancouver yesterday, jointly hosted by Queer Business BC and the HISPANIC-CANADIAN CHAMBER OF COMMERCE to mark both LGBTQ+ History Month and Latin American Heritage Month. Apart from offering a terrific opportunity for networking and community development, it was enormously encouraging to hear the speakers from both QBBC and HCCC emphasise the critical importance of #inclusive practices as a key differentiator for business success and resilience. Because it has never been more important for commercial enterprises to resist any temptation to buy into the “go woke, go broke” fallacy. At The Inclusion Imperative, we are all about developing leaders (at all levels), empowering change agents and transforming cultures to create workplaces that are more productive, efficient and resilient – creating the corporate architecture for sustained business success. #InclusionMatters #LGBTQ+ #2SLGBTQIA+

This past week, I had the opportunity of representing JLL at Out & Equal's annual Workplace Summit in Seattle, as I am one of the chapter leads for JLL's LGBTQ+ ERG. It was a tremendous week, featuring engaging sessions and discussions, as well as meeting some truly wonderful people from organizations here and abroad. Some take-aways from the summit: 1. To measure the impact of initiatives, use a three-step framework of Goals, Signals, and Metrics, focusing on qualitative goals before selecting specific metrics. 2. ERG leader burnout is a significant problem, with 40% of leaders reporting symptoms; this can be mitigated through shared leadership structures, dedicated resources, and formal company support. 3. Engaging deskless workers requires overcoming communication barriers by bringing events directly to them, using hybrid formats, and integrating DEI initiatives into onboarding processes to combat high turnover. 4. The 4C Model (Community, Commerce, Careers, and Culture) provides a strategic framework for ERGs to align their initiatives with company objectives and budget requirements. 5. The legal and policy landscapes for LGBTQ+ rights are diverging between the US and Europe, creating complex challenges for multinational companies, particularly concerning transgender rights.

New episode: Empowered & Out ft. Sarah A. Scala, M. Ed and OD, PCC — consultant, coach, and educator helping leaders and teams perform and belong across the U.S. and globally. What we get into: ✨ Kind ≠ soft — kindness raises performance 🤝 Empathy + accountability — the balance great leaders get right 🛡️ Psychological safety — the engine of innovation + trust 🌈 LGBTQ+ success that lasts — resilience, optimism & grit 🌐 Cross-cultural leadership — lessons learned across industries & geographies Why it matters: If your team is talented but hesitant to speak up, you’re leaving ideas—and results—on the table. Inclusion isn’t separate from outcomes. It drives them. Who should listen: executives, people managers, HR/ERGs, and LGBTQIA+ pros building healthier, higher-performing teams. 🎧 Episode drops TODAY!! See link in the comments 🔗 Connect with Sarah: sarahscala.com | linkedin.com/in/sarahscala | https://lnkd.in/gFCpcG6W If this resonates, share it with a leader who needs to hear it. #Leadership #PsychologicalSafety #InclusiveLeadership #LGBTQProfessionals #EmpathyAndAccountability #EmpoweredAndOut

Psychological safety isn’t optional it’s what lets teams collaborate, innovate, and perform at their best. When people feel safe to speak up and share ideas, incredible things happen: Ideas flow Collaboration deepens Innovation thrives Performance soars Leaders set the tone by listening, encouraging curiosity, and valuing every voice. How have you seen leaders create a space where everyone can bring their full selves to work?  #Leadership #GrowthMindset #Resilience #CareerDevelopment #TheKeyToLife #ChooseAPC #LGBTQIA #LGBTQ  

Last week, I had the privilege of attending the Out & Equal Workplace Summit, and I’m still feeling energized and inspired. Being surrounded by thousands of changemakers, leaders, and advocates all committed to advancing LGBTQ+ inclusion in the workplace was both humbling and empowering. Throughout the summit, I was reminded that inclusion isn’t just a policy but it’s a daily practice. From powerful keynotes to meaningful breakout sessions, the conversations reaffirmed how vital it is to create spaces where everyone can bring their authentic selves to work and truly belong. A few key reflections I’m taking with me: Visibility matters and it creates pathways for others to rise. Allyship requires consistency, courage, and accountability. Representation in leadership isn’t just symbolic but it transforms culture. I’m grateful to Discover & Capital One for supporting participation in this incredible event, and to all the brilliant individuals I met who are driving progress one action at a time. Let’s keep pushing forward to make every workplace a place where diversity is celebrated, equity is championed, and inclusion is lived every day. #OutAndEqual #WorkplaceInclusion #LGBTQLeadership #DiversityAndInclusion #Belonging

It’s that time! ✨ We’re so thrilled to unveil our 2025 Outstanding Role Model Lists supported by YouTube! These Lists spotlight global LGBTQ+ leaders and Advocates who are driving much-needed, impactful initiatives for LGBTQ+ inclusion in business. Each and every one of the Leaders featured in the Outstanding Lists are at the forefront of innovation in inclusion. Across the day we’ll be unveiling Role Models from across the three Lists – first up it’s Executives! This year’s Top 5 Executives are: ✨ #1 Outstanding Executive David Furnish, CEO and Chair, Rocket Entertainment Group & the Elton John AIDS Foundation ✨ Travis Torrence, US Head of Legal, Shell ✨Jen Carter, Global Head of Technology, Google.org ✨ Kit Morey, VP, Commissioning Editor Unscripted Original Content, Paramount | Channel 5 ✨ Shamina Singh, Founder & President, Mastercard Center for Inclusive Growth and Executive Vice President, Sustainability, Mastercard A huge congratulations to all the Executives featured this year! Check out YouTube Shorts from some of this year’s Executive Role Models like Sean D. Hammerle, Colin Kimber, Saamir Gupta, Roy Sexton, Fabian Fuchs, Matthew O'Grady and Satia Rai DIR.IPSA F.ISRM here: https://lnkd.in/eBFU53WK View the complete List of Executives: https://bit.ly/4nU07eh View the Advocates announcement here: https://lnkd.in/eYYcwtzC View the Future Leaders announcement here: https://lnkd.in/ecESW9Sf If you missed out on a chance to feature in our 2025 Outstanding Role Model Lists – you can now nominate yourself or amazing leaders within your network for the 2026 Lists! Once submissions for the new List open next year you’ll be notified. All the information here: https://lnkd.in/eariNtun #OUTRoleModels25

Leadership Question: What Are We Teaching the Next Generation? As we mark 30 years since the Million Man March, I'm asking: What are we teaching the babies? In 1995, the March mobilized hundreds of thousands—but used exclusion to define who belonged. LGBTQ+ people were told we weren't welcome. 30 years later, what are organizations modeling? Through "Brothers in Conversation" (MMM 30th Anniversary), I've facilitated dialogues exploring critical leadership themes: Mentorship for Liberation, Not Conformity: Are we teaching young people to survive in oppressive systems or to build new ones? Accountability Beyond Rhetoric: Young people need material support and concrete investment, not performative growth. Inclusion Strengthens Everyone: When we weaponize identity to divide, we weaken collective capacity. The Leadership Question: Every organization teaches something through who we hire, promote, invest in, and exclude. What are you teaching? That belonging requires conformity? Or that diversity strengthens and liberation benefits everyone? 🎥 Watch "Brothers in Conversation" https://lnkd.in/e_Sp23QQ #TeachTheBabies #Leadership #NextGeneration #DEIB #Mentorship #OrganizationalDevelopment