ACTIONS 100+ FEATURING WHAT YOU CAN DO TO SMASH THE LGBT+ LEADERSHIP GAP - RAHM Impact Day 2018 - Final Version 4.pages
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RAHM Impact Day 2018 100+ ACTIONS FEATURING WHAT YOU CAN DO TO SMASH THE LGBT+ LEADERSHIP GAP
about
RAHM - THE RAHM brings together the most outstanding present and future LGBT+ leaders in the
GLOBAL LGBT+ world. Through an innovative contest and worldwide network, we connect, inspire and
support the next generation of LGBT+ leaders. The RAHM Impact Day is one of the
LEADERSHIP most concrete events organised for and by the RAHM Community.
CONTEST &
Be part of a new global community of amazing LGBT+ leaders from young talented
students to Top Executives. Expand your professional network, train your leadership
skills, get new career opportunities and so much more.
COMMUNITY They are many ways to join the RAHM Community, by participating to the RAHM
Contest of course but also by becoming a member. The membership is free of charge.
Find out more on www.rahm.ceo/rahm-community
Did you know that you can already register for the RAHM Contest 2019?
Apply now on www.rahm.ceo/contest2019
Are you an organisation? Do you want to empower your LGBT+ employees in our
worldwide strategic network and support change towards diversity & inclusion?
Become a RAHM Partner and take advantage of your new commitment on our side.
More on www.rahm.ceo/rahm-sponsors-and-partners
All right reserved by UHLALA GmbH - Share Alike is permitted.
Photo credits: Théo Challande, Jennifer Wang Photography
www.rahm.ceo
Zachary Ames
RAHM Winner 2018,
APAC Regional Talent Partner
at Bloomberg LP
“Never before have I
been at the
intersection of
diversity, leadership,
corporate
responsibility and
social activism in a
way that was
respectful, positive,
and productive.”
www.rahm.ceo
about
According to new studies, LGBT+ people are less likely than otherwise similar
heterosexual men to attain the highest-level managerial positions that come with
increased status and pay. These studies prove that the LGBT+ glass ceiling is real. Let’s
THE RAHM come together and smash the LGBT+ Leadership Gap together.
The RAHM Impact Day presents an opportunity for LGBT+ leaders to work hand-in-hand
IMPACT DAY to create a unique, innovative and useful tool, in order to impact the world of LGBT+
leadership.
2018 More than 60 LGBT+ leaders selected for their outstanding skills, achievements and
visions, were challenged to create a one-of-a-kind tool in just one day, in order to
overturn the LGBT+ leadership gap. They have been asked to choose 8 burning issues
among many others and to come up with more than 100 concrete and realistic solutions.
This guide presents the results of the RAHM Impact Day which took place on July 5th,
2018 in London. The RAHM Community of LGBT+ Leaders offers these 100+ ideas of
concrete actions - organised in 8 different categories - to every person interested in
putting an end to all people who likes to smash the LGBT+ Leadership Gap.
The RAHM Impact Day has been hosted at the White City Place in London and
supported by SAP, Unleash Leadership, Stanhope LTD, Mitsui Fudosan and AIMCo.
www.rahm.ceo
RAHM is a strategic network where our sponsors and partners envision the future,
connect with key leaders, stay up-to-date on innovations and draft perspectives. our proud
RAHM
Sponsors &
Partners
If you want to support the RAHM Impact Day and the RAHM Community of
LGBT+ Leaders, visit www.rahm.ceo/rahm-sponsors-and-partners www.rahm.ceo
Summary
8 topics to 1) How to develop an inclusive business model vs. Pinkwashing?
smash the 2) How to create an LGBT+/Gender discriminations free
LGBT+ environment in an organisation?
Leadership Gap 3) How to become an LGBT+ Leader?
4) How to be an LGBT+ Leader while being in other minority
groups (people of colour, disabled, etc)?
5) How to stay out and proud as LGBT+ Leader while accepting a
new job position in a new organisation?
6) How to initiate an LGBT+ project within an organisation?
7) How to deal with discriminations in a professional career as
LGBT+ Leader?
www.rahm.ceoTopic 1 #Pinkwashing On a large scale, businesses and governments are representing an LGBT+ friendly front,
while the reality is very different. This is further hampered by a lack of reliable
demographic data and an internal discord among LGBT+ institutions.
How to develop • A through introduction to the anti-discrimination policy as part of the standard
an inclusive induction process. Encouraging employees to be themselves and let others
be themselves.
business •
•
Unified message and collaboration among LGBT+ groups.
The directors and board members need to be role models themselves.
model vs. •
•
Demographic auditing - companies get scored on diversity levels.
Study on diversity vs. profitability.
Pinkwashing? •
•
Management need to be seen support LGBT+ events and activities.
Zero tolerance for discrimination jokes.
• Use PR to confront prejudice as well as to promote LGBT+ rights.
• People in public positions (eg. sports) act as ambassadors.
• Social media influencers leverage their influence to educate general public.
• Large companies need to leverage their power to influence legislation.
• Umbrella policy for large international cooperations - standard LGBT+ friendly policy
worldwide.
• Challenging everyday small terminologies in practise.
• Diversity and inclusive communities which are in power at workplace.
• LGBT+ friendly office facilities eg. gender neutral restrooms.
• Bring your partners to work night is not just for heterosexual couples.
• CEOs share their LGBT+ friendly best practices at networking events.
www.rahm.ceoThe main area where LGBT+ people face discrimination occurs is in the workplace and
this needs to change. LGBT+ people have less educational opportunities and this
Topic 2
disadvantages them before they even get into the workforce. #NoDiscrimination
MAKE HIRING PRACTICES TRULY INCLUSIVE
• LGBT+ need to be part of the hiring team.
• Recruitments should reflect diversity & inclusion policies (across all identity groups):
How to create an
• Ask questions related to diversity during the recruitment process.
• “How would you feel to work with a transgender person?”,
LGBT+/Gender
• “Would it be a problem to have a boss who is a lesbian?”, …
discriminations
free environment
WORKERS WELL BEING & EMOTIONS AS A PRIORITY
• Employees should not have to fear the workplace:
• The environment needs to be structured in a way that allows people to be out, safe,
and happy. Why? It is good for them, it creates better retention and attraction, they
will tend to do better work. in an
• Having a workplace that will not tolerate discrimination:
• This requires listening to employees.
• Having a group step forward helps.
organisation?
• Creating identity based groups, to support and create visibility:
• Having a way give feedback without risking your job.
• Have a group whose sole role is to support workers (disconnected from HR).
• Inclusive healthcare: healthcare that provides coverage for LGBT+ health issues.
QUEER INDIVIDUALS ON STAFF, MANAGEMENT, AND BOARD
• LGBT+ visibility and resources for visibility.
• Change needs to be more than the organisation, the organisation needs to push for
societal change.
• An inclusive language.
• Gender neutral language - “When in doubt, ‘they’ it out”.
• Prepare carefully how to introduce individuals (pronouns, name, what you will say
about this person and how it will perceived).
www.rahm.ceoTopic 3 #LGBTLeader There are not enough out LGBT+ people in leadership roles to shape and influence
organisations’ business strategy & culture and serve as role models for future
generations.
How to • Be visible, active and an advocate for others.
become an •
•
Connect your identity to your leadership and learn to harness this for positive impact.
Be courageous, take the risky opportunities and don’t be afraid to fail.
LGBT+ Leader? •
•
Get a sponsor.
Get a mentor.
• Lead by example.
• Take opportunities to lead like ERG leads and project managers to build
leadership skills.
• Create a sphere of influence.
• Don’t put yourself in a box, don’t create artificial boundaries.
• Be truly inclusive and an ally everyday.
• Build resilience, surround yourself with cheerleaders to pick you up and help you to
recover fast.
• Have a plan to get there!!!
• Build a brand, know your pitch.
• Share stories.
• Know when to quit or redirect your energy.
www.rahm.ceoPeople who are LGBT+ face certain challenges, and people who are members of other
minority communities (e.g. people of colour, disabled) face other challenges. People who Topic 4 #Equality
identify as both face even more compounded challenges as they navigate how to safely
How to be an
share their most authentic selves. This is further complicated by the varying levels of
education, tolerance, and openness among those with whom they interact.
RE-FRAME THE PROBLEM AS AN ASSET.
• Being a member of the LGBT+ community, a minority community, or both can pose
LGBT+ Leader
challenges, but you can view this as an opportunity to build compassion and empathy.
• Your unique perspective can also help you think of more effective and innovative while being in
other minority
business opportunities.
SHARE YOUR STORY & LISTEN TO THOSE OF OTHERS.
• Consider being open to sharing your story and being out, if it would be safe to do so,
and by doing this you can be a role model. groups (people
of colour,
• Be open to learning about others, including stories involving being part of a minority
group that isn’t visible to the eyes.
CREATE AN ENVIRONMENT WHERE PEOPLE CAN BE THEIR AUTHENTIC-SELVES.
• Advocate for fair and non-discriminatory business practices. disabled, etc)?
• Beyond diversity recruitment, also dedicate time, effort and resources to retention of
diverse talent.
• Consider innovative ways of making recruiting less biased, such as name-blind CVs for
screening, or diverse interview panels.
BUILD AN ACTIVE COMMUNITY
• Create spaces for discussion, learning, and additional training on topics such as
leadership and tolerance.
• Recruit allies who can also support fostering inclusive and welcoming environments.
• Consider offering mentorship (for problem-solving) and sponsorship (for career
advancement) opportunities.
• Host events that encourage participation year-round such as volunteer opportunities
or workshops, beyond just Pride festivities.
www.rahm.ceoTopic 5 #OutAndProud Too many LGBT+ people go back into the closet when joining a new organisation. Mainly
due to a lack of visible LGBT+ Leaders and preconceived impressions about the new
work environment, going back to the closet can lead to 60% less productivity and issues
How to stay out with authenticity, diverse thinking and relationship building with employees and
customers.
and proud as In the long term, up to 73% of employees will leave after 3 years if they are not out and
LGBT+ Leader able to be themselves. This will lead to higher recruitment costs development, difficult
retention of top talent and issues of authenticity, planning and communication in the
while accepting company.
a new job •
•
Be in control of how you deliver your coming out message.
Be proud of who you are, know your values, and be honest with your colleagues.
position in a new •
•
Find your allies out and inside the company and be an ally to others.
Spread the message of LGBT+ inclusion if existing, or create it.
organisation? •
•
Build a business case on LGBT+ inclusion and share.
Find a vehicle to talk about LGBT+ involvement, e.g. during your interview.
• Research the company, their role models, LGBT+ inclusion, policies, experiences of
employees etc.
• Show visible signs of support of the community as appropriate.
• Integrate LGBT+ inclusion in your speech consistently, especially with new
employees.
• Find areas of commonality to connect with your colleagues, for example talking about
a partner.
• Find a mentor and become a mentee to help future generations.
www.rahm.ceoIn the current global environment that is getting less and less inclusive, we believe that it
is even more important to make sure that everyone in the working environment feels
Topic 6 #LGBTProject
comfortable to be themselves.
LGBT+ project can help this. And not only. This can have an impact on the bottom line of
How to initiate
companies and create value inside (productivity, retention, corporate culture) and outside
(brand image, customer engagement).
an LGBT+ project
• Build a business case showing impact of the project inside and outside the company.
within an
•
•
Identify the person of influence to support the project.
Identify the Task Force to achieve the adjective of the project.
organisation?
• Identify powerful stories to substantiate project aim.
• Be sure to represent all the letters of the LGBT plus acronym.
• Make sure to include the straight allies into the story.
• Run an audit possibly external to see the state of your corporate culture on diversity.
• Identify the project with big impact and early win.
• Benchmark against your competitors.
• Connect with other established networks within the company for joint events.
• Bringing case studies to corroborate your case.
• Create bottom up initiatives to start raise interest.
• Connect the project to a wider diversity and inclusion programme.
• Partner and leveraging external organisation already existing.
• Focus group and getting ideas from the weather group of people.
www.rahm.ceoTopic 7 Helping navigate and empower others to embrace differences in people. LGBT+ leaders
can use their experiences to create internal resilience that enables us to promote a safe
#TacklingDiscriminations environment and leave a positive impact on others.
How to deal with •
•
Make it real by sharing experiences and personal stories.
Empower others to be brave and speak out.
discriminations •
•
Create a safe space (both tangible and ideological).
Educate people from a young age about the LGBT+ spectrum.
in a professional • Provide ongoing education (current news, raise awareness of current issues,
anti bullying).
career as • Promote self-care, self love and respect.
• Actions which help neutralise barriers on our differences all year round (gender
LGBT+ Leader? •
neutral bathrooms, pride flags all year round).
Take the moral high ground through positive behaviours.
• Provide mediation and conflict resolution training.
• Capacity building training – leadership, skill building, unconscious bias.
• Don’t push antagonists / discriminators out – bring them in instead.
• Build support networks.
• Train on story telling & positive messaging.
• Ask probing questions during interviews.
• Include LGBT+ leaders in interviews.
www.rahm.ceoWomen are under-represented in leadership. LGBT+ people are under-represented in
leadership. LGBT+ women, at the intersection of both groups, need specific support to
Topic 8 #WomenPower
reach their leadership potential. We need to create safe and supportive environments for
LGBT+ women by affirming and validating their experiences and identities.
How to bring
• Provide and attend educational programs on gender related topics from a gender
sensitive and intersectional perspective. more LGBTQ+
women to
• Make networking events accessible and inclusive to everyone, hence make sure that
for example childcare is provided, the event is promoted also in female spaces, etc.
• Promote role models & authentic story telling of LGBT+ women in your environment.
•
•
Create platforms for allies who don’t speak for people but with people.
Establish a way for LGBT+ women to give feedback on their company’s policies and leadership
•
•
everyday work life.
Commit to closing the gender gap in terms of salaries, gender roles & representation.
Create peer mentorship programs with younger and older LGBT+ women to share
positions?
experience and empower each other in their work.
• Don’t only formulate policies regarding the equality and position of LGBT+ women in
your environment but also act according to them!
• Make sure that your LGBT+ networking opportunities don’t only focus on the G, also
pay attention to the L, B, T and the plus.
• Remember the intersectionality of LGBT+ women’s identities and recognise that not
all LGBT+ women’s experiences are the same!
• Be aware of your socialised behaviours, especially with interrupting LGBT+ women,
not seeing their opinions as valid as their non-LGBT+ female opposites etc.
• Empower young LGBT+ women from early on to build up confidence in their abilities
and talents.
• Publicly support the advancement of laws in favour of LGBT+ women in your country!
• Continuously review your efforts to uplift LGBT+ women and listen to LGBT+ women’s
suggestions to optimise your efforts!
www.rahm.ceoIf you want to tackle the LGBT+ Leadership Gap, discriminations, intolerance, sexism
Share & and potential abuses in your organisation, here is what you can do:
implement
Share the results
the RAHM Let your people and the rest of the world know about this. The more people
knows, the more people will implement these solutions, improve them and
Impact Day’s develop their own.
results Find and share the results on Facebook, Twitter, LinkedIn, Instagram, with the
hashtags: #RAHMImpactDay #LGBTLeadershipGap
Talk with your HR / D&I manager or the LGBT+
network in your organisation
They will be more than interested to evaluate which solutions presented in
this guide can be implemented within in your organisation. Find here a
template letter to start the conversation: www.rahm.ceo/impact-day-media
Implement the solutions
You too can have an impact and make the world a better place. Start now and
initiate the implementation of these solutions.
www.rahm.ceoRAHM Impact Day
Thank you
The RAHM Impact Day's participants
Andrew K. - Alastair M. - Albert L. - Alex K. - Amos W. - Andre W. - Andreas O. - Biagio DL -
Bess H. - Blake T. - Caio L. - Vincy C. - Charles J. - Daniel D. - Daniel B. - Daniel K. -
Athanasios T. - Flavio DL - Gero F. - Gabriele G. - Guvanch M. - Jethro DM - Jassal J. - Julia
M. - Juliette SL - Kenon M. - Lindsay K. - Lindy P. - Luca S. - Luke B. - Levis N. - Maxim M. -
Michael M. - Tanika M. - Nicolas H. - Robert R. - Romain G. - Stephen O. - Samet A. -
Shamil S. - Simian Z. - Sören L. - Sorrel R. - Stanislav C. - Tamer Z. - Thiago M. - Tina M. -
Vasco BB - Victoria P. - Zachary A. - Adam McK - Stuart C. - Théo CN - Bertrand D. - Ari F. -
Katrine R. - Jennifer W. - Michael N.
With a special thanks to our Table Captains, technician and our photo/video crew.
Thank you to our hosts and sponsors
www.rahm.ceoWHAT’S NEXT?
Join the next
RAHM Impact
Day 2019
Together we are stronger. Our community
aims to empower you but also to shape a
better world through innovative ideas.
Join us now on www.rahm.ceo
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