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Axis Bank Implements Inclusive Policies for LGBTQIA+ Employees and Customers

by Team Iamsafeatwork

05-06-2023

Safety

06-Sept-2021 – Axis Bank, India’s leading private banks, has taken a significant step towards promoting diversity, equity, and inclusion by announcing a comprehensive set of policies and practices for its employees and customers from the LGBTQIA+ community. This landmark initiative, which aligns with the bank’s environmental, social, and governance (ESG) commitments, aims to create an inclusive and supportive environment for individuals with diverse sexual orientations and gender identities.

In a progressive move, Axis Bank has introduced the “#ComeAsYouAre” charter of policies and practices that reflects the spirit of a historic ruling by the Supreme Court of India in September 2018. The ruling decriminalized all sexual relationships between consenting adults in private, providing a foundation for the bank’s wider commitment to ESG principles.

Under the newly implemented policies, all employees of Axis Bank, regardless of their gender, sex, or marital status, can now list their partners for Mediclaim benefits. This step is a significant stride towards recognizing and ensuring equal rights for LGBTQIA+ employees. Furthermore, employees are granted the freedom to use restrooms in accordance with their gender expression or gender identity. To support this, the bank has introduced all-gender restrooms in its larger office spaces, offering a safe and inclusive environment for all individuals.

“We recognize that employees could have a gender or gender expression that’s different from their sex assigned at birth. They can choose to dress in accordance with their gender/gender expression,” stated Axis Bank in a release of this initiative. The bank’s commitment to diversity and inclusion is further emphasized by the presence of a human rights policy, which addresses any challenges faced by employees from the LGBTQIA+ community and offers a mechanism for redressal.

Not only does Axis Bank prioritize inclusivity within its workforce, but it also extends its support to customers from the LGBTQIA+ community. Starting from September 20, 2021, customers will have the opportunity to open joint savings bank accounts or term deposits with their same-sex partners at Axis Bank branches. Additionally, customers can nominate their same-sex partners as beneficiaries for their savings or term deposit accounts. These measures provide an essential avenue for LGBTQIA+ individuals to access financial services and enjoy the same benefits and rights as any other customer.

The bank goes even further to accommodate individuals who identify as gender non-binary, gender-fluid, or transgender. Such customers will have the option to choose the title “Mx” when opening savings or term deposit accounts. This inclusive approach respects and acknowledges the diverse identities of customers, ensuring that their banking experience is aligned with their self-perceived gender identity.

“At Axis, we have put our focus on diversity, equity, and inclusion that respects and recognizes the importance of distinctive life journeys and several identities that extend beyond the paradigms of gender. This for us is as much about the invisible markers as it is about the visible ones,” said Rajesh Dahiya, Executive Director of Axis Bank. “It is our belief that it fosters a culture of innovation and leverages the multiple talent pools that exist in a rich demography like ours.”

The introduction of these inclusive policies by Axis Bank marks a significant milestone in the corporate world’s journey towards LGBTQIA+ inclusivity in India. By embracing the LGBTQIA+ community and ensuring equal opportunities, rights, and benefits for all employees and customers, Axis Bank sets an example for other organizations to follow.

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Fairway announced a new safety initiative women workforce

by Team Iamsafeatwork

30-05-2023

Safety

Nov. 28, 2022, MADISON, Wisconsin

Fairway Independent Mortgage Corporation initiated a new safety program to provide working women a better and safe environment.

Fairway Independent Mortgage Corporation announced a new initiative for workplace safety to inspire females stay aware and to be safe. As a part of their initiative, new women workers in the company are provided with a safety kit in the form of welcome packet inclusive of workplace safety guidelines document, personal alarm siren and pepper spray. According to the statement of Brittney Hansen, Fairway branch manager lead in charge of the initiative, it’s been a passion of Hansen to protect women. As a head of the safety initiative for Fairway Independent Mortgage Corporation, has supported to further stir up the passion, and Hansen feel proud to contribute to the launch of this unique safety initiative in such a large company.

Besides company provides safety kits to the new workers during onboarding process, the scope of the program is expected to be developed and include vast assistance to female employees including internal worker resources, self-defense courses on a monthly basis, and review and suggestions regarding the safety of office facility.

Steve Jacobson is founder and CEO for Fairway Independent Mortgage Corporation. His motivation and support has also played pivotal role in the initiation of the program. “some of the recent bad incidents across the nation, makes us aggressive towards our new initiative for workplace safety at Fairway,” says Jacobson. “our teammates along with their families depend on us to continue to form safety system, specially when teammates return to the respective workplaces.”

Fairway Independent Mortgage Corporation have received the Top Workplaces USA award for the second consecutive year in 2022, i.e. the company was awarded for the second year for being best place to work, on the basis of employees feedback. Additionally, both male and female employees and their family members are offered virtual fitness classes, resources of mental health, and parenting webinars from the company.

About Fairway safety initiative

The motive behind the launch of this women workplace safety initiative by Fairway is to ensure the safety of female workforce at the workplaces. The women employees in the company will have reach to helpful sources and support systems to deal with safety challenges with strength and confidence.

About Fairway Independent Mortgage Corporation

Fairway Independent Mortgage Corporation is a United States based mortgage lender. The company provide a comprehensive range services including First Time Home Buyers Loans, Military Mortgage Specialists, Conventional Loans,  Federal Housing Administration (FHA) Loans, Veteran’s Administration (VA) Loans, and Mortgage Loans. The company is known for its highly customized services and supports provided to the clients through each phase of the loan process.

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From Hazards to Harmony: Ensuring Safety at Your Workplace

by Team Iamsafeatwork

22-05-2023

Safety

In any workplace, safety should always be a top priority. When employees feel safe and protected, they are more productive, motivated, and engaged in their work. However, ensuring safety at the workplace can be a complex task, particularly in industries with hazardous materials or high-risk operations. But with the right approach and mindset, it’s possible to create a safe and harmonious work environment. In fact, one recent study conducted by Occupational Safety and Health Administration that, as the number of workplace injuries are increasing in 2019 the workplace injury amounted to USD 171 billion in United States. Physical safety is a major concern for both employers and employees in the workplace. In order to ensure their own physical safety and create a safe atmosphere for everyone, employees have a critical responsibility to play. Employees can greatly help to limit physical risks and hazards by taking proactive actions and adopting safety-conscious behaviours. According to World Health Organization, in 2020, around 3.5 billion people are working worldwide. WHO is promoting to build a healthier, safer and more resilient workplaces for every individual.

Identifying and Assessing Hazards

The first step is to identify the hazards in your workplace. Once you know what the hazards are, you can start to develop plans to control them. This process should involve a thorough examination of all aspects of the workplace, including equipment, materials, processes, and people. Some common hazards in the workplace include slips, trips, and falls, chemical exposure, electrical hazards, and heavy machinery accidents. Some common control measures include:

  • Learn about the policies and practises for safety: Take the time to read and comprehend the employer’s established security protocols and guidelines for employees. Know the procedures and standards that apply to your position and the workplace.
  • Attend safety training: Actively participate in the workshops and training sessions that your workplace provides. These training programmes are intended to give employees the knowledge and abilities they need to deal with risks and emergencies.
  • Adherence to Safety Procedures: Follow the safety procedures and guidelines provided by the organization, including those related to the use of technological tools. Adhere to protocols for equipment operation, PPE usage, emergency response, and communication systems. This ensures that you maximize the safety benefits provided by these technologies.
  • Report Hazards and Near-Miss Incidents: Be proactive in identifying and reporting hazards or potential risks to your supervisor or the designated safety personnel. Also, report any near-miss incidents, even if no injuries or damage occurred. This information can help prevent future accidents.
  • Follow Safety Procedures: Adhere to the established safety procedures and guidelines while performing your job tasks. Avoid taking shortcuts or deviating from recommended practices, as they can increase the risk of accidents.
  • Active Communication: Employees should actively communicate safety concerns and suggestions to their supervisors or safety representatives. For example, if an employee notices a flaw in the safety protocols for working at heights, they should bring it to the attention of the relevant authority. This open communication promotes a culture of safety and encourages improvements in safety measures.
  • Take breaks when they need them: Employees should take breaks when they need them. This will help to prevent fatigue, which can lead to accidents.
  • Adapt a feedback mechanisms and ongoing improvement: Encourage a culture of continual improvement by asking staff members for their opinions on safety procedures, rules, and practises. Establish outlets for employees to express their worries, ideas, and proposals for improving workplace safety. Actively respond to criticism and make the required adjustments to boost overall safety performance.
  • Use Tools and Equipment Safely: Utilize tools, machinery, and equipment according to their intended purposes. Follow manufacturer instructions and receive proper training before operating any machinery. Inspect tools and equipment before use and report any defects or malfunctions.
  • Responsible Use of Technology: Ensure responsible use of the technological tools provided for safety. Follow established protocols, avoid tampering with safety systems, and report any malfunctions or issues to the appropriate personnel. Treat these tools as valuable resources for enhancing safety and use them in a manner consistent with organizational guidelines.

Conclusion

Employees have a vital role to play in assuring safety at the workplace. By actively engaging in safety education, reporting hazards, following safe work practices, maintaining a clean work area, practicing ergonomics, and fostering a culture of safety, employees can significantly contribute to a safer and healthier work environment. Empower yourself with knowledge, be proactive, and take responsibility for ensuring safety at your workplace. In conclusion, be spreading awareness we can create a safer and more productive working environment for everyone.

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Creating a Safe and Inclusive Workplace environment for LGBTQIA+ Employees

Principles And Practices in Dealing with Challenges Faced by Women at Their Workplace

by Team Iamsafeatwork

22-05-2023

Safety

People are empowered to develop their abilities and skills in a culturally diverse workplace. A wide range of ideas and knowledge allows individuals to learn from a more diverse set of colleagues. It can also improve problem-solving ability, as well as happiness and productivity. This culture of invention and encouragement to contribute company success in an environment where every opinion was acknowledged. Here are some of the most important sorts of diversity traits to consider.

  • Gender – women are nowadays contributing a larger share of the workforce than ever before. However, there is still a gender disparity in salaries and a low ratio of women in leadership positions.

 

  • Race and ethnicity – As ethnic and racial identities change, standardised forms containing ethnic groups fall short. Addressing up discussions about race and ethnicity among employees will helps to improve cultural diversity.

 

  • LGBTQ – The LGBTQ community is diverse in terms of backgrounds, experiences, and challenges. As an LGBT employer, serious consideration must be given to a strategy for eliminating prejudice.

Discrimination based on gender- Women are frequently paid less than males for performing the same tasks, and women are less likely to advance to top positions. Pay disparity: Women frequently face a gender wage gap, in which they receive less than their male colleagues for doing the same or comparable work. Factors such as discrimination in employment, assumptions, and stereotypes can all have an impact on this difference. For instance, A new revelation citing an internal letter to Amazon’s human resources department alleges abuse of women within Amazon’s Prime membership division in June 2021, including but not limited to harassment and disproportionate growth prospects for men at the corporation.

Maternity unfair treatment- Women that become pregnant and take maternity leave might face demotions, restricted tasks and possibly terminating them. This type of discrimination is prohibited in many nations, but it continues to occur in a variety of workplaces. For instance, The All-India Democratic Woman’s Association sharply criticised Indian Bank’s “anti-women” policy that cited not to appoint qualified women applicants who are more than 12 weeks pregnant in June 2022.

 

Sexual assault- Women are frequently subjected to inappropriate sexual assaults and accusations in the office. They may experience unwanted sexual advances, inappropriate statements, or behaviours at their workplace. This can lead to a toxic work atmosphere, affecting their professional and emotional well-being. For instance, Equitable Food Initiative, a capacity-building and certification organisation that collaborates with producers, farmworkers, retailers, and consumer advocacy organisations, launched its yearly campaign to raise awareness of sexual harassment in the workplace, particularly in agriculture, in April 2023.

There is a lack of representation- In many industries, women have fewer opportunities within positions of leadership. They might encounter an absence of participation in positions with authority as well as business sectors traditionally dominated by men. This unequal representation has the potential to prolong gender inequity and limit women’s opportunities.

To overcome these issues, a number of concepts and practises can be applied, such as:

Developing a collaborative culture- Organisations should foster a culture in which all employees, regardless of gender, are treated equally and fairly. This can be accomplished by creating and implementing laws prohibiting discrimination and harassment, as well as by providing training on unconscious prejudice. For instance, Publicis Groupe Central & Eastern Europe the commencement of a project to embrace gender equity in March 2023, in accordance with this year’s International Women’s Day theme. The year-long initiative, organised around one mission and three main initiatives, will be launched all over Publicis Groupe’s offices in Central and Eastern Europe.

Increasing the number of women employees at leadership positions- Organisations must actively promote women to positions of leadership. This can be accomplished by establishing mentorship and sponsorship programmes, as well as providing them training and development opportunities. For instance, in October 2022, The National Bank of Kuwait has already launched its worldwide women leadership initiative “NBK RISE”, a first-of-its-kind programme intended to raise women leaders to higher levels of leadership.

Providing job opportunities that are flexible in nature- To help employees in balancing their personal and professional lives, organisations should provide flexible work arrangements such as remote and flexitime. For instance, in 2022, Singapore’s third-largest bank, UOB, provides 200 employments in Singapore tailored specifically to the needs of women who demand more flexibility at work due to household responsibilities. Mothers of young children, women who must care for the elderly at home, and those who want to gradually return to full-time work after an extended professional leave are among those that qualify.

So, women can overcome workplace problems and achieve success by applying these principles and practises. Ensuring the safety of women at work business organisations create a safe and inclusive environment, implementing robust policies, and supporting women through awareness and training campaigns. Women safety is likely to accomplish goals and contribute their talents and expertise to the organization’s growth and success.

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Nurturing Psychological Safety for Women in the Workplace

by Team Iamsafeatwork

22-05-2023

Safety

Psychological safety is crucial for working women because it directly affects their well-being, job satisfaction, and overall performance in their careers. In an environment that promotes psychological safety, women can speak up, participate in conversations, and share their opinions. Women are more inclined to participate and make decisions when they can speak up without fear of being judged or retaliated against. There is psychological safety in a workplace when bias and discrimination are openly contested. By allowing women to discuss and report instances of harassment, bigotry, or unfair treatment without worrying about retaliation, it promotes a culture of inclusivity and equity.  The 2022 State of Talent Optimisation Report states that one in four businesses believe psychological safety to be the most important factor in employee retention.  In order to advance gender equality, encourage authenticity and voice, improve well-being and mental health, address bias and discrimination, retain and recruit talent, and empower leadership and teamwork, it is essential for women to feel comfortable in the workplace. It is not only morally correct, but also advantageous for individuals, groups, and society as a whole, to foster an environment where women feel psychologically safe.

Women of race frequently experience stigmatisation in the workplace when they speak up or disagree with management. Working with mostly white people has an emotional and psychological cost for women of colour. Women of colour continue to face disproportionate prejudice and discrimination in the workplace, according to the Women of Colour in the Australian Workplace survey, which was conducted in 2021 found that nearly 60% of those asked said they had experienced bias because of their identify as a woman of colour. Due to worries about unfavourable outcomes, such as retaliation, criticism, or being ignored, women may feel scared or apprehensive about expressing their thoughts, sharing their ideas, or questioning the status quo. Self-censorship and a reluctance to fully participate in debates or decision-making processes might result from this anxiety. Women’s self-confidence in their worth and ability might be damaged by a psychologically unsafe atmosphere. She may begin to question her abilities, expertise, and value as a result of persistent criticism, shaming, or dismissive behaviour, which can cause self-doubt and a reluctance to accept new possibilities or challenges. In order to foster an inclusive and encouraging atmosphere for all female employees, it is critical for organisations to identify and address psychological safety issues in the workplace.

Managers need to create an environment where staff members feel at ease expressing comments and asking questions in a variety of settings, such as meetings, anonymous feedback forms, or work chat platforms that may be less scary for women of colour. Additionally, managers should meet one-on-one with staff members to get their opinions on how they would like their careers to evolve and what new skills they would like to acquire.

A lot of women of colour believe that if they make mistakes at work, they will be stigmatised or even dismissed. Employers and supervisors must set an example by being upfront and honest, humanising the failure experience, and freely admitting their own errors if they want to show others the value of failure. In order for people to perform at their best, the workplace needs to be psychologically safe. They feel comfortable expressing their disagreement with others as well as sharing their thoughts without worrying about being rejected or made fun of. Furthermore, achieving a better result depends on having the ability to respectfully disagree with colleagues. Fostering a secure and welcoming environment for women of colour requires psychological safety. Employers should be worried about employees’ safety if they appreciate and depend on them. In order to support women’s success in the workplace, both individually and collectively, psychological safety is crucial. It is advantageous for individuals as well as for fostering a more creative, successful, and resilient organisation to create an inclusive and encouraging workplace where women feel secure to be themselves. Furthermore, Organisations must designate areas for meaningful employee interaction, not merely on business-related issues but also on issues of identity and culture. Teams can develop relationships based on mutual respect and understanding by doing this and getting to know one another better. This will support the development of trust among all staff members, which is necessary for establishing a psychologically secure work environment.

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How to promote workplace safety culture for LGBTQ employees

by Team Iamsafeatwork

22-05-2023

Safety

LGBTQ employees are more likely to experience discrimination and harassment in the workplace than their cisgender and heterosexual counterparts. While there may have been significant progress for LGBTQ Americans in the 50 years since Stonewall, 53% of LGBTQ employees still report having “experienced or witnessed anti-LGBTQ comments by co-workers,” according to Glassdoor’s 2019 LGBTQ Workplace Survey, which polled 6,104 U.S. adults about how LGBTQ employees are treated at work. This discrimination can have a significant impact on LGBTQ employees’ mental and physical health, as well as their job satisfaction and productivity. It can also lead to employees feeling isolated and unsupported, and it can make it difficult for them to be their authentic selves at work. There are a number of things that employers can do to promote workplace safety for LGBTQ employees. These include:

Establishing a strong, inclusive policy – Review the regulations to ensure your workplace policies specifically support LGBTQ people within the organization. Though having policies in place is a good idea, establishing a really LGBTQ-inclusive workplace requires a growth mentality, genuine ambition, and commitment. It’s crucial to have inclusive workplace policies that lay out precise rules for preventing discrimination. A policy on work transitions containing assistance for persons who are transitioning, human resources, and line managers is one example of an LGBTQ-specific policy you could create.

Introducing programmes for helping LGBTQ employees – Making the workplace more inclusive for LGBTQ employees requires a variety of strategies, including employee networking groups, mentoring, conferences, and seminars. Organisations can deploy encouraging strategies like employee resource groups, climate surveys, and training on LGBTQ competency. According to the Human Rights Campaign, many prosperous organisations collaborate with an executive leader, an individual who connects employee resource groups with the top management for workable objectives.

Improve organisational culture and employee engagement by developing open and regular communication with the LGBTQ resource group and sharing critical information on how to create an inclusive workplace.

Constructing an LGBTQ network – Creating an LGBTQ network is essential for promoting workplace safety for LGBTQ employees. It provides a supportive community where they can share experiences, seek advice, and find allies. This network fosters inclusivity, educates colleagues on LGBTQ issues, and encourages open dialogue. By raising awareness and providing a safe space, the network helps combat discrimination, harassment, and prejudice, ultimately ensuring a more inclusive and secure work environment.

Offering LGBTQ Inclusion Training– Providing LGBTQ inclusion training is necessary for promoting workplace safety for LGBTQ employees. Such training promotes understanding, acceptance, and inclusion by educating colleagues and management about the particular difficulties experienced by LGBTQ people. The training contributes to the development of an accepting and multicultural atmosphere by increasing public understanding of LGBTQ rights, bias, and discrimination. This improves an employee’s productivity, satisfaction with work, and general well-being. Employees who receive LGBTQ inclusion training are also more prepared to deal with LGBTQ-related issues, reducing the likelihood of harassment, bullying, and discriminatory acts. In the end, it creates a more secure work environment where LGBTQ people are able to succeed, express themselves honestly, and contribute to the success of the company.

promoting the company’s LGBTQ-inclusive culture – Promoting a company as LGBTQ inclusive is essential for promoting workplace safety for LGBTQ employees. The company fosters a culture where employees feel secure, valued, and respected by actively showing support for LGBTQ people. As a result, LGBTQ employees see an improvement in their mental well-being, job satisfaction, and productivity. All employees are treated equally, reducing the possibility of harassment and discrimination, due to inclusive practises like gender-neutral restrooms and anti-discrimination procedures. Visibility and inclusion of LGBTQ people in positions of leadership also strongly conveys acceptance. The company creates a safe and encouraging work environment for LGBTQ people to grow and give their best contributions by embracing diversity and developing an inclusive culture.

Establish a culture of respect – Creating a culture of respect is crucial for promoting workplace safety for LGBTQ employees. By fostering an environment that values diversity and inclusivity, organizations can ensure that LGBTQ employees feel safe, supported, and accepted. Respectful workplace cultures discourage discrimination, harassment, and bullying, creating an atmosphere where all employees, regardless of sexual orientation or gender identity, can thrive. When LGBTQ employees feel respected, they are more likely to be open about their identities and concerns, enabling them to access necessary resources and support systems. This, in turn, leads to improved communication, increased trust, and a heightened commitment to workplace safety, benefiting both individuals and the organization as a whole.

By taking these steps, you can create a workplace where LGBTQ employees feel safe and respected.

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Promoting LGBTQI+ Safety Initiatives: Creating an Inclusive Work Environment

Creating Inclusive Workplaces: Acknowledging the LGBTQQIP2SAA Community and Ensuring Safety for Women

by Team Iamsafeatwork

16-05-2023

Safety

Acknowledging and including LGBTQQIP2SAA community members who are lesbian, gay, bisexual, transgender, queer, questioning, intersex, pansexual, two-spirit (2S), androgynous, and asexual in the workplace has become increasingly important in recent years. Accepting diversity and fostering an inclusive atmosphere for all employees, regardless of sexual orientation or gender identity, not only demonstrates a commitment to equality but also provides several benefits to organisations. This blog discusses the significance of the LGBT community in the workplace and the benefits of fostering an inclusive work culture.

The LGBTQQIP2SAA community is also known as homosexuals. Gender equality is a well-known subject in today’s society all across the world. This issue appears to be present not only in today’s society, but also in the past. Historically, homosexuality was not considered equal and was also denied civil rights. Because of their sexual orientation, these persons experience harassment, discrimination, and the danger of violence confronts numerous challenges.

Being a member of the LGBTQQIP2SAA group is a life-threatening sin in several nations. These people continue to experience prejudice, exclusion, and violence in society. The majority of members of this community conceal their sexuality for fear of losing their jobs. This adolescent endured alienation from family and friends, as well as invisibility and harassment at school, which resulted in mental illness, dropping out of school, and homelessness. This prejudice has an impact on the LGBTQQIP2SAA community’s primary social goods, such as education, employment, health care, and housing. The primary causes of violence against LGBTQQIP2SAA people are institutional, cultural, and psychological discrimination. Although prejudice and aggression against LGBTQQIP2SAA people are wrong, members of this community are more likely to be victims of these crimes. Workplaces, educational institutions, and governmental organisations such as banking, renting or purchasing a home, and going to the mall can all be areas where these people face discrimination and threats. Policy changes and transparent views by elected officials are the most effective early intervention techniques for reducing prevalent violence and discrimination encountered by LGBTQQIP2SAA people in practically every aspect of their lives.

Some of the key initiatives taken by various corporate entities to overcome such taboo-

In June 2022, Microsoft promotes Pride around the world, even in the metaverse, by donating to LGBTQIA+ NGOs and releasing the Xbox Pride controller, among other things. Microsoft Pride is a grassroots organisation formed with and for LGBTQIA+ employees all across the world. Our aim is to empower every individual and organisation on the earth, and we feel it is our responsibility to work towards increased visibility, equity, and equality for LGBTQIA+ people.

Nowadays Aggression and discrimination can have a negative impact on women’s lives, prohibiting them from fully participating in the job, society, and economy. Because of workplace sexual harassment, many women are scared from getting employment.

Organisations must recognise that female employees confront physical and psychological dangers at work. Physical dangers can include molestation on the way to work or sexual harassment. Aside from that, Men’s verbal abuse, to seemingly innocuous ‘mansplaining’ and stereotyping, can all pose psychological hazards. Many women describe being structurally excluded from specific events that allow for after-hours networking. Due to inherent discrimination and working conditions, many functions, such as sales and manufacturing, have fewer female personnel. Being the only female in the room or the office makes them feel insecure and humiliated.

To prevent such situations, Companies began enacting stronger anti-harassment policies, offering training programmes, and developing anonymous reporting methods. Likewise, Amazon has signed the United Nations Women’s Empowerment Principles in December 2021. The WEPs were established by the United Nations Global Compact and UN Women to provide enterprises with recommendations on how to promote gender equality and encourage women in the workplace and globally. Another key initiative taken by African Women on Board in November 2021, it is a Safety in the Workplace Initiative to protect women from workplace violence and harassment. As AWB is a non-profit organisation dedicated to women’s leadership, economic development, and works for improving the worldwide realities of African women and girls.

Such increased emphasis on women’s empowerment resulted in the selection of more women to senior positions, promoting a culture of gender equality. These initiatives have been critical in increasing women’s workplace safety. To protect the safety and well-being of all employees, organisations must continue to promote inclusive environments, provide training and education, and reinforce policies. Workplaces may become places where people can succeed regardless of their gender identity, sexual orientation, or any other element of their identity by recognising intersectionality and taking proactive efforts. Only through continual efforts will we be able to establish workplaces that are really secure, supporting, and welcoming to all.

Conclusion:

Ensuring the safety of women at work is a shared responsibility, not an independently one in particular. Organisations may build a safe and inclusive work environment by fostering an environment of respect, implementing strong policies, and empowering women through awareness and training. When women feel protected, they may thrive effectively, contributing their skills and expertise to the organization’s growth and success. Let us collaborate to create every workplace a safe and empowering environment for women.

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Workplaces that value the contribution of women

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16-05-2023

Safety

In recent years, the global workforce has witnessed a remarkable shift towards inclusivity and gender equality. Nowadays, companies are recognizing the immeasurable value that women bring to the workplace and are actively creating environments that value their contributions. By fostering a culture of inclusion and empowering women, these organizations are not only creating a fair and equitable work environment but also driving innovation and success. There has been a notable rise in the ratio of female workers in traditionally male-dominated industries, signifying a positive shift towards gender diversity and inclusion. This trend reflects the breaking down of barriers and the increasing recognition of women’s talents and contributions in sectors that were historically dominated by men. Along with this, according to Catalyst a United States based organization has published a report in August 2022, that the ratio of female workers in male dominated industry has increased significantly from February 2020 to March 2022, there has been a notable increase in the representation of women. The transportation/warehousing and construction sectors, in particular, have seen significant growth. In February 2020 there were 7.0% of female workers in the above-mentioned industries which has increased up to 15% in March 2022. Along with this, women are welcomed in companies and they feel safe and valued. For instance, according to recent study by Leanin.org which is a United States based organization, in 2022, has published that approximately 40% of women says they are helped by their managers in managing their work and 44% of the women in United States says that the manager regularly shows interest in their career.

Forward-thinking companies have implemented initiatives to attract and retain female talent. These organizations understand the value of diversity and have taken steps to create inclusive work environments. Mentorship programs, women’s networks, and gender-balanced hiring practices are among the strategies employed to support and empower female employees. For instance, the Coca-Cola Company, a global leader in the beverage industry, is committed to gender equality throughout its operations. They have implemented diversity and inclusion strategies that emphasize the importance of gender balance. Through initiatives such as the “5by20” program, Coca-Cola has economically empowered five million women entrepreneurs by 2020, providing them withresources, training, and access to networks. This commitment to gender equality extends to their workforce, where they actively strive to create opportunities for women in leadership positions. Along with this, employers are increasingly recognizing the business benefits of gender diversity. Companies with diverse teams tend to be more innovative, creative, and adaptive. As a result, organizations are actively seeking to diversify their workforce, leading to greater opportunities for women. For instance, Adobe is a software company that has been named to the Great Place to Work Best Workplaces for Women list in July 2020. Adobe offers a number of family-friendly benefits which makes women safe and confident, such as on-site childcare and flexible work arrangements. The company also has a strong commitment to diversity and inclusion, and the company’s culture is one of respect and fairness.

How to establish an environment where women are supported and encouraged to succeed?

In present scenario, gender equality in the workplace can be achieved when individuals can access and benefit from equal rewards, resources, and opportunities irrespective of their gender. The goal of workplace gender equality is to create a level playing field where both women and men have fair and equitable access to opportunities and can achieve comparable outcomes. It is important to note that gender equality does not necessarily mean identical outcomes for all individuals, but rather seeks to ensure that women and men are provided with similar chances for success and advancement. Thus, one of the significant ways in which companies are valuing the contributions of women is by actively working towards fulfilling the gender gap. Recognizing the importance of gender equality and understanding the benefits of diverse representation, companies are taking concrete steps to bridge the gap and create a more inclusive workforce. For instance, in November 2020, Pfizer has started an initiative which aims to fulfil the gender gap, and targeted to increase its workforce by 50% made up of women by 2025. The company is working to achieve this goal by recruiting more women into STEM fields and by providing support for women in the workplace.

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Promoting LGBTQI+ Safety Initiatives: Creating an Inclusive Work Environment

by Team Iamsafeatwork

16-05-2023

Safety

In recent years, there has been a growing recognition of the importance of fostering a safe and inclusive work environment for individuals of diverse sexual orientations and gender identities. LGBTQI+ employees face unique challenges in the workplace, ranging from discrimination and harassment to a lack of understanding and support.

Source: FRA, EU LGBTI 2 Survey (2019)

To address these issues, many organizations are implementing LGBTQI+ safety initiatives. Let’s explore the significance of such initiatives and discuss effective strategies for promoting LGBTQI+ safety at work.

The Importance of LGBTQI+ Safety Initiatives:

LGBTQI+ safety programs are essential for developing an environment at work where everyone feels valued, respected, and free from prejudice. These programs help to boost employee satisfaction, productivity, and overall organizational success while also promoting diversity. Companies may promote a culture that welcomes equality and diversity by acknowledging and addressing the unique issues experienced by LGBTQI+ people.

Building a Foundation – Policy and Training:

A strong foundation for LGBTQI+ safety initiatives begin with the development and implementation of inclusive policies. These policies should explicitly prohibit discrimination based on sexual orientation and gender identity, establish reporting mechanisms for incidents, and provide guidelines for handling complaints. Additionally, comprehensive training programs can help educate employees about LGBTQI+ issues, raise awareness, and promote understanding and acceptance. For Instance: In order to better understand the prevalence of musculoskeletal diseases (MSDs) and the associated physical, psychosocial, individual, and organizational risk factors in three distinct worker groups—women, migrants, and LGBTI workers—the EU-OSHA project Preventing musculoskeletal disorders in a diverse workforce was conducted. The Fundamental Rights Agency (FRA) conducted its first online survey of lesbian, homosexual, bisexual, and transgender people in 2012. It gathered data from 93,079 adults (18 years of age or older) living in the EU and Croatia, which was not yet an EU Member State. The Fundamental Rights Agency (FRA) conducted its second online survey of individuals who identify as homosexual, gay, bisexual, transgender, or intersex in 2019. Respondents who were 15 years of age or older and who resided in the EU28, North Macedonia, or Serbia were eligible for the poll. The poll has 139,799 participants in total. The data in this study supports the claim that LGBTI employees face disproportionately high levels of psychosocial and organizational hazards at work, which have a detrimental effect on their mental health and perceived state of health. Although there are still areas for development and workplaces may undoubtedly play a significant role, a supportive legal and legislative framework can protect and enhance the occupational health of LGBTI workers.

Establishing Safe Spaces:

Another successful LGBTQI+ safety measure is to create safe spaces at work. Safe spaces can be actual places where people can feel at ease and respected, like gender-neutral restrooms or resource centres specifically for LGBTQI+ people. Additionally, online chat rooms and forums offer employees a chance to network, exchange experiences, and get support from other like-minded people.

Employee Resource Groups (ERGs):

Employee Resource Groups with a focus on LGBTQI+ employees can be extremely effective in fostering a culture of safety and inclusion. These organizations offer a venue for networking, mentoring, and campaigning. ERGs can plan seminars, commemorate LGBTQI+ achievements, and collaborate closely with management to address issues and suggest changes to improve workplace inclusivity. Creating an LGBTQ+ network can be a fantastic strategy to help staff for expanding SMEs. A network enables LGBTQ+ workers to connect with one another at work in a secure environment. Members of the network can serve as a focus group to assist you discover and address problems affecting LGBTQ+ workers so you can constantly refine your strategy. The Global Diversity List has several excellent instances of networks.

Reviewing Benefits and Policies:

To make sure they are welcoming of LGBTQI+ employees, organizations should periodically examine their perks and policies. This includes expanding healthcare coverage to cover treatments and pharmaceuticals for transgender people, granting parental leave to LGBTQI+ couples, and gender-neutralizing grooming and dress standards. These actions show a commitment to equality and assist in removing obstacles experienced by LGBTQI+ people. Furthermore, it should come as no surprise that many of the greatest and most prosperous businesses in the world have sophisticated diversification policies that include LGBT inclusion. In fact, approximately 90% of Fortune 500 businesses forbid discrimination on the basis of sexual orientation and gender identity, and nearly 60% of them provide benefits to the same-sex spouses of their employees.

Allies and Advocacy:

Allies inside the organization must take a proactive role in promoting LGBTQI+ safety initiatives. To better understand LGBTQI+ concerns and assist their LGBTQI+ colleagues, allies might take training. They can campaign for LGBTQI+ rights, refute heteronormative presumptions, and promote an inclusive culture by using their status and influence.

Hence, Initiatives to promote LGBTQI+ safety are essential to creating a diverse and inclusive workplace. Organizations may foster an environment where LGBTQI+ employees can flourish by putting policies, training programs, safe spaces, ERGs, and benefit reviews into place. Equally crucial are enlisting supporters and promoting an accepting culture. Organizations that prioritize the safety of LGBTQI+ people preserve fundamental human rights while also using diversity’s ability to spur creativity, productivity, and success.

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Creating a Safe and Inclusive Workplace environment for LGBTQIA+ Employees

by Team Iamsafeatwork

31-03-2023

Safety

In recent years, there has been an increasing awareness and acceptance of the LGBTQ community. However, prejudice and discrimination still exist, and many LGBTQ people still experience difficulties in their daily lives, especially in workplace. Regardless of their sexual orientation or gender identity, workplace safety is a crucial aspect of making sure that employees are valued and respected. In this blog, we will discuss the importance of creating a safe and inclusive workplace for LGBTQ employees as well as offer some strategies for promoting diversity and inclusion.

The Importance of Workplace Safety for LGBTQ Employees

LGBTQ employees face unique challenges in the workplace, such as discrimination, harassment, and marginalization. A recent survey from LinkedIn put light on the concerns LGBTQ individuals about expressing their identity at work. Nearly a quarter (24%) of respondents said they don’t reveal their identities, and 26% said they were worried that doing so would make their co-workers treat them differently. 2,001 LBGTQ+ professionals in the U.S. between the ages of 18 and 69 responded to the survey, which YouGov conducted for LinkedIn between April 30 and May 12. These surveys indicate the need of establishing a safe and friendly work environment that promotes diversity and inclusion.

Creating a Safe and Inclusive Workplace for LGBTQ Employees

Employers and employees must work together to make the workplace a safe and welcoming place for LGBTQ personnel. A few strategies to encourage inclusion and diversity in the workplace are presented below:

Establish a Non-Discrimination Policy

Establishing a non-discrimination policy is the first step in creating a safe and inclusive workplace for LGBTQ employees. This policy should make it clear that it prohibits discrimination on the basis of sexual orientation or gender identity. Additionally, it must specify the consequences of violating the rule, such as disciplinary measures or termination. Also, cohesive government policies are providing support LGBTQ employees against discrimination at work place. In 2020, the U.S. Supreme Court declared that the Civil Rights Act of 1964 prohibits discrimination against employees based on their sexual orientation or gender identity. In order to extend these protections to the community, the Canadian government updated the Human Rights Act.

Provide Diversity and Inclusion Training

Providing diversity and inclusion training for all employees can help promote understanding and acceptance of the LGBTQ community. This training should cover topics such as unconscious bias, microaggressions, and the importance of respectful language. It should also provide practical strategies for promoting diversity and inclusion in the workplace. However, there are several companies are taking initiative to provide diversity and inclusion training for LGBTQ employees which helps to create Safe and Inclusive Workplace for LGBTQ Employees. The LGBTQ employees at Oracle are given opportunity to not just experience a sense of community but also to apply their particular perspective to benefit the company as a whole. Employees have access to networking opportunities, online communities for connection, business opportunities, and company events that promote awareness of LGBTQ issues through their employee resource organisation, “Oracle Pride Employee Network”. In order to assist the general wellbeing of employees, they also provide free mental health services to all employees and their families.

Offer LGBTQ-Friendly Benefits

Offering LGBTQ-friendly benefits, such as healthcare coverage for gender confirmation surgery and same-sex partner benefits, can demonstrate an employer’s commitment to diversity and inclusion. These benefits can also help attract and retain LGBTQ employees. Also, there are several organizations that offer LGBTQ friendly benefits for creating Safe and Inclusive Workplace for LGBTQ Employees. For instance, Progressive Insurance has been identified as one of the top insurance companies for LGBTQ employees. The organisation works to publicly interact with the LGBTQ community and offers domestic partner benefits and healthcare that is inclusive of transgender people. The Golden Rule and Integrity, two of Progressive’s Core Values, serve as an orientation for their initiatives. The company promotes bringing one’s complete self to work, fostering an environment where one can feel secure, appreciated, and welcomed.

Address Discrimination and Harassment Promptly

Addressing discrimination and harassment promptly is essential to creating a safe and inclusive workplace for LGBTQ employees. Employers should have a clear process for reporting incidents of discrimination or harassment, and they should take swift action to investigate and resolve these incidents. There are many employees who left their job due to sexual orientation or gender identity discrimination, which is why addressing discrimination and harassment at the workplace is important. For instance, according to a 2021 study by the US-based Williams Institute on Sexual Orientation and Gender Identity Law and Public Policy, more than one-third of LGBTQ+ workers said they had quit their jobs at some point in their careers due to how they were treated by their employers as a result of their sexual orientation or gender identity.

Creating a safe and inclusive workplace for LGBTQ employees is important for promoting diversity and inclusion in the workplace. Employers can take concrete steps, such as creating a non-discrimination policy, offering diversity and inclusion training, and providing LGBTQ-friendly benefits, to create a more welcoming environment. However, creating an inclusive culture calls for a sustained effort on the part of both employers and employees. Together, we can make a workplace that is welcoming and safe for LGBTQ work

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