Revolutionizing Mental Health and Farm Safety: New Brunswick Farmers to Receive Unprecedented Support

28-06-2023

In a groundbreaking move to address the pressing issue of mental health in the agricultural sector, the Honourable Marie-Claude Bibeau, Minister of Agriculture and Agri-Food, along with the Honourable Margaret Johnson, Minister of Agriculture, Aquaculture, and Fisheries, announced a pioneering farm-focused mental health and safety initiative in New Brunswick. Developed in partnership with Agriculture NB, which encompasses the Agriculture Alliance of NB, the National Farmers Union in NB, and the Really Local Harvest Co-op, this transformative program aims to provide vital resources and support to farmers in their battle against the stressors inherent to operating a farm.

With the introduction of the New Brunswick Mental Health and Farm Safety Initiative, a significant stride is being taken towards enhancing the mental and physical well-being of agricultural communities across the province. Recognizing the challenges faced by New Brunswick farmers, Minister Marie-Claude Bibeau expressed her optimism about the initiative, stating, “The New Brunswick Mental Health and Farm Safety Initiative will provide essential support and resources to producers when they need it most and will improve the mental and physical wellbeing of agricultural communities across New Brunswick.”

Central to this pioneering initiative is the creation of www.farmtalkcare.ca, an online hub that serves as a comprehensive repository of mental health and wellness training, tools, and resources. This user-friendly platform has been specifically designed to enable easy access to crucial material that supports the agricultural community in maintaining mental fitness. By providing guidance on recognizing the need to reach out and talk to someone, self-care techniques, and strategies to support family members and workers on the farm, www.farmtalkcare.ca empowers farmers and fosters a supportive community within the farming industry.

Margaret Johnson, Minister of Agriculture, Aquaculture, and Fisheries, acknowledged the significance of the farming profession and the challenges it entails. She emphasized the importance of supporting farmers, stating, “New Brunswick farmers have one of the most important jobs in the province and also one of the most challenging and stressful. We must do whatever we can to assist our farmers. This initiative will provide the tools and resources they need. We want our farmers to be safe, healthy, and happy.”

Funding for this groundbreaking initiative is made possible through the Sustainable Canadian Agricultural Partnership (Sustainable CAP), a monumental $3.5-billion, 5-year agreement spanning from April 1, 2023, to March 31, 2028. This agreement between the federal, provincial, and territorial governments aims to bolster the competitiveness, innovation, and resiliency of the agriculture, agri‐food, and agri‐based products sector. With $1 billion allocated to federal programs and activities and an additional $2.5 billion dedicated to cost-shared programs and activities, funded 60% by the federal government and 40% by provincial and territorial governments, the Sustainable CAP enables provinces and territories to spearhead and implement tailored initiatives to support their agricultural communities.

To effectively execute the New Brunswick Mental Health and Farm Safety Initiative, Agriculture NB, through the Agricultural Alliance of New Brunswick, has appointed a dedicated mental health and farm safety coordinator. Collaborating with other provincial coordinators and organizations, this coordinator will play a pivotal role in creating, delivering, and promoting resources, workshops, information sessions, and material in both official languages, catering to the unique needs of the New Brunswick agricultural community. Anna Belliveau, CEO of the Agricultural Alliance of NB, expressed her enthusiasm for the program, stating, “The Agricultural Alliance of NB, the National Farmers Union in NB, and Really Local Harvest have worked together over the last year with partners to build the mental health and farm safety program for the NB farming community. We are looking forward to working with our coordinator and growing the program in the upcoming years.”

The urgency of addressing mental health in the farming community is underscored by a 2021 research study conducted by the University of Guelph. The study revealed that a staggering 76% of farmers reported experiencing moderate to high levels of perceived stress. Alarmingly, one in four Canadian farmers admitted to having thoughts of suicide in the past 24 months. These distressing statistics highlight the dire need for comprehensive support mechanisms, making the New Brunswick Mental Health and Farm Safety Initiative an invaluable step forward.

In conclusion, the advent of the New Brunswick Mental Health and Farm Safety Initiative ushers in a new era of support for farmers facing the pressures of their profession. By providing accessible resources, training, and assistance, this pioneering program ensures that the mental and physical well-being of New Brunswick’s agricultural communities is safeguarded. With the Sustainable Canadian Agricultural Partnership playing a crucial role in funding this initiative, and the active involvement of key agricultural organizations, the farming community is poised to receive the vital care it deserves. As the New Brunswick Mental Health and Farm Safety Initiative takes root, it holds the promise of transforming lives and securing a brighter future for farmers across the province.

Empowering Women: Sahas Initiative by Telangana Police Creating Safer Workplaces

28-06-2023

Telangana Police Department has taken a bold stride towards creating safer work environments for women with the recent launch of the ‘Sahas’ initiative. The program, officially inaugurated by Home Minister Mohammed Mahmood Ali, signifies a significant step in strengthening the support ecosystem for women who face workplace sexual harassment. Sahas, meaning “courage” in various Indian languages, embodies the essence of the initiative, which aims to empower and protect women in the workplace. The launch event witnessed the presence of esteemed dignitaries including DGP Anjani Kumar, Additional DGP of Women Safety Wing Shikha Goel, Femina Miss India Manasa Varanasi, and senior industry representatives.

As part of the Sahas initiative, a range of essential resources and platforms were introduced to facilitate support for women. The Sahas Microsite, Sahas Sathi Chatbot, Sahas Whatsapp Number, Forum, and online support services were all unveiled to provide accessible channels for women to seek assistance, report incidents, and access necessary resources. During the launch, Home Minister Mahmood Ali commended Telangana Police for their relentless efforts in reducing crime throughout the state. He emphasized the importance of addressing relevant issues in a humane manner, highlighting the commitment of the police department to create a secure environment for all. Recognizing the significant number of employers in Telangana, estimated to be over three lakhs, the Sahas team is dedicated to ensuring that all employers are connected and sensitized through awareness and training activities over time.

Home Minister Mahmood Ali also urged the Sahas Steering Committee to spearhead a comprehensive awareness and training campaign among stakeholders, including affiliate companies and government departments. This massive campaign will serve as a crucial step in fostering a culture of safety and respect for women across workplaces in Telangana.

C. Shekar Reddy, Chairman of CII & IWN, shared his perspective as an entrepreneur and employer, expressing his firm belief that every employer in Telangana deeply cares about the safety and well-being of women workers. As part of the Sahas initiative, employers will receive valuable support from legal and training experts, facilitating the creation of an enabling ecosystem and strengthening existing support channels within their organizations. The Sahas initiative’s launch underscores Telangana’s commitment to pioneering initiatives that foster collaboration between the government and industries while prioritizing the safety and well-being of women. By providing comprehensive support services and driving awareness campaigns, the Sahas initiative aims to empower women, eliminate workplace harassment, and create a secure and equitable work environment.

Through the Sahas initiative, Telangana Police has taken a significant stride towards building a society where women can thrive, ensuring that workplaces become havens of safety, respect, and empowerment for all women. With its comprehensive approach and emphasis on collaboration, the Sahas initiative is set to transform the workplace landscape and set a benchmark for similar initiatives across the nation.

Target removes some Pride Month products after threats against employees

20-06-2023

Target, a major retail giant, has made the decision to remove certain merchandise celebrating Pride Month from its store shelves following a backlash and threats against the safety of its workers. The company issued a statement on its website, expressing its commitment to celebrating the LGBTQIA+ community but acknowledging the impact of threats on the well-being and sense of safety of its employees.

In light of these circumstances, Target stated that it would be adjusting its plans and removing items that have been at the center of confrontational behavior. While the specific items removed were not detailed in their statement, Reuters reported that products created by the LGBTQ brand Abprallen, featuring spooky, gothic imagery in pastel colors, would be among those taken down from both stores and the website.

The controversy surrounding Target also extended to criticism from conservative activists and media regarding the sale of “tuck-friendly” women’s swimsuits, which allow some transgender women to conceal their genitalia. Target did not provide specific responses to follow-up questions from NPR, including inquiries about increased store security.

This decision reflects Target’s effort to address concerns about employee safety and well-being while still expressing support for the LGBTQIA+ community during Pride Month, which is traditionally celebrated in June.

Target has faced controversy and threats surrounding its decision to remove certain Pride Month merchandise from its shelves. False online rumors had circulated claiming that the company was selling tuck-friendly swimsuits for children, but the Associated Press clarified that the swimsuits were actually made for adults and were still under review by Target.

Public criticisms and social media videos showing people damaging Pride displays in Target stores have added to the heated atmosphere. Kelley Robinson, president of the Human Rights Campaign, expressed concern over extremist groups attempting to divide and erase the LGBTQ+ community, urging Target to stand firmly with them.

Michael Edison Hayden from the Southern Poverty Law Center, an organization that tracks hate crimes, warned that Target’s reversal might embolden further violent threats. He emphasized the importance of standing by the LGBTQ+ community once a commitment has been made, as backing down could send a message that intimidation is effective, exacerbating the fear and vulnerability experienced by the community.

The situation underscores the challenges faced by corporations in navigating divisive issues and balancing the safety of their employees with their commitment to supporting marginalized communities.

Blog:- Building an LGBTQ+ Inclusive Work Environment: Hollister and it’s Peer Mentors Collaborate to Develop a LGBTQ+ Friendly Workplace Manual.

20-06-2023

In today’s rapidly evolving society, it has become imperative for organizations to foster inclusive and diverse workplaces. Recognizing this need, Hollister, a leading company in the corporate world, has taken significant steps to ensure that their workplace is LGBTQ+ friendly. To achieve this, Hollister has partnered with peer mentors to create a comprehensive manual that provides guidance on creating an inclusive environment for LGBTQ+ employees. In this blog post, we will explore the importance of LGBTQ+ inclusivity, highlight Hollister’s efforts in this regard, and delve into the collaborative process of developing the LGBTQ+ friendly workplace manual.

Creating an LGBTQ+ inclusive workplace is not just about being politically correct; it is about respecting the fundamental rights and dignity of all individuals. Studies have shown that employees who feel included and supported in their workplaces are more productive, engaged, and loyal. By prioritizing LGBTQ+ inclusivity, organizations can attract top talent, enhance employee morale, and build a positive brand reputation. Moreover, fostering a welcoming environment for LGBTQ+ employees helps create a sense of belonging and equality, leading to better overall job satisfaction and well-being.

Hollister has long been committed to diversity and inclusion in the workplace. Recognizing the unique challenges faced by LGBTQ+ employees, the company decided to take concrete steps to support and empower them. Hollister partnered with a team of peer mentors who identify as LGBTQ+ and have firsthand experience navigating the challenges of the corporate world. This collaboration aimed to create a manual that provides practical guidance and resources to ensure an LGBTQ+ friendly workplace.

The development of the LGBTQ+ friendly workplace manual involved a collaborative effort between Hollister’s human resources team and the peer mentors. The peer mentors shared their personal experiences, insights, and suggestions, while the human resources team provided their expertise in policy implementation and legal considerations. Together, they worked to create a comprehensive resource that covers a wide range of topics, including:

  • LGBTQ+ terminology and concepts to foster understanding and awareness.
  • Policies and procedures to prevent discrimination and promote inclusivity.
  • Strategies for fostering a welcoming environment for LGBTQ+ employees.
  • Training resources for employees and managers on LGBTQ+ issues.
  • Guidance on supporting transgender and non-binary employees.
  • Information on available resources, support groups, and external organizations.

The Impact of the Manual:

Hollister’s commitment to LGBTQ+ inclusivity, exemplified by the development of the comprehensive workplace manual, has had a significant impact on its employees and the wider community. The manual serves as a valuable resource for all employees, regardless of their sexual orientation or gender identity, fostering greater awareness, empathy, and acceptance. By providing practical guidelines, Hollister empowers its employees to create an inclusive environment where everyone feels safe, valued, and supported.

Conclusion:

Hollister’s collaboration with peer mentors to produce an LGBTQ+ friendly workplace manual demonstrates the company’s dedication to fostering a diverse and inclusive corporate culture. By investing in such initiatives, Hollister paves the way for other organizations to follow suit and create workplaces that embrace and celebrate the LGBTQ+ community. With ongoing efforts like these, we can strive towards a future where every workplace is a safe and supportive environment for all individuals, regardless of their sexual orientation or gender identity.

Creating an Inclusive Workplace: How Companies are Attracting and Nurturing LGBTQ+ Talent

20-06-2023

In a significant step towards fostering diversity, equity, and inclusion (DEI), several leading companies in India, including Capgemini, GE, Flipkart, Tata Steel, Wipro, Accenture, and Goldman Sachs, are actively seeking to attract and retain LGBTQ+ talent. By implementing robust inclusive policies and rolling out initiatives, these organizations aim to tap into a wider talent pool while promoting acceptance and equality within their workforce.

Expanding Talent Pool and Addressing Skill Gaps:

Recognizing the importance of tapping into every talent pool to address talent and skill gaps, organizations have embraced the Supreme Court’s decision to abolish the law criminalizing same-sex relations in India. This landmark ruling has paved the way for more acceptance and inclusivity towards LGBTQ+ employees.

Capgemini’s Proactive Hiring Approach:

Capgemini, for instance, has taken proactive steps to hire from the LGBTQ+ community. Sarika Naik, CMO and Chairperson of Diversity, India, at Capgemini, highlights the need for organizations to embrace diversity and tap into all available talent pools. Capgemini has been actively recruiting LGBTQ+ employees and has put in place policies such as partner medical insurance coverage for employees in same-sex relationships and all-gender washrooms at its offices. The company also provides medical insurance coverage for gender affirmation surgery and offers a month-long paid leave to support transition.

Tata Steel’s Commitment to Transgender Inclusion:

Tata Steel has been leading the way in recruiting from the transgender community. The company started recruiting transgender individuals in 2021, and the number has significantly grown since then. Jaya Singh Panda, Chief Diversity Officer at Tata Steel, mentions that they are in the process of recruiting 30 transgender persons for their Shared Services Division in Jamshedpur. By actively embracing transgender inclusion, Tata Steel showcases its commitment to building a diverse and inclusive workforce.

Flipkart’s Inclusive Hiring Practices:

Flipkart, a prominent e-commerce company, has also recognized the importance of inclusivity in its workforce. The company began hiring people from the transgender community in its supply chain operations last year, resulting in 30 individuals joining the organization. Krishna Raghavan, Chief People Officer at Flipkart, mentions the company’s project Indradhanush, which focuses on providing opportunities to transgender individuals. Additionally, Flipkart joins other companies in celebrating Pride Month in June, demonstrating their commitment to LGBTQ+ rights and inclusivity.

Accenture’s Inclusive Policies and Strategic Partnerships:

Accenture has taken significant measures to embed LGBTQ+ inclusion in its policies. The company has extended its medical insurance benefits to include facial reconstruction surgery for transgender employees. Moreover, it has enhanced its policies to ensure that partners of LGBTIQ+ staff and their families are included. Lakshmi C, Lead of Human Resources at Accenture in India, highlights the company’s strategic external partnerships, pride employment fairs, and employee referrals as avenues to attract the right LGBTQI+ talent. Accenture also invests in a six-month, inclusive internship program to bridge skill gaps when necessary.

Conclusion:

By actively seeking and nurturing LGBTQ+ talent, companies in India are paving the way for a more inclusive and diverse workforce. These organizations are not only strengthening their inclusive policies but also expanding their talent pool and addressing skill gaps. As India progresses towards greater acceptance and equality, initiatives like these serve as important stepping stones in building a society and corporate environment that values and respects every individual, regardless of their sexual orientation or gender identity.

Building a Diverse and Safe Workplace: Championing LGBTQ Rights

20-06-2023

Mahindra Logistics Ltd. (MLL) released a five-year plan strategy in June 2020 with the goal of giving the LGBQT+ Community rights and benefits.

In the pursuit of creating an inclusive and welcoming workplace, it is essential to champion the rights of every individual, including the LGBTQ+ community. Building a diverse and safe workplace environment not only fosters innovation and productivity but also promotes equality and social progress. By actively supporting and championing LGBTQ+ rights, organizations can send a powerful message of inclusivity, respect, and acceptance. Creating a diverse and safe workplace that champions LGBTQ+ rights is not only the right thing to do, but it also brings numerous benefits to organizations. By fostering an inclusive environment, companies can attract and retain top talent, drive innovation through diverse perspectives, and enhance overall employee well-being and satisfaction. Building an LGBTQ+-friendly workplace requires a multi-faceted approach that encompasses education, policies, support systems, and leadership commitment.

 Mahindra Logistics Ltd. (MLL) has released a five-year plan strategy that intends to provide benefits and rights to the LGBQT+ Community as well as hire queer persons in order to promote the inclusion of LGBTQAI+ personnel. According to the policy proposal, current LGBTQ+ employees have been urged to disclose their status, and those who do so are eligible for perks such as bonus, incentives and more. Along with these, the company has also updated its policy under which:

  • Adoption Leave: SLGBT single parents are now considered adoptive parents under the adoption policy. These folks will be eligible for a 12-week adoption leave starting on the adoption date..
  • Medical benefits: Upon declaration of the partner’s information, the medical insurance benefits shall be offered to couples of the same gender.
  • Counselling Services: LGBTQ employees have right avail counselling services on request for self and 3 immediate family members. Employees can avail counselling services for their same- sex partner, who would be included in the definition of family, with respect to this policy.

By embracing these strategies, organizations have made a significant positive impact and contribute to a more equitable and accepting society. Creating a diverse and safe workplace starts with robust policies and practices that explicitly support LGBTQ rights.  Championing LGBTQ rights in the workplace is not only a moral imperative but also a smart business strategy. By fostering inclusivity and support, organizations create an environment where LGBTQ employees can thrive, contribute their unique perspectives, and feel valued for their authentic selves.

Pride Alliance: an employee resource group by GE Power that supports the LGBTQAI+ community.

20-06-2023

Date: 19-06-23

In the pursuit of fostering a diverse and inclusive workplace, GE Power has taken significant steps to support the LGBTQAI+ community. The company’s Pride Alliance employee resource group (ERG) plays a vital role in creating a safe and empowering environment, free from discrimination. By encouraging equality and raising awareness on LGBTQAI+ issues.

Creating a Safe and Supportive Environment:

GE Power’s Pride Alliance ERG is dedicated to creating a safe and supportive environment for all employees, regardless of their sexual orientation or gender identity. By organizing various initiatives, such as educational workshops, networking events, and mentorship programs, the ERG enables employees to connect, share experiences, and support one another. This network acts as a source of empowerment, providing a platform for dialogue and understanding.

Rising awareness and creating significant efforts for the Wider LGBTQAI+ Community:

The Pride Alliance ERG at GE Power plays a crucial role in raising awareness and understanding of LGBTQAI+ issues. Through educational campaigns, panel discussions, and awareness events, the ERG helps educate employees and promotes an inclusive culture throughout the organization. By fostering empathy, understanding, and allyship, GE Power is creating a workplace where everyone feels respected and valued.

GE Power’s commitment to the LGBTQAI+ community extends beyond its internal initiatives. The company actively participates in external events, such as Pride parades and LGBTQAI+ advocacy campaigns. By taking a visible stand, GE Power demonstrates its support for equal rights and acceptance beyond the workplace. This engagement helps foster positive change and promotes inclusivity in society at large.

MeLinda Ammerman, GE Gas Power Product Safety Engineering Technical Leader, speaks about how GE Power values diversity and supports its LGBTQAI+ employees and their families. When a member of MeLinda’s family required assistance, GE’s varied network of employees was able to assist. “I was able to obtain information and support for my transgender family member, which reduced confusion and stress.” This support group helped me comprehend the issues my family member was experiencing that I was unaware of, and it also helped my family member realise that there are support groups available, even at work, and it contributed to developing inner strength and self-confidence. I am grateful to everyone at GE who helped me and my family member through this difficult time. I am very grateful to the Suicide Prevention Lifeline for helping my family member in realising they are not alone.”

Driving Positive Impact:

The Pride Alliance ERG at GE Power goes beyond creating a safe and inclusive environment. It also aims to drive positive change within the organization and the industry as a whole. The Pride Alliance, by creating a strong and supportive network, enables individuals to discuss their concerns and engage in vital dialogues about obtaining the assistance they require. GE Power has continued to push for equality through raising awareness and providing education, increasing participation in allyship activities, and developing diverse talent.

As GE Power’s Pride Alliance ERG commitment to helping the LGBTQAI+ community provides a positive example for other organisations. GE Power promises that all employees, regardless of sexual orientation or gender identity, can thrive and prosper through fostering a safe environment, raising awareness about LGBTQAI+ problems, supporting external efforts, and pushing positive change. GE Power’s initiatives demonstrate that diversity and inclusion are more than simply buzzwords; they are ideals that every organisation should embrace. As we strive for a more inclusive future, GE Power’s Pride Alliance is at the forefront, making a substantial difference in the lives of its workers and the larger LGBTQAI+ community.

Tata Steel Promotes Inclusion with New HR Policy for LGBTQ+ Employees

20-06-2023

Creating an inclusive and supportive workplace is essential for fostering diversity and ensuring equal rights for all employees. Tata Steel, a renowned organization, has taken a significant stride in this direction by introducing a progressive HR policy that empowers LGBTQ+ employees to declare their partners and access all HR benefits permitted under the law. This landmark policy reflects Tata Steel’s commitment to promoting a culture of inclusion and reinforcing equal rights within the workplace.

Embracing Same-Sex Relationships: The new HR policy at Tata Steel acknowledges the significance of same-sex relationships and treats them with equal recognition and respect. It enables colleagues from the LGBTQ+ community to officially declare their same-sex partners, granting them the same HR benefits and protections enjoyed by heterosexual couples. Partners, in this context, refer to individuals of the same sex who live together in a manner similar to a married couple.

Benefits of the Inclusive HR Policy: The implementation of this inclusive HR policy is poised to bring about several positive changes within Tata Steel. Firstly, it ensures that LGBTQ+ employees feel empowered and valued by providing them with the same rights and opportunities as their heterosexual counterparts. By granting access to all HR benefits, including health insurance, parental leave, and retirement benefits, the policy supports the overall well-being and security of LGBTQ+ employees.

Promoting a Culture of Inclusion: Tata Steel’s commitment to inclusivity extends beyond legal compliance. The organization recognizes the importance of fostering a culture of acceptance and respect for diverse identities. The introduction of this policy signifies Tata Steel’s proactive approach in creating a workplace environment where individuals are encouraged to be their authentic selves without fear of discrimination or prejudice.

Promoting a Culture of Inclusion: Tata Steel’s commitment to inclusivity extends beyond legal compliance. The organization recognizes the importance of fostering a culture of acceptance and respect for diverse identities. The introduction of this policy signifies Tata Steel’s proactive approach in creating a workplace environment where individuals are encouraged to be their authentic selves without fear of discrimination or prejudice.

The introduction of Tata Steel’s new HR policy marks a significant milestone in promoting inclusivity and equal rights for LGBTQ+ employees. By enabling same-sex partners to access all HR benefits, Tata Steel showcases its commitment to creating a workplace where diversity is celebrated and every individual is treated with fairness and respect. This progressive policy serves as a catalyst for positive change within the organization and sets an example for other companies to follow suit. As organizations worldwide strive for inclusivity, Tata Steel’s initiative serves as a guiding light, paving the way for a more equitable future for LGBTQ+ employees in workplaces across industries.

Celebrating Diversity: Johnson & Johnson’s Support for the LGBTQIA+ Community

20-06-2023

19-06-23

Introduction:

Over 50 years ago this month, the first Pride marches were held in various cities across the United States to commemorate the Stonewall riots in New York City. These marches have since paved the way for LGBTQ Pride Month, observed every June, to advocate for equal rights for gay, lesbian, bisexual, transgender, and queer individuals.

For over 30 years, Johnson & Johnson has been at the forefront of supporting the LGBTQIA+ community by implementing inclusive employee policies, adopting progressive business practices, and actively engaging in public advocacy. In collaboration with the Human Rights Campaign, Johnson & Johnson has joined numerous prominent U.S. employers in endorsing the federal Equality Act and opposing state legislation that discriminates against the LGBTQIA+ community.

Promoting LGBTQIA+ Inclusion and Advocacy:

Johnson & Johnson also strives to foster an inclusive work environment where LGBTQIA+ employees can express their true selves and receive support. The company is committed to implementing policies and benefits that cater to the needs of each individual and their families.

Liz for Minard, Executive Vice President, General Counsel, and Executive Sponsor of the Open Out employee resource group for LGBTQIA+ employees and allies, emphasized her longstanding support for the LGBTQIA+ community. She recognizes the significance of advocating for their rights, equality, and overall well-being. While acknowledging the progress made in the fight for equality, For Minard acknowledges that there is still much work to be done on a global scale. This includes addressing disparities in community health, combatting hate crimes and violence, increasing visibility and representation, and addressing challenges to LGBTQIA+ rights.

30 Years Strong:

With over 130,000 employees worldwide, Johnson & Johnson boasts a diverse workforce supported by 12 Employee Resource Groups (ERGs) that bring together colleagues based on shared interests, identities, affinities, and experiences.

Among these ERGs, Open Out has emerged as one of the fastest-growing groups within the company. It currently comprises nearly 4,000 LGBTQIA+ employees and allies spread across 100-plus chapters globally. Open Out’s primary objective is to cultivate an inclusive work environment where every employee feels secure, heard, and embraced.

The members of Open Out play a vital role in generating fresh and diverse ideas that not only strengthen the overall employee community but also help Johnson & Johnson enhance its ability to serve diverse customers worldwide.

In 2023, Open Out celebrates its 30th anniversary under the theme “30 Years Strong.” The group aims to honour the efforts of the numerous pioneering employees who have consistently championed meaningful inclusion, ensuring that it remains a cornerstone of Johnson & Johnson’s corporate culture.

Johnson & Johnson reaffirmed its dedication to supporting transgender and gender-diverse individuals in the United States by signing the Human Rights Campaign’s business statement on anti-LGBTQ+ state legislation.

Championing Advocacy and Inclusion:

Johnson & Johnson’s commitment to LGBTQIA+ issues has garnered recognition for over 15 years, as the company has consistently been recognized as a Best Place to Work for LGBTQ Equality by the Human Rights Campaign Foundation.

Kristen Mulholland, Head of Human Resources, Global Total Rewards & Enterprise HR Functions, emphasizes the company’s culture and policies that prioritize diversity and inclusion. Johnson & Johnson has received accolades from the Human Rights Campaign Foundation for its transgender-inclusive health insurance coverage and benefits for same-sex partners. Mulholland recognizes the company’s responsibility to provide equal opportunities, foster a sense of belonging, and enable employees to express their authentic selves. By embracing diverse perspectives, Johnson & Johnson aims to deliver innovative healthcare solutions to patients, consumers, and customers worldwide.

Observing Pride Month 2023 as a time to celebrate LGBTQ communities, champion equal rights, and recognize their remarkable journey.

20-06-2023

June 06, 2023

History and Significance of LGBTQ

As Pride Month approaches and temperatures rise in the United States, it becomes a significant time to celebrate and support LGBTQ communities. New York City stands out as the host of the largest pride parades in the country, drawing millions of people in 2019 for World Pride, which marked the 50th anniversary of the influential Stonewall uprising in 1969. This historic event holds immense importance in the LGBTQ movement worldwide, serving as a reminder of the progress made and the ongoing fight for equal rights.

To get ready for the upcoming Pride Month in 2023, it’s crucial to mark your calendar with the important dates and have an understanding of the historical struggle for LGBTQ rights. Pride Month spans the entirety of June, beginning on Thursday, June 1, and wrapping up on Friday, June 30. This month is brimming with diverse celebrations, such as parades, festivals, parties, and picnics, organized in numerous cities throughout the United States.

Pride Month carries immense historical significance as it honors the pivotal 1969 Stonewall Uprising in New York, which played a crucial role in the LGBTQ rights movement. On June 28, 1969, a police raid targeted the Stonewall Inn, a renowned gay bar located in Manhattan’s Greenwich Village. The resulting protests, lasting for six days, marked a transformative moment in LGBTQ activism within the United States.

The subsequent year witnessed the emergence of the first Pride parades in major cities such as Chicago, San Francisco, Los Angeles, and New York. However, it is vital to recognize that despite the significant contributions made by transgender individuals and women of color during the riots, including the influential trans activist Marsha P. Johnson, they were often marginalized and excluded from the early Pride celebrations.

Cathy Renna, the Communications Director for the National LGBTQ Task Force, brought attention to the inequities within the LGBTQ movement, noting that the forefront of the Stonewall uprising was primarily composed of trans women, trans women of color, people of color, and butch lesbians. However, the organizing power behind Pride events historically originated predominantly from cisgender, gay white men.

Today, Pride Month represents an important opportunity for visibility and community building. Beyond celebrating LGBTQ love and joy, it also serves as a platform to address crucial policy issues and provide necessary resources for the community. In 2021, NYC Pride garnered attention by announcing the exclusion of law enforcement presence at Pride events until 2025, in response to escalating violence against marginalized groups, particularly BIPOC and transgender communities.

Support From Communities

In 2023, LGBTQ organizations are actively fighting against the more than 650 anti-LGBTQ bills that have been introduced this year. These bills pose significant threats to the rights and well-being of the LGBTQ community, and efforts are being made to resist and overcome these discriminatory measures.

Over time, as the LGBTQ rights movement gained momentum, the community has transitioned from outdated terms like transsexual and homosexual to embracing more inclusive and affirming identities such as transgender, gay, and lesbian.

Equal Rights for LGBTQ

The LGBTQ rights movement has been dedicated to achieving equal rights for LGBTQ individuals. Activists have fought for marriage equality, anti-discrimination protections, and fair treatment in various areas of life. The movement has also aimed to combat prejudice, stigma, and violence faced by the LGBTQ community. The recognition and affirmation of transgender rights have been crucial in this pursuit. Despite progress, the ongoing struggle for equal rights highlights the need for continued work towards a more inclusive society.

In a 1970 Gay Liberation Front flyer, a new spirit was declared to have entered the struggle for homosexual freedom. It was described as militant in tone and revolutionary in orientation, emphasizing that polite requests to the system would not lead to liberation. The realization that freedom must be taken, rather than granted, became a guiding principle.

While the term “Pride” does not have a specific meaning as an acronym, it represents a collective of LGBTQ identities related to sexual orientation and gender identity. The commonly used acronym includes L for Lesbian, G for Gay, B for Bisexual, T for Transgender, and Q for Queer or sometimes questioning. The plus symbol denotes the inclusivity of other identities within the diverse LGBTQ community.

Copyright @ 2023. 6thVeda Solutions LLP. All rights reserved.

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