Envol Strategies

Does your workplace have (truly) inclusive benefits and policies in place?

Prioritizing LGBTQIA2S+ inclusivity in your workplace is crucial. Research shows that “1 in 10 LGBTQ workers have left a job because the environment was not very accepting of LGBTQ people” (Human Rights Campaign, 2018). This loss of talent and equitable opportunity sheds light on the importance of a supportive, inclusive workplace and company culture. Without these things, employees – especially employees from historically marginalized groups – suffer the consequences.

That’s why implementing LGBTQIA2S+-inclusive benefits and policies is so critical – it can help foster an environment where all employees feel respected, valued, and supported while boosting retention and attracting a diverse pool of talent to your company.

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Happy Pride!

Pride is about visibility, acceptance, and advocacy for equality. It provides an opportunity for education, awareness, and fostering solidarity – not only during the month of June, but year-round.

And yes – we still need (and want) Pride Month. It serves as a powerful reminder that while progress has been made, there is still work to be done.

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Not Everyone Celebrates a “Happy” Pride.

Yes, Pride is a time for self-expression, visibility, and unapologetic authenticity. It’s an opportunity to commemorate the history of the LGBTQIA2S+ community and honour both the progress that’s been made collectively and the resilience of individuals.

But for some, it’s quite different.

It’s essential to recognize that not everyone experiences Pride through a happy lens. While it’s a time for celebration, it’s equally important to acknowledge and support those who may not find it a “happy” occasion.

Some individuals within the LGBTQIA2S+ community face unique, personal challenges that can make this time difficult. Pride can evoke feelings of vulnerability, sadness, or reflection for those who have experienced discrimination, rejection, or struggle with their identities. It’s crucial to create space for these individuals to express their emotions and be heard.

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Performance reviews are an essential component of many organizations’ human resource management processes. They provide employees with feedback on their performance, help identify opportunities for improvement, and inform decision-making around promotions, bonuses, and, in some cases, terminations.  

But performance reviews are not immune to bias; when left unchecked, bias can lead to unfair and inaccurate evaluations that can negatively impact both employee and employer.  

In this blog post, we will share how to identify different types of bias that might be present and explore some strategies for mitigating bias in performance reviews.  (more…)