American Elevator Group’s Post

🌈 Diversity in Admin: How has your unique background or perspective enriched your admin role? Let's celebrate the diversity that strengthens our profession!

What can we celebrate? Well today I celebrate the fact that not only have I worked very hard for the last 20 years of my career. But this hard work pays off in so many ways. - family activity - a comfortable home - food on the table - the ability to sponsor when asked to do so - the opportunity that I’m able to give to others - the support I’m able to give others - the experience to question other people’s truth - and determination to get it done However all the above I’m still an apprentice. Some of my suppliers love the fact that I aim to control situations, others definitely despise this. Some of my clients love the fact I talk with conviction and passion. Some hate it but still appreciate that it’s out of the vision of getting things right. Can you be all things to all people all the time? NO YOU CANNOT. Look at our Olympian’s they are niche (however we only see some of what they can do) but they are masters of their sport. The worst performance can still be a mighty heroic effort. The point I am badly making here is that we need to celebrate all that is good in the world. And there’s lots of it. The sheer scale of what it takes to pull off the Olympic Games, the detail that goes into lighting a space, the effort that goes into training for that qualification, the money that has to be made to build a business, the negotiating of legal teams to get an outcome, the risks taken by emergency profession to save a life, and the confidence it takes to sing infront of thousands of people. So the celebration is this. Everyone you meet is because of the effort of hundreds of thousands of people that went before us. So make those meetings meaningful and positive and ensure on a meaningful outcome. This chance that you meet people is millions to one so do not waste your greeting.

By cultivating an environment that supports creativity, you can enhance both individual and team contributions.

Here's a short blog that I've written for Cordis Bright as part of Pride Month.

🛠️ Harley-Davidson Drops DEI Initiatives 🛠️ In a recent statement, Harley-Davidson outlined changes to its diversity, equity, and inclusion (DEI) efforts, signaling a shift in its corporate priorities: 1️⃣ No Dedicated DEI Function: As of April 2024, Harley-Davidson no longer maintains a formal DEI function or specific diversity quotas. Instead, the company is focusing on broader employee engagement and alignment with business needs. 2️⃣ Support for Core Communities: The Harley-Davidson Foundation and sponsorships will prioritize the riding community, veterans, and first responders, emphasizing alignment with its brand and values. 3️⃣ Employee Development: Training efforts will remain focused on legal compliance and business-aligned outcomes, steering away from socially motivated content. 4️⃣ Business Resource Groups: Executive support will be provided to employee groups for professional development and networking. Harley-Davidson is emphasizing a more focused, community-driven approach to its corporate strategy, reflecting its commitment to employees, riders, and customers. Read the full statement here: https://lnkd.in/ghqU8uAf #UnitedWeRide #HarleyDavidson #BusinessRealignment #CommunityFirst

🏳️🌈Pride is almost here, and I am really curious: How's your organization planning to celebrate Pride Month this year? Comment below!

At Johnson Controls, our business resource groups, or BRGs, present opportunities to connect on a deeper level with colleagues who share our values, interests or lived experiences. Want to learn more about how BRGs including Unlimited - our community for employees living with disabilities and caregivers - bring value to our everyday experience at Johnson Controls? Check out this video. ⬇️

Watching this organisation 55/Redefined with increasing interest, loving what they're doing to drive understanding of the need for Intergenerational Organisations, for me that's Multi Generational (often the norm) combined with purposeful intention across all areas of the organisation-NOT just recruitment. 1.27mins in 3 top actions to discover how well your organisation is performing-unmissable.

For everyone encouraging openness and collaboration and not shutting doors, please reflect on what you're doing to ensure that that space is actually safe to engage in. I've seen too many people come at this in bad faith in the past years. There's something truly guilt trippy about expecting marginalised people to engage with people or organisations that don't give a crap about their safety, or even actively seek to cause them harm, in the name of creating progress. I've seen it happen on an individual or team level, where the inclusion of unsafe individuals holding bigoted beliefs was mandated top-down into DEI working groups in the name of "true diversity and working across differences", only to have those individuals successfully sabotage any attempt at progress by vilifying the DEI group, when they pushed back on the unsafe practices promoted by these individuals. I'm seeing it happen on a wider scale during pride, at DEI events, you name it. So, I'm asking again, if you're in the habit of inviting marginalised people to engage with their oppressors, what are you doing to create a space that actually protects them and their genuine uncensored expression?