Viatris’ Post

On this Juneteenth, Ōmcare takes a moment to reflect on the profound significance of this day in American history. The day when Union soldiers arrived in Galveston, Texas with news that the Civil War had ended and enslaved people were now free...two years after the Emancipation Proclamation. As we commemorate this moment in American history, we must also confront the harsh reality that the legacy of slavery and systemic racism persists in our society today. The fight for true equality, justice, and freedom remains an ongoing struggle. At Ōmcare, we firmly believe that diversity, equity, and inclusion are not just buzzwords – they are core values that we must actively embody and champion each and every day. We are committed to creating a workplace culture where every employee, regardless of their race, ethnicity, or background, feels valued, respected, and empowered to bring their whole selves to work. But we recognize that this commitment must extend beyond the confines of our organization. We have a responsibility to be advocates for change in our communities and in society at large. We invite all of our employees, partners, and customers to join us in reflecting on the significance of Juneteenth, engaging in honest and courageous conversations about race and justice, and taking meaningful steps to create a more equitable world.

A few weeks ago, we held a workshop on disability inclusion for one of our partners! We wanted their feedback on what significant barriers neurodivergent employees face in the workforce. Here are some of their thoughts! Interested in building more inclusive workplaces for your neurodivergent employees? Connect with us to learn how we can support your initiatives with workshops, mentorship, and consulting at: https://lnkd.in/ezaT8HUV [Image description: A blue graphic with white text, "What is a major barrier to employment for neurodivergent people?" Below is a word cloud with answers such as "Communication, interviews, misunderstandings, stigma, biases, crowded meetings, social acceptance, first impressions."]

Want to be a neuroinclusion advocate? It starts with understanding this: You don’t need to have all the answers. Advocacy is about listening, learning, and adapting to what your team members need. It's then about showing up, speaking up and leading by example when you see things that aren't fair for all. The biggest barrier to creating inclusive workplaces is fear of getting it wrong. Here’s the truth: ❌ You will get things wrong. ✅ But the key is to be willing to ask, learn, and keep going. Let’s build workplaces where everyone can thrive.

Calling all white professionals within my network it's nearly a New Year, and therefore there are new opportunities for change! As we step into 2025, let’s reflect on the power we have to create more inclusive, equitable communities through Accountability, Allyship, and Advocacy. These three pillars are not just ideals—they are actionable steps that can transform our workplaces, homes, and communities. 💡 Accountability: Reflect on your biases and privilege. How can you grow and take responsibility for creating change? 💡 Allyship: Let's move beyond performative gestures. Show up consistently for Global Majority communities, challenge microaggressions, and amplify diverse voices. 💡 Advocacy: Keep pushing for systemic change. Whether it’s championing inclusive workplace policies or mentoring young people, advocacy ensures long-term progress. 🌟 Start the year inspired! Join me on Thursday 2nd January, from 12–2pm for the next episode of Uncomfortable Conversations on Urban Xtra Radio. Together we’ll explore how these three pillars can guide us in creating meaningful change. Let’s set intentions to foster equity, justice, and inclusion this year. Listen live and join the discussion via Instagram @anti_racistmums. Together, we can make a difference. #Accountability #Allyship #Advocacy #Equity #SocialChange #UncomfortableConversations

Even as some organizations continue to prioritize DEI, there is an evident gap in the experience of disabled employees. In this blog, Culture Amp digs into four years of data and finds that workplaces across the globe aren’t doing enough to support disabled employees. Follow this link to uncover the facts and learn how companies can go beyond awareness to make impactful changes.

Have you heard of the initiative called "Disagree Better"? It’s one of the healthiest political movements I’ve come across. In a world where it seems like disagreement automatically equates to division, this initiative is a breath of fresh air. It's all about recognizing that differences in opinion don’t have to be a source of conflict. Instead, they can be an opportunity for growth, understanding, and collaboration. Imagine if we approached every conversation with the intention to listen first, to understand before we respond, and to seek common ground even when we don't fully agree. That’s what "Disagree Better" is promoting. It's not about winning arguments but about fostering a healthier, more respectful dialogue. Let’s all strive to disagree better, both in our personal lives and professional settings. After all, it’s through constructive disagreement that we find innovative solutions and make meaningful progress. https://lnkd.in/e-SMtdnN

I've been sick so I definitely do not look like this 😭 I have been sipping tea though!!! Like many of you, life has a way of reminding me to slow down, often through my body.  For the past week or so, I have had to step back and focus on resting and recovering. This experience has reminded me of several important truths: 🚩 Our healthcare systems and workplaces aren’t set up to support Black women in the ways we need. We often find ourselves navigating environments where spaciousness for rest and recovery isn’t prioritized or encouraged. ✨Self-care and squad (community) care are so critical. We must intentionally make room to rest, use our PTO unapologetically, and create supportive spaces to uplift and care for each other. 🗣️ We must also lead and advocate for workplaces that truly see us and value our wellbeing. It’s time to build work cultures that support all of us to rest and thrive—not just push through. Rest isn't a luxury; it's a human right. ✅ Literally rest is a human right, and we should be able to take time off when we are ill .... as a Human Rights Scholar, I think Articles 24 and 25 of the Universal Declaration of Human Rights seem most pertinent here. Yea, this is the type of shit I think of when I'm sick, lol. Oh, and if you want to geek out on Human Rights, Education, let me know. #restfulleadership #restisahumanright #takeyourPTO #selfcare #squadcare #wegongetwellsoon #RestfulLeadership #RestIsResistance #HealthFirst #SelfCare #CommunityCare

Even as some organizations continue to prioritize DEI, there is an evident gap in the experience of disabled employees. In this blog, Culture Amp digs into four years of data and finds that workplaces across the globe aren’t doing enough to support disabled employees. 🔗 Follow this link to uncover the facts and learn how companies can go beyond awareness to make impactful changes.

Here's how caring development professionals can walk alongside forward-thinking individuals as they plan for the impact of their legacy during Make-A-Will month. Read the article HERE >>> https://lnkd.in/eZZzQSNk