Ensuring LGBTQ employees’ inclusion at work

Diverse employers beat less diverse competitors in terms of sales, earnings, and employee happiness. Hiring people from diverse backgrounds to preserve diversity, on the other hand, isn’t sustainable without a culture of inclusion that actually embraces all people for who they are and encourages everyone to achieve at work.

To succeed in the modern workplace, involving LGBTQ people in diversity, equality, and inclusion initiatives are crucial. Employers that embrace LGBTQ employees get the respect and support of not only that community but also other minority groups who see the initiatives as a sign of a more inclusive workplace as a whole. Many people support the LGBTQ community, support their decisions on where to work, and spend their money on the firm’s diversity and inclusion policies. Employers see the good effects in practically every area of the company, from hiring and retaining staff to generating sales and profits.

Michael Bach, a well-known Author, has written two books centered around the diversity and inclusion of LGBTQ at work, “Birds of All Feathers: Doing Diversity and Inclusion Rightand ” Alphabet Soup: The Essential Guide To LGBTQ2+ Inclusion at Work.” 

Bach has convincingly provided practical ideas for developing diverse teams and cultivating an inclusive workplace. He stresses upon addressing this question by presenting some beneficial techniques for eliminating or controlling the ongoing diversity and inclusiveness in many businesses. Bach has compiled a wealth of knowledge, provided introductions to the subjects, and shared his years of expertise in simple, easy-to-understand language. Michael’s work is a valuable example of a realistic way to increase workplace justice, diversity, and inclusion.

Michael Bach – A well-rounded CEO with expertise in consulting, change management, and organizational design

Michael Bach, Founder of the Canadian Centre for Diversity and Inclusion, is a globally renowned thought leader in diversity, equity, and inclusion who has served his professional life by disseminating information about the value of diversity and inclusion to businesses and individuals. He brings a profound awareness of best practices in actual contexts to his work. He has a wealth of experience in developing strategies, engaging stakeholders, training and development, research, solution development and execution, employee engagement, data analytics, measurement and diversity scorecards, targeted recruiting strategies, marketing, and communications, employee resource groups, diversity councils, and legislation pertaining to diversity.

Bach served as the national director of diversity, equality, and inclusion at KPMG in Canada prior to forming CCDI, a position he created and maintained for seven years. Bach completed a two-and-a-half-year tenure as KPMG International’s deputy chief diversity officer. He has received several honors for his work throughout the course of his career, including being named one of the Canadian Diversity Champions by Women of Influence in 2011 and 2012. He was recognized as the Diversity Champion in 2011 with the Catalyst Canada Honors Human Resources/Diversity Leader award.

Elevating the careers of countless women and diverse people

Bach played a key role in developing and implementing objectives for women, which led to a rise in the percentage of women and people of color in new partner classes at KPMG, from 40% in 2009 to 51% in 2010. His work has brought a positive change in several women and minority employees’ careers in addition to organizational reforms. Bach has been vocal on behalf of high-potential employees to senior management. He has worked in developing employees of all backgrounds via mentorship and sponsorship.

Work inclusiveness as a top priority

Bach stresses in his work that inclusiveness should be prioritized at all levels and owned by the leadership. Hiring someone to manage diversity and inclusion is insufficient. It is critical that leadership takes responsibility for it and then drives inclusion down through the company as a priority. Making a business case at the workplace is the first step, and employers should always ask themselves why having a diverse and inclusive workplace is essential to them. They should next determine what particular issues are preventing them from being one. Then it will be time to plan and carry out their solution to the problems. Finally, students should evaluate their efforts, outcomes, and reflections before repeating the process.

Awards and recognition

Over the years, the award has been given out, from 2016 to 2021, CCDI won multiple accolades under Bach’s direction, including the Canadian HR Reporter Readers’ Choice Award in the field of Diversity/Employment Equity Consultant. Bach’s book “Birds of All Feathers: Doing Diversity and Inclusion Right” earned the 2020 silver Nautilus Book Award in the Rising to the Moment category.

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