May 19, 2020

12 ways to boost LGBT inclusion

human resources
anna smith
3 min
12 ways to boost LGBT inclusion

Great Place to Work has partnered with Pride at Work Canada to produce an LGBT Best Practice Guide for Employers. In it, the organisations highlight 12 strategies to promote the inclusion of LGBT people in the workplace. Here they are:

Put it in writing

Show you are serious about tackling all forms of discrimination in your organisation by implementing a formal policy outlining the expected behaviours of you and all of your employees.

Use gender neutral language

Mind out for gendered language when reviewing policy. Rather than using “he”or “he/she”, it is acceptable and preferred to use “they” as a singular gender natural pronoun.

Ensure your benefits package is relevant to all employees

Understand LGBT employees’ specific needs related to medical coverage, parental leave, bereavement, etc. At the most inclusive workplaces, benefits packages include coverage for drugs related to HIV/AIDs and coverage for transition related costs (including gender affirmation surgery).

Implement organisation-wide diversity training

This should include a reassessment of review of discrimination and harassment policies, education on the use of respectful (vs. harmful) language, and detail how your organisation will support an employee who has experienced and/or witnessed discrimination and/or harassment.

Provide specific training for people managers

People managers are responsible for ensuring their teams interact in a respectful manner. They should also be invested in the care and well-being of those who work for them.

Student employee resource groups…

These are “voluntary, employee-led groups made up of individuals who join together based on common interests, backgrounds or demographic factors such as gender, race or ethnicity.” They provide safe places for people to support each other and talk about issues related to sexual orientation and gender identity and expression, and work to end homophobia, biphobia, and transphobia.

…and listen to them!

You also need to provide encouragement with the resource group. This will help you understand the specific needs of the communities you wish to support.

Support gender transition in the workplace

Provide specific gender transition guidelines. This will be helpful to both the person who is transitioning and their co-workers.

You can’t change what you don’t measure

Collect workplace demographics related to sexual orientation and gender identity. This can help an organisation understand the personal characteristic of employees and whether these have any impact on measures such as retention rates, promotions, rewards and recognition.

It starts at the top

There is no such thing as an inclusive workplace without an inclusive leadership team. Regardless of the policies you put in place, efforts will fail if this behaviour is not modelled at the most senior level.

Put your money where your mouth is

Make diversity and inclusion part of your budget. This will show that your organisation recognizes the business and social value of fostering an inclusive workplace.

Develop a culture of inclusion

Developing a culture of inclusion requires a multi-pronged approach that comprises workplace policy, leadership, behaviour and assessment.

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Jun 13, 2021

Marketing matters: from IBM to Kyndryl

Kate Birch
5 min
Former CMO for IBM Americas Maria Bartolome Winans was recently named CMO for Kyndryl. Maria talks about her new role and her leadership style

Former Chief Marketing Officer for IBM Americas, and an IBM veteran of more than 25 years, Maria Bartolome Winans was recently named CMO for Kyndryl.

Prior to joining Kyndryl as Chief Marketing Officer, Maria had a 25-year career at IBM, most recently as the tech giant’s CMO where she oversaw all marketing professionals and activities across North America, Canada and Latin America. She has held senior global marketing positions in a variety of disciplines and business units across IBM, most notably strategic initiatives in Smarter Cities and Watson Customer Engagement, as well as leading teams in services, business analytics, and mobile and industry solutions. She is known for her work with teams to leverage data, analytics and cloud technologies to build deeper engagements with customers and partners.

With a passion for marketing, business and people, and a recognized expert in data-driven marketing and brand engagement, Maria talks to Business Chief about her new role, her leadership style and what success means to her.

You've recently moved from IBM to Kyndryl, joining as CMO. Tell us about this exciting new role?

I’m Chief Marketing Officer for Kyndryl, the independent company that will be created following the separation from IBM of its Managed Infrastructure Services business, expected to occur by the end of 2021. My role is to plan, develop, and execute Kyndryl's marketing and advertising initiatives. This includes building a company culture and brand identity on which we base our marketing and advertising strategy.

We have an amazing opportunity ahead at Kyndryl to create a company brand that will stand apart in the market by leading with our people first. Once we are an independent company, each Kyndryl employee will advance the vital systems that power human progress. Our people are devoted, restless, empathetic, and anticipatory – key qualities needed as we build on existing customer relationships and cultivate new ones. Our people are at the heart of this business and I am deeply hopeful and excited for our future.

What experiences have helped prepare you for this new opportunity?

I’ve had a very rich and diverse career history at IBM that has lasted 25+ years. I started out in sales but landed explored opportunities at IBM in different roles, business units, geographies, and functions. Marketing and business are my passions and I landed on Marketing because it allowed me to utilize both my left and right brain, bringing together art and science. In college, I was no tonly a business major, but an art major. I love marketing because I can leverage my extensive knowledge of business, while also being able to think openly and creatively.

The opportunities I was given during my time at IBM and my natural curiosity have led me to the path I’m on now and there’s no better next career step than a once-in-a-lifetime-opportunity to help launch a company. The core of my role at Kyndryl is to create a culture centered on our people and growing up in my career at IBM has allowed me to see first-hand how to prioritize people and ensure they are at the heart of progress in everything Kyndryl will do.

How would you describe your leadership style?

I believe that people aren't your greatest assets, they are your only assets. My platform and background for leadership has always been grounded in authenticity to who I am and centered on diversity and inclusion. I immigrated to the US from Chile when I was 10 years old and so I know the power and beauty that comes from leaning into what makes you different from other people, and that's what I want every person in my marketing organization to feel – the value in bringing their most authentic self to work every day. The way our employees feel when they show up for themselves authentically is how they will also show up for our customers, and strong relationships drive growth.

I think this is especially true in light of a world forever changed by the pandemic. Living through such an unprecedented time has reinforced that we are all humans. We can't lead or care for one another without empathy and I think leaders everywhere have been reminded of this.

What’s the best leadership advice you’ve received?

When I was growing up as an immigrant in North Carolina, I often wanted to be just like everyone else. But my mother always told me: Be unique, be memorable – you have an authentic view and experience of the world that no one else will ever have, so don't try to be anyone else but you.

What does success look like to you?

I think the concept of success is multi-faceted. From a career perspective, being in a job where you're respected and appreciated, and where you can see how your contributions are providing value by motivating your teams to be better – that's success! From a personal perspective, there is no greater accomplishment than investing in the next generation. I love mentoring younger professionals – they are the future. I want my legacy as a leader to include providing value in work culture, but also in leaving a personal impact on the lives of professionals who will carry the workforce forward. Finding a position in life with a job and company that offers me a chance at all of that is what success looks like to me.

What advice would you give to your younger self just starting out in the industry?

I've always been a naturally curious person and it's easy for me to over-commit to projects that pique my interest. I've learned over years of practice how to manage that, so to my younger self I’d say… prioritize the things that are most important, and then become amazing at those things.

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