Bumble Inc.’s Post

Tension is brewing between Gen Z women and their feminist mothers as the generational influence on workflow changes. I set up a focus group to discover what is going on here. Is it that this next generation is naive? Or are they more individualistic and unwilling to fit into a rigid career structure? If it piques your interest check out my long read on ‘Why Gen Z daughters don't want to follow in their professional mother's footsteps’ here: https://lnkd.in/eTeiXGCP

We Need Better Trust and Safety Policies on #LinkedIn Hey hey, I hope this finds you happy and well. I want to share something very important to me. I am a creator who has created spaces for others to gather and share experiences on very serious topics. The first is a room for parents and community to learn about the transgender community, how to support them, and how to have difficult discussions between parent and child. Another room is on the resiliency of trauma survivors, to rise and soar above the chaos we overcame. These spaces are very close to my heart, and I am grateful for the opportunity to create them and to connect with you. However, creating these spaces also comes with challenges and risks. For my connections, for parents, and for survivors to feel safe to speak about their own experiences requires careful curation. I must be open and understanding and also have had to create rules and remove people from those spaces for being disruptive and disrespectful. In the past few months, I had several I disconnected from and a few blocked to maintain those spaces. To do this as a creator is difficult. I have to manually go to each of my events they went to, remove them and here's the rub: LI notifies them you are removing them from each. I had to do this for 50+ events for one person and spent 7 hours one afternoon just to block. Move ahead 2 weeks, I had another react aggressively to our disconnect with threats I reported to LI as harassment; they agreed and blocked them, an option I didn't have. Ten days later, this person popped up in my feed. I have sent messages back and forth trying to get this person blocked, again. I got the runaround and then they told me they recommended I BLOCK them - which was the entire purpose of the first report. I went through the process and explained again, how as a woman, as a trans advocate, I didn't feel safe on their platform and to work on their Trust and Safety policies. If I felt unsafe, how could other women, the actual LGBTQ community, or people of color feel safe on their platform? This is why I am writing this. I want to raise awareness. We need better Trust and Safety policies on #LinkedIn. We need the option to block anyone who harasses or threatens us, without having to go through a tedious and ineffective process. We need LI to take our reports seriously and act swiftly and decisively to protect us. We need LI to be a safe and trusted space where we can express ourselves professionally and connect with others who share our values and interests. I know I am not alone in this. I know many have faced similar or worse situations on LI, and I stand with you and support you. Please share your stories and your thoughts in the comments. Let's make our voices heard and demand change. Together, we can make a difference. Thank you for reading and for being part of this amazing community.💜 #TrustandSafety #empowerment #mentalhealth #accountability Tiny Ripples➡Waves➡Tsunami of Love🌊❤️

“People being outwardly accepting of the LGBTQIA+ community via their messages, stickers on laptops, or celebrations is always welcome,” says Benchling legal counsel Travis B. Mitchell, “especially in these times where it can feel like we are going backwards in so many ways.” But, as Travis points out, what’s more important is that all of us do the hard work of making sure members of the LGBTQIA+ community aren’t negatively impacted, especially in the workplace. What does that look like? ⭐ Writing policies that are inclusive of all ⭐ Providing space for LGBTQIA+ people to be heard and give feedback ⭐ Speaking with friends and family about why support for the LGBTQIA+ community is not only “nice” but critical This #PrideMonth, we interviewed members of #Bloom, our employee resource group for LGBTQIA+ individuals and allies. Travis, who co-leads our #BIPOC employee resource group, also had an important message about #intersectionality: “Understanding intersectionality is hugely important to any group, but I think is especially salient to the LGBTQIA+ community because of the huge diversity within our community and how it can affect people’s lived experience as queer.” Pictured here, Travis (right) with another Benchling rockstar, Deborah Riedesel (left). #pride #representationmatters

Infuse seasonality into your March content by celebrating a few of these days with us! 👇👇 😍 Show off your team for #EmployeeAppreciationDay (March 1) by introducing your followers to the team and sharing behind-the-scenes clips of them working through daily tasks and routines. 💁♀️ For #InternationalWomensDay (March 8) tell a story about a woman who inspires you, has taught you something valuable, or changed your life in some way! You could also remind your audience that empowering women empowers humanity and share a free tip or training to empower your audience. 🍀 For #StPatricksDay (March 17) share memes, jokes, or puns that are on theme and relate to your industry. You could also highlight local pubs to celebrate at, and post photos of your team enjoying a pint! If you own a pub or even a clothing store with some green items, plan and promote your sales in advance! 🌸 For #FirstDayOfSpring (March 19) participate in some spring cleaning on your socials by clearing your DMs, refreshing your bio, and updating your links, pins, or highlights. Get to know your audience and ask them their goals for this new season, or help them enter the new season by sharing how your offer helps them create a better life! 🏳️⚧️ For #TransgenderDayOfVisibility (March 31) share resources, such as helplines, support groups, educational materials, or petitions that benefit transgender individuals and allies. Also consider reposting content and stories from transgender individuals or organizations making a difference to help educate, and spread awareness and kindness. Check out more March content ideas on our IG! instagram.com/yycthree #contentideas #marchcontent #contentmarketing #socialmarketing #digitalmarketing #socialmediamarketing #socialmediamarketer #socialmediamanager #marketingtips

👖✨ Celebrating Jeans Day: A Symbol of Support and Solidarity ✨👖 As a mother and a bonus mom of 3 wonderful preteen daughters, I find myself reflecting on the significance of seemingly simple traditions in our daily lives. Today, as we embrace Jeans Day, I'm reminded of the profound power of unity, empathy, and the importance of standing up for what we believe in. For me, Jeans Day isn't just about ditching the formal attire; (or for us WFH folk, our lulu's) it's a symbol of support and solidarity. It's a reminder that even in the midst of our busy lives, we can come together to advocate for causes close to our hearts. As someone who staunchly supports survivors of sexual abuse and champions equal access to care and reproductive rights, Jeans Day takes on an even deeper meaning. It's a tangible way to express my unwavering commitment to creating a world where survivors are believed, supported, and empowered to heal, and where individuals have the autonomy to make choices about their own bodies and futures. In wearing jeans today, I stand in solidarity with survivors, amplifying their voices and reaffirming my dedication to advocating for their rights and well-being. I also stand firm in my belief that every person deserves access to comprehensive reproductive healthcare, free from judgment or interference. Moreover, Jeans Day serves as a valuable opportunity to engage in meaningful conversations with my daughters. It's a chance to help them find their voices, teach them about creating and standing for their own healthy boundaries and instilling in them the importance of empathy, activism, and using our voices to enact positive change in the world. So today, as I slip into my favorite pair of jeans, I do so with a sense of purpose and pride. I invite you to join me in embracing Jeans Day not just as a casual Friday tradition, but as a symbol of our collective commitment to building a more inclusive, compassionate, and equitable society for all. Together, let's continue to stand up, speak out, and make a difference. #JeansDay #Solidarity #SupportSurvivors #Empowerment #Activism #Inclusion #Equality

“Over the past four years at MMG EARTH, we’ve spent over 10,000 hours studying identity, power, culture, and society in organizations across just about every sector you can think of. Through that work (and beyond it), I’ve learned so much about power across race, gender, disability, and LGBTQIA+ identity. Here are three ways that leaders in organizations wield privilege to abuse power: 1️⃣ Develop unspoken rules about expressions of emotion at work. Normalize dismissiveness and gaslighlighing but punish historically marginalized people for pointing out these dynamics often through social exclusion, ignoring presence in meetings, and being unresponsive to emails. 2️⃣ Use legal teams to justify inaction. Prods legal to create extensive lists of exposure to lawsuits with initiatives and programs dedicated to ceding power to Black and Brown people, queer and trans folks, and people with disabilities. This inaction is often preceded or followed by evading actual laws when beneficial to the C-suite—for example, engaging in unlawful union-busting activities, witnessing blatant discrimination based on identity and looking the other way/pretending not to see it, and refusing to write up employees formally engaging in harassment. 3️⃣ Merit-based increases wielded as a tool to subject historically marginalized folks to constantly proving they are worthy of a raise. Meanwhile, their counterparts experience seemingly automatic increases that do not require them to demonstrate performance-based objectives, efficacy, or even competency in completing the fundamental responsibilities of their role. I'm experimenting with different topics on LinkedIn and would love your input. Comment below if you‘d like me to share some of the guiding practices we've designed to navigate and dismantle abuses of power within organizations.” #repost Bunny McKensie Mack 🖼️: Mingwei Lim

First, lazy and job in the same phrase is immediately flagged as an oxymoron in my book. Lol Personally, I would not deem any form of work as lazy since every job is a necessary one in some way, but I too see how the optics of social media and influence brought these buzz words together in an attempt to evoke a trending topic. Great article!

Confirmation for us to continue to practice (1) deciding our values/priorities and (2) moving accordingly - even in the face of a more slowly changing corporate landscape. Insightful read Stacia D. 👌🏾

Among several pet peeves of mine that include parents calling little girls “princesses,” a near-equal “classic” that ranks pretty close to this one is the evergreen phenomenon of men (and women, too, shockingly!) referring to females of any and all ages in the workplace as “girls.” (Right off the bat, I have to set the record straight: this does not and has never happened in my current job. HR, we’re good! 😉 ) Now let’s face it, how often are grown men referred to as “boys?” How frequently do you hear in your workplace: “we have a boy who handles our social media?” Gendered language does reinforce gendered stereotyping and, as a result, it produces gendered perceptions and behavior. Yes, often times, this is neither malicious nor intentional, and frequently nothing more than an annoying habit (albeit a habit that has to die, and hopefully a fast and painful death.) It is, nevertheless, sexist, patronizing, and undermining. After all, some of the most damaging sexism is in fact subtle, which is precisely why it impacts how we perceive ourselves without us even realizing it. For one, when professional women are called girls, the subtle message between the lines entails that they are not mature, professional or responsible. A boss saying “good job, girls” to professional women in their 20s, 30s, 40s, 50s and upwards is, mildly speaking, not okay. Political incorrectness does not even begin to describe the problem of “girls” in the workplace. And while we’re at it, personally (and no offense if you disagree, of course), I do feel that in this country in particular, we have taken political correctness — which is generally an absolute necessity — to a whole new level of censorship that is hardly sustainable. Granted, this is a separate conversation for another time, so let’s refrain from going down that rabbit hole just yet… #womensrights #womenasleaders #girlpower #workplaceculture #femaleempowerment

[PT nos comentários] Hey, you. I feel like I've been running for a while. Accumulating a pack of to-be-responded messages. On WhatsApp, on LinkedIn, Slack, Instagram. Occasionally, even on Gmail (though I've learned from my time in the US that this is a line not to be crossed). Finding myself writing things like "Hey, truly sorry for the late response, it's just that ____ (justification of the day, something along the lines of ""I am just trying to get a ton of things done while taking care of myself, my house and family and managing things like Trump vs. Biden and the complete disrespect to women's reproductive rights leaving me completely unsettled from time to time"")." Is it just me? I believe our current scale of communications has become inhuman. The idea of sustaining conversations with dozens of people through multiple channels every day while still living as embodied humans is simply unrealistic. I feel like this is failing us, and will continue to do so, as the standards do not seem right. What a problem to be solved, huh? But hey, Nietzsche once wrote: "one must have chaos in oneself to give birth to a dancing star". Chaos as the soil for creativity. 100%, Nietzsche. On Learning Design, "giving birth to stars" is all about uncovering root problems and coming up with ideas and prototypes to try and solve them. Exploring, experimenting, and reflecting our ways forward, searching for windows of light. While transforming the global Comms standards isn't my goal, reflecting on how it affects me reveals a central issue: the entanglement of my personal and professional contact information. This was manageable when I started Florens back in 2022. However, organic growth has led me to - fortunately! - expand my network of contacts and clients, and Comms has become increasingly challenging. To try and solve this issue, this is what I will experiment with starting this July: 1️⃣ Centering all work emails and meetings on a @florens.design account; 2️⃣ Devoting a phone number just for work, separating personal and professional WhatsApp interfaces; 3️⃣ Taking a break from Instagram - Inspired by the Off The Grid Podcast suggested by Sarah Jutras - thank you, Sarah! 4️⃣ Hiring an assistant for Florens - Welcome, Amanda Aliende da Matta :) All small, concrete, incremental changes, as I usually incentivize on the Leap Workshop. All simple, but - I believe - full of stardust ✨ DM me if you would like to get my new contact information, yes? And feel free to take your time getting back to me—as I do know I am taking mine to get back to you. Answer me in presence, when the right time comes, always. No need to apologize; we are already running too much. (Image sourced from Pinterest)