社会背景与挑战 - 报告指出，25年前蒙特雷对LGBT群体非常不友好，该群体面临警察的迫害和监禁[1] - 报告强调，跨性别者在争取LGBTQ+权利方面一直处于前沿，但他们拥有的权利却最少[1] - 报告揭示，80%-90%的跨性别者失学，同样比例的跨性别女性从事性工作，这并非出于自愿，而是因为其他机会被剥夺[1] - 报告强调，即使在21世纪，仍然存在以“违反道德和良好习俗”为由逮捕跨性别者的警察法规[1] - 报告指出，跨性别者的平均寿命仅为35岁[1] 倡议与行动 - 报告提到，2001年，由于LGBT运动中跨性别者被忽视，报告人决定发出自己的声音，并与其他跨性别女性一起在Nuevo León发起了第一次性别多样性游行[1] - 报告强调了在各个领域（包括学术界、文化界、艺术界和政治界）实现LGBTQ+群体正常化的必要性[7] - 报告呼吁团结各方力量，真正加强对那些没有相同机会的人的支持，并避免停留在口头承诺[5] 身份与交叉性 - 报告强调了跨性别者身份的复杂性，以及贫困、阶级和性别认同等因素如何相互作用，从而阻碍了个人的发展[4] - 报告强调了跨性别者在生活各个方面面临的劣势，包括工作、学术和个人生活[1] - 报告强调了“有目的的可见性”的重要性，以促进对LGBTQ+群体的理解和接受[6]

The doom of Western Civilization must be averted!Rothmus 🏴 (@Rothmus):Diversity and multiculturalism were always code for whites becoming minorities in every single country, city, and small village.A West ruled by foreigners who despise it in collusion with domestic enemies who equally abhor it, its institutions occupied, its morality inverted, https://t.co/RX1Jk5HHWS ...

Core Insights - The latest Women in the Workplace report from Lean In and McKinsey & Company indicates a significant decline in women's interest in promotions compared to men, marking a troubling trend for 2025 [2][3] Group 1: Promotion Interest Disparity - For the first time in a decade, fewer women than men are interested in promotions, with only 69% of entry-level women and 82% of mid-career women expressing a desire to advance, compared to 80% and 86% of men respectively [2] - The ambition gap has widened, with 81% of both men and women interested in promotions in 2023, but only 93% of women under 30 showing ambition [3] Group 2: Workplace Support and Resources - Lean In attributes the ambition gap to a lack of support and resources for women, including less advocacy from managers, which affects their promotion prospects [4] - When women receive the same career support as men, the ambition gap in seeking promotions disappears [4] Group 3: Workforce Participation Trends - The number of working women has decreased by about 500,000 this year, while the number of men has increased by nearly 400,000, indicating a concerning trend in workforce participation [5] - Labor force participation among women aged 25 to 44 with children under 5 fell by approximately 3% from January to June 2023 [6] Group 4: Impact of Remote Work and Childcare - Women working from home due to childcare responsibilities risk becoming invisible in their jobs, receiving less feedback and mentorship, and facing lower promotion rates compared to their male counterparts [7] - Stricter return-to-office mandates and rising childcare costs have led many women to reduce hours or leave their jobs, contributing to what some researchers call "The Great Exit" [6] Group 5: Diversity, Equity, and Inclusion (DEI) Efforts - Despite 88% of companies claiming to prioritize inclusive cultures, only 54% have committed to programs for women's career enhancement, and 48% for advancing women of color [9] - One-fifth of surveyed companies reported no specific support for promoting women in their careers [9] Group 6: Economic Implications - Neglecting women's participation in the workforce is viewed as a dangerous economic choice, with potential GDP growth of 4.2% if women's workforce participation in the U.S. matched that of other wealthy countries [12] - The correlation between a country's wealth and women's workforce participation is highlighted, emphasizing the need for competitive economic strategies [12]

US State Department changes official font in latest anti-diversity move https://t.co/TefMvys6db ...

So, I'm Harriet Green and most of my life I have felt passionately about learning from understanding others who weren't in any way like me. And as I began to work and to experience more of life, I began to see that it is because of people's unique differences, their different ages and sexes and colors and creeds and sexuality as well as physical and cognitive cognitive abilities. that if you bring these people together, the solutions that can be formed and the whole problem solving uh uh that can be amassed ...

Core Insights - TTEC Holdings, Inc. achieved three Gold Awards at the 2025 European Contact Centre & Customer Service Awards, highlighting its excellence in customer experience technology and services [1][3]. Group 1: Awards and Recognition - TTEC won Gold Awards for Best Strategic Transformation Program, Best Multilingual Customer Service, and Best Approach to Diversity, Equity, Inclusion and Belonging (DEIB) [3][5]. - TTEC Digital's partnership with Willis Towers Watson was recognized for integrating advanced analytics and omnichannel technology in UK contact centers, enhancing customer and colleague experiences [4]. - TTEC Greece's multilingual service model supports 16 languages and is driven by diversity, leading to high employee engagement and customer satisfaction [5]. Group 2: Additional Achievements - TTEC Greece also received a Bronze Award for Most Effective Management of Peak Demand and was Highly Commended for Most Effective Application of Technology to Support Operational Excellence [6]. - The company was a finalist for Best BPO Partnership and Best Strategic Transformation Program in partnership with Volkswagen Group UK [6]. Group 3: Industry Context - The ECCCSAs are recognized as Europe's largest awards program for customer contact and service organizations, emphasizing innovation and excellence in the industry [3][7]. - The judging process is noted for its independence and high standards, ensuring fair assessment of all finalists [7].

Personal Growth & Perspective - The speaker initially held a narrow worldview, influenced by a homogeneous environment [1][2] - A pivotal moment involving a friend's coming out challenged the speaker's preconceived notions and broadened their understanding of different experiences [4] - The speaker emphasizes the importance of listening to and learning from individuals with diverse backgrounds and perspectives to overcome incomplete worldviews [9][10] - College provided tools to acknowledge personal limitations and embrace continuous learning [17] Diversity & Inclusion - The speaker reflects on a past experience of holding exclusionary views and contrasts it with later leading a diversity, equity, and inclusion panel [12][13][14] - The speaker recognizes the need to use their platform to advocate for diversity and inclusion, acknowledging that progress is ongoing and non-linear [15] - The speaker highlights the value of communities and individuals dedicated to diversity of thought, experience, and identity in building inclusive cultures [16] Self-Reflection & Change - The speaker advocates for reflection as a strength, not a weakness, and views growth as a natural evolution rather than a betrayal of one's former self [17][18] - The speaker concludes that personal change is the key, emphasizing the importance of individual growth and understanding [18]

When Freddy Mercury wrote his piece, he didn't belong to one culture. He was born in Zanzibar, raised in India and became a legend in England. His life [music] just as his music was mix of words, sounds and emotions.And yet when we listen to it, we don't think of geography. We just feel, we connect. That's the power of diversity.Culture has its [music] own reasons, it own way to express joy. Pain or love. And when we listen truly listen to music that isn't ours, something happens.We recognize ourselves in o ...

[applause] Hi, my name is Bertine Prevacore West. What's your name? That may seem like a simple question, but it's actually layered with complexity. That's what brings me here today. I was made in America with Asian parts. My mom Tulia and my father Robert were originally from Haiti. So I'm a proud first gen. From the time I was 2 months old to 2 and a half years old, I lived in hate. Little did I know how that experience was fundamental to my identity. My aunt Maurice loves to tell a story of my first day ...

Hello everyone. Today I'd like to introduce advertising evolution and logic. So first let me show you some advertising service.I believe everyone is no stranger to these advertisements. But in fact, these advertisements became popular at the end of the 20th century to the beginning of the 21st century. However, for me and my classmates around me, we are all quite familiar with these advertisements and there seem to be no so-called generation gap.Then when I think back in the advertisements in our teenagers ...