5 Things / Cruising

This week I took my first cruise vacation. Wow, cruises are great for people-watching, although around huge groups of strangers, I’m quite reserved at first. My partner’s the chatty one. I realized that I don’t always feel safe to open myself up to judgment by strangers who may or may not accept me.

It’s somehow different, as a speaker, writer, and leader. The judgment still comes, but that’s a small cost for living my purpose. On a cruise, it could feel personal. Here’s the thing: I’ve experienced minimal discrimination in my lifetime, yet I still have those micro-fears. The ones that hold me back from getting to know people who could be super cool.

And if they’re holding me back, they’re holding others back. The micro-fears of judgment lead us to stay in our lanes. They lead to disconnection. On cruises, on teams. Next time, I’ll have to take my own advice to Follow the ARC.

Here Are This Week's Good Vibes:

1. Permission for Australians to Unplug

   • Australia's new "right to disconnect" law empowers employees to ignore work emails and texts outside working hours without fear of punishment. On average, Australians worked 281 hours of unpaid overtime in 2023. The legislation is catchy, but organizations can adopt similar boundaries, encouraging employees to unplug after hours. This approach boosts employee well-being, prevents burnout, and can enhance overall productivity. Implementing such policies is a win for both employees and employers.

2. London Statues Now Include Baby-Wearers

   • A viral campaign has placed baby dolls in baby-wearing slings on statues of famous men in London. The idea is to start conversations about the importance of challenging outdated views of masculinity. This shift matters because baby-wearing helps dads bond with their children and supports birth parents during recovery. For organizations, promoting paternity leave and normalizing hands-on fatherhood can boost employee satisfaction and mental health. And of course, it helps with equitable parenting.

3. Connecticut Claps-Back to Florida

   • Florida’s tourism website recently removed its LGBTQ+ section, sparking concern about the state's inclusivity. In response, Connecticut launched ads inviting LGBTQ+ travelers from Florida and beyond, highlighting its welcoming atmosphere. Connecticut is emphasizing the power of tourism marketing to reflect values of acceptance and diversity. Reminder: inclusion isn’t just about policies—it’s about how we publicly demonstrate our commitment to belonging, creating spaces where everyone feels safe and valued.

4. BoA’s Crisis Support

   • Bank of America’s Life Event Services (LES) team offers personalized support for employees facing significant life events. The team, made up of 150 professionals from diverse backgrounds like social work and emergency services, assists employees 24/7 through crises such as domestic violence, natural disasters, terminal illness, retirement, and losing a loved one. Since 2014, LES has handled over 600,000 cases. This support boosts employee well-being, loyalty, and productivity and leads to a culture where employees truly feel cared for.

5. Nissan Employees Learn BSL

   • At Nissan’s Sunderland UK plant, a bumper-paint team took the initiative to learn British Sign Language (BSL) to support their four deaf colleagues. With the company’s support, visual aids were integrated, and training was offered to help employees communicate better with deaf team members. By fostering an environment where everyone can connect, Nissan demonstrates that workplace inclusion boosts productivity and morale. What are some ways your organization can remove barriers and bring teams closer together?

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