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On Tuesday, March 12, 2024, Out & Equal launched a series of quarterly webinars for our corporate partners. In this one-hour conversation titled Navigating the Impact of Public Policy on Diversity, Equity, Inclusion and Belonging (DEIB) in the Asia-Pacific (APAC) region, the attendees delved into the impact of evolving landscape of diversity, equity, inclusion, and belonging (DEIB) in the region, as corporate leaders navigate diverse regulatory environments. Through practical examples and insightful discussions led by industry experts like Natasha Shirazi (She/Her), Culture, Diversity & Inclusion – APJ & GC from Dell, and Jeiz Robles (She/Her), IBM Diversity & Inclusion Leader – ASEAN & Korea from IBM, participants gained valuable insights into adapting workplace policies and programs to comply with changing regulations while upholding commitments to DEIB. Facilitated by Curtis Baker (He/Him), Head of Inclusion, Diversity & Equity and Employee Experience Asia Pacific from Dow, this session aimed to enhance participants’ understanding of the regulatory challenges surrounding LGBTQI+ rights, develop advocacy strategies tailored to navigate these complexities, and identify proactive approaches to advance DEI goals in the workplace.  …

In 2022, Out & Equal launched the Transgender and Nonbinary Executive Leadership Circle to unite C-Suite and executive leaders from major public and private sector workplaces to convene, build community, and share experiential knowledge, emerging practices, and career insights. Through that work and meaningful discussions with transgender and nonbinary executive leaders, we’ve developed resources, tools, and programming designed to foster workplace cultures that empower every employee to thrive. Our work to facilitate workplace inclusion continues with the release of Out & Equal’s new report, “Where the Margins Meet the Corner Office: Five Leadership Insights from Transgender and Nonbinary Executives.” Key insights from the groundbreaking report are informed by programming and focus groups with transgender and nonbinary …

For the past two decades, the LGBTQ+ movement has made significant advancements in equality, inclusion, and belonging in nearly all aspects of society and culture. Today, that progress is being challenged with pervasive intensity. Since 2015, anti-LGBTQ+ legislation has been on the rise. 2023 set an all-time record, which 2024 is well on pace to surpass with 475 pieces of anti-LGBTQ+ legislation already introduced in US state legislatures. These bills have devastating impacts on LGBTQ+ people, their families, their workplaces, and their communities. Out & Equal’s latest report, Talent on the Move–Where Do We Go From Here? examines how shifting public policy has impacted LGBTQ+ individuals and allies and identifies the actionable steps employers can take to effectively respond. …

On Wednesday, March 13, 2024, Out & Equal hosted a virtual conversation to dive deep into the impact of public policies on LGBTQI+ diversity, equity, inclusion and belonging in Latin America. In this one-hour conversation, moderated by Stella Campaner (she/her) Senior Vice President, Global DEI Strategic Advisor, Citi, we get important insights from Karin Ioannidis (She/her), Head of Law, Patents & Compliance, Bayer (Chile) and Mikkel Mergener (they/he/she), CEO, Merg (Brazil) who helped us understand the regulatory landscape surrounding LGBTQI+ rights and workplace policies in Latin America and how this is affecting the DEIB initiatives in the region. They mentioned that in Paraguay and Bolivia, for example, LGBTQI+ employees don’t feel comfortable posting on LinkedIn that they are part of the ERG or participate in Out & Equal conferences. They still hide who they are because they don’t feel secure outside their workplace. The speakers recognized how the business community has become one of the most powerful advocates for LGBTQI+ rights in the region, from a neutral perspective, not a political one, reinforcing the values that they believe in and creating campaigns to impact the culture. The panelists ended their participation by pointing out that they are afraid to see what is happening in Florida or Texas because it shows the fragility of LGBTQI+ rights and how their rights can change in each government. Their call to action focused on how the business community must be firm and show the true culture of the company despite the new anti-LGBTQI+ discourses that have been imported from American conservative politicians in the past …

Next Generation Team Building Listening sessions are structured and facilitated discussions that focus on inclusion and storytelling. They build upon the historic LGBTQ+ community idea of safe …

This report provides a first look at the results of the 2022 U.S. Transgender Survey (USTS), a study conducted by the National Center for Transgender Equality (NCTE) in partnership with the Black Trans Advocacy Coalition, National Queer Asian Pacific Islander Alliance, and TransLatin@ Coalition. The 2022 USTS is the follow up to the 2015 USTS, which has been an essential source of data on the experiences of transgender people for advocates, educators, researchers, policymakers, and the general public since the publication of its report in 2016.1 Building upon the success of the prior study, the 2022 USTS is now the largest survey ever conducted to examine the experiences of binary and nonbinary transgender people in the United States, with an unprecedented 92,329 …

The DIVA Survey – LGBTQI Women’s Insights 2021, conducted in collaboration with Kantar and Stonewall, sheds a crucial light on the experiences of LGBTQI women and non-binary individuals. With a robust sample size of 1,884 respondents, the survey explores a diverse range of voices. The survey delves into various aspects of the participants’ lives, uncovering challenges related to mental health, work, and healthcare access, emphasizing the urgent need for collaborative efforts to address these issues and heal the wounds within the LGBTQI community. Despite the challenges highlighted, the survey offers hopeful insights, showcasing the resilience of the LGBTQI community. Events and connections persist even during lockdowns, and a majority of younger LGBTQI women and non-binary individuals express a desire to start families. The report highlights key concerns related to COVID-19, including the inability to see family and friends, worries about their health, and decreased mental well-being. In conclusion, The DIVA Survey provides a comprehensive and insightful exploration of the experiences, challenges, and resilience of LGBTQI women and non-binary individuals, offering valuable data to shape future initiatives and advocate for meaningful …

This report presents a groundbreaking exploration of the challenges faced by LGBTQI+ women and non-binary individuals in breaking through the “cement ceiling” within the workplace and society. With insights gathered from 2904 respondents in the UK and US, the study delves into the experiences of individuals across diverse sexual orientations and gender identities. The report highlights the added difficulties for trans, non-binary, and intersex individuals, emphasizing the importance of intersectionality in understanding and addressing these challenges. Overall, the report provides a rich and detailed analysis of the unique struggles faced by LGBTQI+ women and non-binary people in their professional and social …

LGBTQ+ professionals are a key asset to a diverse and growing workplace. One of the key issues facing LGBTQ+ professionals is stress from fear of discrimination and harassment, as well as masking from leadership and colleagues. In a world that is redefining itself amidst a pandemic, managing stress is needed now more than ever. In this 60-minute workshop professionals will leave with the understanding that all stress is not created equal and proven ways to build resilience. Stress left untreated can manifest as burnout, poor health, social disconnection, and low work performance. Participants will learn how to not only survive but thrive in the face of adversity both personally and …

On June 16th, Out & Equal hosted our final Practitioner Well-being Session led by Zander Keig, LCSW. This session focused on the stress in our lives and how to mitigate its impact. This stress, if unmanaged, can lead to burnout. Burnout is physical and mental exhaustion, a sense of dread about work, and frequent feelings of cynicism, anger, or irritability. Zander shared how to identify burnout in yourself and others as well as common causes of burnout. In order to identify burnout, it is important to first identify the signs of stress in our lives. Stress can impact not only our mental health, but also our body’s ability to function. Being overstressed can lead to a trauma-response state which impacts every aspect of our body and mind. There are important ways we can avoid this and care for ourselves before reaching burnout. Zander shared tips such as getting good sleep, building emotional fitness, and restructuring our work and life balance. After a break out discussion about stress, Zander shifted the discussion into boundaries. Boundaries are the limits that we communicate to others regarding what we do and do not accept in our lives. Boundaries are essential in avoiding burnout before you reach your limit. Zander shared tips for identifying our own needs and then communicating them to others. He also shared the importance of upholding boundaries and what to do if someone violates your boundaries. Boundary setting is an essential form of self-care that can help protect us from further …

As part of Out & Equal’s Practitioner Well-Being Series, this session, led by Zander Keig, LCSW focused on cultivating mental fitness,  our capacity to use resources and skills to adapt to challenges and meet our needs. Zander provided this framework as a shift in how we view mental health in order to feel more empowered in strengthening our skills. Zander discussed all the different tools that can be used to improve your mental fitness including challenging unhelpful thoughts, recharging, and prioritizing sleep. Participants were invited to share what they have been struggling to let go and brainstorm action items that may allow them to move forward in their mental …

Be * long * ing — three syllables that represent a complex topic rooted in the facts of the many identities we hold. What it means to truly belong is different for each of us, and will change over time, context, or in the presence of others. Join Capital One associates for a conversation around belonging in the workplace and how it impacts the associate experience, and explore ways to create belonging where you are right now. …

Whether your desk is in an office, at home, or you straddle both worlds, you’ll need to keep your team engaged to stay afloat. Research done by Gallup in 2022 unveiled a staggering truth—the lack of engagement among employees costs businesses a mind-boggling $7.8 trillion in lost productivity annually, across the globe. With the onslaught of legislation being introduced, it’s especially important to keep the LGBTQ+ workforce engaged and supported. Designed for both Employee Resource Group leaders and senior leadership, dive deep with us to craft an inclusive workplace culture where your employees are energized, engaged, and feel connected- wherever they sit. …

Experian and Out and Equal have launched a first-in-kind credit data study for queer consumers because LGBTQ+ money matters! Consumers’ identities are not included in traditional lending data so aspects about the queer community’s needs, status, and gaps are too often overlooked. Join to hear from queer finfluencers, industry experts and startups making a difference because we are financially fierce! …

Your career is your journey. You have to be in the driver’s seat. In this fun and interactive conversation, join personal branding expert and diversity advocate Jayzen Patria to define and build winning career strategies to get to the next level by bringing your best authentic self to work. Discuss the “unwritten rules” of business to best evaluate opportunities and make smart choices and trade-offs. As a result of this session you will: Define the intersection of your strengths, passions, and the ever-changing needs of your organization and the marketplace. Identify self-limiting beliefs that are holding you back and rewrite the script with new empowering beliefs to guide how you show up each day. Understand how to combat the headwinds of societal bias with tailwinds that elevate the unique value that you bring to the table. …

Why It Matters to Talk about Well-Being from an Intersectionality Perspective Have you ever kept aspects of your wellbeing hidden from others? Have you ever wanted to talk about wellbeing in the workplace? You are not alone.  In this panel, you will hear how Employee Resource Groups at Booking.com have partnered with the Inclusion, Diversity, Belonging, Wellbeing & Volunteerism (IDBWV) team to make the company’s wellbeing strategy more inclusive, demystifying taboo topics and raising awareness to reduce the stigma around physical, mental, emotional and social health. Is there a place for talking about ADHD, body image, menopause and mental health at work? We believe so, and during this talk we will explore the importance of intersectionality when talking about wellbeing and how you can bring these topics to your …

Despite the progress made to foster more diverse and inclusive workplaces, companies still lack the numbers, with limited LGBTQ+ representation among senior executives and in leadership pipelines. Thankfully visibility and mentorship are incredibly powerful tools to help drive inclusion, well-being, and career mobility—making leadership and professional development programs such as the Diverse Leaders. Fellowship and Next Gen Initiative (powered by Bank of America) and Korn Ferry’s Leadership U for Humanity necessary components of true workplace belonging. To determine how to best actualize workplace equity, Korn Ferry and Out & Equal Workplace Advocates surveyed LGBTQ+ out-at-work leaders about their careers and key experiences over two years. Join Out & Equal and a distinguished panel of Diverse Leaders Fellows and out senior leaders to unpack the insights gleaned from this research and how you can apply findings to improve workplace equality benefits not only for individual employees but their colleagues, their workplaces, and, ultimately, our communities at …

The CROWN Act, headline-making changes in dress codes of global brands, pronoun pins, and loosening up of bans on visible body art and piercings – we are in a moment of necessary change when it comes to “professional appearance” standards. Change though, is hard-fought, and not rapidly adopted across employer levels and industries. Join DEIB leaders at the vanguard of thinking and practice on upending normative appearance standards in their respective companies and roles, and more tellingly, engage, as we unpack the deep ways that persistent expectations around race, gender, sexual orientation and more continue to inform how we navigate our appearance and how we show up at …

Design Thinking: How to Solve Thorny Issues with Innovative Practices To stay relevant, BRGs must innovate to add value to the organization. This can be done through the development of inclusive products and services, policy improvements that enhance employee experience, and promoting practices that create the conditions for belonging. In this workshop, we will leverage a Design Thinking framework to explore meaningful ways for BRGs to solve big thorny challenges and add value to “the business of the business.” Participants will be introduced to Capital One’s Credit Card Preferred Name initiative to learn how to deploy Design Thinking to problem solve, equipping them with a skillset to bring back to their organizations. They will also be provided the opportunity to engage in a thought practice experience to activate their thinking towards action to solve some of today’s recurring organizational challenges faced by the LGBTQ+ …

Latin America has a historic debt with the trans and nonbinary community. Although Brazil is one of ten countries in LATAM that allow transgender people to change their names and gender marker officially, the country continues to have the largest number of trans people killed annually. The fact that thirty-five years old is the average life expectancy for trans women in the region only makes the situation more dire. According to a United Nations Development Programme Study, the number of trans people working outside Latin America’s formal labor market is as high as ninety-five percent. In this groundbreaking session, attendees will hear from visible trans and nonbinary leaders from across Latin America. In addition to illuminating best practices to support LATAM’s trans community, the Premiere Session will offer invaluable leadership insight, including concrete action steps, plus proven ways to scale these practices …

With the increasing importance of Environmental, Social, and Governance (ESG) goals to investors and customers, and the smaller but vocal rise in anti-ESG -activism, ESG goals are now at an intersection with LGBTQ+ rights and diversity and belonging. ESG involves more than checking boxes. Join us for a conversation hosted by Paul Hastings LLP, where attorneys working in this space will cover what we are seeing and how it affects LGBTQ+ rights. We’ll discuss what LGBTQ+ related goals, benchmarks and metrics are common in ESG frameworks, how companies are using ESG and Human Rights frameworks to address difficult jurisdictions and laws affecting LGBTQ+ rights, and how companies can support the LGBTQ+ community in their workplaces. With a practical, primer-style focus, we will discuss trends and upcoming developments for navigating all of these issues, along with real world examples and tips for how to support your company’s ESG goals while mitigating legal …

How to turn dialogue into action by equipping you with the tools needed to start creating change in your company, one key moment at a time. We will cover the need for global LGBTQ+ allyship at work and explore how to empower your employees to be strong allies. This insightful workshop delves into the remarkable journey of building an LGBTQ+ Allyship Program from concept to successfully creating a global following. We will explore the challenges involved in building such initiatives and share winning strategies for building awareness and driving employee engagement. Discover how strategic partnerships with external organizations (Out & Equal) played a pivotal role in this remarkable …

In the four decades since the first HIV cases were detected and named, both the world and the virus have changed. Transformed from being synonymous with abject loss and pain of the queer community in the 1980s, today’s HIV/AIDS can be “U = U” or “HIV Undetectable = Untransmittable.” But the path to an AIDS-free generation is not fully paved, with equitable access to treatment disproportionately affecting Black and Brown people. Coupled with the bifurcation of media, the rise of anti-factualism, and current moral panic driving public policy in many states, how can we in the workplace respond to these challenges and build public consensus? The entire conversation and public health infrastructure around HIV and AIDS requires courageous and intentional unpacking of racism, homophobia, biphobia, transphobia, and sexual de-stigmatization. In this historic premier session, we feature a Fireside Chat with Peter Staley of ACT UP and candidly explore the lessons learned from a lifetime in HIV / AIDS activism. Bookended by contemporary activists and public and private sector leaders, this session offers views from history and calls to action for all in the audience to end the pandemic and offer holistic compassion and education for the most marginalized in our LGBTQ+ …

Scaling Best Practices for Transgender Employee Inclusion to a Diverse Global Context Four transgender employees from different regions of Uber’s global business share our diverse experiences and reflect on the company policies, process and benefits that have allowed us to thrive – and how to overcome the various challenges that arise when rolling these out equitably at a global …

Where the path is uncertain, our global LGBTQI+ community shines its own light to illuminate the way forward, many times, with limited resources but a profound call to change. Around the world, often under the radar and sometimes at great risk to their personal safety, LGBTQI+ leaders are working hard to promote the human rights of our community in their respective countries. In this session, you will meet activists from Albania, Greece, Spain, and Ukraine who found ways to advocate for marriage equality, intersex community, transgender rights, and non-discrimination policies, even as they faced significant headwinds. These leaders will join our guest and Global Chief Diversity Officer from Sodexo, Patrick Sochnikoff who will provide a broad context about the status of LGBTQ rights in …

Join Global, Equity, Diversity and Inclusion leaders: Sara Bowen (Vice President of Global, Equity, Diversity & Inclusion at Boeing), Milou Carolan (Vice President, Human Resources at Northrop Grumman), Jennifer Ogle (Head of Employee Relations, Transformation & DEI Americas at Airbus), and Kevin Edwards (Chief Diversity & Inclusion Officer at Bechtel) for an interactive Fireside Chat. During this session, the leaders will discuss LGBTQIA+ initiatives at their companies, and survey the audience through live interaction. Attendees will not only have an opportunity to listen to an open dialogue among these great leaders, but also have an opportunity to provide personal insight, as employees, through a Q&A session, and an online …

In this workshop we will explore the similarities of ERG diverse dimensions and how to benefit from shared experiences. Examples: “Passing”, covering or hidden attributes in the workplace. How do different diverse groups respond to bigotry and hate? What health and safety concerns do ERGs share How can ERGs come together to influence their companies to take a stand on legislation that is discriminatory? ERG programs developed should be viewed through an intersectional lens including inviting other ERNs to take part. As we mature ERG programs, cross ERG programming is essential. While the leadership for each ERG need to support their membership, a central DEIB organization or committee of inter-ERG Leaders must develop intersectional programming. This extends the benefits of inclusion and …

Including and Engaging Hourly Workers in Resource Group Programs While many companies excel at connecting and engaging LGBTQ+ salaried employees through resource group activities and other programs, engaging and including hourly workers in that programming requires a unique approach. Diversity, inclusion, and employee experience are critical drivers of success and customer experience in industries such as retail, travel and tourism, and hospitality. Yet differences in the structure of employment arrangements – compensation structure, schedule flexibility, communication channels – demand a different strategy from talent and resource group leaders. In this session, we’ll talk about what makes the hourly workforce unique, and how to leverage leadership support, employee input, mentorship and career development opportunities, rewards and recognition, and other tactics most effectively to actively engage LGBTQ+ hourly employees. We’ll hear from CVS Health (one of the largest US retail employers, with nearly 10,000 retail locations), and dive into the latest industry and workforce trends from Accenture’s Talent and Retail …

Today, the United States military is the largest employer of transgender people in the world, but that workplace has an untenable history. Issued thirty years ago, Don’t Ask, Don’t Tell (DADT) entered our popular lexicon prohibiting lesbian, gay, and bisexual people from serving openly and over the years more than 13,000 U.S. service members were subsequently discharged. This sexual orientation-based policy was repealed in Congress in 2011, but some 15,500 transgender troops were left to continue serving in silence due to outdated medical policies still held by the Department of Defense. After years of inquiry into the policies, the ban on transgender troops was initially ended in 2016 by Secretary of Defense Carter. The Trump administration effected a new ban in 2017, which was removed by President Biden in 2021. This panel offers a once-in-a-generation view from retired and active-duty LGBTQ+ service members with insights into history, the current situation for LGBTQ+ military personnel, and how the inclusion of LGBTQ+ people in the military relates to business and society …

Off the Beaten Path: How to Grow Your ERG Without a Map With the ever-evolving work landscape, ERGs must be able to adapt to drive meaningful engagement while fostering a sense of belonging. In business, navigating change and getting buy-in is not easy and ERGs are no …

The revolution is being televised, streamed, tweeted and shared. What you read, see and hear could make you devalue yourself. Identity choices and love relationships all are in the news. Join us on an inspirational LGBTQ+IA journey from the past, to the present all the way to a realistically hopeful peek at the future with headliners from across generations. You’ll hear from a powerhouse panel that will go beyond the headlines to sustainable action to reclaim ‘self’, how to live in the now and position yourself for the future beyond the current political spin …

Historically, advocates who have worked to advance LGBTQI+ rights globally have tended to frame their argument in liberal, universalist terms – in other words, LGBTQI+ equality should transcend borders and cultures. At the same time, some anti-LGBTQI+ in-country groups have asserted that homosexuality is an imported concept or even a “disease” of the morally corrupt West. This argument conceals the fact that historically, hostility toward LGBTQI+ people was primarily a Western import into Indian society. This bigotry rose markedly during British colonial rule, paralleling the Victorian-era view that homosexuality was one of the worst sins a person could commit — enshrining sodomy statutes into law around colonized nations, including across Asia. In this session, we unpack how post-colonial discourses still inform today’s march toward LGBTQ+ equality. Topics to be discussed include generational shifts, emerging self-proclaimed queer identities, and how it all plays out in the workplaces throughout …

Best-selling author, podcaster, and TED talk speaker, Jen Fisher, Deloitte’s Human Sustainability Leader who has pioneered the global adoption of well-being as integral to business strategy will launch this not-to-be-missed session on today’s most pressing challenges of burnout, workplace well-being, and concrete solutions for individuals and organizations. Joined by international trailblazer, triathlete Chris Mosier, the first trans athlete to join a US National team and powerful athlete-advocate for all, this session will leave participants with career and life-changing insights on sustainable well-being and internal advocacy for …

The US state of Texas ranks as the 9th largest economy in the world by Gross Domestic Product (GDP). The state has championed business-friendly values for decades, but 2023 has shed light on another statistic that is much more harmful: the 88th Texas Legislature saw 141 anti-LGBTQ+ bills – the highest count of any regular session in Texas history. Many companies chose Texas as a friendly place of business, but now it is time that those same companies stand up for what is right and champion LGBTQ+-inclusive values to support the communities in which their employees live and work. Learn more about how HP has taken a public stance in supporting LGBTQ+-inclusive policies within Texas and how its local Houston chapter has partnered with key local organizations including the Greater Houston LGBT Chamber of Commerce to accelerate an inclusive network of businesses who are taking a stand against anti-LGBTQ+ …

There are no openly Trans or Nonbinary CEOs of a Fortune 500 company. In tandem with other programs to nurture a diverse pipeline of Trans and Nonbinary talent at all career stages, Out & Equal proudly launched the Trans and Nonbinary Executive Leadership Circle to give connection, visibility, and influence to C-Suite and other executive leaders in the community. Join this electrifying panel of those Trans and Nonbinary leaders who may very well make history as the first CEOs to take the reins of Fortune 500 companies or government leadership of the future. We move beyond “visibility” to decision-making, career insights, and how to leverage the power of these leaders ahead. Opening Remarks from Brad Baumoel, Managing Director, Global LGBTQ+ Affairs, JPMorgan …

Health Equity and Innovative Care Models In a time of shrinking budgets and shifting priorities, it’s crucial that employers have a clear understanding of the impact health inequity has on LGBTQ+ individuals. In this session, we’ll help exemplify the business case for employers to improve healthcare access and experience for LGBTQ+ employees and dependents. You’ll walk away with: The blueprint needed to build a business case for equitable health benefits at your workplace Tools to host a productive conversation with your HR, DEI and total rewards teams to evaluate the current employee benefits together and determine if they’re inclusive of people of varying identities within the LGBTQ+ community Insights and case studies from fellow ERG leaders on how they make the case for equitable health benefits Understanding of the financial outcomes and benefits, including macroeconomically, justifying the investment even when budgets are …

This year has been challenging for many LGBTQ+ people who live and work in the South, especially for trans and nonbinary individuals. For that reason, many companies are looking for every possible way to show their support to their LGBTQ+ employees on a daily basis. By doubling down on their pledge to support policies and practices that promote truly inclusive workplaces, these companies reinforce their commitment to equity, diversity, inclusion, belonging, and year-round allyship. In this unique session, we have gathered HR and DEIB leaders from the Southern States to learn how they provide oversight and authentic support in light of numerous attacks on the LGBTQ+ community in their home states. This Premiere Session takes attendees behind the scenes, giving them the opportunity to hear from southern leaders from a cross-section of companies and industries, who each realize that we are stronger when we come …

Ten years ago, Deloitte and NYU introduced a common lexicon to talk about covering in the workplace. We know that covering is detrimental to organizations and their people. But what has changed (if anything) in the last 10 years? And how can what we know now about covering impact the way we activate equity and belonging moving forward? Building on the initial 2013 research, Deloitte will re-introduce the four dimensions along which individuals cover aspects of their identities – appearance, affiliation, advocacy, and association – and re-launch the conversation about covering in the workplace, specifically through the lens of new data and with new insight into covering behavior among the LGBTQIA+ community.   …

In 2018, Disability:IN and Accenture published a landmark report on the state of disability inclusion at work in the United States. Getting to Equal: The Disability Inclusion Advantage documented the business case for hiring persons with disabilities and offered guidance on how to advance inclusivity efforts. The results took the business world by surprise, elevated disability in the conversation about corporate diversity and contributed to the growing body of literature on the importance of diverse workforces. Building on that report, the follow-up research, titled “The Disability Inclusion Imperative,” explores disability inclusion amid major technological advances, changes in geopolitical dynamics and the effects of a global pandemic across 346 companies in the US. These companies participated in the Disability Equality Index (DEI), a leading global benchmarking tool that scores businesses on their disability inclusion policies and practices. …

Dive into a transformative employer briefing – “Engaging ERGs to End HIV” – where Out & Equal speakers provide invaluable content to empower your Employee Resource Groups (ERGs). Discover the keys to breaking down HIV stigma in the workplace, fostering open dialogue, and advocating for impactful policies that drive progress toward ending HIV in the U.S.   This dynamic event, hosted by the Health Action Alliance, provides an overview of HIV in the U.S., followed by a powerful keynote address from ERG trailblazer and former Out & Equal leader Stephen Huey. Viewers will then engage in a thought-provoking discussion led by Out & Equal’s VP of Learning Programs, Jean-Marie Navetta, alongside the National Co-Chair of PRIDE+ Colleague Resource Group at CVS Health, Shawnte Rothschild, and Shamaill Ross, President of the Pride Group at Allstate. Viewers will gain practical tips for addressing HIV in your workplace and understand the profound impact your efforts can have.   This isn’t just a briefing—it’s a call to action. Learn how your business can create brave spaces, advocate for policies, and accelerate progress toward ending HIV in the U.S. Plus, access our exclusive toolkit for employers to seamlessly incorporate HIV initiatives into your workplace, just in time for World AIDS Day and beyond. Don’t miss out—watch the recording and unlock the resources to make a lasting …

The following guidelines exist to assist transgender employees, their managers, colleagues, and additional business partners through the gender transition process, as well as to inform SAP employees of concepts related to gender identity and expression (“Guidelines”). As an inclusive employer, SAP takes pride in offering comprehensive individual support for our transgender colleagues and effectively enabling them to continue to bring their full selves to work prior, during and after their transition. These guidelines apply globally. They shall be updated regularly while best practices for the transgender community continue to be established. (March …

Ready or Not: Conversations about Expansive LGBTQ+ Identities at Work Education around often ignored and less visible identities that make up “the plus” in LGBTQ+ is important for companies looking to create diverse, equitable, and inclusive environments. For HR teams, DEI professionals, and ERG leaders looking to develop resources to help employees learn more, it can feel overwhelming. In this interactive and engaging workshop PFLAG will share the ins and outs of creating learning opportunities that help us all be better allies to people who are nonbinary, biseuxal+, asexual, aromantic, who have an intersex condition, and/or who are polyamorous. Participants will leave with an understanding of why they can’t “just do pronouns,” assume that everyone understands the split attraction model, or work on the premise that new allies are as LGBTQ+-fluent as hoped. They’ll also learn about some of the most commonly asked questions PFLAG receives and about the organizations and resources they turn to when looking for …

Trans and Nonbinary Inclusion: From Talent Attraction to Career Development The first case for gender transition in SAP was supported by HR and Pride@SAP already back in 2005. Since then, the company has continued to develop and evolve the dedicated support to the trans and nonbinary community internally and externally based on the engagement with colleagues in Europe, the Americas and in Asia Pacific.In this session, we would like to share with you the type of projects we have been working on for almost two decades covering aspects like: Global Gender Transition Guidelines Internal awareness and inclusion enablement Community engagement for up- and reskilling and access to employment Transgender-inclusive company benefits relevant in the different geographies (e.g., healthcare benefits for employees and their dependents, leave benefits, etc.) Office accommodations (e.g., Gender Neutral Bathrooms) Internal identity recognition in HR and Comms systems, including data privacy and protection …

Adapting to a Changing LGBTQ+ Workplace Is your ERG struggling to keep engagement high?  Are you having a hard time finding volunteers for events or even getting people to attend member meetings?  Between hybrid work patterns and the current political climate, it is easy for LGBTQ+ associates and allies to lower their heads and check out.  So, what can we do about it?  Join LGBTQ+ leaders from PepsiCo to learn about what they are doing to breathe life back into PepsiCo’s ERG, EQUAL.  During this panel discussion, the team will talk candidly about their ongoing efforts to understand what is on the minds of LGBTQ+ associates, where EQUAL is winning and losing, and ways to ensure both field and HQ employees feel valued.  This discussion will also cover the role our LGBTQ+ executives need to play to create a more positive, sustainable culture for LGBTQ+ associates and allies for a Global Fortune 50 workforce of …

Advocating Effectively for LGBTQIA+ Inclusion in the Intelligence Community Representing the public interest requires diversity and inclusion. Being a government of the people, by the people, for the people, requires LGBTQIA+ inclusion. Come see how IC Pride, an Intelligence Community Affinity Network, combines advocating policy changes with outreach and training to secure long-term change to benefit LGBTQIA+ people in the workplace. We’ll share how IC Pride’s history and structure facilitates organizational change through proactive leadership and sustained advocacy. We’ll also provide insight into how IC Pride’s strategy is affecting lasting change through: The development of policy that impacts employees LGBQTIA+ Ally and inclusion trainings that have helped to advance understanding and cultural change across the Intelligence Community.  What you’ll takeaway is how planning an interlocking strategy of policy changes plus supportive training can support meaningful change within your organization and cement progress, creating a strong foundation for …

A series of guides from IC Pride, an Intelligence Community Affinity Network, focused on inclusive language, LGBTQ+ terminology, and understanding pronouns. These documents correspond with the 2023 Workplace Summit session, Pride Against …

LGBT+ Inclusion in the Semiconductor Industry The semiconductor industry is instrumental to our daily lives and our companies touch 90% of the world – connecting us to family, friends, work, school, and play through the use of our technology. Together as an industry, we have an opportunity to influence tremendous positive change in the semiconductor space and increase LGBT+ inclusion with a large injection of new semiconductor manufacturing in the EU and US. Encouraging LGBT+ students and a growing workforce to consider STEM and the semiconductor industry will continue to help transform our industry and our world. Understand how your industry could create a parallel LGBT+ advocacy coalition or working group. Click here for the corresponding “Getting Started” …

Based on the 2023 Summit Session, Mo(o)re Queer, this guide provides practical tips on forming an industry specific LGBTQ+ …

Advancing diversity, equity, inclusion, accessibility and overall sense of belonging for LGBTQIA+ employees requires that the federal government, as an employer, addresses the needs of those who face discrimination based on sex, sexual orientation, gender expression, and gender identity. Executive Order 14035, Diversity, Equity, Inclusion, and Accessibility in the Federal Workforce, has provided a unique opportunity to supercharge work towards full inclusion of LGBTQIA+ employees in recruitment and hiring efforts, career development, training, data collection, analysis, and measurement, DEIA employee engagement, sustainability, accountability, and accessibility. EPA convened a workgroup specifically devoted to LGBTQIA+ employees. Comprised of leaders and members of LGBTQIA+ employee resource groups who are environmental scientists, climate policy analysts, research ethicists, and Senior Executive Service members when not wearing their superhero capes, they have been working with civil rights and human resources liaisons, and figuring out how to advance equity and belonging for LGBTQIA+ employees and prospective …

By being part of a global company, employees had the opportunity to participate in a variety of ERGs around the globe, but since most of them are only focused on English speaking participants, they were practically unknown for South America employees. Thus, even though the Company has a commitment to improve our culture in terms of Diversity, Inclusion and Belonging implementing an assortment of activities and forums related to DIB topics globally, the language barrier discouraged and also prevented many South America participants from joining an ERG. To address this need, we will discuss the process taken to implement the 1st ERG in South America (which holds bi-lingual sessions in Brazilian Portuguese and Spanish) which also was the 1st local effort to discuss diversity in terms the LGBTQ+ community. We have made progress and still have a long way to go! This document also includes a checklist for an event to launch a new …

Financial Planning for the LGBTQ+ person: Navigating a Unique Landscape Compared to heterosexual individuals, LGBTQ+ individuals are less likely to have a will or estate plan, less likely to have 401(k) savings and are saving less of their paycheck in retirement accounts. And, for many reasons, conventional planning advice does not always apply for our community. Building a family comes at a significant upfront cost, with surrogacy, donor sperm and adoption often being the first option for our community to even try to build their own family. Already at a disadvantage, we’re trading retirement investments toward financial security for the chance to become a parent. For LGBTQ+ individuals who have not chosen not to have children of their own, retirement can be even more daunting for a different reason, as the largest population of caretakers are offspring. It’s never too late to start planning for your future, so let’s take the first step …

Is your company early on in your DE&I journey? Are you looking for a roadmap on how to create change within your organization? We may be able to help. Sonepar was founded in 1969 and globally is the leading B-to-B distributor of electrical products, solutions, and related services. Despite our size and our early beginnings, our DE&I journey only formally began after 50 years – in 2019, with the founding of our first ERG. Our Pride ERG was created in 2021, and over the past 3 years we have been taking small, meaningful steps toward lasting change. Our goal is to provide information for newcomers to 2SLGBTQIA+ workplace equality about the different ways that an organization can take steps towards being best-in-class.  Sonepar is Powered by Difference. You can be, too. Join us as we share best practices for lighting the path to change. Click here for the corresponding …

The LGBTQ Experience and Mental Health at Work The unified experience of being othered is something that many LGBTQ+ employees live through daily. Some employees may feel the need to cover and downplay their gayness, and this can lead to elevated workplace stress. LGBTQ+ employees are at an elevated risk for anxiety, depression, and burnout. The presentation will focus on what employers can do to help reduce workplace stress and improve workforce resilience for LGBTQ+ …

Guidance from Sonepar on forming a new ERG. Click here for the corresponding session from the 2023 Workplace …

Boeing’s 2023 Global Equity, Diversity & Inclusion …

Compared to heterosexual individuals, LGBTQ+ individuals are less likely to have a will or estate plan, less likely to have 401(k) savings and are saving less of their paycheck in retirement accounts. And, for many reasons, conventional planning advice does not always apply for our community. Building a family comes at a significant upfront cost, with surrogacy, donor sperm and adoption often being the first option for our community to even try to build their own family. Already at a disadvantage, we’re trading retirement investments toward financial security for the chance to become a parent. For LGBTQ+ individuals who have not chosen not to have children of their own, retirement can be even more daunting for a different reason, as the largest population of caretakers are offspring. It’s never too late to start planning for your future, so let’s take the first step …

This the corresponding handout for the Design Thinking: Solving Thorny Issues session. Click here for the corresponding slide deck.   …

To stay relevant, BRGs must innovate to add value to the organization. This can be done through the development of inclusive products and services, policy improvements that enhance employee experience, and promoting practices that create the conditions for belonging. In this workshop, we will leverage a Design Thinking framework to explore meaningful ways for BRGs to solve big thorny challenges and add value to “the business of the business.” Participants will be introduced to Capital One’s Credit Card Preferred Name initiative to learn how to deploy Design Thinking to problem solve, equipping them with a skillset to bring back to their organizations. They will also be provided the opportunity to engage in a thought practice experience to activate their thinking towards action to solve some of today’s recurring organizational challenges faced by the LGBTQ+ community. Click here for the corresponding …

As the national benchmarking tool measuring policies, practices and benefits pertinent to lesbian, gay, bisexual, transgender and queer (LGBTQ+) employees, the Human Rights Campaign Foundation’s Corporate Equality Index is a primary driving force for LGBTQ+ workplace inclusion. Data from the CEI tells the story of nearly two decades of year over year growth in the adoption of these critical policies and practices indicative of employers’ commitment to equality. As more employers are rated, and existing companies increase their rating, leaders from Human Rights Campaign will provide strategic insight into this national benchmarking tool, and how companies can continue to improve even after they hit 100%. Click here for the corresponding …

As the national benchmarking tool measuring policies, practices and benefits pertinent to lesbian, gay, bisexual, transgender and queer (LGBTQ+) employees, the Human Rights Campaign Foundation’s Corporate Equality Index is a primary driving force for LGBTQ+ workplace inclusion. Data from the CEI tells the story of nearly two decades of year over year growth in the adoption of these critical policies and practices indicative of employers’ commitment to equality. As more employers are rated, and existing companies increase their rating, leaders from Human Rights Campaign will provide strategic insight into this national benchmarking tool, and how companies can continue to improve even after they hit 100%. Click here for the corresponding slide …

Learn how to use your influence to initiate or strengthen actions for LGBTIQIAP+ inclusion in the workplace. Understand the main characteristics DEIB and ERG leaders should have to impact corporate agendas. This is your time to transform supporters into advocates. In this session, through case studies presentations, group brainstorming, and interactive tools, you will learn tangible skills to amplify your capability to inspire, convince and engage leaders in the LGBTQIAP+ agenda. Facilitators will present impactful cases from Latin America which demonstrate how influence was able to establish inclusive mindsets at the C-level of various large multinational companies. After the workshop, you will be prepared to conquer new territories of influence within your company and …

The United Nations Human Rights Office has developed five Standards of Conduct to support the business community in tackling discrimination against lesbian, gay, bi, trans and intersex (LGBTI) people. The Standards, produced in collaboration with the Institute for Human Rights and Business, build on the UN Guiding Principles on Business and Human Rights and reflect the input of hundreds of companies across diverse …

With the increasing importance of Environmental, Social, and Governance (ESG) goals to investors and customers, and the smaller but vocal rise in anti-ESG -activism, ESG goals are now at an intersection with LGBTQ+ rights and diversity and belonging. ESG involves more than checking boxes. Join us for a conversation hosted by Paul Hastings LLP, where attorneys working in this space will cover what we are seeing and how it affects LGBTQ+ rights. We’ll discuss what LGBTQ+ related goals, benchmarks and metrics are common in ESG frameworks, how companies are using ESG and Human Rights frameworks to address difficult jurisdictions and laws affecting LGBTQ+ rights, and how companies can support the LGBTQ+ community in their workplaces. With a practical, primer-style focus, we will discuss trends and upcoming developments for navigating all of these issues, along with real world examples and tips for how to support your company’s ESG goals while mitigating legal …

LGBTQ+ individuals face particular stresses, biases, and systemic inequalities, “blue shells”, that complexify their “rainbow road” of personal and professional development. Current and former ERG leaders from RTX invite participants from all industries and intersectionalities to participate in a candid conversation and share stories, experiences, and advice, balancing their LGBTQ+, professional, and ERG leadership identities: The messy parts of authenticity The personal and professional impacts of ERGs and ERG leadership The relationships between ERG leaders and the communities they represent and …

Ten years ago, Deloitte and NYU introduced a common lexicon to talk about covering in the workplace. We know that covering is detrimental to organizations and their people. But what has changed (if anything) in the last 10 years? And how can what we know now about covering impact the way we activate equity and belonging moving forward? Building on the initial 2013 research, Deloitte will re-introduce the four dimensions along which individuals cover aspects of their identities – appearance, affiliation, advocacy, and association – and re-launch the conversation about covering in the workplace, specifically through the lens of new data and with new insight into covering behavior among the LGBTQIA+ …

From the Traveling while Brown and Queer Workplace 2023 Session Yikes! They Want Me to Travel Where?! So you’re out at work, you’re meeting your deadlines, and you’re rocking your KPIs. They love you so much, they want to send you to a conference, and you think, “Wait. Where!? Isn’t that the state/country/neighborhood that made headlines because of hate-fueled violence or homophobic legislation?” You also dread travel because you are a person of color. This hybrid session led by the Hispanic Association on Corporate Responsibility (HACR) will feature Latinx and Black employee resource group (ERGs) leaders from corporations who will share some practical tips for communicating your concerns to your employer, getting them to commit resources to ensure your safe passage to the event, and hitting the road to network and share your knowledge and insights with others in your field. Moderated by HACR’s Vice President of Programs, a queer woman of color and seasoned world …

How to Change the World in 90 Minutes Are you a procurement specialist who wants to end world hunger, an HR rep who intends to solve the climate crisis, or a territory manager looking to defeat transphobia globally? Not only can you impact your colleagues and your community – you can change the world from your day job. Join us for a dynamic session that demonstrates the power of storytelling to generate meaningful, widespread change, both inside your company and outside the corporate walls. GenderCool and VMware will share the history of their years-long corporate-community partnership, including three groundbreaking Reverse Mentorships with GenderCool Champions (diverse transgender and nonbinary youth), highlight how both partners leveraged storytelling to drive transgender and nonbinary inclusion not just at VMware, but beyond, and give attendees actionable strategies to scale corporate partnerships beyond just giving or receiving …

One of the challenges facing the LGBTQ+ community in the workplace is the lack of visibility of Bi/Pan leadership, especially at the more senior levels. CEOs of the Fortune 500 are overwhelmingly white, straight, and male, and openly Bi+ or Pansexual women at the senior executive level are very often underrepresented.  This lack of visibility can lead to feelings of isolation and loneliness amongst Bi/pansexual women, making them often feel as if they are the only person like them in their organizations, and less likely to feel comfortable being out. This session will explore the lack of visibility and associated feelings of isolation amongst Bi/pansexual women leaders, and hear from a panel of Bi/pansexual women, who will share their experiences, challenges, and insights.on how we create opportunity to shatter stereotypes and climb the corporate ladder — from entry level roles, all the way to up to …

Strategies Fit for the Anti-LGBTQ+ Environment Have you received negative press for pro-LGBTQ+ messaging? Are employees urging you to do more to openly respond to human rights crises where LGBTQ+ people are at risk? Does your organisation operate in a hostile anti-LGBTQ+ environment? Stonewall has experienced extensive public abuse due to our work advocating for LGBTQ+ people. We are increasingbly being called on by other CSOs, corporates, and governments globally, for support as they become targeted.  This session is based on findings from roundtables we convened with global businesses across Europe, with in-country CSOs, to explore how businesses can continue their advocacy work despite attacks from the press, public, and governments. Drawing on insight from hundreds of organisations we work with, and from Stonewall’s Global Workplace Equality Index, we will explore how to build stronger partnerships with community groups, maintain pro-LGBTQ+ messaging despite pushback, and developing processes to effectively advocate for equality, no matter the …

Businesses with fewer than 5,000 employees face unique challenges when pursuing LGBTQ+ workplace inclusion. They generally have fewer financial resources and fewer people on their DEI staff. The DEI staff becomes responsible for a broader spectrum of responsibilities (recruiting, ERG oversight, to workplace certifications, client meetings, etc.), and are significantly more reliant on non-DEI employees to lead grassroots organization around LGBTQ+ workplace equality. Employees in these companies wear many hats. Allyship, socialization, recognition, preventing burnout, engagement, and buy-in are fundamental to LGBTQ+ inclusion success. This session will feature two midsized investment management firms who will discuss their respective journeys to LGBTQ+ inclusion, leaving participants with new tools that can be utilized to make an impact, regardless of company …

76% of people admit to fear of public speaking—and we’re pretty sure everybody else is lying. The ability to connect with an audience as your authentic self can mean the difference between being celebrated for your work and being stuck on the sidelines. But, for many LGBTQ+ people–particularly those with intersectional marginalized identities–authenticity comes at a cost. We face pressures to perform in ways that can silence our voices and prevent us from stepping into the spotlight. In this breakout session with Fearless Communicators’ Eduardo Placer, a top public speaking coach for US Presidential candidates, Fortune 500 companies, and entrepreneurs across the world, you’ll get: Vocal/physical hacks to disrupt your body’s fight-or-flight response to public speaking A mindset framework that turns panic into power A freer, more connected voice so that you can speak publicly as your authentic …

Conversations with Bi+ Women in Business The Bi+ umbrella is an encompassing term that means someone has the capacity to be attracted to more than one gender and includes terms such as bi, pan, queer, omni, fluid, and more. This identity accounts for at least 58% of the LGBTQIA2+ community. Bi+ people experience alarming rates of invisibility, societal rejection, discrimination, and poor physical and mental health. Bi+ individuals also face skepticism from the people and organizations to whom they turn to for help, resources, and services. During this session, presenters will discuss these topics and how one can use their identity as a superpower to be the Bi+ leaders we’ve subconsciously been waiting for someone else to be. We’ll discuss bi-visibility, bi-phobia, bi-erasure, stigma, mental health, empowerment, allyship, and …

Creation, Implementation and Maintenance. Also known as “upwards mentoring,” the purpose of reverse mentoring is to break down the traditional mindset that only senior leaders have the experience and knowledge fit for mentorship. The Northrop Grumman Northern UT PrIDA (Pride in Diversity Alliance) ERG has recently started a Reverse Mentoring Program to bring focus and learning opportunities to Northrop Grumman leadership regarding the LGBTQIA+ community. This interactive workshop will delve into the aspects of the Reverse Mentoring Program, primarily looking at what worked well and also what didn’t during the 2022 Pilot Program. The workshop will also ask for audience participation to garner ideas and suggestions for the reverse mentoring …

An ace in a card deck represents the number ‘1’, and like that number many Asexual(ACE) and Aromantic(ARO) individuals often stand alone – seldom feeling that there is space for us within the rainbow alphabet. This session will broaden awareness of ACE/ARO existence, provide terminology and some surprising facts, and help build the foundation necessary to attract new ACE/ARO members to your ERGs while teaching about their unique needs in the workplace. We’ll share how we created an introductory Beyond LGBTQ: Asexuality 101 session for Asexual Awareness Week, review the feedback loop from surveys and interviews, and detail the structure and strategy for ongoing …

Self-care has never been more important than right now. As a community and inclusive diversity & equity professionals, we are no strangers to challenges. In these trying times is where our resiliency is refined. But who prepares you for the challenging journey ahead? How do you avoid draining your energy? What can we do to stay present and build meaningful connections? This session will mentally prepare you for your Out & Equal Summit, in hopes to elicit the best possible experience and develop life skills to carry with you on the fight for inclusive equality and belonging. Start your Out and Equal Summit experience with a clear perspective, a fresh take on networking, and revitalized energy. You can not give to others from an empty cup, make sure yours is full before you continue your Summit experience with the SuperQueers Collective: Coach K, Craig Souza, Tay, and …

Navigating the Labyrinth of Inclusive Families One of the most important things we can learn as parents is to understand that our children will be who they are–and that we are not alone. There is no singular path for creating or maintaining an inclusive family, and obstacles in governments, families, children, work, and more all make our journeys unique. Yet despite this natural diversity, our experiences can help reduce the burden of many within the LGBTQIA2S+ community. Touching on legislative impact, family life, and raising children, our panelists will share lived experiences, lessons learned, resources, and more. Join us to find community through parenting and support as you navigate uncertain waters for you and your …

Publicly Supporting the Trans Community And Achieving Policy Wins The transgender community is under an unprecedented attack on their rights to receive medically necessary and appropriate healthcare and even to publicly exist. Now, more than ever we need business allies we can count on who support the LGBTQ+ community without exception, embracing the full spectrum of diverse identities, and defending against efforts to discriminate. However, employers are in a complex environment of wanting to support their colleagues and colleagues’ families, but also assessing risks of being targeted by lawmakers and other public figures for advocating and speaking out. This paradox can be paralyzing while leaving colleagues and their families exposed and unsupported. In this workshop, join Gilead Sciences Inc., Gender Research Advisory Council & Education (GRACE), and the Human Rights Campaign in a discussion of the business case for public support of the trans community with real examples of how companies and ERGs are taking action to both support transgender colleagues, while preparing to mitigate …

Driving Rural Engagement and Supporting Employees in Rural Communities. We all know of the meaningful impact DEI efforts have in big cities and larger offices but what happens when you have employees in smaller offices and rural communities? In this session participants will learn how to engage with employees in manufacturing environments, which are often in rural communities. Participants will learn from Employee Resource Group engagement activities in the US, Brazil, Argentina, Paraguay and Uruguay. Resources will be shared that will support participant’s journey from identifying the needs of this employee population through to examples of bringing pride to these …

Non-Traditional Relationship Education & Discussion: Polyamory, Non-Monogamy, and More! Data shows that 31% of millennials consider themselves to be in non-monogamous relationships and 1-in-5 Americans have engaged in non-monogamy at some point in their lives, yet talking about these topics, especially in the workplace, is taboo at best. In this educational presentation, delivered by VMware, Dell Technologies and JPMorgan Chase, attendees will learn important terms and statistics, hear real-life, lived experiences, and have an opportunity to ask questions and discuss topics in a safe and transparent environment. Attendees will gain a better understanding of what non-monogamy is, and how to incorporate, uplift and protect employees regardless of their relationship status or …

The US state of Texas ranks as the 9th largest economy in the world by Gross Domestic Product (GDP). The state has championed business-friendly values for decades, but 2023 has shed light on another statistic that is much more harmful: the 88th Texas Legislature saw 141 anti-LGBTQ+ bills – the highest count of any regular session in Texas history. Many companies chose Texas as a friendly place of business, but now it is time that those same companies stand up for what is right and champion LGBTQ+-inclusive values to support the communities in which their employees live and work. Learn more about how HP has taken a public stance in supporting LGBTQ+-inclusive policies within Texas and how its local Houston chapter has partnered with key local organizations including the Greater Houston LGBT Chamber of Commerce to accelerate an inclusive network of businesses who are taking a stand against anti-LGBTQ+ …

How ERGs Can Support ACE and ARO Employees When discussing sexual orientation in the workplace, do you hesitate to discuss the Asexuality and Aromantic Spectrum (ASPEC)? Does it feel like an “inappropriate”, “uncomfortable” or “unapproachable” workplace discussion? In this session, we will explore how we can actively support and bring awareness to the ASPEC (e.g., ace, aro, demi, gray) identities. You will receive the tools required to: Identify the common ASPEC umbrella identities Recognize common microaggressions towards the ASPEC community, challenges to visibility, and possible responses to these scenarios Bring awareness to the ASPEC community via inclusion efforts and impactful discussions in the workplace Be aware of the complexity and intersectionality of the sexual orientation spectrum and split attraction model This session will provide you with actionable ideas to take back to your companies and ERGs to establish or improve ASPEC representation and visibility, and allow you to connect with members of the ASPEC …

Off the Beaten Path: How to Grow Your ERG Without a Map With the ever-evolving work landscape, ERGs must be able to adapt to drive meaningful engagement while fostering a sense of belonging. In business, navigating change and getting buy-in is not easy and ERGs are no …

Include Me! Vol. 2: Driving Non-Binary and Transgender Inclusion at Lockheed Martin Belonging!  We feel a tremendous sense of it when we are fully included as it adds to our psychological health and interactions with others.  Join us for our sequel to last year’s “INCLUDE ME! Transgender Inclusion at Lockheed Martin Drives Business Impacts & Change”, where a Lockheed Martin Panel shared the best practice to drive business impact, “the 3-step model” developed by the PRIDE Business Resource Group’s (BRG’s) Transgender Inclusion Council, and accomplishments promoting transgender inclusion. We return to bring non-binary inclusion into the equation and journey.  In this engaging panel conversation, panelists will share examples & significant accomplishments promoting non-binary and transgender inclusion, and offer lessons learned navigating the obstacles.  Our panelists are members of our PRIDE BRG and representatives from the non-binary and transgender community. Come engage with us to drive employee engagement and inclusive culture in your businesses.  We can all make change when we work …

Empathy as a critical skill for leaders has been a topic for quite some time, but the Covid-19 pandemic moved it front and center. Leading with compassion, and even love, are becoming more common in the leadership conversation but how do we bring these qualities into our leadership styles and organizational cultures? The Leading With Love workshop seeks to unpack Empathy, Compassion, and Love and share practices that we can use to develop ourselves as “loving leaders”. Participants will have opportunities to share and learn from each other and experience practices to develop greater empathy, compassion, and love for themselves, and others. We couldn’t “go back to normal” if we wanted to (and why would we want to??) and the postnormal period ahead requires leadership that enhances …

“LEAD WITH L.O.V.E. is a Leadership Development program created to help diverse LGBTQ+ leaders level up past internal limits and empower them with external strategies to actualize their full potential in career advancement. L.O.V.E. stands for: L (Listening), O (Ownership), V (Volition), E (Eloquence). This year’s Diverse Leaders Fellowship cohort will attend the modules L (Listening) and O (Ownership) in-person during the Summit. The remaining two modules will be taught virtually after their Summit …

In this session, we plan to discuss overlaps and differences between the various identities within the LGBTQIA++ community. Leveraging pop-culture and our lived experiences, we’d like to discuss how this impacts the way we perceive the world, and how we interact with the world around us. Additionally, we will discuss existing overlaps and divisions within our intersectional communities. We’d like for you to walk away from this session with a renewed perspective on how to find a sense of belonging within your community and how to create safe spaces. We will discuss allyship, making space for others, and how we can all be our authentic selves. …

In this workshop we will explore the similarities of ERG diverse dimensions and how to benefit from shared experiences. Examples: “Passing”, covering or hidden attributes in the workplace. How do different diverse groups respond to bigotry and hate? What health and safety concerns do ERGs share How can ERGs come together to influence their companies to take a stand on legislation that is discriminatory? ERG programs developed should be viewed through an intersectional lens including inviting other ERNs to take part. As we mature ERG programs, cross ERG programming is essential. While the leadership for each ERG need to support their membership, a central DEIB organization or committee of inter-ERG Leaders must develop intersectional programming. This extends the benefits of inclusion and …

LGBTQ+ financial planning is nuanced: Here’s what you need to know. Now, more than ever, the ability for the workforce to achieve their financial goals and retirement dreams is contingent upon making the right choices around employer benefits and investments. Often, the circumstances and challenges facing the LGBTQ+ community are unique. This can cause acute stress and/or inaction amongst LGBTQ+ employees, resulting in long-term unintended consequences, such as delayed retirement or over-work/exhaustion. In this session, Goldman Sachs Ayco will share a primer on their approach to empowering LGBTQ+ employees to make optimal choices and support their financial …

This session will provide specific examples of ways to empower and encourage synergy between ERG chapters/groups and Supplier diversity efforts. A strong DEI and ERG effort necessitates collaboration with supplier diversity initiatives, a growing effort to define proactive business processes that provide equal access to supply chain procurement. By choosing to do business with newer, smaller or innovative suppliers, organizations can maximize innovation. ERGs can play an essential role in identifying and contracting with diverse suppliers, driving relationships with diverse entrepreneurs and innovative small-business leaders, and advocating for progressive DEI and supplier diversity agendas.  A panel of supplier diversity and ERG leaders from multiple organizations will share best practices and learnings, as well as feature prior BRG Challenge winners to showcase award-winning …

How to turn dialogue into action by equipping you with the tools needed to start creating change in your company, one key moment at a time. We will cover the need for global LGBTQ+ allyship at work and explore how to empower your employees to be strong allies. This insightful workshop delves into the remarkable journey of building an LGBTQ+ Allyship Program from concept to successfully creating a global following. We will explore the challenges involved in building such initiatives and share winning strategies for building awareness and driving employee engagement. Discover how strategic partnerships with external organizations (Out & Equal) played a pivotal role in this remarkable …

Building Out Connections: Helping LGBTQ+ Employees See Themselves Reflected in Senior Leaders BlackRock and JPMorgan Chase leaders will highlight how their global strategy initiatives develop talented employees across all corporate titles. Attendees will be inspired to develop their own programs so that LGBTQ+ employees can see themselves reflected in senior leaders, feel less alone because of expanded networks, take new steps in their careers, and be motivated to help their …

Awareness to Advocacy: Raising Our Inclusions Bar as LGBTQ+ and Ally Leaders Inclusivity, once a distinguishing factor for leaders, has now become a defining one. The LGBTQ+ community is uniquely poised to lead this conversation and role model new leadership behaviors, but we must stretch our thinking and modify our approaches to build trust, and activate potential partners.   Join Jennifer Brown, a globally recognized DEI thought leader, and her panelists for an exploration of how LGBTQ+ leaders can evolve in their advocacy journey and become even more powerful catalysts for transformation. Using the Inclusive Leader Continuum™ the session will provide a diagnostic for each learner that reflects their current level of understanding and activity, and their biggest learning opportunities in light of the Continuum’s four phases (Unaware, Aware, Active, and Advocate).  Whether we’re newly embracing our LGBTQ+ identities or are seasoned advocates in the movement, we must know ourselves first, and be strategic about the voice and access we …

Powerful Marketing Powered by LGBTQIA+ Voices Every company has marketing and many focus on LGBTQIA+ audiences, especially during Pride. But not every company gets it right.  This session will focus on how inclusive leaders can ensure that their companies are using a valuable resource in their toolkit for authentic communications – their own employees. Indeed has been recognized as a leader in marketing amongst LGBTQIA+ audiences, including Outie and AIMM awards. This session will share some of Indeed’s own processes and work to demonstrate how collaboration with the appropriate allies can effectively make marketing more authentic and drive value for the business. Showing the impact of  inclusive Marketing as a default, not a campaign during pride month, leading to record engagement with our customers. At Indeed we are connecting people to better work, to create better lives, in the belief that the world can work better. This is all serving our mission of helping people get …

Better Brainstorming to Drive Stronger Outcomes. As an LGBTQ+ leader, do you or your colleagues struggle to gain alignment within your organization? Are you looking to strengthen your ability to collaborate across the Enterprise? Do you want a new approach to brainstorming that leads to stronger prioritization and implementation? Using a few simple techniques (and the brainpower and experience of the room), this interactive workshop will teach you how design thinking can help you accomplish those goals. In this session, you will participate in a team exercise to help solve a specific challenge. Rapid idea-building, discussion and voting will show how an organized and welcoming approach to brainstorming can help solve any problem. Workshop participants will be provided resources to help them use design thinking within their …

Creating Transparency About Culture and Career Path Before Day One While other companies struggle with how to drive action to grow a diversified talent pool, we do it effortlessly. We actively invite our employees to engage in one-on-one conversations with diverse potential candidates, fostering transparency and meaning by discussing company culture, career paths, and community. This approach cultivates strong connections between our employees and candidates, resulting in increased overall engagement and enhanced effectiveness in talent acquisition. Each employee-candidate conversation holds the potential to positively impact our brand and culture. During this workshop, we will demonstrate how our diverse and inclusive employees effectively align with our mission, vision, and values to establish a sense of belonging for diverse candidates as they navigate the talent acquisition process. The workshop will include an overview of the program design, historical trends, and testimonials from employees and …

Your career is your journey. You have to be in the driver’s seat. In this fun and interactive conversation, join personal branding expert and diversity advocate Jayzen Patria to define and build winning career strategies to get to the next level by bringing your best authentic self to work. Discuss the “unwritten rules” of business to best evaluate opportunities and make smart choices and trade-offs. As a result of this session you will: Define the intersection of your strengths, passions, and the ever-changing needs of your organization and the marketplace. Identify self-limiting beliefs that are holding you back and rewrite the script with new empowering beliefs to guide how you show up each day. Understand how to combat the headwinds of societal bias with tailwinds that elevate the unique value that you bring to the …

Each year on World AIDS Day, millions of people across the globe join together to show support for the more than 39 million people with HIV living today, honor the more than 32 million people who have died due to AIDS-related conditions, and reflect on what more we can do to end this epidemic.] Please use this toolkit to take meaningful action against HIV in your workplace this World AIDS …

The Bi+ Men’s Perspective on Erasure Bi+ men have a unique experience facing erasure and invisibility, both inside and outside of the LGBTQ+ community. Because of this erasure, space is rarely made to ensure their voices are heard. Through conversations with men and non-binary colleagues from the Dell Technologies and JPMorgan Chase Bi+ Communities, attendees will gain a better understanding of their experiences and how to become a better …

Have you ever kept aspects of your wellbeing hidden from others? Have you ever wanted to talk about wellbeing in the workplace? You are not alone.  In this panel, you will hear how Employee Resource Groups at Booking.com have partnered with the Inclusion, Diversity, Belonging, Wellbeing & Volunteerism (IDBWV) team to make the company’s wellbeing strategy more inclusive, demystifying taboo topics and raising awareness to reduce the stigma around physical, mental, emotional and social health. Is there a place for talking about ADHD, body image, menopause and mental health at work? We believe so, and during this talk we will explore the importance of intersectionality when talking about wellbeing and how you can bring these topics to your …

Out & Equal released the resource: Cracking the Gen Z Code: Attracting and Retaining Gen Z’s LGBTQ+ Talent in partnership with Bank of America. Designed to debunk and demystify misunderstandings and stereotypes about the LGBTQ+ community, the all-new talent acquisition resource leverages relevant statistics to create a clear roadmap for maximizing talent acquisition efforts. The user-friendly guide includes: the demographic makeup of Gen Z with emphasis on the LGBTQ+ talent pool a business case framework for implementing LGBTQ+-specific talent acquisition practices into organizations best practices that ensure organizations have the most effective internal policies in place to attract and retain Gen Z talent a step-by-step guide to ensure talent acquisition efforts are both LGBTQ+-inclusive and Gen …

As the global COVID-19 pandemic disrupts in-person Pride celebrations across the world, LGBTQ advocates everywhere are reimagining what it means to celebrate Pride Month. Pride is not only alive and well, but needed by so many during this global crisis. ERG leaders and executive champions may be feeling unsure about the prospect of celebration and coordinating across virtual platforms. The following Out & Equal guide provides a set of ideas, tools and engagement points for Employee Resource Groups everywhere to utilize in building and supporting virtual Pride engagements this …

Getting a first job and thriving at work is hard for anyone. Doing it as a young, Queer person brings about unique challenges and opportunities for change. With this in mind, Out & Equal partnered with Bank of America to create You’re Here, You’re Queer, and You Need a Job: Mapping Your First Steps as an LGBTQ+ Gen Zer at Work.  The user-friendly toolkit includes: tips and strategies for understanding the professional world for those newly entering it; specific ways for applicants to find and determine which organizations are more likely to be supportive of LGBTQ+ Gen Z talent; tactics that new employees can use to navigate their new workplaces; and strategies that new employees can leverage to chart and implement workplace success, including learning how to leverage intergenerational power and …

Visibility for LGBTQ+ leaders has been central to many organizational efforts, rooted in the belief that being seen provides inspiration for emerging leaders and models for newer employees. However, new research from Out & Equal and Korn Ferry challenges the concept of visibility as an end goal, instead placing it as one of many tactics to amplify Queer leadership.  Experiences of the Lavender Ceiling: Progress and Continued Challenges Facing Out LGBTQ+ Leaders at Work provides: an explanation of “the lavender ceiling” – a mix of overt and subtle bias, limiting stereotypes, and structural inequalities that cause LGBTQ+ career blockages; data on the power and challenges out leaders in organizations face, with attention to the differences between the impact of disclosing sexual orientation vs. gender identity and the intersection of race and LGBTQ+ identity; concrete organizational recommendations designed to reduce systemic bias, improve programs that support queer leaders, and evolve their responses to increased anti-LGBTQ+ …

Love is often called the “universal language understood by all,” and is the foundation of the LGBTQA+ community and identity. While love is a universal language, there isn’t a one-size-fits-all definition to love, and not everyone feels love the same way. In this panel, you’ll see love from the perspective of two LGBTQA+ groups who take different approaches to the concept: the asexual community and the aromantic community. You’ll also learn about the split attraction model, which these groups use to separate romantic attraction from sexual …

To learn more about the identity and experiences of the LGBT+ community, the IBM Institute for Business Value (IBV) in collaboration with Oxford Economics surveyed more than 6,000 United States-based professionals between August 2020 and January 2021, including 700 individuals who self-identified as gay or lesbian (73%) or bisexual (27%). While the nuances of gender identity were not included in the initial survey, we did want to tell a comprehensive story about the lived experience of LGBT+ people. To capture valuable insights from individuals across this diverse community, the IBV teamed up with Out & Equal and Workplace Pride to host a Global LGBT+ Innovation Jam on April 13 and 14, 2021. This paper summarizes the findings of the survey and the Jam, both of which offer deep insights from the LGBT+ community about their personal experiences, the obstacles they face at work and in society—and how organizations can redress them. By pairing the results of the IBV LGB survey with insights from the LGBT+ Jam, we identified 3 ways organizations can evolve by embracing LGBT+ diversity. 1. Foster visibility, inclusion, and authenticity 2. Embrace intersectionality 3. Expand corporate support and individual …

Global companies have made great strides over the past decade in developing and adopting inclusive corporate values statements, personnel policies and codes of conduct regarding lesbian, gay, bisexual and transgender (LGBT+) people – particularly in US, Canadian, UK, and Australian business centers. But extending LGBT+-inclusive policies and practices beyond corporate hubs raises several legal, cultural and organizational challenges. To that end, EY hosted a small think tank with organizations working on these issues, hoping to identify key challenges and practical solutions. Results from the meeting, summarized below, can be used by D&I leaders, HR professionals and allies as they navigate the challenges of implementing their organizations’ global LGBT+ vision and policies. These nine ideas provide a foundation for advancing lesbian, gay, bisexual and transgender diversity and inclusion across a global company. …

Building on the Deloitte Global 2022 LGBT+ Inclusion @ Work pulse survey, this report provides an in-depth insight into the experiences of non-Deloitte LGBT+ people in the workplace, including the steps their employers are taking to further LGBT+ inclusion and the impact this has on them, their levels of comfort in being out at work about their LGBT+ identity, and their experiences of non-inclusive behaviors in the workplace. The Deloitte Global 2023 LGBT+ Inclusion @ Work report provides deep insights on the experiences of 5,474 LGBT+ people in workplaces in various sectors across 13 countries through the lens of both sexual orientation and gender identity. Key findings at a glance: One-third of respondents are looking to move to a more LGBT+ inclusive employer, a figure that is even higher for those in an ethnic minority   …

Overall, the situation of LGBTIQ+ employees in the workplace has improved – at least at first glance. But our global research reveals that underneath this success, they are experiencing unseen challenges and privately held fears at work that are hindering their ability to thrive. More than half (57%) of LGBTIQ+ employees believe their gender identity or their sexual orientation has slowed their progress at work. Only 14% of LGBTIQ+ employees feel fully supported by their employer when it comes to issues like welcoming those who identify as LGBTIQ+. The research reveals the top-five cultural issues that employers should address to create a workplace where LGBT+ employees in particular can not only rise, but also feel supported, heard and understood The findings and insights contained within this report are derived from online surveys that were fielded in 28 markets. One survey was completed by more than 1,700 senior ‘leaders’ (C-suite and management committee in organizations with 50 or more employees), and the other was completed by more than 30,000 …

15 years ago women held only 15.7% of executive roles. However, the trend of women in leadership positions is on the rise. In fact, today there are more women running Fortune 500 businesses (25.5% until 2019) than at any point in history. Still that’s only 7.4% and there isn’t even an official number regarding women of color. With recent high-profile stories regarding the gender pay gap and female entrepreneurs citing an imaginary male co-founder for credibility, it’s clear women’s inequality is still a big problem. Here we are creating a safe space for women to discuss topics that are more relevant than we thought showing that we are not so different from one another. That’s why we will be sharing our individual point of view in different areas and some best practices to work towards a diverse business environment. Learn how to create a toolkit to assess, develop and strengthen women capabilities within their …

How can you better engage bisexuals in your company? Have you dedicated time and resources to the “B” in your LGBTQ+ group? This workshop will share strategies and best practices to better engage the bisexuals in your organization. Guest presenters will share how to set up a Bi-101 toolbox, how to implement inclusive bi-related language to avoid bi-phobia and bi-erasure, and how to specifically create space for the “b” in your LGBTQ+ group. This is an opportunity to engage with presenters and materials, ask questions, share ideas, and leave with tangible actions and resources you can leverage in your …

Join us for an inspiring and educational session featuring GenderCool Champions on how inclusive storytelling principles can win new allies in the most unlikely places and can transform a workplace into an ideal place for the Next-Gen workforce. GROUND, a Creative Impact Agency based in Washington, DC, has built a set of inclusive storytelling principles to ensure that the campaigns, short films, and videos they produce are collaborative, powerful, and inclusive of all lived experiences. GROUND then worked with GenderCool Champions to transform those principles into Workplace Inclusion Practices. During this dynamic session, you will interact with GenderCool Champions, see emotional videos promoting equality, and learn actionable insights on what the Next-Gen workforce wants to see in their …

Apple, Starbucks, & Nike. We all love brands. Lead With Your Brand!™ is specially designed for diverse leaders and professionals to build winning, super-premium, personal brands using a real marketer’s toolkit. In this fun and interactive workshop, join personal branding expert and diversity advocate Jayzen Patria to roll up your sleeves and identify your career’s target audience, define your value proposition, and determine how to thoughtfully “package” yourself. Build a plan to stand out from the crowd by turning up the volume on your authentic self. By the end, you’ll be declaring, “I am NOT just coffee! I’m …

Inclusion in the world of work is one of the key challenges facing LGBT+ communities today. Supported by the Instituto +Diversidade in partnership with Itaú Unibanco, the Edital LGBT+ de Orgulho unlocks the power of inclusion as a catalyst for socio-economic empowerment by supporting projects focused on entrepreneurship, employability, and income generation that include respect for and appreciation for LGBTQ+ diversity throughout Brazil. The program supports a range of intersectional projects- including projects led by trans, travesti, lesbian, black, and indigenous rights defenders across the country, that empower LGBT+ communities to pursue their dreams and make tangible transformations that positively impact LGBTQ+ people’s lives. In this exciting session, we learn from members of the Instituto +Diversidade team how corporate-community partnerships can transform LGBTQ+ people’s lives and the best practices involved in managing partnerships with stakeholders at both corporate and community levels to develop concrete actions that enhance social …

Learn how to develop and present DEI-focused training to have the greatest impact on a target audience. Utilizing intersectional lenses, personal storytelling, and interactive elements, GM’s LGBTQ+ ERG (GM PLUS) has adapted material for maximum impact. From panel discussions, diagonal slices, lunch & learns, and inclusion messages, join us and explore how to adapt the material for hourly and salaried employees, entry-level through …

JPMorgan Chase is one of the few companies in the world to have formally appointed a Managing Director to the position of Global Head of LGBT+ Affairs, along with a full-time, dedicated team to execute a global LGBT+ delivery agenda. The result of this dedicated appointment is a firm-wide, global strategy focused on our employees, clients, businesses, and communities. Our global strategy also ensures all firm-wide LGBT+ activities including those managed by our PRIDE ERG, LGBT+ Executive Forum and various Business aligned LGBT+ networks ladder up to the strategy and are focused on agreed-to and prioritized goals and objectives. Come and learn how they have continued to build out this team and global strategy and what they’ve been learning and adjusting along the …

The session will provide participants with a detailed understanding of Medtronic’s “Religion and Intersectionality” workshop series. Attendees will learn how we put it together and experience parts of the workshop for themselves. We will start with an icebreaker where participants will answer two questions stimulating in-group and out-group thoughts. The facilitator will then ask groups to compare their answers to Medtronic religious ERG groups who answered the same questions. Part 2 is a presentation on how we encouraged collaboration among its religious ERG’s and PRIDE ERG. Content will include details on how the idea was formed, key stakeholders, and the planning process to put the events in place. Part 3 is a Fireside chat followed by a Q&A with Medtronic’s VP of Inclusion and Diversity Programs and a representative from the Medtronic Jewish Community ERG, moderated by Griffin Barrington, Colorado Pride Hub Chair and Christian ERG representative. …

As a leader, do you show vulnerability and intentionally create psychological safety at work for all employees, including members of the LGBTQ+ community? Are you in a work environment where you can be vulnerable, and support others in doing the same? This session will explore the importance and benefits of vulnerability as a way of fostering psychological safety, inclusion, and authenticity, with a specific emphasis on the unique needs of the LGBTQ+ community. Participants will leave with actionable strategies for determining when and how vulnerability can be beneficial and fostering greater psychological safety in their workplaces, through both formal and informal leadership …

Salaried and hourly employees across industries have different workplace experiences and perspectives which can require different approaches to promote ERG participation and involvement in DEI initiatives for hourly employees. This workshop will break down the unique challenges to engage and encourage the hourly employee to participate in ERG and DEI initiatives. The speaker will provide his personal story and involvement with DEI, and four years of gathering data to better understand the chasm between hourly and salaried employees. Common problems and experiences for hourly employees will be highlighted. The speaker will then share key learnings and strategies applied to resolve “the two languages of inclusion” experienced by hourly vs. salaried employees, which resulted in a 10% increase in ERG participation after year 1, and increased employee retention, productivity, and satisfaction. Time for Q&A will be provided for participants to learn and leverage findings for their own …

Paying it forward. How to increase your talent pool at the intersections of LGBTIQ+ inclusion and corporate citizenship. In this session, we will learn how corporations can create programs to engage with NGOs and civil organizations to reach and attract LGBTIQ+ talent that sometimes is difficult to find. Click here to access the presentation …

The office as we know it might be forever changed, but that doesn’t mean your BIN/ERG has to take a break. Join us for an engaging and informative session on how your ERG can drive meaningful 360 programming to keep members engaged and thriving while working virtually. Participants will leave this session with real-world examples and execution strategies to immediately implement in their own …

In today’s world of increased social distancing, social media and unique virtual get-togethers are in vogue. But how do you apply that dynamic to your employee resource group (ERG)? CVS Health’s Pride+ ERG successfully launched a new Reddit-inspired program—Ask Me Almost Anything (AMAA)—during Pride Month to promote engagement, inclusiveness, and belonging via virtual Q&A storytelling. During this highly interactive workshop, you will learn about AMAA, key success tips, and how you can launch similar programming for all your employee resource …

While Liberty Mutual is a Boston based company, we have employees in more than 800 offices worldwide. At the inception of our Pride ERG, our primary focus was on our headquarters office. To expand Pride@Liberty beyond HQ, we introduced the Pride@Liberty Ambassador program in our U.S. locations. This workshop will discuss the basics of our Ambassador Program, review differences we observed in Ambassador experiences across our footprint, and a training program we developed to create a Pride@Liberty experience across the country. Participants will be invited to discuss their approaches and challenges with expanding their ERG/BRG footprints and creating a consistent ERG/BRG culture across …

Out & Equal is over and you leave with tons of energy, ready to take on everything and conquer the world. It’s an exciting time, but eventually the ERG “conference afterglow” wears off and you are faced with balancing your paid job with your non-paid passion job. Don’t suffer through the ‘after-conference blues: Learn how to ‘”harness the afterglow” and fight those “after-conference blues” by focusing your ERG’s energy on creating and implementing a plan focused on key priorities for today and into the …

Earlier this year, Out & Equal, Pride Circle, and Interweave collaborated on an important digital resource highlighting the intersection of mental health and LGBTQ identity in the workplace. The resource provides an overview of relevant statistics, important context, how managers can support their employees, and some tips on taking care of yourself, particularly in the era of COVID-19. This panel, featuring the authors of the report, will review the content and go into greater depth about the importance of navigating mental health and LGBTQ identity in the workplace, particularly in the Indian context. …

Earlier this year, Out & Equal, Pride Circle, and Interweave collaborated on a digital resource highlighting the intersection of mental health and LGBTQ identity in the workplace. This panel, featuring the authors of the report, mental health practitioners, corporate representatives will briefly review the content and then go into greater depth about the importance of navigating mental health and LGBTQ identity in the workplace, particularly in the Indian …

Did you know LGBT people are nearly twice as likely to be unemployed as non-LGBT people? Neither did we. Wanting to help, HP, Inc and Northrop Grumman expanded community ties with San Diego LGBT Pride to develop and deliver authentic programming. Our team hosted a free resume review workshop and offered volunteer resume reviews to LGBT jobseekers. Using this as a case study, participants at this session can expect to takeaway actionable skills to develop or strengthen corporate-community ties. Learn how to build a network with other equality-minded corporations, create ERG volunteer opportunities, and create authentic year-round engagements with LGBT nonprofits. …

Learn how companies and BRG leadership shifted operations and programs to navigate the pandemic and continue to deliver value to employees, the company, and …

“Machado Meyer is a law firm based in São Paulo, Brazil, with branches in other capitals of the country. Specific teams of the firm, consisted of partners and associates from different locations, have been allocated in other cities to deal with crisis management, in connection with major events that took place recently in Brazil. This panel aims to share the experience of Machado Meyer’s LGBTQ+ leadership and employees that are working in these cases an are allocated in different regions of the country. The discussion will consider Brazil’s well known social inequality and multicultural influences, which leads to different challenges in multiple regions regarding diversity (not only for LGBTQ+ people, but also for ethnic-racial and gender equality …

A roundtable discussion covering how to create an Executive Council with out LGBT+ executives within your company. Executive councils supplement traditional Employee Resource Groups to further action and strategy within the company. This also includes how LGBT+ Executives can sponsor others to further their …

Many members of the LGBTQ community suffer from addictive disease or other mental health issues and receive help from corporate health insurance plans or supportive work colleagues in a crisis. However, when returning to work some find very little support. This panel will open discussion around personal experiences, what some companies offer as support on return to work, and open discussion around what can companies do better and what are best practices. …

2020 has tested the strength and resilience of our community, and achieving full inclusion has never been more important. Join as Out & Equal CEO Erin Uritus delivers a powerful closing keynote about building cultures of belonging during the pandemic and …

Breaking down the stigma around mental illness is an important part of fostering inclusion and belonging in the workplace. This is especially true for those who identify as LGBTQ+, as they are more likely than their peers to experience abuse, bullying, and mental health challenges. This dialogue among a variety of LGBTQ+ individuals and allies will explore ways that we, and the community, can all better support an inclusive workplace. Panelists will share how their journeys have changed over time, what victories or obstacles they’ve experienced, and how fearfully but bravely made career changes can lead to better days. This is intended to be an in-depth discussion on individuals’ journeys with mental health and their careers, a discussion of resources and benefits available (both at Capital One and in the community), as well as allow time for audience Q&A. Panelists will be composed of members of the LGBTQ+ community and allies. Panelists will share how their journeys have changed over time, what victories or obstacles they’ve experienced, and how fearfully but bravely made career changes can lead to better days. We anticipate that the discussion will also highlight how even after you finally land in a “”better”” situation at work, the potential to experience setbacks remains possible. For example, you may find yourself battling feelings of guilt, inadequacy and frustration in a new role more than ever. Uncomfortable feelings attributable to your mental health can subsist after making a career change. The inherent growing pains associated, however, should not discourage us from growing in our personal and professional …

Your company loves to give back. You have yearly events to paint houses or clean parks. You know you are making a difference, but want to offer more – so what’s next? In this session, we will discuss how you can use skills-based volunteering events to leverage your teams, and the skills they’ve mastered, to make an incredible impact on your local community in just a few short hours. In this time of social distancing and small gatherings, we will show you how to run this type of event digitally! …

Do you want to know what other ERGs are doing to support their LGBTQ+ communities? Do you want to take your ERG to the next level? We have the answer for you: building a regional cross-company LGBTQ+ ERG Alliance. Come hear why and how the Silicon Valley/San Francisco LGBTQ+ ERG Alliance was formed. You’ll also hear about the 45+ companies we represent, how we’re organized and manage ourselves, and the work we’re doing to improve the success of our ERGs in our area and to help our community. One of our members called this work “nourishment” – working with like-minded, culture-changing colleagues provides hope, information, and drives action. Come discover how you can do this in your …

In response to the pandemic and social uprisings, companies have scrambled to highlight their workplace diversity and inclusion practices and show support for POC, and especially black, communities. Much of that has not been what people/communities of color asked for. Based on being in leadership at a dozen POC-serving nonprofits, running a network for LGBTQ professionals of color, and working with hundreds of primarily Black/Brown entrepreneurs, this presentation outlines meaningful strategies that companies can readily implement to actually support and empower black and brown communities, center LGBTQPOC employees, and address workplace diversity and inclusion …

Love is often called the “universal language understood by all,” and is the foundation of the LGBTQA+ community and identity. While love is a universal language, there isn’t a one-size-fits-all definition to love, and not everyone feels love the same way. In this panel, you’ll see love from the perspective of two LGBTQA+ groups who take different approaches to the concept: the asexual community and the aromantic community. You’ll also learn about the split attraction model, which these groups use to separate romantic attraction from sexual …

Come and listen as University of Phoenix discusses how it has strategically used diversity/equity/inclusion topics to partner and influence change with municipal, organizational and corporate alliances as well as to advance key regional equity initiatives. Listen as panelists share their experiences working with the …

Learn how a traditionally conservative Midwestern company expanded their benefits to be more inclusive of all family types and situations. This interactive workshop will walk through two employee led business cases: changing maternity leave of 6-8 weeks and paternity leave of 2 weeks to 6 months paid leave for the birthing parent and 4 months paid leave for the non-birthing parent and adding domestic partner benefits. Attendees will be encouraged to think through issues at their companies as we share our process to build better benefits for …

Global partnerships are a key part of sustainably advancing LGBTQ+ equality in a way that effectively leverages each partner’s expertise and perspectives. Earlier this year, Out & Equal and the LGBT Chamber of Commerce of Argentina (CCGLAR) announced a new strategic partnership aimed at growing the number of Argentinian workplaces where LGBTQ+ employees can show up as their authentic selves and belong. The partnership includes a series of contextualized Spanish-language toolkits and guides, educational virtual sessions and workshops, as well as an upcoming self-evaluation tool on LGBTQ+ workplace inclusion – the first of its kind in Argentina. Join Out & Equal, CCGLAR, and American Airlines for this engaging discussion and case study of successful partnerships in …

Agile and Design Thinking have often been used as frameworks to manage technical projects and provide solutions to complex problems. Unbeknownst to many, together, these form a powerful tool that designs one’s leadership experience to be user-centric revolving around key values of respect, empathy, courage, trust and openness which if paired with agile practices make for an inclusive leadership …

Through discussions with parent allies and with LGBTQ people in their own parenting journeys, Prism has captured the importance and intersectionality of the parenting community and being LGBTQ in a way that encourages authenticity and belonging. Verizon Prism will be sharing best practices around capturing this inclusion and culture by providing insight and guidance on the planning process and execution of this …

In the last couple of years the world’s entire workforce has evolved to new ways of working leveraging on technology and the same can be said about a very important function, HR. As most of the world evolve to digital HR, it is important that it anchors on Humanity bringing employee experiences in to its center. This presentation will talk about digitization of HR that continues to anchor its roots for inclusion to drive this continuous …

Asexuality is often referred to as the invisible orientation, and its one that most people don’t realize exists. Join our panel to learn what Asexuality is and what it means to identify as Asexual! Our panelists will be sharing life stories and confronting some of the myths and misconceptions that they have faced in accepting and embracing their …

All volunteer-based organizations, regardless if they are community non-profits or corporate resource groups, suffer from the common problem of volunteer fatigue. Do you find the same few people doing all the heavy lifting? Do you have trouble keeping volunteers active and engaged? Are you struggling to build a robust leadership pipeline? If you answered yes to any of these questions, this workshop is for you. Join PFLAG and Dow as they cover key strategies for understanding and engaging your volunteer population to develop empowered teams built on trust, transparency, and accountability who are ready to tackle your organization initiatives and feed your leadership pipeline. Throughout this presentation, you will learn how to recognize the needs and barriers of your volunteer population, how to create inclusive volunteering opportunities that will attract, develop and reward your volunteers, as well as how to augment your organizational structure to feed your talent pipeline and leverage the strengths of your volunteer pool. Without a supported volunteer network, many organizations eventually collapse; don’t let that happen to yours by attending this inspirational and interactive presentation on activating …

Discover the ways your LGBTQ+ ERG/BRG can influence your company’s Supplier Diversity program. Learn how to engage your CPO/procurement function and understand basic corporate spending. Create an “outsized” impact on LGBTQ+ acceptance and social equality by leveraging all buy-side business transactions to drive positive change in our …

Out & Equal’s CV Viverito holds a global discussion on navigating nonbinary identities in four different …

An overview of the Out & Equal Global Hub. Includes a demo of the site which walks through: Updating Your User Profile Responsibilities of Company Administrators Accessing and Uploading Resources Community Message Board ERG Registry Events …

This is “Getting Smarter: The Importance of Learning and Sharing Inclusive LGBTQ+ History, with Blair Imani,” the fourth talk released as part of Out & Equal’s Intersectional Learning Series, part of our larger Practitioners for Change program that’s powered by Capital One. Blair Imani is a critically acclaimed historian, author, educator, and influencer. Her scholarship spans the subjects of intersectionality, gender studies, race and racism, sociology, and United States history.  The New York Times praises Blair Imani’s unique ability to create “progressive lessons with vibrant visuals and a perky, quirky delivery.” She is the author of Read This to Get Smarter: about Race, Class, Gender, Disability, and More (2021), Making Our Way Home: The Great Migration and the Black American Dream (2020), and Modern HERstory: Stories of Women and Nonbinary People Rewriting History (2018). You can learn more about Imani by visiting blairimani.com and joining her on social media …

“The Wake Up: How to Create Real DEI Transformation, A Conversation with Author, Michelle MiJung Kim, and Michelle Meow,” is part of the Intersectional Learning Series, part of Out & Equal’s larger Practitioners for Change program that’s powered by Capital One. As practitioners in the DEI space, we know that achieving lasting DEI change is hard work. You’ve probably had a conversation with someone who says, “I really want to be a good ally, but…” That “but” often leads to fears about saying or doing the wrong thing, or not doing or knowing enough to make a big impact. How can you respond in a way that supports, educates, and inspires that person to overcome their fear or insecurity and take action? Michelle Mijung Kim, CEO and Co-Founder of Awaken, and author of “The Wake Up: Closing the Gap Between Good Intentions and Real Change,” has answers. Join Michelle Meow (Producer and Host of the Michelle Meow Show) and Michelle MiJung Kim for a deep dive into what it takes to go beyond performative allyship to enact real transformation within ourselves and our organizations. Through her four key principles (grounding, orienting, showing up, and moving together) Michelle MiJung Kim will not only build up your own capacity for change-making, but give you the tools to inspire others to act, …

On April 21st Out and Equal kicked off our Practitioner Well-being Series powered by Capital One. The session was led by Zander Keig, LCSW, and started with a breathing exercise that helped the group release tension and center on the topic. The session covered the fundamental concepts of being Trauma Informed, including the Three E’s of Trauma and the 6 Guiding Principles of Trauma Informed Practice. We also discussed the Adverse Childhood Experiences Study (ACES), which established how childhood trauma can impact the health and wellbeing of people throughout their lifetimes. Zander then shifted to talking about how implementing these concepts as a practitioner or supervisor allows us to better understand and manage our relationships with people in our workplaces. Utilizing this approach reduces worker burnout, promotes retention, and enhances worker …

“Building Allyship, Building Action: Best Practices for Nonbinary Workplace Inclusion” is a part of the Intersectional Learning Series, part of Out & Equal’s larger Practitioners for Change program that’s powered by Capital One. Join Out & Equal’s subject matter experts for an in-depth conversation about nonbinary identity and the allyship actions that you can take to generate real, impactful change at your organization. Moderated by our CEO Erin Uritus, Building Allyship, Building Action is a conversation between Out & Equal’s own nonbinary subject matter experts: CV Viverito (They/Them), Deputy Director of Global Programs & Stakeholder Engagement; Rebecca York (They/Them), Manager of Learning & Development; and Phoenix Durant (They/Them), Learning & Development Sr. Associate. Our panelists (all of whom are nonbinary or expansive gender-identity subject matter experts) will explore the intersectionality of nonbinary identity (across age, race, education, and more), and learn what you can do to continue to foster communities of belonging for nonbinary people. In this inaugural session, practitioners will hear first-hand about the breadth of nonbinary experiences, the challenges of being nonbinary and navigating a binary workforce, and best practices for creating a more inclusive …

On May 5th, Out and Equal continued our Practitioner Well-being Series led by Zander Keig, LCSW. This session covered the fundamental concepts of emotional intelligence, including self-management, self-awareness, social awareness, and relationship management. Zander emphasized how honing your emotional intelligence skills can improve your work performance and overall quality of life. Participants were invited to share what challenges they have faced when responding to a difficult work situations and what goals they have for strengthening their emotional responses. Zander provided guidance on regulating emotions, communicating with employees, and better understanding where we can improve to create better workplaces for …

“Bringing your Whole Self to Work: Unpacking Covering & Intersectionality in the Workplace” is a part of the Intersectional Learning Series, part of Out & Equal’s larger Practitioners for Change program that’s powered by Capital One. “Bring your whole self to work” is a phrase you’ve likely heard time and again in DEI spaces. But what does it really mean in practice? Join Out & Equal’s Senior Director of Learning and Development, Isabel Porras, to learn how to turn this vague call to action into a real, tangible practice. The secret? It starts with learning more about our identities, and the ways they interact with the spaces and people around us. Practitioners will develop a greater understanding of their own dimensions of diversity, learn what “intersectionality” is, and expand their own change-making capacities through interactive and dynamic group exercises. Participants will also learn how to start facilitating these conversations internally, so that everyone feels empowered to bring their whole selves to …

Join as Corina Hendren, Global Impact Programs Manager, demonstrates the site’s features, provides support on initial engagements, and engages users in interactive activities to get started in the Global …

Companies operating globally face different challenges and constraints, making it desirable to tailor programs strategically. Those challenges come from legal, cultural, and political frameworks in each country. An Oracle Pride Employee Network (OPEN) Executive Sponsor has created a heat map that compares the environments for LGBTQ+ communities in different countries, with weighted scores related to same-sex marriage, benefits, non-discrimination policies, and adoption rights. This tracker also rates Oracle’s own efforts within the regions. The results can inform priorities, policies, and strategies for high-impact outcomes as new programs are launched to enhance the LGBTQ+ employee experience. Hear from the OPEN ERG Global Co-Chair, JAPAC’s Executive Sponsor, the LAD Senior Manager of Diversity Programs, and an EMEA Engagement Strategy Manager. These Leaders representing Oracle’s four Global Regions will compare goals, strategies, and programs across their geographies, and consider how the heat map insights may inspire new …

Neurodivergent people provide a unique lens on essential business functions including diversity of thought, problem-solving, creativity, and innovation. As employers seek to expand their DEI efforts, leveraging the advantages of those whose cognitive function diverges from societal norms can become a competitive advantage. Research indicates that neurodivergent individuals are more likely than neurotypical people to identify as LGBTQ+, which also opens important questions about intersectionality in recruitment, development, and retention strategies. Join this esteemed panel to explore “coming out” and the impact of disclosure, learn best practices for fostering neurodiversity in the workplace, and explore intersections between neurodivergent and LGBTQ+ inclusion …

“This session draws from the experiences and expertise of leaders in LGBTQ inclusion from across Latin America to identify both the main challenges and opportunities for creating cultures of belonging in the workplace. Public advocacy and meaningful commitments and actions towards greater DEI on behalf of multinational, regional, and national businesses have become more commonplace over the past several years, which has had ripple effects on internal culture and everyday experiences at work. Unique perspectives from multiple countries and industries throughout Latin America will provide a rich dialogue around topics such as inclusive language in Spanish and Portuguese and navigating shifting cultural and legal …

“Halfway through 2022, over 300 anti-LGBTQ bills had been proposed in the US, with the majority aimed at the trans community and trans youth in the South. Texas emerged as ground zero for the most striking anti-LGBTQ rhetoric and propulsion of harmful bills. In this session, we go behind the scenes to hear perspectives on how business change agents are calibrated internally, the direct impact on the workforce, and our collective thinking moving forward. We will also focus on the power of personal stories in generating impact throughout multiple spheres of influence, as well as practical steps that companies can take to provide leadership and support in light of these attacks on the LGBTQ community.” …

How do you become a leader in Diversity, Equity, and Inclusion? We’ll explore three ways to become an effective DEI leader with perspectives and recommendations from the Tech, Beverage, and Finance industries. Through a facilitated workshop, three DEI professionals will discuss their journeys to becoming leaders in this space. They’ll share practical guidance on the actions you can take to embed DEI further into your career, regardless of your industry, professional background, or expertise. This interactive session will be led by leaders from Boston Beer Company, JPMorgan Chase, and Oracle and highlight experiences from Spain, the UK, and the US. Through participatory exercises and tangible examples, these leaders will share what they’ve learned from their DEI career paths and offer candid advice they wish they’d received at the beginning of their own career journeys. The session is open to all, regardless of your professional discipline or career …

In the world of mergers, acquisitions, and divestitures, ERGs can easily become resource challenged. Dow, DuPont, Corteva, and IFF have all been linked together moving business units between our four companies. Despite these major changes, all four organizations have achieved continued excellence in Inclusion, Diversity, and Equity by capitalizing on best practices from our sibling companies, tapping into the power of people, and harnessing the agility needed in our corporate cultures to quickly react to changing global …

Throughout the CEI’s two-decade history, new criteria have been periodically introduced to ensure more robust, inclusive policies for LGBTQ+ workers—this year marks the next chapter in the tool’s evolution. HRC Foundation’s newly created CEI criteria will focus on expanding gender-affirming healthcare and workplace policies, ensuring equality in LGBTQ+ family formation benefit offerings, centering LGBTQ+ intersectionality through training and data collection best practices, and more—setting a new standard for LGBTQ+ equality in the …

What, if anything, is corporate America’s responsibility when it comes to moving the needle on LGBTQ equality and inclusion? And with more businesses jumping into the political fray, how can they navigate divisive issues and criticisms of “pinkwashing” and “woke” capitalism? MSNBC anchor Lindsey Reiser leads a panel discussion on these issues and how they’re affecting business leaders, employees, and the LGBTQ community more …

Too often, examinations of LGBTQ+ leadership are retrospective, that is, we are hearing from an out CEO or other C-suite leaders once they’ve made it to the highest echelons of business. In order to understand the challenges and the diversity of experiences in LGBTQ+ leaders, it’s vital to engage people who may not be present in the highest levels of business but are leaders on the rise in their careers. In this unique panel, we begin with a senior leader’s reflections on his own career and navigating his LGBTQ+ identity, then move to a diverse set of emerging leaders from a cross-section of industries to learn from their experiences and …

A candid conversation with partners from JPMorgan Chase, Accenture, and IBM about the value of offering gender-affirming health benefits. This session will explore the challenges and successes in each organization’s journey to secure gendering affirming health benefits for employees, as well as what’s next in their efforts to expand gender-affirming care for their global workforce across the …

The remote revolution and the Great Resignation have changed the workforce in significant ways, with long-term impacts that have created a new vision for the future of work. Recent data shows that nearly two-thirds of those who left their job did so to have less trauma or stress – indicating more people opting for an escape from their current realities rather than the pursuit of a promotion or more money. Through these same studies, we also see that the “great resignation” more greatly affects those with historically excluded identities, who in some cases, risk everything to free themselves of stress, discrimination, and unfair treatment. The Great Resignation has shown us that employees, especially those from marginalized communities, are not going to stay at a company that does not create truly inclusive, respectful, and flexible work environments. Join this panel of experts to take a deep dive into how companies can protect and support their employees to experience the greatest sense of belonging and …

Since Russia launched its devastating invasion of Ukraine, more than 16 million Ukrainians have been displaced, including thousands of LGBTQI+ individuals. Today, the crisis is far from over; longer-term recovery is just beginning. Many non-profits – including Alight and ORAM – have stepped in to provide needed support, housing, and access to essential services. Airbnb.org and Deutsche Bank are among the corporations and organizations that have also shown important solidarity with and support for displaced Ukrainians. Currently, Airbnb and Airbnb.org are funding short-term housing for up to 100,000 people fleeing Ukraine through partners like Alight and ORAM, and Deutsche Bank is supporting ORAM’s efforts to develop longer-term solutions for LGBTQI+ Ukrainians. This session will examine the ongoing challenges facing displaced people – and LGBTQI+ Ukrainians in particular – and discuss innovative ways for corporations to engage meaningfully in support of these vulnerable but resilient communities now and into the future. …

Before every flight, we hear, “Secure your own oxygen mask first before assisting others.” When faced with danger or turbulence, we need to recognize that we are most effective when we recognize and address our needs first, before others. As diversity, equity, and inclusion practitioners take on the hard work of nurturing a culture of belonging, we are faced with increased challenges— from a global pandemic that disrupted how we live and work, to the trauma of racist violence making up headline after headline. As DEI leaders continue to tackle these pressing challenges, how do we build resilience in ourselves and our teams? What strategies for self-care are most effective in combating burnout? How do we manage our emotions and those of our teams when dealing with sensitive issues, such as trauma? Join DEI practitioners for a frank and personal conversation about their …

LGBT+ self-ID has been a part of surveys and HR systems for years, yet many of us still face difficulties and barriers to implementing it, engaging people to self-ID, and using the information. Join us in this two-workshop series which will first host a discussion on evolving self-ID questions and response options to be more fully inclusive, fueling the adoption of self-ID and then using the data to inform strategies and prioritize programming. We will then convene into breakouts post-summit to discuss recurring challenges, identify best practices and capture key takeaways from how our workshop can enhance a self-ID guide that is under development by an inter-company consortium working with …

Learn how JPMorgan Chase’s Office of LGBT+ Affairs implemented a Surround Sound strategy to truly maximize the partnership opportunities with select, strategic non-profit organizations globally. Taking a Surround Sound approach has ensured organizations benefit from JPMorgan Chase’s full suite of philanthropic offerings and technical solutions. Hear directly from a non-profit partner and their JPMorgan Chase relationship manager as they discuss the creative and non-financial ways they’ve collaborated to advance the non-profit’s mission while equally providing opportunities to JPMorgan Chase and its employees to engage with the non-profit and their constituents. You’ll also hear from the program leads of various philanthropic partnerships across JPMorgan Chase, including their strategies to serve the needs of the non-profit and the people they serve, while at the same time enhancing JPMorgan Chase’s own culture of …

Breaking down the idea that reproductive health is a “women’s issue,” we must recognize that many LGBTQ people – including lesbian, bi+, and queer women, trans men, intersex people, and nonbinary and gender non-conforming folks – can become pregnant. The Dobbs decision poses a unique set of challenges for women and LGBTQ people. State regulations on abortion will vary greatly from state to state and companies are having to grapple with a patchwork of state laws in the different places where their employees live and work. Join this conversation as we examine what our next steps should be regarding adjusting policies around benefits, travel/relocation assistance, and privacy, as well as ensuring that we create cultures of belonging for …

Art – be it paint and canvas, film, spoken word, or music – has been used throughout time to record history, cultivate imagination and inspiration, and provoke social and individual transformation. Art and activism share some of the most important motivations: communicating new and bold ideas, questioning the status quo, giving life and meaning to a cause, and acting as a call to action. Join us in learning more about the experiences of three talented and groundbreaking queer artists from around the world and how we can harness their message to inspire change in our lives and at our …

In 2022, Boeing earned a perfect score of 100 on the Human Rights Campaign’s Corporate Equality Index, an important milestone and U.S. benchmarking tool on corporate policies, practices, and benefits pertinent to LGBTQIA+ inclusion. Reaching this milestone, required persistence and dedication to implementing policies, practices, and strategies that create and further build a culture more inclusive and embracing of the LGBTQIA+ Community. During this panel conversation, Boeing Leaders will share strategies and lessons learned during its journey of creating a more inclusive culture for the LGBTQIA+ …

Has your company created space for your Bi+ employees? Bi+ people make up over 50% of the LGBTQ+ community and require their own programming, events, and resources. Dell Technologies has spent the past 2 years building out a global Bi+ support group along with a governing council, who provides regular presentations on what the Bi+ experience looks like in and out of the workplace. In this collaborative workshop, we will share our best practices and lessons learned and then we will brainstorm together on how we can push forward for what we hope to accomplish in the future. Attendees will leave with a clear action plan for starting a Bi+ space within their ERGs/BRGs, along with connections for post-Summit collaboration and …

We all want to change the world. And you can in big ways with intercompany partnerships. How can companies partner to use their collective knowledge and influence to accelerate equitable corporate and industry practices? Through employee resource groups (ERGs), as they evolve to impact business strategy. Accenture and CVS Health’s LGBTQ+ Health Equity Speaker Series partnership changed leadership perception about ERG’s ability to influence public awareness and human experience. This groundbreaking series provides deep insights and resources on topics like transgender health and mental well-being while featuring prominent guests like HHS Assistant Secretary Admiral Rachel Levine. This interactive session will review the evolution of ERGs and Accenture and CVS Health’s partnership. Then, audience members will join a design thinking exercise on finding intercompany partnerships–the same process that sparked Accenture and CVS Health. Attendees will leave with a toolkit to jump-start discussions and partnerships for their own organizations. …

When the impact of executive visibility is made meaningful by human connection and stories, the change is long-lasting and becomes part of the DNA of our inclusion efforts. In this Fireside Chat with Moriaki Kida, Chairperson & CEO of EY Japan, and Deena Fidas, Managing Director & Chief Program and Partnerships Officer, Out & Equal we will learn about Mr. Kida’s unlikely journey to becoming the first openly gay CEO of the firm and one of the few out leaders of his stature in the APAC region. In this wide-ranging conversation, we will also unpack how personal narratives act as some of our most powerful means to influence, teach, and inspire. In addition to leveraging personal narratives, this session also explores how APAC DEI strategies require a pluralistic, glocalized (global + local), and flexible approach, as well as practical steps to leverage both forward momentum and recent setbacks for further …

If you follow corporate involvement in Pride, you’re hearing about the importance of year-round engagement. When Pride months end, how can companies and brands continue to show meaningful support? LGBTQIA+ people exist 24/7/365 and don’t manifest in June only to disappear for 11 more months in July but many companies struggle to navigate what consistent engagement outside of celebrating Pride in June actually looks like — when it stops being “Pride marketing” and becomes “authentic LGBTQ+ engagement.” Hear from two industry leaders, John Lake from Wells Fargo and Matthew Conrado from PepsiCo/bubly, as they share their stories, insights, and lessons from their award-winning authentic engagement with the community, and Matt Wagner, vice president of leading LGBTQIA+ marketing agency Target 10, who will illuminate key learnings and best practices from the agency’s two decades of experience in the LGBTQ+ community. Click here for the Wells Fargo slide …

How does an organization reconcile one’s history or very public mistakes? How do you rebuild trust with a community when good intentions have gone wrong? Join Uber in an interactive and transparent discussion of their own company’s journey as the world’s largest on-demand ridesharing company and their responsibility to influence and make the world a better a safer place. Uber will explore the weight of evolving a brand from its past, the risks and challenges that high-touch technology companies face, and how to transform an organizational culture from accountability to ownership. Click here for the slide …

How does an organization reconcile one’s history or very public mistakes? How do you rebuild trust with a community when good intentions have gone wrong? Join Uber in an interactive and transparent discussion of their own company’s journey as the world’s largest on-demand ridesharing company and their responsibility to influence and make the world a better a safer place. Uber will explore the weight of evolving a brand from its past, the risks and challenges that high-touch technology companies face, and how to transform an organizational culture from accountability to ownership.   Click here for the session …

This presentation was featured in July 1st and Beyond: Navigating Consistent Engagement with LGBTQIA+ Consumers & Communities. If you follow corporate involvement in Pride, you’re hearing about the importance of year-round engagement. When Pride months end, how can companies and brands continue to show meaningful support? LGBTQIA+ people exist 24/7/365 and don’t manifest in June only to disappear for 11 more months in July but many companies struggle to navigate what consistent engagement outside of celebrating Pride in June actually looks like — when it stops being “Pride marketing” and becomes “authentic LGBTQ+ engagement.” Hear from two industry leaders, John Lake from Wells Fargo and Matthew Conrado from PepsiCo/bubly, as they share their stories, insights, and lessons from their award-winning authentic engagement with the community, and Matt Wagner, vice president of leading LGBTQIA+ marketing agency Target 10, who will illuminate key learnings and best practices from the agency’s two decades of experience in the LGBTQ+ community. Click here for the session …

Paying it forward. How to increase your talent pool at the intersections of LGBTIQ+ inclusion and corporate citizenship. In this session, we will learn how corporations can create programs to engage with NGOs and civil organizations to reach and attract LGBTIQ+ talent that sometimes is difficult to find. Click here to access the …

The following is the slide deck from Accenture’s 2020 Summit Workshop, “Reverse …

Learn how JPMorgan Chase’s Office of LGBTQ+ Affairs implemented a Surround Sound strategy to truly maximize the partnership opportunities with select, strategic non-profit organizations globally. Taking a Surround Sound approach has ensured organizations benefit from JPMorgan Chase’s full suite of philanthropic offerings and technical solutions. Hear directly from a non-profit partner and their JPMorgan Chase relationship manager as they discuss the creative and non-financial ways they’ve collaborated to advance the non-profit’s mission while equally providing opportunities to JPMorgan Chase and its employees to engage with the non-profit and their constituents. You’ll also hear from the program leads of philanthropic channels across JPMorgan Chase, including their strategies to serving the needs of the non-profit and the people they serve, while at the same time enhancing JPMorgan Chase’s own culture of …

JPMorgan Chase is one of the few companies in the world to have formally appointed a Managing Director to the position of Global Head of LGBTQ+ Affairs, along with a full-time, dedicated team to execute on a global LGBTQ+ delivery agenda. The result of this dedicated appointment is a firmwide, global strategy focused on our employees, clients, businesses and communities. Our global strategy also ensures all firmwide LGBTQ+ activities including those managed by our PRIDE ERG, LGBTQ+ Executive Forum and various Business aligned LGBTQ+ networks ladder up to the strategy and are focused on agreed to and prioritized goals and objectives. Review this resource to learn how they have continued to build out this team and global strategy and what they’ve been learning and adjusting along the …

Leverage the brand new resource, That Song is Already 10 Years Old?!: Intergenerational Reference Points, LGBTQ+ Leadership, and You to spark meaningful, story-based conversations within your team or ERG. Created as part of the Next Gen Initiative, powered by Bank of America, this meeting in a box will provide you with everything you’ll need to foster connection across generations. Timeline …

Accompanying timeline for That Song is Already 10 Years Old?!:Intergenerational Reference Points, LGBTQ+ Leadership, and You …

Advocates from Latin America discuss a roadmap for progress in the …

This toolkit was presented in a 2022 O&E Summit workshop hosted by Qurate Retail Group. This document is intended to help transgender team members, their managers, colleagues, and their HR team to anticipate and competently navigate transgender workplace considerations as they arise. This template does not capture every possible scenario, however, it provides information on where and how to start in many …

Transgender toolkit created to support our employees transition in the workplace.  Introduced in …

Global Forum: The Bonds We Forge Together – was a shared forum for leaders all over the world hosted on Thursday, June 23, 2022. The Global Forum brought together hundreds of LGBTQI+ and ally professionals to take on a unique cross-generational approach to Pride and LGBTQI+ workplace inclusion. …

This session, “Right Within: How to Heal from Racial Trauma in the Workplace, with Minda Harts,” marks the fifth installment of Out & Equal’s Intersectional Learning Series, part of our larger Practitioners for Change program that’s powered by Capital One. Marginalization at work can take a toll on our productivity, sense of belonging, and trust in our voices and capacity. In short, marginalization can be exhausting, and it often leads to burnout. How can we break this cycle? Join author, speaker, and founder/ CEO of The Memo LLC, Minda Harts, as she helps us answer this question. This session is for anyone who has felt isolated—in any way, shape or form—in the workplace, and for anyone trying to make sure no one feels this way in the workplace! Minda is an advocate of women of color in the workplace who, prior to founding The Memo had a 15-year career in fundraising. Today, she also provides thought leadership as a Career Advice Columnist for Well & Good, she runs a podcast called “Secure the Seat,” and serves as an Adjunct Assistant Professor at NYU Wagner. She’s been featured on MSNBC’s Morning Joe, Fast Company, The Guardian, Time Magazine, the Wall Street Journal, and more. Based on her new book, Right Within, this session will help us understand how to begin strengthening our resolve and begin finding our voices in difficult situations. Click here to access the corresponding …

This resource accompanies the Right Within: How to Heal from Racial Trauma in the Workplace with Minda Harts session, which can be accessed here. Marginalization at work can take a toll on our productivity, sense of belonging, and trust in our voices and capacity. In short, marginalization can be exhausting, and it often leads to burnout. How can we break this cycle? Join author, speaker, and founder/ CEO of The Memo LLC, Minda Harts, as she helps us answer this question. This session is for anyone who has felt isolated—in any way, shape or form—in the workplace, and for anyone trying to make sure no one feels this way in the workplace! Minda is an advocate of women of color in the workplace who, prior to founding The Memo had a 15-year career in fundraising. Today, she also provides thought leadership as a Career Advice Columnist for Well & Good, she runs a podcast called “Secure the Seat,” and serves as an Adjunct Assistant Professor at NYU Wagner. She’s been featured on MSNBC’s Morning Joe, Fast Company, The Guardian, Time Magazine, the Wall Street Journal, and more. …

This session, “Creating an Inclusion Revolution: Best Practices for Dismantling Racial Inequality in the Workplace, with Daisy Auger-Domínguez,” and its accompanying resource marks the fifth installment of our Intersectional Learning Series, part of Out & Equal’s larger Practitioners for Change program that’s powered by Capital One. As the field of Diversity, Equity, and Inclusion continues to evolve, we practitioners continue to face questions about the true impact of this work. Do ‘diversity trainings’ actually promote change? Are our programs making a tangible impact? Why work towards racial equity when we could just aim for a “colorblind” workplace culture instead? In short, how do we produce real change? To help answer these questions, we’ve invited an expert in dynamic, executive leadership: Daisy Auger-Domínguez, Chief People Officer at Vice Media, and author of the book, “Inclusion Revolution: The Essential Guide to Dismantling Racial Inequity in the Workplace.” In this pre-recorded talk, Auger-Domínguez gives us frank answers to why popular efforts fail, and shares the definitive roadmap for revolution through her dynamic step-by-step process: Reflect, Visualize, Act, and Persist. She also offers a blueprint for creating real, lasting change in our …

Pride Month is celebrated every year in June, commemorating the anniversary of the Stonewall Riots. As you gear up for this year’s Pride celebrations, whether you are gathering safely with your community in-person or you are enjoying virtual Pride activities, it’s important to remember the core tenets of Pride: People, Resilience, Information, Diversity, and Expression. The following Out & Equal guide provides a set of ideas, tools and engagement points for Employee Resource Groups everywhere to utilize in building and supporting both virtual and in-person Pride engagements this …

Les invitamos a consultar nuestra guía sobre cómo usar el lenguaje inclusivo y nuetro para practicar una mayor inclusión laboral para las personas LGBTQ+ y crear espacio para todes en nuestras …

A report by the IBM Institute for Business Value (IBV), Out & Equal Workplace Advocates, and Workplace Pride provides information on workplace discrimination faced by the LGBTQ community. It also provides tangible actions that employers can take to address the troubling findings. The report is the result of a two-part study: (1) a survey of more than 6,000 United States-based professionals, and (2) a facilitated digital conversation – called an “Innovation Jam” – that included more than 2,000 business leaders, subject matter experts, and thought leaders from around the …

¿Sabías que la población mundial de personas intersex es más grande que toda la nación de Japón? A pesar de la prevalencia de la variación intersex, muy pocas organizaciones tienen recursos para comprender el “I” en la inclusión LGBTQI+. En asociación con interACT Advocates for Youth y gracias a la colaboración de la Cámara de Comercio LGBT Argentina, lanzamos la guía Cómo lograr la inclusión de personas intersex en el lugar de trabajo, en español. Este recurso es uno de los primeros de su tipo y brinda orientación específica para ayudar a las organizaciones a crear conciencia sobre la identidad intersex y catalizar pasos prácticos para crear lugares de trabajo más inclusivos para todes. …

Around the world, we have seen instances of the business community leading the momentum for LGBTQI+ inclusion, well ahead of legal and societal changes. However, the business community continues to need support in how they effectively navigate broad challenges to LGBTQI+ equality. Out & Equal is proud to release this self-evaluation guide on LGBTQI+ workplace inclusion in an attempt to move beyond checklists and evolve to flexible tools of individual empowerment and organizational change, supporting employers to identify gaps between policy and …

A copy of the presentation used in the Global Hub New User …

Are you tired of explaining the challenges faced by the LGBTQ+ community to senior leaders? Is your LGBTQ+ competency training impersonal and stale? Do you desire a space to give senior leaders insight on real, lived LGBTQ+ experiences? Then we have good news for you! Your organization can accomplish that and more – all while simultaneously giving LGBTQ+ employees a valuable relationship-building experience with leaders. In this session, members of Pride@CNA will share their journey in creating and implementing a successful LGBTQ+ reverse mentorship program. Attendees will hear from both mentors (LGBTQ+ ERG members) and mentees (ally senior leaders) about their experiences in the program and how they’re using what they learned to drive enterprise-wide cultural change. Participants will walk away with an understanding of how to implement their own LGBTQ+ reverse mentoring program and demonstrate its ROI to senior …

A manual on inclusive language in …

The future of work has focused much-needed attention on how best to prepare for the changing nature of the workforce and the workplace. This conversation has taken on added importance with the onset of the coronavirus pandemic that has led to rising unemployment globally and has disproportionately affected vulnerable and marginalised groups and communities. This panel discussion will explore what actions governments, employers, and workers must take to center LGBTQ+ people in the future of work as we build back better from COVID-19. Panellists will explore what challenges the future of work, will bring for LGBTQ+ people and workers, and how they can be …

This 60 Minutes roundtable discussion will cover lessons learned from a book club started and run by Boeing employees interested in doing anti-racism work. The book club started by reading White Fragility and then moved on to Caste: The Origins of our Discontent. The book club is open to all employees and focuses on discussing the books in a meaningful way and providing a safe space for everyone to examine the ways in which they have been shaped by the racist and oppressive culture that is dominant in American (and other) …

“The world needs weird leaders, or we’re all in trouble.”  -Mark Feenstra, The Renormaling Institute This facilitated round table discussion, led by Catherine Kohler (she/her) and Craig Souza (he/him) explores our experience as LGBTQI+ people, our “different-ness”, even our “weirdness” as priceless gifts that we offer to the world.  For allies and those in positions of power we’ll explore creating environments in which the unique gifts of each and every person can be fully expressed. We’ll explore the premise that our different-ness is our superpower, enabling us to see the world in a unique way, bring fresh perspectives, and, by showing up fully giving others the courage to do the same. In Catherine’s words: “If you’re constantly examining and questioning everything about yourself, you can question the world around you, too. With that questioning comes genuine perspective and compassion. And with those, you can change yourself and the …

One benefit of being part of a global organization is the opportunity to work in other countries and regions. Navigating the political and cultural differences can be challenging for anyone, and as LGBTQ professionals, we face a particular set of challenges and opportunities. Is it safe for us to be out? How do we navigate bringing our partners and families? What cultural norms will impact our experiences? How do we find community? Come hear stories from LGBTQ professionals who have spent time working around the globe in a diverse set of …

What an incredible moment in history to be an LGBTQ+ woman. We are everywhere – writing, teaching, organizing, creating, building fantastic businesses. And leading major initiatives – whether in the corporate or political arena, social justice movements, the arts, tech, academia, medicine or law. And yet there is very little data on our lived experiences – on the lives of women who partner with other women. Our community thrives against odds at the challenging intersections of sexism, racism, ableism, homo-, bi-, queer- and transphobias, and yet the relative invisibility and continuing erasure of our true stories continue to haunt even our own LGBTQ+ movement spaces (where racism, ableism, ageism and economic injustice press against us). LGBTQ+ women who partner with women are at a crossroads. We need to be able to access and share data with potential allies and decision-makers. We must equip advocates and allies with concrete information about who we are and how we live, so that workplace design and public policy can “count” us accurately — and in a way that demonstrates deeper commitment and cultural competency. This makes the newly-launched National LGBTQ+ Women’s Community Survey big news. Interviewed by Jennifer Brown, best-selling author on workplace inclusion and LGBTQ+ advocate, the creators of the survey, Urvashi Vaid (she, her), President of The Vaid Group and Executive Director of Justice Work, Jaime M. Grant (she, dyke), Research Director of The National LGBTQ+ Women*s Community Survey, and Clark Brinson is a doctoral candidate in sociology at Emory University, will be giving a presentation and fireside chat that addresses the significant gap in knowledge, policy analysis, organizing, and advocacy pertaining to the life experiences, needs, priorities and challenges faced by LGBTQ+ women, our partners, and families. This is a rare opportunity to learn more about ourselves, our loved ones, our co-workers, and if we are not directly a part of this community, to activate our allyship and center this new knowledge in our efforts to create a more inclusive world. …

JP Morgan Chase is one of the few companies in the world to have formally appointed a Managing Director to the position of Global Head of LGBT+ Affairs, with a dedicated full-time team, to execute on our global LGBT+ agenda. The result of this dedicated appointment is a firmwide, global strategy that ensures our PRIDE ERG, LGBT+ Executive Forum and various Business aligned LGBT+ networks are focused on the same goals and objectives to drive the agenda. Come and learn how they have implemented this new team and how they are building their global …

There are several keys to creating and maintaining a successful LGBT+ BRG/ERG. This discussion seek to open the floor to new / existing BRG leaders who are in need of advise on how they engage and sustain their networks during these …

What does it mean to be intersex? How can you become a supportive employer, colleague, and/or ally? Attendees will learn about intersex realities as well as the similarities and differences with the broader queer community. Concrete steps on how to be more intersex-inclusive in your policies and practices will be examined in this interactive session. The “I” doesn’t stand for “invisible” – come learn …

For LGBTQ+ individuals it can be difficult to represent yourself in a way that is aligned to your core values. In this session you will explore the importance of your own brand and identify ways to connect and influence others in your organization. By the end of this session you will be able to: (1) Identify your Personal Brand, (2) Identify the importance of a brand, (3) Create a brand statement using a simple four-step process, and (4) Identify ways to harness your brand to enable you to be your personal best and advance your career …

Accenture and CVS Health LGBTQ+ ERGs created the LGBTQ+ Health Equity Speaker Series, an episodic set of panel discussions focusing on current health equity and access issues in the LGBTQ+ community. These unique learning assets provide real, relevant, and actionable insights for topics of concern.  The first episode explored the COVID-19 pandemic impact, vaccination, and restoration of healthcare system trust in the LGBTQ+ community.  Moderated by the CVS Caremark Chief Marketing Officer, this session featured expert panelists from Accenture, CVS Health, HRC, and SAGE.  The intercompany team leading this programming continues to gain momentum, breakthrough corporate and community barriers, and build lasting content that serves LGBTQ+ and healthcare professional communities. This session will review the evolution of this intercompany series and partnership.  Attendees will learn about intercompany ERG collaboration experiences, best practices and lessons, and the positive impacts that happen when ERGs from different companies pursue deep, public LGBTQ-centric …

Discussion on the impact and value case for increased attention on LGBTQ-inclusive and gender-affirming health care. Why should companies care about helping employees get access to and navigate inclusive health benefits? What makes benefits more inclusive? Overview of key trends in inclusive and equitable benefits, i.e. Mental Health, LGBTQ Youth & Families, Family Building & Fertility, Gender-affirming care, …

The anti-gender movement has seen a surge in funding, and is frequently interrupting progress on LGBTQ+ equality, specifically trans equality. Sometimes referred to ‘gender ideology’, anti-gender theorists contest the notion of self-identified gender and have attempted to cause divides between the LGB and trans communities. Global employers are now faced with responding to the rapidly growing voice of anti-gender theorists, and confront the challenges that this poses for making progress on trans equality in the workplace. This session intends to support employers with the knowledge and practical steps, to ensure that trans people continue to be fully welcomed and included in your workplaces. We hear the perspectives of Stonewall and FELGTB as well as the voices of global business who come together to explore shared …

This 60-minute executive panelist setting will explore how inclusion of the LGBTQ+ community improves a company’s Return on Equity. This event will contain questions that address the paramount importance why company’s invest in Pride, HRC, etc., address the unique challenges of advocating for LGBTQ+ inclusion, identify personal challenges with investing in the LGBTQ+ community, and touch on current media content that can affect a company’s strategy with pursuing investments in the LGBTQ+ community. Questions from the audience will be welcome for the last portion of the …

The session will focus on LGBTQ workplace equality by discussing why Chevron decided to review and evaluate their United States medical …

Verizon is committed to focusing outward on the customer, ensuring that we are creating a welcoming and inclusive experience for ALL customers. This includes our Transgender and Nonbinary customers. When customers feel valued by and connected to a company, the company distinguishes itself as a leader for diversity and inclusion. Verizon is dedicated to building policies and training that not only protect our valued Transgender and Nonbinary customers, but also celebrate their authenticity.  Verizon Prism, along with John Deere’s Rainbow ERG,(Possibly waiting for approval) will be discussing ongoing efforts to launch a training program, designed for frontline employees, to recognize and better serve our Transgender and Nonbinary …

Leaders integrate supplier diversity goals into their procurement …

The intersection of religion with sexual orientation and gender identity/expression is too often a place of conflict and hurt for many LGBTQ+ people and their allies. The assumption that the confluence of the identities will always end up in conflict often drives interactions and assumptions, in spite of the fact that evidence shows significant growth in acceptance from many people of faith. In this session, we’ll briefly look at experience vs. change trends to understand where opportunity for connection lies, discuss effective strategies for workplace efforts focused on building connections to people of faith, and share powerful skills for navigating conflict when it happens. Participants will then apply these skills to real-world scenarios to develop and sharpen their ability to connect, transform, and build acceptance at …

Over 50 years old and navigating changes your career? Is the younger talent in your industry nipping at your heels? How to stay current and relevant by leveraging your diversity, in today’s challenging …

Intersectionality is an important topic for everyone to understand.  It’s a framework for understanding the complex way that the many aspects of people’s identities overlap, including their race, gender, sexual orientation, class, and more. Intersectionality holds that a person’s various identities do not live in separate vacuums; rather, people exist at the intersections of their identities. Without understanding intersectionality, we can inadvertently or intentionally leave out the most marginalized groups of people. Lockheed Martin will host an intersectionality panel to discuss the intersections between various backgrounds and the LBGTQIA+ community and panelists’ stories of bring authentic selves to work.  You will learn about their personal stories, how multidimensional identities impact inclusive environments, and gaps and opportunities to support inclusion in the …

Share the success and lessons learned from pilot workshops to develop job seeking skills for over 50 people in LGBTQI+ community with special focus on the Trans community. It was a joint initiative between the Pride ERG/I&D and Corporate Citizenship in Argentina, with the support of 40+ Accenture volunteers. The workshop had a mix of online classes, offline resume/LinkedIn reviews from volunteers, 1:1 role play exercises and access to English and digital literacy platforms. Positive ripple effect from volunteering on awareness and commitment with the LGBTQI+ …

Share best practices to increase membership of LGBT+ ERG in LATAM. Structure the ERG Committee in multiple countries and how you may leverage each other to organize event and training in local languages (Spanish and Portuguese). How to involve local communities and get support from governamental …

While we continue our battle against a terrible global pandemic, there is a parallel rising tide of bias, assault and violence against many marginalized Americans. Too often, these episodes reveal patterns of hate towards individuals because of their gender identity and sexual orientation, as well as ethnicity, race and color, faith and disability. For corporate leaders and every workforce, this unacceptable climate infects all of us, and it begs unity and resolution. These issues also mirror an intersection of many diverse identities that touch all companies and all communities. This special and timely roundtable engages several of the nation’s most articulate and respected thought leaders to share examples, messages, milestones, setbacks, success stories and strategies, to address this disturbing and sometimes paralyzing …

Peer to peer connection around issues pertaining to the LGBTQ+ community remains a challenge in the modern workplace. During this session, Ericsson employees introduce Pride Bytes, a new peer-driven framework for sharing and exploring lived experiences to educate and interrogate contemporary issues both within and outside of the LGBTQ community. Ericsson organizes the Pride Bytes framework around 3 foundational principles: Experiential Understanding, Story-Driven Learning, and Safe Space Audience Participation and Feedback. Attendees should expect actionable takeaways empowering them to facilitate similar programs at their own …

Humans share the need to be heard, understood, valued, and respected. Meaningful conversations that connect on these needs can be emotional, especially on topics that are sensitive or about which people have different perspectives. Yet, they are essential to business growth just as they are in nurturing interpersonal relationships. How does creating a psychologically safe business environment enable productive breakthrough conversations that help unleash innovation? Join this lively panel discussion between business leaders from UL, Saab Inc, and IBM who will share examples of how their company’s commitment to LGBTQ+ workplace diversity and protections has enabled them to have breakthrough conversations that repaired or deepened relationships with team members – and ultimately set the foundation for successful …

Bayer’s Inclusion & Diversity (I&D) strategy is designed around four pillars: Culture, Talent, Business and Brand, naturally connecting I&D to the overall business and people strategies as we work to embed I&D in all of the company’s processes and programs. Integrating I&D into all that we do empowers and engages employees to work towards achieving our inclusive and bold vision of Health for All, Hunger for None. During this panel discussion, live polling will be used to engage the audience in the topic of whether an LGBT+ Business Resource Group (BRG) can be effective at creating a great place to work while leveraging a company’s I&D framework, using examples from Bayer’s BRG …

Changing laws and policies can make it challenging for global employers to feel confident that their LGBTQ+ inclusion initiatives are safe, appropriate and impactful. In this session, Stonewall, Europe’s largest global LGBTQ+ organisation, shares their law and policy framework for navigating the  complex legislative global landscape on LGBTQ+ rights.  It provides a foundation to assess the relationship between law and lived experience and guides employers on how to recognise this in the …

What’s in a name? For some transgender and non-binary people, everything. That’s why, in October 2020, Citi partnered with Mastercard to become the first major bank to launch the True Name feature across the U.S., providing transgender and non-binary customers with the ability to use their self-identified chosen first name on Branded credit cards (an option traditionally only available to those who underwent a legal name change) and across customer service channels, including phone, online and mobile access points. During this session, hear best practices from the Citi initiative leads including Product and Marketing colleagues who ignited teams across the organization, and Creative agency partners who helped to bring this feature to …

LGBTQ+ refugees and asylum seekers are some of the most marginalized members of our broader community, facing violence and discrimination based on their sexual orientation, gender identity, race, nationality and immigration status. But they are also some of the most resourceful, authentic and resilient members of our community. As companies and ERGs are increasingly looking for deeper engagement opportunities, this session – led by ORAM and Safe Place International – sheds light on the challenges and opportunities facing LGBTQ+ refugees and provide companies, ERGs and individuals with new engagement ideas that are global, meaningful and …

For years members of the Transmen / Transmasculine community have lived an almost invisible existence in workplace sometimes by choice and sometimes by necessity. Our mentors were often those we followed in social media or in the entertainment world, rarely did we find them in our workplaces. Now thanks to inclusive workplaces, supportive employee networks and Out & Equal each year more of our voices are being heard . We are now choosing to become the people we needed when we were …

If you’re an LGBTQ+ parent, or you are considering becoming a parent via adoption, fostering or IUI, then please join us for a panel discussion on Building a Family and Parenting. You’ll hear insights and stories from several LGBTQ+ individuals who have had direct experience with these topics, including how to locate and navigate workplace policies.  Information on benefits and possible updates in the future will also be included.  There will be ample time for questions during the …

Do you love volunteering, but have felt disconnected from your nonprofit partners due to the pandemic? Are you looking for ways to educate your internal teams on how they can help support community while staying safe at home? To work within these challenges, Target’s Pride+ ERG launched a monthly Spotlight Series — a virtual event that provides a platform for community partners to share their work, spark discussion, and promote ways to get involved. Each month our ERG has partnered with other Target ERGs to plan and promote the event around a theme such as mental health awareness or Black History Month. Joining forces with internal partners allows the LGBTQIA+ community within Target to expand reach and awareness of the work our non-profit partners do in the community every day. Learn from our successes and challenges to build a successful virtual event that keeps your organization connected to community …

We want to move the conversation forward on LGBTQIA+ acceptance by sharing our inclusive OREO marketing campaign in partnership with PFLAG. OREO Brand is Proud to partner up with PFLAG for the second consecutive year to be visible, speak up in support of and stand behind LGBTQ+ youth and their families (biological or chosen), elevating Queer voices while creating playful moments of acceptance through education and a bonus giveaway of limited edition OREOiD for PFLAG boxes on oreo.com/pride #ProudParent #ProudWords https://youtu.be/EpfLklSG2dQ. Mondelēz and PFLAG: Together we created the Proud Parent Campaign, a long-term initiative designed to support PFLAG’s important mission and shine a spotlight on the powerful impact love & acceptance can have on LGBTQIA+ youth. OREO is committed to fostering inclusivity and championing the idea that, collectively, we can help make the world more accepting, affirming, and compassionate place where all families …

The last year has been very challenging, with the rise in systemic racism, anti-AAPI hate and anti-LGBT legislation.  What can we as ERG leaders do to hold our employers accountable for their conduct?  How can we make corporate support for the LGBTQ+ community about more than selling products with rainbow logos and drive tangible change in the way they do business? We’ll talk about how ERG leaders can find their voice on public policy issues, get a seat at the table, and influence senior leadership decision making.  We’ll share a model that balances global impact goals and the need to be “in the room” with policy makers while being true to your corporate culture.  We’ll also introduce a consultative framework on Political Action Committee giving, where ERG leaders partner with Government Relations to evaluate funding recipients based on their positions, voting record, and alignment with company core …

Reverse mentoring has been around for about a decade. It is a great way for established executives, managers, or employees to keep in touch with new concepts, ideas, and language from the next generation workforce. When we focus on LGBTQ+ youth and more specifically, transgender and non-binary young people, we can use the reverse mentoring model to overcome many known barriers to visibility, acceptance, diversity, inclusion, and talent acquisition. This session will take you through the process of setting up a reverse mentorship model at your company specifically focused on transgender and non-binary young people. Presented by the GenderCool Project founders Gearah Goldstein and John Grosshandler and GenderCool Champion Daniel, who successfully completed a reverse mentorship with Intuit. Join us to learn how reverse mentorships will make a profound and measurable impact at your …

LGBTQ+ inclusive board diversity has finally entered the conversation on corporate diversity and governance policy debates. Yet, despite finally receiving attention from business leaders, the media, politicians, and activists, LGBTQ+ board directors (and other minorities) still remain overwhelmingly underrepresented in the boardroom. LGBTQ+ leaders represent a range of other dimensions of demographic diversity, and thus Quorum (Out Leadership’s LGBTQ+ Board Diversity Initiative) and all of our efforts are intersectional by design. As the only global LGBTQ+ certified B Corporation, Out Leadership views its role as the convener of organizations across the LGBTQ+ and diverse communities. Action Leads to Impact: Board representation matters in terms of fairness, effectiveness, and competitiveness. Companies make their most important decisions in the boardroom, including the direction of strategic, business, financial, and labor matters that reach every corner of our economy. Including LGBTQ+ people in these conversations yields positive consequences for companies, the communities they serve, and society at large. When Out Leadership launched Quorum seven years ago, just two companies in the Fortune 500—and no companies outside of the United States—included sexual orientation or gender identity as a metric for board diversity. Since then, Out Leadership has sparked conversations around the world and produced research and guidelines that drove the adoption of LGBTQ+ inclusive policies in 12 additional Fortune 500 …

At Citi, we strive to create a place where everyone can be their true self at work and believe that LGBTQ+ representation in the workplace is key to equality and inclusion. Because of this, we have launched the Citi SpeakOUT project: a collaboration from multiple Citi Pride networks across Americas after attending 2020 Out & Equal which provides monthly LGBTQ+ story-sharing sessions: showcasing and providing visibility to all of the facets of our community, with an emphasis on the intersectionality of underrepresented groups, such as those who identify as non-binary, transgender, veterans, people of color, and individuals with disabilities. During this session you will learn more about how the Citi Pride network teams worked together to design and implement these sessions and key insights into how to make the most out of cross-network collaboration to leverage in your own …

In June 2020, BCG partnered with NYC’s LGBT Community Center (“The Center”) to publish a groundbreaking study on the state of LGBTQ+ inclusion in the US workforce. The report findings were featured in media nationwide and include tangible steps companies can take to foster inclusion for LGBTQ+ employees. Over the past year, The Center has leveraged this research to build a robust corporate inclusion training program, attracting national Fortune 500 companies, nonprofits, and public organizations. Join BCG and The Center for an interactive discussion about how companies can take the next big step forward on workforce inclusion and the role you can play as a leader within your …

It is no surprise to many that the impact of Covid-19 on older LGBTQ adults has been detrimental, not just physically, but mentally, socially, and economically. Pre-Covid 19 data shows that LGBTQ older adults experienced discrimination due to sexual orientation or gender identity. When the LGBTQ individual was African American or Black, experiences of discrimination were higher and often occurred in the workplace. AARP research also illustrates many African American/Black LGBTQ people are proud of their identity, but they often encounter discrimination, and many feel they cannot be themselves in settings typically central to people’s daily leaves. As the pandemic swept through the United States, many LGBTQ people and LGBTQ people of color suffered economic devastation through job loss, loss of businesses, or income reductions. While vaccine hesitancy remains, many parts of the country have a recovery mindset, yet LGBTQ communities and communities of color are still in the eye of the storm. For LGBTQ people and other more vulnerable communities’ sustainable strategies and tactics are needed to ensure that opportunities for economic recovery to the pre-Covid-19 era (or better than pre-Covid 19) are readily available. To be gainfully employed and not harassed because of identity should be a right that all Americans benefit from, and any form of discrimination in the workplace should not be tolerated. This session will be a moderate dialogue of AARP staff members and partners. The panelist will include AARP leadership and will be moderated by Office of Diversity, Equity and Inclusion staff. Audience members will be able to access AARP Research and as questions following the moderated …

Executive Sponsors play a critical role in ERG performance, but many ERG leaders aren’t sure how to engage their Executive Sponsors to drive success. And many Executive Sponsors aren’t sure how to best add value. Join HP’s Global Pride Executive Sponsor and Out & Equal Board Member, Annette Friskopp, and Global ERG Program Manager, Beth Miller, in this interactive workshop to learn how Executive Sponsors can help drive ERG growth and success. The workshop will include a panel discussion with Executive Sponsors who will share their wisdom and experience on how they provide sponsorship that helps their ERGs grow and succeed. Leadership and sponsorship of ERGs is more important than ever. Target audience: ERG Executive Sponsor or ERG …

It is necessary to embrace our own vulnerability and fears to truly empathize with others and thus create a more equitable society. In the corporate sector, the burden of sensitizing a company to the needs of the LGBTIQ+ community often falls to individual LGBTIQ+ employees displaying their personal struggles for the benefit of their colleagues. However, effective leadership–particularly in diversity, equity, and inclusion–likewise demands the same vulnerability. For this reason, I have invited three corporate leaders from the three most important companies in my country (Peru) to speak from the most uncomfortable place: their failures and bad decisions when implementing inclusion and diversity policies for the LGBTIQ+ community. These three corporate leaders will not only show us this more vulnerable side, but they will leave us life lessons. Above all, we will learn to exercise honest leadership, leadership that …

Women must have the opportunity to play a full role in shaping society. There is no textual definition of what a “diverse woman” is because there shouldn’t be. What this expression indicates is that there are women who have multiple identities and can express themselves as best they feel in a society free of prejudices. We must break down the deep-seated historic, cultural, and socio-economic barriers that prevent us from taking our rightful seat at the decision-making table. In this panel, you will have a group of diverse Latin women from Panama, that will share their insights on black, bisexual, lesbian, transgender, and heterosexual life experiences, that you can relate to, connect and apply to any regional or international environment with similar cultural, political, economic, and legislative …

This panel proposes to discuss the importance of intersectionality to achieve LGBTQIAP+ equality in the workplace, focusing in organizational culture’s change. It defends the idea that to effectively include LGBTQIAP+ professionals in the workplace, it is essential to consider the multiple dimensions of discrimination related to gender, sexual-orientation, race, disability and class. The use of intersectional lenses in the workplace can certainly make companies’ organizational culture more diverse and inclusive. This presentation aims: • to address concepts of intersectionality, diversity and inclusion and the importance of implementing practices that consider all three to promote workplace equality; • to offer real-life testimonials of LGBTQAIP+ people and how they experience discrimination in the workplace; and • to discuss possible ways to raise awareness about all intersectionality that can affect LGBTQIAP+ people in the workplace, diminishing discrimination and helping companies to put into practice its commitments related to human rights and diversity, equity and …

Drag performers exemplify what is means to be a leader. As prominent figures in the LGBTQ community, we possess skills and means to influence people, which is the definition of leadership. Leadership in this context is a process within a group that influences the greater population. The goal here is to lead drag into the mainstream as being more accepted. Years ago, drag was not nearly as openly accepted as it is now. Currently there are many shows and volumes of media regarding drag in the mainstream. Drag was frowned upon and significant discrimination against our community occurred. Celebrities like RuPaul had a huge influence in the mainstreaming of modern day drag through his drive and leadership. He possesses a vision of a more accepting world for his community, had talent of speech and built up a trusted following over the years. He also made personalized leadership statements with such catch phrases as, “If you can’t love yourself, how the hell are you gonna love somebody else?” Transformational leaders can show followers the importance of their goals, and to go beyond to fulfill those goals. RuPaul’s Drag Race is an example that helped many drag performers gain mainstream popularity. In this way, Ru also shows himself as a collaborator leader. He shows there is room for shared success. There are ten characteristics of collaborative leaders, including empathy, awareness, persuasion, partnering, influencing, trusting, enabling, inspiring, developing and creating. Collaborative leaders pave the way for their colleagues, and eliminate hurdles to make success easier. All performers will be in …

If you have attended the B.R.A.V.E. Human Leadership™️ programs at past Summits, you have learned how to show up as a B.R.A.V.E. Leader to create a culture of belonging. Now, take the next step to put that model into action by utilizing a reboot of Jen’s flagship program that B.R.A.V.E. was built upon. The Five C’s 2.0 is focused on how to lead in today’s climate and how to do so with compassion and grace by putting your people first. You will learn the driving force behind clarity, curiosity, commitment, consistency and culture and how to utilize these concepts to win the war on talent today. It’s more important than ever to build a culture that not only attracts the right people, but keeps them engaged and happy for a long time to come. If you are leading remotely, or trying to tap into your team’s depleted energy reserves, don’t miss this session. When it comes to building a culture of belonging, it all starts with how you lead from here. Your team will thank you for …

This session discusses how a small update in Dow’s definition of family delivered huge impact in inclusion. In 2021, Dow’s Asia Pacific region broadened its definition of “family” in alignment with local regulations, and enabled employees without a marriage certificate, including LGBTQ+ couples, to access family-related benefits.  A year in the making, the people policy update was initiated by Dow’s employee resource group for LGBTQ+ employees and allies, GLAD, and a strong partnership with the region’s HR total rewards team. This presentation will share the genesis of this ground-breaking development, including learnings and insights that are potentially transferable to other organizations seeking to drive a similar …

Building from an intersectional health equity lens we will share sample workplace transition documents, employee policies, and a holistic framework for how creating a transgender, nonbinary, and gender expansive inclusive workplace belongs in all workstreams and core functions of an organization in order to make lasting positive …

Learn how J.P. Morgan Chase leverages gender expansive talent to build community with employees across the firm in this live interactive panel, featuring the Global Gender Identity and Expression Council (GGIEC). Now incorporated into J.P. Morgan Chase’s new Office of LGBT+ Affairs, the GGIEC (formerly known as the Global Transgender Working Group) has rebranded and expanded to include added focus on internal and external advocacy, non-binary inclusion, and increased representation. Join the discussion as we demonstrate educational resources that allow cisgender employees to better understand gender expansive experiences in the workplace and celebrate the launch of two new communities: supporting gender expansive employees and employees who are family members or caregivers of gender expansive loved …

As the Oracle Pride Employee Network (OPEN), the LGBTQ+ ERG, expanded beyond the U.S., they quickly recognized that launching and being successful in each country would take a different path. Some Oracle employees work in countries in which being a homosexual is banned or culturally unaccepted. OPEN found that collaborating with allies from the local HR and D&I teams improved their ability to be successful in countries such as Italy and Brazil. This session explores the relationships we’ve built with HR and D&I teams and the types of programming that have been a result of their support of the LGBTQ+ community and OPEN’s mission to build a safe workplace, recruit and retain top talent, and partner with customers and …

Almost everyone wants to engage in diversity, equity, and inclusion efforts, but often those activities exist in silos and are unaligned—leading to conflicting activities, loss of effectiveness, and possible clashes with organizational strategies. This roundtable discussion will offer an opportunity to share best practices, potential pitfalls, and generate creative ideas for how different groups such as ERGs, DEI councils, and line of business DEI efforts, can work together to maximize the impact of DEI initiatives. By exploring how to unify and align strategies, this discussion aims to uncover how DEI teams can deliver greater value to their companies, employees, and …

Over the past year, our society has simultaneously experienced a pandemic, civil unrest, natural disasters and a new social consciousness. These factors have had a major impact on today’s workplace as outside influencers have a significant effect on employees’ emotional and physical wellbeing.  How a leader responds can affect employee engagement as well as the efficacy of teams.  Leaders of all levels have been challenged to demonstrate social awareness, develop emotional intelligence, evolve, and “up skill” quickly to address the needs of employees within their …

Using data from the Generations Study, a U.S. representative sample of LGBQ people, this study examines the demographic and mental health differences among cisgender lesbian, bisexual, and queer (LBQ) women with and without children. It appeared in the Journal of Homosexuality in March …

This resource represents takeaways from the following panel at Summit 2017: “This roundtable discussion will feature diverse women, some of color, who lead LGBTQA initiatives at their companies. The audience will learn about various strategies and initiatives at each company, plus the impacts of being out in the workplace on career path trajectories. This discussion will lean in to various levels and ethnicities of “out” individuals as well as allies and their experiences in the workplace. The discussion will be led by an ally woman of color who is responsible for LGBTQ corporate strategy at …

Chance Encounters led to great relationships and meaningful impact! Join us for a panel discussion with Erin Uritus (O&E), Aro Royston (Boeing), and Mallory Schneider (Deloitte) moderated by Rae Stuart (Boeing).  During this session you will learn how two BRGs for fortune 500 companies accelerated change for LGBTQ+ inclusion through collaboration and networking derived from participating in the O&E buddy …

In 2018, our Annual panel discussion included an all Black/African-American dais of corporate women who are directly apart of, or impact the LGBTQ+ community; Gay/Bi/Trans/Hetero Ally representation who create LGBTQ+ strategies at their respective companies. The intention and desire was to be intimate & candid in discussion speaking to a crowd that wanted to learn about the personal experiences of “OUT” individuals navigating the ‘corporate world’, as well as, hearing from those who support Diversity & Inclusion and true authenticity within the workplace. The audience learned about their collection of experiences in the workplace, and the Intersectionality of being Black/female/LGBTQ+. We discussed strategies and initiatives related to LGBTQ+ …

At 10 years from the Arab Spring, LGBTQI people in the Middle East and North Africa (MENA) have moved demands of their rights from the margins to the mainstream despite hostility from the government and society. Unique to this moment is the backdrop of an unprecedented global pandemic and economic crisis that is magnifying stark inequalities and has had a profound impact on the lives of LGBTQI people around the world. This session will amplify the voices of LGBTQI advocates from the MENA region; and will explore how companies can leverage their ERGs to build effective corporate community partnerships with civil society organizations to promote culturally sensitive diversity, equity and inclusion in the workplace, improve employment rights, access to jobs, and economic development. Join us for an engaging discussion with LGBTQI advocates from Lebanon, Egypt, and …

Every history lesson is told from the perspective and lens of the educator. And we all know that how histories are told, whose stories are included, and what stories are left out matters. Join PFLAG National and Straight for Equality to not only learn more about LGBTQ+ history but also to better understand how and why they have chosen to tell these vibrant, diverse, and determined stories in the way that they do. Participants in this interactive workshop (it’s not a quiz – promise!) will also learn how they can use LGBTQ+ history, including LGBTQ+ BIPOC histories that are often left out, to create ongoing conversations about diversity and inclusion, engage new allies, and navigate conflict in the …

There appears to still be significant discomfort and lack of awareness around the “+++” identities in LGBTQ+, especially in the workplace. Let’s explore and embrace these “non-traditional” identities; We’ll discuss current research, corporate trends, and best practices for how companies can help these individuals feel safe and …

Join HSBC for an open panel discussion taking a LGBTQ+ lens on family creation, family dynamics, HR benefits best practices, and community resources available. Your panelists will include stories from two parents of transgendered kids, a lesbian journey through fertility benefits, donor registries, and half-siblings, and a gay man’s journey in adoption. Looking at HR benefits with a LGBTQ+ lens is important in these conversations, and best practices can be shared around the room. Let’s celebrate together the unique LGBTQ+ journeys and notions of family in our …

Do you want to increase your sense of belonging and inclusion with your company? Do you want your LGBTQ+ experiences to be validated? Everyone has a story to tell, but doesnt always have the platform. Learn how Intuit’s annual Trans Summit drove empathy, understanding and inclusion of our LGBTQ+ employees by hosting a companywide event. This session will provide you the experiences (good and challenging), tips, and considerations to build a successful LGBTQ+ “Summit” for your company to ensure you are able to share your stories in meaningful ways that can change hearts and minds, increase allyship, and improve LGBTQ+ lives within your …

COVID-19: Can’t Stop Us Now! (Roundtable in Spanish) Join Oracle Pride Employee Network (OPEN) ERG Members & Allies from three continents as they discuss how different regions have coped and stayed connected throughout the pandemic.  These global colleagues will talk about their expectations, the reality, and their observations about how work life balance has changed during lockdown. This workshop will be held in …

Join the Partners in Pride group from SweetRush Inc. – a learning experience design leader – as we share what we’re doing to transform corporate culture and make “Good Things” happen. We’ll share examples and insights from internal initiatives and volunteer projects and how we consult on learning design – all of which have had a meaningful impact and moved the DEI needle in a positive direction. You’ll learn how we: Supported an LGBTQ+ Youth foster home in Costa Rica Collaborated in a safe and stealth way reach out to LGBTQ+ learners in countries where being LGBTQ+ is against the law Built community and empathy during Pride month with word prompts to encourage sharing stories on internal social media Created “Beyond the Binary,” a job aid for inclusive language Raised internal cultural competency with a “Timeline of LGBTQ+ history Learn what we did, and leave with ideas to take back to your …

In this panel, you will have the opportunity to network and learn with empowered and successful Brazilian female technology professionals from Dell Technologies, Salesforce, Ella Global Community, and THE GRID. Having the potential of visualizing how to replicate impactful actions within your organizations and sites around the world, promoting an environment of equity and equal opportunities for international locations with similar cultural, political, economic, and legislative challenges, through the international perspective of lesbians leaders in …

How can a small group make a big difference? During this session you will learn how LGBTQ+ advancement within an organization can be brought about by a small group of passionate …

ESG = Environmental, Social & Governance. The commitment to finding your “S” is essential for success. Diversity, equity and inclusion extend to every operational market. We believe long-term commitment to increase diversity more broadly has four primary pillars at its core: Recruitment Development Retention Accountability How can a company manage its relationships with its workforce, the societies in which it operates, and the political environment? Are you prepared to find your …

At Bristol Myers Squibb, we are committed to Diversity & Inclusion.  Last year, we announced a commitment to spend $1 billion dollars globally by 2025 on diverse-owned businesses to help create jobs and generate positive economic impact in diverse communities. Join us as we talk about BMS’ Supplier Diversity Program on how we are Partnering with Purpose, building relationships that are rooted in trust. Through this session, learn how you can champion economic empowerment through wealth and job creation and promote health equity and intersectionality in the LGBTQ+ community, while fostering inclusive innovation and a supply chain that reflects our values, patients we serve, and our world. Supplier Diversity is about people. Together, we are building trust and supplying …

Learn how to tell a story that speaks for itself during job interviews using !@#$%, the Signs of a Great Interview. Fortune 100 recruiter and best-selling author Scott Vedder shares best way to answer any interview question: tell a story about why you’re a great fit for the job.  Participants learn to showcase their best skills and achievements for job interviews at any stage of their career in any field.  Scott gives expert insight from the other side of the interview desk including how to prepare for every interview, the best answers to the most common questions, the ONLY question you have to ask at the end of a job interview and how to redirect any interview question into a relevant …

In 2019 the “Cracking the Concrete Ceiling: LGBTQ people of colour” panel just touched the surface of the many nuanced conversations that we face and that take place in the workplace every day. Two years ago we ended up creating a safe space where LGBTQ+ people of colour could be present, where they could share their truths, show up, seek advice and best practice from each other and where together with our allies we could learn and educate ourself on how to be better to and for each other. Two years on, the need for this space is paramount but it is imperative that all of these conversations are shone through a mental health lens as we know at this time our community is in desperate need of healing and a place to hold space. Join Chloë Davies & her community guests as we create this space together at …

When you leave Out & Equal, you’ll have tons of energy and be ready to take on everything and conquer the world, right? It’s an exciting time, but eventually, the ERG “conference afterglow” wears off, and you and your teammates are faced with once again balancing your paid jobs with your non-paid passion jobs. Next comes the ERG “after-conference blues,” where things fall off the radar and initiatives and projects slow down or grind to a halt. Learn how to “harness the afterglow” and fight the “after-conference blues” by focusing your ERGs’ energy on a few well-thought-out priorities and a plan focused not only on today but on the …

“So, you’ve been asked to take on the role of Inclusion and Diversity in your team or organization. Panic sets in. Where to even begin with all of this? First, congrats! Second, don’t panic. This session provides advice and practical steps on designing I&D initiatives from an idea to implementation, leading people through cultural change, and things to avoid along the way. Whether you are one person working with zero budget or have funding and an enthusiastic team supporting the effort, there is something in here for …

As transgender, non-binary and gender-creative identities continue to claim their rightful place in society, workplaces should adapt and foster inclusion.  The Oracle Pride Employee Network LGBTQ+ and Allies ERG (OPEN) had a banner year with new events and collaborations offering many ways for the community to connect internally, as well as to encourage allyship.  Examples are a Worldwide Trans and Allies Coffee Hour, a “Say their Names” Vigil in collaboration with the Oracle Alliance of Black Leadership Excellence ERG, several Allies workshops, launching a Parent Support Group, and creating a Pronouns Education workshop now available to Lines of Business across the company. This session will be a Roundtable including OPEN Board Co-Chair Kate Fisher, OPEN Project Leads Shane Landrum and Kristine Lessard, and their Oracle Diversity and Inclusion Consultant Angelica Erazo as they describe the motivations, events, and outcomes of their transgender inclusion and belonging work since last year’s …

Pride@Liberty identified an opportunity to better attract, retain and develop a more well-rounded and diverse talent pipeline. Using our organization’s strategic priorities and values as our north star, we created a comprehensive talent management strategy to attract new and diverse talent and transform our current ERG managers into leaders. In this session, Participants will learn how to translate their organization’s goals into an executable talent management strategy that focuses on the holistic employee life cycle. Participants will have the opportunity to apply their learnings from the session to a live case …

Parent support groups often exist for general audiences. As the world shifts and children are transitioning at younger ages, parents of transgender, non-binary, and gender non-conforming children are often finding themselves feeling out of place in the workplace, without a place to turn to. Providing support to your parents in the workplace is just as essential to the journey to belonging as implementing a Transgender Inclusion Council at your company (which is also an essential step). Learn more about how Lockheed Martin’s Rotary & Mission Systems (RMS) team has set up this resource for their employees and the impact it’s making, and how you can create such group in your organization. Hear from Parents who are navigating their way through the workplace and how you, as a parent, can help create a space for others within your …

On May 11, 2020, Out & Equal hosted a virtual learning session – I Hope This Message Finds You Well: Mental Health, the Workplace, and COVID-19. This session included community wellness checks and an overall discussion on the mental health impact of COVID-19 on LGBTQ employees. Out & Equal presented a new resource – I Hope This Message Finds You Well: Mental Health, the Workplace, and COVID-19 – which contains practical guidance for maintaining good practices around mental health and well-being for LGBTQ employees, Employee Resource Groups, and …

As Pride parades, events and galas have been postponed or cancelled due to COVID-19, how does a company show Pride during a global pandemic? This session will educate attendees about the various ways the Johnson & Johnson Care With Program made significant virtual pivots to show it’s LGBTQIA support engaging employees, families, friends, retail partners and non-profit beneficiaries. Since 2011, the Johnson & Johnson Care With Pride program openly champions love, equality and care for all people within the LGBTQ+ community and has donated over $1MM to its non-profit …

Understand how Storytelling tools have improved the experience of learners and facilitators in Diversity & Inclusion trainings from Pride@SAP, achieving high satisfaction rates and rapport of allies with DEI …

A session in Spanish for Spanish speakers, we attempt to highlight the oppressive structural base by which language depicts, names, and deprecate vulnerable populations particularly regarding gender and sexual orientation. For this, we present and discuss our personal experiences and hardship with language and the culture reflected in it with from the academic perspective. In the current social climate and in relation to the increased visibility of identities departing from the gender binary, we try to clarify currently known modifications and additions to the way we usually speak and how they bring attention to the place marginalized groups have in the subconscious of daily …

Come learn about Transgender Inclusion Training at the National Security Agency as we provide an overview the our training’s history, it’s impact, provide an overview of our current training, and discuss our next steps. Our training covers the importance of creating and inclusive workspace for transgender employees and presents how to accomplish this task through treating transgender and gender non-conforming individuals with respect and …

This report and the series are designed to explore the business rationale and goals of IBM and other companies when adopting inclusive policies and practices, to assess the impact of the policies and practices, and to provide insight for employers who might learn from the experiences of innovators. The series will also serve learning goals for students and other relevant practitioners. After a brief introduction, this report describes how IBM’s selfID process works. The second section describes how IBM arrived at this moment, and the third and fourth sections describe implementation and the uses of the data. The final section looks ahead to the future of the …

EY and Bank of America explore the power LGBT+ self identification (self ID) can have as a method for driving change. Using best practice examples from both sides of the Atlantic, it provides insight into not just the impact and benefits LGBT+ self ID can have, but also the practical approaches to and challenges of introducing LGBT+ self ID in the current climate. We explore ways to self-ID, wording of questions, access to information, use of data and examples for overcoming …

The Pride ERG at Sage wrote a toolkit consisting of 7 educational eGuides on different aspects of LGBTQ+ diversity and experience. Each eGuide focuses on a particular LGBTQ+ topic at a global level. Our aim in creating this toolkit was to support our leaders as part of their development as intentionally inclusive leaders, specifically so they can better support belonging at work for LGBTQ+ candidates and colleagues. Attend this session to learn about the process we followed, the best practices we identified, and a peak at the finished …

IBM and Citi will bring their expertise to this month’s Town Call to discuss how they have implemented Self ID within their respective organizations. They will provide insights on what stage they are at in the process and the successes and pitfalls they have seen along their different journeys. Stonewall will add their unique insight from a best practice perspective; and the webinar will facilitate discussion in relation to the subjects of regional and global implementation, benefits of key stakeholder buy-in prior to implementation, and demonstrates the importance and benefits of cross sector collaboration. If you are already working on changing workplace climate or are thinking of implementing Self ID, this Town Call will provide you the opportunity to ask questions and hear from those who are more advanced in the …

Have you noticed pronouns listed at the end of email, on a business card or in Zoom profiles? Unsure as to whether you should? As more employers invest in LGBTQ inclusion and gender-inclusive workplaces, pronouns have become a significant focal point. However, it is not always obvious how teams can implement inclusive practices and cultural changes around pronouns. The following Out & Equal resource is focused on practical guidance on how to implement successful practices and norms around pronouns in the …

Developing meaningful programs to support intersex employees and intersex family members of employees is more than simply adding the “I” to the LGBTQ acronym. In advance of Intersex Awareness Day on October 26th, Out & Equal teamed up with interACT to release one of the first resources of its kind—a comprehensive employer-focused guide on intersex inclusion. By providing employers with foundational knowledge around intersex identity, as well as practical guidance on intersex-affirming policies and benefits, this guide provides a roadmap for actioning values of inclusion with this often under-discussed and under-represented community. In the session recorded below Managing Director of Out & Equal, Deena Fidas, and Executive Director of interACT Advocates for Intersex Youth, Kimberly Zieselman, highlight key insights and best practices from the resource, as well as answer questions on how employers can actively engage in building cultures of belonging for their intersex …

The murder of George Floyd in May 2020 brought new and urgent attention to the importance of social justice and equality in all aspects of our life, including how we speak in the corporate world. What many companies found – VMware included – was that exclusionary and insensitive language was embedded in our technology, how we speak to one another, and even how we recruited new talent. Discover how one tweet laid the foundation for a wave of change across VMware; starting from marking and information experience and rolling out to all employees and the entire product line. You will also learn VMware’s inclusive language guidelines, which you can take back to your company and start avoiding racist, sexist, ableist and violent …

Starting a new network chapter and sustaining especially in this new normal has its own set of challenges. Making a positive impact in a virtual environment needs a different set of approaches, ideas and actions. The session shares the framework on long term sustained growth trajectory of inclusion efforts in an organization and explore experiences and ideas for growing a culture of belonging through engaging stories and workplace …

Join Bank of America for an interactive session that will showcase their new and enhanced Ally Program and a multi-layered strategy to reach every potential ally through multiple channels while continuously engaging your current allies as a key element for success. With a membership of 32,000 allies and OAW employees, the session will cover the need for continuous innovation and process excellence, the role of your allies as recruiters and ambassadors for equality and the tools needed to successfully launch your program and maintain momentum and continuous growth through gamification, training and ongoing engagement. Stop preaching to the choir and meet your allies where they …

Come learn about how one company’s ERG successfully expanded their efforts to support transgender and non-binary colleagues in the workplace beyond performative gestures.  In 2021, the AbbVie PRIDE ERG has placed a real emphasis on changing company practices to be more inclusive and affirming of transgender and non-binary employees.  This emphasis was shaped directly by the clear and courageous voices of transgender and non-binary members of the ERG leadership team who pushed the ERG to think beyond buttons and flag …

AARP has a long history of being an advocate for marginalized and vulnerable adults. The LGBTQ communities have not been excluded from the work we do. AARP currently has an estimated 1.156 million members who are self-reported LGBTQ. Throughout the enterprise, there are a number of departments working tirelessly to support LGBTQ people including our Office of Diversity, Equity and Inclusion (ODEI), Research, Human Resources, Foundation and Procurement departments that add fuel to this work.The purpose of this workshop is to share how and why AARP thought it necessary to become a visible ally for LGBTQ people. We will discuss our growing canon of research, including findings from the AARP Vital Voices: Issues That Impact U.S. LGBTQ Adults Age 45 and Older, and the Black LGBTQ Community Study which was a partnership between AARP, Human Rights Campaign, Freddie Mac, Center for Black Equity and Wilson Media. In addition to the discussion on research, we will share how different parts of the enterprise are advancing the LGBTQ work at AARP, such as the work being done by our Director of Supplier Diversity, the partnerships that our staff in ODEI have built, and the amicus briefs AARP has filed against the Social Security Administration for wrongly denying benefits to LGBTQ people, and our measures to advocate for the passage of the Equality Act. Ultimately, AARP’s work in the LGBTQ space moves past PRIDE and is part of our social mission and is worked on 365 days a …

This is the opening plenary of Out & Equal’s 2020 LGBTQ+ China Forum. The video is opened by Out & Equal CEO, Erin Uritus and includes an enlightening regionally-focused discussion around IBM’s journey to advance LGBTQ+ workplace inclusion in Asia. Speakers: Deena Fidas, Managing Director & Chief Programs and Partnerships Officer (Out & Equal); Tony Tenicela, Global Leader of Marketplace Diversity (IBM); Rich Cruz, ASEAN D&I Leader (IBM); Midori Sugita, Japan D&I Leader (IBM); Troy Fan, Greater China Group D&I Leader …

In this session, participants had the opportunity to actively engage and participate in small breakout groups to discuss deeper levels of LGBTQ+ workplace inclusion. This recording highlights some of the lessons learned and closing thoughts from this …

LGBTQ+ workforce inclusion is evolving in key Chinese markets, having gone from novelty to an increasingly recognized norm across sectors. Both local leaders and multinational corporate entities have hit their stride in terms of building out a unique business case for inclusion that resonates in the Chinese business climate. In this plenary panel, we focus on successful strategies for LGBTQ+ market inclusion, employee experiences, and how cultures of belonging are created by thinking global and impacting local. Presenters: Alexis Lin, Learning and Development Manager, Nielsen; Jenny Ni, HR Leader; Moderator: Jimmy Chen, Patent Agent/EAGLE (Employees Alliance for LGBT Empowerment and GCG Lead), …

On May 13th, 2020, Out & Equal hosted a virtual learning session – Staying Connected: Supporting Inclusion and Belonging in China – in partnership with ShanghaiPRIDE. The session focused on showing solidarity, providing motivation and encouraging connection as we push forward in our LGBTQ workplace inclusion …

Out and Equal hosted a thought-provoking discussion on the experiences of LBTQ women in the workplace in APAC. We examined the unique challenges that they face and why, as well as how companies can implement equitable policies and create workplace cultures that value the contributions and experiences of LBTQ women. This session featured a panel of global corporate advocates, including – Shane Mills, Senior Analyst, Dell Technologies (India); Swetha Harikrishnan, HR Director, HackerEarth (India); Alexis Lin, Learning and Development Manager, Nielsen (Mainland China); Geraldine Tay, Employee Experience Manager APAC, Oracle …

Exploring the global daily challenges Bi+ people face, including the mental health impacts of Bi erasure and Biphobia, biases outside of and within the LGBTQIA2S+ community, and personal experiences of bi/pan/queer people from around the …

India has been experiencing historic changes in workforce inclusion – from trans identities, disability, feminism and mental health, seemingly no previously ignored topic is off limits as the new Indian workplace emerges. You are invited to a real-time view of how these evolving topics in Diversity, Equity and Inclusion (DEI) are gaining traction, market relevance, and meeting the needs of the community. Presenters include: Zainab Patel, Director, Diversity and Inclusion, KPMG India; Veda Persad, Senior Vice President, Global Services APAC, Northern Trust; Prachi Rastogi, D&I Leader, IBM; Ramki Venkatachalam, Senior Vice President & Global Delivery Leader, Bank of America; Moderator: Srini Ramaswamy, Co-Founder, Pride …

Brief Opening Remarks by Erin Uritus, CEO of Out & Equal, followed by a dynamic panel discussion among executives from across India. Join us in examining how cross-industry leaders advance LGBTQI+ workplace inclusion in different cities in …

Take your allyship to the next level, taking daily actions to make sure that everyone belongs and thrives. Listen and learn from experiences and case studies on how to be a strong advocate for equality and inclusion in the …

LGBTQIA+ leaders are well qualified to foster diverse, inclusive organizations by leveraging their lived experience. The intersection of our LGBTQIA+ and other identities allows us to understand the barriers faced by people of various intersectionalities and our successful navigation of systemic barriers allows us to lower them for others. This session will dive into how this confluence of identity, empathy, and inclusion can powerfully impact our organizations. Panelists from a range of backgrounds, who lead multi-national Oracle teams across the globe, will discuss how their journey in the workplace allows them to help others navigate a system that may be alien to them and transform that alienation into inclusion. The panel will consider how processes of inclusion may be integrated into existing corporate cultures so that today’s change may become tomorrow’s …

This interactive session will focus on defining belonging and relating it to the workplace and the LGBTQI+ community. Facilitators will share some key tools for creating cultures of belonging. Interaction among participants and facilitators to share ideas and questions is …

This session will highlight the experiences of transgender and nonbinary individuals in the Indian workplace. Participants will gain a deeper understanding through storytelling as well as tangible policy and hiring practices to create truly inclusive …

South Africa is a land of diversity and inequality. A liberal constitution that enshrines into it the rights of LGBTQ+ people, alongside a spiralling homicide rate of LGBTQ+ people. The fifth country in the world to legalise equal marriage, on a continent where same-sex relations are widely criminalised. A land of resource abundance, but where 1% of the population owns 55% of the wealth. A country with 11 official languages, three capital cities, and 60 million people, bounded by two oceans. This presentation will explore the implications of such diversity and inequality on the workplace. First, we provide attendees with an insight into the diversity and inclusion challenges of South African workplaces. Second, we explore the development of practices and policies that are sensitive to intersectionality in the South African context. The presentation will conclude by unpacking five important lessons that can be applied to workplaces across the …

This interactive session focuses on setting up and strengthening you ERG or D&I Counsel. Facilitators will share some key information and pointers, then participants will engage in peer-to-peer group discussions and share best practices and …

Is your company prepared to make room and thrive with the incoming workforce? As new generations enter the formal labor market, priorities shift. And with it, so must businesses. Learn what Millennials and Gen Z are looking for in terms of LGBTQI+ workplace …

Liberty Mutual is a Boston based company with 30,000 employees in the United States, with approximately 3,000 of those employees belonging to our Pride@Liberty ERG. While our Pride@Liberty group contains a vast number of LGBTQ+ and allied colleagues, we heard that members didn’t always know how to make the connections they needed to navigate their careers as LGBTQ+/allied professionals. In response, we introduced the Pride@Liberty Mentorship Program to help folks lean on other members for career and development support. This workshop will discuss the design of our mentorship program, explore methodologies to efficiently match mentors and mentees, and examine how we designed the program to maximize the experience for participants while also maintaining a consistent LGBTQ+ and DEI …

Perhaps no country presents greater challenges – and opportunities – for LGBT workplace diversity and inclusion than India. With the world’s second largest population, a fast growing economy, a booming global tech sector and a mobile, international workforce, India possesses many of the elements that are often synonymous with diverse and inclusive work environments. Nonetheless, a traditional culture coupled with the recriminalization of homosexuality in 2013 have conspired to create a complicated and often difficult environment for both employers and LGBT employees alike in India. Against this backdrop, a number of corporations along with a host of dedicated and brave LGBT and ally employees have managed to create safe and inclusive environments for LGBT employees in India. Out & Equal first addressed these issues at its groundbreaking convening in Bangalore in 2014. Join us again on May 10, when several experts will share their on-the-ground learnings and experience. Suresh Ramdas will explore the current legal situation in India and what it means for LGBT people and will highlight the various initiatives that HP Inc. has planned for its LGBT India Group, including awareness-building among management and the development of an LGBT ally program. Ramkrishna Sinha will share the results from the recent LGBT MINGLE survey and its implications for LGBT employees, as well as Intel India’s work on ally engagement and building an inclusive workplace for the LGBT …

Workplace diversity is not a popular topic in India. The gender disparity is considerable and the LGBTQ population is almost invisible. Coming out at work is seen as a career risk and the discussion about LGBTQ diversity is complicated when the country’s law and social attitude is hostile towards LGBTQ community. This workshop brings out the fabulous journeys of different ERGs, which were born in a post December 2013 India when Section 377 was re-instated by the Supreme Court of India. We bring the best practices of starting and running successful ERGs. We share tools to make a significant impact for LGBTQ employees in a challenging …

Out & Equal has partnered with Pride Circle Foundation, and Interweave Consulting to produce an important resource highlighting the intersection of mental health and LGBTQ identity in the Indian workplace. The resource provides an overview of relevant statistics, best practices and case studies, and tips on how managers can support their employees as well as tips on self-care, particularly in the era of …

Attendees will join an interactive session with 3 BlackRock ERG Leaders to learn about how BlackRock’s different ERG’s partner together to support one another, uncover intersectionality, and ultimately help drive our DEI Strategy for the firm. Learn more about how BlackRock’s OUT & Allies Network helped our 7 other Employee Networks to adapt allyship programming through the power of the network Mosaic that brings all of our ERG’s together. With a focus on intersectionality, belonging, and embracing Diversity, Equity, & Inclusion – we believe that we are all in it together. Join us for an exciting session to help share ideas and learn from one another so that we can all unlock the power of …

The purpose of this presentation is to share Dow Brazil’s initiatives addressing topics such as bullying, discrimination, stereotypes and unconscious biases, themes that are closely linked to the social …

In contemporary years, issues related to diversity and inclusion have become the subject of the strategic agenda of companies, within the bulge of corporate governance. In this context, the research problem of this dissertation was to identify and reflect on educational, discursive practices and actions adopted in the corporate world on diversity, identity, gender and modes of existence, whose practices and actions are education of leaders in an organizational environment. Regarding methodological procedures, the work was carried out through bibliographic survey and quantitative field research through the application of a questionnaire, with 15 questions, whose sample was carried out in a multinational company with several centers throughout Brazil, making up the participation of 956 employees. The theoretical-methodological north focused on discourse analysis, especially in Foucaultian archegenealogy. The main discourses that bring to light the effects of “truth” on diversity, identity, gender and modes of existence in the organization surveyed and on the conception of employees were cut out of the corpus. From the collected data, the discursive analysis of the results was performed, trying to identify what sense effects of “truths” emerge in the answers on the themes in question, which power relations are there intertwined and the circular power being and operative, consequently, what positive power effects are produced for the constitution of subjectivities and how this can act in the ethics of the subject himself. The analysis of the results points to an informative discourse of employees with little depth in relation to the understanding of diversity and its implications in the individual’s life and lack of knowledge about sexuality, gender and gender identity. A high rate of answer abstentions was observed in critical questions and qualitative comments of discrimination. This observation suggests employee escape regarding their involvement with such issues. From the consolidation of the results, the e-book was elaborated on diversity, identity, gender and sexuality in a corporate environment, aiming to create a subsidy and also an educational device for companies in the treatment of these issues …

“O #AGORAVAI é uma iniciativa da Transempregos (projeto social que promove a inclusão profissional de pessoas trans) desenvolvida em conjunto com empresas e instituições, que tem como objetivo aumentar a empregabilidade de pessoas trans. A primeira edição aconteceu em agosto de 2019, na qual desenvolveu duas cartilhas, promoveu dois dias de atividades e lançou um programa de mentoria. Participe e conheça mais sobre este projeto que conecta pessoas trans e empresas de forma revolucionária e inovadora, humanizando o processo seletivo. Note: This session is in …

O alto impacto que fez a Accenture progredir com sua participação no Out & Equal de 2016 a 2020. Note: This session is in …

O Respeito em Foco aborda os temas da comunidade LGBTI+ e toda sua interseccionalidade (etnia, gênero e PcD) no setor corporativo e na sociedade, utilizando técnicas do Design Thinking através da empatia e dinâmicas práticas. Com o objetivo de conscientizar os participantes sobre a importância do respeito quanto a Diversidade e combate ao bullying e preconceito em todas as suas formas e …

Com o objetivo de impulsionar iniciativas que estimulam a visibilidade, a segurança e o respeito às pessoas LGBTQ, Itaú e Mais Diversidade lançaram, em 2018, o edital LGBT+ Orgulho. Na primeira edição, foram 301 projetos inscritos. Oito finalistas receberam um patrocínio para o desenvolvimento de seus projetos. Na sua segunda edição em 2019 tivemos 564 projetos inscritos, de todos os estados brasileiros. Selecionamos 15 propostas para uma etapa presencial. Serão investidos R$360.000,00 nas iniciativas selecionadas. Nessa sessão, propomos apresentar um panorama sobre a sociedade civil organizada no tema construído através de um estudo em profundidade das mais de 850 inscrições recebidas nos dois anos, destacando questões urgentes e intersetoriais do cenário atual de vulnerabilidades dos grupos LGBTQ e evidenciando sua distribuição no território …

Esta apresentação tem por propósito compartilhar as iniciativas da Dow Brasil endereçando temas como bullying, discriminação, esteriótipos e vieses inconscientes, temas estes intimamente ligados as ciências sociais. Note: This session is in …

The LGBT+ Families community in IBM celebrated its 1st year last June. This community has since built a community of support to parents of LGBT+ children and LGBT+ parents with children building strong advocates that bring purposeful allyship to the …

Este workshop propõe uma análise dos discursos sobre as políticas linguisticas empresarias de inclusão inclusão da comunidade LGBTQI+ pelo viés teórico da Análise do Discurso Francesa (AD), baseada na postura de Pêcheux (1997 e 2002) e Orlandi (1998, 2005 e 2007). Deste modo, busca-se evidenciar a construção discursiva adotada no local de trabalho. O objetivo é apresentar elementos constitutivos da formação ideológica sobre o assunto, a fim de se provocar reflexões sobre os sentidos produzidos sobre a inclusão nos momentos atuais. Note: This session is in …

Note: This session is in …

Uma jornada de grandes transformações na promoção de saúde e acolhimento no atendimento a pessoas trans. Como Medicos, Psicologos e Psiquiatras podem atuar para colocar o nosso cliente no foco de tudo e cumprir a missão de fazer com que as pessoas vivam vidas mais saudáveis? Ouvimos atentamente as demandas de clientes e colaboradores Trans e iniciamos uma jornada de grandes transformações na promoção de saúde de pessoas trans. Note: This session is in …

In this panel, Clorox Pride and internal partners will talk enterprise collaborations with Business Units and Functions that have evolved their ERG to BRG by helping shape marketing campaigns and internal I&D …

– O que enfrenta um não binário no ambiente corporativo? – Empregabilidade Trans – Como os grupos de diversidade podem influenciar todas as áreas do …

A sua empresa se encontra em qual estágio na implementação de uma cultura mais diversa e inclusiva? Está tentando descobrir o quão diversa ela é, buscando a melhor forma de levantar essas informações? Está implementando políticas, mudando processos, oferecendo treinamentos, montando seus comitês e grupos de D&I? Está buscando mensurar os impactos, esforços e benefícios que alcançaram ao de fato nesses primeiros anos da jornada inclusiva. Venha compartilhar e adquirir mais conhecimento sobre como mensurar a inclusão LGBTI+ nas empresas. Note: This session is in …

A proposta do painel é visibilizar e trazer os desafios que mulheres lésbicas, bissexuais e transgênero, pretas e indígenas, enfrentam no mercado de trabalho. Além disso, a discussão terá como objetivo levantar como as organizações podem realizar ações pensando de forma mais interseccional e como LGBTQIAs com mais privilégios, exemplo homens cisgênero gays, podem apoiar os menos privilegiados que enfrentam mais dificuldades na vida e no mercado de trabalho. Note: This session is in …

Junte-se aos líderes da Ambev, Cummins, Dell e Salesforce para um painel INTERATIVO sobre como iles aprofundaram seus esforços de inclusão LGBTQI + globais e regionais. Esta sessão dá as boas-vindas a empresas e organizações de todos os setores, em qualquer estágio de sua jornada de inclusão. Este painel interativo implementa um formato aberto no qual os participantes podem formular perguntas para fazer aos líderes de empresas de vários setores. Precisa de conselhos sobre treinamentos de preconceito inconsciente? Envolvimento de aliades e construção de empatia? Iniciativas ERG intersetoriais? Estimular a autenticidade no local de …

OUTstand – o grupo de afinidade LGBT+ do mercado financeiro brasileiro. Como nascemos, como crescemos e como nos organizamos para trabalhar juntos em prol de uma causa única. Note: This session is in …

In June 2021 IBM partnered with Out and Equal and Workplace Pride to launch the global LGBT+ report: Striving for authenticity. The report has been a great success and been featured in publications such as USA Today, Them and Industry Week. But. what are the key takeaways of the report? And how can businesses take action and apply these findings to their own workforce. Join this session to find …

Watch the video below to overview the current situation in Brazil and learn what companies can do to ensure LGBT workplace equality with Adriana da Costa Ferreira, Diversity & Inclusion leader from IBM Brazil; Ken Janssens, Managing Director from J.P.Morgan; Marcelo Wolczek Horlle, IT Application Analyst from Dell; and Marcelo Oliveira, Customer Care Analyst from …

Successful ERG Pride campaigns not only celebrate and provide visibility to the LGBTQ+ workforce, but should also strongly align to a company’s core pillars and execute business goals. Dow’s GLAD LGBTQ+ and ally employee resource group will present a case study showcasing our 2021 #ShareYourPride campaign that drove global engagement initiatives aligned to Dow’s pillars of employee experience, customer experience and corporate citizenship. Through inclusive partnership and volunteerism, GLAD supported virtual and in-person activities bridging employees, customers and their surrounding community for impactful engagement influencing business relationships and promoting a strong corporate reputation. Dow will also highlight and contrast our 2021 strategy to our highly successful 2020 virtual pride campaign in response to the pandemic. Please join us to learn how to adapt your ERG initiatives to maximize your impact towards your company’s goals and respond to external …

While many LGBTQ+ employees in the United States have enjoyed myriad benefits from involvement in workplace affinity groups for quite some time, particularly in large companies with urban headquarters, Brazilians working in similarly prominent organizations have only recently had such opportunities. In many instances, the Brazilian operations of global firms have led the way. During a time of increased political tension in Brazil, where President Bolsonaro has at times espoused overtly homophobic rhetoric, these networks are arguably now more needed than ever. This panel will feature Brazilian lawyer and advocate Marina Ganzarolli, who is currently the President of the Commission on Sexual and Gender Diversity of the Brazilian Bar Association (OAB), São Paulo Chapter, along with David Flechner and Bryan Parr, partners at international law firm Paul Hastings LLP, as well as Luiz Felipe Centeno Ferraz at Brazilian law firm Mattos Filho Veiga Filho Marrey Jr e Quiroga Advogados. These senior attorneys involved in Brazilian LGBTQ+ advocacy and affinity groups will share their experiences confronting prejudice and promoting inclusivity for the LGBTQ+ workforce, while supporting talent development and …

Has your company realized that business success depends not only on advancing equity inside the company but also increasingly means advancing equity outside the company? Has the pandemic made you personally realize that the homelife/worklife boundaries are fading? Has this driven you to seek ways to push your LGBTQ Equity work out beyond the four walls of your company? Come hear how we developed a playbook for change inside our 200-year-old fortune 200 conservative company and then used the same playbook to kick start LGBTQ inclusion for employees and students within a 60,000+ school …

Coming out for a LGBTQ+ member is a personal journey and not everyone is certain that they will receive the right support. The session will be about my coming out story and how companies can create safe spaces to support our LGBTQ+ employee’s mental health when they decide to come out at …

For more than a decade, engaging allies has been at the center of many LGBTQ+ ERG strategies in their work to change policies and transform culture. Ally workstreams, awards, campaigns, and resources, are standard parts of inclusion efforts. But what have we really accomplished? Have these efforts worked – and how do we know if we’re on the right track? We’ll look at the evolution of workplace ally engagement, evaluate different programs, then compare and contrast with current research on the beliefs and actions (and lack thereof) of allies. What should we do next, and how do we shift our efforts to be more targeted and effective? Join in this interactive session to be part of answering these …

“You are not just marketing to a community; it’s about joining a movement.” LGBTQ employees have a unique position to help their companies live out your company’s values as they apply to protections for the LGBTQ community. This workshop examines the advocacy role companies can play in the LGBTQ movement, as well as the various ways to demonstrate support the LGBTQ community, beyond Pride marketing campaigns. You will learn the current the issues faced by the LGBTQ community, as well as how your company can advocate for the community within your corporate …

You know that one of the most effective ways to drive acceptance, empathy and inclusion is increasing our understanding of each other’s similarities, and differences through story telling! Are you overwhelmed with trying to pick just a few among the many different stories that need to be told? Or possibly you are not sure how to create a safe space to make the story telling possible? Or even how do you connect the story in Dallas with the person who needs to hear it in Chicago?! Well here at Altria what began as one book of stories has developed into an annual book, that has grown to corporate wide conversations and has now blossomed into monthly intersectional storytelling events. Sharing our personal stories is now the connective tissue of our culture. Come take a deep dive into how we did …

BRGs are the “secret weapon” to creating safe space and driving inclusion through allyship and Intersectionality.  When creating and growing ERGs outside the walls of headquarters, many obstacles inhibit our progress.  Usually, our biggest hurdle is simply the number of participants.  At any site, you have the same select people engaging in all the diversity work.  But which cause takes priority?  The loudest voice?  The most publicized current news story?  How do we bring more people and diverse perspectives to the table and make intersectionality a focal point?   When we use an intersectional strategy in developing ERGs outside of headquarters, we compound our exposure, impact, and influence.  A siloed approach leaves us out of the many conversations where we can have a voice.  Additionally, we must not only preach but practice allyship to make lasting change.  An intersectional approach demands that we step up and show up for other ERGs as well.   …

For the past 18 months, many of us have been working from home all while grappling with increased amounts of uncertainty related to COVID-19, political upheaval, and civil unrest. This has led to an increase in levels of anxiety, stress, and burnout. During uncertainty, we are often flooded with uncomfortable emotions and negative thoughts, which we are not quite sure how to manage. In this session, Zander Keig, LCSW will be discussing strategies and techniques for recognizing signs of stress, challenging negative thoughts, regulating emotions, and setting boundaries. Keig, NASW 2020 National Social Worker of the Year, has been an LGBT advocate since 1987, first as a lesbian and now as a trans …

Every time you open LinkedIn, there are 107 new posts about emotional intelligence (EQ). You get the sense that it’s important…but what even IS it? Chances are, you already know quite a bit about EQ. Queer, trans, non-binary, and all marginalized people use EQ skills all of the time – we show up with an abundance of emotional self-awareness, empathy, and the ability to control our impulses, to name a few. Join us for a conversation about these and other EQ skills, why this skill set is important for leaders, teams, and organizations, and a must-have for your Justice, Equity, Diversity, and Inclusion (JEDI) work. We’ll share a ton of information, tools, and resources to kickstart your EQ …

This interactive workshop focuses on people strong through optimism, resilience, and grit. Through group and partner discussions, we will explore ways to strengthen or teach others about LGBTQ+ optimism, resilience, and grit. You will learn how to strengthen and develop Optimism. We will also explore ways to build Resilience as a competency to overcome change and challenges. The workshop will end with ways to strengthen LGBTQ+ GRIT as a competency that differentiates exceptional performers from good performers, which impacts business …

This session will train the spotlight on LGBT+ Asians who have successfully taken up space and are consistently breaking ceilings in their chosen fields. It will be a storytelling session, presenting familiar and relatable LGBT+ narratives but viewed from the unique Asian experience: growing up queer in Asia, coming out to your family in Asia, breaking away from the intersectional stereotypes of being queer and Asian, living (and loving) as an out-and-proud LGBT+ …

The LGBT+ Families community in IBM celebrated its 1st year last June. This community has since built a community of support to parents of LGBT+ children and LGBT+ parents with children building strong advocates that bring purposeful allyship to the …

Congratulations, you are now living a truly authentic life! This was gigantic step for you take, or years you’ve carried the pressure of coming out to others and maybe yourself. The weight has been lifted off of your shoulders and you are now free to focus on other things. Are you are ready to start climbing the corporate …

In 2020, Target team members discovered that a book harmful to the trans community was being sold on Target.com and courageously advocated for its removal. The Pride+ business council partnered with the Sr. Director of Merchandising and also the HRC to quickly address this situation and also put steps in place to prevent it from happening in the future. In this session, participants will learn about the strength of advocacy, the value of listening, learning and partnership, developing policy and how to drive industry leading …

Every child deserves to be raised in a loving, inclusive home where LGBTQ+ identity is celebrated. Watch this panel of rock star …

This panel will dive into the nuance of identities under the bi+ umbrella by defining more of the identities under the bi+ umbrella (such as pansexual, omnisexual, queer, and more) and talk about some of the similarities and differences between them. We’ll talk about some of the key things that allies should know about the discourse within the B community. We will ask our speakers to share about their sexual orientations, and how that part of their identity intersects with other aspects of themselves. This session will give attendees and allies ways to take this new knowledge forward and apply it within their personal and professional …

COVID-19 has cracked open numerous public and private conversations about mental health and well-being. While many workplaces around the world were caught flat-footed as they had to rapidly support the mental health of their employees, there are some leading global businesses and organizations that have prioritized innovation in mental health sustainability in the workplace. In this highly anticipated session, we hear from global thought leaders and practitioners about how mental health can move from one of the most under-discussed elements of workplace belonging to a rallying point for true culture change – especially as we move beyond COVID and address broader issues of mental health as younger LGBTQ professionals enter the workforce. Panelists include: Simon Blake, CEO of Mental Health First Aid England; Ralph DeChabert, Chief Diversity Inclusion and Global Community Relations Officer for Brown-Forman; Amanda Leacy, Global Managing Director for Inclusion & Diversity, Accenture; Jennifer Fisher, Global Chief of Mental Health and Well-being, Deloitte; Moderator: Amit Paley, CEO of the Trevor …

Anyone who’s had the opportunity to meet with their company’s executive leadership understands the importance of conveying a strong message convincingly within a relatively short amount of time.Addressing diversity topics like LGBTQ+ inclusion and equitable opportunities within one’s workplace are more important than ever, but often require in-depth conversations that require true commitment and accountability from leadership. This session addresses some of the difficulties you will encounter, and provides advice on how to overcome many of the common roadblocks to achieving true workplace equity. McKesson is proud to share our experiences with our executives utilizing storytelling and competitor studies to inspire anyone wishing to gain an audience with their C-Suite leaders and convert them into strong advocates for their LGBTQ+ …

Every employer is looking for great employees and increased efficiencies. One forgotten key to this is not hard skills or embracing the latest technologies, but rather the individuals themselves, in their entirety. Mental health is still a touchy subject, especially at work. And yet, our mental health influences our ability to be at our best. Specifically, in the LGBTQ+ community, these issues are compounded. Why do our workplace cultures typically engender lack of authenticity and foster less productivity in its workforce? How do we support a safe space to be authentic and vulnerable? How do we embrace an entire individual, not at the expense of the group, but to its …

Are you struggling with programming about Bisexuality in you organization? This session will prepare you to create and run learning sessions. Participants will walk away with a Bisexuality “Program in a Box” to be customized for their company and …

Unlike with trans people, whose needs, asks, and offerings are clearly articulated, bi+ people’s narrative has rarely been clearly, memorably articulated. What do bi+ people want? What do we need? What do we have to …

A look into the lives of four panelists and their personal journey in understanding themselves, sexual orientation and the coming out …

Testimonials of three queer woman with different intersectionalities in the bi+ community. Heidi Duss is a white, queer woman and Founder/Chief Consultant of Culturescape who came out late in life (35 now 40) with two partners (one of 20 years and one of 3.5 years) and two children. Takeyla Benton is a Black, queer woman writer, Mystic and the creator of Key Transformations, LLC, a life coaching practice dedicated to helping women of color heal using spirituality and energy and writing to use their pain as power to find their purpose. She was a teenage mom who had her second kid in her late 20’s. She came out late in life (at 37, she’s now 39) and now has a partner of a year and a half. Jessica Rich is a white, bisexual woman working as an R&D/TS&D Technologist in Leather Coatings at Dow who came out in her early 20s (currently 30) and has been married to her husband for 2 years. The panel will be moderated by Megs Pulvermacher who is a white, queer woman and Minneapolis-based LGBTQ+ community builder, speaker, podcaster and creator of the Queer Impact collective, an international online community for queer-identifying entrepreneurs, creatives, and changemakers. This is an iterative panel about erasure, stigma and over sexualization of identities in the workplace but also in personal life. Panelists will share their experience on best practices at work and also address the personal connection and the need to challenge the current societal family norms we still experience in …

A list of answers to frequently asked questions regarding engagement in The Global …

Dell’s guide to understanding asexuality, aromanticism, and attraction through terminology, the “dos and don’ts,” and an overview of the spectrum of romanticity. This guide was presented at the Out & Equal Workplace Summit in …

Until 1973, every gay man and lesbian — no matter how well-adjusted — was automatically classified as mentally ill. The award-winning new documentary CURED takes viewers inside the David-versus-Goliath struggle that led the American Psychiatric Association to remove homosexuality from its manual of mental disorders. Following a screening of clips from this “riveting” (Queer Review) and “fascinating” (Hollywood Reporter) film about LGBTQ trailblazers, panelists will examine how the APA’s 1973 decision transformed the relationship of LGBTQ+ people to workplaces and medical institutions. Presenters will also discuss how CURED is being used in corporations, law firms, and non-profit organizations to spark conversations aimed at fostering more diverse, inclusive, and equitable work environments by illuminating the elements of effective leadership; the importance of allies and coalitions; the process of bringing about systemic social change; and the value of staying true to one’s authentic self. Visit www.cureddocumentary.com to watch a …

No matter how successful we are many of us batte that inner, negative voice (Imposter Syndrome). It’s the voice that tells us we’re not smart enough, not experienced enough, and no one will listen to us.  Imposter syndrome can stop us from taking risks, speaking up, and growing in our careers. It’s especially important to talk about in the LGBTQ+ community where many have and do hide who they are every day.  In this session you will: Better understand what imposter syndrom is, it’s prevalence, and how it holds us back (including relation to trauma)  Discover where it shows up for you in your work and career (so as to better be prepared when it does) Techniques to manage that negative voice (Imposter Syndrome) to better thrive in your …

Challenged with trying to reach a nationwide audience on a shoestring budget? Trying to engage individuals who are many different places on the spectrum of support? Not sure where to start? We had the same problem. Come hear how we developed, marketed and distributed a simple, sharable, powerful tool to address this and how you can replicate this at your …

Everyone has a unique story of difference: teammates, retailers, consumers. Understanding and appreciating that diversity helps us build stronger teams, better connect with our retail and wholesale customers and better understand our adult tobacco consumers. At Altria we seek and value difference to drive our business forward. The following is a workshop agenda for team building from Altria’s “Your Authentic Self” …

It’s time to revisit and revise the old narrative of “coming out of the closet.” It’s not just one act or a moment in time. At work, we constantly reveal who we are – from clarifying pronouns, to referencing our spouses, to more strategically personalizing LGBTQ equality to advocate for a policy change. Each of these acts is about telling your truth, sharing your story, and in doing so you have the power to change lives and transform organizational culture. Out & Equal has created this guide as a tool for LGBTQ people and allies looking to strengthen their understanding of how to share their stories in the workplace and land in a place of empowerment and growth as individuals and within the …

This report looks at why LGBT+ inclusion is an important component of companies’ ability to operate globally today and in the future. The report is a collaboration between Open For Business, Deloitte and Herbert Smith Freehills. It uses data collected by Deloitte, in partnership with Herbert Smith Freehills, to greater understand the experiences of LGBT+ people when working globally, and concludes that LGBT+ inclusion can positively impact the competitiveness of global companies, and the countries in which they are …

A fact sheet describing major trends in LGBTQ workplace …

Transgender and gender-diverse employees have the right to be who they are, openly, just like everyone else, which includes expressing their gender identity without fear of adverse consequences in the workplace. Similarly, the company has the right to expect that employees and support the needs of the business to function smoothly. This document advocates the use of a well-developed transition plan based on mutual respect for the transitioning or gender-diverse employee, their co-workers, customers, business partners and management. Such a plan, helps all affected parties in the workplace sphere successfully navigate the change and contributes to the company’s ability to diminish or eliminate workflow disruptions. The WGITG is a living document and may be revised as legal or procedural advancements occur. Please advise your HR and D&I staff to check the Out & Equal Workplace Advocates website periodically to ensure the latest version of these guidelines are in use at your …

December 1st is World AIDS Day – a day to stand in solidarity with all of those who have been touched by an epidemic that has claimed millions of lives. It is also a day to be asking ourselves what each of us can do to support those living with, and affected by, HIV and AIDS. Out & Equal has created a guide for employers on how they can best be engaged in bettering the lives of those living with HIV and AIDS …

You Can Play (www.youcanplayproject.org) is dedicated to ensuring equality, respect and safety for all athletes, without regard to sexual orientation and/or gender identity. This workshop highlights the importance of creating a safe and open work environment for all athletes, coaches, league executives and front office personnel in the sports oriented workplace that includes the field of play, league offices, sports media companies, and athletic apparel and equipment companies. We highlight work done in collaboration with You Can Play ambassadors and our corporate and league partners and discuss issues faced by LGBTQ athletes and executives in the sports oriented …

In this powerful moment of global transformation, it can be nearly impossible to balance the call for bold anti-racist action and the needs of your organization. The most critical part of building an anti-racism organization is clear, humble leadership, and this session will provide transformative, evidence-based practices for combatting internal defensive mechanisms (also known as “white fragility”) for leaders who are white or bi/multiracial with light-skinned privilege. Leaders at all levels of organizations and with all experiences around anti-racism are welcome in this skills-based …

Republicans, single parents, HIV+ colleagues. Bisexuals, Christians, baby boomers, ice hockey fans, auditors and janitors. Diversity within the LGBT community means more than ethnicity and gender. While most acknowledge that diversity is important, ERGs often adopt a narrow profile and miss out on opportunities to fully engage their employees. What can your ERG do to send a clear message of inclusiveness to all members of your community? This workshop will highlight unconscious biases within our community while proposing solutions through interactive discussions. The program will use scenarios to challenge your assumptions of “inclusion”, provide practical advice to assist organizations in celebrating all differences without bias, and challenge you to adopt a welcoming, authentic tone that will attract colleagues who are unengaged in today’s …

LGBT small town/rural populations face unique challenges in employment and community life. These disbursed regions often present areas of isolation, traditional community beliefs, and strong religious foundations. With less organized support and donated resources, they struggle – often in the closet –enduring negative attitudes toward sexual orientation and gender identity/expression (SOGIE). This session highlights the successful partnership of Dow, its ERG GLAD, and Perceptions, the SOGIE non-profit organization, in their Michigan headquarter region. Going beyond typical financial sponsorship, the two organizations actively partner to bring multiple events and programs to its region with executive leadership support. Additional partnering with state government delivers needed health initiatives. Through collaborative efforts, they bring employers, non-profits, religious affiliates, educational institutions, and the LGBT community together to learn, advocate, and …

Data from a nationally representative survey of LGBT people conducted by CAP shows that 25.2 percent of LGBT respondents has experienced discrimination because of their sexual orientation or gender identity in the past year. The January 2017 survey shows that, despite progress, in 2016 discrimination remained a widespread threat to LGBT people’s well-being, health, and economic …

Ever since November, there has been a lot of discussion about LGBTQ rights in the United States and the new administration. The range of topics has included marriage equality, adoption, anti LGBTQ state bills limiting access and protections for transgender citizens, repealing the Affordable care Act, protections under Title VII and Title IX, conversion therapy and a rise in bullying and harassment/violence. Corporations and LGBT organizations are continuing to work to protect LGBTQ workplace rights Join our January Town Call to discuss what is happening with LGBTQ workplace equality, next steps and hear from some of our partners on their plans to continue supporting all their …

Best practices for LGBT employee inclusion in the workplace includes health benefits for transgender employees who decide to undergo gender affirmation medical treatment to transition. Revising the benefits language is the first step to including these key benefits in your health plans. But why do these services matter and what is the value to the company and the transgender employee? What is the business case and how transformative are these steps they are for the individual? Join us for this town call as we talk about breaking down the barriers for the employer and provide the needed tools to have these discussions with the health plan administrator about covering services that go beyond the administrator’s internal medical policy. Find out about how companies have taken the effort and the impact of an HR Benefit that increases the recruiting, retention, promotion and engagement of transgender team members within your company. Whether you are just starting to plan adding transgender health benefits or want to review your current plan, please join us for this …

On May 20, 2020, Out & Equal hosted a virtual learning session – What’s Your Pronoun? Strategies for Inclusion. This session included practical guidance on how to operationalize inclusive pronoun practices and procedures in the workplace and showcased our newest guide, “What’s Your Pronoun? Strategies for Inclusion in the …

Do you have transgender and non-binary employees who have faced unique challenges at work? Is your ERG equipped to advocate, educate and mentor, or even accept these teammates with open arms? What about day-to-day challenges such as pronouns, names, systems, self-identification, bathrooms, general courtesy and dress guidelines? Bank of America, Microsoft and Out & Equal will share employees’ experiences and specific resources to frame this discussion on gender identity/expression in the workplace. Participants will be equipped to begin setting the stage or advancing the dialogue within their own …

This workshop shares leading practices on maintaining and expanding your ally program. The team created and executed “Global Ally Day” in more than 17 countries and 120 locations worldwide. This concept provides a powerful way to reach new Allies and engages existing Allies through education and networking opportunities. The objective is to expand the reach of the existing program and give all Allies an easy way to become visible to other associates to create an inclusive culture. Through extensive marketing and enthusiastic volunteers, the program generated tremendous Ally awareness worldwide. The team will walk through the program from start to finish and show participants how to execute a program that will extend your …

This workshop shares leading practices on maintaining and expanding your ally program. The team created and executed “Global Ally Day” in more than 17 countries and 120 locations worldwide. This concept provides a powerful way to reach new allies and engages existing allies through education and networking opportunities. The objective is to expand the reach of the existing program and give all allies an easy way to become visible to other associates to create an inclusive culture. Through extensive marketing and enthusiastic volunteers, the program generated tremendous Ally awareness worldwide. The team will walk through the program from start to finish and show participants how to execute a program that will extend your …

Over decades, workplaces have become familiar with the LGBT acronym, what it stands for, and ways to be inclusive of lesbian, gay, bisexual, and transgender employees. Many employers, however, are further behind in their inclusiveness of queer identity. This resource defines what it means and provides best practices queer …

Transgender Day of Remembrance is observed annually on November 20th to memorialize those lives lost to anti-transgender violence and to shine a light on the persistence of anti-transgender violence. This resource provides a guide for ways that companies, ERGs, and other champions of equality can take meaningful action to honor the transgender lives …

Our expectation of gender roles is unconsciously limiting the ability for LGBTQ+ people to thrive and bring their whole selves to the workplace. Today’s youth identify with as many as 20 distinct gender identities and will be entering our workforce with more than a binary definition of gender. How is your ERG influencing your corporate culture to confront the binary gender norms and embrace gender as a spectrum? This workshop will reveal and explore the conventional beliefs about gender and provide practical examples and methods for a workplace that truly values all …

The revolution won’t happen overnight. So how do we survive imperfect systems while pushing for change? The revolution won’t happen overnight. So how do we survive imperfect systems while pushing for change? Join internationally-renown transgender leader and speaker Trystan Reese and LGBTQ+ Muslim leader and DEI expert Raquel Saraswati at this session for LGBTQ employees, people of color, people with disabilities, women, and others with marginalized identities (and those with multiple points of marginalization). Learn and share concrete strategies for maintaining your humanity in the face of microaggressions, systemic bias, and …