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2022 US Transgender Survey: Early Insightspdf

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 …

February 12, 20241National Center for Transgender Equality (NCTE)EDIT
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identity non-binary-gnc-2 transgendernonprofitreports-white-papers-2 research
The DIVA Survey – LGBTQI Women’s Insight 2021 April 2021pdf

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 …

February 12, 20240KantarEDIT
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bisexual covid-19 diversity-and-inclusion-human-resources gay-and-lesbian general identity intersectionality intersex mental-health-and-wellness non-binary-gnc-2lgbtqi-women-non-binaryindustry-not-listedreports-white-papers-2
Kantar x DIVA 2023 – Breaking the ceiling for LGBT+ women and nonbinary peoplepdf

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 …

February 12, 20240KantarEDIT
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bisexual diversity-and-inclusion-human-resources gay-and-lesbian general identity intersectionality intersex mental-health-and-wellness non-binary-gnc-2 race-inclusion-belonging-2 self-id transgenderindustry-not-listedreports-white-papers-2
The Power of Resilience: Building Stronger LGBTQ+ Professionalswww

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 …

January 31, 20240Kalyela JosephsEDIT
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audio-video employee-resource-groups mental-health-wellbeing workplace-summit-2021
Navigating Uncertainty and Avoiding Burnoutwww

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 …

January 31, 20240out-and-equalEDIT
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diversity-and-inclusion-human-resources mental-health-and-wellness out-and-equal-resourcesindustry-not-listedwebinars
Practitioners for Change: Cultivating Mental Fitnesswww

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 …

January 31, 20240out-and-equalEDIT
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diversity-and-inclusion-human-resources employee-resource-groups mental-health-and-wellnesspractitioners-for-changeindustry-not-listedwebinars
Creating Belonging Wherever You Arewww

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. …

December 13, 20230Capital OneEDIT
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culture-and-belonging mental-health-and-wellness recruitment retentionworkplace-summit-2023financial-servicesaudio-video-2
Adjusting Your Sails: Engaging Hybrid Employeeswww

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. …

December 13, 20230Allstate, Oracle, Wells Fargo, , EDIT
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benefits culture-and-belongning mental-health-and-wellnessworkplace-summit-2023consulting financial-services insuranceaudio-video-2
A New Coming Out: Spilling the Tea on LGBTQ+ Financial Wellness -powered by Experianwww

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! …

December 13, 20230Experian, Out & Equal, Capital One, JPMorgan Chase, UBSEDIT
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law-and-public-policy mental-health-and-wellnessworkplace-summit-2023financial-servicesaudio-video-2
Career Breakthrough Lab for Diverse Leaders (powered by Bank of America)www

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. …

December 13, 20230New Avenue Marketing LLCEDIT
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leadership mental-health-and-wellness professional-developmentworkplace-summit-2023audio-video-2
An Intersectional Approach to Wellbeingwww

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 …

December 13, 20230Booking.comEDIT
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employee-resource-groups intersectionality mental-health-and-wellnessworkplace-summit-2023technologyaudio-video-2
Eliminating the Lavender Ceiling: LGBTQ+ Leadership Insights -powered by Bank of Americawww

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 …

December 13, 20230Out & Equal, Merrill Lynch, Deloitte, HSBC Bank USA EDIT
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culture-and-belonging intersectionalityworkplace-summit-2023financial-servicesaudio-video-2
Dress For Your Day: Professional Appearance Standards Unpackedwww

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 …

December 13, 20230Out & Equal, ABT, Patagonia, IOS, EDIT
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culture-and-belonging intersectionality mental-health-and-wellnessworkplace-summit-2023consulting nonprofitaudio-video-2
Design Thinking: Solving Thorny Issueswww

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+ …

December 13, 20230Capital OneEDIT
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benefits internal-policy intersectionalityworkplace-summit-2023financial-servicesaudio-video-2
Fostering Allyship with the Trans and Nonbinary Community in Latin Americawww

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 …

December 13, 20230JPMorgan Chase, Uber, HP, Deloitte, , EDIT
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global-law-public-policy mental-health-and-wellness non-binary-gnc-2 transgenderworkplace-summit-2023consulting financial-services technologyaudio-video-2
ESG and LGBTQ+: A Primerwww

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 …

December 13, 20230Paul HastingsEDIT
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benefits internal-policy law-and-public-policyworkplace-summit-2023legalaudio-video-2
Engaging Employees through Global Programming to Drive Inclusion through Allyshipwww

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 …

December 13, 20230JPMorgan ChaseEDIT
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culture-and-belonging leadership professional-developmentworkplace-summit-2023financial-servicesaudio-video-2
HIV and AIDS: Decades of Activism, Paths Forwardwww

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+ …

December 13, 20230Out & Equal, NMACEDIT
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law-and-public-policy mental-health-and-wellness storytellingworkplace-summit-2023nonprofitaudio-video-2
Globalising Trans Inclusionwww

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 …

December 13, 20230UberEDIT
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benefits internal-policy nonbinary-gnc transgenderworkplace-summit-2023technologyaudio-video-2
Global Leadership: Where the Path is Uncertainwww

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 …

December 13, 20230Out & Equal, Ben & Jerry's, Oil Europe, Translingerie, Open Mind Spectrum AlbaniaEDIT
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europe global-law-public-policy intersectionality latin-america law-and-public-policyworkplace-summit-2023audio-video-2
LGBTQIA+ Progress within Aerospacewww

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 …

December 13, 20230Boeing, Northrop Grumman, AirbusEDIT
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culture-and-belonging leadership professional-development storytellingworkplace-summit-2023aerospaceaudio-video-2
Intentionally Intersectional: “It’s not Either/Or, It’s Both/And”www

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 …

December 13, 20230Wells Fargo, DiscoverEDIT
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employee-resource-groups intersectionality law-and-public-policyworkplace-summit-2023financial-servicesaudio-video-2
Including and Engaging Hourly Workerswww

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 …

December 13, 20230 Accenture, CVS, Marriott International, , EDIT
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benefits culture-and-belonging internal-policy leadership professional-developmentworkplace-summit-2023consulting healthcare hospitalityaudio-video-2
Our Servicemembers, Our Honor – Reflections Through Don’t Ask Don’t Tellwww

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 …

December 13, 20230Out & EqualEDIT
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benefits internal-policy law-and-public-policyworkplace-summit-2023governmentaudio-video-2
Off the Beaten Path: How to grow your ERG without a Mapwww

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 …

December 13, 20230DellEDIT
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culture-and-belonging employee-resource-groupsworkplace-summit-2023technologyaudio-video-2
NBCU News Group presents: It’s Personal: LIFE Beyond The Headlineswww

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 …

December 13, 20230Comcast NBCUniversal EDIT
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culture-and-belonging law-and-public-policyworkplace-summit-2023communicationsaudio-video-2
Returning to our Roots: Strategies to Advance LGBTQI+ Rights in Asia Pacificwww

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 …

December 13, 20230Out & Equal, Pride Circle, JPMorgan Chase, Booking.com, Boeing, Uber, , , EDIT
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cstorytelling global-law-public-policy india intersectionality transgenderworkplace-summit-2023aerospace financial-services nonprofit technologyaudio-video-2
Recover Well: Addressing Burnout, Well-being & Thriving with DEIB Thought Leaders & Elite Athleteswww

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 …

December 13, 20230Out & Equal, Deloitte, EDIT
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culture-and-belonging leadership mental-health-and-wellness professional-developmentworkplace-summit-2023consulting nonprofitaudio-video-2
Partnering to Evolve LGBTQ+ Inclusionwww

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+ …

December 13, 20230HPEDIT
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corporate-community-partnerships-2 law-and-public-policy storytellingworkplace-summit-2023technologyaudio-video-2
Trans and Nonbinary Leaders: Visibility At Last, Opportunities Ahead – powered by JPMorgan Chasewww

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 …

December 13, 20230Out & Equal, TD Bank Group, Texas Capital Bank, Airbus, Accenture, JPMorgan Chase, , EDIT
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identity leadership non-binary-gnc-2 professional-development transgenderworkplace-summit-2023aerospace consulting financial-servicesaudio-video-2
The Dollars and Sense of Health Equitywww

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 …

December 13, 20230Included Health, EY, Boston Consulting Group, , EDIT
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benefits internal-policy intersectionality law-and-public-policyworkplace-summit-2023consulting financial-services healthcareaudio-video-2
Stronger Together: Building Solidarity in the Southwww

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 …

December 13, 20230Out & Equal, Dell, Airbus, Texas Capital Bank, UKG, , EDIT
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corporate-community-partnerships-2 law-and-public-policy mental-health-and-wellnessworkplace-summit-2023aerospace financial-services technologyaudio-video-2
Uncovering Culture: Are Your LGBTQIA+ Employees Hiding Who They Really Are?www

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.   …

December 13, 20230DeloitteEDIT
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culture-and-belonging intersectionality mental-health-and-wellnessworkplace-summit-2023consultingaudio-video-2
The Disability Inclusion Imperativepdf

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. …

November 28, 20230Accenture, Disability:IN, the American Association of People with Disabilities, EDIT
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ability change-and-transformation culture-and-belonging diversity-and-inclusion-human-resources employee-resource-groups identity internal-policy intersectional-programming intersectionality strategic-planningconsulting nonprofitreports-white-papers-2 research
Engaging ERGs to End HIVwww

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 …

November 20, 20230Health Action AllianceEDIT
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Global Transition Guidelinespdf

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 …

November 13, 20230SAPEDIT
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What the Plus? (Slide Deck + Resources List)pdf

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 …

November 13, 20230PFLAGEDIT
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Trans and Nonbinary Employee Lifecycle (Slide Deck)pdf

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 …

November 8, 20230SAPEDIT
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Rethinking the ERG – PepsiCo’s Challenge (Slide Deck + Worksheet)pdf

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 …

November 8, 20230PepsiCoEDIT
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The Power of Listening Sessions (Slide Deck + Worksheet)

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 …

November 8, 20230Out & EqualEDIT
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Pride Against Prejudice (Slide Deck)pdf

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 …

November 8, 20230U.S. Department of Defense, Office of the Director of National IntelligenceEDIT
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IC Pride Inclusive Language Toolkitpdf

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 …

November 8, 20231IC PrideEDIT
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Mo(o)re Queer!pdf

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” …

November 8, 20230Out & EqualEDIT
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Getting Started: Forming an LGBTQ+ Industry Specific Grouppdf

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

November 8, 20230Intel, ASML, LAM Research, Micron TechnologyEDIT
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change-and-transformation corporate-community-partnerships-2 diversity-and-inclusion-human-resources identity intersectional-programming law-and-public-policy out-and-equal-workplace-summit strategic-planningworkplace-summit-2023manufacturingguides-and-handbooks
Creating Sustainable Change at EPA While the Wind is at Our Backs (Slide Deck)pdf

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 …

November 8, 20230Environmental Protection AgencyEDIT
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culture-and-belonging employee-resource-groups facilities non-binary-gnc-2 out-and-equal-workplace-summit transgenderworkplace-summit-2023governmenthandouts presentations
Creating the First ERG in South America (Slide Deck)pdf

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 …

November 8, 20230Air Products, EDIT
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employee-resource-groups general getting-started intersectional-programming latin-america out-and-equal-workplace-summitworkplace-summit-2023chemicals energyhandouts presentations
Financial Planning for the LGBTQ+ person (Slide Deck)pdf

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 …

November 8, 20230UBSEDIT
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Lighting the Path to Change: How to be Powered by Difference (Slide Deck)pdf

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 …

November 8, 20230SoneparEDIT
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Mental Health for LGBTQ+ Employees (Slide Deck)pdf

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+ …

November 8, 20230Johnson & JohnsonEDIT
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benefits diversity-and-inclusion-human-resources mental-health-and-wellness non-binary-gnc-2 out-and-equal-workplace-summit transgenderworkplace-summit-2023pharmaceuticalhandouts presentations
Forming an ERG: How to Get Startedpdf

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

November 8, 20230SoneparEDIT
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Global Equity, Diversity & Inclusion: 2023 Reportpdf

Boeing’s 2023 Global Equity, Diversity & Inclusion …

November 8, 20230BoeingEDIT
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change-and-transformation culture-and-belonging diversity-and-inclusion-human-resources employee-resource-groups identity internal-policy intersectionality leadershipaerospacereports-white-papers-2
Planning for the LGBTQ+ Familypdf

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 …

November 8, 20230UBSEDIT
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Design Thinking: Solving Thorny Issues (Handout)pdf

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

November 8, 20230Capital OneEDIT
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Design Thinking: Solving Thorny Issues (Slide Deck)pdf

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 …

November 8, 20230Capital OneEDIT
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benefits intersectionality out-and-equal-workplace-summitworkplace-summit-2023financial-serviceshandouts presentations
Corporate Equality Index (Summit 2023 Slide Deck)pdf

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 …

November 8, 20230Human Rights CampaignEDIT
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benchmarking benefits change-and-transformation culture-and-belonging diversity-and-inclusion-human-resources law-and-public-policy out-and-equal-workplace-summitworkplace-summit-2023nonprofithandouts presentations
Corporate Equality Index (Summit 2023 Handout)pdf

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 …

November 8, 20230Human Rights CampaignEDIT
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benchmarking benefits change-and-transformation culture-and-belonging diversity-and-inclusion-human-resources law-and-public-policy out-and-equal-workplace-summitworkplace-summit-2023nonprofithandouts presentations
Influencing Leaders for LGBTQIAP+ Inclusion: A LATAM Perspectivepdf

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 …

November 8, 20230IOS - The Institute for Social Opportunity, Thomson Reuters, Pride Connection and CoachMap, Salesforce, EDIT
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Tackling Discrimination against Lesbian, Gay, Bi, Trans & Intersex People: Standards of Conduct for Businesspdf

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 …

November 8, 20230United Nations Human Rights Office EDIT
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global-law-public-policy law-and-public-policyindustry-not-listedbriefs guides-and-handbooks
ESG and LGBTQ+: A Primerpdf

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 …

November 8, 20230Paul HastingsEDIT
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Blue Shelled on The Rainbow Road (Slide Deck + Handout)pdf

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 …

November 8, 20230RTXEDIT
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benefits employee-resource-groups internal-policy leadership out-and-equal-workplace-summit professional-developmentworkplace-summit-2023aerospacehandouts presentations
Uncovering Culture: Are Your LGBTQIA+ Employees Hiding Who They Really Are?pdf

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+ …

November 8, 20230DeloitteEDIT
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change-and-transformation diversity-and-inclusion-human-resources identity intersectionality mental-health-and-wellness out-and-equal-workplace-summitworkplace-summit-2023consultinghandouts presentations
5 Things to Consider When Traveling as an LGBTQ+ Person (Handout)pdf

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 …

November 8, 20230Hispanic Association on Corporate ResponsibilityEDIT
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The Power of Storytelling: How to Change the World in 90 Minutes (Slide Deck)pdf

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 …

November 8, 20230The GenderCool Project, VMWare, EDIT
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The Loneliness of “Onlyness”: Preventing Feelings of Isolation in the Bi+ Community (Slide Deck)pdf

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 …

November 8, 20230JPMorgan Chase, HSBCEDIT
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bisexual identity leadership mental-health-and-wellness out-and-equal-workplace-summit professional-development womenworkplace-summit-2023financial-serviceshandouts presentations
Standing Up for Our Communities (Slide Deck)pdf

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 …

November 8, 20230Stonewall, IBM, EDIT
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corporate-community-partnerships-2 global-law-public-policy law-and-public-policy out-and-equal-workplace-summitworkplace-summit-2023nonprofit technologyhandouts presentations
Small Investments & Big Returns: Leveraging Grassroots LGBTQ+ Inclusion in Smaller Companies (Slide Deck)pdf

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 …

November 8, 20230Out & EqualEDIT
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employee-resource-groups leadership mental-health-and-wellness out-and-equal-workplace-summit professional-developmentworkplace-summit-2023industry-not-listedhandouts presentations
Speak OUT: Hacking the Fear of Public Speaking for LGBTQIA+ Leaders (Handout)pdf

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 …

November 8, 20230Fearless CommunicatorsEDIT
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Sipping the BisexualiTEA (Slide Deck)pdf

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 …

November 8, 20230Wells Fargo, JPMorgan Chase, MassMutual, VMware, EDIT
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bisexual identity mental-health-and-wellness out-and-equal-workplace-summit queer womenworkplace-summit-2023financial-services technologyhandouts presentations
Reverse Mentoring Workshop (Slide Deck)pdf

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 …

November 8, 20230Northrup GrummanEDIT
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diversity-and-inclusion-human-resources employee-resource-groups identity mentoring out-and-equal-workplace-summit professional-development retentionworkplace-summit-2023aerospacehandouts presentations
RepresentACEion: A-spectrum in our ERGs (Slide Deck)pdf

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 …

November 8, 20230Boeing, Medtronic, , EDIT
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asexual employee-resource-groups identity out-and-equal-workplace-summitworkplace-summit-2023aerospace healthcare technologyhandouts presentations
Queer Self-Care (Session Handout)pdf

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 …

November 8, 20230QueeronPurpose Coaching, Modern Mind Labs, Business AwakensEDIT
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Queer Parenting: Support Workshop (Session Takeaway)pdf

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 …

November 8, 20230Oracle, IntelEDIT
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Publicly Supporting the Trans Community (Slide Deck)pdf

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 …

November 8, 20230Gilead Sciences, GRACE, Human Rights Campaign, EDIT
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Pride at Plants: Driving Rural Engagement (Slide Deck)pdf

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 …

November 8, 20230CargillEDIT
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Poly At Work: Let’s Talk Non-monogamy! (Slide Deck)pdf

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 …

November 8, 20230VMWare, Dell Technologies, JPMorgan Chase, EDIT
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benefits identity mental-health-and-wellness out-and-equal-workplace-summitworkplace-summit-2023financial-services technologyhandouts presentations
Partnering to Evolve LGBTQ+ Inclusion (Slide Deck)pdf

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+ …

November 8, 20230HPEDIT
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Openly Queer, Closeted Ace (Handout)pdf

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 …

November 6, 20230Meta, Northrup Grumman, SAP, EDIT
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Off the Beaten Path: How to grow your ERG without a Map (Slide Deck)pdf

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 …

November 6, 20230DellEDIT
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Nonbinary Inclusion at Lockheed Martin (Slide Deck)pdf

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 …

November 6, 20230Lockheed MartinEDIT
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Leading with Love (Slide Deck)pdf

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 …

November 6, 20230Business AwakensEDIT
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Lead With L.O.V.E. Modules 1-2 (Slide Deck)pdf

“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 …

November 6, 20230Modern Mind LabsEDIT
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Intersecting Identity: What’s Your Role?pdf

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. …

November 6, 20230SAP, Boeing, EDIT
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Intentionally Intersectional: “It’s not Either/Or, It’s Both/And” (Slide Deck)pdf

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 …

November 6, 20230Wells Fargo, DiscoverEDIT
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Fundamentals of LGBT+ Financial Planning (Slide Deck)pdf

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 …

November 6, 20230Goldman SachsEDIT
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benefits diversity-and-inclusion-human-resources identity mental-health-and-wellness non-binary-gnc-2 out-and-equal-workplace-summit transgenderworkplace-summit-2023financial-serviceshandouts presentations
ERG-Supplier Diversity Synergiespdf

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 …

November 6, 20230EYEDIT
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Engaging Employees through Global Programming to Drive Inclusion through Allyship (Resource)pdf

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 …

November 6, 20231JPMorgan ChaseEDIT
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ally culture-and-belonging general leadership out-and-equal-workplace-summit professional-developmentworkplace-summit-2023financial-serviceshandouts presentations
Building Out Connections (Slide deck)pdf

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 …

November 6, 20230JPMorgan Chase, BlackRockEDIT
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leadership out-and-equal-workplace-summit storytellingworkplace-summit-2023financial-servicespresentations
Doing More: Inclusive LGBTQ+ Leaders (Slide Deck)pdf

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 …

November 6, 20230Jennifer Brown Consulting, DEN ConsultingEDIT
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leadership out-and-equal-workplace-summit professional-development storytellingworkplace-summit-2023consultinghandouts presentations
Do Ask, Do Tell: Engaging Marketing (Slide Deck)pdf

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 …

November 6, 20230IndeedEDIT
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Design Thinking for DEI&J (Slide Deck)pdf

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 …

November 6, 20230ADTEDIT
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Cultivating Culture Before Day One! (Slide Deck)pdf

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 …

November 6, 20230Xerox, TurazoEDIT
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culture-and-belonging diversity-and-inclusion-human-resources recruitment retentionworkplace-summit-2023technologyhandouts presentations
Career Breakthrough Lab for Diverse Leaders (powered by Bank of America) – Slide Deckpdf

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 …

November 6, 20231New Avenue LLCEDIT
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leadership mental-health-and-wellness out-and-equal-workplace-summitworkplace-summit-2023nonprofitpresentations workshops
World AIDS Day: Toolkit for Employerspdf

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 …

November 6, 20230Health Action AllianceEDIT
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Bi the Way, We Existpdf

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 …

November 2, 20230Dell, JPMorgan, EDIT
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An Intersectional Approach to Wellbeing (Session Handout)pdf

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 …

November 1, 20230Booking.comEDIT
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Cracking the Gen Z Code: Attracting and Retaining Gen Z’s LGBTQ+ Talentpdf

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 …

October 26, 20230Out & EqualEDIT
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Pride-Out-Of-The-Box: An ERG Guide to Celebrating Pride Virtuallypdf

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 …

October 26, 20230Out & EqualEDIT
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You’re Here, You’re Queer, and You Need a Job: Mapping Your First Steps as an LGBTQ+ Gen Zer at Workpdf

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 …

October 26, 20230Out & EqualEDIT
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Experiences of The Lavender Ceiling: Progress and Continued Challenges Facing out LGBTQ+ Leaders at Workpdf

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+ …

October 26, 20230Out & EqualEDIT
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All You Need is Love – or Not? Asexuality, Aromanticism and Attractionpdf

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 …

August 30, 20239DellEDIT
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IBM: Striving for authenticitywww

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 …

August 15, 20230Out & EqualEDIT
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EY: Nine ways to advance LGBT+ Policy throughout global organisationswww

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. …

August 15, 20230Out & EqualEDIT
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Deloitte Global 2023 LGBT+ Inclusion @ Workwww

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   …

August 15, 20231Out & EqualEDIT
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Accenture: Getting to Equal: Visible Growth, Invisible Fears (2020)www

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 …

August 15, 20231Out & EqualEDIT
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Wake Up Sisters! We are Reclaiming Our Space: How to be an Intersectional Ally Toolkitpdf

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 …

August 14, 202311Dell TechnologiesEDIT
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What About the B?pdf

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 …

August 14, 20230out-and-equalEDIT
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Impact Storytelling: Creating Space, Changing Minds and Building a More Inclusive Workplace.www

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 …

August 14, 20230Out and EqualEDIT
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Lead with your Brand! Are you Coffee or are You Starbucks?www

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 …

August 14, 20230Out and Equal, EDIT
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Enhancing Social Impact through Corporate-Community Partnerships: LGBT+ Entrepreneurship, Employability and Income Generationwww

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 …

August 14, 20230Out and EqualEDIT
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brazil change-and-transformation corporate-advocacy-public-policy-2 culture-and-belonging diversity-and-inclusion-human-resources global-law-public-policy global-resources-and-events-2 identity international law-and-public-policy out-and-equal-workplace-summit virtual-summit-seriessummit22nonprofitaudio-video-2 presentations webinars workshops
Know your Audience – Adapting LGBTQ+ Training for Enterprise-Wide Relevancewww

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 …

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Office of LGBT+ Affairs – A Breakthrough Model for Equity and Inclusionwww

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 …

August 14, 20230Out and Equal, EDIT
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c-suite change-and-transformation corporate-advocacy-public-policy-2 culture-and-belonging diversity-and-inclusion-human-resources employee-resource-groups executive-and-senior-leadership federal global-resources-and-events-2 identity internal-policy law-and-public-policy mid-level-management out-and-equal-workplace-summit virtual-summit-seriessummit22financial-services governmentaudio-video-2 presentations webinars workshops
Religion and LGBTQ+ Intersectionalitywww

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. …

August 14, 20231Out and Equal, EDIT
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The Power of Vulnerability and Creating Psychological Safety for LGBTQ+ Employeeswww

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 …

August 14, 20230Out and Equal, , EDIT
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The Two Languages of Inclusionwww

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 …

August 14, 20230Out and Equal, EDIT
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ally-engagement business-case change-and-transformation culture-and-belonging diversity-and-inclusion-human-resources employee-resource-groups identity internal-policy intersectional-programming intersectionality leadership out-and-equal-workplace-summit programming race-inclusion-belonging-2 retention self-id training-and-education virtual-summit-seriessummit22chemicals communicationsaudio-video-2 presentations webinars workshops
Transgender Apprentice Program (Recording)www

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 …

August 14, 20230Out & EqualEDIT
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360 programming in a virtual environmentwww

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 …

August 11, 20230HPEDIT
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Ask Me Almost Anything: Reddit-Inspired AMAs for Resource Groupswww

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 …

August 11, 20230CVS HealthEDIT
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Expanding Your ERG/BRG Footprint: Training Local Ambassadorswww

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 …

August 11, 20230Liberty MutualEDIT
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Harnessing the Conference After Glowwww

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 …

August 11, 20230Aimee BroadhurstEDIT
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India in Focus: Mental Health & LGBTQ Intersections in the Workplacewww

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. …

August 11, 20230Out & Equal, Pride Circle, Interweave Consulting Pvt LtdEDIT
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India Forum 2020: Mental Health & LGBTQI+ Workplace Intersectionswww

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 …

August 11, 20230Out & Equal Workplace AdvocatesEDIT
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It’s Personal, Not Business: Authentic Cross-company and Community Collaborationwww

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. …

August 11, 20230HP, San Diego LGBT Pride, Northrop GrummanEDIT
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Leading BRGs Through Crisis and Pandemics: Lessons Learnedwww

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

August 11, 20230Wells Fargo, Ferrara Candy CoEDIT
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Leading LGBTQ+ legal teams in different regions of Brazilwww

“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 …

August 11, 20230Machado MeyerEDIT
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Putting your Executives to Workwww

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 …

August 11, 20230Bank of AmericaEDIT
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Rehab Rebound: Returning to Work after a Mental Health Crisiswww

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. …

August 11, 20230Deloitte, Wells Fargo,EDIT
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Southern States Forum 2020: The Future of Belonging – A Closing Keynote by Erin Urituswww

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 …

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The Journey: Mental Health and Your Careerwww

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 …

August 11, 20230Capitol OneEDIT
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Time and Talent (Virtual): Blending skills and volunteering to create impactwww

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! …

August 11, 20230TargetEDIT
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Up Your Game – Building Power with Cross-Company LGBTQ+ ERG Allianceswww

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 …

August 11, 20230Oracle, Lockheed Martin, Sharmin Sehat, Ricardo Barajas, Cindy WeintraubEDIT
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What (LGBTQ)POC ARE Asking Forwww

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 …

August 11, 20230Urban&OutEDIT
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All You Need is Love Or Notwww

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 …

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Igniting Community Partnerships through Corporate DEI Engagementwww

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 …

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Leave it Better Than You Found It – Building Better Benefitswww

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 …

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Global Partnerships towards Equality in Argentina CCGLAR and Out & Equalwww

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 …

August 11, 20230out-and-equal, EDIT
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Inclusive Leadership Through Agile & Design Thinkingwww

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 …

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Raising Proud Parentswww

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 …

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The Evolution to Digital HR3.0: Experience Based Inclusive HRwww

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 …

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Ace In the Workplacewww

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 …

August 11, 20230out-and-equalEDIT
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Activating Volunteers: From Communities to Corporationswww

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 …

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Unlock your Company’s LGBTQ influence via Spend Management Supplier Diversitywww

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 …

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2021 Summit Premier Session Nonbinary in Four Languageswww

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

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Global Hub New User Trainingwww

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 …

August 11, 20230EDIT
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Getting Smarter: The Importance of Learning and Sharing Inclusive LGBTQ+ History, with Blair Imaniwww

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 …

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The Wake Up: How to Create Real DEI Transformation, with Michelle MiJung Kim, and Michelle Meowwww

“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, …

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Practitioner Well-being Series: The Trauma-Informed Workplacewww

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 …

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Building Allyship, Building Action: Strengthening Nonbinary Workplace Inclusionwww

“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 …

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Practitioner Well-Being Series: Strengthening Emotional Intelligencewww

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 …

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Bringing Your Whole Self to Work: Unpacking Covering and Intersectionality in the Workplacewww

“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 …

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Global Hub New User Trainingwww

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 …

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Quantifying the Unquantifiable – the Quest for LGBTQ+ Equity Using Country-Appropriate Strategies (Summit 2022)www

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 …

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Coming Out Again: Neurodiversity in the Workplacewww

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 …

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Cultures of Belonging: Perspectives from Latin Americawww

“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 …

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Deep in the Heart: Texas as Case Study for Navigating Anti-LGBTQ Billswww

“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.” …

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Journeys to DEI Leadership: Perspectives from Tech, Beverage, and Finance Leaderswww

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 …

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Maintaining ERG Momentum Through Corporate Changewww

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 …

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Meeting the Moment: What’s Next for Advancing LGBTQ+ Inclusion in the Workplacewww

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 …

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NBC News Panel – Rainbow Capitalism: Progress, Politics and Pinkwashingwww

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 …

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New Leadershipwww

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 …

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Promoting the Health and Wellbeing of your Gender Expansive Workforcewww

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 …

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Pursuit or Escape? The Great Resignation and Belongingwww

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 …

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Rain or Shine: Protecting Ukrainian LGBTQI+ Refugees through Corporate and Non-Profit Partnershipswww

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. …

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Resiliency in Practice: Sustaining Ourselves as DEI Leaderswww

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 …

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Self-Identification Programs Create a More Inclusive Workplacewww

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 …

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Surround Sound: Maximizing your LGBT+ Non-Profit Partnershipswww

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 …

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Tectonic Shifts: Gender-Based Advocacy in Today’s Environmentwww

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 …

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The Art of Being Queer: A Lens for Inclusionwww

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 …

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The Power of Persistence When Building an Inclusive Culture for the LGBTQIA+ Communitywww

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+ …

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To Bi-Finity and Beyond! Collaborative Workshop: Building Bi+ Space at your Companywww

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 …

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You Say You Want an Evolution: Partnering & Accelerating for LGBTQ+ Impactwww

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. …

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Your Story, Your Truth, Your Power: A Fireside Chat with Moriaki Kidawww

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 …

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July 1st and Beyond: Navigating Consistent Engagement with LGBTQIA+ Consumers & Communitieswww

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 …

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Drivers Needed: Uber’s Public Journey from Accountability to Ownership (Recording)www

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 …

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Drivers Needed: Uber’s Public Journey from Accountability to Ownership (Slide Deck)pdf

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 …

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Wells Fargo LGBTQ+ Marketing Strategy: Pride & Beyondpdf

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 …

August 2, 20238Wells FargoEDIT
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Accenture Transgender Apprentice Program (Slide Deck)pdf

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 …

August 2, 20238AccentureEDIT
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Reverse Mentoring (Slide Deck)pptx

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

August 2, 20239AccentureEDIT
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Office of LGBTQ+ Affairs – Surround Sound: Maximizing your LGBT+ non profit partnershipspdf

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 …

August 1, 202311JPMorgan Chase & Co.EDIT
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Office of LGBTQ+ Affairs – A Breakthrough Model for Equity and Inclusionpdf

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 …

August 1, 20239JPMorgan Chase & Co.EDIT
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That Song Is Already 10 Years Old?!: Intergenerational Reference Points, LGBTQ+ Leadership, and Youpdf

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 …

April 3, 20230Out & EqualEDIT
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(Timeline) That Song is Already 10 Years Old?!:Intergenerational Reference Points, LGBTQ+ Leadership, and Youpdf

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

April 3, 20231Out & EqualEDIT
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2021 Summit Premier Session: Gender in Latin America Roadmap for Progresswww

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

December 1, 20220Out & Equal, , EDIT
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Transgender Toolkit Templatedocx

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 …

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Transgender Toolkit – Honeywellpdf

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

August 5, 202211, , , EDIT
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Out & Equal Global Forum: The Bonds We Forge Togetherwww

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. …

June 28, 20220out-and-equalEDIT
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Right Within: How to Heal from Racial Trauma in the Workplace, with Minda Hartswww

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 …

June 24, 20220out-and-equalEDIT
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Right Within: How to Heal from Racial Trauma in the Workplace with Minda Harts (Guide)pdf

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. …

June 24, 20220out-and-equalEDIT
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Best Practices for Dismantling Racial Inequality in the Workplace, with Daisy Auger-Dominguezwww

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 …

June 24, 20220out-and-equal, EDIT
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Pride-Out-Of-The-Box: An ERG Guide to Celebrating Pride in 2022pdf

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 …

June 3, 20220out-and-equalEDIT
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Guía de Comunicación Inclusiva para la Inclusión Laboral de Personas Trans y No Binariaspdf

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 …

June 3, 20220out-and-equalEDIT
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Striving for Authenticity: LGBT+ Views on Enduring Discrimination and Expanding Inclusionpdf

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 …

June 3, 20220out-and-equal, EDIT
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Cómo lograr la inclusión de personas intersex en el lugar de trabajopdf

¿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. …

June 3, 20220out-and-equalEDIT
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Global Toolkit for Change: Assessing LGBTQI+ Inclusion in your Workplacepdf

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 …

April 11, 20220out-and-equalEDIT
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Global Hub New User Training (PDF)pdf

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

February 4, 20220out-and-equalEDIT
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Partners in Pride – Building Cultural Competency through LGBTQ+ Mentoringwww

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 …

December 13, 20212CNAEDIT
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Manual para o uso da linguagem neutra em Língua Portuguesapdf

A manual on inclusive language in …

December 7, 20211Gioni CaêEDIT
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brazil global-law-public-policy latin-america non-binary-gnc-2 transgendernonprofitguides-and-handbooks
Centering LGBTIQ+ people for a human centered approach for the Future of Workwww

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 …

December 7, 20210International Labor OrganizationEDIT
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Lessons from an Anti-Racism Book Clubwww

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) …

December 7, 20210BoeingEDIT
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Leveraging our Queerness for Leadership – A Roundtable Discussionwww

“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 …

December 7, 20210HP Inc.EDIT
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Being an LGBTQ Global Citizenwww

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 …

December 7, 20210BlackRockEDIT
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“We Are Everywhere … and We Are Nowhere: Capturing the Data of LGBTQ+ Women’s Real Lives”www

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. …

December 7, 20210LGBTQ Womens SurveyEDIT
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Office of LGBT+ Affairs – Driving the agenda from the topwww

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 …

December 7, 20210JP Morgan ChaseEDIT
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Creating and sustaining a Grade AAA LGBT+ Networkwww

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 …

December 7, 20210IBMEDIT
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Creating an Intersex-Inclusive Workplacewww

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 …

December 7, 20210InterACTEDIT
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Harnessing Your Personal Brand and Respecting Yourselfwww

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 …

December 7, 20210Medtronic, EDIT
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Public Intercompany LGBTQ+ Panels: Building Lasting Impacts from Current Conversationswww

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 …

December 7, 20210CVS Health,Accenture, , , EDIT
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Increasing LGBTQ Inclusion through Affirming Healthcare Access & Benefitswww

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, …

December 7, 20210Accenture, EDIT
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Tackling the Global Anti Gender Movementwww

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 …

December 7, 20210Stonewall UK, FELGTBEDIT
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Accelerating Innovation through Diversity: Amplifying Return on Equity by Investing in the LGBTQ+ Communitywww

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 …

December 7, 20210Boeing,ToyotaEDIT
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The Relevance of Workplace Benefits Inclusivity for the LGBTQ+ Workforcewww

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

December 7, 20210ChevronEDIT
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Improving the Retail Experience for Transgender and Nonbinary Customerswww

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 …

December 7, 20210VerizonEDIT
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Supplier Diversity: How to Overcome Four Key Obstaclespdf

Leaders integrate supplier diversity goals into their procurement …

December 7, 20210out-and-equalEDIT
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Taking Back Control: Tools for Effectively Navigating LGBTQ+ and Religious Identitieswww

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 …

December 7, 20210TanenbaumEDIT
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Reality Check – Am I an “aging” LBGTQ Person? | Workshopwww

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 …

December 7, 20210Wells FargoEDIT
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intersectionality professional-development-executive-leadership workplace-summit-2021financial-services
Bringing Authenticity through Intersectionalitywww

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 …

December 7, 20210Lockheed Martin, EDIT
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audio-video belonging-culture employee-resource-groups intersectionality workplace-summit-2021aerospace technology
Skills to Succeed: Supporting trans communitywww

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+ …

December 7, 20210Accenture, EDIT
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corporate-community-partnerships-2 non-binary-gnc professional-development-executive-leadership talent-acquisition-retention transgender workplace-summit-2021consulting technology
LGBT+ ERG membership drive in LATAMwww

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 …

December 7, 20210Baker HughesEDIT
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corporate-community-partnerships-2 global-law-public-policy workplace-summit-2021energy
Designing Solutions Against Hate and Bigotry: Roundtable for Intersectional Leaderswww

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 …

December 7, 20210Marriott InternationalEDIT
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belonging-culture intersectionality professional-development-executive-leadership workplace-summit-2021hospitality
Making Pride Byte-Sized: Advocating at the Intersection of Technology, Business and Peoplewww

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 …

December 7, 20210EricssonEDIT
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audio-video belonging-culture employee-resource-groups leveraging-narratives workplace-summit-2021telecommunication
Breakthrough conversations: How creating safe spaces for LGBTQ+ people enables business successwww

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 …

December 7, 20210UL, Saab Inc, IBMEDIT
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belonging-culture dei-strategies mental-health-wellbeing workplace-summit-2021technology
Does Structuring Inclusion and Diversity Make BRGs Effective?www

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 …

December 7, 20210Bayer US, LLC, EDIT
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audio-video belonging-culture employee-resource-groups workplace-summit-2021chemicals pharmaceutical
Navigating a complex world; frameworks for understanding LGBTQ+ legislation and policywww

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 …

December 7, 20210Stonewall UKEDIT
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corporate-community-partnerships-2 global-law-public-policy law-and-public-policy workplace-summit-2021nonprofit
Inclusive Product Design, Marketing and Allyship for the Transgender and Nonbinary Communitywww

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 …

December 7, 20210CitiEDIT
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belonging-culture corporate-community-partnerships-2 non-binary-gnc transgender workplace-summit-2021financial-services
Safe Place International & ORAMwww

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 …

December 7, 20210Safe Place International, ORAMEDIT
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corporate-community-partnerships-2 global-law-public-policy workplace-summit-2021nonprofit
Transmen and Transmasculine: Lets hear your voices!www

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 …

December 7, 20210Bank of AmericaEDIT
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belonging-culture non-binary-gnc transgender workplace-summit-2021financial-services
Building a Family and Parenting from an LGBTQ+ Perspectivewww

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 …

December 7, 20210Raytheon TechnologiesEDIT
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family workplace-policies-benefits workplace-summit-2021technology
Spotlight Partners: Help your non-profit partners shine in a virtual worldwww

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 …

December 7, 20210TargetEDIT
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audio-video corporate-community-partnerships-2 employee-resource-groups intersectionality workplace-summit-2021retail
OREO Brand Pride and Inclusive Marketing with a Purpose at Mondelēz Internationalwww

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 …

December 7, 20210MondelezEDIT
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corporate-community-partnerships-2 family workplace-summit-2021food-and-beverage
Harness the power of ERGs to influence public policy and corporate political givingwww

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 …

December 7, 20210VMWareEDIT
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corporate-community-partnerships-2 employee-resource-groups intersectionality law-and-public-policy workplace-summit-2021technology
The Next Generation Workforce – Reverse Mentoring Transgender and Non-binary Youthwww

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 …

December 7, 20210GenderCoolEDIT
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corporate-community-partnerships-2 non-binary-gnc professional-development-executive-leadership transgender workplace-summit-2021nonprofit
LGBTQ+ Representation on Corporate Boardswww

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 …

December 7, 20210Accenture,SC Johnson, EDIT
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belonging-culture professional-development-executive-leadership workplace-summit-2021consulting technology
Citi SpeakOUT: Intersection, Representation and Networking across Geographieswww

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 …

December 7, 20210CitiEDIT
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global-law-public-policy intersectionality leveraging-narratives workplace-summit-2021financial-services
A New LGBTQ+ Workforce Has Arrived – Inclusive Cultures Must Followwww

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 …

December 7, 20210BCG, The CenterEDIT
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belonging-culture corporate-community-partnerships-2 leveraging-narratives workplace-summit-2021nonprofit
What older LGBTQ people need when the country begins to recover from the pandemicwww

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 …

December 7, 20210AARPEDIT
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belonging-culture intersectionality mental-health-wellbeing workplace-summit-2021nonprofit
The Power of Executive Sponsors in Driving ERG Successwww

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 …

December 7, 20210HP Inc.EDIT
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audio-video employee-resource-groups global-law-public-policy professional-development-executive-leadership workplace-summit-2021technology
Vulnerable Leadership: Stories of Failure in Corporate LGBTIQ+ Inclusionwww

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 …

December 7, 20210PresenteEDIT
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corporate-community-partnerships-2 global-law-public-policy professional-development-executive-leadership workplace-summit-2021nonprofit
Wake Up Sisters 2.0 – More diverse than ever!www

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 …

December 7, 20210Dell TechnologiesEDIT
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belonging-culture global-law-public-policy intersectionality women workplace-summit-2021technology
Call for equality: the importance of intersectionality for the LGBTQIAP+ peoplewww

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 …

December 7, 20210Mattos FilhoEDIT
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audio-video belonging-culture employee-resource-groups global-law-public-policy intersectionality workplace-summit-2021legal
Leadership Lessons from Drag Performerswww

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 …

December 7, 20210Wells FargoEDIT
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belonging-culture leveraging-narratives workplace-summit-2021financial-services
The Five C’s 2.0: How we lead from herewww

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 …

December 7, 20210Jlynne Consulting Group, The Human Leadership InstituteEDIT
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workplace-summit-2021
Redefining “Family”www

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 …

December 7, 20210Dow ChemicalEDIT
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family global-law-public-policy intersectionality workplace-policies-benefits workplace-summit-2021chemicals
Cross Team Success Stories: Transgender, Nonbinary, and Gender Expansive Inclusion at Planned Parenthoodwww

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 …

December 7, 20210Planned ParenthoodEDIT
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belonging-culture non-binary-gnc transgender workplace-policies-benefits workplace-summit-2021nonprofit
Identity at Work: Gender Expansive Leaders Building Communitywww

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 …

December 7, 20210JP Morgan ChaseEDIT
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dei-strategies global-law-public-policy non-binary-gnc transgender workplace-summit-2021financial-services
Oracle4All – ERG, HR, and D&I Collaboration in Italy and Brazilwww

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 …

December 7, 20210OracleEDIT
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audio-video brazil dei-strategies employee-resource-groups global-law-public-policy talent-acquisition-retention workplace-summit-2021technology
Playing in the sandbox together! Or…can I help you with that?www

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 …

December 7, 20210Wells FargoEDIT
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corporate-community-partnerships-2 dei-strategies intersectionality workplace-policies-benefits workplace-summit-2021financial-services
Allyship and Leading in the New Normalwww

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 …

December 7, 20210Northrop Grumman CorporationEDIT
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belonging-culture professional-development-executive-leadership workplace-summit-2021aerospace
Mental Health of Lesbian, Bisexual, and Other-Identified Parents and Non-Parentswww

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 …

December 7, 20210Williams InstituteEDIT
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An Intimate Conversation with Women of Color Leading LGBTQ Strategiespdf

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 …

December 7, 20210AT&T, GM, Walmart, Texas Instruments, EYEDIT
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ally-engagement people-of-color race-inclusion-belonging-2 women
Elevation Through Networking: How the OandE Buddy program accelerated changes at Boeing/Deloittewww

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 …

December 7, 20210Boeing,DeloitteEDIT
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belonging-culture employee-resource-groups non-binary-gnc transgender workplace-policies-benefits workplace-summit-2021consulting
An Intimate Conversation with Black / African American LGBTQ+ Women & Alliespdf

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+ …

December 7, 20210AT&T, John Deere, Mercedes Benz Financial, Quicken Loans, Wells FargoEDIT
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ally-engagement women
Voices from the MENA Region – Partner with Local LGBTQI Advocateswww

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 …

December 7, 20210Chemonics InternationalEDIT
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corporate-community-partnerships-2 global-law-public-policy intersectionality workplace-summit-2021consulting
Teaching LGBTQ+ History in the Workplace to Engage Allieswww

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 …

December 7, 20210PFLAG National, Straight for EqualityEDIT
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audio-video corporate-community-partnerships-2 employee-resource-groups family leveraging-narratives workplace-summit-2021nonprofit
Embrace Our Discomfort: The +++ Spectrum of Identities Beyond LGBTQwww

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 …

December 7, 20210Alix PartnersEDIT
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audio-video belonging-culture employee-resource-groups workplace-summit-2021consulting
HSBC presents: Families with Pridewww

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 …

December 7, 20210HSBCEDIT
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audio-video employee-resource-groups family intersectionality workplace-policies-benefits workplace-summit-2021financial-services
Inspire change: Create a Workplace LGBTQ+ summit that drives impactwww

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 …

December 7, 20210IntuitEDIT
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belonging-culture dei-strategies leveraging-narratives non-binary-gnc transgender workplace-summit-2021technology
COVID-19: No Puede Detenernos Ahora! (en español)www

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 …

December 7, 20210OracleEDIT
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audio-video belonging-culture covid-19 employee-resource-groups global-law-public-policy mental-health-wellbeing workplace-summit-2021technology
Power of Partnerships in Pride: Creating bridges through collaborationwww

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 …

December 7, 20210SweetRush Inc.EDIT
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audio-video corporate-community-partnerships-2 employee-resource-groups global-law-public-policy workplace-summit-2021education
Lesbians in Tech, a Brazilian Narrative for the World!www

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 …

December 7, 20210Dell Technologies,OracleEDIT
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audio-video belonging-culture brazil employee-resource-groups global-law-public-policy intersectionality latin-america workplace-summit-2021technology
Impact of Collaboration: Grassroots Initiatives to Push for Advancement of Transgender Benefitswww

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 …

December 7, 20210DeloitteEDIT
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dei-strategies non-binary-gnc professional-development-executive-leadership transgender workplace-policies-benefits workplace-summit-2021consulting
Finding your “S” in ESG.www

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 …

December 7, 20210BlackRockEDIT
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corporate-community-partnerships-2 professional-development-executive-leadership talent-acquisition-retention workplace-policies-benefits workplace-summit-2021financial-services
Partnering with Purpose. Through Supplier Diversity in the LGBTQ+ Communitywww

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 …

December 7, 20210Bristol-Myers Squibb CompanyEDIT
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corporate-community-partnerships-2 dei-strategies global-law-public-policy workplace-summit-2021pharmaceutical
Signs of a Great Interview Workshopwww

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 …

December 7, 20210Scott A. VedderEDIT
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leveraging-narratives professional-development-executive-leadership workplace-summit-2021
Unapologetically Abundant in our skinwww

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 …

December 7, 20210Chloe DaviesEDIT
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intersectionality leveraging-narratives mental-health-wellbeing workplace-summit-2021
Harnessing the Conference Afterglowwww

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 …

December 7, 20210Inclusive SpaceEDIT
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audio-video belonging-culture dei-strategies employee-resource-groups leveraging-narratives workplace-summit-2021
Leading Inclusion and Diversity as an ‘Accidental’ Expertwww

“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 …

December 7, 20210Jen O'RyanEDIT
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belonging-culture workplace-summit-2021
Revving Up on Transgender Inclusion – Creative Programming for Visibility and Connectionwww

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 …

December 7, 20210OracleEDIT
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audio-video belonging-culture employee-resource-groups non-binary-gnc transgender workplace-summit-2021technology
Creating a talent strategy for your resource group that promotes DEIwww

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 …

December 7, 20210Liberty Mutual EDIT
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audio-video employee-resource-groups professional-development-executive-leadership talent-acquisition-retention workplace-summit-2021insurance
Workplace Belonging & Support for Parents of Transgender and Gender Non-Conforming Childrenwww

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 …

December 7, 20210Lockheed Martin, EDIT
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belonging-culture family non-binary-gnc transgender workplace-policies-benefits workplace-summit-2021aerospace technology
I Hope This Message Finds You Well: Mental Health, the Workplace, and COVID-19 (Webinar)www

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 …

December 7, 20210Out & EqualEDIT
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covid-19webinars
Virtual Pride – Navigating the Challenges of COVID-19www

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 …

December 7, 20210Johnson & JohnsonEDIT
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covid-19webinars
That’s a great story: How to use Storytelling to foster inclusionwww

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 …

December 7, 20210SAPEDIT
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belonging-culture leveraging-narratives workplace-summit-2021technology
Inclusive el Lenguaje: Entre el Lenguaje y el Síntomawww

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 …

December 7, 20210Dell TechnologiesEDIT
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employee-resource-groups intersectionality non-binary-gnc talent-acquisition-retention transgender workplace-summit-2021technology
Benefits of Transgender Inclusion Training at NSAwww

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 …

December 7, 20210National Security AgencyEDIT
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belonging-culture non-binary-gnc talent-acquisition-retention transgender workplace-summit-2021government
Collecting LGBT+ Data for Diversity: Initiating Self-ID at IBMpdf

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 …

December 7, 202113Center for Employment Equity University of Massachusetts AmherstEDIT
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self-idcase-studies
Implementing and Leveraging Self-IDpdf

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 …

December 7, 20219EYEDIT
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self-idworkshops
Using Your Voice – Impacting Inclusive Leadership Through Colleague Written eGuideswww

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 …

December 7, 20210SageEDIT
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audio-video belonging-culture employee-resource-groups professional-development-executive-leadership workplace-summit-2021technology
Voluntary Self Identification (Self-ID) in the Global Workplacewww

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 …

December 7, 20210Out & Equal, featuring Citi, IBM, and StonewallEDIT
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self-idwebinars
What’s Your Pronoun?pdf

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 …

December 7, 20210Out & EqualEDIT
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ally-engagement out-and-equal-resources pronouns
Supporting Intersex Inclusion in the Workplacewww

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 …

December 7, 20210Out & EqualEDIT
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ally-engagement out-and-equal-resources
The Tweet that Launched A Fleet of Inclusive Languagewww

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 …

December 7, 20210VMWareEDIT
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belonging-culture workplace-summit-2021technology
Championing Inclusion and Sustaining Progress in a New Normal and Virtual Environmentwww

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 …

December 7, 20210Bank of AmericaEDIT
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audio-video employee-resource-groups workplace-summit-2021financial-services
Stop Preaching to the Choir: Build an Ally Program for All your Potential Allieswww

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 …

December 7, 20210Bank of AmericaEDIT
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workplace-summit-2021financial-services
Beyond Performative Support: Trans & Non-Binary Equity & Inclusionwww

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 …

December 7, 20210AbbVieEDIT
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audio-video belonging-culture employee-resource-groups non-binary-gnc transgender workplace-summit-2021pharmaceutical
AARP: THE ROAD TO LGBTQ ALLYSHIPwww

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 …

December 7, 20210AARPEDIT
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belonging-culture workplace-summit-2021nonprofit
China Forum 2020 Opening Words & Plenary Discussion: IBM’s Journey to Advance LGBT+ Inclusion in Asiawww

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 …

December 7, 20210Out & Equal Workplace AdvocatesEDIT
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china employee-resource-groups getting-started
China Forum 2020: Breakout Group Discussions & Closing Wordswww

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 …

December 7, 20210Out & Equal Workplace AdvocatesEDIT
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china employee-resource-groups getting-started
Perspectives from China: Inclusion and Belonging in the Workplacewww

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), …

December 7, 20210Out & Equal, Nielsen, IBMEDIT
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belonging-culture business-case china
Staying Connected: Supporting Inclusion and Belonging in Chinawww

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 …

December 7, 20210Out & EqualEDIT
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chinawebinars
LBTQ Women in the Workplace: Perspectives from APACwww

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 …

December 7, 20210Out & EqualEDIT
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china global-resources-and-events india international women
Trying to Get Biwww

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 …

December 7, 20211Dell TechnologiesEDIT
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bisexual queer workplace-summit-2021technology
Forging a Path for Belonging in the Shifting Indian Workplacewww

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 …

December 7, 20210Out & Equal, KPMG India, Northern Trust, IBM, Bank of America, Pride CircleEDIT
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ability identity india
India Forum 2020 Opening Plenary – Inclusion Rising: LGBTQI+ Workplace Experiences Across Indiawww

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 …

December 7, 20210Out & Equal Workplace AdvocatesEDIT
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change-and-transformation diversity-and-inclusion-human-resources india
India Forum 2020 – From Ally to Action: Leveraging your position to create real impactwww

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 …

December 7, 20210Out & Equal Workplace AdvocatesEDIT
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ally identity india
The LGBTQIA+ Experience: How it Enables Building Diverse, Inclusive Teamswww

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 …

December 7, 20210OracleEDIT
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professional-development-executive-leadership workplace-summit-2021technology
India Forum 2020: What does belonging mean to you? Strategies for Creating Cultures of Inclusionwww

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 …

December 7, 20210Out & Equal Workplace AdvocatesEDIT
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change-and-transformation diversity-and-inclusion-human-resources india
India Forum 2020: Trans and Nonbinary Workplace Experienceswww

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 …

December 7, 20210Out & Equal Workplace AdvocatesEDIT
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change-and-transformation diversity-and-inclusion-human-resources india non-binary-gnc transgender
Multidimensional inequality in the workplace: Lessons from South Africawww

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 …

December 7, 20210South African LGBT+ Management ForumEDIT
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global-law-public-policy workplace-summit-2021nonprofit
India Forum 2020: Ask the Experts – Setting up your ERG or D&I Counselwww

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 …

December 7, 20210Out & Equal Workplace AdvocatesEDIT
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employee-resource-groups getting-started india
India Forum 2020: Are you ready for the future workforce? Millennial & Gen Z Prioritieswww

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 …

December 7, 20210Out & Equal Workplace AdvocatesEDIT
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employee-resource-groups india millennial-engagement
Designing a Mentorship Program to Connect and Develop Pride Memberswww

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 …

December 7, 20210Liberty MutualEDIT
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professional-development-executive-leadership workplace-summit-2021insurance
Perspectives on LGBT Workplace Equality in Indiawww

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 …

December 7, 20210Out & Equal, featuring HP, Intel, and IntuitEDIT
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ally identity india
Talking LGBT Diversity in Indiapdf

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 …

December 7, 20210Cisco India, HP, Inc. India, Intel India, Symantec IndiaEDIT
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ally-engagement india
The Intersections of Mental Health and LGBTIQ+ People in the Indian Workplacepdf

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 …

December 7, 20210Out & Equal, Price Circle Foundation and Interweave ConsultingEDIT
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india mental-health-wellbeing out-and-equal-resources reports-white-papersguides-and-handbooks
Driving DEI and Allyship Through ERG:BRG Collaboration, Shaun Amabilewww

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 …

December 7, 20210BlackRockEDIT
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audio-video employee-resource-groups workplace-summit-2021financial-services
ERGs Addressing Stereotypes and Bullyingwww

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 …

December 7, 20210DowEDIT
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brazil global-resources-and-events
Educação de Líderes: Diversidade, Identidade, Gênero & Modos de Existência em Ambientes Corporativoswww

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 …

December 7, 20210EDIT
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brazil global-law-public-policy workplace-summit-2021
Brazil Forum 2020: #AGORAVAI – uma forma revolucionária e inovadora de promover a empregabilidade transwww

“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 …

December 7, 20210TransempregosEDIT
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brazil identity transgender
Brazil Forum 2020 – We werk: jornada do início ao Reconhecimentowww

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

December 7, 20210AccentureEDIT
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brazil change-and-transformation diversity-and-inclusion-human-resources
Brazil Forum 2020 – Respeito em Foco: Combatendo o preconceito em todos os ambienteswww

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 …

December 7, 20210IBMEDIT
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brazil change-and-transformation diversity-and-inclusion-human-resources
Brazil Forum 2020: O que o investimento social pode fazer pela comunidade LGBT+?www

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 …

December 7, 20210Itaú Unibanco, Mais DiversidadeEDIT
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brazil diversity-and-inclusion-human-resources intersectionality
Brazil Forum 2020: ERGs Endereçando Estereótipos e Bullyingwww

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 …

December 7, 20210DOWEDIT
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brazil employee-resource-groups getting-started
LGBT+ Families and Allies At Workwww

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 …

December 7, 20210IBMEDIT
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family workplace-summit-2021technology
Brazil Forum 2020: Discurso e (Des)igualdade social – A questão da linguagem como ferramenta de inclusão da comunidade LGBTQI+www

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 …

December 7, 20210EBANXEDIT
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brazil change-and-transformation diversity-and-inclusion-human-resources
Brazil Forum 2020: De onde viemos, onde estamos e para onde vamos? Desmistificando o conceito de normalidadewww

Note: This session is in …

December 7, 20210Pri Bertucci, Out & Equal Workplace AdvocatesEDIT
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brazil change-and-transformation diversity-and-inclusion-human-resources
Brazil Forum 2020: Atendimento adequado e cuidado certo na promoção de Saúde de Pessoas Transwww

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 …

December 7, 20210United Health Group BrasilEDIT
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brazil identity non-binary-gnc
Influencing the Enterprisewww

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 …

December 7, 20210CloroxEDIT
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audio-video employee-resource-groups workplace-summit-2021industry-not-listed
Brazil Forum 2020: Série de Sessões “Insights”www

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

December 7, 20210Mattos Filho, Sodexo, UberEDIT
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brazil global-resources-and-events
Brazil Forum 2020: Quão diversos e inclusivos somos? Como mensurar?www

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 …

December 7, 20210Caneca na MesaEDIT
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brazil change-and-transformation diversity-and-inclusion-human-resources
Brazil Forum 2020: Perspectivas negras e indígenas de mulheres lésbicas, bissexuais e transgênerowww

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 …

December 7, 20210Out & Equal Workplace AdvocatesEDIT
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audio-video brazil gay-and-lesbian identity intersectionality
Brazil Forum 2020: Perspectivas de Diferentes Setores sobre a Diversidade e Inclusão no Ambiente de Trabalhowww

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 …

December 7, 20210Salesforce, Cummins, Dell, AmbevEDIT
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audio-video brazil business-case
Brazil Forum 2020: OUTstand – o grupo de afinidade LGBT+ do mercado financeirowww

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 …

December 7, 20210JP Morgan, Credit Suisse, Banco Société Générale BrasilEDIT
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brazil employee-resource-groups getting-started
Striving for Authenticity: The Global LGBT+ Jamwww

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 …

December 7, 20210IBMEDIT
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professional-development-executive-leadership workplace-summit-2021technology
LGBT Perspectives on Brazilwww

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 …

December 7, 20210Out & Equal, featuring IBM, J.P. Morgan Chase & Co., Horlle, and DellEDIT
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brazilwebinars
#ShareYourPride: Aligning Pride Month Planning to Corporate Strategywww

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 …

December 7, 20210Dow ChemicalEDIT
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employee-resource-groups workplace-summit-2021chemicals
Visibly Stronger Together: The Power of LGBTQ+ Workplace Affinity Groups in Bolsonaro’s Brazil (session conducted in Portuguese)www

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 …

December 7, 20210Mattos Filho, Paul HastingsEDIT
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audio-video brazil employee-resource-groupswebinars
Drive Equity Everywhere: Shift from internal leading to external coachingwww

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 …

December 7, 20210AltriaEDIT
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belonging-culture workplace-summit-2021industry-not-listed
Creating Safe Spaces – Coming out in the Workplacewww

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 …

December 7, 20210Dow ChemicalEDIT
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belonging-culture workplace-summit-2021chemicals
Out & Equal 2021: Allies: Where Are We Now?www

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 …

December 7, 20210PFLAG NationalEDIT
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belonging-culture workplace-summit-2021nonprofit
Demonstrating Companywide Allyship Beyond Pride Rainbow Washingwww

“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 …

December 7, 20210GLAADEDIT
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lgbtq-marketing workplace-summit-2021nonprofit
Embedding Storytelling Into Your Corporate Culturewww

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 …

December 7, 20210AltriaEDIT
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leveraging-narratives workplace-summit-2021industry-not-listed
1+1 Equals 4: Leveraging intersectionality for ERGs at satellite locationswww

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.   …

December 7, 20210RatheyonEDIT
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audio-video dei-strategies employee-resource-groups intersectionality leveraging-narratives workplace-summit-2021
Coping with Stress & Anxiety During Uncertainty and Avoiding Burnoutwww

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 …

December 7, 20210Zander KeigEDIT
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audio-video belonging-culture employee-resource-groups family mental-health-wellbeing workplace-summit-2021
Emotional Intelligence for Queer Leaderswww

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 …

December 7, 20210Liz Cruz Consulting, Brick 13 LLCEDIT
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audio-video belonging-culture employee-resource-groups leveraging-narratives professional-development-executive-leadership workplace-summit-2021
Sustaining LGBTQIA+ Success with Optimism, Resilience, and Gritwww

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 …

December 7, 20210Sarah Scala ConsultingEDIT
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audio-video employee-resource-groups mental-health-wellbeing professional-development-executive-leadership workplace-summit-2021
The Gaysian Century: Coming Out and Breaking Out in Asiawww

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+ …

December 7, 20210PFIPEDIT
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global-law-public-policy workplace-summit-2021nonprofit
LGBT+ Families and Allies At Workwww

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 …

December 7, 20210IBMEDIT
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family workplace-summit-2021technology
You’ve Transitioned. Now What?www

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 …

December 7, 20210EDIT
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non-binary-gnc transgender workplace-summit-2021
An Assortment for Allwww

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 …

December 7, 20210TargetEDIT
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non-binary-gnc transgender workplace-summit-2021retail
LEAGUE at AT&T Presents a Virtual Panel with Parents of LGBTQ+ Childrenwww

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

December 7, 20210AT&TEDIT
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family workplace-summit-2021telecommunication
Resting Bi+ Face 2: The Depth and Intersections of Bi+ Identitieswww

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 …

December 7, 20210Wells FargoEDIT
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bisexual workplace-summit-2021financial-services
“Everyone’s Affected But No One Will Say So”: Mental Health, Belonging and the Future of Workplace Inclusionwww

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 …

December 7, 20210out-and-equalEDIT
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diversity-and-inclusion-human-resources workplace-summit-2021healthcarewebinars
By Leaps and Bounds: Converting C-Suite Allies into Engaged LGBTQ Advocateswww

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+ …

December 7, 20210McKessonEDIT
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professional-development-executive-leadership workplace-summit-2021pharmaceutical
Increasing workplace productivity & connectivity via mental health & authenticitywww

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 …

December 7, 20210DeloitteEDIT
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mental-health-wellbeing workplace-summit-2021consulting
Bisexuality 101pdf

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 …

December 7, 20211State StreetEDIT
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bisexual identity queer
Why Is It Challenging to Organize Around Bi+ Identities?www

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 …

December 7, 20210Heidi Green, Robyn OchsEDIT
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bisexual identity queer
The Invisible Truth: A personal journey of self-discovery and acceptancewww

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

December 7, 20210EDIT
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bisexual workplace-summit-2021
What Is Queer Enough?www

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 …

December 7, 20210EDIT
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bisexual queer workplace-summit-2021
Frequently Asked Questions: The Global Hubpdf

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

December 6, 20210Out & EqualEDIT
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employee-resource-groupsall-industriesbeginner-user-resources
All You Need is Love, or Not: A Quick Guide to Understanding Asexuality, Aromanticism, and Attractionpdf

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 …

December 6, 20210DellEDIT
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asexualguides-and-handbooks
CURED: How LGBTQ Activists Fought the Mental Illness Label and Changed Historywww

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 …

December 6, 20210EDIT
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mental-health-wellbeing workplace-summit-2021
Battling Imposter Syndromewww

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 …

December 6, 20210Peter MostachettiEDIT
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mental-health-wellbeing professional-development-executive-leadership workplace-summit-2021
Your Authentic Selfpdf

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 …

December 6, 20210AltriaEDIT
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employee-resource-groups getting-started
Your Authentic Self: Postcard Workshoppdf

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” …

December 6, 20210AltriaEDIT
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meeting-in-a-box
Your Story. Your Truth. Your Power.pdf

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 …

December 6, 20210Out & EqualEDIT
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ally-engagement
Working Globally: Why LGBT+ is Key to Competitivenesswww

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 …

December 6, 20210Open for BusinessEDIT
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business-case
Workplace Equality Factsheet 2019pdf

A fact sheet describing major trends in LGBTQ workplace …

December 6, 20210Out & Equal Workplace AdvocatesEDIT
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business-case
Workplace Gender Identity and Transition Guidelines (Full Edition)pdf

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 6, 20210Out & Equal Workplace AdvocatesEDIT
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guides-and-handbooks
World AIDS Day 2021pdf

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 …

December 6, 20210Out & EqualEDIT
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guides-and-handbooks
You Can Play: LGBTQ D&I in the Sports Oriented Workplacepdf

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 …

December 6, 20210You Can Play, IBMEDIT
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ally identity
White Leaders of Conscience: Unlearning Racismwww

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 …

December 6, 20210Trystan Reese, Collaborate ConsultingEDIT
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ally-engagement
Who Is Your “inclusive” ERG Excluding?www

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 …

December 6, 20210Out & Equal, featuring DeloitteEDIT
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webinars
Who’s Looking Out for LGBT Rural America? Corporate – Community Partnershipspdf

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 …

December 6, 20210Dow Chemical, PerceptionsEDIT
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case-studies
Widespread Discrimination Continues to Shape LGBT People’s Lives in Both Subtle and Significant Wayswww

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 …

December 6, 20210Center for American ProgressEDIT
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reports-white-papers-2
What’s Next–Stepping into 2017 and LGBTQ Workplace Equalitywww

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 …

December 6, 20210Out & Equal, featuring The Dow Chemical Company, the US EEOC, and the Center for American ProgressEDIT
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federal law-and-public-policy
What’s the ROI for Health Benefits for Your Transgender Employees?www

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 …

December 6, 20210Out & Equal, featuring UCSF Transgender Care, Bank of America, TransCanWork, IntelEDIT
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business-case
What’s Your Pronoun? Strategies for Inclusion (VIRTUAL SESSION)www

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 …

December 6, 20210Out & EqualEDIT
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ally-engagement
When Gender Doesn’t Fit In a Boxwww

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 …

December 6, 20210Bank of America, Microsoft, Out & EqualEDIT
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ally-engagement
Where in the World…Are Your Allies?pdf

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 …

December 6, 20210PepsiCoEDIT
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ally-engagement
Where in the World… Are Your Allies?pdf

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 …

December 6, 20210PepsicoEDIT
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ally-engagement
What is the Q?pdf

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 …

December 6, 20210Out & EqualEDIT
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guides-and-handbooks
What You Can Do: Honoring Transgender Day of Remembrancepdf

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 …

December 6, 20210Out & EqualEDIT
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ally-engagement
What are Gender Roles when Gender is a Spectrum?www

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 …

December 6, 20210Salesforce, OracleEDIT
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identity non-binary-gnc
What Doesn’t Bend Breaks: Resilience and Self-Advocacywww

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 …

December 6, 20210Collaborate ConsultingEDIT
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diversity-and-inclusion-human-resources intersectionality
What HR, D&I & Business Leaders need to know to support Transgender Employeeswww

Last year’s publication of the Workplace Gender Identity and Transition Guidelines has provided companies and organization with a clear path on creating transition teams and support for transgender employees. Many new companies are adding policies and benefits to their employee benefit packages and are striving to implement best practices. Join members of our Transgender Advisory Committee who will be able to provide more in-depth clarification on adding insurance benefits, customizing the transition guidelines for your business and understanding accommodations in the workplace. This town call is designed for Human Resource professionals as well as Employee/Business Resource Group members who advocate for change in their …

December 6, 20210Out & Equal, featuring JNJ, Andre Wilson, WPATH, and Lori FoxEDIT
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webinars
Wells Fargo and Marriott: Recent Case Studies in LGBT-inclusive Marketingwww

Big companies have recently taken big steps in LGBT-inclusive advertising campaigns. Learn how Wells Fargo and Marriott both navigated internal and external hurdles to create meaningful advertising that authentically represented the LGBT community. Considerations such as how ideas were sold to executive leaders, amplification of positive reaction, and mitigation of negative response will all be explored. Case studies will include Marriott’s ongoing LGBT-focused #LoveTravels campaign and Wells Fargo’s recent national television commercial featuring a lesbian couple working to learn sign language prior to adopting a deaf …

December 6, 20210Out & Equal, featuring Wells Fargo and MarriottEDIT
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webinars
Volunteers – Unleash the magical power of your ERGwww

ERGs can be magical for your organisation when volunteers are empowered to make a difference. Explore how to achieve your ERG goals through attracting, motivating, valuing and retaining volunteers who are dedicated and aligned with your …

December 6, 20210OracleEDIT
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business-case
Wake up sisters! We are reclaiming our space.www

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 …

December 6, 20210Dell TechnologiesEDIT
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change-and-transformation diversity-and-inclusion-human-resources
Walmart’s Pronoun Pinsjpg

The following illustrates Walmart’s initiative to rollout pronoun pins to …

December 6, 20210WalmartEDIT
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ally-engagement
Using Design Thinking to build a Global DEI program remotelywww

One email to the CEO pointing out that his D&I program lacked diversity and inclusion led to building one of New Zealand’s most advanced D&I programs across 40 countries using a local New Zealand provider who had never done a global lift. Our journey highlights how senior leadership buy-in is critical, how to fundamentally influence the organization, and how to hire D&I leads that report to the CEO (not HR), and making a 40-country survey legal across all countries backed up by focus groups, 1:1 interviews, and a design thinking framework. We must question: why do diversity, equity, and inclusion efforts often fail, despite our best intentions? When good programs start with good design, and good design starts with good questions, a design thinking approach can help us find the right questions to uncover powerful solutions. These principles can be applied to create employee-centric outcomes that unlock workplace complexities and get to the heart of why D&I efforts matter. Join us as co-learners to better understand and apply design thinking approaches in a D&I context. Whether you lead an Employee Resource Group, are a C-suite level executive or just looking to advocate for change in your organization, design thinking is a technique worth …

December 6, 20210Simon Court, Ryan AghabozorgEDIT
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global-law-public-policy law-and-public-policy
Virtual Learning Session – Crafting and Sharing Your LGBTQ+ Storywww

Drawing on lessons shared in his book “Communicate with Mastery: Speak With Conviction and Write for Impact”, author and Stanford faculty member JD Schramm gave participants the keys to effective …

December 6, 20210Out & EqualEDIT
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webinars
U.N. Initiatives to Engage the Private Sector in Advancing LGBTQ Equalitywww

The United Nations serves as one of the premier defenders of human rights around the world, through both research of abuses and guidance for businesses and governments to adopt better practices. One area in which this is true is around global LGBTQ rights, for which several U.N. divisions have created focused initiatives to combat discrimination–including in the workplace. Join Out & Equal on March 14th for our global webinar discussing the role of the United Nations in engaging the private sector on LGBTQ equality. Fabrice Houdart from the Office of the U.N. High Commissioner for Human Rights will share progress on raising awareness of the office’s LGBTI Standards of Conduct for Business around the world. Edmund Settle from the United Nations Development Programme will then review the results of their multi-country study on employment discrimination based on sexual orientation, gender identity, and sex characteristics in China, the Philippines, and Thailand. To end, presenters answer audience questions on their specific programs, as well as general questions about the role of the United Nations in defending LGBTQ workplace rights. If you or someone at your company is engaged in global diversity and inclusion work and wants to know challenges and best practices that exist around the world, this webinar is for …

December 6, 20210Out & Equal, featuring the United NationsEDIT
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government
U.S. Supreme Court Refuses to Hear Employment Discrimination Appeal Casepdf

A rapid response brief informing companies about the SCOTUS decision not to hear an appeal of the Evans v. Georgia Regional Hospital case, which claimed that sexual orientation is not protected by Title VII of the Civil Rights …

December 6, 20210Out & Equal Workplace EqualityEDIT
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federal law-and-public-policy
Unconscious Bias: Intersectionality and +1pdf

Your company has an LGBTQ employee resource group in place. The network has identified allies who are ready to act. Now what? Three corporate leaders in the D&I space, share their distinct yet highly effective – and easily applicable – models to activating existing allies while also inspiring others to join the cause. ERGs/ TMNs are powerful groups full of passion, energy and a commitment to shifting the needle on diversity and inclusion. There are many ways to tap into this energy to support difference within your corporate culture and your external community, while also providing development opportunities for these engaged individuals. In this session, Salesforce, Target, and Wells Fargo share the secrets of their success, and provide the necessary tools and inspiration to activate your ally …

December 6, 20210The Clorox CompanyEDIT
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ally-engagement
Uncovering Talent: A New Model for Inclusionpdf

The ideal of inclusion has long been to allow individuals to bring their authentic selves to work. However, most inclusion efforts have not explicitly and rigorously addressed the pressure to conform that prevents individuals from realizing that ideal. This study hypothesizes that a model of inclusion analyzing that pressure might be beneficial to historically underrepresented groups. Indeed, given that everyone has an authentic self, a culture of greater authenticity might benefit all individuals, including the straight White men who have traditionally been left out of the inclusion paradigm. To test this theory, this research draws on the concept of …

December 6, 20210DeloitteEDIT
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diversity-and-inclusion-human-resources intersectionality
Understanding, identifying and correcting unconscious bias across your organizationwww

The year 2020 will certainly be one that will stand out in bold as it is written in the history books. With a strengthening focus on how LGBTQ organizations can act as allies to the BIPOC community and help drive racial and social justice, the time is now to not just address, but to also commit to actionable items to help fix and change what has been broken for so long. In this session, we will focus on the pernicious and intersectional topic of unconscious bias, the “below” the water part of the discrimination iceberg. What is unconscious bias? What are the different types of it? How do you overcome your own, as well as systematically address at the department and enterprise level? This session will focus on what BlackRock has done historically to address this, as well what it intends to do in future to hold itself accountable and act as an industry leader. The hope is that from today’s session, you will leave with ideas and strategies to help influence change within your organization. We will also crowdsource ideas and share those with all …

December 6, 20210BlackRockEDIT
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ally-engagement
Unintentional Exclusion: Illuminate Your ERG’s Blind Spotspdf

Is your ERG reaching everyone? It’s possible that a traditional LGBT ERG is unintentionally exclusive in its outreach. This interactive workshop will offer solutions to make an ERG more inclusive to our pan, bi, non-binary and unlabeled communities.  The presenters will share learnings from their individual journeys in seeking a better understanding of the less visible portions of the community. We’ll explore how these members of our community may feel excluded by the traditional approach of an ERG. Attendees will have the opportunity to brainstorm in small groups, develop and learn strategies to address gaps in their ERG’s inclusivity to the bi, pan, queer, and unlabeled employees at their …

December 6, 20210Air ProductsEDIT
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ally-engagement
Transforming your transition (stepping in and out of privilege)www

Fully Transitioning and Gender Affirmation can be tough and blissful at the same time! But what about those other things that you don’t notice until you have changed like privileges that pertain to ones gender and ethnicity. Have you woken up to your …

December 6, 20210BoeingEDIT
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identity non-binary-gnc
Transgender Health Benefits: Build it and they will comewww

In 2019, 2 years after the LGBTQ & Allies ERG was founded, Ericsson implemented best in class comprehensive healthcare benefits for Transgender employees as recognized by a 100% score on the HRC Index. This session explores the journey of getting the benefits included, educating the employees about the benefits, and the partnership between the insurance liaison and employees for benefit approval. We discuss the process and partnership between the insurance company and employees for selecting qualified medical professionals, skilled in the area of gender confirmation surgery, HRT and therapeutic services so that you, too, can introduce and implement best-in-class trans inclusive benefits for your …

December 6, 20210Ericsson, Blue Cross and Blue Shield of TexasEDIT
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identity transgender
Transgender Policy Guidance: Key Elements to Include in Policies Covering Employment of Transgender Individuals in the Intelligence Communitypdf

This memorandum may be used as a guide to Intelligence Community (IC) elements, as they review their existing nondiscrimination policies, to ensure such policies guarantee a non-discriminatory working environment for all individuals, irrespective of gender identity and expression. This memorandum provides specific guidance relating to transgender individuals in the IC workplace, including applicants for IC employment (hereafter “individual(s)”). This guidance aligns with IC Directive (ICD) 110, the IC policy to promote equal employment opportunity, identify and eliminate discriminatory practices, and promote diversity to enhance the intelligence mission. The information that follows is intended as an IC resource, to further promote a workplace atmosphere of fairness, equity, and inclusion, consistent with ICD 110 and the Principles of Professional Ethics for the Intelligence …

December 6, 20210The US Intelligence CommunityEDIT
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government
Transmen and Transmasculine: Let’s hear your voices!www

Transmen from various professions, generations and stages in their transitions share their experiences of being out and transitioning in the workplace from their unique point of view. They will try to answer the question “Where are all the Transmen in business?” by discussing the risks and challenges of being out vs going “stealth”, finding their champions at work and what the future looks like from their vantage …

December 6, 20210Bank of America, Dell, Mondelez, MicrosoftEDIT
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change-and-transformation diversity-and-inclusion-human-resources
Travel Safety Tips for LGBT+ Travelerspdf

A resource developed by the JP Morgan Chase security team with ten travel tips for LGBT+ travelers to stay safe when going to a foreign …

December 6, 20210JP Morgan ChaseEDIT
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guides-and-handbooks
Time to Pivot: Pride from Remote!www

On May 6, 2020, Out & Equal hosted a virtual learning session – Time to Pivot: Pride from Remote – to explore how we can all pivot to ensure that Pride is as engaging and impactful for our workforce this year as much as ever. Out & Equal presented a new resource for Pride month – Pride-Out-Of-The-Box – that provides a set of ideas, tools, and engagement points for Employee Resource Groups everywhere to build virtual Pride engagements this …

December 6, 20210Out & EqualEDIT
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webinars
Town Hall: LGBTQ Inclusion, Racial Justice, and Intersectionalitywww

On July 13, 2020, Out & Equal hosted a virtual session – Town Hall: LGBTQ Inclusion, Racial Justice, and Intersectionality. The session featured a panel of corporate voices discussing the current movement towards racial justice and their experiences as people of color in the workplace. The panel included Allyn Shaw, President, Recycle Track Systems; Yvette Miley, Senior Vice President of MSNBC and NBC News, NBCUniversal Comcast; and Rolddy Levya, Vice President of Global Diversity, Inclusion & Belonging, Capital …

December 6, 20210Out & EqualEDIT
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ally-engagement
Trans* community disproportionate impact of health, wellbeing and equalitywww

Chevron is a proud sponsor of Surviving Voices project series led by the National AIDS Memorial. In 2019, focus was on “The Transgender Community and AIDS.” Join as we watch the video followed by a conversation around intersection of the Trans* community living with HIV/AIDS and experiences as a person of color. We’ll explore mental illness, and homelessness, at-risk lifestyle; and how these conditions can impact the prevalence of HIV/AIDS in the community. We will discuss interventions like capacity building, employment services, raising visibility and awareness, removing stigma around mental health support, and related issues. Chevron and National AIDS Memorial have a long-standing partnership. We will be joined by John Cunningham, Executive Director at the National AIDS Memorial, and community …

December 6, 20210Chevron, Human Rights Campaign, Jevon MartinEDIT
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identity transgender
Transforming Transitioning: What you can do for your transgender employeespdf

Transitioning is a difficult journey for team members going through the process, and for those contemplating it. The way employers work with and support their transgender team members can make a whole world of difference. Many companies do not have a formal policy/process to follow. They are creating it as they go, relying on individual situations and experiences. Our workshop, presented as a Round Table Discussion, would provide some guidelines, process and steps to help both the individual and HR professionals, as well as managers who would be part of the process during the …

December 6, 20210DellEDIT
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identity transgender
Transforming Transitioning: What You Can Do For Your Transgender Employeeswww

Transitioning in the workplace is often full of anxiety and apprehension and can be a difficult journey for team members. Workplace transitions can be a challenge, even for the most senior HR professional and leader, so support and guidance is very important. At Dell, we have a workplace transition program in place that not only provides support to team members going through the process, but also provides clear roles and responsibilities for those in key roles supporting the transition. In this session, attendees will hear from a team member who transitioned while working at Dell, and from the D&I and HR team members who supported the transition. Learn what has worked well for Dell and the steps employers can take to create and implement an effective and supportive workplace transition …

December 6, 20210Out & Equal, featuring DellEDIT
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webinars
The Walt Disney Co. Case Studywww

Join The Walt Disney Company and Out & Equal for an inside look at the partnership that produced The Equality Institute: a one-day forum to leverage best practices and leadership development in Diversity & Inclusion. This case study will feature the layered partnership Disney has built with Out & Equal as well as how the Equality Institute was developed, gained executive support, and was executed. Workshop attendees will leave with tools on developing increasingly sophisticated partnership models, an understanding of how to create a strategic business case for expanded LGBT Diversity & Inclusion at their company, and how this framework creates stronger leaders and better collaboration among key …

December 6, 20210Out & Equal, featuring Walt Disney Co.EDIT
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business-case
Thinking Differently: Celebrating Psychological Diversity with Deloitte Business Chemistrypdf

Expressly designed for use in a business context, Deloitte’s proprietary Business Chemistry tool is a personality system that draws upon the latest analytics technologies to reveal four scientifically based patterns of behavior. The system is designed to provide insights about individuals and teams based on observable business behaviors. Deloitte teamed with scientists from the fields of neuro-anthropology and genetics to develop a personality system that leverages modern computational techniques to bring a data-driven approach to observing and understanding personality differences. The resulting system is easy to remember, but with a sophisticated underpinning that highlights statistically relevant behavioral cues in a business environment. Over 150,000 users around the world have completed the assessment and now use Business Chemistry in their …

December 6, 20210DeloitteEDIT
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diversity-and-inclusion-human-resources intersectionality
The Value of Belonging at Workwww

The research is novel in two ways: First, it quantifies the value of workplace belonging, both with correlational and experimental findings. Second, it offers new, evidence-based interventions to boost inclusion. Following earlier BetterUp studies on loneliness and purpose, we first surveyed 1,789 full-time U.S. employees across many industries and then conducted a series of experiments with more than 2,000 live participants to observe and measure the costs of …

December 6, 20210Harvard Business ReviewEDIT
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change-and-transformation diversity-and-inclusion-human-resources
The Secret to Driving Inclusion & Engagement: Storytellingpdf

As companies commit to creating a welcome and inclusive culture, the story you are telling is more important than ever. This interactive workshop introduces participants to the power of storytelling as a technique to engage employees, and to understand the rationale and implications of using this method in the leadership space versus the management …

December 6, 20210Dow ChemicalEDIT
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workshops
The Southern Workplace: Where Does the Road to LGBTQ Inclusion Begin?www

All roads to LGBTQ inclusion have a beginning. When South Carolina-based Milliken & Company began their journey, they hit the ground running. As a company founded on family values and a culture of ethics that has received global recognition for 13 consecutive years, Milliken knew that aligning company values with LGBTQ inclusion was critical. CEO Halsey Cook discusses Milliken & Company’s journey to achieving LGBTQ inclusion in the workplace, the unique struggles faced in doing this work in the South, and how they incorporated values of inclusion into the fabric of their organization. Speakers include: Erin Uritus, CEO, Out & Equal Workplace Advocates; Halsey Cook, CEO, Milliken & …

December 6, 20210Out & Equal, Milliken & CompanyEDIT
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employee-resource-groups getting-started
The State of the LGBTQ Community in 2020www

A comprehensive new study from the Center for American Progress finds that many LGBTQ people continue to face discrimination in their personal lives, in the workplace and the public sphere, and in their access to critical health …

December 6, 20210Center for American ProgressEDIT
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reports-white-papers-2
The Top 6 Leadership Competencies Every LGBTQ+ Leader Should Know and Growwww

OK: so you want to focus on developing your own leadership awesome … good for you! Now, where to start? In this session Dr. Steve Yacovelli (a.k.a. “The Gay Leadership Dude”) will share what he’s discovered to be the Top 6 Leadership competencies (or skills) everyone wanting to be a rock star leader should focus on. From leveraging your authenticity to having leadership courage, being empathetic to mastering communication, and building relationships to shaping workplace culture, you’ll leave this session with an understanding of what these six look like in your workplace, and what steps you can begin to take to strengthen them for your own leadership success. Visit this link to download Dr. Yacovelli’s participant guide & workbook: …

December 6, 20210Dr. Steve YacovelliEDIT
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change-and-transformation diversity-and-inclusion-human-resources
The Top 6 Leadership Competencies Every LGBTQ+ Leader Should Know and Growwww

On May 28, 2020, Out & Equal hosted a virtual learning session – The Top 6 Leadership Competencies Every LGBTQ+ Leader Should Know and Grow – with Dr. Steve Yacovelli. Dr. Steve (a.k.a. “The Gay Leadership Dude”) shared what he’s discovered to be the Top 6 Leadership competencies (or skills) everyone wanting to be a rock star leader should focus on. From leveraging your authenticity to having leadership courage, being empathetic to mastering communication, and building relationships to shaping workplace culture, attendees left the session with an understanding of what these tools look like in the workplace, and steps to begin to take to strengthen them for their own leadership success. This session was a part of the 2020 Executive Forum but was open to the …

December 6, 20210Out & EqualEDIT
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webinars
The Value of Belonging at Workwww

Learn how AMD – a company founded more than 50 years ago as a Silicon Valley startup and in hyper-growth mode today – prioritizes and cultivates an inclusive, empowered, and motivated workforce and how this helped the company lead during a global pandemic. Ruth discusses AMD’s approach to advancing the idea of diversity & inclusion to “Belonging & Inclusion” – which focuses on building shared communities and understanding in addition to acknowledging differences. Attendees will get insights into AMD’s results and ideas to help foster a sense of community in your organization with emphasis on recent events around the pandemic. Learn how AMD strategically and organically created Employee Resource Groups (ERGs) as the foundation of Belonging, and the impact this had on organizational culture. Ruth covers best practices around leading during uncertainty, how to grow ERG communities through outreach and intersectionality and how to continue to foster belonging in your …

December 6, 20210AMDEDIT
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business-case
The Pandemic, The Polls, and Inclusionwww

This event featured a conversation between Pete Williams and Janelle Rodriguez of NBC News, followed by a panel discussion. The panel featured Erin Uritus, CEO of Out & Equal; Alphonso David, President of the Human Rights Campaign; Amit Paley, CEO of the Trevor Project; Eboné F. Bell, founder and Editor-in-Chief of Tagg Magazine; Bamby Salcedo, President and CEO of the TransLatin@; Sarah Kate Ellis, President & CEO of GLAAD; and moderated by Joshua Johnson, Anchor on …

December 6, 20210Out & Equal, NBC NewsEDIT
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federal law-and-public-policy
The Power of Executive Sponsors in Helping Drive ERG Successwww

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 …

December 6, 20210HPEDIT
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employee-resource-groups getting-started
The Power of LGBTQ Storytelling in a Corporate Environmentpdf

This session will showcase the work that Wells Fargo’s PRIDE TMN/ERG has undertaken in the last 4 years to utilize storytelling in the workplace as an avenue for increasing workplace inclusion and enhanced understanding. We will share our experience putting on company-wide LGBTQ panel events, including discussing the process of determining panel topics and engaging diverse participants, sharing strategies for leveraging the panels via livestream and on-demand video access, as well as discussing the impact that such events have had on employees within and outside Wells …

December 6, 20210Wells FargoEDIT
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case-studies
The Power of One: Talent Engagement and Inclusion for Allpdf

In a world where 28 states don’t have workplace protections against discrimination of the LGBT community, it takes corporations to be safe havens for employees who may face discrimination through legislation. Publicis Groupe—the third largest advertising and marketing communications company in the world—is one of those havens. This an organization that celebrates diversity and inclusion. It’s a place where the CEO asks “Where are the black people?”, where you can be “The Next Drag Superstar,” women outnumber men, or a place that not only has trans health benefits, but people actually use them. It’s an organization where diversity isn’t just an idea, it’s the reality. Hear stories of inclusion about LGBT, people of color, women, people needing flexible work situations, and …

December 6, 20210Publicis HealthEDIT
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workshops
The Resistance Is In Your Back Yard: Working to Effect Social Changepdf

The Louisville, KY chapter of MMC’s LGBTA resource group (“RG”) has strengthened the Kentucky Competitive Workforce Coalition (developed to support pro-LGBT legislation), worked on local and state fairness initiatives, and met with elected officials to advocate for LGBT-inclusive policies at local and state levels. Although many companies are realizing the benefits of intra-organizational RG collaboration, and some have begun working with RGs from outside their organization, this group is a step ahead. Their collaboration with Brown-Forman’s LGBTA RG (one of the first to be established in Louisville), has resulted in a level of positive social change not seen by any other RG in the city. And it all happened in the course of 12 months! This workshop tells their story, outlines the specific steps they took, and facilitates an interactive discussion about how each workshop participant can effect similar …

December 6, 20210Marsh & McLennan CompaniesEDIT
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corporate-advocacy-public-policy
The role of AI in mitigating bias to enhance diversity and inclusionpdf

Bias – conscious and unconscious – can hamper D&I. Our white paper looks at: The nature of D&I Biases as an inhibitor to more diverse and inclusive workplaces The role AI can play in mitigating biases Practical recommendations for organizations looking to adopt AI in …

December 6, 20210IBMEDIT
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reports-white-papers-2
The Good, the Bad, and the Ugly: Transitioning and the Critical Importance of the Allywww

Transitioning is a life changing and emotional experience especially within the workplace. Company Human Resource policies and procedures have come a long way in providing differing levels of guidance to transitioning and other company employees. Coworkers and others provide encouragement but it is the ally whom provides firm and unwavering backing to the transitioning …

December 6, 20210Out & Equal, featuring Deloitte, SAP, Lockheed Martin, and PfizerEDIT
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ally-engagement
The Intersection of LGBT Identity and Differing Abilitiespdf

A workshop which creates a conversation/exploration of the intersectionality of disability and LBGTA identity, the marginalization of both communities, the activism of both communities, and the need for allies in both communities.  Also touches on the T (trans) issues of gender dysphoria as a medical condition and the leverage of ADA to accommodate gender transition further deepening the connection between the …

December 6, 20210BoeingEDIT
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ability identity
The Cost of the Closet and the Rewards of Inclusion Why the Workplace Environment for LGBT People Matters to Employerspdf

In this follow-up to the 2009 study, Degrees of Equality, the Human Rights Campaign Foundation has studied the national picture of lesbian, gay, bisexual, and transgender workers’ experiences of inclusion on the job as contrasting with the perceptions of their non-LGBT coworkers on issues. The study reveals that despite a changing social and legal landscape for LGBT people, still over half (53 percent) of LGBT workers nationwide hide who they are at …

December 6, 20210Human Rights CampaignEDIT
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business-case
The Day After: How Companies Can Effective Leverage BRG’s to Help Deal with Tragedypdf

As social media has benefited so many people around the world, it has also made everyone more aware of tragedies as they happen. So, what happens the day after when people go back to work? Why do some employees appear un-phased while others end up suffering in silence? As an employee directly impacted by the recent Pulse tragedy, I will explain from my own personal experience how I dealt with the situation. I will also discuss how companies and their leadership teams can effectively leverage BRG’s to provide culturally appropriate responses in times of a crisis. I will provide examples from The Boeing Company and will open up the discussion with attendees around what works and what does not …

December 6, 20210BoeingEDIT
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case-studies
The Economic and Business Case for Marriage Equality in Japanwww

This report sets out the economic case for marriage equality in Japan, drawing on recent data and research and supporting the freedom for same-sex couples to marry. It was developed in support of the Business for Marriage Equality initiative to help build corporate support and engagement in Japan. Many companies agree that a more LGBT+ inclusive Japan will be better for business and better for Japan’s overall economic …

December 6, 20210Open for BusinessEDIT
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business-case
The Economic Case for LGBTQ Equalitywww

Over the past two decades, Dr. Lee Badgett has been one of our most trusted and admired economists and advocates for economic and social justice for LGBTQ people. From courtrooms to boardrooms to classrooms, her compelling research and analysis have helped inform and shape the progress made by the LGBTQ community in many ways – in the U.S. and globally. This roundtable session is a valuable opportunity for Out & Equal attendees to learn more about Badgett’s latest work, and its value to business leaders, advocates, policymakers and citizens. We will use this occasion to talk about her newest and most significant book, “The Economic Case for LGBTQ Equality.” Longtime ally and colleague of Dr. Badgett, Bob Witeck will lead that discussion and help illuminate the learnings from Badgett’s …

December 6, 20210Bob Witeck, Dr. Lee BadgettEDIT
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business-case
The Global Hub Showcasewww

The Out & Equal Global Hub is a “one-stop-shop” virtual education and engagement center for executives, D&I and HR practitioners, and ERG leaders working for LGBTQ workplace inclusion. This July, Out & Equal opened this revolutionary platform to our partner companies. Through The Global Hub, change agents working inside their companies and organizations for LGBTQ equality are now connected to cutting-edge resources, events, ERGs, and thought leaders across the globe. Join as Out & Equal provides a special demonstration of the site to Summit attendees and answers all of your burning questions about The Global …

December 6, 20210Out & EqualEDIT
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webinars
Tea Chat: Intersecting Gender and Racewww

Grab a cup of tea and come listen to a panel session about intersecting race and gender in the workplace. Session moderator, Angelica Erazo, Oracle Diversity and Inclusion Consultant, will share the history of intersectionality in the gay rights movement and how intersectionality, inside and outside the workplace, manifests itself today. She’ll be joined by two Oracle LGBTQ+ employees with different racial backgrounds who will share how they’ve built toolsets to aid them in bringing their true identities to their workplace, which in turn has helped them to contribute, innovate, and thrive. You will leave the session inspired by their stories and with concrete examples of how to foster empathy and build solidarity with all members of your work …

December 6, 20210OracleEDIT
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diversity-and-inclusion-human-resources intersectionality
Telling a New Southern Story: LGBTQ Resilience, Resistance, and Leadershipwww

The Movement Advancement Project released a new report, Telling a New Southern Story: LGBTQ Resilience, Resistance, and Leadership, which explores the unique experiences of LGBTQ Southerners and the innovative ways they build community, provide direct support, and make cultural and political change in the region. Released in partnership with the Campaign for Southern Equality and Equality Federation, this report examines the experiences and advocacy strategies of LGBTQ people in the U.S. …

December 6, 20210Movement Advancement ProjectEDIT
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diversity-and-inclusion-human-resources intersectionality
The Art of Inclusive Leadershipwww

Nearly anyone can be a good leader. But can you be extraordinary? In this session, learn how to master the Art of Inclusive Leadership. By turning the lens inward first, we can fully explore our own unconscious biases and exclusionary practices. Our ability to personify the inclusion we are striving for is critical to our personal success and the success of our companies. Only then can we truly lead. In this entertaining and provocative talk, Ash will explore the Art of Inclusive Leadership. With wildly funny, poignant stories, and a tough yet deeply compassionate stance, Ash elevates her audience beyond empathy into the realm of personal discovery, and challenges every listener to take personal responsibility for creating a much bigger societal …

December 6, 20210Ash BeckhamEDIT
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c-suite leadership
The Business Impact of LGBT-Supportive Workplace Policieswww

The “business case for diversity” suggests that diversity in the workplace will lead to lower costs and higher revenues, improving the bottom line. This study identifies and evaluates research assessing the impact of LGBT-supportive employment policies and workplace climates on business …

December 6, 20210The Williams InstituteEDIT
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business-case
The Cost of Non-Inclusion: How a Strong Ally Program can Positively Impact your Businesswww

Building a robust Ally program can be hard work and requires engagement at all levels in your organization. The commitment to foster a safe an inclusive environment for LGBT+ teammates comes from the top. Join Bank of America for an overview of our robust Ally Program with over 30,000 members. We will explore the benefits of the program both internally and externally, including attracting and retaining LGBT+ talent, and external business practices among our clients and third parties. We will share best practices, tech enablers, creativity and taking the next steps to activate every Ally and Out at Work employee in your global organization through training, gamification and leadership …

December 6, 20210Bank of AmericaEDIT
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ally-engagement
Supporting the Journey: Transitions in the Global Workplacepdf

Recognized as a global leader for implementing LGBT inclusive programs and policies, IBM is committed to providing a safe, open and inclusive working environment for its 375,000 employees worldwide. In June 2017, IBM released a new, comprehensive & thoughtful set of global workplace transition modules that will guide & support the entire transition journey – for the employee, the team, the manager, the HR staff and business line executives. These policies were developed in consultation with nine trans coaches, IBM employees who were invited to contribute to the creation of the new program. IBM is proud to share this best in class framework that addresses the commonality of experience while acknowledging the individuality of every transitioning …

December 6, 20210IBM, Chevron, Human Rights Campaign (HRC)EDIT
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global-resources-and-events
Taking A Corporate Stand: Endorsing the UN Standards of Conduct for Businesswww

Companies must either decide to proactively stand up and combat discrimination against LGBTI people by publically expressing support for the UN Standards of Conduct for Business or accept that they are, in effect, remaining silent and not adding their voice to the nearly 300 companies that have affirmed their commitment to equality and human rights by endorsing five concrete steps all companies can take to tackle discrimination against lesbian, gay, bi, trans and intersex people. During this highly interactive panel discussion you will learn about the 5 Standards from leading companies and hear about the work they have done to operationalize the Standards within their …

December 6, 20210Procter & Gamble, Accenture, Microsoft, Deloitte, PepsiCo, Partnership for Global EqualityEDIT
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corporate-advocacy-public-policy
TDOR & Transition in Progresswww

We will start this call with honoring those we lost to violence and observe the Transgender Day of Remembrance. Then join EY and Microsoft for a discussion of a transition in progress that looks at the experiences of several professionals who are transitioning genders in a corporate environment. Learn about the change happening in corporate culture that honors diversity and can better respond to a new generation’s gender identities. We will explore what it is like to be trans* in a time where the spectrum of identities has increased visibility and requires everyone to acknowledge that there is more than just the binary. That transitioning is not only happening solely for the individuals but also their team members, Human Resources contact and executive leadership team. That everyone plays an important part in building an accepting and welcoming culture. You’ll hear the necessity of educated allies and what EY and Microsoft are doing to help foster a safe and supportive work environment. Come be a part of the change and join in the journey to creating a more authentic …

December 6, 20210Out & Equal, featuring EY and MicrosoftEDIT
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webinars
Storming the Statehouse: How to Educate & Empower Your Workforcepdf

Are you concerned about LGBTQ discrimination and want your elected officials to do the right thing but don’t know what to do? This session will provide you with the basic advocacy tools to effectively prepare to mobilize your colleagues, educate policymakers, tell your and your company’s story, listen to policymakers’ hopes and fears, and successfully build support for your …

December 6, 20210DellEDIT
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change-and-transformation diversity-and-inclusion-human-resources
Straight Talk from Teens about Having Not-So-Straight Parentswww

What’s it like for today’s teens to grow up with LGBT parents? Would you like to have kids but have concerns? Do you have kids and wonder what they might be going through? Come laugh, cry, and bring your questions that you wish you could ask. Join us for a panel moderated by EY where you can feel free to ask these teens about anything. No question is off limits. An offshoot from the 2012 featured panel, and then a very successful 2013 town call & 2013 summit workshop, our panel consists of teenagers from different types of families. Walk away with parenting strategies and an understanding of what it’s like from a kid’s …

December 6, 20210Out & Equal, featuring HP and EYEDIT
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employee-resource-groups millennial-engagement
Strengthening the Work Place with Straight Out Allieswww

Creating a thriving environment for the LGBT employee requires a safe environment where you can be your fully authentic self. This workshop will share how Kellogg, Dow and Whirlpool are creating a safe and inclusive environment by educating the non LGBT employee on how to become an Out Straight Ally and ultimately into an Advocate Out Straight Ally.We know how important it is to create a safe space for the LGBT employee but we will share why it is also important to create a safe space for potential straight allies to come out as well.This workshop will provide you with insights on why you should educate managers, especially senior management on learning about and respecting the LGBT employee. HR Policies are not …

December 6, 20210Out & Equal, featuring Kellogg's, Whirlpool Corporation, and The Dow Chemical CompanyEDIT
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ally-engagement
Supporting Intersex Inclusion in the Workplace (RESOURCE)pdf

Did you know that the global population of people who are intersex is larger than the entire nation of Japan? Despite the prevalence of intersex variation, too few employers have resources to understand the “I” in LGBTQI inclusion. On this Global Intersex Awareness Day, we’ve partnered with interACT Advocates for Youth to release a new guide, Supporting Intersex Inclusion in the Workplace. This resource is one of the very first of its kind and provides specific guidance to support employers in raising awareness about intersex identity and catalyze actionable steps for creating more inclusive, supportive …

December 6, 20210Out & Equal, interACTEDIT
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ally-engagement
Supporting the Journey: Gender Transition in the Global Workplacepdf

A best practices study based on IBM’s comprehensive …

December 6, 20210Human Rights CampaignEDIT
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benchmarking diversity-and-inclusion-human-resources
State Legislative Actions 2017: Emphasis on Texas and North Carolinapdf

2017 saw the trend for increased activity for both pro-equality and anti-LGBT bills continued across the US. This session starts with a review of LGBT themed legislation actions introduced in 2017 by representatives from Freedom for All Americans and HRC. Current legislation can be broadly divided into four categories (anti-transgender, marriage protection, religious refusal and municipal preemption). After this overview, we move to examine corporate engagement specifically in Texas and North Carolina to review these fast-paced and difficult political undertakings. Finally, Dow reviews their engagement in 2017: how they vet items to engage, typical types of engagement and the impact the engagement has …

December 6, 20210Freedom for All Americans, Dow Chemical, Human Rights Campaign, PFLAGEDIT
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corporate-advocacy-public-policy
Step Up: How to Live with Courage and Lead Authenticallywww

This session focuses on cultivating BRAVE leaders who lead from a place of compassion and empathy and who recognize that loneliness is one of the greatest epidemics we face as a society today. Before the age of social distancing and self-isolation, psychologists were already studying how to combat this problem in and out of the workplace. NOW, this is an even more prevalent issue. When we remember we are dealing with human beings who naturally crave connection, we can better drive engagement, happiness and a positive work environment. Creating cultures that are centered around happiness and belonging are the answers to the loneliness epidemic. New research shows how to help reconnect us and bridge the gaps we face in the workplace and …

December 6, 20210Out & Equal, Ash BeckamEDIT
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ally-engagement
Step Up: How to Live with Courage Lead Authenticallywww

Uncertain times demand authentic leadership. The foundation of an open and inclusive workplace is authenticity. How can we get our employees to fully embrace authenticity as a cultural standard in our workplace and an inextricable of their personal brand? In this energetic and spirited talk, Ash will guide participants down the path of living more authentically in both at work and beyond. Through funny stories, live polling and audience participation, attendees will walk away with a roadmap to living more authentically – simply being at peace with who we actually are and existing in a way that is genuine, real and true. The first step is the most important and in this session participants will learn how to Step …

December 6, 20210Out & Equal, Ash BeckamEDIT
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change-and-transformation diversity-and-inclusion-human-resources
Stepping up to Global LGBT Monitoringwww

More and more companies are finding that to change the workplace climate for LGBT and ally employees it is necessary to be able to allow employees to identify on all the dimensions of diversity. One of the most significant trends in the workplace today is voluntary LGBT self-identification. In the 2016 Corporate Equality Index, 45% of the companies listed are using some form of self-ID through engagement/satisfaction surveys or confidential HR reporting. This month’s town call will look at how companies are adding this program and once in place, how to increase the outreach and impact on the workplace. We will discuss the challenges on what questions to ask, considerations for global efforts and the impact of the data once it’s …

December 6, 20210Out & Equal, featuring IBM, LMCO, and EYEDIT
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webinars
Stories of working in manufacturing as part of the LGBTQ+ communityhtml

This year, we celebrated the 20th anniversary of our LGBTQ+ and ally employee resource group, GLAD. Hear from GLAD leaders on their personal & interpersonal journeys within …

December 6, 20210Dow, Inc.EDIT
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ally-engagement
Southern States Forum 2020 – Milliken’s Story: Beginning the Road to LGBTQ Workplace Inclusionwww

Understanding the fundamentals and what it takes to get your ERG started is a critical first step in ensuring your ERG is successful. Join as Milliken & Company highlights their early ERG development efforts, and discusses challenges, opportunities, and recommendations in building LGBTQ ERGs in the …

December 6, 20210Out & Equal, Milliken & CompanyEDIT
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business-case
Southern States Forum 2020 – Preparing and Engaging Allies in LGBTQ Inclusionwww

Active allies are critical in developing robust workplace equality efforts. Managers with a clear understanding of how to practice LGBTQ allyship are better able to build cultures of belonging, address conflicts when they arise, and implement inclusive policies and practices across the company. Senior leaders are better able to drive company-wide initiatives around inclusion, while ERGs with active allies are often more successful. However, without concerted effort to engage your company’s allies, employees who are supportive of the LGBTQ community may be less certain of how to practice allyship on an operational level in the workplace. In this workshop, attendees will build skills in allyship, learn how to navigate difficult conversations, practice scenarios in which to demonstrate their LGBTQ support, and understand how to support LGBTQ inclusion on a variety of levels within …

December 6, 20210Bank of AmericaEDIT
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ally-engagement
Spectrum of Colours – New Way of Looking At Familieswww

Research suggests that Rainbow Families have been around since the 17th century. However, in India, the dominance of societal expectations has meant that it has not always been safe to disclose this family formation. One of the biggest challenges for rainbow families is that they constantly have to come out and explain who they are at their workplace, and there can often be a level of anxiety about how people will respond to when they do. In this session, we help participants understand the role of companies in redefining family structure and influence all family types in the workplace. We will also look at minimising our own biases towards a family structure different than …

December 6, 20210Community BusinessEDIT
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webinars
Spies On Inclusion: Policies, Programs, and Pamphletspdf

Learn how the US Intelligence Community (IC) has taken non-discrimination policies to action through guidelines, training, and multi-media. Discover our newest success story – how we shaped EEO policy guidelines for trans* employees. Get an overview of our different training programs: LGBTQ+ Ally Training; Trans 101: For Security Professionals; and Trans 101: Enabling Policy. See how we used personal stories in our Count on Your Community campaign, and our new series of videos focusing on terminology – starting with Queer. We explain and provide our Ally Engagement handouts (these additional resources are uploaded in the repository) – Chart of Terminology: a mechanism for using appropriate language; Protections at Work: a guide for understanding policy; Conversations at Work: a unique discussion tool for any ally (regardless of their …

December 6, 20210The United States Intelligence CommunityEDIT
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government
Stakeholder Engagement in Today’s Polarized Environment: Knowing How to Respondwww

In today’s shifting political environment, an organization’s commitment to diversity and inclusion is being judged against how/when they respond to external events impacting underrepresented communities. The LGBTQ community is concerned that reversal of legal protections for transgender people may indicate other rights are at risk – including those enacted by employers. Lately, leadership teams are being asked from multiple stakeholders to publicly state their commitment to workplace equity/inclusion. Being prepared to respond in a timely way is key to protecting your reputation as a best place to work. This session will use real case studies that demonstrate what’s at stake and provide tips on how to respond effectively while balancing the needs of multiple …

December 6, 20210Out & Equal, featuring Marriott International, Witeck Communication, and Combs Advisory ServicesEDIT
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federal law-and-public-policy
Sharing our story: Talent Attraction at Edisonwww

In a time of hyper competition, rapid change, and the need to break stereotypes of utilities, Edison’s Talent Acquisition team has developed a comprehensive strategy focused on incorporating targeted recruitment marketing techniques, technology, and storytelling of their mission and employees. Their strategy has been recognized by Gartner, Deloitte, and they’ve been recognized as a Recruitment Marketing Pioneer among Fortune 500 companies. Through the session, Edison’s will share their talent attraction journey, the activation of our Employee Value Proposition, and incorporation of diversity and inclusion into the content strategy. They will socialize their 2020 content strategy, key partnerships, and showcase examples of storytelling efforts highlighting pivotal roles and …

December 6, 20210Southern California EdisonEDIT
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webinars
Shifting Leadership Behavior: From the Board Room to the Plant Floorpdf

The Frito Lay Diversity & Inclusion Team in partnership with EQUAL ERG Leaders developed a key course to enable business leaders to become champions of inclusion by understanding the D&I business case, walking in the shoes of lesbian, gay, bisexual and transgender employees and building inclusive leadership skills through immersive application activities. This program focusing on unconscious bias was designed to accelerate culture change from the Executive Committee to Front Line Managers. This session will provide an overview of the training along with key concepts and participation in some of the featured …

December 6, 20210PepsicoEDIT
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workshops
Silent scream! an experiential workshopwww

Delve into the world of the Deaf LGBTQ+ community to understand and pick up the basic skills for inclusive communication. Inhabitants of the world of sound frequently fail to notice the multiple silences dividing them from the Deaf world. Take away from this intriguing session : Learning the Basics of Sign Language, Queer Terminology Signs, Engaging Activities Silence has never been more …

December 6, 20210Shashwati PEDIT
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ability identity
Southern States Forum 2020 – Beyond the Blame Game: Effectively Navigating LGBTQ+/Religious Identitieswww

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

December 6, 20210Out & Equal, PFLAG, The Tanenbaum Center for Interreligious UnderstandingEDIT
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ally-engagement
Southern States Forum 2020 – Building Common Ground: A Framework for Conversations that can Move the Dialwww

When a workplace encounters friction or tension around an important issue, opening the door for conversation and empathy can be useful in finding common ground and creating a shared understanding among those with differing opinions. Utilizing the “Living Room Conversation Model” and key tenets of psychological safety in the workplace, participants are lead in activities and conversations to build common ground and manage …

December 6, 20210Out & Equal, Steve Smotherman ConsultingEDIT
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ally-engagement
Southern States Forum 2020 – LGBTQ & Allies Stories: Tools for Change in the Southwww

Authenticity, empathy, and vulnerability are tools that empower individuals to share their unique stories and experiences. They also afford opportunities for individuals to build deeper connections, which ultimately transform workplace culture. Join as leaders discuss how to elevate LGBTQ inclusion work through empathy and how to leverage existing Southern values to create change. Panelists: – Henry Lu (MFC PRIDE Chair, Lockheed Martin) – Susan O’Farrell (Board Member at Leslie’s Inc., Former CFO, BlueLinx) – Alex Wan (Executive Director of Horizons, Atlanta City Council 2010-2017) – Nicole Gibson (Site Director & North American PRIDE Lead at Dell) – Monique Evans (EquipFin Transaction Coordinator | Deal Closer at Wells …

December 6, 20210Out & EqualEDIT
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ally-engagement
Senate Bill 396: The Transgender Work Opportunity Act—Californiapdf

A brief informing companies on how to remain compliant with a new California policy to include LGBTQ cultural competency training in mandated diversity and inclusion …

December 6, 20210Out & Equal Workplace AdvocatesEDIT
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corporate-advocacy-public-policy
Serving those Who Serve: Building LGBTQ+ Military and Veteran Communitieswww

The San Diego region has the highest concentration of Active Duty military and Veteran personnel in the world and the United States military has a higher percentage of LGBTQ individuals than the general population. These two factors uniquely position San Diego Pride, a position which has afford the organization the opportunity to achieve historic accomplishments, including being the first Pride that received Pentagon authorization that allowed Active Duty service members to march in uniform and be the first Pride Parade in the United States to host a fighter jet flyover. At this panel, participants will gain practical insights to the LGBTQ service member and veteran community, and how ERGs can collaborate with Pride organizations to enhance their LGBTQ military …

December 6, 20210Northrop Grumman, San Diego LGBT PrideEDIT
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webinars
Risky Business: Serving as an LGBTQ+ Leader in a Historically Conservative Industrywww

Join CNA Insurance to understand unique challenges of being an LGBTQ+ leader in a historically conservative industry, and brainstorm how to strategically overcome these challenges. Roundtable participants will have the opportunity to hear from leaders at various levels of CNA Insurance, a 120+ year-old insurance company with an extremely active Pride Employee Resource Group. Participants will have the opportunity to ask questions to the presenters and engage in dialogue with panelists. We aim to facilitate an inviting conversation to encourage folks to share and develop ideas, best practices, aspirations, and more generally brainstorm on ‘how-to’ strategically work toward creating a more welcoming, educated, understanding and integrated work environment. Leaders will discuss their experiences as LGBTQ+ leaders around topics including visibility, organizational change, difficult conversations, and professional …

December 6, 20210CNAEDIT
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webinars
ROI for LGBTQ-Inclusive Workplaces: Recruiting, Optimizing, and Improving Advancementpdf

As employers try to recruit, retain, and foster career advancement for LGBTQ-inclusive workforce, this presentation will address how organizations can develop and foster a work culture that is truly supportive of LGBTQ employees. The panel’s legal and HR professionals discuss how their organizations are working to ensure that they attract, retain and work to provide pathways for the success of their LGBTQ employees. They discuss real-world examples LGBTQ-focused initiatives they have adopted to try to optimize the work life of their LGBTQ employees. They also discuss initiatives where success has proven to be elusive. In addition, they provide pointers on ways to ensure that companies’ D&I initiatives operate within the confines of the anti-discrimination …

December 6, 20210Littler, CNAEDIT
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business-case
SAP & Pride Connection Chile: Improving LGBTIQ+ Entrepreneurs Opportunitieswww

December 6, 20210SAPEDIT
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webinars
Search Inside Yourself: Mindfulness and Emotional Intelligencewww

HP presents a Search Inside Yourself (SIY) keynote facilitated by Craig Souza, Certified Teacher™ with the Search Inside Yourself Leadership Institute (SIYLI). Born at Google and based on neuroscience, SIY teaches mindfulness and emotional intelligence skills for sustained peak performance, strong collaboration and effective leadership. Empathy and leading with compassion support inclusion while increased self-awareness and resilience help create positive emotional and mental states and a strong, inspiring leadership presence. The workshop focuses on mindfulness (being present), self-awareness (understanding thoughts, emotions, and habits), and empathy (awareness of others). The skills you’ll learn will help you: Enhance well-being, resilience, and stress management. Improve performance, collaboration, and empathy. Increase effectiveness and decision-making capacity. Cultivate innovative, creative …

December 6, 20210HPEDIT
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webinars
Search Inside Yourself: Mindfulness and Emotional Intelligence (SLIDE DECK)pdf

The following is the slide deck from HP’s 2020 Summit Workshop, “Search Inside Yourself: Mindfulness and Emotional Intelligence.” “HP presents a Search Inside Yourself (SIY) keynote facilitated by Craig Souza, Certified Teacher™ with the Search Inside Yourself Leadership Institute (SIYLI). Born at Google and based on neuroscience, SIY teaches mindfulness and emotional intelligence skills for sustained peak performance, strong collaboration and effective leadership. Empathy and leading with compassion support inclusion while increased self-awareness and resilience help create positive emotional and mental states and a strong, inspiring leadership presence. The workshop focuses on mindfulness (being present), self-awareness (understanding thoughts, emotions, and habits), and empathy (awareness of others). The skills you’ll learn will help you: Enhance well-being, resilience, and stress management. Improve performance, collaboration, and empathy. Increase effectiveness and decision-making capacity. Cultivate innovative, creative …

December 6, 20210HPEDIT
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presentations
Representing Intersectionality – How Collaboration with Minority ERGs Increases Inclusivitypdf

To improve representation of intersectionality and increase employee engagement of our diverse work force, Dow has pursued collaboration between its LGBTQI+ ERG and other minority ERGs. By listening to perspectives from LGBTQI+ and Ally employees from different ethnic, cultural, and religious backgrounds, we have molded our LGBTQI+ ERG to be as diverse in its structure and planning as the LGBTQI+ workforce we support. We’ve seen more engagement with different audiences, increased exposure of our ERG, and more comprehensively understood the diverse range of the LGBTQI+ employees we support. Attendees of this interactive session will take away ideas and tools to recognize intersectionality of their employees, increase collaboration with their minority ERGs, and leverage learning experiences from Dow Chemical’s collaborative …

December 6, 20210DowEDIT
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diversity-and-inclusion-human-resources intersectionality
Resting Bi Face: We’re Looking At Youwww

With the goal of full inclusion of all LGBTQ identities in ERG programming, Wells Fargo and Northwestern Mutual have prioritized educating their members on the bisexual (bi+) identity. This panel includes bi+ professionals and a fierce ally parent of a bi+ teenager. They share stories about being misunderstood and questioned and provide actionable ideas to create a more inclusive experience in your ERG. If you identify as bi+, join this session to find community, understanding, and support. If you don’t identify as bi+, attend this session to learn more about this community and grow your personal allyship and leadership. However you identify, we’re looking at you to build a more inclusive …

December 6, 20210Wells Fargo, Northwestern MutualEDIT
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ally-engagement
Reunião da comunidade brasilera: Apoiando-se em tempos de crisewww

Em 16 de junho de 2020, a Out & Equal organizou uma conversa aberta sobre os tempos atuais e como as comunidades LGBTQ e aliadas estão se cuidando e se apoiando. Os apresentadores foram: Debora Gepp, Responsável por Diversidade e Inclusão, Braskem; Luana Gimenez, VP Latam Salesforce Women’s Network & Assistente Executiva, Salesforce; Fabio Mariano Borges, Professor, ESPM; e Yasmin Vitória, Junior Portfolio Manager, …

December 6, 20210Out & EqualEDIT
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webinars
Reverse Mentoring and Inclusive Business Resultswww

LGBT employees can play a critical role in educating middle and senior management on LGBT diversity and inclusion through mentoring programs. This workshop presents the structure and key findings from a two-year “Reverse Mentoring” program at Eli Lilly and Company. The emphasis of the program is a mentoring partnership where LGBT employees train and develop senior leadership and middle management across multiple work streams on LGBT issues in order to foster an inclusive workplace. The program also focuses on how the inclusive workforce can maximize business results. In this interactive workshop, attendees will learn how the program has grown and succeeded at Lilly and how to apply reverse mentoring within their own …

December 6, 20210Out & Equal, featuring Eli Lilly & CompanyEDIT
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webinars
Reverse Mentoring by Accenturewww

What can senior leaders learn from their team members? And what is the best way to engage in a conversation that connects people at different stages of their career? During the session, Accenture takes us through the world of reverse mentoring. They cover the dos and don’ts, how to start a reverse mentoring program and the lessons learned from their …

December 6, 20210AccentureEDIT
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change-and-transformation diversity-and-inclusion-human-resources
Rediscovering the Spark: Empowering Allies to Lead Cultural Changepdf

This session demonstrates how Spectrum, the LGBT Employee Resource Group (ERG) at Air Products, went from the brink of dissolution to their current state as a thriving, energized group connected to the company’s goals and objectives and firmly focused on building a more inclusive company culture. Spectrum achieved this turnaround by developing strategic objectives and an internal business case, and by gaining support from the ERG membership, Diversity & Inclusion, and corporate leadership. We use interactive exercises to engage attendees as we highlight the steps our team took to reenergize our ERG, develop our strategy, and execute our plan. Participants can follow these steps to reenergize or refocus existing groups at their organization or help new groups get started with a strong …

December 6, 20210Air ProductsEDIT
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ally-engagement
Reimagine, Redefine and Revive your Resource Groupwww

At Anthem, we all belong. Showcase how Anthem’s commitment to inclusion and diversity makes us a stronger organization. Diversity is one of our values and it invites us to open our minds and hearts to one another, with our different perspectives, talents and skills. We honor the diversity each of us brings to Anthem – in gender, race/ethnicity, generation, gender identity, sexual orientation, socio-economic status, language, nationality, abilities, life experiences and so much more. The spirit of inclusion unites us to achieve our common mission and vision, and live our values. In this community, you will find information and resources to help you lead in an inclusive way and be a champion for inclusion and diversity. Because at Anthem, we all …

December 6, 20210AnthemEDIT
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employee-resource-groups getting-started
Reinventing the Standard: HP Case Study on LGBTQ Inclusionpdf

HP has always been a leader in LGBTQ inclusion and they are more committed to this now than ever. Since their company split in November 2015, HP has been reinventing the standard for diversity. You will gain the strategies and initiatives they are deploying to create the support and structure necessary to drive impactful inclusion initiatives. HP employees share best practices in how they’ve used leadership, culture, Business Impact Networks, and broad visibility to make a real difference in inclusion at HP. The workshop provides concrete examples of things you can do to make a difference in your work environment …

December 6, 20210HPEDIT
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case-studies
Religious Refusals: It’s not About the Cake, it’s About the LGBT Dignitypdf

An in-depth discussion of Masterpiece Cakeshop v. Colorado Civil Rights Commission: what this U.S. Supreme Court decision means for LGBTQ people and the fight for …

December 6, 20210Paul Hastings, The Williams Institute at the UCLA School of LawEDIT
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federal law-and-public-policy
Reports the Administration Listed Seven Banned Words to Federal Health Agenciespdf

A rapid response brief informing companies about a recent decision within the federal government to remove certain words from government …

December 6, 20210Out & Equal Workplace AdvocatesEDIT
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federal law-and-public-policy
PRIDE: Connecting the Dots Between D&I and Corporate Citizenshippdf

MassMutual’s Pride BRG successfully navigates the intersection of Corporate Citizenship and Diversity & Inclusion. This interactive workshop invites participants to explore similar opportunities for partnership, discuss the levers of Corporate Citizenship, find a common language, and learn how to connect with the right people to expand your BRG’s resources to increase impact. Learn about MassMutual Pride BRG’s story on successfully influencing MassMutual to be a trailblazing corporate citizen within the LGBTQ+ community through human rights advocacy, philanthropy, and ethical responsibility. Within the framework of Corporate Citizenship, this interactive workshop discusses how your BRG can influence and focus CSR around LGBTQ issues, including law, philanthropy, policies, and the employee …

December 6, 20210MassMutualEDIT
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corporate-advocacy-public-policy
Promoting Inclusive Workplaces for LGBTQ+ People in Colombia: Case Study by Pride Connection Colombiapdf

Colombia has faced several years of internal conflict and securing peace in every environment and for all Colombian population is a must for our society. We need to contribute to build it based on respect and tolerance. According to the CNC in Colombia 70% of LGBT employees do not feel comfortable enough to reveal their sexual orientation at their work place. We launched Pride Connection Colombia in April 2017 the first corporate network in our country to promote safe and inclusive workplaces for LGBTQ community. One year after, we want to share with you the biggest challenge that we have faced: How to effectively promote an inclusive workplace for LGBTQ in Colombian …

December 6, 20210The Dow Chemical Company, SAPEDIT
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case-studies
Rainbow Warriors: Breaking Down Stereotypes with LGBTQ+ Veterans & Alliespptx

What is it like to be LGBTQ+ and serve your country? How can you successfully transition from military life to civilian life while also being LGBTQ+? How can you bring together the two communities that mean so much to you, but are often stereotyped as being opposite? In this session, panelists will share their experiences, reflect on their learnings, discuss how they navigated obstacles and offer advice to LGBTQ+ Veterans and Veteran Allies on breaking down …

December 6, 20210Liberty MutualEDIT
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employee-resource-groups getting-started
Raise Your Game: LGBT BRG Communications with a Purposepdf

How can your LGBT business resource group (BRG) more effectively communicate to its members and to our allies? Participants in this session will learn effective strategies and techniques to transform their BRG’s communication approach. Join us for an interactive case study session to learn: • How strategic BRG communication drives action • Engaging members and allies where they are through diverse mediums • How and when to use targeted communication • Coordinated communication planning that ties to strategy • How to track and improve upon communication …

December 6, 20210DeloitteEDIT
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case-studies
Reaching Diversity & Inclusion Moonshot Goals by Leveraging Stars!www

The start of 2020 meant many things for Dell Technologies, but more importantly it meant the beginning of a 10-year journey towards our Progress Made Real goals. What is Progress Made Real? In this session, you will hear about our goals for 2030. The goals are around Advancing Sustainability, Transforming Lives, Upholding Ethics & Privacy and Cultivating Inclusion. Our workshop will focus on the Cultivating Inclusion goals that will impact Diversity Hiring. These goals address increasing diversity of Women, Black, Latino and include Leadership roles. Our goals also include increasing our Employee Resource Group membership engagement. Our speakers will discuss what it takes to align on these goals and put into action. You will hear from Diversity &Inclusion, Talent Acquisition, and our Diversity Action …

December 6, 20210DellEDIT
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ally-engagement
Pride Connection LATAM: Diversity Multiplier Effectpdf

LATAM is always considered a developed economy for several global companies. Besides of the economic context, it is also a region where the development of social rights and LGBT inclusion is being built day by day. Pride Connection was the first association of companies in Mexico launched in 2014 to create a community to share good practices on term of LGBT inclusion and also to detonate links through different value chains and how can they impact to the business and social ecosystem in Mexico. Nowadays in Mexico Pride Connection includes 29 companies (between global an national companies) and stands out with several activities to build a safer and inclusive work environments for the community, through participation on the most relevant City Parades and also with an annual summit in Mexico City. Recently, Pride Connection extended their impact with launches on Chile and …

December 6, 20210Pride Connection LATAM: Diversity Multiplier EffectEDIT
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global-resources-and-events
Pride goes Digitalwww

COVID changed the way we all celebrated Pride season this year. As soon as the pandemic hit, we knew we would need to go digital in 2020. Creating activations such as learning sessions, community building, entertainment, enabling visibility and creating opportunities for our people to be together – while most people were at home – was a key focus for Accenture this year. Accenture will take us through their journey of how they turned Pride Season into a digital …

December 6, 20210AccentureEDIT
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webinars
Pride Marketing Campaigns: Exploring the Intersection of Commerce and Communitypdf

How does your company balance the business objectives of participating in LGBTQ Pride season with the sensitivity required for an authentic presence? Wells Fargo and Johnson & Johnson share the stories behind their recent Pride campaigns, including the strategic approaches they took to integrate community-enriching elements into multi-channel brand-building …

December 6, 20210Johnson & Johnson, Target–10, Wells FargoEDIT
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workshops
Pride Month Kickoff: A Virtual Town Hall with Out & Equalwww

On June 1, 2020, Out & Equal hosted a virtual learning session – Pride Month Kickoff: A Virtual Town Hall – joined by Out & Equal’s CEO, Erin Uritus. The session included a State of Pride address from Erin and a community discussion to talk about everyone’s feelings, experiences, and hopes around …

December 6, 20210Out & EqualEDIT
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webinars
PRIDE! Create a Symphony Between Your ERG and Marketing Teampdf

Annual Pride Parades & Festivals are one the best places for a company to activate locally to large numbers of LGBT consumers. But what is the value for a company to showcase products and services to LGBT consumers if they don’t believe the company really cares about the community? Conversely, how can you showcase yourself as an employer of choice and engage your employees when consumer messaging is absent or unprofessionally executed? In this interactive session, learn how corporations Comcast and NBCUniversal as well as agency imre are bringing marketers and ERGs together to execute holistic Pride Parade and Festival entries that lift brands and corporate profiles. Hear from both marketers and ERG leaders with successful case studies of major Pride …

December 6, 20210Comcast NBCUniversalEDIT
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case-studies
Presentation Skills for the LGBTQ Advocatewww

In order for someone to be a successful advocate for LGBTQ equality, they must be able to communicate their message in an effective, concise, and memorable way. Speakers need one set of skills to create a great message, and then need a completely different skill set (and a healthy dose of confidence!) to effectively deliver that message to an audience. Developing presentation and speaking skills can help increase message acceptance, audience engagement, memorability, and much, much more. The better we, as LGBTQ advocates, can be as presenters the more effective our message of change will be accepted within our respective …

December 6, 20210Out & Equal, featuring SweetRushEDIT
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webinars
Perspectives on LGBT Workplace Equality in Canadawww

With total trade of nearly $630 billion in 2016, Canada is the United States’ second largest trading partner and a critically important market for most US-based and multinational corporations. Canada is also a world leader in advancing the rights and protections of LGBT people. It was one of the first countries in the world to legalize marriage for same-sex couples – in 2005 – and discrimination based on sexual orientation is prohibited by law. But how do these forces come together in the Canadian workplace? What are major corporations doing in Canada to ensure that they’re providing a welcoming and inclusive environment for their LGBT employees? Join Out & Equal and our panel of Canada experts who will discuss their companies’ leading-edge initiatives to engage and support LGBT and ally employees in Canada. Kimberley Messer from IBM will present on “Allyship in Canada – Why allies? Why now, eh?” From the oil sands of Alberta, Raihan Khan at Imperial Oil will discuss the role of their PRIDE Employee Resource Group in building an inclusive workplace for LGBT employees and allies. And Eric Leonard at Xerox – whose Canadian operations have often been at the forefront of many of the organization’s diversity initiatives – will share on creating a workplace where all employees feel comfortable to “Be Yourself. …

December 6, 20210Out & Equal, featuring IBM, Imperial Oil, and XeroxEDIT
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ally-engagement
Perspectives on LGBT Workplace Equality in Colombiawww

In recent decades, Colombia has emerged both as a major economic player in Latin America and as one of the United States’ primary regional trading partners, with total trade between the two countries exceeding $26 billion in 2016. As well, the country has been increasingly lauded as one of the more progressive countries in Latin America for LGBT rights: laws making it easier to legally change one’s gender identity and legalizing same-sex marriage were passed in 2015 and 2016, respectively, and measures protecting employees from discrimination based on sexual orientation have been on the books since 2011. However, while these legislative changes will likely help attract business and talent to the country’s rapidly growing technology and tourism sectors, a strong influence of Catholic conservatism and a lack of explicit anti-discrimination legislation on the basis of gender identity leave open serious questions concerning the state of LGBT workplace equality in …

December 6, 20210Out & Equal, featuring GE, The Dow Chemical Company, and AccentureEDIT
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webinars
Perspectives on LGBT Workplace Equality in Singaporewww

In the half century since its independence from Malaysia, Singapore has grown into one of the most competitive economies in Southeast Asia. With booming finance, shipping, commerce, and travel sectors, the city-state boasts one of the highest GDPs per capita in the world, and is a favorite market for multinational corporations due to notoriously friendly business conditions. However, this economic success has also been accompanied by a relatively controlled political climate not always favorable to LGBT issues: though rarely enforced, consensual sex between men is still formally illegal, and there is no legislation that specifically protects LGBT people in the workplace. While both domestic and multinational companies have often supported local efforts to secure more inclusive policies, in 2016 the country’s government warned multinational companies to stay out of Singaporean “domestic issues,” and later passed legislation making it difficult for foreign entities to sponsor LGBT-focused events. Join Out & Equal for our first Global Webinar of 2018, where our panel of Singaporean professionals will discuss their organizations’ leading-edge initiatives to engage and support LGBT and ally employees. Leow Yangfa will share his experience working at Oogachaga, an out and queer Singaporean non-profit that partners with different companies in the local context, while Sophie Guerin will share insights, tips, and best practices from Dell on how companies can adopt an inclusive approach to LGBT inclusion in …

December 6, 20210Out & Equal, featuring Dell and OogachagaEDIT
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webinars
Pre-Pride Planning Callwww

On May 21, 2020, Out & Equal hosted a virtual learning session – Pre- Pride Planning Call – to walk through the suggested activities included in Out & Equal’s Pride-Out-of-the-Box resource, answer any questions on specific activities and logistics, and lead a community discussion on this year’s virtual …

December 6, 20210Out & EqualEDIT
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webinars
Oklahoma’s Recent Anti-LGBTQ Measures: SB 1140 and SB 197pdf

A rapid response brief detailing an Oklahoma policy against the LGBTQ community and how businesses can take …

December 6, 20210Out & Equal Workplace AdvocatesEDIT
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corporate-advocacy-public-policy
OPEN to Different Perspectives: Making the Transgender – Parent Connectionwww

WHAT IF your new colleague, direct report or child is coming out as being transgender? What do you do, where do you start and what will the response be from your colleagues, your manager, your parents or your children? We all have different perspectives when we first meet someone who is transgender. This is the story of when Claire met Skye through OPEN (our ERG), and how this connection triggered a cascade of positive developments. It resulted in a panel discussion talking about their perspectives as a transgender person and as a parent. Most importantly, it lead to the launch of OPEN Parents, a valuable addition to our …

December 6, 20210NovartisEDIT
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webinars
Opening Panel – Out & Equal 2020 Southern States Virtual Forumwww

The South is home to the largest proportion of LGBTQ individuals in the United States. Many private sector employers in the region have led changes in their own workplaces, ahead of lawmakers and in some cases even public opinion – anchored in their own business mission and values. In this opening plenary, leaders from major businesses discuss their own company’s journeys, key learnings and how businesses continue to play a critical role in driving change in the future. Speakers: –Sandra Evers-Manly, Vice President, Global Corporate Responsibility (Northrop Grumman) –Deena Fidas, Managing Director | Chief Program and Partnerships Officer (Out & Equal) –Michelle Fullerton, Diversity & Inclusion – Consumer & Small Businesses (Bank of America) –Ben Hasan, SVP and Chief Global Culture, Diversity & Inclusion Officer, (Walmart) –Jennifer Ogle, Head of Employee Relations (Airbus …

December 6, 20210Out & EqualEDIT
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ally-engagement
OUTTalks! Leveraging TEDTalks to expand Ally & Management Engagementpdf

Our success and history of Diversity progress has often come by telling our stories. Use of TEDTalks are a fresh model and dynamic means to engage audiences. Telling our LGBT stories in compelling ways can serve to accelerate buy-in, tying the professional with the personal. TedTalks formats can be melded into diversity programs and outreach for stronger engagement toward evolving diversity initiatives. We outline components for successful OUTTalks: exploring story-telling models for: lunch and learns, management roundtables, advocating legislation or changing HR policies. We role-model by delivering 3 engaging OutTalks: 1) Allies: View from the Outside In 2) Transgender Acceptance and Key Support of Allies 3) Superheroes Need Sidekicks! The Power of …

December 6, 20210Xerox, IBMEDIT
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ally-engagement
Partners for progress: How ERG’s can innovate businesswww

As ERG’s are evolving, their purpose in driving D&I initiatives and giving back to their company are more relevant than ever. ERG’s are now having to validate how their initiatives and presence in companies is generating business to prove their ROI. Come here how Dell Technologies unknowingly stumbled into this wave by building a solid relationship and community partnership with the Nashville LGBT Chamber of Commerce. What started as a life raft to build the Pride ERG membership and engagement turned into a strategic community partnership for both organizations. The results of this partnership have led to a broader membership with the NGLCC and affiliate chapters in the …

December 6, 20210Dell Technologies, Nashville LGBT ChamberEDIT
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business-case
Perspectivas pretas e indígenas de mulheres lésbicas, bissexuais e transgênerowww

O movimento LGTBQIA+, tanto dentro quanto fora das organizações, precisa visibilizar questões de gênero e raça para ser cada dia mais inclusivo e representativo. Para isso a Rede Brasileira de Mulheres Lésbicas, Bissexuais, Transgênero e Queer convida para um debate com mulheres pretas e indígenas que irão apresentar suas perspectivas sobre esta …

December 6, 20210Braskem, Ananda Puchta, Maiara Ribeiro DiasEDIT
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global-resources-and-events
Next steps for Employee/Business Resource Groups!www

Employee Resource Groups (ERGs) came into existence to support diversity efforts to reflect the changing workforce and marketplace, create inclusive environments and connect underrepresented groups in the workplace. They were designed to change workplace climate and have a positive effect on an organization. Then came Business Resource Groups (BRGs) that were designed to use the momentum gained from the ERG and move the focus to a stronger business focus. ERG/BRGs are growing beyond just an affinity group but how does this growth impact employees who don’t identify with the ERG/BRG or would be included in several, called intersectionality. Whether you are just starting out, need to revitalize your ERG or take the next step to becoming a BRG, this month’s town call will bring in those perspectives and let you share you work as we discuss tools, research and next steps toward LGBT workplace equality and engagement that serve the bottom …

December 6, 20210Out & Equal, featuring Bank of the West, Shire, and Robyn OchsEDIT
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webinars
Nonbinary Gender Identities: A Diverse Global Historypdf

When we dive deeper into the rich global history of nonbinary identities, we see that it is not the identities themselves that are new, but rather society’s awareness of them. As it turns out, nonbinary people – like all LGBTQ people – have always existed, everywhere. Out & Equal has created a resource that traces nonbinary identities back to 2000 BCE and locates historical touch points of these …

December 6, 20210Out & EqualEDIT
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guides-and-handbooks
November and Beyond: LGBTQ+ Movement Leaders’ Perspectiveswww

Less than a month from a generation-defining election day, we hear from leaders across national, state and local LGBTQ organizations on what’s at stake, what our priorities are as a movement and how workplace advocates can leverage their voices to support equality. Each organizational leader will discuss how they are mobilizing for change, preparing for a new Congress and state legislative sessions. Panelists include: Alphonso David, President, Human Rights Campaign; Rea Carey, Executive Director, National LGBTQ Task Force; Nadine Smith, Executive Director, Equality Florida; Masen Davis, Executive Director, Transgender Europe; Annise Parker, President & CEO, LGBTQ Victory Fund & LGBTQ Victory Institute; Moderator: Deena Fidas, Managing Director & Chief Program and Partnerships Officer, Out & …

December 6, 20210Out & Equal, The Human Rights Campaign, Transgender Europe, Equality Europe, LGBTQ Victory Fund, National LGBTQ Task ForceEDIT
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federal law-and-public-policy
Now that We Found Love, What are We Gonna Do?pdf

Now that we have the nationwide freedom to marry, we will have a decidedly unromantic discussion about marriage and what you need to consider, depending on individual circumstances. The author of Before I Do: A Legal Guide to Marriage, Gay & Otherwise, explores some of the automatic rights marriage brings, including on death and divorce, and how tying the knot could raise your income taxes and might jeopardize certain government benefits that are based on household income. We discuss what employers need to know about marriage equality, whether we should hold on to company-provided unmarried domestic partner benefits, and the status of LGBTQ rights under the current …

December 6, 20210Elizabeth F. Schwartz, Esq.EDIT
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federal law-and-public-policy
New Global Champions: Why Fast-Growing Companies From Emerging Markets are Embracing LGBT+ Inclusionwww

This report aims to further strengthen the business case for LGBT+ inclusion, with a focus on emerging markets – where support for LGBT+ inclusion is often most needed. Many of the fastest growing companies based in emerging markets are embracing LGBT+ inclusion. This report presents a qualitative evaluation of this trend, and explores the underlying …

December 6, 20210Open for BusinessEDIT
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business-case
New York Life: Our Approach to LGBTQ+ Engagementpdf

What does the next generation of demand look like in the LGBT community? Where should our focus lie as we forge ahead towards 2020 and beyond? And more importantly, how do we get there? Fortune 100 company, New York Life, discusses how we, currently and in the future, holistically engage the LGBT market and empower our LGBT employee workforce. This compelling session explores the origins of why we are in this market, what steps we took to get there and how engaging with the LGBT community externally and internally helps fulfill our mission. In addition, we explore how creating a new market and revenue stream not only successfully drives our business, but also demonstrates our commitment to diversity and inclusion, embeds LGBT throughout our company – from Supplier Diversity to Employee Resource Groups and ultimately our sales channels – and helps to support and reach the LGBT …

December 6, 20210New York LifeEDIT
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case-studies
Next Generation Employee Resource Groupswww

Cisco invites you to join Elaine Mason, Vice President, People & Communities, as she moderates a panel discussion about growing and building your business through intersectionality of Employee Resource Organizations (EROs). This panel will highlight the next generation Employee Community Strategy at Cisco, as panelist discuss a variety of topics including: corporate responsibility; enterprise culture; learning & development; recruitment and retention; future evolution of the Pride Employee Community; and how the intersection between the business, EROs, and Inclusion & Collaboration drives business impact with our customers. There will also be a Q&A …

December 6, 20210CiscoEDIT
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employee-resource-groups getting-started
Mentoring: The Next Step to Success!www

Everyone always talks about needing a mentor! Mentoring starts with building strong professional relationships. Listen to our panel as they discuss mentoring for LGBTQ employees aspiring to promotion and career growth, for managers and execs seeking reverse mentoring to gain LGBTQ cultural competency and for companies advancing their LGBTQ inclusion efforts by working with other companies. Learn more about the various types of mentoring and best practices with concepts such as getting a Career Sponsor and how to create a network with other companies on a local, regional and national basis to share perspectives and …

December 6, 20210Out & Equal, featuring AT&T and DeloitteEDIT
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webinars
NamasGay: Coming out later in life as a South Asian womanwww

My story of coming out as a lesbian in my 40s is also the story of a South Asian woman married to a man with two kids. It is a story full of challenges and triumphs. My goal in sharing my story is to provide insight on the unique experience of my journey to living authentically in the context of the culture in which I was raised and how this contributed to my not being able to come out until later in …

December 6, 20210VMwareEDIT
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webinars
Navigating Bias in the Workplace: Tools for Inclusion in APACwww

A truly inclusive workplace is one in which you can interact with colleagues and managers without needing to hide pieces of who you are or deal with unconscious bias and micro-aggressions. In this panel, we will hear different stories and perspectives from the Asia-Pacific region on how to navigate these everyday interactions and what approaches and mechanisms can be used to cultivate healthier work …

December 6, 20210Out & Equal, Citi, IBM, TwitterEDIT
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diversity-and-inclusion-human-resources intersectionality
Need workplace Transitioning or Gender Identity support? Build a Toolkitwww

Using Best Buy as a case study in this interactive workshop, we will focus on how to create and launch a workplace transition and gender identity toolkit by sharing best practices, learnings and challenges. The toolkit provides guidelines and resources for employees, leaders and coworkers to support employees through a gender transition and aid in establish an environment where non-binary gender expressions are respected. Participants will receive an abridged version of the Best Buy’s toolkit and a template to use as a blueprint for building your own …

December 6, 20210Best BuyEDIT
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identity non-binary-gnc
New bottom line: the ROI of connecting DEI&B to CSRwww

There are many reasons that companies invest in both internal and external facing DEI&B (Diversity, Equity, Inclusion & Belonging) efforts. One is perceived business value, more important now than ever. There is 10x more ROI (Return on Investment) than you may be aware of! Especially when we work intersectionally to advance equality for all. This interactive workshop will uncover the 8 pools of value that DEI&B can unlock (Talent, Sales, Market Access, Innovation, Risk, Brand/Reputation, Stock Performance, Value Chain) and show how companies can embed DEI&B in CSR (Corporate Social Responsibility, inclusive of HR, advocacy, philanthropy, volunteerism, value chain, core business practices) to amplify impact. Participants will leave equipped to make a more robust DEI/CSR business case when they …

December 6, 20210Caesar's Entertainment Inc., CSR Lab, Jennifer Brown ConsultingEDIT
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business-case
New Global Champions: Why Fast-Growing Companies From Emerging Markets Are Embracing LGBT+ Inclusionpdf

Produced in partnership with Boston Consulting Group, this report is the first-ever analysis of the financial impacts of LGBT+ inclusion on some of the fastest growing companies headquartered in emerging markets. LGBT+ inclusion allows high-potential emerging-market companies to more effectively connect with global markets and supply chains, without seeing any negative financial …

December 6, 20210Boston Consulting Group, Open for BusinessEDIT
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business-case
Masterpiece Cakeshop v. Colorado Civil Rights Commissionpdf

A rapid response brief explaining a recent court case between Masterpiece Cakeshop v. Colorado Civil Rights Commission in which a baker refused to bake a cake for a same-sex couple’s …

December 6, 20210Out & Equal Workplace AdvocatesEDIT
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federal law-and-public-policy
Measuring the Rainbow by Accenturewww

Most companies have LGBTQ employee resource groups/networks and programs. There are investments in inclusion and diversity programs, but how do you know if the programs are making an impact? Do you know how your people perceive the programs, and if they truly feel included in the workplace? In this session, Accenture will be sharing the systems and process they use to “measure the rainbow”. You will hear examples on how to roll-out and track policies across the globe, how to gauge LGBTQ inclusion in multiple markets and …

December 6, 20210AccentureEDIT
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global-resources-and-events
Life Is Hard…www

Buffy once said that the hardest thing in this world is to live in it. Be brave. Life is hard sometimes – it just is – and that’s okay. What’s not okay is that we’re not talking about. 2020 has really put us through some tough tests. People throughout our community are suffering. This workshop takes a shot at ending the stigma surrounding Black Mental Health, LGBT+ Mental Health, and Black LGBT+ Mental Health. You will be engaged in conversation regarding the prevalence of mental illness, risk factors, warning signs, and resources available. You will also hear mental health journeys through the sharing of personal …

December 6, 20210Liberty MutualEDIT