So glad to see this topic on the board, but unfortunately don’t see much response around getting through the issue. As part of the Pride ERG at Discover we have also been working with our HR area to implement self id. Several risks have been identified with the collection of LGBTQ+ identification if the law does not require it. We would love to chat with any company to get familiar with how they overcame these challenges. We have similar push back to the bullets above from Mike Wierzba.
- How to address legal issues when LGBTQ+ self-ID is not required
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Intentions for use of data (trend analysis, benchmarks, metrics)
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Obstacles with using the Work Day system
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