Self-ID: Struggling to Implement?

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    • #6541
      Out and Equal Administrator
      • Anything Respectful
      • Out & Equal

      There are many reasons to collect LGBTQ self-identification data. Not only does Self-ID data allow companies to better understand their workforce, it enables them to measure the effectiveness of diversity and inclusion initiatives, improve company culture, identify gaps in representation, and tailor company benefits to better serve LGBTQ workers. 

      Companies already collect demographic information regarding other identity characteristics such as race, gender, disability, and veteran status. However, for many reasons, many still struggle to collect data regarding LGBTQ identity. 

      In the Global Hub, we hope to use this post as a space to collectively address the obstacles LGBTQ inclusion advocates face in the journey to implement self-ID. 

      Let us know: 

      • For those struggling to make self-ID data collection a reality at your company, what is your biggest obstacle?
      •  For those who have been successful, what did you struggle with the most? How did you overcome it? What advice would you give to those who are just beginning this journey? 
    • #6596
      Mike Wierzba
      • Genentech

      Thank you for highlighting this topic.  We have a small working group at Genentech/Roche looking at roll out of VSID. 

      Key concerns that we are facing and would appreciate feedback and conversation on:

      • How to address legal issues in geographies where self-ID may pose a risk to employees
      • Recommendations on  Communication Plan for roll-out/implementation

      • Intentions for use of data (trend analysis, benchmarks, metrics)

      • Obstacles with using the WorkDay system

    • #6597
      Kayley “KP” Petersen
      • They/Them
      • Discover Financial Services

      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
      • Intentions for use of data (trend analysis, benchmarks, metrics)

      • Obstacles with using the Work Day system


    • #6599
      Diontha Fancher
      • DentaQuest

      I’m following this topic as well. We are just starting to look at collecting LGBTQ self-id data and have similar questions as Heather and Mike. 

      • Address legal concerns when this data isn’t required
      • A communication plan for roll out
      • Obstacles with ADP (the data is only reported in aggregate which is great for confidentiality, but it limits our ability to use the data to identify gaps, measure effectiveness of DEI initiatives, etc)
    • #10481
      Corina Hendren
      • she/her/hers
      • Out & Equal

      Hi everyone,

      Here are some links to resources in the Resource Library that I hope will address some of the questions here!

      Collecting LGBT+ Data for Diversity: Initiating Self-ID at IBM

      Designing for Diversity

      Implementing and Leveraging Self-ID

      Voluntary Self Identification (Self-ID) in the Global Workplace

    • #10648
      Kristina Kishbaugh
      • Guardian Life Insurance Company

      During the Human Right’s Campaign’s celebration for companies scoring 100% on the CEI report on Jan27, they stated that LGBTQ self-ID and benchmarking will be part of their changes for 2023. Sharing this hear as this may be a lever to help your companies move forward with this process. If your company uses Workday as an HR platform, it has the coding built, and would need to be installed into base platform. You can also set it up to ensure the data is secure and can only be seen at top level in aggregate.

    • #11007
      • She, Her, Hers
      • MilliporeSigma

      Our company is working to implement “Non-binary” as a gender option. In addition to adding the “Non-binary” option, we are exploring adding an additional option for our honorific field which today includes Mr., Mrs., Ms., and Miss. We can not make the field optional as it is a field that is used globally and has an impact on other connected systems and languages in other countries (eg. Spanish-speaking countries, Germany, France, etc.). In my research, I have seen the honorific of ‘Mx.” being used. I am interested in understanding how other companies have handled this topic.

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