Out & Equal Opens Workplace Summit Registration
Category: News and Politics

Out & Equal Opens Workplace Summit Registration

June 5, 2008 – In the May/June edition of the Out & Equal eNewsletter, the opening of Summit Registration is announced. We also reveal some of the keynote speakers at the 2008 Summit in Austin, release the preliminary schedule, announce our Wednesday seminars, and tell you how you can volunteer. We're counting down the days to the Annual Dinner and Gala. Take a research survey to help us develop resources.

Read more.

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April 2008 Out & Equal eNewsletter
Category: News and Politics

In this issue:

• First Ever Forum of Openly LGBT Executives Challenges Corporate Closet in Today's Workplace Culture


• Ten Years Worth Celebrating!


• Kansas City Joins Out & Equal Regional Affiliates


• Summit Deadlines Approach; Registration Set to Launch




• Workshop Proposals


• Outie Nominations


• Kick-Off Reception




• Summit Sponsorships


• Workplace Equality in the News


• Employment Opportunities


• Support Us


• UCLA Offers LGBT Education Opportunity

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March 2008 eNewsletter

Save the date for the First Annual Out & Equal Dinner and Gala: June 12

Out & Equal Workplace Advocates will be holding our First Annual Dinner and Gala to celebrate our tenth anniversary. We invite all our friends and colleagues to join us at the Hotel Nikko in San Francisco on Thursday, June 12 for a fantastic event featuring live entertainment, good friends, and a great cause.

We are delighted to announce the co-Chairs for this exciting event are Robert Hansen, President, Levi Strauss Americas & U.S. Levi’s Brand, and Jane Harper, Director of Internet Technology and Operations at IBM.

There’s not a more exciting time to visit San Francisco than during Pride Month, so we encourage you to plan your vacations to come out and join us. Look for announcements and invitations in your mailbox, along with additional details, in the coming weeks.

To sponsor this event, or for more information, contact Director of Development and Communications Jed Herman at (415) 694-6508 or jherman@outandequal.org

Getting Ready for the 2008 Out & Equal Workplace Summit
Creating Connections: Building * Progress * Together

Can you believe the annual Out & Equal Workplace Summit is only 6 months away?

As you know by now, the 2008 Summit will be held in Austin, Texas from September 10 to September 13. We’re hard at work making plans for this most exciting and educational Summit ever. We’ve announced the Summit theme: Creating Connections: Building * Progress * Together. We hope that the ideas of creativity, working together, and acknowledging our progress toward workplace equality for all resonate with you.

We’re thrilled to announce that Victor Martinez of Freescale, Donna Rose of TransEducate, and Kayla Shell of Dell will serve as co-chairs this year.

We have begun accepting proposals for workshops at the 2008 Summit, nominations for the 2008 Out & Equal Workplace Awards, and corporate room block reservations for hotel rooms during the Summit.

Of course, we’re starting to get questions from all of you about when to book your hotel rooms, register, etc. Hopefully this list of dates will help you get ready to participate in the Summit.

Subject	Date
Corporate Room Block Reservations Due	March 31, 2008
Early Sponsor Sign-Up Deadline	March 31, 2008
Individual Hotel Reservations Open	early April
Summit Kick-off Reception in Austin, Texas	May 1, 2008
Early Summit Registration Opens	early May
Workshop Proposals Due	May 9, 2008
Out & Equal Workplace Award Nominations Due	May 9, 2008
Deadline for Sponsor Sign-Up for inclusion in Program Book	June 30
Regular Summit Registration Opens	early August
2008 Out & Equal Workplace Summit	September 10-13, 2008

Be sure to watch the website, or sign up for the Out & Equal Professional Network to get news and announcements as they happen.

Out & Equal Welcomes Philadelphia Regional Affiliate

The City of Brotherly Love is already known as one of the country’s most LGBT-friendly tourist destinations, and retains a spot in American culture as one of the powerhouse centers of business and commerce, so it is with great pride that we welcome the Greater Philadelphia Regional Affiliate to the Out & Equal family. Philadelphia is the 11th regional affiliate in our rapidly growing network of volunteer-driven local chapters.

"We’re very excited to have the Greater Philadelphia area joining the family of Out & Equal Regional Affiliates," said Associate Director of NETWORKS! Stephen Gould. "The professionals who have put this group together have some great ideas for the coming months and we can expect to see some amazing new ideas in advancing workplace equality from Philadelphia."

Out & Equal Workplace Advocates’ regional affiliates produce local educational and networking events in order to share best practices and discussions about important LGBT workplace issues. These events provide an effective way for Out & Equal to serve the needs of individual employees, leaders of employee resource groups and human resources professionals beyond the annual Workplace Summit.

If you’re interested in bringing Out & Equal to your community, visit our website on how to start a regional affiliate.

We are now accepting applications for sponsorship for the 2008 Summit, scheduled for September 10-13 in Austin, Texas.

Only two weeks remain for early sign-up bonus opportunities! We are committed to helping sponsors understand and appreciate the advantages of sponsorship. Corporate sponsorships begin at $15,000 and there are many opportunities for higher levels of visibility and involvement. For details, please visit our Sponsorship Opportunities page.

We have already received commitments from several companies. Click here to find out if your company (or your competitor) is on the list!

IGLHRC Honors Desmond Tutu, IBM

The New York-based International Gay and Lesbian Human Rights Commission (IGLHRC) will present its 2008 OUTSPOKEN Award to Nobel Peace Prize recipient Archbishop Desmond Tutu. The award will be presented to the Archbishop as part of IGLHRC’s A Celebration of Courage human rights ceremony on Tuesday, April 8, 2008 at Grace Cathedral in San Francisco, with the exclusive film of Tutu’s address to be aired at the group’s event in New York on April 28.

IGLHRC is one of the premiere international human rights organizations dedicated to documenting and fighting against the range of human rights abuses faced by lesbian, gay, bisexual, transgender and intersex (LGBTI) people and groups around the world. Since 1990, IGLHRC has played a critical role in drawing global attention to persistent human rights violations, such as police abuse and torture, arbitrary arrests, harassment, and discriminatory laws and treatment. IGLHRC works in partnership with local LGBTI groups so that they are equipped to build lasting change in their societies and greater justice around the world.

The IBM Corporation will receive IGLHRC’s special recognition award for its contributions to IGLHRC’s global mission of building a strong and viable LGBT human rights movement and for its leadership in promoting non-discrimination policies in all of its workplaces in the world. IBM has been particularly supportive of IGLHRC’s work in Latin America, sponsoring IGLHRC’s 2007 Human Rights Training Institute in Costa Rica, which was devoted to developing the advocacy capacity of lesbian and bisexual women in Central America.

For more information, or to get tickets to the San Francisco or New York events, visit the IGLHRC website.

Out & Equal Supports the 19th Annual eQuality Scholarship Awards Dinner

Out & Equal invites businesses to support young leaders at the 19th annual eQuality Scholarship Awards Dinner, taking place Friday, May 9, 2008 from 6:00 to 9:00 p.m. The dinner will be held at the Hotel Nikko in San Francisco. Businesses and individuals can purchase tickets or sponsorships to the dinner by downloading the registration form [PDF] before March 31.

The Collaborative is supported by nonprofit members Out & Equal Workplace Advocates, Ally Action, and the Gay-Straight Alliance Network as well as corporate members, PG&E PrideNetwork, Kaiser Permanente’s KP Pride and Genentech Out & Equal.

For the past 19 years, the eQuality Scholarship Collaborative has proudly provided scholarships to college-bound LGBT youth and their allies living and attending high school in northern and central California. These scholarships are awarded to graduating seniors for their service to the LGBT community.

The eQuality Scholarship Collaborative was the first scholarship program in the country primarily funded by employee resource groups to award scholarships to graduating high school seniors who have promoted understanding of, and equality for, the LGBT community. The Collaborative grew out of a scholarship program by PG&E’s LGBT employee association and is now a joint effort of several Bay Area organizations and individual supporters.

Employment Opportunities

Out & Equal is continuing to expand and currently has several positions open. All positions are based in our San Francisco headquarters. Women, people of color, and transgender individuals are strongly encouraged to apply.

Technology Director

Do you know Web 2.0? Out & Equal is currently seeking a Technology Director with experience building online applications that will help enhance and expand our current programs. From online learning to social networking, podcasting to job searching, we need an expert to help us integrate, interact and evolve.

Internships
Attention college students and recent graduates! Out & Equal has several paid internship positions available this year. If you’re interested in learning the ropes in nonprofit administration, technology, or program development, please send us your resume.

For a complete list of open positions, please see our Employment Opportunities page.

Workplace Equality in News and Politics

It seems as though every time we follow the news, something is happening that touches on workplace equality for LGBT people. It’s an exciting time for the LGBT rights movement as we gain new levels of visibility and find new allies.

Don’t Ask, Don’t Tell - On Friday, March 7, Out & Equal joined hundreds of concerned Americans and LGBT organizations in calling on the United States Congress to end the ban on openly LGBT people serving in the armed forces. Led by the Servicemembers Legal Defense Network (SLDN), all 535 Representatives and Senators were asked to put an end to "Don’t Ask, Don’t Tell," and to allow lesbian and gay troops to bring their whole identity to work.

In an open letter to Congress, Out & Equal’s Executive Director, Selisse Berry, wrote, "We believe that in these times of international crisis (and at all times), the military has a duty to recruit and retain the most qualified people, foster genuine teamwork, and set an example that ALL American citizens matter. We believe that Congress has a moral obligation to repeal policies that have prevented the military from achieving these goals."

Read Out & Equal’s letter to Congress in its entirety.

Employment Non-Discrimination - As the federal Employment Non-Discrimination Act continues to gather dust in the U.S. Senate, many state and local leaders are forging ahead in expanding workplace protections for LGBT employees. The last month has seen new non-discrimination legislation proposed in Ohio and Massachusetts. These two states join the already exciting line-up of states with legislation pending this session to create or expand employment non-discrimination laws: Arizona, Colorado, Florida, Idaho, Indiana, Kentucky, Missouri, Nebraska, New York, Pennsylvania, Utah, Virginia, and West Virginia.

Meanwhile, LGBT advocates are working to keep a transgender nondiscrimination ordinance from being overturned in Montgomery County, Maryland. Illinois is considering a bill that would permit teachers to designate domestic partners who would be eligible to receive survivor and death benefits through the state pension system in the same manner as a surviving spouse. And Delaware is looking at legislation to extend all spousal benefits to state employee’s domestic partners.

Out & Equal applauds the efforts of local and national leaders, LGBT-friendly businesses, and fair-minded lawmakers to pass non-discrimination laws and other equality legislation at the local and state levels.

Federal Workplaces - The Gay & Lesbian Leadership Institute, along with several partner organizations, is seeking out qualified openly LGBT people to put forward as potential Presidential Appointees under the next administration. GLLI’s Presidential Appointments Project serves as the talent bank for openly LGBT professionals seeking appointed positions in the next presidential administration.

The president appoints thousands of executive branch employees across dozens of agencies. The levels of employment range from agency staff to Cabinet secretaries and ambassadors that require confirmation by the U.S. Senate. Although GLLI is not officially endorsed by any government agency, they hope that providing the next President of the United States with a list of vetted, openly qualified LGBT candidates will increase the diversity within the federal government and raise awareness within the public sector.

If you think you have what it takes to serve the President and help set out a new direction for the country, fill out an application at the GLLI’s Presidential Appointments Project page.

Additionally, we’re pleased to see that support is growing for the Domestic Partner Benefits and Obligations Act of 2007 (S 2521 / H.R. 4838). The bill would offer domestic partner health benefits to the 1.9 million employees of the federal government, bring the public sector closer to the private sector in treatment of LGBT employees. Out & Equal continues to encourage you to contact your Representatives and Senators to express your thoughts on this bill.

HIV/AIDS and International Travel - For over 20 years, people with HIV/AIDS have been barred from traveling to the United States of America. The US is one of only a small number of countries that continues to turn away people with the virus at the border. Although there are opportunities to gain a waiver, the restrictions have been daunting. It’s not difficult to see how this policy has impacted businesses in a global marketplace, excluding visits from qualified experts and virtually barring international conferences on HIV/AIDS.

Last week, the Senate Foreign Relations Committee voted in favor of a $50 billion AIDS spending bill. The bill also included a measure to lift the travel ban, which was first enacted in 1987 and reinstated in 1993. Introduced by Sen. John Kerry, D-Mass., if the bill is passed into law with the measure intact, it would end over two decades of restrictions on travel for people with HIV.

Marriage Equality - On March 4, the Supreme Court of California heard arguments in a case to decide if same-sex couples should have the right to marry in the state. Last October, Levi Strauss teamed up with Out & Equal Workplace Advocates to submit an amici curiae, or "friend of the court" brief urging the California Supreme Court to rule in favor of recognizing marriage equality for same-sex couples. The Supreme Court of California has 90 days from the date of the oral argument to rule on the matter. Within the amici curiae, Levi and Out & Equal argued that marriage equality in the state of California would have a positive impact on business interest. You can read more here.

Supporting Out & Equal’s claims that marriage equality is good for the economy, the Boston Business Journal reported earlier this month that the ability to get legally married in Massachusetts has offset a trend toward losing talented workers to less pricey markets.

"Since the marriage law passed, we see a lot more (gay) professionals moving into the Boston area," said Henry Hoey, a board member of the Greater Boston Business Council, a chamber of commerce for gay professionals, told the Journal. The organization’s membership has increased 5 percent to 1,100 members since last year. "The effects of this law are starting to take hold."

The lure of being married, along with the legal rights associated with marriage and access to spousal health benefits, has become a powerful lure for talented LGBT employees. Local observers say the influx of same-sex couples has been a boon to the overall economy of the area.

Support Us

For ten years, Out & Equal has been a leader in challenging workplaces to welcome all people regardless of sexual orientation or gender identity, expression, or characteristic. To support our work, Out & Equal relies on the generosity of donors like you. Contributions to Out & Equal Workplace Advocates are tax-deductible as provided for under federal law. As you make decisions about how to improve your life and your community, please think of Out & Equal and remember our mission to achieve workplace equality for all regardless of sexual orientation, gender identity, expression, or characteristics.

Making a donation is quick and easy, and now you have the option of designating your funds specifically to our Summit Scholarship program. The Summit Scholarship program assists people from small companies, nonprofit organizations, and nontraditional workplaces in offsetting costs of attending the Summit. If you would like your donation to be used to help other people attend the 2008 Out & Equal Workplace Summit, simply write "Summit Scholarship Donation" in the comments field on our donation page.

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2008 Summit Announcements

Instructions on how to submit a workshop proposal for the Summit, how to reserve corporate room blocks, and how to make an Outie award nomination are now online.

Deadlines:
Corporate Room Block Reservations: March 31
Workshop Proposals Due: May 9
Award Nominations Due: May 9

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Full-Time and Internship Opportunities at Out & Equal
Category: Jobs, Work, Careers

Director, Events

The Events Director is responsible for directing the development and delivery of special events, including the annual Workplace Summit, in coordination with other staff, event consultants and volunteers. The rapidly growing Out & Equal Workplace Summit boasts more than 2,300 attendees in 2007 from leading corporate workplaces who learn from over 130 workshops, panels and internationally-recognized keynote speakers-all designed to create an LGBT inclusive workplace.

Career Development Manager

Out & Equal's Career Development Manager develops and implements the organization's career development activities. Key responsibilities will include working with partners to launch and administer an internet site focused on LGBT recruitment and career development, securing and maintaining relationships and agreements with corporate clients, and developing and creating and compiling online resources for LGBT job seekers. The ideal candidate will have experience with communications, account management, and the career development field. Knowledge of website development and administration is a plus.

Communications Manager–Media Relations

The Communications Manager – Media Relations is responsible for leading public relations and media efforts for Out & Equal Workplace Advocates. Candidates must have previous media relations experience and interest in lesbian, gay, bisexual and transgender workplace equality. The ideal candidate will have existing relationships with the media, national media coverage success, and a sophisticated understanding of trends and issues in LGBT equality. Responsibilities will include developing PR plans, writing press releases, pitches, tracking editorial coverage, and more. Additionally, special consideration will be given to candidates who demonstrate a strong familiarity with innovative online technology and understands how to utilize Web 2.0 systems in communications work.

Development Associate

The Development Associate will work closely with the Director of Development and Communications and Associate Director of Development to provide support for the organization's donor development, corporate sponsorship program, ongoing fundraising campaigns and events, and the annual Workplace Summit. This is a full-time position that requires the ability to work under general supervision with minimal instruction. The individual filling this role must be self-motivated and have a strong background in non-profit development procedures, including in-kind gift solicitation. The ideal candidate will also be highly proficient in database management, and will be able to assist with updating and maintaining organizational constituent records using the Raiser's Edge database system.

Technology Director

Out & Equal's mission of LGBT workplace equality presents an unparalleled opportunity for the successful candidate to advance LGBT workplace equality by working with a highly successful organization that is experiencing rapid, yet structured growth as O&E becomes the leading nonprofit in the use of emergent technology to meet the needs of its constituents. The position of Technology Director will provide a rare opportunity for shaping a fledgling program that enjoys early momentum and strong support from its Board and corporate constituents. This position will be responsible for working with staff and vendors to lead the organization's technology and innovation into the next generation of learning by developing an integrated technology solution that will enable constituents from around the world to share best practices on LGBT workplace issues, connect with experts in the field, and locate content developed by both O&E and by individuals in the field. Other duties include the implementation of O&E's online CareerLink job posting site. The Technology Director will also serve as the lead staff for in-house technology related issues including answering technology related questions from staff, trouble shooting problems, and serving as liaison to our technology vendor. The Technology Director will be a member of the senior management team and will work with the team to help set organizational priorities and implement processes that will improve our programs. This is a newly-created position, and the successful candidate will lead the organization's technology and innovation into the next generation of learning. S/he will work closely with our directors and staff to ensure the organization's long-term Web 2.0 strategy and vision.

Intern (Finance & Operations)

The Finance & Operations Intern will work closely with the Director of Operations & Finance and the department staff to help ensure the smooth operation of Out & Equal's office. Work expectations are 20-30 hours per week, from mid-March to late June.

Intern (Technology Department)

The Technology Department Intern will work closely with the Technology Director and the staff to help ensure smooth operations of that department. Intern also will provide program support for the Technology Director and staff. Work expectations are 20-30 hours per week, from mid-March to late June.

Intern (Training & Professional Development)

The Training & Professional Development Intern is responsible for developing an inventory of training materials and supporting the development of a training needs analysis focused on lesbian, gay, bisexual, and transgender (LGBT) workplace equality, leadership, and inclusion. Intern will provide program support for the Training and Professional Development Manager and staff. Work expectations are 20-30 hours per week, from mid-March to late June.

To Apply

Send resume with cover letter and include the position to which you are applying (in subject line) to pberkowitz@outandequal.org or fax to (415) 694-6530.

Please visit full-length job descriptions by following the links above before applying to the positions.

NO PHONE CALLS, PLEASE. Position will remain open until filled.

Out & Equal Workplace Advocates is an equal opportunity employer and does not discriminate based on any of the following: race, religious creed, color, age, sex, sexual orientation, gender identity, gender expression or gender characteristics, national origin, religion, marital status, medical status, medical condition, physical or mental disability, military service or veteran status, pregnancy, childbirth and related medical conditions, or any other classification protected by federal, state, and local laws and ordinances.

Persons of color, women, and transgender individuals are strongly encouraged to apply.

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February 2008 eNewsletter
Category: News and Politics

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February 2008 e-Newsletter
Is Marriage Equality a Workplace Issue? Throughout the world, many couples are celebrating Valentine's Day this week. People from all political, religious and social backgrounds are using the occasion to draw attention and support to the conflicts around same-sex marriage. While many grassroots LGBT groups and national organizations are passionately involved in the fight for marriage equality for LGBT people, Out & Equal has remained primarily focused on our core vision: workplace equality for all regardless of sexual orientation or gender identity, expression or characteristic. We often get asked, however, is marriage equality a workplace issue after all? Let's look at one example of how marriage equality might be an issue of workplace equality. For most businesses, a heterosexual employee who gets married automatically and immediately qualifies to add his or her spouse and dependent children to the various health and family benefits programs offered by the company. It does not matter how long the legally married couple have known each other, how much they have merged their bank accounts and financial responsibilities, or even if they live together. In fact, there are increasing numbers of legally married couples who live apart and have separate finances for career or other reasons. We're also very familiar with the cliche of the couple who rush off to Las Vegas to get married less than a week after meeting. For many same-sex couples, however, the process of qualifying for domestic partner benefits (if they are offered) is much more complex. Most domestic partner plans require proof of a stable and lasting relationship - often in the form of a joint residency requirement, proof of mingled financial assets and obligations, and a minimum number of months the couple have been together (anywhere from 6 months to a year). This is a case where the lack of marriage equality for LGBT people creates a case of separate and close-but-not-quite equal treatment. Of course, the unequal federal tax obligations for people taking advantage of domestic partner benefits versus legally married employees also points to an example of how marriage equality impacts business. Not only does it place undue burden on the individuals, but also on the company, which has higher administrative burden and tax obligations for offering domestic partner benefits. And there's also the question of transgender and intersex employees. If the law is unclear about a person's legal gender, or doesn't make allowances for gender variant people, how should their relationships be classified - legal marriage between different-sex partners or simply domestic partners? The bottom line is that marriage equality would simplify life at work, especially HR professionals have to have different policies for different relationships. So is marriage equality a workplace issue? Levi Strauss & Co. certainly thinks so. Last October, Levi became the only company to weigh in on the issue of marriage equality in the lawsuit currently pending before the California Supreme Court. In an amici curiae, or "friend of the court" brief, submitted jointly with Out & Equal Workplace Advocates, we urged the California Supreme Court to rule in favor of recognizing marriage equality for same-sex couples. The Supreme Court of California will hear arguments on the case on March 4, after which they have 90 days to announce a decision on the issue. Within the amici curiae, Levi and Out & Equal argued that marriage equality in the state of California would have a positive impact on business interest. You can read more here. Furthermore, just last week, Levi's Director of Worldwide Government Affairs and Public Policy, Helga Ying, joined us at the first Silicon Valley 2008 Workplace Panel Series event at Electronic Arts with Out & Equal and the Human Rights Campaign. During the event, Ying spoke passionately about marriage equality, recognizing it as an important business concern, and urged other business to join in the effort to end discrimination in marriage law. What do you think? Can and should marriage equality be an issue of workplace fairness? We invite you to log on to the Out & Equal Professional Network and tell us what you think.
Out & Equal Presents First Town Call of 2008 Involvement in Multiple ERGs - Managing the Expectations - Voices from LGBT People of Color with Vernon Wall, Senior Consultant at the Social Justice Training Institute and Jaye Holly, Staff Development Coordinator at the Howard County Library in Maryland Thursday, February 28, 2008 12:00 noon Pacific Standard; 1:00 p.m. Mountain Standard; 2:00 p.m. Central Standard; 3:00 p.m. Eastern Standard RSVP Today The Out & Equal Town Call series features guest speakers presenting on current topics via one hour telephone conference calls. A Q&A session follows each presentation, creating an interactive learning experience. The brief program and conference call format are designed to meet the needs of busy working professionals and employee resource groups in any location. Even if you don't have formal Employee Resource Groups (ERGs) in the workplace, what do you do when you are expected to support the multiple parts of your life? When an ERG is doing incredible work or a fantastic opportunity arises, you want to be part of it to improve visibility and diversity in the workplace. How do you deal with the demands and expectations from the workplace with your own interests, time and energy? Our panelists will present some insights and steps to overcome the "guilt" of feeling like you have not done enough. Gather tools, ideas, and suggestions for dealing with the realities of the workplace and finding the balance. ..> ..> About our Presenters: Vernon A. Wall Vernon A. Wall has been a trainer, facilitator and consultant on issues of social justice and equity for over 15 years and is one of the founding faculty of the Social Justice Training Institute where he is currently a Senior Consultant. He has worked on college and university campuses and has co-edited two books and written numerous articles on diversity and multiculturalism in today's society. Vernon currently resides in Washington, DC. Additional information on Vernon can be found at www.vernonwall.org Jaye Holly Jaye Holly is currently the Staff Development Coordinator at the Howard County Library in Maryland. She develops and delivers training on a wide array of topics, including performance management, adult learning, team building, and diversity. While such a mixture might seem daunting, Jaye's 20+ years of training experience in an eclectic mix of settings has prepared her for the challenge. Her previous jobs include AIDS educator, welfare-to-work instructor, and at-risk youth program coordinator. She has a master's in human resources development from McDaniel College. She resides in Frederick, MD with her partner, their dog, and two cats. Sponsored by Genentech Previous Town Calls can be downloaded from our Town Call page.
More Opportunities to Listen & Learn Out & Equal staff and representatives will be providing more opportunities to listen and learn more about workplace equality. Northern California Human Resources Association (NCHRA) presents a webinar: Make Your Workplace LGBT Friendly: Advancing Equality at Work and in the Community with Selisse Berry, Executive Director of Out & Equal Workplace Advocates (1.5 CPE Credits) Online - 10:00 a.m.-11:30 a.m. PST A Live 90-Minute Presentation with Interactive Q & A Selisse Berry is founding executive director of Out & Equal Workplace Advocates, the nation's only national nonprofit organization specifically dedicated to creating safe and equitable workplaces for lesbian, gay, bisexual and transgender (LGBT) people. Under her leadership, the organization has grown significantly with 1200 percent expansion in the annual Summit since 1999, and ten regional affiliates across the United States. Many believe the workplace is where public opinion about LGBT people is having the greatest impact. Still, there are no federal laws protecting LGBT people at work. As a result, many companies and HR professionals struggle to create policies that are fair and equitable, while doing their best to stay ahead of emerging issues and improving employee morale through educational programs. Learn how companies, many in the Fortune 500, are advancing their diversity practices through innovative programs and best practices, which include: The advantages of an open and friendly workplace, where everyone can bring their whole self to work Recruitment and retention of the best and brightest talent The business case: How Diversity Drives Business Training and Education: Breaking down barriers and fostering communication between LGBT employees and their coworkers Coming Out at Work We also will focus on utilizing your greatest resource: people; by exploring successful Employee Resource Groups and how to bring an existing group to the next level. Registration fees apply. See www.nchra.org for details. Diversity Matters: Giving Voice to Being Out & Equal at Work with co-hosts Richard Friend and Judy Seidenstein and Out & Equal's Jere Keys and Lori Fox A live online radio broadcast Listen live or visit us afterward to hear the recording Friday, February 15, 10 a.m. Eastern Standard Time On this episode of Diversity Matters, we bring forward voices and stories of participants and speakers from last year's Out & Equal Workplace Advocates Summit. Join co-hosts Richard Friend and Judy Seidenstein as they discuss what it means to be out at work, the importance of LGBT inclusive policies and practices, the role of leadership support, and unique issues related to transgender inclusion in the workplace and within the LGBT community. Our guests include Jere Keys, Out & Equal's Associate Director of Communications and Diversity Matters' own Lori Fox who is chair of Out & Equal's Transgender advisory committee. Join in this lively conversation by calling in with your questions, stories and comments at 866-472-5790. Listen to Diversity Matters live or on demand at www.diversitymatters.info.
Profiles of Black LGBT Leaders We know that LGBT people come from every part of our society, yet popular media representation of the LGBT community tends to perpetuate the myth that most LGBT people are white. As we celebrate Black History Month, our hats go off to the National Black Justice Coalition for their exciting month-long series of profiles on Black LGBT figures. We invite everyone, including members of the Out & Equal ERG registry to take a look at the profiles and help educate your membership and your friends that we are represented in all the colors of the rainbow.
Summit Sponsorships We are now accepting applications for sponsorship for the 2008 Summit, scheduled for September 10-13 in Austin, Texas. Bonus opportunities exist for those who sign on early, and we are committed to helping sponsors understand and appreciate the advantages of sponsorship. Corporate sponsorships begin at $15,000 and there are many opportunities for higher levels of visibility and involvement. For details, please visit our Sponsorship Opportunities page. We have already received commitments from several companies. Click here to find out if your company (or your competitor) is on the list! Congratulations and thank you to Dell and Deloitte. This is the first time we've ever had two companies both sign on as presenting sponsors in the same year, and we couldn't be happier.
What's Happening on the Network? Now into our second month, the Out & Equal Professional Network continues to get more and more exciting. Recent discussion has flourished around issues like creating workplace mentoring programs, the transgender experience in the workplace, taxation inequality for domestic partner benefits, and the challenges of determining eligibility for domestic partner benefits. Several people have discovered the calendar function of the site, posting about upcoming events and organizing gatherings. Others have been taking advantage of some of the more fun and social aspects of the professional network, such as making endorsements and personal objectives, or sending personal messages to other group members. In addition to the Out & Equal Professional Network, all of our regional affiliates will soon have their own groups up and running in the CollectiveX system. We also have special by-invitation groups set up for leadership members of our ERG Registry, some planning committees, and more. If you belong to the Out & Equal Professional Network, it's easy to join another group and and switch back-and-forth between them. If you're already a part of one of the other groups, we encourage you to join the Out & Equal Professional Network to start interacting with people from across the nation.
Department of Justice recognizes LGBT ERG Again Congratulations go out to DOJ Pride, the LGBT employee resource group at the Department of Justice. Since 2003, under then-Attorney General John Ashcroft, DOJ Pride has been banned from holding Pride celebrations in federal facilities or using department resources like bulletin board or email to promote group activities. New Attorney General Michael B. Mukasey has lifted the ban and will treat DOJ Pride like any other employee group. The Washington Post quotes DOJ Pride president Chris Hook as saying that over the last 5 years "I do not know of any other employee-recognized groups that were denied access under these same conditions." As a result of "what some would term a hostile environment for lesbian, gay, bisexual and transgender employees, the membership rolls have suffered." The group wrote to Mukasey about their treatment after he took leadership of the DOJ following the resignation of Carlos Gonzales last year. Mukasey met with group leaders, according to Hook, and agreed to host the annual pride celebration in one of the main halls of the department and allow them access to bulletin boards in a new signed policy. "He has gone out of his way to ensure that the department has a new air of inclusiveness and an open and welcoming environment for all employees," Hook said. The Department of Justice is not the only group for LGBT employees of the Federal government. Federal GLOBE lists approximately 15 groups representing different branches of government. Last month, we also told you about the Domestic Partner Benefits and Obligations Act of 2007 (S 2521 / H.R. 4838), which was introduced in December of last year. The bill would extend domestic partner benefits to the 1.9 million employees of the federal government. Out & Equal encourages you to contact your Representative and Senators to express your thoughts on this bill. It only takes an email and a phone call to make a difference! A word of caution for government employees, however, reminding you that if you wish to contact your elected officials, you must not use government resources such as phones, email or office time to share your opinion.
Employment Opportunities Out & Equal is continuing to expand and currently has several positions open. All positions are based in our San Francisco headquarters. Women, people of color, and transgender individuals are strongly encouraged to apply. Events Director  The Events Director is responsible for directing the development and delivery of special events, including the annual Workplace Summit, in coordination with other staff, event consultants, and volunteers. The rapidly growing Out & Equal Workplace Summit boasts more than 2,300 attendees in 2007 from leading corporate workplaces who learn from over 130 workshops, panels and internationally-recognized keynote speakers-all designed to create an LGBT inclusive workplace.
Support Us This month we celebrate those special relationships that define our lives. Out & Equal wants to be your Valentine. Out & Equal relies on the generosity of donors like you. Contributions to Out & Equal Workplace Advocates are tax-deductible as provided for under federal law. We hope that as you make decisions about how to improve your life and your community in the new year, you will think of Out & Equal and remember our mission to achieve workplace equality for all regardless of sexual orientation, gender identity, expression, or characteristics. Making a donation is quick and easy, and now you have the option of designating your funds specifically to our Summit Scholarship program. The Summit Scholarship program assists people from small companies, nonprofit organizations, and nontraditional workplaces in offsetting costs of attending the Summit. If you would like your donation to be used to help other people attend the 2008 Out & Equal Workplace Summit, simply write "Summit Scholarship Donation" in the comments field on our donation page.

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January 2008 e-Newsletter
Category: News and Politics

January 2008 e-Newsletter
Happy MLK Day! As we get ready to celebrate Martin Luther King, Jr. Day and Black History Month, Out & Equal is proud to remember and honor all the civil rights pioneers who have gone before us, as well as those who have joined causes with the LGBT community in pursuing equality for all people. Yolanda King at the 2006 Out & Equal Workplace Summit in Chicago, IL. It doesn't seem like very long ago when the late Yolanda King stood on our stage at the 2006 Out & Equal Workplace Summit in Chicago and said, "The civil rights movement served as the inspiration and paved the way for all the movements for human rights which followed it-the women's movement, the peace movement, and, of course, the rights of gay, lesbian, bisexual and transgender Americans." Her father, Dr. King, prophetically said, "Eventually, the civil rights movement will have contributed infinitely more to the nation than the eradication of racial injustice." Even the youngest members of our current workforce have seen amazing changes take place within our lifetimes. We've seen an increase in the number of women and people of color who have attained high-ranking and high-profile positions, and we've watched over the last ten years as workplace after workplace has opened its arms to the LGBT community. We know there remains much to accomplish, but we'd like to take a moment and reflect on the achievements and contributions of everyone who has taken on the mantle of human and civil rights leadership. We would also like to thank the members of our own Out & Equal People of Color Advisory Committee and the Out & Equal Transgender Advisory Committee, and the volunteers who have worked to remind us of the concerns of our community members who have gone unheard too often in the past. When I am asked, "Are gay rights civil rights?" my answer is always, "Of course they are." Civil rights are positive legal prerogatives -- the right to equal treatment before the law. These rights are shared by all. There is no one in the United States who does not -- or should not - share in these rights. - Julian Bond, chairman of the NAACP
Out & Equal Professional Network Grows Since launching our Out & Equal Professional Network last month, roughly 150 people have already signed up for the free and easy new online gathering space. In addition to meeting other Out & Equal supporters in a virtual environment, the site includes discussion forums, member objectives, and news items. "We're very excited to see the Professional Network catch on," said Stephen Gould, NETWORKS! Manager for Out & Equal. "One thing I want to stress, though, is that this isn't really a social networking site in the same way Facebook or MySpace are. The goals of our online space are professional networking and sharing ideas, objectives, and news." The group is only as good as the members that join and the information they share. So join today and get a conversation going.
ENDA to Move Forward in Senate Senator Ted Kennedy Last October, the U.S. House of Representatives passed the Employment NonDiscrimination Act (ENDA) by a vote of 235 to 184 and took a step forward for the rights of lesbian, gay, and bisexual people. The legislation, if signed into law, will be the first time the federal government has outlawed employment discrimination based on sexual orientation. The bill originally included language that also protected transgender people, but sadly, the language about gender identity was removed in a maneuver to ensure the bill's passage. Out & Equal joined with over 250 other community organizations asking House leadership to keep the fully-inclusive version of the legislation. Senator Ted Kennedy (D-MA) is now pushing for a vote in the Senate. Kennedy intends to put forward the same LGB-only legislation passed by the House. If the Senate approves the bill, it will be sent to President Bush for signing into law or veto. "Although Sen. Kennedy strongly supports protections against job discrimination for transgender workers, inaction won't advance justice for anyone, and will just make it harder to pass any version of ENDA in 2009," said Kennedy spokesperson Melissa Wagoner. Kennedy is hoping to gain enough bipartisan support for the legislation to overcome the threat of a filibuster, which could prevent the Senate from voting on the proposed legislation. Out & Equal continues to call on Senator Kennedy and other leadership in the Senate to consider the fully-inclusive version of ENDA, which includes our transgender community members. You can contact your Senators by phone or email to express your support for a fully-inclusive version of ENDA. In related political news, the National Gay & Lesbian Task Force, Inc. has published a comprehensive guide to all presidential candidates from the major two parties and where they stand on LGBT issues.
Support Domestic Partner Benefits for Federal Government Employees As business professionals, we rely upon and interact with federal government employees on a frequent basis. From the Equal Employment Opportunity Commission to the Environmental Protection Agency, the IRS or the Department of Defense, an estimated 1.9 million Americans are employed by the federal government. We rely on these individuals to be highly skilled, creative, and among the very best in their areas of specialty. Most Out & Equal constituents already know that in the private sector, one important step in recruiting and retaining top talent is to offer domestic partner benefits. In addition to encouraging talented LGBT employees to join your company, many non-LGBT people also see domestic partner benefits as a reflection of a workplace's climate and how much creativity and respect they can expect in their career. Which is why it's important that all Americans who want a talented, innovative and respected workforce in those vital roles support new legislation that would extend domestic partner benefits to employees of the federal government. The bill is called the Domestic Partner Benefits and Obligations Act of 2007 and was introduced Dec. 19, 2007 by Senators Joe Lieberman, I-Conn., Gordon Smith, R-Ore. and 19 co-sponsors from a bipartisan coalition. "It's time for the federal government to catch up with the private sector, not to just set an example, but so that it can compete for the most qualified employees and ensure that all of our public servants receive fair and equitable treatment," said Lieberman. "It makes good economic and policy sense, and it is the right thing to do." The legislation, if passed, allows same-sex domestic partners to take advantage of health, retirement, and other benefits associated with federal employment. It also extends restrictions such as anti-nepotism and financial disclosure rules, which now apply only to legal spouses. A companion bill was introduced in the House under the lead sponsorship of Democrats Tammy Baldwin (WI) and Henry Waxman (CA), and Republicans Tom Davis (VA) and Chris Shays (CT). Similar legislation previously has been introduced in both chambers. With more than half of all Fortune 500 companies offering domestic partner benefits, we know that the members of Out & Equal have already worked to build support and explain the business case for DP benefits. Now, Out & Equal urges you to use that training and experience again by contacting your elected representatives and asking them to support the Domestic Partner Benefits and Obligations Act of 2007. Click here for a list of state representatives.
Employment Opportunities Out & Equal is continuing to expand and currently has several positions open. All positions are based in our San Francisco headquarters. Women, people of color, and transgender individuals are strongly encouraged to apply. Communications Manager - Media Relations The Communications Manager – Media Relations is responsible for leading public relations and media efforts for Out & Equal Workplace Advocates. Responsibilities will include developing PR plans, writing press releases, speeches, and articles, making media pitches, tracking editorial coverage, and more. Events Director The Events Director is responsible for directing the development and delivery of special events, including the annual Workplace Summit, in coordination with other staff, event consultants, and volunteers. The rapidly growing Out & Equal Workplace Summit boasts more than 2,300 attendees in 2007 from leading corporate workplaces who learn from over 130 workshops, panels and internationally-recognized keynote speakers-all designed to create an LGBT inclusive workplace. Career Development Manager Out & Equal's Career Development Manager develops and implements the organization's career development activities. Key responsibilities will include working with partners to launch and administer an Internet site focused on LGBT recruitment and career development, securing and maintaining relationships and agreements with corporate clients, and developing and creating and compiling online resources for LGBT job seekers. The ideal candidate will have experience with communications, account management, and the career development field. Knowledge of website development and administration is a plus.
Summit Sponsorships We are now accepting applications for sponsorship for the 2008 Summit, scheduled for September 10-13 in Austin, Texas. Bonus opportunities exist for those who sign on early, and we are committed to helping sponsors understand and appreciate the advantages of sponsorship. Corporate sponsorships begin at $15,000 and there are many opportunities for higher levels of visibility and involvement. For details, please visit our Sponsorship Opportunities page. We have already received commitments from several companies. Click here to find out if your company (or your competitor) is on the list!
LGBT People of Color Sought for HRC Survey The Human Rights Campaign is asking LGBT people of color to make their voices heard in the movement. The HRC Equality Forward Survey asks LGBT people of color to share some of their top concerns. This survey will be made available online through February 2008. Along with the survey, the HRC is also offering a drawing to win a free trip to Las Vegas. Learn more at www.hrc.org/issues/equalityforward.asp
Support Us Make it one of your resolutions to support workplace equality in 2008. Out & Equal relies on the generosity of donors like you. Contributions to Out & Equal Workplace Advocates are tax-deductible as provided for under federal law. We hope that as you make decisions about how to improve your life and your community in the new year, you will think of Out & Equal and remember our mission to achieve workplace equality for all regardless of sexual orientation, gender identity, expression, or characteristics. Making a donation is quick and easy, and now you have the option of designating your funds specifically to our Summit Scholarship program. The Summit Scholarship program assists people from small companies, nonprofit organizations, and nontraditional workplaces in offsetting costs of attending the Summit. If you would like your donation to be used to help other people attend the 2008 Out & Equal Workplace Summit, simply write "Summit Scholarship Donation" in the comments field on our donation page.

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December 2007 e-Newsletter
Category: News and Politics

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December 2007 e-Newsletter
Out & Equal Opens Online Professional Network Earlier this month, Out & Equal unveiled our newest program, the Out & Equal Professional Network, powered by CollectiveX. Out & Equal Professional Network is a social networking site aimed at sharing ideas related to workplace equality and building friendships. This network is a dynamic, online forum that will allow Out & Equal constituents to connect directly with each other on topics of mutual interest. The new Professional Network is more than a social network. Not only can members share information about themselves and their interests, with professional profiles built right into the system, but discussion forums are designed to be results-oriented, allowing members to share best practices and experiences. The success of the annual Out & Equal Workplace Summit is a testament to the power of making connections, sharing best practices, and being a part of the larger Out & Equal community. The online Professional Network will allow Summit participants and others to bring their experiences together throughout the year. Summit attendee experiences will be enhanced by this online community, and those not at the Summit will be able to make virtual connections like those that are forged during our flagship annual event. The launch of the Out & Equal Professional Network is the culmination of a year of research and testing of online platforms by the staff of Out & Equal and some volunteers through our ERG Registry. Out & Equal's Professional Network is hosted on a platform called CollectiveX, and is a space that is exclusively Out & Equal. Members may choose what information they would like to share, and the focus is always driven on sharing objectives, goals, and information - all on the topic of LGBT workplace equality and diversity. Out & Equal guarantees that no private member information will be released to any third party without express written consent. Members can design both professional and social profiles, and choose which elements to make visible to other members. A significant advantage is that this platform is easy and fun to use. Signing up takes only minutes, and creating a profile is trouble-free. Use it as much—or as little—as you need, and take charge of your communications preferences with the group. Out & Equal also will be creating specific topical and regional area groups, and switching from one group to another is a snap.
All That Glitters, with a Glittery Assemblyman Out & Equal held its second annual Night of Celebration fundraiser in San Francisco earlier this month. Themed "All That Glitters," the event was hosted and made possible by PricewaterhouseCoopers. Entertainment was provided by jazz/lounge songstress Amanda King and San Francisco's out gay Assemblyman Mark Leno (pictured along with Executive Director Selisse Berry) stopped by to recognize the work of Out & Equal Workplace Advocates. The event also featured a silent auction and a raffle for 1/2 off registration for the 2008 Out & Equal Workplace Summit in Austin, Texas this coming September 10-13. Congratulation to Laurie Lippin for winning the raffle. Check out the photos of the reception online and we hope you'll remember us next year as we continue to build this annual fundraiser event in San Francisco. Check the bottom of this newsletter for more ways you can donate and support the year-round work of Out & Equal Workplace Advocates. Thank you all of those who supported the event, especially our friends at
Out & Equal Swag Now Available Online Trying to find a way to start a water-cooler conversation about LGBT equality in the workplace? Good news, you no longer have to wait until the annual Summit to get your hands on some fashionable Out & Equal merchandise. The Out & Equal Online Store is up and running, and accepting orders for everything from copies of the "I'm Out At Work" poster to polo shirts. Dress to impress at the office softball games with the Out & Equal ringer t-shirts (pictured above) and ball caps. Or if golf is more your game, get the Out & Equal golf balls.
Take an Inventory of Your Workplace's LGBT Climate One of the lessons learned in recent years is that great policies alone do not make a workplace LGBT-friendly. Non-discrimination statements, domestic partner benefits, and similar objectives are important, certainly, but it is also vital to promote a culture of inclusion and equality. Many of us have heard stories of companies with great scores on objective measures of company policy where LGBT employees still feel uncomfortable. Some people have approached us in recent years with concerns that employers are using high scores on these measurements to attract LGBT consumers, but put little effort into enforcing the policies. The Out & Equal Workplace Institute is launching the first tool that may help to gain a more accurate and critical analysis of the culture and climate of a workplace toward LGBT employees. Based on the work of Auburn University researchers published as "Construction and Validation of the Lesbian, Gay, Bisexual, and Transgendered Climate Inventory" in the Journal of Career Assessment (Vol. 12, No. 1, 33-50 [2004]), the Out & Equal LGBT Climate Inventory uses scientifically validated survey questions to paint a picture of the attitudes and environment in which employees work. The survey can typically be viewed and taken online in less than five minutes. Companies and workplaces interested in getting a full assessment from Out & Equal should contact us at institute@outandequal.org for more information.
Employment Opportunities Out & Equal currently has several positions opens. All positions are based in our San Francisco headquarters. Women, people of color, and transgender individuals are strongly encouraged to apply. Training & Professional Development Manager The Training & Professional Development Manager is responsible for leading the development and delivery of training products focused on lesbian, gay, bisexual, and transgender (LGBT) workplace equality, leadership, and inclusion; and to coordinate the Town Call series. Events Director The Events Director is responsible for directing the development and delivery of special events, including the annual Workplace Summit, in coordination with other staff, event consultants, and volunteers. The rapidly growing Out & Equal Workplace Summit boasts more than 2,300 attendees in 2007 from leading corporate workplaces who learn from over 130 workshops, panels and internationally-recognized keynote speakers-all designed to create an LGBT inclusive workplace. Career Development Manager Out & Equal's Career Development Manager develops and implements the organization's career development activities. Key responsibilities will include working with partners to launch and administer an internet site focused on LGBT recruitment and career development, securing and maintaining relationships and agreements with corporate clients, and developing and creating and compiling online resources for LGBT job seekers. The ideal candidate will have experience with communications, account management, and the career development field. Knowledge of website development and administration is a plus.
Summit Sponsorships We are now accepting applications for sponsorship for the 2008 Summit, scheduled for September 10-13 in Austin, Texas. Bonus opportunities exist for those who sign on early, and we are committed to helping sponsors understand and appreciate the advantages of sponsorship. Corporate sponsorships begin at $15,000 and there are many opportunities for higher levels of visibility and involvement. For details, please visit our Sponsorship Opportunities page Congratulations to Charles Schwab & Co. Inc.; United Technologies Corporation; Texas Instruments; KPMG, LLP; Hallmark Cards, Inc.; and Deutsche Bank for being the first sponsors to sign on for 2008!
Do You Know a Social Innovator? Nominations are being accepted for the 2008 Purpose Prize®. The Purpose Prize, administered by Civic Ventures provides five awards of $100,000 each to people over 60 who are taking on society's biggest challenges. It's for those with the passion and experience to discover new opportunities, create new programs, and make lasting change. Since 2006, Civic Ventures has awarded The Purpose Prize: five $100,000 investments and ten $10,000 investments in exceptional individuals who are defying expectations by channeling their creativity and talent during the second half of their lives to address critical social problems at the local, regional, or national level. Nominations will be accepted through March 1, 2008. Out & Equal is proud to help spread the word about this program and encourages LGBT and allied employees to consider the contributions of people in their 60s, 70s, and beyond to the diverse tapestry of our work experiences.
Support Us As always, Out & Equal relies on the generosity of donors like you. Contributions to Out & Equal Workplace Advocates are tax-deductible as provided for under federal law. As we near the end of the year and many people look for opportunities to give during the holiday season, we hope you will think of Out & Equal and remember our mission to achieve workplace equality for all regardless of sexual orientation, gender identity, expression, or characteristics. You should also have received our annual appeal via post this week. We hope you found the letter to be informative and compelling. We look forward to seeing your return envelope and gift. Making a donation is quick and easy, and now you have the option of designating your funds specifically to our Summit Scholarship program. The Summit Scholarship program assists people from small companies, nonprofit organizations, and nontraditional workplaces in offsetting costs of attending the Summit. If you would like your donation to be used to help other people attend the 2008 Out & Equal Workplace Summit, simply write "Summit Scholarship Donation" in the comments field on our donation page.

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November 2007 eNewsletter
Category: News and Politics

November 2007 e-Newsletter
Making Our Way Toward Austin Have you marked your calendar for September 10-13, 2008, yet? We're heading south, y'all, to Austin, Texas for our 2008 Out & Equal Workplace Summit. After making so many new friends and learning so much at this year's Summit, we can't wait to get together again. We'll be announcing details soon, so be sure to check our website often. Speaking of the Summit, thank you to everyone who attended. We especially want to thank everyone who took the time to fill out our Post-Summit Survey. Did you know that 100% of responses so far have indicated that they would recommend the Summit to other people? Even as we collect constructive feedback, it's great to hear that so many of you appreciate the value of the Summit. Have you been watching our 2007 Out & Equal Workplace Summit workshop archives page? We're continuing to upload recordings and presentation files as often as we can (we're about halfway there), so check back often.
Town Call: Building Executive Support for LGBT Workplace Equality and Your Employee Network After taking a hiatus to plan the Summit, the Out & Equal bimonthly Town Call series is back. Our next Town Call presentation will feature learning from one of our most popular 2007 Out & Equal Workplace Summit offerings. The Out & Equal Town Call Series is an hour-long workshop presented in conference call format. Join us from anywhere in the world for this presentation and Q&A session. Join Us For Building Executive Support for LGBT Workplace Equality and Your Employee Network with Ann Dunkin and Jeff Parker Thursday, November 29, 2007 12 noon Pacific, 1 pm Mountain, 2 pm Central, 3 pm Eastern RSVP for Call-in Instructions Do you have an ERG but can't seem to get anything to change within your company? This workshop will teach you how to build a supportive network of executives. We'll provide you with tools and processes—such as benchmarking and Readers Theater—that you can use to raise executive awareness and create a business case for LGBT diversity. Learn how to use this new awareness to establish executive sponsors and an advisory board, creating the foundation for change.
About Our Presenters: Ann Dunkin Ann Dunkin is an R&D program manager at Hewlett-Packard. She joined HP in 1989 and has held positions in Engineering, Manufacturing,Software Quality, R&D, Operations, and IT. Dunkin has been active in HP's PRIDE networks since their inception in the mid-1990s and is currently a member of the leadership team for both the Vancouver PRIDE organization and the HP Global PRIDE Council. She was a founding member of both the LGBT student group at Georgia Tech and the LGBT Freedom Parade in Boise.
Jeff Parker Jeff Parker recently joined Nike's Diversity and Inclusion Team and he is a co-chair of Nike's Gay, Lesbian, Bisexual, Transgender and Friends Network. Parker's passion is working with others to create and foster a workplace that is safe and inclusive for LGBT people and their allies. Parker's previous experience was in the area of event and meeting management where he managed a national conference combating racism, sexism, and homophobia. He currently is active politically supporting a local gay rights organization. RSVP for Call-in Instructions
Out & Equal Welcomes Two New Affiliates from the Northwest The Greater Portland/Southwest Washington and Seattle affiliates began as a conversatio