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1
2009 Out Equal Workplace Summit
October 6-9, 2009 Orlando, Florida
2
2009 Out Equal Workplace Summit TRIP REPORT
Summary The purpose of this presentation is to
provide you with an outline for constructing a
report that you can use for informing your
management team about the benefits and
experiences of the 2009 Out Equal Workplace
Summit. It contains metrics about Summit
participants and information about speakers and
content. The outline also suggests areas of
participation that you might want to highlight,
where applicable. You should feel free to use
and adapt this report as needed for your
organization.
3
About Out Equal Out Equal Workplace
Advocates is a national, nonprofit 501(c)(3)
organization headquartered in San Francisco,
Calif. Out Equal champions safe and equitable
workplaces for lesbian, gay, bisexual, and
transgender people. The organization advocates
building and strengthening successful
organizations that value all employees, customers
and communities. For additional information,
visit www.OutandEqual.org. Mission Statement Out
Equal Workplace Advocates educates and empowers
organizations, human resources professionals,
employee resource groups and individual employees
through programs and services that result in
equitable policies, opportunities, practices, and
benefits in the workplace regardless of sexual
orientation, gender identity, expression, or
characteristics. Workplace Summit The purpose
of the Summit is to bring together LGBT
employees, allies, human resources and diversity
professionals, employee resource group leaders,
executives and organizational leaders, and others
who are working toward creating safe and
equitable work environments for all.
4
2009 SPONSORS
5
2009 SPONSORS
6
2009 SPONSORS
7
2009 SPONSORS
8
2009 SPONSORS
9
Metrics 2009 Summit attendees
1,843 Volunteers 198 Unique
Educational Programs 139 Workshops
116 Featured Sessions 10 Leadership
Seminars 5 Plenaries
3 Luncheons
5 Workshop Presenters
319 Sponsors 82
10
Demographics States represented 41
D.C. Countries represented 10 (Australia,
Canada, Costa Rica, Denmark, France, Germany,
Italy, Mexico, Singapore, and the United States,
United Kingdom) Human resource/diversity
officials 30 percent of attendees Gender
identity Male 59 percent Female 39
percent Transgender 2 percent Sexual
orientation Gay 53 percent, Lesbian 23
percent Heterosexual 19 percent, Bisexual 3
percent Other/Queer 1 percent
11
Demographics Companies with the largest Summit
attendee presence Accenture 87 Ernst Young
78 Deloitte 55 KPMG 55 Raytheon
55 PricewaterhouseCoopers 46 PepsiCo/Frito
Lay/Tropicana 44 State Farm Insurance
39 Disney 37 Johnson Johnson 34 Northrop
Grumman 34
12
  • Demographics Industry
  • Advertising/Marketing 2 percent
  • Aerospace/Defense 7 percent
  • Banking/Financial Services 18 percent
  • Chemicals/Biotechnology 6 percent
  • Consulting 15 percent
  • Energy/Oil/Gas 2 percent
  • Engineering/Construction 1 percent
  • Food/Beverage/Grocery 4 percent
  • Government 4 percent
  • Non-Profit 5 percent
  • Retail/Consumer Products 7 percent
  • Other 28 percent

13
  • Demographics Age
  • 18-25 4 percent
  • 26-35 21 percent
  • 36-45 39 percent
  • 46-55 28 percent
  • 56-65 7 percent
  • 66-and over .2 percent

14
Demographics Annual income Greater than
200k 10 percent 150-199K 10
percent 100-149K 31 percent 65-99K 31
percent Less than 64K 18 percent
15
  • Benefits
  • The Summit provided a number of benefits for
    your company attendees, including
  • Visibility for your company to other leading
    corporationsincluding key business partnersand
    their LGBT employees
  • An opportunity to showcase our commitment to and
    leadership in LGBT inclusion as an employer and
    service and/or products provider of choice
  • A variety of learning and professional
    development experiences to advance diversity
    inclusion and employee leadership skills

16
Programming The Summits three plenary sessions
featured five keynote speakers, whose discussions
were complemented by a panel of executives taking
on the latest workplace issues and
trends. Additionally, 10 featured sessionsover
the four-day conferenceoffered information on
priority topics from industry leaders and
experts. On Tuesday, October 6, 2009, five
full-day leadership seminars provided a more
intense learning opportunity for
participants. Our company/organization was
represented during these programs by… highlight
if you or a colleague was featured on stage, on a
featured panel or facilitating a seminar.
Similarly, note here if your organization was a
listed sponsor of a plenary session or featured
panel. .
17
Programming (continued) Each of the 120
workshops offered insights into lesbian, gay,
bisexual, transgender and ally issues in todays
ever-changing workplace environment. Workshops
were designated as introductory, intermediate, or
advanced and were targeted toward general,
HR/Diversity professional or ERG leadership
audiences. Representatives from our
company/organization attended XX different
workshops on topics ranging from ABCDEF to
UVWXYZ.
18
Workplace Awards The Summit is also the venue
for the prominent Out Equal Workplace Awards,
known as the Outies, recognizing individuals
and organizations that are leaders in advancing
equality for LGBT employees in America's
workplaces. The 2009 Outie Award
Winners Trailblazer Richard Clark
(Accenture) Champion Randy Kammer (Blue Cross
Blue Shield of Florida) ERG of the Year (tie)
GLIFAA (U.S. State Department/USAID) GM PLUS
(General Motors) Significant Achievement Salt
Lake City Corporation Workplace Excellence Sun
Microsystems .
19
Participating Companies Many sponsors and
attendees of the Summit are our direct
competitors, in both market share and employment
candidates, as well as our suppliers. The
following companies of interest were represented
at the Summit Our Direct Competitors insert
relevant companies and specific observations
about their involvement at Summit, sponsor
levels, size of attendee group Our Business
Partners insert relevant companies and specific
observations about their involvement at Summit,
sponsor levels, size of attendee group Other
Key Organizations insert relevant companies and
specific observations about their involvement at
Summit, sponsor levels, size of attendee
group .
20
Recommendations Increase our companys strategic
visibility at the 2010 Out Equal Workplace
Summit, set for October 58 in Los Angeles Plan
for a larger and targeted group of leaders to
attend and offer workshops at the 2010 Out
Equal Workplace Summit, including
executives Commit to financial sponsorship of
the 2010 Summit Engage Out Equal about ways to
develop our strategic partnership through
participation in and support of other programs
such as the Out Equal Executive Forum, regional
affiliates, the Employee Resource Group Registry
and Building Bridges training
21
Recommendations (continued) Add any specific
recommendations based on your 2009 experience and
aspirations fro 2010 as makes sense for your
organization.
22
Next Steps Outline next steps based on the
preceding recommendations and the process for
planning specific to your organizations process
and culture.
23
2009 Out Equal Workplace Summit Programming
Highlights
24
PLENARY SESSION SPEAKERS SHARON ALLEN Sharon L.
Allen is Chairman of Deloitte and is recognized
as one of the most in?uential business women in
the world. Sharonwidely known for her business
leadershipleads Deloittes 21-member board of
directors, providing oversight and guidance to
the management of the organization, which has
nearly 11 billion in annual revenue. Her work
has attracted worldwide attention, including
landing her on the Forbes list of The Worlds
100 Most Powerful Women for the last three
years, the Wall Street Journals 50 Women to
Watch, and Directorships 100 most in?uential
people in American corporate governance.
25
PLENARY SESSION SPEAKERS JOHN BERRY John Berry
is the highest-ranking LGBT official in President
Barack Obamas administration and has played a
role in decisions involving the LGBT community.
The director of the U.S. Office of Personnel
Management was the driving force behind President
Obamas decision to extend limited domestic
partnership bene?ts to LGBT federal employees. He
has reiterated the administrations support for
passage of a fully inclusive Employment
Non-Discrimination Act, Hate Crimes legislation,
the repeal of Dont Ask, Dont Tell and the
Defense of Marriage Act.
26
PLENARY SESSION SPEAKERS SELISSE BERRY Selisse
Berry is the Founding Executive Director of
Out Equal Workplace Advocates. Under her
leadership, the organization has created numerous
programs to advance its mission, including the
annual Out Equal Workplace Summit, the annual
Executive Forum, LGBTCareerLink job development
website, LGBT diversity training courses, Town
Call speaker series and the regional affiliate
program. Her clear and unwavering vision has been
instrumental in creating an internationally
recognized organization whose philosophies
reflect the importance of treating all colleagues
in the workplace with respect and dignity.
27
PLENARY SESSION SPEAKERS KEVIN BROCKMAN Kevin
Brockman, executive vice president of global
communications for Disney- ABC Television Group,
is a rising star in the entertainment industry.
Having played a key role on the executive team
that launched UPN, Kevin moved to Disney-ABC
Television Group 12 years ago and now oversees
all worldwide corporate news and entertainment
communications. Kevins responsibilities include
all corporate, news and entertainment
communications for the company, which is home to
the ABC Television Network, Disney Channels
Worldwide, Walt Disney Television Animation, ABC
Family and SOAPnet, Radio Disney and Buena Vista
Productions.
28
PLENARY SESSION SPEAKERS JOHN QUIÑONES John
Quiñones is the Emmy Award-winning co-anchor
of ABC newsmagazine Primetime and has been
with the network nearly 25 years. He is the sole
anchor of the Primetime limited series What
Would You Do? During his tenure he has reported
extensively for ABC News, predominantly serving
as a correspondent for Primetime and 20/20.
Quiñones has won seven national Emmy Awards for
his Primetime Live, Burning Questions and
20/20 work.
29
PLENARY SESSION SPEAKERS KENJI YOSHINO Kenji
Yoshino is the inaugural Chief Justice Earl
Warren Professor of Constitutional Law at NYU
School of Law. He attended Harvard College,
Oxford University as a Rhodes Scholar and Yale
Law School. From 1998 to 2008, he taught at Yale
Law School, serving both as a vice dean and as
the inaugural Guido Calabresi Professor of Law.
His main ?elds of research are constitutional
law, antidiscrimination law, and law and
literature. His award-winning book, Covering
The Hidden Assault of Our Civil Rights, was
published in 2006. 
30
FEATURED PANEL TOPICS ON BEING TRANSGENDER
CHALLENGES OF BEING OUT IN THE WORKPLACE AND
BEING IN THE LGBT COMMUNITY Presented by
Stephanie Battaglino, James Scott P. Pignatella,
Tina Seitz, Breanna Simmons-Speed, Amanda Simpson
(moderator) A panel of transgender leaders
shared their stories of transitionboth personal
and as a communitylooking toward the future of
transgender workplace equality. Tina Seitz is a
transgender woman living in the Detroit area. She
is a father to two teenage children and holds
undergraduate and graduate degrees in
engineering. She is a senior project scheduling
engineer at GM and the events chair of their LGBT
employee resource group, GM PLUS. She
transitioned in her current job in 2006 and has
been active in advocacy ever since.
31
FEATURED PANEL TOPICS TACKLING ISSUES ON LGBT
AGING EXPOSED IN METLIFES OUT AND AGING
STUDY Presented by Michael Adams, Mary Blanchett
(moderator), Paul L. Frene, Marjorie J. Hill,
Ph.D., Melanie Rowen, Esq., Imani Woody, MHS
  The MetLife Out and Aging study uncovered
many LGBT aging issues. There are many LGBT
organizations advocating for us as we age. Where
we are making strides and whats available for us
now was discussed. The work being done for LGBT
seniors, changes in healthcare and insurance,
updates on legal protections and current economic
policies was discribed. Audience participants
added to the discussion and asked questions.
32
FEATURED PANEL TOPICS AWAY FROM HEADQUARTERS
TAKING EQUALITY BEYOND THE BORDERS Sponsored by
Dell Presented by Kate Bishop (moderator), Dr.
Yvette Burton, Jamison Green, Donna Griffin,
Michael Guest, Rachel Tiven   Corporations based
in the United States have been leaders in
adopting policies and programs designed to make
their workplaces safe for their LGBT employees.
Many extend those same policies to locations
outside the U.S. The challenges faced by these
companies when operating in countries where local
culture does not readily accept LGBT people was
discussed. Responsibility for companies to
advocate for changes that will ensure that its
local and expatriate employees can safely be
themselves at work beyond our borders is
increasing.
33
FEATURED PANEL TOPICS BEYOND TALENT MANAGEMENT
INCLUSION AND CORPORATE SOCIAL RESPONSIBILITY Spon
sored by Genentech Presented by William Donius,
Shelley Freeman, Paula S. Jones (moderator), Mark
McLane, Antonious Porch   In some companies, the
principal focus on inclusion is internal, closely
tied to the recruitment and retention of the
brightest and best employees, while
responsibility for corporate citizenship is
outward looking, and often managed by a different
part of the organization. In other companies,
commitment to inclusion is clearly integrated
with the organizations corporate social
responsibility strategy. How a companys
diversity strategy can be visible in its external
activities, especially when looking at issues
important to LGBT employees was examined.
34
FEATURED PANEL TOPICS ALLIES OR COMPETITORS?
STRATEGIES FOR MANAGING THE POTENTIAL FOR
ALLIANCES, COMPETITION AND CONFLICTS WITHIN
EMPLOYEE NETWORKS Sponsored by CITI Presented by
Kathy Hopinkah Hannan, Lawrence Harrington, Ana
Duarte McCarthy (moderator), Rosalyn Taylor
ONeale, Kerrie Peraino   The establishment and
nurturing of employee resource groups was
discussed as a valuable tool for allowing
employees to establish networks with colleagues
who share a particular identity, whether defined
in terms of gender, race, or sexual
orientation/gender identity. Companies shared
strategies they employ to prevent employee
resource groups from becoming isolated.
35
FEATURED PANEL TOPICS WE ARE THE CHAMPIONS THE
IMPORTANCE OF LGBT ALLIES Sponsored by
Xerox Presented by Janet Miller-Eveland, Dr.
David M. Hall (moderator), Randy Kammer, James
Pitts, Dr. Sophie Vandebroek   Dr. David M.
Hall, author of Out Equals ?rst book, Allies
at Work, shares his perspectives on being an ally
and moderated a panel of strong corporate allies,
including some of our 2009 Out Equal Workplace
Champion Award ?nalists. Leaders described the
?ght for lesbian, gay, bisexual and transgender
workplace equality within their workplaces and
told stories of how allies can truly make a
difference
36
FEATURED PANEL TOPICS THE FEDS A DIFFERENT KIND
OF WORKPLACE Presented by Pat Baillie
(moderator), Shar Jones, Ajit Joshi, Kim Nelson
  Panelists discussed how we measure and
evaluate the federal governments progress on
LGBT diversity. We looked at the ways to
incorporate the best practices of Fortune 500
companies diversity work into federal government
language and ways to create a faster track for
accomplishing significant changes in this
workplace sector.
37
FEATURED PANEL TOPICS WHAT IT TAKES TO BE
EMPLOYEE RESOURCE GROUP OF THE YEAR Presented by
Stephen Gould (moderator), Joe Hoffman, Tom
Kulaga, Chadwick Mills, Tina Seitz   With so
many components to make a great employee resource
group, sometimes seeing the big picture can be
difficult. From organizational structure,
programming, ally engagement, communications,
marketing and leadership development, ERGsand
their leadershave a lot to do. This workshop was
an opportunity to learn from a panel of the best
of the bestrepresentatives from the ERG of the
Year ?nalists for the 2009 Out Equal Workplace
Award.
38
FEATURED PANEL TOPICS EVERYONE COUNTS VOLUNTARY
SELF-IDENTIFICATION PROJECT UPDATE AND REVIEW OF
DRAFT REPORT Sponsored by Paul Hastings Presented
by Elena Baca (moderator), Pat Baille, Ralph
Carter, Chris Crespo, Terry Hildebrandt, Samir
Luther, Howard Solomon   After three years of
development, the LGBT Self-Identification
Community of Practice released a report that can
be used by employers to begin offering voluntary
self-identification to their employees. The
report is designed to present the current best
practices to help workplaces count their LGBT
employees. The report provides an overview of the
options for tracking LGBT employees and examples
from companies that currently gather this basic
but crucial information.
39
FEATURED PANEL TOPICS THE NEW REALITIES FOR LGBT
EMPLOYEES AFTER ENDA Presented by Lee Badgette,
Gary Gates, Malcolm Lazin, Brad Sears (moderator)
  ENDA is anticipated to prohibit employers from
discriminating on the basis of sexual orientation
and gender identity. This panel explored the
impact of ENDA and the next frontiers for LGBT
employees in achieving workplace equality. Topics
covered included ENDAs religious exemption,
limitations on enforcement of ENDA, and remaining
inequalities in employee benefits and taxation of
those benefits. The panel addressed what federal
anti-discrimination laws have and have not
accomplished for other protected groups such as
racial minorities and women, and what LGBT
employees can learn from those experiences.
40
For More Information www.OutandEqual.org 415-695-6
500
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