Presented by IBM
Howard Buford, Prime Access
In 1990, Howard Buford founded Prime Access Inc., the award-winning
advertising agency that creates marketing communications aimed
at URBAN MAJORITY™ consumers. While focusing its work on
multicultural marketing and advertising, Mr. Buford has also created
the first, and one of the only, completely GLBT friendly workplaces
in the advertising industry.
Robert Burrell, Ford (winner)
Robert Burrell has been an hourly employee and UAW member at Ford
Motor Company for 33 years, the chairperson of Ford GLOBE's Hourly
Concerns Committee for 5 years, and a Ford/UAW Joint Programs Diversity
Trainer for 3 years. In his unique position as an out gay man and
long-time respected employee, Bob supports and mentors his lgbt
coworkers and provides formal diversity training and informal education
for his heterosexual coworkers and management, giving particular
attention to interrupting prejudice and artificial divisions.
Jenny McMutrie, CSAA
Jennifer McMutrie relocated to the West Coast from Florida and now
holds the position of Vice President of Travel Product Management
for the California State Automobile Association and has been instrumental
in CSAA's increased travel sales by designing travel packages for
the lesbian & gay travelers.
Laura Brooks, Eastman Kodak (winner)
As Eastman Kodak Company's Chief Administrative Officer, I want to
strongly endorse Laura Brooks' nomination for the Out & Equal
Champion Award. I am personally familiar with the extraordinary
impact that Laura's leadership has had on our journey to create
a winning and inclusive culture at Kodak. Her focus has assured
inclusion of GLBT needs in our journey — a journey that has
reached nearly 15,000 people in Kodak Park, Rochester as well as
additional sites. Her leadership is a model for all at Kodak.
Charles S. Brown, Chief Administrative Officer, Eastman Kodak Company
Don Horst, Freescale
Don Horst, vice president of manufacturing at Freescale Semiconductor,
has demonstrated an unprecedented level of executive support for
LGBT activities. Don's willingness to openly share his journey
and visibly communicate with all employees on these issues has
helped create a more inclusive environment at Freescale.
Arlis McLean, Motorola
ldquo;Arlis McLean, Corporate Vice President and Director of Human
Resources at one of Motorola's major business units, is not only
in a position to make positive change, she delivers… through
her actions AND her words. Arlis has advocated the broadening of
Motorola's policies to extend domestic partners benefits; extend
the non-discrimination policy to include gender identity or characteristics
and gender identity guidelines for transgender employees; helped
lead the introduction of "Building Bridges" training
into Motorola (and personally evangelized it with business leaders);
and implemented an inclusive Diversity Day event at Sector Headquarters."
Coors LAGER (Lesbian and Gay Employee Resource)
LAGER celebrated its 10th anniversary last year as one of eight diversity
councils at Coors Brewing Company. The council was founded in 1993
by a small group of passionate employees who had a vision of helping
each other excel as both human beings and Coors employees, a group
who believed that living with integrity and treating each other
with dignity and respect was of utmost importance inside and outside
of this company. LAGER has been critical to helping create an inclusive
culture here at Coors.
Hewlett Packard Pride Council
HP's Global PRIDE Council (GPC) has been instrumental in coordinating
efforts throughout all of HP's thirteen regional PRIDE employee
resource groups, and its model has been established as a global
best practice for all of HP's diversity employee resource groups.
In 2003, major accomplishments include partnering with Public Affairs
and Global Diversity to strategize, plan and manage HP's participation
in eleven Pride Festivals across North America and to act as a
primary knowledge hub in adding gender identity and expression
to HP's Non-Discrimination and Harassment Free Work Environment
policies.
Lambda Network at Eastman Kodak Company (winner)
Kodak's Lambda Network has truly helped to lead the way toward corporate
workforce equality for OUR generation, and has shown the NEXT generation
of employees — who are now working to create safe school
environments — that safe working environments will be waiting
for them in the future. GEORGE N. BYARS, Institutional Giving Manager,
GLSEN
Raytheon GLBTA Alliance
"Raytheon's GLBTA has built a strong and close relationship with company
leaders to establish not only DPBs, but also spousal equivalence policies to
ensure equity for LGBT employees. Additionally, Regional GLBTA chapters have
effectively implemented Building Bridges training both inside Raytheon and
within their LGBT communities at large."
Citigroup
In the words of Citigroup's CEO, Chuck Prince, and President and
COO, Bob Willumstad, "we will not rest until we are the employer,
service provider, business partner and neighbor of choice." Citigroup
Foundation grants to LGBT organizations increased significantly
this year. In April 2004, Citigroup's global discrimination and
harassment policies were updated to include "gender identity
or expression." While companies are beginning to include this
language in their U.S. policies, few have done so globally as Citigroup
has. Citigroup now qualifies for a 100% Corporate Equality Index
score from the Human Rights Campaign and was lauded by GenderPAC
for taking this step. "This is such awesome news…" A
Smith Barney Financial Consultant wrote. "I am prouder and
prouder and more grateful. After 24 years with this firm, it's
a lot easier to stand tall when the firm is standing tall."
Dow Chemical
"Living Dow's core value of Respect for People demands that we create
a workplace environment where all employees are treated fairly with dignity
and respect. In extremely challenging times for the company, Dow leaders did
not cut back this effort but have reinforced Dow values and continue to support
a culture where LGBT employees feel just as safe, included and valued as their
heterosexual co-workers."
Hewlett Packard Company (winner)
In 2003, HP added gender identity and expression to it's Nondiscrimination
and Harassment-Free Work Environment policies (part of HP's Best
Work Environment Policy) and was recognized by the Human Rights
Campaign with a 100 percent rating on it's Corporate Equality Index.
To support its updated policies, the HP developed a winning-edge
e-resource global toolkit for managers and HR professionals which
includes a comprehensive compilation of terminology, best practices,
dialogue scenarios and opportunities, employee/manager roles and
responsibility, references and related material to assist in creating
an environment where everyone can contribute to their fullest potential.
JP Morgan Chase & Co.
JPMorgan Chase has a strong history and commitment of support for
our LGBT employees.
We try to educate as we celebrate. Since 1999 we have highlighted
June as Gay and Lesbian Pride Month, with activities that include
external guest speakers, employee panel discussions and education
offerings designed to create a more inclusive and comfortable work
environment for gays and lesbians.
Eastman Kodak Company
As more and more companies are adding gender identity and expression
protections to their EEO Statements, the next logical step is to
provide the tools to support transitioning employees who need that
protection. Here at Dell we have recently enacted these EEO protections,
and are actually using the Kodak Guidelines as the basis for our
own corporate Workplace Transition Guidelines. The fact that other
workplaces have already done the difficult work and enacted these
guidelines makes it easier for us to establish them in our own
workplace.
I was once told that any workplace transition where nobody died
was a successful one. Thanks to leadership exhibited by companies
like Kodak, the bar has been raised substantially. Tools like this
are an important part of enacting a truly inclusive workplace, and
I commend Kodak for their wonderful work.
Thank You,
Donna Rosen, Dell Inc. GTDS Sr. Program Manager www.donnarose.com
American Express
American Express was presented with the Innovations Fairness Award
by the Great Place to Work Institute for fair treatment of employees
in the United Kingdom, Italy, and the United States in April 2004.
Companies recognized in the Fairness category distinguish themselves
by creating innovative practices related to fair treatment, impartial
hiring and promotional practices, and creating a non-discriminatory
work environment. American Express was singled out for integrating
diversity into overall business practices including supporting
emp loyee networks (PRIDE), providing professional development,
and merit based review practices for leadership.
Kaiser Permanente (tied-winner)
Kaiser Permanente has historically been supportive of LGBT employees
as part of its overall Diversity Agenda. Chairman and CEO George
Halvorson has embedded his support of LGBT staff in the leadership
culture especially during our National Diverisity Conference. Kaiser
Permanente is a nationally recognized leader in promoting appropriate
health care to its LGBT patients.
Pacific Gas & Electric Company (tied-winner)
Pacific Gas and Electric Company and it's lesbian, gay, bi-sexual
and transgender employee association (The PrideNetwork) has a 20
year history of accomplishments for both employees and the LGBT
community in the PG&E service territory. PG&E continually
strives to make it a "great place to work" for it's LGBT
employees.
Wells Fargo Bank
Wells Fargo & Company is committed to building a culture in which
diversity is valued. Wells Fargo has been serving the unique needs
of the LGBT community for over 20 years by providing exceptional
personalized service to help LGBT individuals succeed financially
and has given more than $13 million to LGBT organizations nationwide.
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