1. Support and Attend the Annual Out & Equal Workplace Summit

Out & Equal’s Annual Workplace Summit provides attendees with all the information and resources they need to become an out & equal workplace. The Summit provides individuals, human resources professionals, diversity managers, Employee Resource Group (ERG) leaders, and straight allies the perfect platform to make powerful connections, share best practices and formulate a strategy that allows for a powerful demonstration of your commitment to equality in the workplace. The Summit boasts more than 2400 attendees participating in over 120 workshops and panels all focused on creating an inclusive workplace. The abundance of activities and nationally known keynote speakers leads to an experience that has been described as “an enlightening watershed of information.” The Summit justly deserves its international reputation as the premier conference on LGBT issues in the workplace.

Companies have identified the summit, by nature of its profile, as an ideal way to demonstrate support for LGBT equality. There are a variety of ways you can support this annual Summit:

Join the Community of Corporate Sponsors
Financial and in-kind donations support the work we do all year long, advocating for safe and equitable workplaces for all LGBT people and their allies. Equally important, becoming a corporate sponsor demonstrates that your company values all employees and customers.

Present a Workshop
Workshops function as the educational heart of our Summit. The workshops provide inspiring and innovative ideas for attendees on how to make their workplace more safe and equitable. By presenting a workshop, your organization will have a chance to share your successes, publicize the good work you are doing and be recognized as a leader in the LGBT workplace arena. The workshops also function as a platform for reinvigorating your strategy for demonstrating commitment to equality in the workplace.

Support Employees Attending Summit
Employees attending the Summit learn the building blocks required to bring about workplace equality. With a team trained on best practices for creating an Out & Equal workplace, your company will reap the results. For HR professionals, the Summit is an invaluable tool for staying on top of current LGBT workplace related issues. For individuals, the educational and leadership opportunities help provide a distinct professional edge.

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2. Start an Employee Resource Group

The breakthrough of new ideas must be unfettered for a company to enjoy success. To maximize the creativity that fuels innovation, a workplace must be without harassment, without mistrust, and without disrespect. When an employee can arrive at work free of inhibitions or worries, then that person will contribute fully to their work and to the company’s goals. Inclusiveness is simply good for business! And part of creating an inclusive workplace is to unite individuals with a common thread of diversity by forming an Employee Resource Group (ERG), also known as an affinity group. Forming an ERG has two immediate impacts: potential employees will use the presence of an LGBT employee resource group as an indicator of the company’s levels of acceptance of LGBT employees, and current employees will view an LGBT employee resource group as a demonstration of a company’s commitment to being an Out & Equal workplace. For LGBT employees, the presence of an ERG will only increase employee satisfaction.

Why are ERGs so important? Companies that support a LGBT ERG are offering a forum for individuals to come together for relationship building and problem-solving. Together, united by common experience, those in the ERG can seek solutions to real or perceived barriers that interfere with them maximizing their potential.

For those interested in beginning an employee resource group, several steps are available. As a guiding principle, do not sacrifice the big picture for the small details: remember that success will be found by balancing the goals of the community activist with the professionalism of the corporate ambassador. When planning an approach, establish if the company offers ERGs to other groups of common experience (women ERGs, African-American ERGs, etc.). If the company indeed offers other ERGs, one might use the following argument for its centerpiece: Because most companies want to be viewed as open and inclusive, and because today diversity includes the LGBT community, therefore an ERG should be created to ensure equivalency with the other groups. In addition, a LGBT employee resource group often provides a valuable link to potential LGBT customers, clients and investors. If the company does not offer ERGs, the conversation could begin at a more basic level by citing that employees who do not feel alone are more productive and that enhances the all-important bottom line.

For those in an LGBT employee resource group and seeking guidance, or for those trying to start one, we encourage attending the annual Out & Equal Workplace Summit. The Summit offers abundant workshops and seminars about creating and maintaining LGBT employee resource groups. Attend the summit and return to work enriched with the tools needed to build a successful LGBT employee resource group.

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3. Offer Domestic Partner Benefits

Providing Domestic Partner benefits illustrates an organization's commitment to their Lesbian, Gay, Bisexual, and Transgender employees. It demonstrates that LGBT employees are equally as important as their straight counterparts, and helps to recruit and retain talented employees. Until the benefits of marriage are made available to all couples, Domestic Partner benefits should be offered with the same provisions as those offered to married couples.

The costs of Domestic Partner benefits are low.  With the benefits being universal, the changes to policy are associated with eligibility.  A study released by Dr. M.V. Lee Badgett released in 2000 shows that the average increase costs are between .7-1.0%. 

Many leaders in the Fortune 500 are recognizing that part of being cutting edge is to help set the standard for LGBT acceptance. To be sure, the drive to ensure LGBT employees enjoy the same rights as their straight counterparts stems, at least in part, from increased brand consciousness. But according to many in the Fortune 500, the motivations are more fundamental; the motivation to work towards increased LGBT acceptance is fueled by a motivation to fight injustice, by a impulse to ensure that all rights are equally bestowed throughout the place of employment. Crucial to LGBT acceptance is offering Domestic Partner benefits.

Companies that consistently demonstrate a commitment to LGBT equality justly enjoy high rankings on indexes of corporate equality. But beyond ranks and grades, offering domestic partner benefits marks a company’s commitment to basic human equality. Currently, same-sex couples are denied more than 1,000 rights and protections bestowed upon married, heterosexual couples. Yet undeniably, companies are recognizing the importance of “equal pay for equal work” and companies that stand in the way of acceptance and inclusion risk being superseded by true innovators.

A successful brand must leave a strong, lingering and positive impression. Brand promotion is based on emulating a positive mood, a comfortable feeling. Because a brand’s success is a reflection of a given company’s environment, the company must promote the feelings they hope their brand inspires. For a brand to be associated with being innovative, trend setting or cutting-edge, the company must also embody these qualities.

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4. Include Sexual Orientation in your Company’s EEO Policy.

To be ranked among the Fortune 50 means you must be doing something right. Anticipating need, meeting demand, staying ahead of the curve — these fifty companies serve as models to all companies seeking growth and success. And of these companies, 49 out of 50 include sexual orientation in their non-discrimination policies. Such inclusion not only sets a trend, but it marks a commitment to social responsibility and, yes, equality. Sadly, in 35 states it remains legal to fire employees based on sexual orientation. However, the lack of federal law offers employers an opportunity to educate, to show that non-discrimination policies that include sexual orientation are the foundation of corporate commitment to LGBT employees and to basic human equality.

Not having an EEO policy inclusive of sexual orientation is detrimental to a company’s health. For example, it can lead to firing, loss of talented employees, and it can create an environment conducive to harassment and even hate crimes (hate crimes resulting from sexual orientation are consistently the third highest category in the FBI’s annual report on bias crimes). Including sexual orientation in an EEO policy demonstrates that discriminating against LGBT employees is just as inexcusable as other forms of discrimination. "We felt it was important to go beyond federal law because sexual orientation has nothing to do with employment decisions," says Ralph Combs, manager of EEO and affirmative action compliance for Lucent Technologies. "If you are going to have a policy, then it should represent all of your employees." In other words, including sexual orientation in an EEO policy will increase a company’s success without costing a single cent.

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5. Include “Gender Identity and Expression” in your Company’s EEO Policy.

The fifteen steps to an Out & Equal workplace are designed so companies have a guide for measuring success as they work to create workplaces inclusive of all, regardless of sexual orientation or gender identity and expression.

As human resources professionals work to create policies that reflect a commitment to equality for all, the meaning of “transgender” has been said by some to be unclear. “Transgender” refers to “those who do not fit into traditional gender categories, including transsexuals, transvestites or crossdressers, intersexuals (formerly called hermaphrodites),” and others. A transgendered person is someone whose gender identity or expression differs from conventional conceptions of masculinity or femininity. In the workplace, transgendered people often face discrimination. And it is the duty of the socially responsible corporation to demonstrate that discriminating against all employees, including transgender employees, is inexcusable.

Lucent Technologies was the first company to include “gender identity and expression” in a company’s EEO policy. Why? In the words of Lucent: “A company that attracts, selects, develops and retains the best will remain the industry leader. (The) ongoing efforts in this direction will provide... a critical, competitive advantage in the marketplace.” Today, more than 100 companies have taken the important step of including gender identity and expression in their EEO policy. Taking this important step not only is good for business, it allows a company to affirm they value the contributions of all employees.

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6. Provide Lesbian/Gay/Bisexual/Transgender Workplace Diversity Training

Diversity training increases employee productivity, improves morale and strengthens the workplace community by increasing communication, raising awareness of myths and stereotypes, assessing the climate for LGBT employees and customers, and creating an action plan for change. In the words of Workforce magazine, “Gradually, workforce policies are treating sexual orientation on par with other dimensions of diversity, such as race. Some companies embrace gay awareness training because of philosophical beliefs in equality. Others see it as a way to foster teamwork, enhance productivity or woo gay consumers.” In other words, in the workplace, some colleagues come from a perspective that is less than inclusive. Workplace diversity training overcomes negative perspectives and thus increases morale and brings about positive change. What’s more, recognition of the usefulness of LGBT-focused diversity training is increasing. The Human Rights Campaign’s 2004 Corporate Equality Index, which evaluated how 379 companies treat gay employees, found that 76 percent of those companies offer diversity training on sexual orientation, compared with 53 percent in 2002. And, of course, offering LGBT-focused diversity training demonstrates a commitment to working towards a corporate culture inclusive of all — regardless of sexual orientation and gender identity.

Workplace diversity training programs benefit employers, employees and customers by:

• Reducing costs through improved employee retention
• Allowing for credible employee recruitment of LGBT individuals
• Facilitating open, clear, and effective internal communication
• Increasing productivity of all employees
• Providing greater potential for expanding customer or service base

To facilitate diversity training, Out & Equal Workplace Advocates proudly shares our experience by offering Building Bridges Diversity Training. Building Bridges Diversity Training is designed to increase employee productivity, improve morale and strengthen the workplace community by opening up communication to increase awareness and develop an action plan of LGBT issues. Program participants, upon completion, will be able to:

• State the significance of LGBT issues in the context of broader diversity issues
• Evaluate myths and stereotypes about LGBT people
• Discuss the impact of homophobia and heterosexism on workplace relationships
• Assess the workplace environment from the perspective of LGBT employees and customers
• Generate a personal or organizational action plan to address problem areas Building Bridges also offers “Train the Trainer” seminars. Those seeking to become diversity trainers can become licensed to lead training at their own workplace and use Building Bridges LGBT training materials for one year, with an option to renew. This cost-saving alternative allows organizations to conduct an unlimited number of LGBT diversity trainings at their sites for one year. It also provides a professional training tool for LGBT employees and allies to facilitate change within their organizations.

For more information or to schedule a Building Bridges training program e-mail Dan Tussey, Program Director, or call at 415.808.4280.

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7. Support the LGBT Community through Corporate Giving.

Donating to the LGBT community accomplishes several goals: it increases visibility, it targets a highly sought demographic with disposable income, it demonstrates commitment to equality, it makes LGBT employees proud to work for a company that supports their community, it generates consumer loyalty, and it announces to potential employees that you are supportive and welcoming to people of all walks of life.

A useful and popular tool for measuring a company’s commitment to LGBT equality is to measure donations to the LGBT community. Companies realize this, but can be at a loss as to where to begin. One clear way is to ensure your matching dollars programs include relevant LGBT charities and AIDS relief organizations. Another way to demonstrate your commitment to GLBT equitability is through corporate sponsorship of Out & Equal or like-minded organizations.

Out & Equal’s stated goal is to build and strengthen organizations that value all employees, customers and communities. Donations to Out & Equal demonstrate your shared commitment to these important goals. We depend on our corporate sponsors, Workplace Summit registration dues, individual contributions and gifts for our ongoing work. Donate to Out & Equal or become a sponsor of our Annual Workplace Summit.

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8. Recruit and Develop LGBT Employees

Recruiting and developing LGBT employees is about being proactive. And because demand for information on diversity is increasing, companies must be able to demonstrate their commitment to LGBT employees. According to the president of Ohio State University, Karen Holbrook, a perceived anti-gay environment would hinder the University’s ability to “attract and retain (the best) employees.” The reason is very simple: because employees who do not feel welcome will seek employment elsewhere, even across state lines. Therefore, beyond taking steps to create inclusive workplaces, employers can attract the best talent by aggressively recruiting in the LGBT community and proving the workplace is one of acceptance.

How can a recruitment effort target specifically the LGBT community? Several suggestions follow:

• Ensure your organization has an Employee Resource Group — these can double as LGBT recruitment and development centers
• Sponsor (or maintain a presence at) the annual Out & Equal Summit
• Work with LGBT alumni groups
• Participate in (or host!) local LGBT job fairs
• Maintain a presence at LGBT community groups
• Place employment notices in LGBT publications
• Maintain a presence at the National LGBT Business Convention
• Be affiliated with (and recognized by) the National Gay and Lesbian Chamber of Commerce
• At recruitment events and other public appearances, proudly illustrate policies demonstrative of a commitment to equality for all people, regardless of sexual orientation and gender identity
  

9. Market to the LGBT Community

Wesley Combs of Witeck-Combs Communications, citing polling on companies marketing to the LGBT community, said “I predict that the most successful companies will be those that understand how to put their internal philosophy in synch with their marketplace strategies. They are the ones that will establish lasting reputations and achieve the highest employee and customer loyalties.” In short, when the brand works in synch with the internal philosophy, the company is better enabled to break through the “clutter.”

When MTV launched, more than 20 years ago, they permanently altered the cultural landscape with a brand that refused to be static. And today, their tradition of attracting desirable demographics continues with LOGO, a network that will exclusively target a demographic that MTV’s CEO calls “important and influential” — the LGBT community. Marketing to the LGBT community makes good business sense and, equally important, when marketing to the LGBT community, the efforts ripple out into the culture at large. The effect of LGBT-specific marketing is two-fold: increased brand-loyalty from an important demographic and increased LGBT visibility. And increased visibility means increased LGBT acceptance.

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10. Create LGBT Specific Advertising

LGBT-specific ads are strongly endorsed. Of the Fortune 100 companies, 36 have initiated “LGBT marketing,” an encouraging trend. Out & Equal approves of placing your ad in a LGBT magazine or at a high-profile conference such as Out & Equal’s annual Summit, but our primary goal is two-fold: incite and encourage companies to specifically target the LGBT community in mainstream media and, when placing ads in the “LGBT press,” use the language and imagery of that community. Ads in the mainstream press are encouraged because using LGBT-specific ads reinforces positive images and, when the images ripple out into the culture, the impact of these ads is profound. If placing an ad in a magazine with a high number of LGBT subscribers, we encourage not using overtly heterosexual images such as a man and woman embracing. LGBT-specific ads will not only induce fierce brand loyalty, they will increase LGBT visibility — a necessary step on the path to equality.

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11. Provide LGBT Leadership Development Opportunities

Successful companies make great efforts to groom future executives who show the raw qualities needed for excellence. It stands to reason that encouraging LGBT employees to facilitate groups, take initiative and generate new ideas — in other words, to demonstrate leadership — will augment the employee skill set and enhance the company talent pool. No successful company wants a bunch of followers: they want leaders. So encouraging LGBT leadership development demonstrates a commitment to nurturing LGBT talent and declares a dedication to innovation.

A commitment to providing leadership development opportunities should stem from a fundamental dedication to LGBT workplace equality. As with all policies working towards this end, be 100% open about LGBT policies throughout the organization. This means that not only should there be LGBT-specific leadership development programs on paper, these policies should be known and accessible to all employees. Because we advise companies to proudly demonstrate a program that grooms future executives, regardless of sexual orientation and gender identity and expression, the following guidelines should be taken to heart:

• Send employees to leadership development seminars such as Out & Equal’s leadership seminars
• Send employees to leadership development conferences (such as Out & Equal’s Annual Workplace Summit)
• Provide mentorship opportunities to LGBT employees
  

12. Develop Spousal Equivalency Policies for LGBT Employees

According to a recent survey conducted by Harris Interactive® and Witeck-Combs Communications, 70% of heterosexuals agree that rights for family and medical emergencies should apply equally to employees’ married spouses and same-sex partners. A clear majority believes that same-sex partners of employees should be treated equally for workplace benefits that are usually extended automatically to the married spouses of employees. Spousal Equivalency (SE) programs seek to ensure the language used at the workplace, both in company policies and in casual conversation, reflect a respect for each employee’s individual expression.

The sad fact is that federal and state laws allow same-sex couples to be denied more than 1,000 rights and protections bestowed upon married, heterosexual couples. Spousal Equivalency is an example of ensuring the rights many take for granted are equally bestowed throughout a workplace. However, SE programs are about more than numbers. A company committed to spousal equivalency, for example, will send invitations to a company event that invite “employees plus a spouse/guest” and not “employee plus husband/wife.” The aim of SE programs is to build upon legalistic policies to ensure the language used at work is demonstrative of a fundamental commitment to ensuring all employees enjoy the same rights and privileges.

We encourage companies to look at written and unwritten policies to evaluate if moving costs are equally covered for straight and LGBT employees, if sick leave and family leave are equally covered, and if all the privileges straight employees take for granted apply equally to their LGBT counter-parts. And beyond policies, be conscious that the language used in all levels of the company, from the cubicles to the boardrooms, shows respect for individual identity and expression. Reasons SE programs are so crucial include:

• Having SE programs makes clear a commitment to building an inclusive workplace where all employees enjoy the same rights and privileges
• A company with SE programs is attractive to savvy potential employees — which increases retention
• SE programs demonstrate that LGBT employees are equally as important as their straight counterparts
• SE programs are a good “talking point” when working to recruit and retain talented employees
• Creating admirable SE programs can be a model for others in your industry

Those seeking additional guidance are encouraged to attend Out & Equal’s Annual Workplace Summit or a Building Bridges Training Program.

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13. Include LGBT-owned Businesses in your Supplier Diversity Program

Many companies have a program promoting working with (and opening contractual bids to) minority owned businesses. Because companies reward those who classify as minority-owned and who demonstrate their commitment to work with minority owned businesses, we encourage companies to include LGBT businesses in their supplier diversity directory. An excellent resource for building or expanding your supplier diversity program to include LGBT businesses is the National Gay & Lesbian Chamber of Commerce. The NGLCC works tirelessly to promote and facilitate relationships with the LGBT community and corporate America. To that end, in conjunction with the IBM Corporation, the NGLCC created the first comprehensive LGBT-focused supplier diversity program. In their efforts to work closely with the LGBT community, Irwin Drucker of IBM said, “it just makes good sense” because it increases growth and exposure. The NGLCC is the “main bridge between Corporate America and the LGBT owned businesses and entrepreneurs with whom they are seeking to do business.” As such, having a supplier diversity program recognized by the NGLCC is advantageous to companies seeking to enhance market reach.

Why work to include LGBT businesses in your supplier diversity program?

• Many companies expect their own suppliers to demonstrate a commitment to diversity, if you are a supplier including LGBT businesses in your own program, you will increase your own chances for winning bids
• Crucially, an Out & Equal workplace is one that demonstrates a company’s ongoing commitment to the LGBT community
• If you provide the gay-owned businesses you list with added exposure and opportunities to bid for supplier contracts, your own exposure also increases
• Website links to LGBT-owned businesses demonstrates your commitment to facilitating positive relationships between the private sector and the LGBT community
• Web links to LGBT businesses means their return links to you will increase your exposure and thus increase loyalty from the LGBT community and strengthen your brand
  

14. Promote an LGBT Friendly Corporate Culture

The Human Rights Campaign, in 2004, noticed an interesting and unexpected consequence of their annual Corporate Equality Index. Many of the high-ranking companies asked the index to be made more difficult, more rigorous, so that companies committed to LGBT equality could clearly distinguish themselves as leaders and innovators. Companies today are increasingly aware that creating an environment where people do not have to hide allows employees to focus on — and even be energized by — their jobs. The excitement coming from an upbeat and positive team permeates a workplace. Companies that enjoy reputations for equality and commitments to diversity enjoy greater employee retention and find themselves being sought out by savvy and creative job seekers. Not only does a company with a positive team enjoy the financial rewards this invariably creates, a commitment to equality in a workplace spreads out from the cubicle and office walls and into society at large. The “Fifteen Steps to an Out & Equal Workplace” begin with a company having a vision of creating an LGBT friendly corporate culture. From this vision comes awareness and from awareness comes acceptance.

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15. Share Best Practices Around LGBT Workplace Issues

Out & Equal, the Human Rights Campaign, the National Gay & Lesbian Chamber of Commerce, and other groups have been monitoring the state of the workplace for years now. In the process, and in talking with representatives from across the private sector, companies are making some amazing discoveries. For example, companies are realizing that marketing to the LGBT community increases brand loyalty, that an employee resource group can be a tool for recruitment, that offering spousal equivalency programs increases retention and attractiveness, that using LGBT suppliers means business (and awareness) is reciprocated, and that supporting the LGBT community increases brand awareness. In the process of increasing their own awareness, companies are promoting LGBT visibility and therefore LGBT equality. Because working towards an inclusive workplace both promotes equality and is good business, companies are eager to share best practices.

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In closing

Companies embarking on these “Fifteen Steps to an Out & Equal Workplace” have made a choice. They have chosen to work toward a just and equitable society by setting a standard both in their industry and in society at large. Opening up communications with managers, employee resource groups, business teams and individual employees will increase employee productivity and improve morale. And when a commitment to work toward an Out & Equal workplace is made, the workplace becomes an ideal forum for sharing best practices and addressing issues facing LGBT employees.

A key objective of the Out & Equal Annual Workplace Summit is to share best practices and is an ideal setting to do so. The Summit boasts more than 800 attendees participating in over 75 workshops and panels all focused on creating an inclusive workplace. The abundance of activities and attendees provides an ideal forum on sharing best practices, success stories and pitfalls.

One thing is known: once the decision is made to work toward an Out & Equal workplace, the excitement is contagious.

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Additional Resources

The Equality Principles, the Out & Equal Frontier, and the Corporate Equality Index provide a foundation for the 15 Steps to an Out & Equal Workplace.

Equality Project
The Equality Priciples
A coalition of consumers, employees and investors working together. The Equality Project works to support and help monitor the adoption of written employee nondiscrimination policies on sexual orientation and gender identity in the workplace by pressing companies to implement the progressive policies expressed in the Equality Principles.

Human Rights Campaign
Corporate Equality Index
The Human Rights Campaign Foundation’s Corporate Equality Index report, released each fall, provides an in-depth analysis and rating of large U.S. employers and their policies and practices pertinent to gay, lesbian, bisexual and transgender employees, consumers and investors.

If working with an organization trying to start an ERG, the following resources will be helpful:

Lambda Legal
Creating an LGBT-Friendly Workplace
Tips for creating an LGBT resource group, including creating a mission statement and sponsoring diversity training and other educational programs.

Human Rights Campaign
Employee Network Groups
Information about starting both an LGBT Employee Resource Group and an “Allies” Program.

The Diversity Factor (e-Newsletter)
“Employee Resource Groups: A Foundation for Support and Change” by Wendy Conklin (Fall 2000 issue). Available for download ($5.50)

The following resources will be helpful in working with your organization to offer Domestic Partner benefits:

San Francisco Human Rights Commission
Domestic Partner Fact Sheets and Sample Policies
Written for organizations seeking to comply with San Francisco’s equal benefits regulations, this site provides helpful guidance to any organization seeking to implement Domestic Partner benefits. In addition to sample policies, the site includes lists of governmental domestic partnership registries across the country and national insurance companies offering DP health insurance.

National Gay and Lesbian Task Force
The Domestic Partnership Organizing Manual for Employee Benefits (pdf)
This manual provides comprehensive information on what domestic partnership benefits are, why employers should adopt these benefits, and how employees and citizens can organize effectively for policy change. Sample policies and lists of who offers domestic partnership benefits are included.

Human Rights Campaign
Steps to Achieve Domestic Partner Benefits in Your Workplace
This web page includes a downloadable manual with steps for bringing Domestic Partner benefits to your organization and sample DP policies.

Additional information on achieving a non-discrimination policy that includes sexual orientation can be found on the Human Rights Campaign’s WorkNet. A detailed PDF can be found here.

For more information on LGBT-specific advertising, the premier organization on “the commercial closet” can be found at www.commercialcloset.org.

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Editorial Note: Out & Equal’s “Fifteen Steps to an Out & Equal Workplace” is designed to guide those who seek to build a workplace where all individuals know they are equally valued and respected. In the “Fifteen Steps to an Out & Equal Workplace”, any reference to specific companies is intended only to illustrate a specific point relating to lesbian, gay, bisexual and transgender (LGBT) issues in the workplace. We support all companies and organizations in their efforts to become Out & Equal workplaces.