Town Calls are monthly hour-long webinars that feature guest speakers on current LGBT topics. We will discuss the issues, polices, benefits, trends and breaking news facing LGBT employees. This is an interactive learning experience with a Q&A session after each presentation. Town Calls are designed to help Employee/Business Resource Groups, Human Resources, executives and busy professionals. We also serve private sector, federal and non-profit employees. Town Calls are recorded so they can be used for training within your organization.

2015 Schedule

January — No Town Call

February 262015 Workplace Summit Kickoff

March 10 — The Clorox Journey: LGBT Marketing and Innovation

April 30 The Cost of Inconsistency: Quantifying the Economic Burden to American Business from the Patchwork Quilt of Marriage Laws

May 28 LGBT Self-Identification: Then and Now

June 17 We now pronounce you…What to do with domestic partners?

July 30

August 27

September 24

October 29

November 19

December 17

2015 Workplace Summit Kickoff
Thursday, February 26, 2015

2015 Workplace Summit Kickoff [Download PDF slides]
The Out & Equal 2015 Annual Workplace Summit will be held in Dallas, Texas from October 5-8. Find out about this year’s plans and how you and your company can be involved. The call will provide the planning details for your team, discuss the workshop proposal process, Outie awards and details on registration and housing. Whether this is your first or tenth Summit this call provides you with the tools to create a value added experience.

The Clorox Journey: LGBT Marketing and Innovation
Tuesday, March 10, 2015

The Clorox Journey: LGBT Marketing and Innovation [Download PDF slides]
Like many other Corporate ERGs, Clorox Pride is a group that successfully increases awareness and support for the LGBT community. We’re proud to say that we’ve maintained an HRC 100 score since 2006, because we know celebrating diversity while fostering inclusiveness is the right thing to do. However, we’d like to become a group that delivers positive business results through LGBT-marketing and product innovation. We’ve learned that it’s a challenge to shift organizational resources to support this goal without proven historical successes. Thus, the purpose of this working session is to share our objectives and successes thus far, but ultimately we hope to foster a discussion that will help all ERGs advance in their mission of driving business results through LGBT-inclusive marketing and product development.

The Cost of Inconsistency: Quantifying the Economic Burden to American Business from the Patchwork Quilt of Marriage Laws
Thursday, April 30, 2015

The Cost of Inconsistency: Quantifying the Economic Burden to American Business from the Patchwork Quilt of Marriage Laws [Download PDF slides]
This session will feature recent research conducted by Marsh & McLennan Companies on two topics of interest to LGBT employees and their employers.

The first part will examine the administrative and tax burdens borne by the employers and employees in the private sector due the inconsistent freedom to marry laws across the U.S. This patchwork quilt of marriage laws impose a billion dollar burden on the private sector and is part of the argument that will be set forth in the upcoming Supreme Court hearings.

Expanding the conversation globally, the second part of the session will focus on the topic of employee mobility. In a world where it is illegal to be gay in over 75 countries and over 150 countries pose moderate to extreme risks to the LGBT community, when it comes to global mobility, just how inclusive can we be? The discussion will review how best to attract, retain and protect LGBT talent in a global organization, and also examine how to handle the relocation of, and provide support to, LGBT expatriates.
Katie Kopansky, Senior Consultant, Oliver Wyman
Michael Grover, Consultant, Mercer
Scott Davenport, Chief Operating Officer, Freedom to Marry

LGBT Self-Identification: Then and Now
Thursday, May 28- 12:00 – 1:00pm Pacific Time
1 pm Mountain | 2 pm Central | 3 pm Eastern
Click to register
The LGBT Self-ID Community of Practice has been working since 2008 to advance data collection about LGBT employees in the workplace. Through anonymous engagement surveys and HR records, the concept of “what gets measured matters” has been a growing trend to identify and address the issues and opportunities for LGBT employees. Looking from a historical perspective, the best practices that were created through the LGBT Voluntary Self-Identification Community of Practice (CoP) are now paying dividends as more companies include voluntary LGBT demographic information. Companies are also working to extend this work to a global level. The next step is the application of this data to change the climate in the workplace. Join our presenters as we look back and look forward on self-identification. Our major topical areas will be:

  • CoP Work retrospect
  • Current work on LGBT self-ID (US Based)
  • Global perspective on self-ID

Tim Jarman, Assistant Director, Diversity and Inclusiveness Ernst & Young LLP
Kenneth P. Werner, Senior Advisor, Office of Global Diversity Chevron Corporation
Annette Coffey Director, Smarter Workforce, HR Technology Solutions IBM

We now pronounce you…What to do with domestic partners?
Wednesday, June 17- 12:00 – 1:00pm Pacific Time
1 pm Mountain | 2 pm Central | 3 pm Eastern
Corporations set the benchmark standard starting in the 90’s to provide employee equality on health care benefits by creating a domestic partner benefits program. Some companies included just same sex partners, while others expanded their programs to include employees with partners of the opposite sex. Qualifying requirements and “proof” of partnership required varied widely, and the tax and administrative burdens of offering such benefits were challenging. Nevertheless, corporations demonstrated a commitment to inclusion. Now with the potential of marriage equality across the country, companies are considering doing away with their domestic partner benefit programs. There may be valid reasons to considering doing so, but there are also important reasons to take a pause and consider all of the complex factors at play. There are federal, state and personal reasons that LGBT couples don’t marry. In addition, at least 55% of LGBT employees are not out at work and could be impacted by a change in their benefits. What is the best practice in this situation and how can companies continue to provide fair, comprehensive benefits for all their employees? Join us for this town call to discuss the key aspects to consider in analyzing the future of domestic partner benefit programs and recommendations based on the upcoming Supreme Court decision.