Audiorecordings of plenary sessions and workshop presentations
are available for purchase by filling out our CD
order form [PDF,
200KB].
The following list of workshops includes links to all available
presentations in PDF format. The workshops listed
are organized by the following interest categories:
There is also a schedule of all workshops offered at the
2005 Summit below.
THE ABC'S OF DOMESTIC PARTNER BENEFITS
Cynthia Goldstein
Domestic Partner Benefits have become an essential ingredient in attracting and
retaining qualified employees in today’s competitive market. This workshop
is designed to take you from conception through implementation, and will cover
both basic and complex issues that arise when
advocating for and implementing domestic partner benefits; strategies for implementing
domestic partner benefits; strategies for enlisting the support of corporate
decision-makers; how to avoid common pitfalls; and how to access available resources.
STATE OF THE (SAME-SEX) UNION: THE IMPACT OF SAME -SEX MARRIAGE
ON HR AND EMPLOYEE BENEFITS
Steve Wasik, J D Piro
A presentation and discussion from one of Hewitt Associates premiere
HR Legal Consultants on the developments surrounding same-sex marriage
in the State of Massachusetts and the HR implications for employers
and employee benefit plans. Through lecture, discussion, and presentation
materials, Hewitt will offer thought leadership and expertise for
employers regarding “The State of the (Same-Sex) Union.” There
are significant HR implications, particularly around Employee Benefit
Plans. The considerations and potential changes are important for
all organizations to understand. The goal is for organizations
to bridge law with their responsibility as Plan Sponsors. There
is opportunity for the LGBT community to be advocates and sponsors
for changes with their Plan Sponsors and to promote workplace equality.
BUILDING A STRATEGICALLY SOUND BUSINESS CASE FOR DOMESTIC PARTNER
BENEFITS
Cathy Woolard, Nancy Koeper, Kevin Jones
Today, convincing companies that Domestic Partner benefits are
both a good business decision, as well as the fair and right thing
to do, is even more complicated as the political environment continues
to divide our country over equal rights for the LGBT community.
This workshop is designed to teach you how to leverage your company’s
missions and policies to work in your favor in designing a business
case that will enlighten your organization and lead to positive
results. It is about understanding your business culture and then
formulating the best case and strategy to positively present your
case to the decision makers within your organization. This workshop
will also provide an opportunity for a panel discussion with two
business leaders who successfully implemented DPB within their
own Fortune 500 Companies.
“COMING OUT OF THE CLOSET” AS AN LGBT ALLY: THE
LEADING PRACTICE AT KODAK
Laurie Mancuso, Virginia Meredith, Kathy Myers, Jane Clark
Did it ever occur to you that an LGBT Ally is also on a journey,
that we are sometimes “in the closet” with certain
groups and “out of the closet” with others? Join this
Kodak team as they share personal Ally journeys in a rich, learning
environment of two-way dialogue with the audience. Laurie, Virginia,
Kathy and Jane will also share best practices to encourage and
leverage Allies to create an environment where everyone counts.
BEING OUT AND STAYING IN THE ORGANIZATION: FINDING AN LGBTA-AWARE
COACH OR MENTOR
Ann Johnston, Sean Burns
Coaching and mentoring are widely recognized as important for accomplishing
professional development goals. However, at times, LGBTA individuals
may find they lack a strong network of coaches and mentors. Others
in the LGBTA community may find themselves surrounded by excellent
coaches and mentors, but do not fully understand the process to
develop an effective coaching or mentoring relationship. This workshop
is designed to provide participants with a model for finding and
utilizing a personal coach or mentor.
HOW CHUBB TEACHES THEIR HR MANAGERS TO TRAIN MANAGERS AND EMPLOYEES
ON LGBT MATTERS IN THE WORKPLACE
Mary Scelba, Jenifer Rinehart, Valerie Aguirre
Experience the interactive learning process that Chubb provides
for its HR managers to teach them how company policies and procedures
can support or detract from a culture of inclusion for LGBT employees.
This case study based session will engage HR and Diversity managers
in a discussion of the various challenges that occur in the workplace,
how a company’s policies/practices form the foundation of
the culture that is created, and will walk through a variety of
workplace scenarios and best practice solutions. If you’ve
ever been faced with the “bathroom dilemma”, or what
to do when your employee asks for “gay marriage leave”,
come join the roundtable and exchange ideas with Chubb!
MALE-ON-MALE SEXUAL HARASSMENT: AN EMERGING ISSUE
Riki Wilchins, Danny Baker, Jennifer Brown
One in seven new sexual harassment cases reported to the EEOC is
now male-on-male: double the rate from just ten years ago and growing
quickly. In one widely reported case, Toys R Us was fined $250,000
for a category of claim that didn’t even exist only two decades
ago. How is this sort of harassment tied intimately to sexual orientation
and gender identity and expression harassment? Join a presentation
and open discussion about what your company needs to know about
this emerging area of liability and what they can do about it.
DEVELOPING YOUR COMPANY’S DIVERSITY AND INCLUSION STRATEGY
Mark McLane, Angela Roseboro
Angela Roseboro, corporate director global diversity and inclusion,
and Mark McLane, director global diversity and inclusion, will
outline the steps taken by Whirlpool Corporation in developing
and deploying the Corporation’s Diversity and Inclusion Strategy.
The workshop will walk participants through the timeline and resources
needed to effectively develop and deploy a comprehensive diversity
strategy and the barriers to success that will be encountered on
this journey.
BEYOND STRATEGY - TACTICAL EXECUTION AND MEASUREMENT OF SUCCESS
David Steindl, Kits Morgan, Sherry Green, Connie Jack
The panel will share details of how Boeing Employee’s Association
of Gays, Lesbians, and Friends (BEAGLES), and the Global Diversity
Office have executed their Integrated Global Diversity and Compliance
strategy over the past year. Come find out how they’ve used
tactical planning, managed program implementation, and measured
their success by creating organizational and cultural growth.
DEFENDING DIVERSITY PROGRAMS AND OTHER LGBT-SUPPORTIVE POLICIES
FROM ATTACK
Gregory Nevins
Many companies and their HR departments want to build a LGBT-supportive
environment but have concerns about the reaction from employees
hostile to LGBT issues. Questions arise as to what types of policies
an employer is free to adopt, to what extent the employer can require
compliance, etc. This workshop will look at actual lawsuits that
have been filed resulting in courts weighing in on what policies
are appropriate. In general, HR professionals will be pleased to
learn that courts generally uphold their LGBT-friendly policies.
There are a few pitfalls, however, and the workshop will explore
those in the hopes of educating companies so that they can feel
confidence in doing the right thing by their LGBT employees.
CREATING A SUCCESSFUL PRIDE NETWORK PROGRAM IN A DECENTRALIZED
BUSINESS ENVIRONMENT: THE CITIGROUP APPROACH
Sam Rubino, Robb Puckett, Erika Kohoutek, John Hawley
As a network takes root and grows in a company, the employee leadership
and HR/Diversity leaders need to create a platform that enables
the network and the company to achieve their goals. This workshop,
geared to both network leaders and HR managers managing network
programs, will seek to present the strategies, tactical plans,
operational tools and techniques Citigroup and its Pride Networks
developed over a three year period resulting in the growth of local
networks and best practices.
GENDER IDENTITY AND EXPRESSION: HOW TO BE INCLUSIVE IN THE
WORKPLACE
Amanda Simpson
Amanda will examine why gender variant employees are becoming more
visible in the workplace and explore the information that managers
and co-workers need for the business to operate effectively. This
will be an interactive workshop that builds upon the basics and
works through the tools available to employers. Participants will
discuss case studies, policies and practices to familiarize themselves
with techniques and skills they can use to shape an inclusive workplace.
GENDER ON THE JOB: THE NEXT EDGE IN WORKPLACE FAIRNESS
Riki Wilchins, Danny Baker, Jennifer Brown
Gender in the new workplace is changing. No longer a concern only
for transgender employees, workplace issues about gender now include
a “butch” lesbian who prefers sport coats to dresses,
a gay man derided by male coworkers as too “flamboyant,” or
a genderqueer teen who refuses
to do any specific gender. If gender is the new frontier, workplaces
are the new front lines. Participate in a lively, open discussion
on gender in the workplace for everyone from employees to managers
and LGBT groups.
TEAMING UP FOR A SUCCESSFUL TRANSITION
Rachel Beitz, Connie Vandenberg, Greg Waltz
When a transsexual employee makes the decision to change gender
in the workplace, there are many challenges that will face those
involved. An essential element to the success of such a transition
is an open and trusting relationship between the employee, human
resources and management. In this workshop, the main players in
one highly successful transition will discuss it from the viewpoints
of employee, HR and management and offer their roadmap, one which
helped to minimize problems and prevent the turmoil that can accompany
such a change.
THE COST OF TRANSGENDER HEALTH BENEFITS
Mary Ann Horton, Elizabeth Goza, Katheryn Kereliuk
If your company has or is seeking a 100% rating in the HRC Corporate
Equality Index, you may need to consider offering Transgender Health
Benefits. How much will this cost? Why does this matter? Will we
be faced with an army of transsexuals demanding that we pay for
sex reassignment surgery? How many transsexuals are there, anyway?
Come find out the answers.
TRANSITIONING
AT THE TOP: DR. JUDY LIVELY’S EXPERIENCE
TRANSITIONING ON THE JOB AS A PHYSICIAN-IN-CHIEF AT KAISER PERMANENTE
Judy Lively, Mary Lee Gates
This presentation will address transitioning from the dual perspective:
employee and administrator. What was done to prepare Kaiser Permanente
for the transition of one of its senior physician executives in
Northern California? Why has it turned out to be better for both
the organization and the individual? What lessons were learned
and what challenges remain? Winner of last year’s Outie award
for Workplace Equality, Kaiser Permanente, an integrated health
care delivery system, is at the forefront of promoting diversity
and inclusion of all LGBT employees and staff.
REFLECTIONS IN THE MIRROR: A DIALOGUE ABOUT GENDER IDENTITY
Denise Ajeto
This video workshop is the result of the collaborative efforts
of the presenter and three cohorts for their doctoral program in
Educational Leadership. The purpose of the project was to create
something that would serve as a bridge between the heterosexual
and LGBT communities. The team agreed they could best accomplish
their goal through the telling of one story in depth. Ultimately,
the team committed to tell Jaime’s story, the presenter’s
female-to-male transgender son. The film focuses on Jaime’s
experience and the presenter’s observations as a parent.
TRANS-INCLUSION: TRANSITION-INCLUSIVE HEALTH COVERAGE
Andre Wilson
Trans-exclusions in health coverage mean employees receive less-than-equal
benefits. Hear one union’s negotiating strategy that put
transpeople first. Find out how union membership answered their
own questions: Are transition services medically necessary? Expensive?
Doesn’t this affect only a few people? Are any insurers/employers
inclusive? Why fight for “model language”? Michigan’s
Graduate Employee Organization’s success story offers strategies
for mobilizing new allies and new resources, and answering a host
of questions that are key to transitioning your employer sponsored
health insurance to trans-inclusion.
FEATURED PANEL:
Beyond Transition: Effectively Leveraging Transgender Employees
in the Workplace
Panelists:
Maggie Stumpp
Prudential
Amanda Simpson Donna Rose
Raytheon Consultant
Much attention has been given to the potential disruption that
a transgender person can bring to the work environment. This panel
will highlight the “other” side that rarely gets discussed.
Once you look past what’s happening on the outside, what
special skills and attributes does a transitioning employee bring
to your organization? How can you best channel their newfound needs
and energies for long-term success? How can companies increase
retention, job satisfaction, and productivity through support of
their transitioning employees?
ON-THE-JOB GENDER TRANSITION: CREATING A WORKABLE PLAN
Matt Kailey
With the right plan in place, on-the-job gender transition can
be successfully managed by everyone involved. Designed for employers,
supervisors, human resources personnel, and transitioning employees,
this workshop covers key issues involved in a workplace gender
transition and discusses how employers and transitioning employees
can create and implement a successful on-the-job transition plan.
The presenter transitioned from female to male in a long-term job
and includes his personal experiences.
OWNING
THE “T”: HOW A LONG-TIME LESBIAN ACTIVIST
DEVELOPED A PASSION FOR GENDER IDENTITY & EXPRESSION WORKPLACE
ISSUES
Louise Young with Lynn Conway assisting
Ancient wisdom holds that a person should seek enlightenment the
same way one whose “hair is on fire” would seek water--
with utmost urgency. Raytheon’s Louise Young, a lesbian activist
since 1971 and winner of Out & Equal’s 2002 Trailblazer
Award, will offer her insights on the urgent need for LGB activists
and allies to embrace gender identity and expression workplace
issues. Professor Lynn Conway, world-renowned engineer who transitioned
in 1968, will join Young to offer perspective and commentary.
NAVIGATING THE TRANSGENDER SPECTRUM
Datti Kapella, Cindy Batz, Jeanine Williams
Increased social and cultural tolerance of the LGBT community coupled
with the increased accessibility to LGBT-related information via
the Internet have enabled a greater proportion of the population
to explore their own sexuality and place on the gender spectrum.
The LGB part of the LGBT community has been studied quite extensively
and is generally understood as a sexual orientation on the part
of the participants. The “T” component is more ambiguous
and less understood. This workshop explores transgenderism, the
language used, and some implications of being transgender.
HOW KODAK CREATES EFFECTIVE LGBT EDUCATIONAL PROGRAMS
Marge Meyer, Renee Spang
This workshop will provide an overview of the education programs
developed by the Lambda Network at Kodak. These programs help educate
employees, HR personnel, and managers on LGBT workplace issues.
The objectives of the various programs, target audience and audience
size will be discussed. Marge and Renee will emphasize the “how
to” and what is needed to make these programs successful.
They will also review what is needed in terms of management desire,
support, and leadership.
GLEAM’S POST MORTEM REVIEW OF MICROSOFT’S GAY
RIGHTS POLICY REVERSALS: LESSONS LEARNED AND SUGGESTIONS FOR
OTHER ERGS
Samantha Britney, Willis Johnson, Jim Casey
In 2005, Microsoft changed its public position on gay civil rights
legislation twice. The turmoil was extremely stressful for the
newly-elected GLEAM Board, which found itself at the center of
a crisis. The workshop will cover: what really happened; why Microsoft
changed its position; the
role of pressure from fundamentalists; the impact of press leaks
and public resignations; the power of cogent dialogue; conclusions
of our post mortem review; best practice suggestions for other
ERGs.
THE WORKPLACE REVOLUTION: WHAT ACCOUNTS FOR SUCCESS (AND TEMPORARY
FAILURE) AMONG EMPLOYEES FIGHTING FOR EQUALITY?
Nikki Raeburn
In 1990, no major corporations offered domestic partner benefits
to LGBT employees. By mid-2005, almost 50% of Fortune 500 companies
had adopted equitable benefits, and over 80% had gay-inclusive
nondiscrimination policies. How and why have these workplace gains
come about? While LGBT employee groups typically drive such changes,
what other internal and external factors help to explain success?
This workshop will provide concrete answers based on years of research
conducted by the presenter (including in-depth interviews with
human resource executives and leaders of LGBT employee groups,
surveys of nearly 100 Fortune 1000 companies, intensive case studies,
and participant observation at workplace conferences). With a critical
understanding of the factors that drive change, participants can
more effectively carry on the revolution in their own workplace.
KODAK’S
ERG/HR PARTNERSHIP IN ACTION
Dan Sapper, Lisa Vitale, Mary Wright, Denise Zimmerman
The Lambda Network at Kodak (an employee resource group) has an
established strategic partnership with Kodak Human Resources. Presenters
from HR and Lambda will discuss activities and results for strengthening
HR capability to respond to LGBT issues, assess corporate policies,
and reach out beyond corporate headquarters. They will discuss
progress in the company’s journey to understand and respond
to the needs of transgender employees and will share future action
plans for the partnership team.
CREATE
A WATERSHED EVENT FOR YOUR ERG: THE CASE STUDY OF RAYTHEON’S
2005 GLBTA LEADERSHIP SUMMIT
Greg Moore, Robert Perez, Linda Taylor, Louise Young
Magnify your impact on creating an out-friendly workplace! A stellar
team of experts created the 2005 Raytheon GLBTA Leadership Summit.
Using a company-wide GLBTA questionnaire, this workshop guided
GLBTA leaders through an assessment of an ERG’s impact on
being out in the workplace. This design team will present their
innovative process and content, and offer tips for creating your
own summit. Participants will assess their ERG and plan for actions
to increase ERG impact and effectiveness.
ERGS: THE POWER OF CONNECTING
Linda McConley, Philomena Morrissey Satre, Ron Traxinger,
J. David Smith
Find out how Wells Fargo’s 76 ERGs (23 of which are PRIDE
groups) have significantly contributed to creating a welcoming
and inclusive environment for LGBT team members by connecting,
partnering and sharing best practices with each other, business
line diversity councils, the corporate diversity council, and other
key corporate partners across the company.
CREATING A SUCCESSFUL PRIDE NETWORK PROGRAM IN A DECENTRALIZED
BUSINESS ENVIRONMENT: THE CITIGROUP APPROACH
Sam Rubino, Robb Puckett, Erika Kohoutek, John Hawley
As a network takes root and grows in a company, the employee leadership
and HR/Diversity leaders need to create a platform that enables
the network and the company to achieve their goals. This workshop,
geared to both network leaders and HR managers managing network
programs, will seek to present the strategies, tactical plans,
operational tools and techniques Citigroup and its Pride Networks
developed over a three year period resulting in the growth of local
networks and best practices.
BUILDING AND MAINTAINING LGBT EMPLOYEE RESOURCE GROUPS
Joseph Bertolotti, Tony Tenicela
The LGBT constituency composes approximately six percent of the
workforce and LGBT individuals represent a highly educated segment
of the population, but research suggests that companies are not
delivering on LGBT inclusion. To address this problem, some companies
use employee resource groups (ERGs) to reach out to the LGBT community.
ERGs offer a viable solution both to foster inclusion and complement
diversity strategy to deliver on business objectives. This workshop
will explore leading practices for how companies establish and
implement LGBT ERGs.
USING SUSTAINED DIALOGUE AROUND LGBT ISSUES IN THE WORKPLACE:
RESULTS, PRACTICES AND TOOLS TO TAKE AWAY
Marty Finkle, Amy Zuckerman, JD Schramm, Jaye Holly
Dateline: Orlando, FL, American Society for Training and Development
Conference (ASTD), June, 2005. Between 60 and 100 HR and Training
Professionals gathered to dialogue around four topics and the impact
on their work with the business units. Come hear what they discussed
and join in a dialogue around training and ERGs, how they work
together, inclusive leadership development’s impact on retention,
and LGBT issues in this political environment.
LEVERAGING LGBT DIVERSITY NETWORKS ACROSS THE GLOBE
Gregory Manko, Jean-Luc Vey, Andrew McFarland, Denise Montana
Representatives of the Deutsche Bank LGBT employee resource group
in the Americas, UK and Germany and from the Banks Global Diversity
Team will present our activities worldwide and pinpoint the challenges
and potential of a global employee network. We will then offer
a practical group exercise on the experience of founding an international
LGBT employee resource group, focusing on the “dos” and “don’ts” as
well as the potential risks and rewards.
MAKING CONNECTIONS
Drusilla Quilley, Edward Otto Zielke, Roni Noble
Making Connections will examine the powerful benefits of partnering
with other networking groups or companies. This workshop will also
provide the tools to “make connections” and share best
practices from those companies and networking groups that have
already made connections with one another.
CREATING MAXIMUM IMPACT WITH YOUR EMPLOYEE RESOURCE GROUP
Eric Lybeck, David Court, Karen Sachs, Candi Wallace, Kristi
Richard
In five years, the Cargill Rainbow Alliance created maximum impact
in their company by focusing on growing membership, building collaborative
working relationships with other employee councils, engaging strong
supportive allies, and recognizing members. The Cargill team invites
you to join them for an interactive session to develop the best
practices that will help all employee councils become even greater
forces in improving workforce diversity.
ALL
HANDS FOR OUR BRAND: HOW KODAK’S ERGS HELP TO MEET
COMPANY STRATEGIES
Amy Friend, Nancy Laurie, Eduardo Correia
Employee Resource Groups (ERGs) help their companies compete. In
today’s competitive climate, it is even more critical we
have “All hands for our brand.” This presentation will
explore how ERGs can function as value differentiators for their
company to compete in the diverse marketplace. “All hands
for our brand” discusses how to connect your ERG to company
partners and the community, which benefits the company, your ERG
and the community at large.
THE
POWER OF ERG - DRIVING CHANGE IN THE CORPORATION & COMMUNITY
Steve Wasik, Breanna Simmons-Speed, Allison Joseph
ERGs have infi nite power to share with their employers and the
community. But what’s the best way to create change? How
do you energize your constituents to be part of the vision? Can
you predict/adapt to roadblocks? This workshop will help you develop
your ERG strategy for making a positive impact on where you work
and live.
WHEN YOUR NETWORK IS ALL SPREAD OUT... COALITION BUILDING ACROSS
GEOGRAPHICALLY DIVERSE ORGANIZATIONS
Liz Winfeld, David Shields
Not only can there be, and should there be, cooperation across
networks, there also needs to be cooperation across LGBTA networks
that must operate in remote fashion across the regions of a company.
This can be inordinately difficult just due to the geographical
challenges... but the challenges seldom stop there. In many cases
what happens is a focused and fulfilling effort for LGBTA networks
that operate “at HQ” but the further you get from that
epicenter of decision-making, money and visible support, the more
things start to unravel. In this program, the facilitators will
offer a specific case study (State Farm) of an ERG just learning
how to build cooperation across its many regions, with and without
all the tools necessary to do that. They’ll also offer strategies
as to how to overcome obstacles and begin to build a truly organizational-wide
structure in a fragmented environment.
TEN THINGS LGBTS AND ALLIES NEED TO KNOW ABOUT ERGs
Gayle Gibson, Marilyn Hyte, Ellen Dahl
This workshop will provide fun learning for those interested in
starting or improving their LGBT ERGs. Come compete in a game show
for prizes sponsored by DuPont, as they share useful information
on ERGs, including a decade of learning on being global, leveraging
allies, and the power of inclusion by working with other diversity
networks. Add to the fun facts and categories in the game show
by sharing what you know.
ENGAGING ALLIES - AS A SUCCESSFUL COMPONENT OF YOUR LGBT EMPLOYEE
RESOURCE GROUP STRATEGY
Carol Frank, Clark Sterner
The Gays, Lesbians and Allies at Dow (GLAD) strategy from the outset
included a challenging goal of 70% ally participation. Setting
this goal and meeting it had surprising results: it helped the
group quickly achieve many of its other objectives including fully
inclusive corporate policies and benefits. This workshop will focus
on why allies are an important strategy component and how you can
make use of these advocates in your workplace for driving culture
change.
THE
EVOLUTION OF A SUCCESSFUL EMPLOYEE RESOURCE GROUP - SC JOHNSON’S
LGBT BUSINESS COUNCIL
Gary Osifchin, Rose Russell, Daren Smalkoski
In this session, current and past leaders of SC Johnson’s
Gay & Lesbian Business Council will share its history, structure,
processes, challenges and accomplishments since formation in 1997.
The GLBC’s mission is to support SCJ’s vision of a
diverse workforce by promoting an inclusive environment that fosters
awareness of workplace issues affecting LGBT employees. Participants
will learn best practices for starting and running a successful
LGBT ERG within a corporation and the pitfalls to avoid.
OUT & EQUAL: STARTING A REGIONAL AFFILIATE
Dan Tussey, Martin Kamen, Victor Villegas
Looking for ways to continue the networking and educational programs
you enjoyed at the Summit? Consider forming an Out & Equal
Regional Affiliate in your home town! In this workshop, Out & Equal
staff and Regional Affiliate leaders provide an overview of the “Guidebook
for Regional Affiliates” and the affiliation process. Presenters
will share best practices for creating an affiliate structure and
calendar of dynamic events.
FAITH AT WORK: THE FINE BALANCE BETWEEN RELIGIONS AND SEXUAL
ORIENTATION
Michelle Phillips, Randy Lord
Participants in this workshop will learn the specifics of the challenges
faced by employers when confronted by staff with opposing religious
beliefs. This interactive workshop will equip employers with a
thorough understanding of the legal issues concerning religious
expression in the workplace. Participants will gain a greater understanding
of religious discrimination laws and the employer’s duty
to reasonably accommodate sincerely held religious beliefs. The
workshop will also address the role of ERGs and promoting tolerance
in the workplace.
BUILDING THE BUSINESS CASE FOR DIVERSITY: NOT JUST THE RIGHT
THING TO DO BUT THE SMART THING TO DO
Sam Van Alstyne, Rob Shook
Many of us understand that building a diverse workforce is simply “the
right thing to do” from a social justice standpoint. But
how does it affect the bottom line? Quite nicely, thank you. This
workshop will explore the various ways a LGBT-inclusive workforce
and a solid sales and marketing strategy can open doors into new
markets and give better access to top talent. Participants will
start by building the business case that helps corporate leaders
understand this is not just “the right thing to do” but
the smart thing to do.
AFTER
THE SUMMIT: KEYS TO PUBLICIZING THE 2005 OUT & EQUAL
WORKPLACE SUMMIT AT YOUR COMPANY
Rob Fanning, Gregory Manko, Nichole Soterwood
This workshop will provide insight and methods to more effectively
publicize the successes of the 2005 Out & Equal Workplace Summit
within your company. Learn ways of maximizing opportunities after
the summit to reach others though strategic targeting of your potential
audience. Participants will receive a CD with a PowerPoint template
to help participants build a 2005 Out & Equal post-summit briefing
for their company.
WHO’S REALLY ON FIRST?
Dave Pallone
Dave Pallone is a former Professional Baseball Umpire, who lost
his job through discrimination. His workshop relates to the difficulties
of living two lives, one in the workplace and an employee’s
personal life, and how understanding sexual orientation helps create
a more positive work environment for both the LGBT employee and
others. Dave will talk about the journey of achieving excellence
and inner peace after accepting who you truly are!
OUT & EQUAL: INTRODUCTION TO BUILDING BRIDGES LGBT DIVERSITY
TRAINING
Dan Tussey, Alisha Klatt, Martin Kamen
Learn more about Out & Equal’s Building Bridges LGBT
Diversity Training and how this powerful curriculum can benefit
your organization! For over 15 years, Out & Equal’s Building
Bridges training program has been used to increase awareness of
LGBT issues in the workplace, and has provided participants with
tools to create more inclusive work environments. In this interactive
workshop, Out & Equal certified trainers will present an overview
of the program content and address questions and concerns about
delivering this training in diverse workplace settings.
FEATURED PANEL:
Making the Connections: Race, Gender, and Sexual Orientation
Panelists:
Yvette Burton, IBM; Ronald Moore, Hewlett-Packard; Ana Soler, FrontRange
Earth Force; Stephanie Turner, Motorola
Panelists will discuss the joys and challenges of being part of
many communities. What particular struggles do people who experience
multiple forms of oppression endure, and how do they navigate and
balance on the tight rope of acceptance in the workplace?
PRESENTING YOUR GAYNESS AS AN ASSET
Marilyn Pittman
This session presents a positive, humorous look at how being gay
in the workplace can work in your favor. How being out can be fun
and powerful. How developing your presentation style in meetings
and speeches without changing your ‘gay’ voice, can
work to enhance your brand.
THE GLOBAL STATE OF BEING LGBT - 2005
Craig Reisser, Brad Salavich
This workshop provides an understanding of issues relevant to the
LGBT community globally including the latest on the political and
social trends concerning the LGBT community and an assessment of
developments outside the US in the last twelve months. You will
hear how companies have addressed the challenges of promoting LGBT
workplace equality globally. Afterwards you will be better equipped
to promote LGBT equality internationally within your company.
LGBT MARKETING IN THE CURRENT POLITICAL ENVIRONMENT: BACKLASH
STRATEGIES
Wes Combs, Daryl Herrschaft, Tim Kincaid, Randy Lyons, Kathryn
Stock
In 2005, the American Family Association ended a so-called nine
year boycott of Disney, while starting one against Kraft and Ford.
Microsoft heard from the gay community when it originally decided
to stay neutral on Washington state’s LGBT workplace legislation.
Gay marriage still looms as an issue that family values conservatives
use against companies with LGBT friendly policies. Come hear how
companies dedicated to LGBT equality in the workplace and the marketplace
are navigating this terrain.
BEING GAY IN THE REAL WORLD: EFFECTIVE STRATEGIES FOR LIVING
OPENLY AS A LGBT PERSON IN THE WORKPLACE
Keith Swain
This interactive workshop is appropriate for openly LGBT people,
those in the process of coming out, and those who are able to assist
others in this process. Keith will address both individual issues
(effective -- and non-combative -- coming out processes, personal
fears, the effect of self-esteem and internalized homophobia, and
peer acceptance) and management issues (concerns of subordinates
/ supervisors, boundaries in social / business contacts and understanding
the positions of those in opposition).
FEATURED PANEL:
Corporate Attitudes Toward Sexuality
Panelist:
Brian McNaught, Consultant
Moderators:
Deb Dagit, Merck; Kathy Marvel, Chubb
Is it politically correct to ask if a company has “sexual
health?” Are we bringing “sex” into the business
world? Is there a common denominator in sexual harassment, intolerance
of LGBT “lifestyles”, anxiety over bathroom use by
transgender employees, and other issues that involve body image,
gender expression, and cultural influences on what is considered
normal, attractive, or in the company’s best interest? This
panel will explore a new way of looking at old issues and provide
the opportunity to introduce the concept of a corporation having
the potential for “sexual health.”
SEXUAL ORIENTATION AND RELIGION: FINDING COMMON GROUND
Liz Winfeld
There is an overwhelming sense in most organizations that ERGs
or workplace education initiatives formed around sexual orientation
are automatically in conflict with those that take various religious
viewpoints into account. This need not be the case when people
focus on what both of these groups or endeavors have in common,
as opposed to those areas in which they do, sometimes, conflict.
In this session, participants will learn how to manage objections
to inclusion on the basis of sexual orientation due to “religion” and
also, perhaps more importantly, what is already available to build
bridges between what appear to be, but aren’t always, diametrically
opposed groups and interests.
MENTORING YOUNG LGBT SCIENTISTS, ENGINEERS, AND TECHNICAL PROFESSIONALS:
FOSTERING ACADEMIC, CORPORATE, AND PROFESSIONAL SOCIETY PARTNERSHIPS
Rochelle Diamond, Amy Ross, Miriam Feldblum, Chase Hawkins, Jeffrey Ehrenberg
In today’s highly competitive environment, the next generation
of LBGT scientific, engineering, and technology professionals must
be able to successfully integrate their unique knowledge and skills
into the corporate workplace. This workshop will feature academic,
corporate, and professional association executives who will discuss
targeted mentoring programs that assist students and entry-level
professionals with practical guidance and the tools to succeed.
Such alliances will be mutually beneficial to LGBT students, professionals,
and the corporate world.
TARGETED AND PRIVILEGED: THE IMPORTANCE OF ADDRESSING WHITENESS
WITHIN THE LGBT COMMUNITY
Laurie Lippin
Working on LGBT safety and equity issues in the workplace and community
is essential but what about the oppression that exists internally?
An invisible white norm that is pervasive may discourage LGBT folks
of color from participating in a unified coalition. Participate
in this popular interactive workshop offered for the third time
at O & E to raise your consciousness, enter the dialogue, and
further the work of inclusivity in the LGBT world.
FEATURED PANEL:
The Same Sex Marriage Debate: Its Effects on the Workplace
Panelists:
Kate Kendell, Executive Director, National Center for Lesbian Rights
Evan Wolfson, Executive Director, Freedom to Marry
In today’s political climate, beliefs about same sex marriage
divide the country. While national debates thrive in the media,
the real life workplace becomes an integral space to engage those
who may have differing opinions. Panelists will explore ways to
engage family members, friends and neighbors in conversations about
how discrimination harms, why the freedom to marry matter, and
what allies need to do to speak out and show support.
AUTHENTIC LEADERSHIP: THE UNIQUE VOICE OF LGBT LEADERS
Paula Jones
Leadership success is built on vision, courage, trust and accountability.
Because of their unique relationship to mainstream culture, LGBT
people face constant opportunity to build this success just by
being who they are. In this interactive workshop, we will explore
how the choices we make can help us become authentic, effective
leaders whether advocating for LGBT workplace concerns or carrying
out our normal responsibilities and develop a strategy for building
leadership success after the conference.
IS IT SAFE FOR A BRAND TO “COME OUT” IN TODAY’S
CONSERVATIVE ENVIRONMENT?
Howard Buford, Andy Bagnall
Republicans in the White House, conservatives head the FCC and
FOX News rules the airwaves. Just a bad dream, or is this the reality
of today’s consumer environment? And what does this mean
for brands that want to capitalize on the increasing visibility
and buying power of the LGBT segment? This workshop will discuss
how smart marketers can navigate the current social landscape and
successfully implement an LGBT advertising and marketing effort.
DON’T ASK, DON’T
TELL: HOW ATTITUDES AND ENFORCEMENT HAVE CHANGED SINCE 9/11
Zoe Dunning, Jim Maloney, Geoffrey Bateman, Sharra Greer
Since 1994, more then 10,000 service members have been discharged
under Don’t Ask, Don’t Tell. Imagine if this were an
employer in your community. And imagine if they were using your
tax dollars to hire and train replacements. This workshop will
explore what the Don’t Ask, Don’t Tell policy is and
is not, its implications on military readiness and the Global War
on Terror, and how attitudes and enforcement have changed since
9/11.
DANCE OF LEADERSHIP
Robin Johnson
Dr. Johnson is a performing artist and teacher of fusion-style
tribal dance. Dance of Leadership provides a physical metaphor
for leading and following and teaches us many lessons. In this
session you will learn several aspects of leadership from an LGBT
perspective including: an inclusive, empowering definition of leadership;
your personal dance/leadership style -- how to know it, how to
develop it and when to use it effectively; that leadership is more
than position or power over others -- leadership is a relationship
between followers and leaders; and, that leaders come in all shapes,
sizes, levels, colors, and genders. You will be introducted to
a wide range of leader examples -- from Alexander the Great to
Margaret Cho.
WHERE DO WE GO FROM HERE? PROPOSED AND PENDING LEGISLATION
IMPACTING LGBT ISSUES IN THE WORKPLACE
Angela Duerden, G. Harrison Darby
This workshop will explore the new proposed and pending legislation
that will impact how an employer must deal with LGBT issues. Participants
will learn about pending state and federal legislation encouraging
equality in the workplace, as well as legislation affecting LGBT
rights.
PRIME TIME PLAN: LGBT SENSITIVITY IN COMMERCIALS
Mike Wilke
Gay stereotypes, homophobia and transphobia are frequently used
tools for comedy in commercials, so are today’s quickly changing
perspectives on the LGBT community being reflected? Are corporations
ready for an increasingly gay friendly world? What creative approaches
work, or don’t, and why? Veteran advertising business journalist
Michael Wilke, analyzes the way 40 mainstream commercials represent
(and exploit) LGBT people. The presentation, presented with Best
Practices guidelines explores a growing aspect of diversity few
corporations consider.
CAN WE TALK? EFFECTIVE DIALOGUE BETWEEN LGBT EMPLOYEE GROUPS
AND CONSERVATIVE RELIGIOUS CO-WORKERS
Deborah Flick
In this experiential workshop participants will learn a “road
tested” dialogue format that builds bridges, listening and
reduction of stereotypes between conservative religious co-workers
and LGBT employee groups. The format can “stand alone” as
a diversity-education module or be used to enhance existing diversity
training programs. In creating the approach, Dr. Flick expands
on her original work, From Debate to Dialogue, and adapts the best
dialogic practices that have emerged over the last decade.
NEW STRATEGIES FOR WORKPLACE EQUALITY
Malcolm Lazin, Louis Thomas, Ian Ayres
In fall 2003, there were 177 (35.2%) Fortune 500 Companies that
did not provide LGBT workplace protection. By initiating a new
approach, that number has been reduced to 75 (15%) non-compliant
companies. The panel explores how the increase to 425 (85%) of
the Fortune 500 Companies providing workplace protection was achieved
and an innovative stratagem for using a new SEC regulation to augment
that number. The panel will discuss the idea of moving from non-discrimination “policies” to
non-discrimination “promises”. A license (available
at www.fairemploymentmark.org) allows any employer to promise not
to discriminate.
LGBT SUPPLIER DIVERSITY: WHY YOUR CORPORATION SHOULD CARE
AND WHAT YOU CAN DO TO GET THEM INVOLVED
Justin Nelson, Mark Ng, Patricia Vivado, Bob Williams
Join the National Gay & Lesbian Chamber of Commerce for a panel
discussion on LGBT supplier diversity. You will hear from the NGLCC
and many of its corporate partners that have instituted LGBT supplier
diversity initiatives. The panel will discuss the business case
for adding certified LGBT suppliers to a corporation’s diverse
supply chain as well as tools and advice for getting your corporation
involved. Learn why LGBT supplier diversity makes sense and how
corporations have benefited from their NGLCC relationship.
HOW MTV LAUNCHED LOGO: THE FIRST ADVERTISER SUPPORTED GAY TV
CHANNEL
Wes Combs, Tom Watson, John Nash
In this panel, participants will hear how the team at MTV and Logo
worked to bring to life the first advertiser supported cable channel
targeted at LGBT viewers. The road to Logo involved a multi-tiered
strategy, bringing together: corporate marketing strategists, communications
experts, grassroots marketing tacticians, community leaders, elected
officials, and advertising experts. Participants will learn how
Logo successfully launched the channel in the current political
environment. They will also hear directly from marketers about
their current campaigns and marketing partnerships with Logo, providing
a new way for brands to reach a market with $610 billion in buying
power.
Featured Panel
HRC CORPORATE EQUALITY INDEX: SETTING THE STANDARD FOR LGBT INCLUSION
Panelists:
Daryl Herrschaft, John K. Barry, Emily Jones, Maggie Stumpp
The HRC Corporate Equality Index is the only national, comprehensive
measure of corporate diversity initiatives for LGBT employees,
consumers and investors. The index is a valuable tool to LGBT employees
in advocating for change in their workplaces. This session will
explore the impact the CEI has made and how it is used within companies.
We will discuss the future of the CEI and the proposed changes
for 2006. Attendees will leave armed with the information they
need to continue to expand opportunity and benefits for LGBT people
within corporate America.
ADVOCACY: DESIGNING A STRATEGY FOR CHANGE
Jennifer Brown, Joseph Bertolotti, Steven Honig
Have you ever wondered why advocacy efforts fail? Think it was
a bad idea? A bad day? Rotten luck? Think again. Strategies for
successful advocacy efforts are rooted in the principles of change
management. Discover the building blocks required to bring about
change in your organization. Taking time to create a solid foundation
for change will support your advocacy efforts far into the future.
You’ll never think about advocacy the same way again.
THE BUSINESS CASE FOR DIVERSITY: UNDERSTANDING THE MARKET...BUILDING
A STRATEGY
Maria Campbell, Toni Gray
In this session, Maria and Toni will share market facts that shaped
learning at SC Johnson where diversity is a strategic business
imperative. They will also identify key steps used to craft a diversity
strategic plan. The discussion outline will include: The Market
Facts; Steps to Craft a Strategic Plan; The Importance of an Integrated
Plan; How SC Johnson’s Gay and Lesbian Business Council makes
the connection.
AN OPEN MEETING OF THE NATIONAL ADVISORY COMMITTEE FOR REGIONAL
AFFILIATES
National Advisory Committee Members
Those who are interested in guiding the future development of regional
affiliates are encouraged to come to share ideas and thoughts.
Co-chairs of Out & Equal’s regional affiliates will lead
this discussion. It’s an opportunity to gather ideas and
suggestions about ways to strengthen affiliates and establish more
organizational cohesion. What program and networking support is
needed from Out & Equal national? How can affiliates provide
increased support to Out & Equal?
FEATURED PANEL:
Boundaries and Beliefs: Navigating the Waters of Religion in the
Workplace
Panelists:
Sam Rubino Victoria Rue
Citigroup Roman Catholic womanpriest
Lowell Selvin Donna Red Wing
PlanetOut Interfaith Alliance
Separation of “church” and state is an increasingly
relevant topic in government as well as in our communities. What
about separation of church and work? How do HR managers navigate
the sometimes choppy waters between LGBT equality and employees
who attribute their negative attitudes as being taught by their
church? The panelists will respond to these questions and others
as they look at LGBT issues in the workplace and the sharing of
the principles of religious practices.
EXPLORING VISIBILITY IN THE WORKPLACE AS AN LGBT EMPLOYEE OR
ALLY
Ronna Dornsife
The LGBT visibility spectrum ranges from being closeted to being
out as your company’s LGBT or LGBT ally poster child. You
are invited in this workshop to examine your current position along
this spectrum, share your experiences, and explore personal choices
about levels of visibility. Using common workplace scenarios, you
will be challenged to try on new “shades” and decide
if you are ready to be seen in a new light in your workplace.
PLANNING A COLORADO REGIONAL AFFILIATE
Clint Cresawn, Terry Hildebrandt
Individuals from Denver and throughout Colorado are gathering at
this time to discuss the local formation of an Out & Equal
regional affiliate. Come join in the planning and continue the
networking and education events experienced at this Summit. This
meeting is a follow-up to the Thursday morning workshop, “Starting
a Regional Affiliate”.
