2014 Virtual Summit series

Our Virtual Summit series brings you some of the highest rated workshops from the 2013 Out & Equal Workplace Summit. The topics covered the key areas you are working on as you move towards workplace equality. Wishing you could share the experiences you had at Summit with your other colleagues?  This series can bring the Summit home and provide a platform for discussions within your Employee Resource Group. Thinking about attending in 2014?  This is also a great opportunity to see the caliber of workshops that are presented at the annual Summit.

Here are the workshops that were presented:

I'm Not LGBT...Not That There's Anything Wrong with That

Jean-Marie Navatto, Director of Equality Partnerships for PFLAG National

Tuesday, Jan 21, 2014 - 12 pm Pacific Time
1 pm Mountain | 2 pm Central | 3 pm Eastern

Straight allies in the workplace are some of the strongest advocates for equality we have. However, being one of these unexpected, and often less immediately visible messengers of why equality is an issue for everyone, is not without its own challenges. Find out how to effectively communicate why you're an ally (and why saying it matters), get the language to articulate the ally angle on the business case for equality and ERG involvement, and learn how to turn awkward experiences (like when a colleague tells a gay joke) into teaching moments that boost inclusion at work. Whether you're a new or seasoned ally or an LGBT person looking for ways to help empower your allies, we've got answers.

Click here to to listen to our podcast!

*Due to proprietary information from PFLAG, we cannot release the slides for this podcast* [PDF]

Download the audio recording [mp3]


 

The New CEI: Getting Ready for the 2016 Changes

Thursday, Jan 30, 2014 - 12 pm Pacific Time
1 pm Mountain | 2 pm Central | 3 pm Eastern

This year, the HRC Foundation announced changes to the scoring system of the annual Corporate Equality Index survey, to go into effect in calendar year 2015 for the 2016 survey and report. All of the changes stem from one guiding principle: that discrimination has no place in a top-rated CEI business. Under the new scorecard, a business must ensure that the principles of non-discrimination and LGBT equality include: a global non-discrimination policy and/ or global code of conduct that specifically prohibits discrimination on the basis of sexual orientation and gender identity; a requirement that suppliers and vendors must abide by the business's own fully inclusive non-discrimination policy; and, a requirement that a top-rated business does not contribute funding to organizations with a written policy or mission of discrimination on the basis of sexual orientation or gender identity. Join us as we talk about how to maintain a high score on the CEI and highlight best practices in each new criterion.

Watch our podcast!

Download the slide deck [pdf]

Download the audio recording [mp3]

 

 


The Power of LGBT in the Growth Markets

Silvy Vluggen &Anthony Tenicela, IBM

Tuesday, Feb 4, 2014 - 9 am Pacific Time
10 am Mountain | 11 am Central | 12 pm Eastern

Implementing culturally sensitive LGBT programs in the world's fastest growing economies can be challenging for multinational corporations. In many growth markets, barriers such as a penal code criminalizing gay relationships and non-supportive legislation are unfortunately still a reality today. Long recognized as the global leader for implementing LGBT programs and policies, IBM is committed to providing a safe, open and inclusive working environment for its  440,000+ employees worldwide. This workshop presents best practices and lessons learned on how IBM has addressed the LGBT community from a workplace and marketplace perspective in key growth markets, such as China, India, ASEAN, Eastern Europe and Latin America.

Click here to listen to our podcast!

*Due to proprietary information from IBM, we cannot release the slides for this podcast* [PDF]

Download the audio recording [mp3]



Growing Ally Engagement and Involvement at Target

Tom Flicker, Ph.D. Principal Product Engineer at Target

Tuesday, Feb 11, 2014 - 12 pm Pacific Time
1 pm Mountain | 2 pm Central | 3 pm Eastern

In 2011 Target's Employee Resource Group added ally to their name (LGBTA) and declared 2012, "The Year of the Ally". By having a strategic focus on engaging and educating allies, primarily through monthly events, communication, internal social media, and unique ally-branded materials, engagement grew significantly (+75% increase in membership).  In this workshop, Target will share their ally strategy, specific tactics, successes, and challenges as they've worked to energize the ally base and grow allies into advocates.

Click here to listen to our podcast!

Download the slide deck [PDF]

Download the audio recording [mp3]

 


 

Executive Sponsors: Use'em or Lose'em 

Trung Tieu, moderator - PepsiCo; Gib Murray & Larry Harrington, Raytheon

Michael Aiello & Joan Pertak, PepsiCo; Alexia Ward & Peter Kingm, Ernst & Young 

Kelly Miller, Thomson Reuters

Tuesday, Feb 18, 2014 - 12 pm Pacific Time
1 pm Mountain | 2 pm Central | 3 pm Eastern

Executive sponsors are a vital resource to Employee Networks as mentors, advisors, and, in the case of the LGBT networks, as highly visible champions. How do you build a good working relationship between network leaders and Executive Sponsors? Ernst & Young, PepsiCo, Raytheon, and Thompson Reuters share their experiences in developing these relationships. Whether together for several years or only a few months, our panelists will provide best practices for establishing, maintaining and leveraging strong sponsor/leader relationships.

Click here to listen to our podcast!

Download the slide deck [PDF]

Download the audio recording [mp3]


Discovering Strength in our Diversity: Voices of Latino/Latina/Hispanic LGBT/Allies

Manny Espinoza, National Director, ALPFA

Monica Marquez, Bank of America

Thursday, Feb 27, 2014 - 12 pm Pacific Time
1 pm Mountain | 2 pm Central | 3 pm Eastern

Companies talk about the business case for expanding diversity initiatives and providing space for employees of like minds to come together through Employee/Business Resource Groups. But “bringing our whole selves to work” is not a one dimensional concept. How do Latino/a and Hispanic employees who are LGBT or allies navigate the challenges of culture and community they may face at work and at home? Hear from our panel how they have maneuvered that path and become a bridge between communities.  Taking the next step in our diversity initiatives means finding models to increase the exchange of our experiences, improve our cultural competency, and work jointly between our ERG/BRGs. Discover the best practices to change our workplaces for the better.

Click here to listen to our podcast!

Download the slide deck [PDF]

Download the audio recording [mp3]