This three-day global conference featured hundreds of educational opportunities including workshops, expert panels, networking mixers, and plenaries with keynotes from prominent LGBT and ally leaders.

Employees and experts joined together to share strategies and best practices to create workplaces which are inclusive of all sexual orientations, gender identities, and gender expressions. The event will be sponsored by over 100 companies and organizations who are leading the movement for global LGBT leadership.

Orlando, FL | Walt Disney World Swan & Dolphin Resort | October 4-7

Workshops organized by session. Select a day to view sessions:

Wednesday, October 5th
Thursday, October 6th
Friday, October 7th


Wednesday, October 5th – Session 1 (1:30 – 3:00 PM)

Texas Instruments: Taking the Summit back to your Workplace | General | Southern Salon 4

Rainbow Recruiting 2.0 | Recruitment | Asia 4
You have a great ERG, benefits, policies and welcoming culture _ are you doing all you can do to recruit the great LGBT talent in the market to take advantage of it all? Companies have been aware of the need to specifically target the LGBTQ market in order to hire top talent, but in order to be successful in this area companies must refresh and further their talent acquisition strategies. Join EY for an interactive discussion on the ñnext waveî of LGBT Talent Acquisition strategy, including how the LGBT and recruiting landscape is changing, liaising with both internal and external networks, creating or leveraging your existing employee referral program, and engaging in social media strategy.

Building Bridges Toward LGBT Cultural Competency – A Global View! | Law, Policy, Benefits | Asia 5
Building Bridges has been the cornerstone of Out & Equal’s workplace advocacy for years. It takes the basic concepts, terminology, business case and produces action plans to address LGBT workplace equality. Over the year, the course has added perspectives on gender identity, developing allies and is now expanding to present the best practices toward global inclusion. Even if you have been working as an executive, HR Professional, ERG/BRG member, leader or ally for years, this course adds to your toolbox with the most up to date best practices addressing policy, benefits and most importantly climate for LGBT and allies. If you are not able to take the Monday Leadership Seminar on Train the Trainer, this course can be taken as prerequisite for the online course.

Memo to America’s Top Brands: LGBT Pride is Not Just for June Anymore | Beyond LGBT Diversity | Northern Salon A1
As more major brands go to market, especially to engage successfully with LGBT consumers and households — why do so many seem to limit their voice to June Pride celebrations? LGBT households are playing a leading role today in America’s economy. The LGBT community is commanding more respect and visibility across more diverse audiences and geography. How do brands design new channels, techniques and contemporary narratives that break out of old formulas? How can a basic sponsorship be transformed into new forms of activation, engagement, empowerment and loyalty? This session is intended to engage audiences with case studies, examples and interactive conversations helping teach one another how to enhance a brand’s potential.

Leveraging The Power of Your Diversity | Beyond LGBT Diversity | Northern Salon A2

Intersectionality affects everyone, be it consciously or unconsciously, but has the potential to be leveraged as a unique strength that makes each of us diverse contributors to society. Join our educational and empowering workshop as we discuss how to transform the historically negative perception of intersectionality into a positive source of empowerment for the LGBTQIA community and beyond. Our panelists will share their stories of intersecting backgrounds and how they have been able to leverage them as strengths. Be inspired to find your strengths through intersectionality.

Transition in Progress | Transgender | Northern Salon A3

Join EY and Microsoft for a discussion of a transition in progress that looks at the experiences of several professionals who are transitioning genders in a corporate environment. Learn about the change happening in corporate culture that honors diversity and can better respond to a new generation’s gender identities. We will explore what it is like to be trans* in a time where the spectrum of identities has increased visibility and requires everyone to acknowledge that there is more than just the binary. That transitioning is not only happening solely for the individuals but also their team members, Human Resources contact and executive leadership team. That everyone plays an important part in building an accepting and welcoming culture. YouÍll hear the necessity of educated allies and what EY and Microsoft are doing to help foster a safe and supportive work environment. Come be a part of the change and join in the journey to creating a more authentic workplace.
Promoting Diversity Within the LGBT Business Community | Beyond LGBT Diversity | Northern Salon A4

Deloitte Consulting will host a panel, in collaboration with representatives from other companies, focused on promoting and fostering diversity within the LGBT business community. Many companies have formal business resource groups for various identities, but many individuals, especially Millennials, donÍt want to be boxed into one category. Panelists will speak to their own experience in bringing multiple identities to the LGBT business community, share what their companies are doing to foster diversity within and across the LGBT business community, and discuss best practices and resources to promote diversity. This workshop targets those who are seeking how to relate to and expand diversity across the LGBT community.

Engaging Middle Managers in Driving LGBT Equality | General | Salon E2

The best employers have learned that to institutionalize the importance of diversity across all levels of an organization, they must develop strategic tools that help middle managers understand how diverse talent can enhance the performance of their teams. This interactive workshop will begin with a recap of JPMorgan Chase’s journey of building a toolkit on diversity for middle managers. We will focus on how we galvanize this frozen middle and the strategies we have found to be effective, and ones that were not so effective. After a brief panel discussion, this workshop will dive into an interactive discussion where the audience will work together to come up with a play book of strategies to successfully engage middle managers.

Presenters: Vignesh Ashok, Donald Wenzel, Violeta Dudova, Therese Blechet Blake

How to Make Your Workplace More HIV Friendly | Beyond LGBT Diversity | Salon E3

Whether a company wide fundraiser or a water-cooler chat, the letters ñH-I-Vî can stir up deep emotions. With a Friendly proactive approach, you can ensure that coworkers living with and affected by HIV feel supported. Come join this fun, interactive workshop that explores a Friendly approach toalleviate HIV stigma in your workplace. We will discuss the latest advancements in HIV science todebunk common myths, explore ways to educate without adding to stigma, and learn creative and Friendly ways to message on World AIDS Day or other HIV-related events.
Beyond the War on Restrooms – The Workplace in Transition | Law, Policy, Benefits | Salon E4

This workshop will discuss topics relevant to employers partnering with transgender employees – including employees actively transitioning. We will discuss three general areas: (1) the legal framework and protections for transgender employees at the local, state, and federal level; (2) benefit issues unique to transgender employees; and (3) best practices regarding transition planning and employer policies and procedures.
Positioning BRGs for Success: Leader Identification and Support ERG/BRG Southern Salon 1 How is your organization identifying talent to lead your business resource groups (BRGs)? Are you effectively educating hiring managers about the skills and experience your BRG leaders bring to the organization? Are you providing your BRG leaders the tools they need to lead successfully? Do yourBRGs support your organization’s strategic business goals? During this session, we share Wells FargoÍs BRG Leadership Support Strategy, including the identification and selection process models we use to engage top-tier talent. We will discuss the tools and resources, and performance/development plans that help position our BRG leaders for success, and how we strengthen manager engagement and support of BRG leaders. Lastly, we’ll highlight effective practices of BRG and Executive Advisor leaders.
How to be a Global LGBT Advocate Rock Star! | Global | Southern Salon 2

Multinational corporations can play a significant role in advancing LGBT equality around the globe. Operating in 170 countries, IBM will share practical suggestions on how to drive inclusion within an organization by leveraging strategic workplace programs & initiatives such as ally training, Business Resource Groups, self-identification and targeted professional development while also advocating for under-represented LGBT communities outside the company office by working with NGO’s to advocate for LGBT employees and citizens. IBM employees from the Philippines, India and Latin America will share their personal & professional experiences of living and working as an LGBT identified personand the role advocates play in advancing inclusion in their respective countries. Recognized as aglobal leader for implementing LGBT programs and policies, IBM is committed to providing a safe, open and inclusive working environment for its 400,000 employees worldwide. Learn how your organization can become a global LGBT advocate rock star!
Accommodating Religion, Gender Identity/Expression and Sexual Orientation in the Workplace | Law, Policy, Benefits | Southern Salon 5

Our workshop analyzes diverse perspectives and utilizes presenter role play to explore the delicate balance between an employerÍs duty to reasonably accommodate sincerely held religious beliefs and practices, and the desire to create a welcoming environment for employees who do not follow those same beliefs and practices. In particular, the workshop will discuss the potential conflict between religious belief, gender identity/expression and sexual orientation in the workplace. We will address the latest legal developments relevant to those issues, including a discussion of issues pertinent to transgender individuals in the workplace. We will also discuss state legislation modeled after the Religious Freedom Restoration Act, and case law dealing with those statutes.
Public Policy Round Table | Round Table | Engagement Center

Featured Panel: Global | Global | Southern Salon 3

This panel will focus on our interconnectivity, understanding global cultures and the issues facing LGBT employees around the world. Multinational companies face the challenge of implementing culturally sensitive LGBT programs for both local employees and expats around the world – the panel is aimed to share best practices in addressing those challenges and help gain insight into the ways in which your organization can best support global LGBT mobility.
Case Study: Evolving the Corporate LGBT ERG Model for Franchises | ERG/BRG | Northern C
Round Table: People of Color Discussion | Round Table | Northern E1

Wednesday, October 5 – Session 2 (3:30 – 5:00 PM)

Talking ‘Bout My Generation: Generational Conflict & Collaboration in the Workplace Track: General
The purpose of this presentation will be to discuss the varying influences, values and work ethics, communication styles, and outlooks of successive generations in a common workplace, and recommend strategies that convert potential conflict into collaboration between age groups.
Presenters: Paul von Wupperfeld, Texas Instruments
Asia 4 | 3:30 PM – 5:00 PM

The Transgender “Market”: How to Effectively Reach, Attract, and Better Serve Transgender Consumers Track: Trans
With Alexis Dee, President, Southern Comfort Conference Over the past year, the transgender community has taken its rightful place as an increasingly visible part of LGBTQ. From the cover of Time Magazine, to featured spokes-models for major brands, to high school prom kings, and corporate opposition to statewide discrimination initiatives, there has never been a more important time to understand transgender outreach preferences and sensitivities. We’ll take a look at the most comprehensive research reports on transgender consumers, and pair the analytics with real-life perspectives, caveats and best practices for reaching and serving transgender consumers.
Presenters: Alexis Dee, Southern Comfort Conference, David Paisley, Community Marketing & Insights, Thomas Roth, Community Marketing & Insights
Northern Salon A3 | 3:30 PM – 5:00 PM

LGBT & Disability Narrative Imperative in Television, Film and Advertising Track: Film Track
How can film, TV and advertising be more LGBT and disability savvy? Building upon GLAAD’s successful media advocacy with film and television content creators to better reflect our diverse and inclusive LGBT community, LGBT and disability-savvy ad campaigns like Wells Fargo/Sign Language and Honey Maid/This is Wholesome, and Lights! Camera! Access! 2.0 (LCA! 2.0) Initiative (adopted by Clinton Global Initiative as a two-year Commitment to Action) to increase employment and improve disability-inclusive diversity images — learn how powerful ad campaigns and entertainment programming activate dynamic conversations around diversity and equality in public arenas and within company walls. Session will discuss media advocacy, and how content creators in advertising and entertainment are catching up with America’s changing demographics and shattering myths with power and pride.
Presenters: Ray Bradford, GLAAD, Kathy Martinez, Wells Fargo, Tari Hartman Squire, EIN SOF Communications
Americas Seminar | 3:30 PM – 5:00 PM

Doritos Rainbows: A Case Study in ERG / Marketing Partnership Track: Case Study
Doritos Rainbows was a great PR success and an example of how ERGs can partner with marketing to deliver results for the business. This workshop will detail the process of developing and launching Doritos Rainbows and how the ERG / Marketing partnership was critical to its success. Doritos realized that it was our time to stand out and make a statement. After all, there’s nothing bolder than being yourself. EQUAL worked closely with marketing to ensure communication and activation was true to Doritos and would be impactful both internally and externally. This event was the largest PR event in the history of Frito Lay and had internal impact showing associates bold support that helped drive the ERG agenda.
Presenters: Briana SoriaPepsiCo, Laura Corkery, PepsiCo, Kendell MahannaPepsiCo
Northern C | 3:30 PM – 5:00 PM

Millennial Inclusion: Engaging and Retaining New Hires in Your Organization | Track: Recruitment
According to the 2016 Deloitte Millennial Survey, two-thirds of Millennials express a desire to leave their organizations by 2020 due to a perceived lack of leadership-skill development, issues with work/life balance, and a conflict of values. Businesses must adjust how they nurture loyalty among Millennials, or risk losing a large percentage of their workforce. This holds true for ERGs as they work to recruit, engage, and retain a Millennials. The workshop will focus on how organizations can best provide programming, mentorship, and sponsorship to Millennials. Deloitte will share strategies, programming methods, and resources to illustrate the significance of engaging Millennials and empowering these individuals to make an impact in their organizations.
Presenters: Hunter Hammon, Deloitte Consulting, Logan Kirsch, Deloitte Consulting, Austin Shaw, Deloitte Consulting
Southern Salon 5 | 3:30 PM – 5:00 PM

Transgender Roundtable | Track: Round Table
This is a community member round table meeting. This will be a discussion where members of the Transgender Community can discuss issue and concerns around workplace equality and employment
Presenters: Deborah Drew, Drew Quality Group, Inc.
Northern E1 | 3:30 PM – 5:00 PM

Branding Lab: Create Your ERG/BRG Brand to Drive Value! Track: ERG/BRG
Apple. Bravo. Starbucks. The LGBT community loves brands! How can your ERG create a brand that works to meet your goals and drive engagement? In this interactive workshop, use a brand marketer’s toolkit to build your own winning brand for your ERG/BRG, key initiatives/programs, or even yourself as an LGBT leader. Apply techniques that major brands, corporations and non-profit organizations use to stand out from the crowd and break through the noise. Learn how to identify the target audience you serve, design a brand foundation of who you are or what you want to be known for, define key attributes that you want to be described as, and develop a filter to execute everything from a visual identity to written communications to live events.
Presenters: Jayzen Patria, NBCUniversal
Southern Salon 1 | 3:30 PM – 5:00 PM

Strengthening the Work Place with Straight Out Allies – #OutAlliesMatter Track: Allies
Creating a thriving environment for the LGBT employee requires a safe environment where you can be your fully authentic self. This workshop will share how Kellogg, Dow and Whirlpool are creating a safe and inclusive environment by educating the non LGBT employee on how to become an Out Straight Ally and ultimately into an Advocate Out Straight Ally.We know how important it is to create a safe space for the LGBT employee but we will share why it is also important to create a safe space for potential straight allies to come out as well.This workshop will provide you with insights on why you should educate managers, especially senior management on learning about and respecting the LGBT employee. HR Policies are not enough.
Presenters: Norma Barnes-Euresti, Kellogg’sErin Brown, Whirlpool Corporation, Wendy Davidson, Kellogg’s, Cheryl Gilliam, Kellogg’s Company, Kathryn Greaves, Kellogg’s, Noel Hornsberry, Kellogg’s, Sue Machelski, Dow Chemical
Southern Salon 4 | 3:30 PM – 5:00 PM

Millennials Out at Work: Option or Moral Imperative Track: Beyond LGBT Diversity
This session will be a panel discussion among millennials and other workforce generations about whether or not being visible at work is a valid choice in today’s workforce. The audience will be invited to pose questions in real time electronically, and panel members will be asked to respond to a variety of probing questions that evoke the feelings all generations have toward one another about what is causing the stagnation of young employees being out at work, how the right/option of being out at work has been won and how it should be maintained.
Presenters: John Baumgartner, Deutsche BankChristina Hudson, Deutsche Bank, Shraddha Pai, Deutsche Bank, Dawn Prince-Cohee, Deutsche Bank, Sandra Taylor, Deutsche Bank, Lauren GarnerUS Marine Corps & Army veteran, John Davis, Deutsche Bank
Northern Salon A4  | 3:30 PM – 5:00 PM

Establishing and Running a Global LGBT Employee Network Track: Global
LGBT employee networks are a driving force behind positive changes in the workplace. Global employers recognize that LGBT employee networks are integral to fulfilling their commitment to LGBT equality. In contexts where equality is not considered important, the very existence of an LGBT network is a simple yet powerful statement. JPMorgan Chase has a global network, PRIDE, with a presence in over 30 countries globally. Our journey in setting up PRIDE has been both challenging, rewarding and stands testament to our belief that people perform better when they can be themselves. The lessons we have picked up along the way on navigating complexities are transferable. In this session we hope to share our experiences and encourage the audience to brainstorm further ideas.
Presenters: Therese Blechet Blake, Ken Janssens, Vignesh Ashok, Wilhelmina U. Ekid, Chris Hook
Southern Salon 2 | 3:30 PM – 5:00 PM

Building Corporate Community Partnerships with LGBT Asian Americans / South Americans Track: Beyond LGBT Diversity
Asian Americans and South Asians are the among the nation’s fastest growing minority groups. Asian an Pacific counties are the largest feeders of new immigrants to the U.S., including professional workers. More and more APIs are coming out as LGBT in their companies, families, and communities. Yet there is a frustration that LGBT affinity and employee resource groups are mostly white and Asian American affinity and ERG are mostly straight. Where do LGBT AAPIs belong? This workshop will explore the issues facing the LGBT AAPI community, discuss ways that ERGs be more inclusive of racial diversity, explore allyship with Asian American affinity groups, and finally survey effective and mutually beneficial corporate and community partnerships.
Presenters: TBD
Northern Salon A1 | 3:30 PM – 5:00 PM

ERG to BRG: Integrated Inclusive Marketing into Consumer Brands Track: Beyond LGBT Diversity
Unilever is one of the largest CPG companies with 400+ brands used by 2 billion people everyday. We believe in a bright future for everyone. Unilever will host a panel/lecture about how our affinity group, PRIDE, progressed to a business resource group, adding value back to Unilever. We will provide examples within our Marketing organization where PRIDE partnered with brand teams to drive inclusive marketing with proven business results. We will share perspective on challenges and learnings as we continue on our journey. We will provide case studies from our brands including Ben & Jerry’s, AXE, Dove Men+Care, etc. We will also share the evolution through a roadmap aligned to our business strategy and provide tactical examples of PRIDE’s influence to our marketing innovation pipeline.
Presenters: TBD
Northern Salon A2 | 3:30 PM – 5:00 PM

Managing LGBT Mobility in a Global Organization Track: Global
Given the mobility of today’s workforce, employers must ensure that their employee reassignment and relocation programs provide them the ability to place their best people in positions regardless of where they may be. On the international front, employers must consider how to deal with reassignments to areas of the world where there is open hostility toward the LGBT community. This multimedia presentation will include videos that highlight some challenges that arise with employee reassignments. Members of the panel will discuss how best to attract, retain and protect LGBT talent in a global organization and outline the best practices around ensuring that employee mobility policies provide both opportunity and security to their LGBT employees and families, taking into consideration concerns that include both culture and religion.
Presenters: TBD
Salon E3 | 3:30 PM – 5:00 PM

Dangerous Business: Sending LGBT Employees to Countries That Criminalize Them Track: Law, Policy, Benefits
Vacationers choose their destinations, but business travelers go where they have to. With 76+ countries criminalizing sexual orientation or gender expression, LGBT business travelers are often faced with uncertainty, discomfort and genuine risk, while their employers face potential liability. For HR and corporate travel departments, these While most corporate travelers are provided cultural intelligence and country risk profiles, information specific to LGBT issues and laws is rarely mentioned. With an increasingly out workforce, HR and corporate travel departments have an obligation to empower their LGBT employees to travel more safely, confidently and productively. This session explores the nature of the risks, and the resources available for these travelers and the corporations responsible for them.
Presenters: TBD
Salon E4 | 3:30 PM – 5:00 PM

How Can Technology Foster and Accelerate an Inclusive Organization? Track: General
In 2016 most ERGs/BRGs have access to technologies to communicate and engage – but how many of us feel we use those tools effectively? Do we know if people read the content we share? Are we confident we’re reaching those colleagues in our organisation where they may not feel they have access to an ERG? This international panel will explore approaches, challenges and lessons learnt from global organisations who’ve each utilised technology to further their organisations diversity and inclusion objectives. The interactive discussion will explore technology themed case studies including: Connecting and raising visibility of LGBTQ and allies across multiple locations – including those with no physical ERGs;Using technology to measure LGBTQ and Allies colleagues;Using technology to engage your LGBTQ and ally customers.
Presenters: Darren Beaumont, Deutsche Bank, Aimee Broadhurst, Bank of America, Daniel Docherty, Bank of America,
Salon E2 | 3:30 PM – 5:00 PM


Thursday, October 6th – Session 3 (11:00 AM – 12:30 PM)

Reading / Lecture: Before I Do: A Legal Guide to Marriage, Gay & Otherwise

Now that we’ve won the nationwide freedom to marry, we will have a decidedly unromantic discussion about marrying depending on individual circumstances.  The author of Before I Do: A Legal Guide to Marriage, Gay & Otherwise, will explore how marriage brings automatic rights on death and divorce, could raise your income taxes and might jeopardize certain government benefits that are based on household income. We’ll also explore what employers need to know about marriage equality and whether we can keep domestic partner benefits too.
Presenters: Elizabeth Schwartz
Engagement Center | Starting at 9:30 AM

LGBTQ Marketing: What makes us different? What makes us the same? Track: LGBT Marketing
One of the most difficult issues facing companies today is when and how to market to the broad LGBT community vs. when and how to market to the many different segments within LGBTQ. Sometime our community speaks in one voice, and sometimes our generational, gender identification and ethnicity differences are too great for a single sweep LGBT message. Based on research key findings, we look at similarities in terms of purchase motivations, sensitivities and community recognition. Then we’ll explore the distinct opportunities found within these segments, to help participants make more authentic connections.
Presenters: David Paisley, Community Marketing & Insights, Thomas Roth, Community Marketing & Insights, 
Northern Salon A2 | 11:00 AM – 12:30 PM

The Future of Inclusion – How Millennial Allies Can Make A Difference Track: Allies
Studies show that by 2025, millennials will comprise 75% of the workforce. Arguably the most progressive generation yet, nearly 70% of millennials are in favor of same-sex marriage and 50% recognize that gender isn’t limited to a binary. They want and expect inclusive messaging on campus, from employers, and from their peers. So how can you – as a millennial ally and student, employee or manager – help to create more inclusive environments for your LGBTQA+ (lesbian, gay, bisexual, trans*, queer/questioning, ally) peers and colleagues? How can you make it normal and easy to identify as an ally?”
Presenters: Brian Germann, DuPont, Kimberly Markiewicz, DuPont
Southern Salon 4 | 11:00 AM – 12:30 PM

Who is your “Inclusive” ERG excluding? Track: ERG/BRG
Republicans, single parents, HIV+ colleagues. Bisexuals, Christians, baby boomers, ice hockey fans. Auditors and janitors. Diversity within the LGBT community means more than ethnicity and gender. While most acknowledge that diversity is important, ERGs often adopt a narrow profile and miss out on opportunities to fully engage their employees. What can your ERG do to send a clear message of inclusiveness to all members of your community? This workshop will highlight unconscious biases within our community while proposing solutions through interactive discussions. The program will use scenarios to challenge your assumptions of “inclusion”, provide practical advice to assist organizations in celebrating all differences without bias, and challenge you to adopt a welcoming, authentic tone that will attract colleagues who are unengaged in today’s ERGs.
Presenters: Heath Clayton, Deloitte ServicesHunter Hammond, Deloitte Consulting, Max Wang, Deloitte
Southern Salon 1 | 11:00 AM – 12:30 PM

Bank of America’s Transgender Framework: Improving the Employee Experience Track: Trans
Do you feel like your company has a disconnected array of transgender resources through which employees, managers and HR professionals must navigate? The solution is to implement a comprehensive transgender framework to connect the dots both inside the company and out! Let us share our model to make resources readily and confidentially available, our newly improved transition guide, how we provide personalized support, our training approach, and how we assist employees to understand and navigate insurance benefits. You will walk away with a list of external resources we consulted as we scoped our work, learnings from our journey as well as some of the actual documents we use as guides.
Presenters: Lauren Alleman, Bank of AmericaLori Henkel, Bank of America, Crystal Howard-Doliber, Bank of America
Northern Salon A3 | 11:00 AM – 12:30 PM

Making the Business Case for Older LGBT Adults in the Workplace Track: Recruitment
Willis Towers Watson and SAGE will address the value older LGBT employees bring to the workplace, and how employers are tapping this population’s strong work ethic, depth of knowledge, and experience. Older LGBT employees also bring a history and context for LGBT employees in the workplace that can provide perspective and education to the various generations of LGBT employees and allies in companies’ inclusion networks. Financial well-being is a priority for older employees and a requirement for timely retirement. Employers are tapping older employees to access their talent and facilitate knowledge transfer to younger generations. We’ll hear employers discuss evolving best practices for promoting inclusion and diversity across age cohorts, and new ways that employers are helping employees transition into retirement.
Presenters: Hilary Meyer, SAGEStephen Parahus, Willis Towers Watson
Southern Salon 5 | 11:00 AM – 12:30 PM

Beyond the Blame Game: Religion and LGBT Inclusion at Work Track: Beyond LGBT Diversity
We hear stories from around the globe about the conflicts that typically arise between religious and lesbian, gay, bisexual, and transgender identities in society at large. In the workplace, these conflicts manifest in many ways: from uncomfortable conversations to overt discrimination. The resulting assumption is that these conflicts are inevitable. Eliza Blanchard of the Tanenbaum Center for Interreligious Understanding and Jean-Marie Navetta of PFLAG National will unpack this assumption, identifying the misconceptions and oversimplifications that too often derail constructive conversations about this topic and result in blame shifting. The session will strive to provide participants with the parameters and possibilities for what can be done to mitigate conflicts and create cultures of inclusion for everyone at work, regardless of how employees identify.
Presenters: Eliza Blanchard, Tanenbaum Center of Interreligious UnderstandingJean-Marie Navetta, PFLAG
Salon E2 | 11:00 AM – 12:30 PM

Planning for Parenthood: Checklist for LGBT Couples, Singles, and Others Track: Law, Policy, Benefits
Gay couples don’t get pregnant by mistake, and single people also have to plan for parenthood. Marriage equality and other legal reforms make having kids more of an option for more people but LGBT parenthood still requires ingenuity and creativity. Three experts from law and medicine provide basic information about routes to parenthood using reproductive technologies like alternative insemination and surrogacy to adoption. Participants will learn about the unexpected role of contracts in making sure that everyone you think of as “family” is regarded as such by that law, the difference that marriage makes, and logistical information about both the medical and legal hurdles to creating a family through reproductive technologies and adoption.
Presenters: Martha Ertman, University of Maryland Law SchoolElizabeth F Schwartz, Elizabeth F Schwartz Attorneys & Mediators, Mark Trolice, FertlityCARE (Center of Assisted Reproducton & Endocrinology)
Salon E4 | 11:00 AM – 12:30 PM

Art Against Homophobia Track: Beyond LGBT Diversity
Through out the Years we have found different ways to address the fight againts homophobia and one of them is to use the arts as a medium. In this session, I will talk about the art exhibit we did at the Montreal Museum of Fine Arts and Desjardins Bank, in Montreal. The exhibit is called “ The Imaginary Couples”. I will also talk about the campaign that accompanied this Exhibit, titles “Allies in the Spotlight”. We reached 1.8 millions people as a result of this creation. This highlights the value of using the Arts in the fight against homophobia. “ The opposite of war is not peace, it’s creation”
Presenters: Martine Roy, IBM, Colin Druhan, Pride at Work
Northern Salon A1 | 11:00 AM – 12:30 PM

Gamification of allies to increase engagement with Bank of America | Track: Case Study
With increasing globalization, many organizations are facing tougher more complex environments, needing to coordinate geographically dispersed operations and a cross-cultural workforce. Technology provides a plethora of options to connect, measure and share our diverse teams, our core values and the value inclusiveness brings to an organization. This session is for ERGs working to develop an Ally program or looking for ways to grow/revitalize a current program. For those looking to develop an Ally program, we will provide strategic and tactical plans for developing and implementing an Ally program globally. For those participants who have launched an Ally program, we will share how we are using game thinking and a new gamification tool to increase engagement and education with allies and out at work employees.
Presenters: Philip Batchelor, Bank of America, Aimee Broadhurst, Bank of America, Jill Butler, Bank of America, Daniel Docherty, Bank of America, Shy Goldstein, Bank of America, Jeff White, Bank of America
Northern C | 11:00 AM – 12:30 PM

Unleashing the Potential of Global Leaders: Building Truly Inclusive Leadership Habits | Track: Global
We are facing a global leadership crisis. Our newest leaders demand that we put humanity back in business, but many managers today are unaware of what that means – especially in the context of an increasingly global workforce of LGBT employees. To build knowledge around and solutions to this crisis, the Deloitte University Leadership Center for Inclusion has conducted extensive research to explore the unique corporate experiences – and challenges – of LGBT employees globally. Most leaders today are not aware of these challenges, nor are they armed with effective solutions. In an immersive and experiential session, Deloitte will take participants through an Inclusion Lab to help leaders confront this global crisis head on.
Presenters: Fran Benjamin, DeloitteDevon Deckau, Deloitte, Stephanie Turner, Deloitte
Southern Salon 2 | 11:00 AM – 12:30 PM

Is an ERG only the US phenomenon? | Track: Global
LGBT Employment Resource Groups are one of the most used measure how a company can support LGBT workplace equality. More, these groups are often an engine behind a company’s external support for LGBT cause. However is this measure only relevant to American, Canadian or British companies? Do we have any success stories outside of western hemisphere? Out & Equal conducted a comprehensive study on LGBT ERGs globally. The session will present results of this study alongside examples of good practices from different companies and different, often hostile, countries.Furthermore, the session will also discuss challenges and opportunities that establishing an ERG in hostile environment provides.
Presenters: TBD
Asia 4 | 11:00 AM – 12:30 PM

Supplier Diversity: Advancing Equality through Corporate Contracting Track: ERG/BRG
As the LGBT equality movement moved beyond Marriage Equality, this session will educate attendees on the LGBT supplier diversity value proposition and how economic empowerment will play a key role in the future of the movement. Panelists will explain how supplier diversity completes the Circle of Corporate Diversity: implementing pro-LGBT workplace policies, selling to the LGBT community, and purchasing back from the LGBT business community. This session will detail how ERGs can support their company’s diversity and inclusion initiatives while contributing to the growth and development of LGBT business community at home and abroad; bringing parity to their corporations’ supplier diversity programs.
Presenters: TBD
Salon E3 | 11:00 AM – 12:30 PM

The Next Generation of Agriculture Track: Professional Development
In August of 2015, a historical event took place. Agriculturists from all over the nation came together to have a conversation; a conversation about identity, community, change and empowerment. The topic? Queer Agriculturist. The Cultivating Change Summit is now in its second year of development and is creating opportunity for marginalized people in agriculture to come together to learn, network, and develop the skill sets needed to create change in the industry we love. Join us as we explore the development of the Cultivating Change Foundation, aimed at elevating and valuing minorities in agrarian communities through innovation, education, and advocacy. Explore how we can all, individually and holistically, build capacity and solidarity through minority voices within organizations/companies.
Presenters: TBD
Northern Salon A4 | 11:00 AM – 12:30 PM

Thursday, October 6th – Session 4 (3:30 – 5:00 PM)

Driving Growth in R&D and Manufacturing via LGBT Inclusion | Track: General
R&D and manufacturing functions continuously track metrics such as EBITDA, asset utilization, patent filings and recordable injuries. In this metric driven environment, can workplace inclusion help? The value proposition for linking diversity and inclusion (D&I) with performance is a strong one, provided organizations understand what leads to inclusion; how inclusion fosters productivity and safety; and in its absence, how metrics and morale suffer. Inclusive LGBT work climates are paramount to driving growth – fueling productivity, employee engagement and safety. This workshop explores ways to improve LGBT inclusion by educating organizations on the current state of the LGBT matters in the workplace, the business case for D&I and what employees must do to shape a safe, inclusive, engaging and productive workplace.
Presenters: Trevor Ewers, The Dow Chemical CompanyCheryl Gilliam, Kellogg CompanyRandy Maples, Whirlpool Corporation, Tabor Pearson, The Down Chemical Company, Robbyn Prange, The Dow Chemical Company
Salon E2 | 3:30 PM – 5:00 PM

Global Ally Campaign | Track: Allies
This session is about a Global Ally Campaign (USA, India, Costa Rica, Mexico & other geos) conducted by Intel’s LGBTQ+ ERG which led to increased engagement with leadership and visibility for Intel’s LGBTQ+ ERG internally & externally. This session will describe how the campaign lead directly to results such as 377 ally signups at Intel’s India campuses over a period of just 4 days. Various branding & publicity tools used to increase visibility for the campaign such as digital signage, posters, badges, lanyards, tweets, and blog posts etc will also be shared. Learnings and takeaways from the campaign will be discussed to empower other ERG’s to launch similar campaigns in their own organizations along with strategies for building synergy between ERG members dispersed globally.
Presenters: TBD
Southern Salon 5 | 3:30 PM – 5:00 PM

Building Meaningful Impact through Authentic LGBT Community Partnership Track: LGBT Marketing
Panel discussion will explore successful examples of corporate engagement with non-profit partners, building business and reputation while supporting issues that are critical to the LGBT community. For four years, Wells Fargo has partnered with GLSEN and GLAAD to address bullying of LGBT youth, including mobilizing their PRIDE ERG to distribute Safe Space Kits in schools around the country. Johnson & Johnson’s Care with Pride program similarly supports the anti-bullying efforts of PFLAG, Trevor and Family Equality Council and has found success not only in creating awareness but also driving sales and equity. The panel will explore these case studies and discuss how effective corporate/non-profit partnerships can be structured in a way that not only furthers the diversity and inclusiveness discussion nationwide, but also drives business/brand outcomes.
Presenters: John Lake, Wells FargoMatt Tuminello, Target 10Eliza Byard, GLSENBeth Kohm, PFLAGPaul Scoggins, Johnson & Johnson
Asia 4 | 3:30 PM – 5:00 PM

Investing in LGBT Equality | Track: Beyond LGBT Diversity
The presentation will be a panel discussion featuring industry leaders on socially responsible investing with a focus on LGBT inclusion. The discussion will begin with a framing of the trends in socially responsible investing, or SRI (the past, how the space has evolved, what it will look like in the future). Presenters will focus on the following components of LGBT friendly investing: 1) Measuring equality – how does big data and data capture allow firms to measure LGBT inclusion 2) The mechanics of investing in LBGT friendly companies (e.g., shaking up the boardroom) 3) Connecting to the broader theme of impact investing
Presenters: Alan Mason, BlackRock
Northern Salon A1 | 3:30 PM – 5:00 PM

Textual Healing: Forming a Virtual ERG Track: ERG/BRG
Northrop Grumman will discuss the challenges and successes they have encountered and overcome in their efforts to form a virtual ERG. What was the cause to go virtual? How are leadership roles determined and what are the ways best utilized for collaboration and to ensure that a consistent mission is fulfilled across all active sites? What are the best methods for promotion and how to maximize recruitment for an ERG that exists in a virtual space? Join us to hear and learn our stories and how we maneuvered through the setbacks and overcame the challenges to ensure every LGBT and ally employee knows there is an ERG for them.
Presenters: Ray Allen, Northrop Grumman, Matt McCary, Northrop Grumman, Justin Russell, Northrop Gruman, Robert Wagoner, Northrop Grumman
Southern Salon 1 | 3:30 PM – 5:00 PM

LGBT Identity in the Global Corporate Environment Track: Global
How to leverage allies and grow support around the world for LGBT inclusion in the workplace A panel of global program managers from Dell will showcase how to grow by engaging allies through programs and initiatives that are global in scope and locally relevant. Global alignment is key to achieve consistent messaging, branding, and execution on strategy around the world. It can be challenging to gain regional support and implement programs given local laws, customs and mores. Regional control with global support combined with effective communication and opportunities to share best practices empower each region to tailor the approach while remaining aligned with our global strategy. • Development of #beyourself campaign • Regional Pride groups growth via allies • Working in local LGBT communities around the world
Presenters: Sophie Guerin, Dell Inc.Erin Kitchen, Dell Inc.Angel Medina, Dell Inc.Gabe Rodarte-Miller, Dell Inc., Brian Talbot, Dell Inc., Shone Zachariah, Dell Inc.
Southern Salon 2 | 3:30 PM – 5:00 PM

The Business of Trans+ | Track: Trans
The value of the financial impact of marketing a business offering products or services relevant to the transgender community. Discussing the types of businesses that can benefit from marketing or expanding their marketing to the transgender community. Such businesses include: Retail, pharmacy, Doctor’s offices and clinics, hospitals, lawyers, and many more. Understanding the methodology of buying power with the Trans+ community, including the size and power under trans+ umbrella. Understanding how to effectively create a highly diverse work environment, inclusive of the Transgender community. Employing high levels of diversity within your company, leads to increased sales revenue. A fully diverse staff translates to current staff more comfortable to be themselves.
Presenters: Ashley Brundage, PNC Bank
Northern Salon A3 | 3:30 PM – 5:00 PM

Navigating the Financial Landscape: An Introduction for LGBT Employees Track: Case study
Do you understand what marriage equality means for your personal finances and how it will affect you as a working individual? Laws impacting workplace equality are a major factor when navigating the financial landscape, especially from the perspective of the LGBT employee. How you plan now, as a member of the workforce, can impact your retirement strategy (and your spouse’s) later on. This session will focus on key financial aspects concerning: – Your decision to marry: weighing the pros and cons – Retirement planning: pension, 401k, and Social Security strategies for married couples
Presenters: Steven Schmitt, Schmitt Young Investment, Kyle Young, Schmitt Young Investment
Northern C | 3:30 PM – 5:00 PM

Boeing and Northrop Grumman Soar Through Community Involvement Track: General
The Boeing Company and Northrop Grumman Corporation have teamed up and are excited to host an interactive panel this year at the 2016 Out & Equal Workplace Summit. We hope that you will join us for some information sharing and open dialogue around, emerging topics and best practices related to corporate involvement in community outreach activities specific to marginalized populations. Panelists will lead discussions about the importance of taking part in outreach activities that promote equality, foster inclusion and contribute to breaking the perception of traditional company cultures. This workshop is not just about the benefits to business but also about how the community benefits through these partnerships as well. Workshop attendees can expect this panel discussion to be very informative, interactive and entertaining.
Presenters: Thomas Bonsaint, Northrop Grumman Advanced Defense Services, Julie Dowdell, Boeing Defense, Space & Security, Brad Elmenhurst, Boeing Enterprise Product Systems, Melissa Minneci, Northrop Grumman Aerospace Systems, Michelle Smith, Boeing Defense, Space & Security
Salon E3 | 3:30 PM – 5:00 PM

GOAL: Unleashing Your Organization’s Fullest LGBT Allies Potential Track: Allies
New research data, presented here for the first time, reveals most LGBT Allies say lack of information on ways to become an Ally prevents colleagues becoming Allies. Out Now discusses with AXA , Wells Fargo and RCCL new ways resources are expanding the global LGBT Allies base, including places not known for LGBT equality. We pinpoint key, practical ways ERGs and Allies can better extend the appeal, reach and effectiveness of Allies programs and marketing outcomes. The workshop includes specific tactics to amplify inclusion outcomes, empowering LGBT Allies with better resources. Discover how being visible Allies of LGBT people is not only good for workplace inclusion, it can also leverage consumer-focused marketing. Delegates receive implementable toolkit resources: to inspire more colleagues becoming active LGBT Allies.
Presenters: Ian Johnson, Out Now, Grant Van Ulbrich, Royal Caribbean Cruises Limited, John Lake, Wells Fargo, Kirsty Leivers, AXA
Southern Salon 4 | 3:30 PM – 5:00 PM

LGBTQ Marketing and Race: How One Brand Reached Gay/Bi African American Men Track: Beyond LGBT Diversity
There is a great amount of diversity that colors the LGBTQ community, however this diversity is rarely represented or targeted in marketing. One brand, Prezcobix, understanding that the highest rates of infection occur among black gay men, sought to connect with this part of the LGBTQ community and begin to build a relationship that would result in a greater number of people treating their HIV. To do this, they implemented activations at Black Pride events in Washington, D.C. and Atlanta. In this session, you will hear the brand and their partners at DC and Atlanta Black Pride discuss how they worked together to reach black gay and bi men. The session will conclude with a 15- minute Q&A.
Presenters: Debbie Kenworthy, Janssen, Leah McGee, FCB Chicago, Matt Tumminello, Target 10,Avian Watson, Traxx Girls Inc
Northern Salon A2 | 3:30 PM – 5:00 PM

Leading through Change – a Project Plan for Managing Workplace Gender Transition Track: Law, Policy, Benefits
The business case is strong, and now is the time, for mastery of workforce gender transition. Skillfully supporting the transitioning employee – as well as managers, colleagues, and customers – through the transition, will maintain retention, morale, and productivity. It also lessens the risk of litigation and Employee Relations cases. – The speaker, David Posner, Ph.D., has managed and partnered with experts in navigating the workplace gender transition, with wonderful outcomes for all stakeholders. In this session, you will learn conceptual foundations for this successful approach, and take away a sample project plan for managing transitions where you work.
Presenters: David Posner, Cisco
Salon E4 | 3:30 PM – 5:00 PM

The Importance of Being Counted: Collecting Sexual Orientation and Gender Identity Data for the First Time in Federal Government Track: General
The absence of sexual orientation and gender identity (SOGI) data on employees limits the ability to measure effectiveness of workplace equality efforts. While federal government agencies are required to collect data for other demographic factors (race, national origin, sex, and disability status), no federal agency collected SOGI data for this purpose – until now. US Environmental Protection Agency employees Mahri Monson and Kevin Minoli launched the first data collection effort in the federal government, allowing employees to voluntarily disclose their sexual SOGI information for the expressed purpose of advancing workplace equality efforts. From harnessing the power of an executive potential training program to the harrowing choice of how to ask the questions, Kevin and Mahri will re-tell their path from idea to collection.
Presenters: TBD
Northern Salon A4 | 3:30 PM – 5:00 PM

LGBT & Ally ERGs in Latin America: Challenges and Future Track: Global

Against the perception that Latin-America is a land of Machismo and closed to having open discussions on LGBT issues, global companies have recently seen much success in  launching Employee Resource Groups for LGBT and Allies in the region. In this seminar, companies including Dow, and R&D and manufacturing profile and FVConsulting, a  firm for LGBT topics in companies,  will talk about how partnerships with local Government, other local companies and  strong involvement of senior leadership are crucial inputs for successful implementation and growth of inclusion networks outside of the US.  A review of original activities and seminars and; strategies for engagement will be presented, along with a perspective on the future of LGBT and ally  networks in Latin America and what’s next.
Presenters: Jose Alberto Pino, Fernando Velazquez
Atlantic Hall | 3:30 PM – 5:00 PM

Round Table: Workforce of the Future: Millennial Discussion Track: Round Table

An Open Roundtable discussion for all attendees to discuss best practice and benchmarks in engaging millennials to drive a cultural shift in diversity and inclusion challenged industries and how to create a culture that both attracts and retains them.
Presenters: Alex Amonett, Global Diversity and Inclusion Senior Leader; PHR, Marsh, Guy Carpenter, Risk and Insurances Services of MMC
Northern E1 | 3:30 PM – 5:00 PM


Friday, October 7th – Session 5 (10:00 AM – 12:30 PM)

Building Bridges toward LGBT Cultural Competency – A Global View! | Track: Law, Policy, Benefits
Building Bridges has been the cornerstone of Out & Equal’s workplace advocacy for years. It takes the basic concepts, terminology, business case and produces action plans to address LGBT workplace equality. Over the year, the course has added perspectives on gender identity, developing allies and is now expanding to present the best practices toward global inclusion. Even if you have been working as an executive, HR Professional, ERG/BRG member, leader or ally for years, this course adds to your toolbox with the most up to date best practices addressing policy, benefits and most importantly climate for LGBT and allies. If you are not able to take the Monday Leadership Seminar on Train the Trainer, this course can be taken as prerequisite for the online course.
Presenters: Pat Baillie, Out & Equal Workplace Advocates, Daniel Lawerence Smith, Out & Equal Workplace Advocates
Northern Salon A4 | 10:00 AM – 12:30 PM

Preparing to Present to Executives Track: ERG/BRG
This workshop will allow attendees to develop and practice presentation skills, that will prepare them to present at the Executive level. Topics covered will include: body language and gestures, virtual presenting, organizing a presentation, and persuasive speaking. This workshop is interactive; please bring your cell phone or video recording device and headsets.
Presenters: Nichole Dunn, HP Inc
Northern Salon A2 | 10:00 AM – 12:30 PM

Creating Authentic Spaces: A Toolkit for Trans Inclusive Workplaces Track: Trans
TD Bank, Pride at Work Canada and The 519, Canada’s largest LGBTQ community centre, will facilitate a practical workshop exploring the Creating Authentic Spaces toolkit and why a trans inclusive workplace benefits all your employees and customers. Participants will review best-practice steps to implementing policies and practices that are inclusive of diverse gender identities and gender expressions. The session will highlight how this Canadian toolkit can support efforts across North America. The toolkit, pullout job-aids, and workshop explore: Gender Specific and Gender Neutral Pronouns; Being an Effective Trans Ally; Supporting Employees in Transition; Washrooms and Change Rooms; and Creating a Welcoming Environment. This session will appeal to those who are thinking of implementing change through to those who are more advanced in the process.
Presenters: Colin Druhan, Pride at Work Canada/Fierté au travail Canada, Jack Hixson-Vulpe, The 519, Steven Little, The 519, Steven Yan, TD Bank
Northern Salon A3 | 10:00 AM – 12:30 PM

Aware – Ally – Advocate: Moving the Bar! Track: Allies
Developing allies in the workplace is a key driver for may established Employee/Business Resource Group. Companies have created outstanding programs to create ally engagement. But what do you do once you get them in the door? Out & Equal has partnered with Rockwell Automation for the last two years to develop an intensive ally development program as the answer. Moving from awareness on LGBT Cultural Competency and the issues facing LGBT employees to actively finding ways to be an ally and advocate are included in this highly interactive program. See what are some of the exercises and program development highlights to take back to your company!
Presenters: Pat Baillie, Out & Equal Workplace Advocates, Daniel Lawerence Smith, Out & Equal Workplace Advocates
Asia 5 | 10:00 AM – 12:30 PM

Visual Media in Diversity & Inclusive Business Results Track: Film Track
Learn how Sandia National Laboratories and Lockheed Martin are using, Ted Talks, You Tube videos, movie clips, and feature length films, to enhance diversity & inclusion learning & development. Visual media evokes emotion and taps into our sense of sight to quickly process information. Images can effortlessly shape one’s lens by ‘identifying’ with the story or gaining a ‘totally new perspective’. The session will feature actual movie clips; will discuss how to create an event including obtaining the necessary licensing to avoid copyright infringement; and how to debrief ‘the diversity of view’. This interactive session will benefit ERG members, allies and all audience levels with new ideas for diversity & inclusion learning and development events or opportunities.
Presenters: Katheryn King, Lockheed Martin
Americas Seminar | 10:00 AM – 12:30 PM

Executive Sponsors: Use ‘Em or Love ‘Em Track: ERG/BRG
Executive sponsors are a vital resource to Employee Networks as mentors, advisers, and in the case of LGBT networks, as highly visible champions. How do you build a good working relationship between network leaders and Executive Sponsors? Join Ernst & Young, GE and Wells Fargo as they 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.
Presenters: Peter Lease, EY, Katherine May, GE Healthcare, David Quinlan, Wells Fargo, Rick Simonetti, Wells Fargo, Jennifer Werner, EY
Southern Salon 1 | 10:00 AM – 12:30 PM

Successful Introduction of Corporate LGBT Inclusion in Asia Track: Global
Are you considering how best to extend your LGBT inclusion efforts throughout Asia? Join leading global firms EY and Goldman Sachs with renowned regional real estate developer, Asia Pacific Land as we share leading practices of successful implementation and engagement of local leadership in Asia. Countries within Asia have very diverse communication approaches and share similar values but differ from the West. Learn how family dynamics and culture impact LGBT inclusion while sharing strategies for success. This is a rare chance to hear of how successes and failures can shape LGBT initiatives that can be adopted or calibrated for local Asian sensitivities while asking the questions that matter most to you.
Presenters: Paul Choi, Goldman Sachs, Chris Crespo, EY, Moriaki Kida, EY, Marc Rubinstein, Asia Pacific Land, Rath Wang, EY
Southern Salon 2 | 10:00 AM – 12:30 PM

Reverse Mentoring and Inclusive Business Results Track: Allies
LGBT employees can play a critical role in educating middle and senior management on LGBT diversity and inclusion through mentoring programs. This workshop presents the structure and key findings from a two-year “Reverse Mentoring” program at Eli Lilly and Company. The emphasis of the program is a mentoring partnership where LGBT employees train and develop senior leadership and middle management across multiple work streams on LGBT issues in order to foster an inclusive workplace. The program also focuses on how the inclusive workforce can maximize business results. In this interactive workshop, attendees will learn how the program has grown and succeeded at Lilly and how to apply reverse mentoring within their own organizations
Presenters: Jeffrey Meyer, Eli Lilly and Company, Michaela Murtagh, Eli Lilly and Company, Wei-Li Shao, Eli Lilly and Company
Southern Salon 4 | 10:00 AM – 12:30 PM

Transgender Healthcare: Past, Present, & Future Track: Law, Policy, Benefits
Transgender medical coverage is offered by more employers every year. However, many still do not provide transgender health benefits and coverage levels vary widely among those that do. We’ll present the rationale for providing comprehensive transgender medical benefits that far exceed what is required to score100% on HRC’s Corporate Equality Index (CEI). Beyond gaps in healthcare coverage, the supply of qualified providers willing to accept insurance is limited and below the level of demand for service. This workshop will also examine the current landscape from the perspective of employers wanting to ensure that their employees have access to the care that they need. What can employers do to ensure that equal coverage in their health insurance plans is truly equal for their employees?
Presenters: Jenna Cook, Johnson & Johnson, Jamison Green, Jamison Green & Associates, Crystal Howard-Doliber, Bank of America, Tricia Russell, Bank of America, Andre Wilson, Jamison Green & Associates
Salon E4 | 10:00 AM – 12:30 PM

Internalized Oppression, Domination, and Social Change | Track: General
Our relationship with power and privilege affects our feelings of self and our interactions with others. Yet, many of us are not consciously aware of these forces and how we have internalized them. In this interactive workshop, we will explore the manifestations of internalized oppression/domination and how they limit our effectiveness as leaders and champions for social change. You’ll walk away with not only a deeper awareness of oppression and domination within yourself and others, but also with practices you can use to grow as an individual, leader, and community member.
Presenters: Jim Price, Citi
Salon E3 | 10:00 AM – 12:30 PM

Expanding Allies Beyond LGBT – Leveraging Intersections and Sharing Successes Track: Beyond LGBT Diversity
You already have allies and many ERG/BRGs – are you using your ally programming to strengthen your overall leadership and inclusiveness programming? Bank of America, EY and TBD invite you to join a discussion on how we are expanding our LGBT ally efforts to further learning and teaming across our various diversity networks. Learn how you can engage more people as allies for all aspects of diversity, raise awareness on intersections of diversity and work together on shared challenges by building out allies across your organization. Leverage our whitepaper, tools, leading examples and discussion to build on the successes of your current LGBT ally efforts that will bring together your inclusive leadership efforts and expand outreach through allies.
Presenters: Robin Barbacane, EY, Michelle Fullterton, Bank of America, Ivan Garcia, EY, Lanaya Irvin, Bank of America
Northern Salon A1 | 10:00 AM – 12:30 PM

ERG Immersion Trips – A Win for Inclusion for Company Executives | Track: Building Executive Leadership
Over the past several years, Walmart has taken the steps to help further educate and engage associates across the organization into learning about different cultures through diverse Immersion Trips. These trips have helped company leaders to have a better understanding of the different backgrounds and cultures that each of our associates bring to the organization. The trips also encourage attendees to have open and authentic conversations as well as have the leadership courage to ask the tough or difficult questions to expand their learnings. At the conclusion of each trip, business leaders are asked to share their experience with their peers and direct reports as well as encourage them to pay it forward so that other associates can experience the same journey.
Presenters: Jason Viator, Walmart
Southern Salon 5 | 10:00 AM – 12:30 PM

MassMutual’s “Vow to Protect”: Marketing to the LGBT Community Track: Case Study
MassMutual’s “Vow To Protect” campaign was organized around a simple yet powerful message to the LGBT community: You fought for your wedding; now protect your future together. Marriage equality has become the law across America, but the journey has just begun. Just like everyone else, LGBT couples go through the troubles and joys of sustaining their love and relationships. MassMutual saw this as an opportunity to spread the message that we are here to help all people secure their future and protect the ones they love. All the people. All the ones they love. Learn how this impactful digital campaign grew and inspired heartfelt responses to our message, even drawing national attention via a spot on the Ellen DeGeneres Show.
Presenters: Angel Diaz-Mangiafico, MassMutual Financial Group, Jill Hambley, MassMutual Financial Group, Gregory Jones, MassMutual Financial Group, Wonhong Lee, MassMutual Financial Group, John Wolfarth, MullenLowe US
Northern C | 10:00 AM – 12:30 PM

Finding Joy in Diversity: Many in Body, One in Mind Track: General
This workshop is designed to explore some of the barriers imposed by race, gender, class, sexual orientation, ability, and cultural differences. Discussions will focus on the use of appropriate humor to raise sensitivity, and to generate creative and positive action in our daily lives. With its accent on leadership training, this session will empower participants to appreciate differences, embrace similarities, and promote harmony, joy, and compassion in our respective environments and communities. It is imperative that all Americans train and educate ourselves towards inclusiveness within our families, communities, workplaces, and educational institutions. The highly effective and accessible cultural tool of appropriate humor can assist us in the quest for mutual respect.
Presenters: Karen Williams, HaHa Institute
Asia 4 | 10:00 AM – 12:30 PM

Strategic Partnership Creates New Business Value and LGBT Marketing “Buzz” | Track: LGBT Marketing
aunching a new LGBT marketing concept can be a difficult sell. The key is aligning objectives with the business strategy to gain executive support and resource approval, then finding the best partner to bring it to life. In this case study, Burt’s Bees will outline the steps they took to successfully launch their first-ever LGBT-celebrated product: the Rainbow Pride Lip Balm pack. A panel presentation including Burt’s Bees, The Clorox Company, Out & Equal, Target, and GLSEN will discuss how they gained internal leadership support for the concept and how different departments worked together within tight timing to create something new. Will also discuss how Target became the perfect partner for this test. Will conclude by demonstrating the broader significance of this initiative, including turning ERGs into BRGs and supporting a critical social cause, GLSEN, at a national level.
Presenters: William Melendez, Burt’s Bees, Reza Rahaman, The Clorox Company, Rachel Rubin, Out & Equal Workplace Advocates, Blake Wilson, Target, Eliza Byard, GLSEN
Salon E2 | 10:00 AM – 12:30 PM

Friday, October 7th – Session 6 (2:00 – 3:30 PM)

The Value and Influence of LGBT Executive Councils Track: Building Exeutive Leadership
A panel of 3-4 Bank of America / Merrill Lynch diverse executives will address the 2016 forming on an international LGBT Executive Council at the bank. Key focus areas of the Council include increasing LGBT executive visibility, supporting key global and local LGBT initiatives, driving LGBT leadership recruiting and influencing marketing strategies.
Presenters: Mike Bloch, Bank of America, Cynthia Bowman, Bank of AmericaDavid Thornton, Bank of AmericaShelley Saraniti, Merrill Lynch
Southern Salon 5 | 2:00 PM – 3:30 PM

Getting Employers to Offer Complete Transgender Healthcare Track: Trans
Present and Discuss Ideas on how to get employers to provide Transgender Healthcare that goes beyond the requirements to get 100% on the Corporate Equality Index. Most health insurance plans that have Transgender coverage and the CEI follow the World Professional Association for Transgender Health Standards of Care v6 (2001) and WPATH Clarification on Medical Necessity 2008. How do we get employers to move forward and offer health insurance consistent with WPATH SOC v7 (2011), the current version.
Presenters: Deborah Drew, Drew Quality Group, Inc., Janelle Phalen, Northwestern Mutual
Northern Salon A3 | 2:00 PM – 3:30 PM

Outward Presentation: Executive Presence Meets Authenticity | Track: Beyond LGBT Diversity
“Dress for success” is a catch-phase used in conversations about career growth. Does this also apply to LGBT professionals wanting to be authentic with gender expression? Are ties acceptable for women? Does a gay man need to be self-conscious about his speech? These are questions that can arise and cause anxiety for LGBT professionals. You are invited to a candid conversation with EY and PNC Bank around the topics of executive presence and an individual’s outward presentation. With witty dialogue, coupled with CTI research, we will explore executive presence in general and with regard to the LGBT population. We will also brainstorm ways which we can reinvigorate the executive presence conversation at our individual organizations with an eye toward our authenticity and outward presentation.
Presenters: James Breem, EY, Ashley Brundage, PNC Bank, Jennifer Werner, EY
Northern Salon A2 | 2:00 PM – 3:30 PM

Empowering Youth through Diversity & Inclusion Training | Track: Beyond LGBT Diversity
In 2010, IBM partnered with GLSEN to develop curriculum for youth in various age groups. These lessons were designed to promote diversity and inclusion of all people, with a particular focus on sexual orientation, gender identity, and gender expression. Since 2011, our Mid-Hudson Valley (NY) ERG chapter, in partnership with the Hudson Valley chapter of GLSEN, has successfully delivered these lessons to over 2,000 youth. Feedback from youth and school faculty has been overwhelmingly positive, and we have found this type of outreach has led to increased recruitment, retention, and engagement of our BRG members. By working with youth, we are helping them to develop into adults who are less likely to commit senseless acts of violence based on hatred and fear. In this workshop, you will experience a subset of the activities used with students, and learn how you can partner with local community organizations, schools, and not-for-profits to share your expertise with youth and other community members. You will also learn techniques to modify existing training materials for a youth audience, taking into account the differing learning styles of youth vs. adults. Community outreach can be a terrific recruiting and engagement tool for your ERG, and extends the positive presence your company already has in its community.
Presenters: Christopher Wyble, IBM, Mike Young, IBM, Peter Mostachetti, IBM
Northern C | 2:00 PM – 3:30 PM

How Wells Fargo’s LGBT Leadership Program Has Changed Lives Track: Professional Development
Five years in, the program formally known as the LGBT Leaders Program, part of Wells Fargo’s overall Diverse Leaders Program, has changed hundreds of LGBT team member lives within the company. We will share a synopsis of the program (target audience, participants, retention rates, promotion rates, etc) and have 3-4 graduates of the program share their personal stories of impact on their professional and personal lives at Wells Fargo. Panelists will show how the program has benefited their career through promotion opportunities, stronger engagement and building future LGBT leaders for the company. Open dialogue with the panelists is encouraged.
Presenters: Manichan Nguyen, Wells Fargo, John Stotler, Wells Fargo
Northern Salon A4 | 2:00 PM – 3:30 PM

Get Glocal! 2.0! Adapting Your ERG For Growth and Success | Track: ERG/BRG
Is your ERG a victim of its own success? Have you grown from one scrappy and effective chapter to multiple national or global chapters that have individual priorities and compete for resources and attention? This workshop is designed as a practical discussion on how to develop, expand, and create an LGBT ERG that meets the needs of all stakeholders regardless of location, culture, or workforce. Special focus will be paid to launching successful chapters outside of headquarters and internationally. Attendees of this interactive session will take away ideas and tools to build an ERG that meets local employee and business needs as well as connects to broader enterprise goals and the global ERG community, leveraging case studies & best practices from Dow Chemical and NBCUniversal.
Presenters: Jayzen Patria, NBCUniversal, Jose Alberto Pino Andrade, Lisa Rhodes, The Dow Chemical Company
Southern Salon 1 | 2:00 PM – 3:30 PM

Bank of America: Moving from Diversity to Inclusion Through Training Track: Beyond LGBT Diversity
Wondering how to bring the message of workplace equality back to your workplace? Having ongoing conversations about how to move past diversity toward inclusion for LGBT teammates? Encountering individuals who use religious freedom as a barrier to the dialogue? Need trans and bi-focused training? Our LGBT Pride ERG partnered with O&E to build a business case and customized training we will share with you. We will provide templates, sample content and insight on how to modify for a virtual audience, global audience and partnering with other ERGs on sessions. This training sampler will help you open dialogue, create allies and help people come out in your workplace. We have facilitated programs for 12,000+ participants and are happy to share with you!
Presenters: TBD
Salon E4 | 2:00 PM – 3:30 PM

Promoting Equality – What We Are Doing and What You Can Be Doing Track: Law, Policy, Benefits
HRC and Lambda Legal are itching to tell you what we’ve been doing legislatively and in the courts to get LGBT employees full legal protections. We’ll give you a complete update on our doings and will open a dialogue with you about what you can be doing — getting your company to sign on to the Equality Act, working with your company to get them to hold off on expansions or conferences in problematic states, etc. Come join the conversation!
Presenters: Gregory Nevins, Lambda Legal, Sarah Warbelow, HRC
Salon E2 | 2:00 PM – 3:30 PM

Manufacturing Inclusion: Strategies for Effective Education & Engagement Track: General
For organizations with both business and manufacturing areas, building policy and culture change is complex. A number of effective strategies exist for educating and engaging people at desks, but how can the effort be translated into successful programs for employees on manufacturing floors? How can efforts be scaled across locations? How do you connect learnings between offices and the line in meaningful ways? This interactive session will feature case studies from Alcoa and Whirlpool Corporation, organizations that have bridged this gap, along with analysis on how to translate these practices into your organization. Participants will have the opportunity to help shape the session from the start by providing key input and insights and leave with new strategies and frameworks to adapt to their organizations.
Presenters: Michael Ball-Trevor, Alcoa, Inc., Erin Brown, Whirlpool Corporation, Michael Lopez, Alcoa Inc., Jean-Marie Navetta, PFLAG
Salon E3 | 2:00 PM – 3:30 PM

Winning by Uniting Businesses, Allies, and Families for LGBTQ Fairness | Track: Allies
As corporations and families are clearly interdependent, they also share one overriding characteristic on the topic of LGBTQ equality: both generally include more allies than LGBTQ people. With The Equality Act being the next major federal bill for which LGBTQA communities advocate, states in all quadrants of the country unabashedly introduced legislation that would deliver discrimination. While discussion has long-loomed about harmful bills targeting LGBTQ individuals and families, businesses have raised their voices, letting state and municipal governments know that they expect for local laws to match the business-savvy inclusion already present in their corporate policies. Learn best practices: how to choose ally partners, reach and influence elected officials and maximize your business muscle to fortify LGBTQ fairness in key communities.
Presenters: Bill Hendrix, The Dow Chemical Company, Diego Miguel Sanchez, PFLAG
Southern Salon 4 | 2:00 PM – 3:30 PM

HRC Foundation’s 2017 Corporate Equality Index Track: General
Since 2002, the HRC Foundation’s Corporate Equality Index (CEI) has been the national benchmarking tool on corporate policies and practices pertinent to lesbian, gay, bisexual and transgender employees. In the 2016 CEI report, 407 major businesses — spanning nearly every industry and geography — earned a top score of 100 percent and the distinction of “Best Places to Work for LGBT Equality.” Workshop attendees will get an in depth look at what makes up this annual survey and report.
Presenters: Liz Cooper, HRC, Jess Eide, WhiteWave Foods
Asia 4 | 2:00 PM – 3:30 PM

My THRIVE Song: Transforming LGBTQ+ & Advocate Leadership into Executive Success |Track: Beyond LGBT Diversity
Learn how Fortune 500 executives, and leaders from the non-profit and government sectors transformed their FIGHT Song into their THRIVE Song. Capture success practices from LGBTQ+ leaders and advocates in global security, financial services, academia and the military. – FIGHT Song: Engage with the latest LGBTQ+ research and learn the priorities of our community – THRIVE Song: Equip yourself with a success plan derived from execs who have won – LIFE Song: Empower others and cultivate the future you envision Champions of the LGBTQ+ community standup in different ways. Standout where you are.
Presenters: TBD
Northern Salon A1 | 2:00 PM – 3:30 PM