The Outies: 2018 LGBTQ ERG of the Year Finalists

The Outie for LGBTQ Employee Resource Group of the Year recognizes a particular employee resource group (ERG) that has a proven track record of success in advocating for LGBTQ equal rights in its own workplace. LGBT+ Pride – Bank of America In 2017, Bank of America’s ERG completed 15,000 hours of community service with LGBT focused

The Outies: 2018 Workplace Excellence Finalists

The Workplace Excellence award recognizes an employer that has a historic and ongoing commitment to pursuing and executing equality for their LGBTQ employees. This year’s nominees have a history of continually raising the bar of workplace equality for others to follow.     Citi In 2017, Citi launched a revamp of their efforts with Diversity

First-ever Out & Equal LGBTQ India Forum Brings Together over 170 Participants from over 100 Companies to Strategize Around Workplace Inclusion in India

  On Thursday, August 2nd, Out & Equal held the Out & Equal LGBTQ India Forum Powered By IBM in Bangalore, India.  The event was booked at full capacity with over 170 attendees from more than 100 Indian and multinational companies gathered to discuss ways to advance LGBTQ workplace inclusion in the country, and to

Five Things You Need to Know About the Religious Liberty Task Force

July 30, 2018— Earlier today, Attorney General Jeff Sessions announced the establishment of a Religious Liberty Task Force within the Department of Justice, which would aid in the implementation of the department’s religious guidance set forth in the DOJ’s Federal Protections for Religious Freedom Memo issued last year. Built in response to, in Sessions’ words,

Out & Equal Announces Its 2018 Global Fellowship Recipients

Tiago Marinho (left) and Ananda Puchta (right), both from Brazil, join Out & Equal as Global Fellows.   Last year, Out & Equal announced its inaugural cohort of Global Fellows from Kenya, India,and Latvia.  This year, we are pleased to announce the second annual cohort of Global Fellows: Ananda Puchta and Tiago Marinho from Brazil. 

Principles for Building a Solid Foundation for Self-ID Data Collection: Expertise from Gretchen Ruck, AlixPartners, LLP

In the age of big data, concerns surrounding data collection and privacy are at an all-time high. While the need for data regarding the LGBTQ community is critical in understanding the magnitude of issues faced by LGBTQ individuals, as well as the solutions to those issues, many companies are understandably uncertain about how to collect

First-ever Out & Equal China Roundtable Brings Together Corporate & NGO Leaders to Move LGBTQ Workplace Inclusion Forward in China

  Excitement is in the air after what was truly a fantastic and trailblazing Out & Equal China Roundtable, held on June 14th at the GE Technology Park in partnership with ShanghaiPRIDE.  The China Roundtable was a unique, one-day gathering of LGBTQ and Ally leaders aimed at advancing discussions around LGBTQ workplace inclusion in China

Does it Even Count? LGBTQ Data and the 2020 Census

For years LGBTQ advocates, researchers, and federal agency leaders have urged the Census Bureau to add sexual orientation/gender identity questions to the decennial U.S. Census to deepen overall understandings of the LGBTQ community. While many had waited in hopes that the 2020 Census would include questions regarding sexual orientation and gender identity—many were dismayed to

Erin’s Letters: Out & Equal + Brazil

Out & Equal’s global work is a key growth area in our organization. And as the largest country in Latin America and one of the world’s largest economies, Brazil is a key player on the global stage and a strategic focus market for Out & Equal. We’re planning our third annual Brazil Forum there in November, and

Post-Marriage Equality: Why Your Company Should Continue to Provide Domestic Partner Benefits

In 2015, Obergefell v. Hodges was victorious in bringing nationwide marriage equality to the United States. While the LGBTQ community and its allies celebrated the victory after a civil rights battle that lasted decades, many businesses then assumed that the need for domestic partner benefits had been eliminated, and, thus, removed these protections from their