Special registration rates end in two days. Register today.
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"Keys to the Kingdom" Disney Dream Incentive for two guests.
Book your room between August1-15 to win four Disney theme park One Day Park Hopper tickets.
2009 SUMMIT HIGHLIGHTS
Take part in more than 80 innovative workshops and panels, which are the heart of the Summit’s success, and are led by a corps of expert presenters, panelists and facilitators.
Don’t miss our series of motivational speakers, who are national leaders in workplace diversity issues, policies and more.
Celebrate the Out & Equal Workplace Awards — “The Outies” — that recognize those who are leaders in advancing equality for LGBT employees.
Participate in one of several daylong seminars that are designed to give you the tools you need to become a workplace equality leader.
Build valuable connections during our luncheons, while learning from leading professionals about a wide range of workplace diversity issues.
Network with other participants from top national and international businesses during our networking receptions.
Become a vital part of the 2009 Summit by becoming a sponsor.
Be a part of an amazing team of dedicated volunteers, who help make the Summit a success.
The Out & Equal Workplace Summit is near, register today and save
Don’t wait any longer for your chance to secure lower registrations rates for the 2009 Out & Equal Workplace Summit , the world’s premier conference on lesbian, gay, bisexual and transgender workplace equality.
Your special rates end in just two days for this year’s Summit, set for Disney’s Coronado Springs Resort from October 6-9 and offering a rich series of educational opportunities that will help empower you at work.
You won’t want to miss an impressive lineup of highly-accomplished keynote speakers, including Sharon L. Allen , chair of Deloitte, and John Berry , the highest ranking LGBT person in President Barack Obama’s administration.
The Summit kicks off with a full day of leadership seminars, followed by more than 80 workshops designed to give you tools and skills that you could take back to your workplaces, enriching the lives of others.
Share best practices from your workplace or collaborate with colleagues from other organizations to teach one another the approaches that make your companies among the most progressive.
In addition to the workshops, the Summit offers a series of featured panels designed to provide you with the opportunity to hear from leading experts on subjects critical to LGBT workplace equality.
This year’s featured panels include:
Beyond talent management: Inclusion and corporate social responsibility
In some companies, the principal focus on inclusion is internal, closely tied to the recruitment and retention of the brightest and best employees, while responsibility for corporate citizenship is outward looking, and often managed by a different part of the organization. In other companies, commitment to inclusion is clearly integrated with the organization’s corporate social responsibility strategy. How should a company’s diversity strategy be visible in its external activities, especially when looking at issues important to LGBT employees? A panel of senior executives discuss the realities and the possibilities.
Voluntary everyone counts: Voluntary self-identification project update and review of draft report
After three years of development, the LGBT Self-Identification Community of Practice has released a report that can be used by employers to begin offering voluntary self-identification to their employees. The report is designed to present the current best practices to help workplaces count their LGBT employees. The report provides an overview of the options for tracking LGBT employees and examples from companies that currently gather this basic but crucial information. Using the results, companies can enhance vital policies and benefits, such as domestic partnership benefits and other services, and, more importantly, create a climate where employees can be fully engaged. The executive board of the Community of Practice group will present the key findings and provide insights into the next step in workplace diversity. Please join us for this important update to find out what you need to know to begin moving your company towards greater LGBT inclusion.
On being transgender: Challenges of being out in the workplace and being in the LGBT community
Workplace equality for all employees regardless of gender identity or expression has lagged on the basis of sexual orientation. Building support to change laws and corporate policies that impact transgender employees has been a struggle, even within the broad LGBT community. A panel of transgender leaders share their stories of transition—both personal and as a community—and look toward the future of transgender workplace equality.
Tackling issues on LGBT aging
MetLife’s “Out and Aging” study uncovered many LGBT aging issues. Where there are many LGBT organizations advocating for us as we age, it’s confusing to know where we are making strides and what’s available for us now. A panel of experts will discuss the work being done for LGBT seniors, changes in health care and insurance, updates on legal protections and current economic policies. Audience participants will be welcome to add to the discussion and ask questions.
Allies or competitors? A conversation with chief diversity officers on strategies for managing the potential for alliances, competition and conflicts within employee networks
The establishment and nurturing of employee resource groups as part of a company’s diversity and inclusion strategy is a valuable tool for allowing employees to establish networks with colleagues who share a particular identity, whether defined in terms of gender, race, sexual orientation or gender identity. What strategies do companies offer to prevent employee resource groups from becoming a means of self-isolation? How are diversity and inclusion programs balancing the need to recognize issues specific to one community while helping all employees embrace the diversity within a company’s full workforce? A panel of distinguished chief diversity officers will look at these questions and others in this featured panel.
Away from headquarters: Taking equality beyond the borders
Corporations based in the United States have been leaders in adopting policies and programs designed to make their workplaces safe for their LGBT employees. Many extend those same policies to locations outside the U.S. What are the challenges which these companies face when operating in countries where local culture does not readily accept LGBT people? What are the responsibilities these companies have in advocating for change to ensure its local and expatriate employees can safely be themselves at work? A panel of experts from different sectors discusses the challenges and opportunities of supporting LGBT workplace equality beyond our borders.
The Feds: A different kind of workplace
We understand the bottom line and sponsorship from a corporate perspective, but how do we measure and evaluate the federal government’s progress on LGBT diversity? We are looking at a different perspective and way to do business. The ability to adapt the best practices of Fortune 500 companies’ diversity work to the federal government language and ways can create a faster track to accomplishing significant change in this workplace sector.
|Tuesday, October 6, 2009
|Wednesday, October 7, 2009
||Breakfast & Plenary I
| 2:30PM– 4:00PM
||Out & Equal Night Out
|Thursday, October 8, 2009
||Breakfast & Plenary II
||Session 3 (Intensive)
|Friday, October 9, 2009
||Lunch & Plenary III