“Fresh…Innovative…Ground-Breaking.” Geoffrey Frost, Chief Brand Officer at Motorola, Inc., describes these attributes as crucial for companies that seek to break through the clutter. The Lesbian, Gay, Bisexual and Transgender (LGBT) community offers these attributes in abundance and employers are increasingly are trying to harness the energy this community brings to our offices, boardrooms, cubicles, lecture halls, and factory lines. The effort to attract and retain LGBT talent requires first and foremost a commitment to equality for all. And as the LGBT community’s visibility shines ever brighter, forward-thinking companies are dedicating themselves to being recognized as leaders in what can only be described as a march to equality.

The LGBT talent pool enhances any work place, and any workplace likely enjoys contribution from LGBT employees. Sadly, LGBT employees are denied more than 1,000 rights and benefits that their straight teammates take for granted. This issue of fundamental equality is increasingly apparent and the number of companies seeking to demonstrate their commitment to equality continues to grow. Many, however, are often at a loss as to where to begin. Out & Equal was founded to serve as a helping hand for companies seeking to demonstrate their commitment to equality. To that end, we have created a list of best practices for companies who realize their success is contingent upon creating an “Out & Equal Workplace.”

“Fifteen Steps to an Out & Equal Workplace” can be seen as a tool to measure success. Of course, these steps are merely reflections of what must be a stated and fundamental commitment to creating policies inclusive of sexual orientation and gender identity. Nevertheless, these steps will guide those who seek to build a workplace where all individuals know they are equally valued and respected.

1. Support and attend the annual Out & Equal Workplace Summit.
   
2. Establish and support an LGBT Employee Resource Group (ERG).
   
3. Provide Domestic Partner Benefits.
   
4. Include "sexual orientation" in your company's EEO policy.
   
5. Include "gender identity and expression" in your company's EEO policy.
   
6. Provide LGBT diversity training (i.e. Out & Equal's Building Bridges program).
   
7. Support the LGBT community through corporate giving.
   
8. Recruit and develop LGBT employees.
   
9. Market to the LGBT community.
   
10. Create LGBT-specific advertising.
    
11. Provide LGBT Leadership development opportunities.
    
12. Develop spousal equivalency policies for LGBT employees.
    
13. Include LGBT-owned businesses in your supplier diversity program.
    
14. Promote an LGBT-friendly corporate culture.
    
15. Share best practices around LGBT workplace issues.

Download a full-color, printer-friendly version of the 15 Steps to an Out & Equal Workplace to hang in your office!

The Equality Principles, the Out & Equal Frontier, and the Corporate Equality Index provide a foundation for the 15 Steps to an Out & Equal Workplace.

Equality Project
The Equality Priciples
A coalition of consumers, employees and investors working together. The Equality Project works to support and help monitor the adoption of written employee nondiscrimination policies on sexual orientation and gender identity in the workplace by pressing companies to implement the progressive policies expressed in the Equality Principles.

Human Rights Campaign
Corporate Equality Index
The Human Rights Campaign Foundation’s Corporate Equality Index report, released each fall, provides an in-depth analysis and rating of large U.S. employers and their policies and practices pertinent to gay, lesbian, bisexual and transgender employees, consumers and investors.