Outie Awards (the “Outies”) recognize individuals and organizations who are leaders in advancing equality for LGBTQ people in workplaces globally. Outies are awarded at the annual Out & Equal Workplace Summit.
This award recognizes an Employee Resource Group (ERG) chapter that has been established within the last two years (the organization ERG can have existed longer than that but the chapter must be new). This award recognizes a new chapter that has made a bold impact at their company, federal agency, or non-profit in their first few years.
PRIDE POLAND, JP MORGAN CHASE
In August of 2018, JPMC PRIDE created a new chapter headquartered in Warsaw, Poland. The ERG’s first event was a panel on the importance of being an ally. Since the inauguration, membership has grown to over 200 people and several employees have come out as openly LGBTQ for the first time in their careers. As of April 2020, 24% of the entire Poland office is a member of the PRIDE group. JPMC Poland is seen as an employer of choice in the market for LGBTQ people in great part due to the work of the Poland PRIDE chapter. Additionally, JPMC Poland was the first JPMC location in Europe to make a public statement in support of LGBTQ rights. The significance of this work in Poland undeniable – in a place where the LGBTQ community is frequently demonized by center-right political forces and where “LGBT Free Zones” have been established where the law bans education about, and equality for, LGBTQ individuals.
IN THEIR OWN WORDS
“We are now seen as an employer of choice in the market for LGBT+ people due to our public support of the community. Several new hires over the last year specifically said they applied to JPMorgan Chase because they saw our platform at the Warsaw Equality Parade. We have several employees who are ‘out at work’ for the first time in their careers, even after working previously at other large, US-based companies.”
PRIDE SOUTH ASIA ERG, NEILSEN
Nielsen’s South Asia PRIDE ERG continues to make a deep impact on employees since its launch in March 2019. PRIDE South Asia includes India, Bangladesh, Sri Lanka, and Nepal and has already recruited over 200+ LGBTQ and ally members in just 15 months. PRIDE ERG’s quick efforts have led to great success, including inclusive domestic partner benefits for same-sex partners and prioritizing LGBTQ+ owned vendors at the company. PRIDE South Asia is driven by a group of passionate LGBTQ+ individuals and allies from all levels and departments of the organization. The group’s main priority for the past year was launching a year-round awareness campaign to drive inclusion and education at the company. One of these campaigns, #AllyWithPRIDE, has already reached 135 registered allies and includes an Ally Starter Kit on what it means to be an ally to the LGBTQ+ community.
IN THEIR OWN WORDS
“I joined the PRIDE ERG when I was new in Nielsen only because I felt like I ought to be part of this group. But as time went by, I found myself actively engaging in its events and planning processes. I owe it to the people who lead this ERG, so wonderfully, for creating this safe-haven for us to explore our strengths, find allies and be a part of such an important cause.”
ORACLE PRIDE EMPLOYEE NETWORK (OPEN) SANTA MONICA
Oracle’s OPEN Santa Monica ERG chapter launched in April 2019 with the goal of fostering a local work environment where all LGBTQ employees feel safe, included, rewarded, and recognized. At the time of launch, the ERG only had 10 members. Just in the past year, it grew to 87 LGBTQ members and 150+ allies with most members being young employees. The growth and overall success of the ERG are proof that passionate individuals can make a positive difference. OPEN Santa Monica has transformed Oracle through education, partnerships, and inclusive policy, such as the “Restrooms for All” initiative for all gender-neutral restrooms in Santa Monica offices and gender-inclusive pronouns in company email signatures.
IN THEIR OWN WORDS
“We are proof that any group of employees can drive real change. Making a bold impact is not a question of how much funding you have or how many executives/managers you can get to initially co-sponsor. All it really takes is passion, a willingness to learn, and determination to create an environment where all feel comfortable, connected and cherished.”
more 2020 outies