This award recognizes a particular Employee Resource Group (ERG) that has a proven track record of success in the over the course of at least 15 years. An ERG that is continuously elevating diversity, demonstrating change and advocating for LGBTQ equal rights in its workplace.
GLEAM – Microsoft
- Worked with facilities to introduce more all gender restrooms on campuses globally and creates a map to help employees locate these restrooms
- Successful worldwide pride across 60 cities. Limited edition pride products were released e.g., surface skins, xBox ping, immersive experience in New York City in partnership with The Ally Coalition, Pride theme for Windows, discover Pride on Mixer with dedicated streams form select partners, unique stickers, and exclusive programs.
- Microsoft joined 6 other companies at the World Economic Forum to create a business partnership for global LGBTI equality. The initiative includes a global call for companies to operationalize the UN Standards of Conduct to tackle LGBTI discrimination in the workplace by 2020
In Their Own Words: GLEAM’s impact is visible throughout Microsoft. GLEAM works to drive LGBTQI-friendly changes in company policies and in the work environment by providing support and networking opportunities for its members, and promoting activities within Microsoft that raise awareness about the LGBTQI+ community. It empowers employees to be their authentic selves, to come out or transition at work. We have many members share with us that they came out to their GLEAM family and teammates prior to coming out to their own family.
Pride – Dell
- Recognized Best Place to Work for LGBTQ Equality for the 15th year in a row (HRC Corporate Equality Index 2004-2019)
- Strong international presence of over 10 US based chapters and global presence in over 20 countries. More than 2500 members with an average growth rate of 20% each year.
- Sponsor, partner, and volunteer with numerous LGBTQ organizations including:Habitat For Humanity (HFH) Pride Build, Waterloo Counseling Center, AIDS Services of Austin, Project Transitions, PFLAG Austin, OUTYouth, The Wright House, Atticus Circle, and Transgender Education Network of Texas
In Their Own Words: Dell Pride is not only about a corporate mandatory initiative but instead it’s an group that born and growth from the organic need of our employees to create an inclusive environment in the workplace, homes and every community, for every single team member to feel truly themselves. Serving since 2001 as advocates to lobby on bills that impact our equal rights we seek to create a safe place inside and outside the walls of Dell.
OUT – Comcast NBCUniversal
- As a result of feedback from OUT members and representatives from external advocacy groups for the LGBTQ community, Comcast NBCUniversal launched a voluntary self-ID campaign to enable employees to self-disclose their sexual orientation and gender identity through a voluntary, confidential LGBTQ employee self-identification survey. To date, more than 16,000 employees have completed the LGBTQ self-ID survey.
- OUT worked with Diversity & Inclusion to ensure a proactive stance to broadcast events taking place in Russia, including the Miss Universe Pageant and the 2014 Sochi Winter Olympics. The company addressed all OUT employees ensuring a supportive stance for LGBTQ employees and ensuring their safety as thousands of employees from our broadcast brands began event pre-production.
- OUT has nearly 6,000 members, which are 75% diverse, including 47% people of color (POC) and 58% women.
In Their Own Words: Founded in 1986, OUT@NBCUniversal is the oldest LGBTQ ERG in media with expansion across Comcast NBCUniversal in 2012. OUT was founded by journalists at NBC News in New York City who organized to ensure that the HIV/AIDS crisis was covered appropriately by the network. OUT continues to enhance LGBTQ inclusion and awareness through broadened reach, communications, community and organizational partnerships, business insights and ally engagement and education. In 2018 and 2019, Comcast NBCUniversal once again earned a place among DiversityInc’s specialty list “Top Companies for LGBT Employees.”
GLAD – Dow
- For four consecutive years, Dow Leaders named as top Leading LGBTQ+, Ally Executives and Future Leaders in Business by Financial Times and OUTstanding
- Dow Argentina launched thier first ever transgender internship program. Dow Brazil launched a second wave of this same program.
- GLAD currently has over 4,000 participants globallyGL. There are participants at 142 different Dow sites in 30 countries around the world: Nearly 2000 participants in North America; Nearly 500 participants in Latin America; Over 1,000 participants in Europe/Middle East/Africa and India; and Nearly 600 participants in APAC
In Their Own Words: GLAD was established at Dow as the LGBTQ+ and allies employee resource group (ERG) dedicated to creating a safe and inclusive environment. GLAD continues to transform workplace culture by spreading awareness, advocating for workplace equality, engaging in public policy and prioritizing representation within Dow. Through this continued growth, GLAD has become one of the largest and more established ERGs at Dow.
BEPA (Boeing Employee Pride Alliance) – Boeing
- BEPA has been successful helping the company be an employer of choice by attracting, recruiting and retaining employees that identify with the LGBTQ community as BEPA Talent Ambassadors. BEPA members are actively part of a conscious effort to utilize diverse interview panels which is part of an enterprise strategy focused on improving diverse representation and engagement across the enterprise.
- Helped design and continue to enhance Boeing’s transition process for transitioning employees which is recognized as a best practice among industry standards for HR policies in this space.
- Company wide campaigns such as “MakeUsBetter” have been leveraged to drive the importance of LGBTQ inclusion within the company.
In Their Own Words: BEPA transforms Boeing as a place of belonging for LGBTQ people through several avenues: it allows for employees to develop stronger and deeper relationships with LGBTQ counterparts, provides avenues for peer mentorship and support, provides access and exposure to senior leaders outside of business function to support developing LGBTQ talent pipeline, allows for development of leadership, collaboration, and influencing skills and helps to identify potential mentors and sponsors for LGBTQ employees.