2023 Outie Awards Winners

Micron is committed to Diversity, Equality and Inclusion (DEI) and has embedded initiatives in its business and operations around the world. Since setting its strategy-driven DEI commitments in 2021 for inclusion, hiring, supplier diversity and investments in women and minority-owned institutions, Micron witnessed a colossal breakthrough in its workplace culture. The company expanded its employee resource group’s(ERG) global membership and now 47% of employees belong to at least one ERG. In partnership with the PRIDE+Allies ERG, the company launched a global allyship training program designed to increase awareness, advocacy and inclusion. Despite being voluntary, the program reached an astonishing 99.99 percent participation rate among Micron’s expansive employee base of more than 44,000 team members. Micron also achieved comprehensive global pay equity for all underrepresented groups.To help attract top talent from diverse backgrounds, Micron partnered with groups such as the Society of Women Engineers and Out & Equal. The company also offers bonuses for employees who refer candidates from underrepresented groups and rewards ERG leaders with stock grants. Micron believes that respecting and valuing diversity encourages team members to share their unique perspectives, which drives our breakthrough innovation.

Over the last decade, Barilla has transformed early negative global attention into meaningful and lasting action – action that has earned the company a 100 percent score on the Human Rights Campaign’s Corporate Equality Index for Best Places to Work for LGBTQ+ Equality for nine consecutive years. And Barilla has not wavered even when faced with opposition. Just last month, as companies began to back down from Pride Month initiatives after backlash from certain groups, Barilla stood strong with the LGBTQ+ community. Barilla supports both national and local organizations that further Diversity, Equity, and Inclusion (DEI) efforts, partnering with more than 40 non-governmental organizations (NGOs) in the US alone. Nationally, Barilla has longstanding partnerships with two organizations that specifically advocate for LGBTQ+ equality—GLAAD and the Tyler Clementi Foundation—in addition to others that move inclusivity forward for other groups, including the Hispanic Alliance for Career Enhancement, Hispanic Association on Corporate Responsibility, Catalyst, and The Brother / Sister Sol. Barilla also sponsors Openly, a Thomson Reuters Foundation digital news platform dedicated to reporting on global issues affecting the LGBTQ+ community.

VMware has long championed LGBTQ+ workplace equality in the US and around the Globe with more than 1,200 members in its Business Resource Group (BRG). They have celebrated five years of a perfect Human Rights Campaign (HRC) Corporate Equality Index score in the US. In India, for three years in a row, VMware has been recognized as a top employer in India’s Workplace Equality Index (IWEI) for LGBTQ+ Inclusion, winning gold. In Japan, VMware has now won Gold in the PRIDE Index for two years in a row. They also have global leadership teams in the Americas, EMEA, APJ, and LATAM who work to advocate for all LGBTQ+ employees globally. Externally they are proud signatories to several cross-company business letters advocating for workplace equality including: The HRC Business Statement on Anti-LGBTQ State Legislation, the HRC Letter on the Respect for Marriage Act, and an amicus brief to the US Supreme Court in support of college admissions policies that foster diversity.

This year, Toyota ranked No. 1 Top Company for LGBTQ+ employees by DiversityInc, and it’s easy to see why. Toyota’s ERG for LGBTQ+ team members and allies, Spectrum, introduced the Progress Pride flag as the new standard for all its US locations in 2023, demonstrating Toyota’s Respect for People pillar to both team members and consumers. And from HQ to DC, Spectrum partnered with Toyota’s Government Affairs team to advocate for the Respect for Marriage Act with members of the US Senate and House of Representatives. The day Congress voted on the bill, Spectrum streamed a live event inviting all Toyota team members to learn about the significance of the bill. With a dynamic network of more than 2,000 members nationwide, Spectrum is going strong.

More than 6,000 members strong, GLAD ERG knows how to create a culture where all employees can thrive. With GLAD’s efforts, Dow continues to transform its workplace culture. How? Spreading awareness, advocating for LGBTQ+-inclusive public policy, and adapting to the ever-changing needs of the LGBTQ+ community. Founded in 2000, the LGBTQ+ and allies ERG has grown to be one of the largest ERGs in the company. And under our CEO Jim Fitterling’s stewardship, Dow created the Office of Inclusion, which focuses on building global inclusion strategies and raising underrepresented groups into leadership roles. Other initiatives include the Transgender Internship Programs in Brazil & Argentina, advocacy of the Equality Act, and enhancing its US LGBTQ+ Benefits program.

Pride VA was the first ERG to earn recognition at the Veterans Administration, a national institution employing nearly 400,000 people. Pride VA grew its national ERG into a big tent of hundreds of members across the country, and all in quick order. Its focus has been on proud grassroots action. That’s why this year Pride VA unveiled “Pride in Service,” a first ever photo campaign LGBTQ+ VA employees. The project will have a nationwide launch.

Focusing internally, Pride VA has worked hard to bring big wins for LGBTQ+ employees to every office of its federal department: education about LGBTQ+ people, “Lavender Lunches,” a welcoming, weekly get together for LGBTQ+ employees at the VA and, among many others, bringing focus  to active LGBTQ+ VA employees and the LGBTQ+ veterans whom they serve.

An ERG for Middlesex Health LGBTQ+ Employees and their Allies, MH+ PRIDE is the first ERG within the Middlesex health system, creating positive change and an environment of belonging within its workplace. This year, MH+ PRIDE rolled out its Pronoun Badge Campaign, Resources for Transitioning/ed Employees, and the Employee Climate Survey, which reviews and offers feedback on the sexual orientation and gender identity (SOGI) questions and responses for the confidential system-wide climate survey.

CBP Pride’s vision is to inspire authenticity, resiliency, and community at CBP. Its first intention was placing a high value on a grassroots approach to harness the wide-ranging skillsets and experiences of CBP’s diverse workforce, with a strong emphasis on field personnel who work in some of the most austere environments for the LGBTQ+ community, the Southern States. Its mission is to celebrate  LGBTQ+ employees and champion policy & resources for diversity, equity and inclusion of all. CBP Pride has partnered in establishing a Veteran Support Program (VSP), represented the nation’s largest law enforcement agency at DC Capital Pride, and teamed up with Workforce Care to ensure CBP Chaplains are well equipped to provide support to LGBTQ+ employees and their families during times of need.

National Pride Business Resource Group (BRG) hit the ground running. Established in August 2022, they expanded Self-ID to include an option to elect gender identity and sexual orientation, introduced gender inclusive bathroom language, and led an employee giving campaign for GenderCool that raised $35,000 this year—the largest employee giving campaign GenderCool had received to date.

With her background in politics, Amanda Simpson has been a force inside her company. When Amanda transitioned at Raytheon, she joined the GLBTA Employee Resource Group (ERG), and worked alongside fellow LGBTQ+ employees to bring same-sex spousal benefits to all of Raytheon. She then worked with leadership to change the company’s non-discrimination policy to include gender identity and expression.

Prior to that, in 2004, she won the 2004 Arizona House of Representatives Democratic primary election, becoming the first openly transgender person to win a contested election for a state office in the US. Later, she joined President Obama’s administration as the Senior Technical Advisor to the Department of Commerce, becoming the first openly transgender woman to receive a government appointment. Amanda continues to be a vocal, visible champion and mentor to others in her orbit.

Due to her advocacy as a veteran and a visible transgender voice within the company, Trinity is described as the “Mama Bear” of the Boeing Trans community. Not only does she speak openly about her disabilities, sexual orientation, and gender identity, she has been instrumental in advising the Global Equity, Diversity, & Inclusion team on transitioning at work and mentoring other transgender employees on the transitioning process. Plus, she created the Boeing Employee Transgender Association and the Boeing Employee Transgender Family Members group. She brings the same strength of service to being an out employee and veteran as she did to being an out soldier in the military.

Katie is well known in their organization for committed workplace equality advocacy. Their biggest contribution so far? Creating the LGBTQ+ Enterprise Initiatives Committee within the PRIDE Business Resource Group (BRG) at Freddie Mac. The Committee partners strongly with the company’s Diversity, Equity, and Inclusion (DEI) Division to make Freddie Mac more inclusive through improved inclusive language and Self-ID as LGBTQ+, making LGBTQ+ status qualify for DEI scorecard metrics, introducing pronoun education and adoption and adding inclusive LGBTQ+ benefits programs.

Plus, Katie helps lead the LGBTQ+ Housing Summit, which spreads awareness to Freddie Mac’s partners and clients about discriminatory practices that often go unnoticed in the housing and mortgage financing process. This was Freddie Mac’s most attended event with the highest engagement of any held on LinkedIn Live that year.

More than a job, Diversity, Equity, and Inclusion (DEI) is Karla’s passion. As the head of DEI for the Latin America region, at JPMorgan Chase, Karla has implemented strategies and programs, which have contributed to the firm being recognized as one of the best places to work for the LGBTQ+ community in Mexico, Chile, Argentina, and Brazil. Her efforts to promote gender inclusion have materially strengthened the communities in which LGBTQ+ people in the region live and work. Under her guidance and leadership, PRIDE Business Resource Group (BRG) representation has increased substantially in the region—averaging 20 percent annual increase over the last several years. She has also led the development of new programs for diverse talent in the region, resulting in a more inclusive and respectful environment as shown by improved employee opinion survey scores. Her efforts have also helped drive self-ID adoption, with 92 percent of total headcount in Latin America having self-identified for gender expression and 65 percent for sexual orientation.

For members of the LGBTQ+ community at General Motors, Lori has been a critical catalyst in creating safe, inclusive programs, policies, and spaces at General Motors. She led training for more than 10,000 employees on LGBTQ+ topics, helped roll out preferred names across all of GM’s services, served on the leadership board of the GM PLUS Employee Resource Group (ERG), and encouraged GM to sign on to the Business Statement on Anti-LGBTQ State Legislation. Plus, she publicly shares her story as a parent of a child identifying as trans, which made its way into an online OnStar marketing campaign across multiple media platforms. Lori consistently lives out GM’s “Be Bold” behavior by speaking up on behalf of the community in a respectful, meaningful, and powerful way.

As a licensed clinical social worker in Orlando, Florida, Keri sees all of her work through an intersectional lens. That’s why her Employee Resource Group (ERG) named her a “Shining Star” ally to recognize her more than 13 years of LGBTQ+ advocacy at the Department. She has worked to create a space for survivors of the Pulse nightclub shooting and hosts memorials of the tragedy every year. Of note,her memorial event predates even the creation of the Department’s LBTQ+ ERG, and employees across the country have attended virtually in great numbers. She has also worked as the LGBTQ+ Special Emphasis Program Manager for her facility, where she developed and leads a monthly interdisciplinary LBTQ+ treatment team at the Orlando VA Health Center.

Dr. Toliver is an exemplary ally as Xerox’s Global Head of Diversity, Inclusion, and Belonging (DIB). She has displayed remarkable strategic acumen by developing a comprehensive five-year DIB roadmap that will drive long-term positive impact, yielding positive outcomes for LGBTQ+ employees at Xerox. Serving as the primary advocate, she has provided unwavering support to 10 global ERGs. Her vision for a more inclusive and equitable future at Xerox is crystal clear. She played a pivotal role in implementing voluntary sexual orientation and gender identity (SOGI) data in their HR systems across the US, UK, and Canada and embracing the “Wilson Rule,” which outlines equitable hiring practices. She has promoted the use of pronouns in the workplace, bringing them to email signatures and to employee badges company-wide. Closely involved with 10 ERGs, Dr. Toliver models how to use leadership to inspire change.

Abhinav is responsible for a long list of contributions to LGBTQ+ equality at Cisco. Under his guidance, Cisco Pride was launched in India and Singapore, and it furthered in other countries across APJC region. He is responsible for defining regional strategy, integrating best practices, promoting visibility, and embedding DEI into business practices. Collaborating closely with the HR team, he diligently reviewed and enhanced existing benefits. His conscious efforts aimed at bolstering LGBTQ+ representation led him to organize 20+ events touching 10,000+ employees. In addition, he proposed and led Cisco’s participation in the first-ever community-focused job fair in APJC region, netting more than 200 candidates. Abhinav promotes LGBTQ+ inclusivity on social media through his authentic storytelling and thought leadership, garnering an impressive 250,000 views in a year. With cheerful persistence, Abhinav takes big swings and swings for home runs.

John Deere India has seen five years worth of measurable progress in the last calendar year alone. To whom does the organization attribute this success? One name stands at the top of the list: Satyajeet Mirkale. He is the Regional Lead for Rainbow Employee Resource Group (ERG), responsible for Asia, Sub-Saharan Africa, and the Middle East. He has brought a dimension of focus on LGBTQ+ priorities in countries where LGBTQ+ rights are still eras behind, and where LGBTQ+ individuals face discrimination unlike anywhere else in the world. Despite that, Satyajeet has led his company to receiving GOLD Employer status for LGBTQ+ inclusion in 2022 from the Workplace Equality Index and won the ERG of the Year award in his country. Satyajeet uses his senior status to win for workplace equality.

Matthias demonstrates bold and resilient leadership through his proactive initiatives and visionary approach to promoting LGBTQ+ inclusion and leadership development. He actively promotes the LGBTQ+ network, ensuring its visibility and empowering LGBTQ+ employees. To foster diverse new leadership, he created the Future Leaders program to promote LGBTQ+ employees from within his company and include them in major decision-making processes. Moreover, Matthias has served as the President of the European Gay Managers Association and Germany’s largest gay professional association, Völklinger Kreis, a historic organization and one of the first ever to represent the LGBTQ+ community in Europe.