In 2017, Citi launched a revamp of their efforts with Diversity & Inclusion, by embedding ownership for diversity throughout the business and with each affinity (i.e. Pride, Black Heritage, Citi Women, Asian Heritage, Veterans) all now led by a member of the Citi Senior Leadership Team. Additionally, Citi launched a new Travel Safety Guide for LGBTQ+ colleagues across EMEA which was produced in partnership by their internal Security Services, and their Citi Diversity and Citi Pride Network London team. Citi’s US Advocacy efforts are public, high profile and powerful. Most recently, Citi signed an amicus brief related to the case of Masterpiece Cakeshop, Ltd. V. The Colorado Civil Rights Commission. Citi will expand the LGBT voluntary demographic option in their Voice of the Employee survey and Human Resources self-identification profiles to additional countries across the globe that are not otherwise restricted by data privacy or other laws.
In Their Own Words: “With our new approach to diversity and inclusion under the Affinity structure, ownership of diversity is owned within the business versus historically driven by Human Resources and with this change, each affinity is co-led by our CEO’s direct report. ”
Our Favorite Moment: In 2017, Citi piloted a reverse mentoring which is pairing a junior LGBT executive with a senior straight, cisgender executive, to foster an understanding of their experiences and increase exposure. Citi looks to expand this effort on the global scale in 2018.
In 2017, more than 2,000 Comcast NBCUniversal employees and their guests participated in two dozen local LGBTQ Pride Parades and Festivals across their footprint. The company was the Lead Presenting Sponsorship of the 2017 Out & Equal Workplace Summit, and more than 60 Comcast NBCUniversal employees attended. Openly LGBTQ executives lead key business functions across Comcast NBCUniversal, including Comcast’s Global Head of Benefits, EVP of Business Intelligence, SVP of Government Affairs, the Chairman of NBC Entertainment, SVP of NBC News and MSNBC, and NBCUniversal’s Chief Diversity Officer, among others. Comcast NBCUniversal invites a broad base of employees to complete a voluntary, confidential, self-identification survey to disclose their sexual orientation and gender identity. The results of the survey help to measure the size and engagement of our LGBTQ community, including allies. To date, more than 16,000 employees have completed the LGBT self-ID survey.
In Their Own Words: “Comcast NBCUniversal champions LGBTQ inclusion among our employees, our business partners and the communities we serve. Diversity and inclusion is ingrained in how we operate and has become a competitive business advantage for us.”
Our Favorite Moment: Comcast NBCUniversal partners with numerous external organizations to
recruit top talent and promote the company as an employer of choice for LGBTQ candidates. For example, their 2017 recruiting outreach included participation in events hosted by: Out & Equal Workplace Advocates, Lesbians Who Tech, National Lesbian & Gay Journalists Association (NLGJA),
American Military Partner Association (AMPA), and the William Way LGBT Community Center.
In 2017, Andrew Liveris, CEO, appointed Karen S. Carter as Dow’s first ever Chief Inclusion Officer of Dow. Dow revamped its supplier diversity policy to now include LGBT owned businesses with diversity spend minimums. Additionally, Dow’s ERG, GLAD, added 625 new participants globally, a 25% increase in membership. Dow engaged in Texas, Louisiana, Michigan, Indiana, West Virginia, Ohio, and nationally in support of the equality bill and joined America Competes and provided information for an Amicus Brief supporting transgender personnel in the military. Dow co-hosted Pride Connection in Mexico City where over 30 companies and more than 800 participants gathered to discuss best practices in corporate inclusion initiatives.
In Their Own Words: “The future has never looked brighter for LGBTQ inclusion and equality issues at Dow. There is a tremendous sense of optimism and momentum across the Company in this area. In 2017, Dow’s Executive Chairman, Andrew Liveris, appointed Karen S. Carter to a new role as Chief Inclusion Officer to lead an Office of Inclusion to build a stronger culture of inclusion at Dow and to integrate Dow inclusion and diversity into Dow’s overall corporate strategy. ”
Our Favorite Moment: Dow Argentina launched its first ever transgender internship program. Dow Brazil launched a second wave of this same program.
This year, Sodexo was named a Top Company for LGBT employees by DiversityInc for the second consecutive year. Sodexo developed its PRIDE Signature Program “Connecting Through Stories” in the United States. Connecting Through Stories is a 90 minute session for LGBTQ employees and their Allies to learn how to tell their stories in ways that motivates the listener to action. Sodexo believes that our stories – when they’re well-told – have the ability to inspire others to take action that creates the change that we want to see around us, whether at home or at work. Sodexo created an LGBTQ Conversation Guide that is offered in four different languages; English, French, Spanish and Portuguese, to help facilitate constructive manager/employee communication on LGBTQ+ issues and topics in the workplace. Sodexo is a signatory to the Declaration of Amsterdam, a global corporate benchmark to ensure improvement in the workplace for LGBT people. The Declaration is a global “call for action” to all parties involved; LGBT and non-LGBT employees, employers, unions and government. In addition, Workplace
In Their Own Words: “As a world leader in Quality of Life Services, Sodexo is committed to ensuring an inclusive environment for all employees regardless of race, age, gender identity, ethnicity, ability, sexual orientation, or any other personal characteristics. Our commitment to Diversity and Inclusion is a cornerstone of our values and fundamental to our overall growth strategy.”
Our Favorite Moment: Sodexo created an LGBTA Legislation and Resources Toolkit for each of its geographic regions. This toolkit includes resources on: Legislation relevant to the LGBTQ+ community in each of its countries, travel tips and insights for LGBTQ+ when traveling on business, helpful LGBTQ+ resources in each of its countries, LGBTQ+ observances and celebrations per country, and other helpful resources aimed at ensuring our LGBTQ+ employees have the information and the tools they need to travel safely and informed.
In the past 30 years, Wells Fargo has donated over $50 million to LGBTQ organizations and causes. In 2017, Wells Fargo elevated three additional LGBTQ organizations to the level of National Foundation Partners: The Trevor Project, SAGE, and True Colors Fund. Wells Fargo facilitated an LGBTQ Diverse Leaders Program which supports high-potential LGBTQ team members through an intensive, three-day leadership development experience. In 2017, 61 total team members attended the immersive program. Wells Fargo has set a goal of spending at least 15% of thier controllable spend with certified diverse-owned businesses by 2020. In 2017 they reached 11.4%, or $1.27 billion in spending with diverse suppliers.LGBTQ suppliers are intentionally and purposefully included in this directive as Wells Fargo works to help build the strength of LGBTQ communities by strengthening LGBTQ-owned businesses. In addition, Wells Fargo created a collection of LGBTQ-themed designs that customers could use to customize their debit cards and proclaim their LGBTQ pride every time they made a purchase.
In Their Own Words: “2017 was the 30th anniversary of Wells Fargo adding sexual orientation into our company-wide non-discrimination policy. We were proud this year to pause a moment and recognize how that early accomplishment led to a continuous commitment to our LGBTQ team members and customers. In 2017, we endeavored to continue this legacy by evolving and improving the programs and policies that touch both our LGBTQ team members and the LGBTQ communities we serve. ”
Our Favorite Moment: Wells Fargo facilitates an annual LGBTQ Diverse Leaders Program which supports high-potential LGBTQ team members through an intensive, three-day leadership development experience. In 2017, 61 total team members attended the immersive program. Promotion and retention metrics have revealed that participants in this program are significantly more likely to advance their careers at Wells Fargo, creating value for both the individual and the company.