2014 Leadership Seminars
Monday, November 3
- Achieving Greater Impact: Moving an Established ERG to the Next Level
- Ally Leadership Seminar
- Engaging with Transgender Leaders: Moving Corporate Culture Beyond Policy
- ERG 101: From Start-Up to Full Throttle Engagement
- Establishing Inclusive Intersections among People of Faith and LGBTA (lesbian, gay, bisexual, transgender) in the Workplace
- Getting Beyond the SEX in Bisexuality: A Seminar on Bisexual Inclusion
- Global Perspectives
- LGBT Diversity Leadership Train the Trainer
- Moving Beyond LGBT Silos, Finding Commonalities In Our Multiple-Identities
Leadership seminars take place November 3 in addition to the three-day conference. Register now to save your place!
Achieving Greater Impact: Moving an Established ERG to the Next Level
Description: For established ERGs of 7+ years old, keeping the momentum towards achieving full impact can be challenging. Learn from experienced ERG leaders and experts on best practices for taking established ERGs to the next level of achieving long term impact to advance LGBT workplace equality.
Ally Leadership Seminar
This session for ally engagement and activation will include a specific focus for developing a stronger, more vibrant ally initiative in your workplace. Participants will leave with not just cultural competency but also with a concrete action plan that can be integrated immediately in your workplace. We will examine the basic language of LGBT inclusion that allies need, the challenges of being out in the workplace, transgender inclusion, ally engagement across the ERGs, roadblocks to ally activation, a 4-part framework for the actions allies can take, and quantitative metrics to measure workplace culture change. We will also introduce a new cross-workplace program that can help participants’ companies execute their goals, measure and benchmark their impact, and learn best practices from peer companies: the Workplace Ally Challenge.The following questions will be addressed:• What can allies do to make it easier to get out of the closet?
• What are the universal qualities of an ally?
• What can we do to be better allies in trans inclusion?
• How do I get more allies?
• What do we do with our new allies?
• How do we engage allies continuously over time so they keep coming back?
• How do we engage allies to change corporate culture?
• How do we measure culture change to determine if we’re really making a difference?
• What strategies can we use to convince management to invest in ally engagement and activation?
We will have specific, interactive activities that participants can bring back to their workplace. Interactive, hands-on activities includes:
• Engaging Allies to Join Your ERG
• Now We Have Allies. What Do We Do With Them? Strategies for Ally Engagement
• From Policy to Practice: Allies Role in Changing Corporate Culture
• Putting It All Into Practice: Using the Workplace Ally Challenge to Take Your Ally Initiative to the Next Level
• Dr. David M. Hall, PhD
• Joanne Sprague, Re-Founder and CEO. Friendfactor
Engaging with Transgender Leaders: Moving Corporate Culture Beyond Policy
Description: Equality in the workplace based on Gender Identity has emerged as a major focus for companies in all sectors and around the world. If you get transgender-inclusive benefits points on the Corporate Equality Index, is that all your company needs to do? If you identify as transgender, does that mean you will need to use the company transition plan or are you just changing your name and pronoun preference? If your ERG is working to be trans-inclusive, what are the best practices and what are some step by step ways to reach your inclusion goals? Finally, how might you handle basic gender-identity-related workplace situations that face HR professionals, managers, allies and LGBT employees? This course offers conversation with gender identity experts to assist you in developing a strong knowledge base for successful workplace gender identity advocacy. Regardless of your current level of knowledge or where your organization is on the path to inclusion, you will benefit from this course.
What are the issues? What are the metrics?
In many Fortune 1000 corporations, as well as in mid-size and smaller businesses, management, HR, D&I, and BRG/ERG leaders are realizing that there is still significant work to be done beyond the achievement of a 100% CEI rating.
This leadership session provides an opportunity to really explore the complicated points of commonality that bind L, G, B, and T people together. Learn from experts and colleagues who have successfully dealt with many of the challenging workplace issues that transgender people encounter—issues we see related in the media—that can also land on the desks of management, HR, D&I professionals, as well as impact individual employees.
• If your corporate HQ is trans-inclusive, but policies have not yet been fully developed and implemented in plants, in the field, or in other regions, how will you facilitate that evolutionary expansion of corporate policy so it results in behavioral change throughout the organization?
• If your organization is working to become trans-inclusive, what are the best practices, and what are some step-by-step ways to achieve a truly trans-inclusive business culture for employees, clients, and customers?
• What is the business case for, and what does it means to have, fully trans-inclusive healthcare coverage that actually meets the needs of your transgender employees and dependents?
• What are the overlaps between bisexual and transgender issues, and what synergy can be gleaned from collaborating to promote shared interests and goals?
• What challenges and obstacles are keeping your organization from becoming truly inclusive and more productive? How does race or culture affect the way transgender is perceived, and how can BRG/Affinity Groups build coalitions with others to enrich the corporate environment? How can BRG/ERG leaders leverage intersectionality with other groups and move transgender issues forward without co-opting or minimizing other important issues? What strategies have worked?
This course offers strategies and conversation with gender identity experts to assist you in developing tactics and a strong knowledge base for successful workplace gender identity advocacy. Representatives from various companies who have grappled with these issues will also tell their stories.
Regardless of your current level of knowledge, or where your organization is on the path to inclusion, you are sure to benefit from this outstanding course.
ERG 101: From Start-Up to Full Throttle Engagement
Description: The potential of employee resource groups to advance workplace equality for all is a powerful resource for employees, business, and community. While the progression of ERG’s from simple, self-contained affinity groups to influential, partner resources can be a journey of some challenges, the rewards can be great, unlocking unlimited possibilities for real and sustainable impact that reaches a wider variety of constituencies. In this interactive and engaging seminar, we will explore what it takes to empower and propel your employee resource group towards continuously improving and increasing the impact of your initiatives, with measurable, demonstrated results and success.
Establishing Inclusive Intersections Among People of Faith and LGBTA (lesbian, gay, bisexual, transgender) in the Workplace
Description: Religion and LGBT issues often are challenging and complex, especially in the workplace. However, many organizations are beginning the process of integrating religion and LGBT issues in respectful and inclusive ways. In this interactive workshop you’ll have a chance to explore your personal journey with faith and sexual orientation/gender identity, and prepare yourself to be an effective advocate. Learn about changing attitudes and beliefs among people of faith regarding LGBT issues through current research on the journey people of faith may take from anti-LGBT to pro-LGBT, focusing on Christianity, Muslim, and Jewish perspectives, examining the motivations, barriers, and paths to becoming allies. You’ll also have an opportunity to discuss best practices and tools in managing diversity and inclusion at the intersection of faith/religion and LGBT issues in the workplace.
• Terry Hildebrandt, PhD, Founder and CEO, Terry Hildebrandt and Associates, LLC
• Jean-Marie Navetta, Director of Equality & Diversity Partnerships, PFLAG National/Straight for Equality
Getting Beyond the SEX in Bisexuality: A Seminar on Bisexual Inclusion
Did you know that there are more bisexuals than gay men and lesbians combined? Since our BRGs/ERGs are almost completely made up of gay men and lesbians, it makes you wonder where all the bisexuals are. Why can’t we find the bisexuals in our companies?
In this day-long, fun, interactive workshop, we’ll be exploring these and a full spectrum of questions frequently asked by non-bi BRG/ERG members, other allies, and even bisexual people themselves; questions such as:
• Who are bisexuals and what do they need to feel comfortable enough to contribute in the workplace?
• What are these other words like “pansexual” and “fluid” about? Are they terms for bisexual?
• How do we find bisexuals and get them to join our BRG/ERG?
• Why does bisexuality need to be discussed separately in the workplace? What unique needs do bisexuals have?
• Don’t bisexuals face the same issues as gay men and lesbians when they are in same-sex relationships, and otherwise they are fine?
• We have 100% on our CEI (Corporate Equality Index), doesn’t that mean we are doing enough for all the letters in LGBT, including the B?
• How does race or culture affect the way bisexuality is perceived and how can we address bisexuality in an intersectional way?
• Are bisexuals and transgender people natural allies? Or do they distrust each other?
• Many bisexual employees feel the need to “pass” as gay or lesbian, or straight, in their BRGs/ERGs. What is that about?
• How do we make sure our BRG/ERG isn’t just bi-inclusive, but bi-welcoming?
The goal of this seminar is to give participants a strong understanding of bisexuals and bisexuality, in order to foster bi-literate conversations in our BRGs/ERGs that will help us be visible to and welcoming of the bisexuals in our companies, which in turn will make our BRGs/ERGs larger, stronger, and more effective at reaching into the hearts of our organizations. Participants will come away with facts, sharpened awareness, and a plan to grow their organizations into models of bi-welcoming inclusion.
Presented through a collaboration between BRG/ERG and bi community leadership, brought to you by the Bisexual Advisory Committee of Out & Equal.
Description: This Leadership Seminar is designed to provide a global perspective on LGBT workplace issues and identifying strategies for ensuring inclusion while considering country cultural competency. The morning will start with an overview of the Out & Equal Global report and scope of the global LGBT workplace project. Four key regional presentations will be presented on countries where there is an emerging business interest and the intersection of LGBT perspectives from that region. The afternoon session will work on developing a global strategy to take back to the workplace and to advance the discussion on global LGBT equality in countries that are supportive, neutral or who currently do not support LGBT rights.
LGBT Diversity Leadership Train the Trainer
Description: Out & Equal uses the Lesbian, Gay, Bisexual and Transgender Diversity Leadership training program to break down barriers and fosters communication between LGBT and employees and their co-workers. Employees, diversity and affinity group leaders and human resources professionals can be certified to present LGBT Diversity Leadership discussions in the workplace through the Train the Trainer (TTT) course. The course is designed to help get the most out of LGBT employees and their coworkers by creating a more comfortable atmosphere within which to work. This training fosters alliances between LGBT and straight employees by opening up communication and developing a healthier workplace. Graduates will be certified to teach the LGBT Diversity class material is good for two years from course completion.
• Pat Baillie, Director of Training, Out & Equal Workplace Advocates
• Q Wilson, Senior Training Associate, Out & Equal Workplace Advocates
Moving Beyond LGBT Silos, Finding Commonalities In Our Multiple-Identities
Cultural Intelligence is the ability to work effectively with people from any group any time, anywhere. If we are going to be successful we need to recognize the multiple identities in each of us, and our differences and similarities. Often, we stay in silos and are segregated to maintain a familiar level of comfort. We never learn how to work with differences and see ourselves and others as one-dimensional. Learn cultural intelligence skills to see the world from different vantage points and understand ourselves in relation to others to find our points of intersectionality. Discuss diversity and multiple-identities within the LGBT community, address the underlying reasons for silos and segregation, and find ways to raise our CQ (cultural intelligence) to gain a global mindset.
• Simma Lieberman, Simma Lieberman Associates