NEWSLETTER / FEBRUARY 2011
rom Program F Director, Dawn Hough
Hello everyone and welcome to our first e-bulletin for 2011.
make even greater strides in our national presence as we welcome members from both Perth and Queensland.
Now that we are over the holiday / new year season (and hope that it was a fabulous one for you), we are well and truly gearing up for a busy couple of months as we prepare for the Sydney Gay and Lesbian Mardi Gras, the closing of our first Workplace Equality Index and the first of our 2011 member forums.
And of course it’s Mardi Gras time. Pride in Diversity will participate for its second year in the Sydney Gay and Lesbian Mardi Gras parade. We have sent an invitation out to our member organisations to join us. While several of our members have their own floats, for those who don’t, it’s a great opportunity for LGBT employees and their supporters to join Pride in Diversity in what has to be the biggest LGBT community event / celebration of the year. This year we march under the Pride in Diversity banner (no corporate / organisational branding) to celebrate LGBTI employees within every workplace, within every profession and to also acknowledge those employers that are clearly interested in building a safe and inclusive workplace for all employees.
But first of all … to this issue – today you will notice a few new features. I am delighted to welcome Senthorun Raj, Policy and Development Coordinator at the Gay & Lesbian Rights Lobby as our new commentator on current issues relevant to the LGBT community. Sen will have a regular spot in the e-bulletin (we are christening it SEN’S CORNER) and in this issue pays tribute David Kato, Ugandan gay activist who was brutally murdered last week. In addition, we have introduced a section for member interviews. Each e-bulletin we will interview an Executive Sponsor, HR Manager, Diversity Manager or LGBT network leader on their experience and insights re: LGBT inclusion, what it means for their organisation and lessons they have learned in the process. This edition, Liz Forsyth, LGBT Executive Sponsor at KPMG speaks to us about her role, it’s impact on LGBT inclusion within KPMG and the importance of an Executive Sponsor to the success of a network. In terms of events between now and our next edition we are very excited to be replicating each of our Sydney member forum and networking events in Canberra and Melbourne this year. Pride in Diversity is a national employer support program and last year we saw launches in Sydney, Melbourne and Canberra. This year we hope to
The biggest news however, between now and our next e-bulletin in May is the closing of applications for Australia’s first Workplace Equality Index on 31 March 2011. Many of our members have already confirmed their participation, and as participation in the Index is free (and you do not have to be a Pride in Diversity member), we are hoping to attract workplaces outside of our membership. The index will provide a great foundation for LGBT inclusion, allow you to build on and benchmark your work over the coming year and will recognise those workplaces that are already taking great strides in this area. For more information on the index, please visit our Equality Index page on the Pride in Diversity website. So, until May - enjoy … and happy Mardi Gras!
Dawn
Welcome NEW Member We would like to welcome the following new member to Pride in Diversity: • American Express
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PRIDE IN DIVERSITY NEWSLETTER /NOV 2010
Int’l Day Transgender Remembrance (Ribbons) Red Ribbon Day (Ribbons)
PID Participation in Community/Program Fundraising Pride in Diversity Fundraising Business Lunch (2011 : Sydney) Aurora Dinner (Sydney)
World Aids Day
IDAHO (Int’l Day against Homophobia)
Sydney Mardi Gras
PID Participation in Community Events
Index Results Publication
Awards Event
Member Index Briefings
Announcements : Top Employers
Submissions Close : Assessments Start
Workplace Equality Index
PID: 2nd Workplace Guide Publication
(Qld & Perth up to 1.5 days)
2-3 hr Complimentary In-house Training (*)
Half Day Training Forum : Public (Members Free)
Member Networking : Syd/Canb/Melb
Member Forum: Syd/Canb/Melb
Professional Development and Networking
2011 in Review
Quarterly e-Bulletin
New Year Comms (calendar distribution)
Program Communication Schedule
Jan
Feb
5th
31st
Mar
May
Jun
Jul
Aug
Sep
TBC
17th
17th
Each member to book directly with Pride in Diversity
Apr
Oct
20th
Nov
1st
Dec
Calendar of Events 2011
PRIDE IN DIVERSITY NEWSLETTER / NOV 2010
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2010
Year in Review Pride in Diversity has reached the end of its first operational year, and as we now approach 2011, it’s time to reflect on what we have been able to achieve in this inaugural year. Please find below a list of deliverables this year. A calendar for the 2011 year will be released early-mid January. January 2010 • Finalisation of foundation members and program launch preparation • Formation of the Pride in Diversity Advisory Committee • First Pride in Diversity Advisory Committee meeting held February 2010 • Launched Pride in Diversity with the support of KPMG at KPMG offices in Sydney with keynote speaker The Hon. Michael Kirby • Pride in Diversity website launched • Pride in Diversity participated in Sydney’s Mardi Gras Fair Day • Pride in Diversity, joined by approximately 20 foundation members, participated in the Mardi Gras Parade • Pride in Diversity released first e-bulletin March 2010 • Member meetings, training, consultations : ongoing April 2010 • Member meetings, training, consultations : ongoing • Second Pride in Diversity Advisory Committee meeting held • Pride in Diversity attends and speaks at AFP GLLO Training • Pride in Diversity addresses HR postgraduate students at Sydney University May 2010 • Member meetings, training, consultations : ongoing • Pride in Diversity presents to NSW EEO Practitioners’ Association with Goldman Sachs and IBM • Pride in Diversity released second e-bulletin • Pride in Diversity ran first PID seminar : Fair Works Ombudsman and Defence case study June 2010 • Member meetings, training, consultations : ongoing • Work on Workplace Equality Index commences • Pride in Diversity organises PID member tables at Aurora fundraising dinner • Pride in Diversity presents at National Diversity Conference July 2010 • Member meetings, training, consultations : ongoing • Work on Workplace Equality Index continues • Pride in Diversity first networking event in Sydney : Civic Hotel August 2010 • Member meetings, training, consultations : ongoing • Work on Workplace Equality Index continues • Third Pride in Diversity Advisory Committee meeting • Third Pride in Diversity e-bulletin
2010 September 2010 • Member meetings, training, consultations : ongoing • Work on Workplace Equality Index continues • Distribution of first PID publication : Sexual Orientation and Gender Identity in the Workplace October 2010 • Member meetings, training, consultations : ongoing • Pride in Diversity brings out David Shields, Stonewall UK to assist with finalisation of Index • Fourth Pride in Diversity Advisory Committee meeting with David Shields to preview and comment on Index held • Member Training on Workplace Equality Index conducted by Pride in Diversity and Stonewall UK, with support of Goldman Sachs • Pride in Diversity second networking event (and fundraising) BINGAY • Second PID Seminar: Setting up LGBT Network Groups : Expert Panel with the support of KPMG and speakers from IBM, KPMG and Telstra • PID launches LinkedIn group November 2010 • Member meetings, training, consultations : ongoing • Australian Workplace Equality Index launches with the support of Australian Federal Police at AFP headquarters in Canberra • Fourth PID e-bulletin distributed • Melbourne Launch of Pride in Diversity with the support of Telstra • Pride in Diversity sponsors the HR Leader Diversity Award • Fundraising merchandise generated : Anti-homophobia cards and mugs • PID meets with foundation members to discuss PID funding model • Half hour in-studio interview on PID Equality Index with Joy FM • Six page cover story with HR Monthly • PID launches Facebook page December 2010 • Member meetings, training, consultations : ongoing • One day free training program to members on the set up and maintenance of LGBT network groups with the support of IBM • PID member support of World AIDS day • Index story - HR Leader 2010 MEMBERS SIGNED: Foundation Members KPMG ING Australia Australian Federal Police IBM Goldman Sachs Department of Defence Lend Lease Telstra
Members Department of Health and Ageing Suncorp PricewaterhouseCoopers Accenture Allens Arthur Robinson Carers NSW Chevron
National Australia Bank Griffith University, Queensland American Express
INTERNATIONAL CORNER STONEWALL UK UPDATE BY DAVID SHIELDS, DIRECTOR WORKPLACE PROGRAMS
Stonewall’s Diversity Champions program is the sister program of Pride in Diversity Australia. Stonewall UK is one of the three founding partners of Pride in Diversity, alongside ACON and Diversity Council Australia.
Pride at Work Canada – creating a nation where LGBT individuals can achieve their full potential at work
Record year for Stonewall’s workplace equality index This was a year of firsts for employers participating in Stonewall’s workplace equality index from which the charity publishes annually the Top Employers for gay, lesbian and bisexual people in the UK. Almost 400 employers competed for a place in the Top 100. The Home Office became the first Government department ever to win the top position followed by previous winners Lloyds Banking Group with internationals Ernst and Young, IBM, Goldman Sachs and Barclays all having a showing in the Top 10.
Brent Chamberlain Executive Director Pride at Work Canada
Rugby Football League became the first sports organisation to enter the Top 100 for their pioneering work in tackling homophobia in sport, whilst ITV plc were the first media company. Law firms increased their presence from 4 to 7 with new sector profiles also in health and universities. David Shields, Stonewall’s Director, Workplace programmes said “securing a place in the Top 100 has become a litmus test for companies who want to build a brand reputation on diversity and fairness. For these companies it is a fundamental part of their business to attract and retain the best talent, increase market share in niche markets and create productive workplace cultures.” Publication of Stonewall’s Top 100 attracts significant media attention with exclusive coverage in The Times, Financial Times, The Guardian, People Management and Radio 4’s Today programme. This profile is seen as an added benefit to employers to enter. The Top 100 informs the UK’s estimated 3.6 million LGB people in making decisions about the best places to work, open a bank account, access public services with confidence, expenditure and investment. The index challenges employers to demonstrate their commitment through having inclusive policies and procedures, supporting employee network groups, engaging all staff on LGB issues, monitoring and engaging with the LGB community. For many employers the annual measurement of their work via the index enables them to make progress over time and informs what they do on other diversity strands. Members of Stonewall’s Diversity Champions programme receive a tailored feedback meeting with benchmarking data and programme support to make improvements.
As we move into 2011, Pride at Work Canada celebrates several milestones from the last six months.In August 2010, it formally announced the appointment its firstExecutive Director, Brent Chamberlain, and membership has grown, from an initial 10 founding partners in 2008, to 26 Corporate Partners today. Now recognized nationally asa leader in promoting LGBTinclusive workplaces,it is seeking out new partnershipsfrom all sectors of the economy. The next six months will also be a very exciting time for Pride at Work Canada as it relaunches its website for the start of Canadian ‘Pride Season’ in June and gears up for its largest annual event, Toronto Professional Pride, which attracts over 1,500 LGBT professionals.
David Shields, Director Workplace Programs, Stonewall, officially opening the Australian Workplace Equality Index at the AFP offices in Canberra
To find out more information and to see who Pride at Work Canada is working with, please visit www.prideatwork.ca or contact them directly at info@prideatwork.ca
“The Stonewall Workplace Equality Index is a robust and challenging benchmark that we are proud to participate use. It acts as both a valuable self-diagnostic and as a catalyst for change. Stonewall regularly refreshes the Index to ensure that it remains stretching and forces us to think innovatively. The changes we make as result of using the benchmarks benefit not only the LGB agenda, but also diversity and inclusiveness in a wider sense. We look forward to continuing to be challenged as the Index evolves over the coming years.” Harry Gaskell Ernst & Young Advisory Service Line Leader Chair of Diversity and Inclusiveness Steering Group
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PRIDE IN DIVERSITY NEWSLETTER /NOV 2010
Pride In Diversity in the Media Copies of recent press /media can be found on the Media page of the Pride in Diversity website. Here are some of the main stories: Pride In Diversity’s sister program: Diversity Champions (UK) announces the stonewall top 100 employers 2011 As Pride in Diversity takes applications for the inaugural Australian Workplace Equality Index with it’s top employers set to be announced in May this year, it’s sister program at Stonewall UK announces the Stonewall Top 100 Employers for 2011.
It’s Mardi Gras Time
Major companies are recognising the benefits of shattering the pink ceiling Cover Story in HR Monthly November 2010 featuring Pride in Diversity and members. Jackie Blondell, in this six page article talk of how major companies are recognising the benefits of shattering the pink ceilling.
… and Pride in Diversity will once again have an entry in the Sydney Mardi Gras Parade. Our member organisations have been invited to participate, providing a great opportunity for member LGBT network groups and supporters to join Pride in Diversity for what has to be the biggest LGBT community event of the year. This year we will be marching under the Banner of Pride in Diversity to celebrate LGBTI employees in every workplace, every profession and to honour those organisations who openly work towards creating safe and inclusive environment for all their employees regardless of age, gender, nationality, culture, disability, religion, sexual orientation or gender identity. Time to celebrate the diversity of the Australian workforce! For those participating, we ask that you dress to theme, and this year it will be clearly identifiable professions. You may choose to dress as a fireman/woman, police, armed forces, doctors, nurses, tradespeople, chefs, executives, academics … and the list goes on. Mardi Gras are wanting us to move away from walking groups into groups that are entertaining and visually exciting !!! You may want to work on your costume solo or join up with people from work who are also marching with us to create a team of a particular profession (or perhaps the village people of the workplace!). Please note that there will be no corporate branding or acknowledgement of business names or members at the mardi gras march, it is simply an expression of workplace diversity and a chance for LGBT network groups and supporters to join with Pride in Diversity for this significant community celebration. Numbers are limited, so at this point, we are only taking entries from our member Pride in Diversity contacts. To find out who that is in your organisation, call Dawn on (02) 9206.2136.
Mardi Gras Calling for volunteers MARDI GRAS SEEKS PRIDE IN DIVERSITY MEMBERS INTERESTED IN VOLUNTEERING Mardi Gras relies on thousands of volunteers every year to make our Festival happen. The most appealing part about volunteering for our organisation is that you can choose how much or how little you get involved. Mardi Gras has roles ranging from being part of our event crews on the day to developing your skills and building your networks in one of our working groups. We’re looking for such a diverse range of skills that there really is something to suit almost everybody’s professional experience or personal interests. You can meet new people, learn new things, and have plenty of fun along the way. But of course, the easiest way to get involved is getting out there on the ground, being the face of something so meaningful to so many people, and helping to make it all happen. To learn more about volunteering for Mardi Gras, visit our website: www.mardigras.org.au/volunteer
PRIDE IN DIVERSITY NEWSLETTER / NOV 2010
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Recent research by Victoria and La Trobe Universities identified sport as a significant site for homophobic harassment, discrimination and exclusion. This failure to nurture an open and welcoming culture in many sporting environments creates some unique challenges, not only for gay, lesbian, bisexual and transgender people, but also for sporting codes. To better understand and respond to these challenges, the Australian Sports Commission has funded the Fair go, sport! project to increase awareness of sexual and gender diversity in sport and to promote safe and inclusive sporting environments for everyone. Fair go, sport! is focused on the sport of hockey, with Hockey Australia and Hockey Victoria as the major project partners, and the project is managed by the Victorian Equal Opportunity & Human Rights Commission, evaluated by La Trobe University and advised by a representative Steering Committee. During 2011 Hockey Victoria will be working with the other project partners to develop a flexible model of engaging clubs on these issues that can be adapted to other sporting codes and their governing bodies. Fair go, sport! is a great opportunity for hockey to explore the issues of diversity and inclusion in a positive way and to showcase what it is doing right. It is also a great way to learn if there are things that hockey could do better to make it and other sports safer and more inclusive for everyone.
Want to know more? 1. Contact Peter Gourlay, the Project Officer at the Victorian Equal Opportunity & Human Rights Commission by emailing: Fairgosport@veohrc.vic.gov.au or by calling (03) 9032 3420 OR 2. Complete the following to express your interest or obtain more information. Please add my details to the project mailing list so that I can receive regular updates Please let me know about any upcoming project forums or education sessions for sports I am interested in sharing my hockey story or experiences. Name Organisation, club or association (if applicable) Role/Position (if applicable) Postal address Email address Telephone Return to
Mobile
Facsimile
Peter Gourlay, Fair go, sport! Project Victorian Equal Opportunity & Human Rights Commission 3/380 Lonsdale Street, Melbourne VIC 3000 Fax: 1300 891 858 Email: Fairgosport@veohrc.vic.gov.au
VEOHRC complies with Victorian privacy laws and the confidentiality provisions of the Equal Opportunity Act 1995.
IBM sponsores Pride in Diversity seminar on LGBT Network Groups Many thanks to IBM who sponsored and co-hosted the Pride in Diversity Seminar on Setting up and sustaining LGBT Network Groups at IBM offices in North Sydney in December. This one day seminar (free to members) was attended by approximately 25 people from our member organisations. Topics covered included LGBTI terminology and awareness, setting up a new LGBT network groups, identifying internal barriers, executive buy-in and sponsorship, maintaining the momentum of existing groups and Index preparation.
Mike Gordon (left) and teaching for the PID program (above).
Members flew in from Brisbane and Melbourne to attend the training and were joined by guests from both Westpac and ING Direct. Special thanks to Robert Orth, HR Director at IBM for opening and supporting the session and to Mike Gordon who co-facilitated the session with great passion and gusto (to use a “Mike” word). Mike’s many years of experience provided valuable insight, his stories gave great encouragement and his wit ….ah well … his wit ... (thanks Mike!).
TELSTRA hosts Pride in Diversity Melbourne Launch Pride in Diversity officially launched in Melbourne on November 30th at the luxurious Sofitel hotel with the generous support of Telstra.
Paul Geason, Sponsor for GLBTI Inclusion on the Telstra Diversity Council.
Attended by both Members and non-Members alike, the afternoon provided a great opportunity to network with LGBT network leaders, employees, Diversity practitioners, HR managers and some media to celebrate the official launch of Pride in Diversity’s Melbourne offerings. Although Pride in Diversity has spent many days in Melbourne working with our Victorian members throughout the year, the launch cemented the commitment of Pride in Diversity to replicate all Sydney member forums and networking events in Melbourne from 2011.
inclusion on the Telstra Diversity Council gave the keynote address at the launch speaking passionately about LGBT inclusion and the role that Telstra has played to date. Guests were treated to drinks and canapés while soaking up the surrounds of the Sofitel ballroom. At the close of the launch, ceiling lights were turned red in honour of World Aids Day, just around the corner.
Paul Geason, Group Managing Director, Telstra Enterprise and Government and Executive Sponsor for GLBTI
Thank you Telstra for your generosity and support. A truly wonderful event.
PRIDE IN DIVERSITY NEWSLETTER / NOV 2010
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Joy 94.9 interviews Pride in Diversity November 30th, just prior to our Melbourne launch Joy 94.9 conducted a half hour interview with Dawn Hough in studio to talk about the Pride in Diversity Program. Both the Program Manager and Station Manager later attended the launch. We would like to thank Joy 94.9 for the generous amount of time given to us, for joining us at the launch of Pride in Diversity in Melbourne and for making the podcast of the interview available to us.
JOY 94.9 is an independent voice for the diverse lesbian and gay communities listened to by 216,000 people in Melbourne and more online. For more information on Joy visit www.joy.org.au
Sen’s Corner
Senthorun Raj is the Policy and Development Coordinator at the Gay & Lesbian Rights Lobby and a regular contributor to the Pride in Diversity e-bulletin. David Kato: an activist legacy What does it meant to build a politics centered on diversity? How do we seek to combat homophobia in cultural contexts different to our own? Can we build dialogue amongst communities of diverse sexes, sexualities and genders across the world? These questions were merely some of the issues, renowned gay Ugandan activist David Kato, who was brutally murdered last week, dedicated his life to. His death, like his life, has become a symbol for the struggle faced by lesbian, gay, bisexual, transgender and intersex people in terms of recognition, freedom and visibility. At the funeral, the presiding Anglican pastor eulogised that “homosexuals must repent…or be punished by god”. In Uganda, rhetoric that repudiates homosexuality is not confined to the pulpit; it is reinforced by laws that criminalise consensual sexual activity between people of the same-sex, often by imposing lengthy prison sentences. In 2009, an AntiHomosexuality Bill was introduced, increasing the criminal penalties and adding the death penalty for certain kinds of consensual sexual activity between people of the same-sex. While it is easy, and often necessary, to express our anger and abhorrence at laws motivated by homophobia, we have to ask where does this bigotry come from? Uganda is not unique in its brutal treatment of same-sex relationships, many sub-Saharan African countries, still attempt to erase the visibility of same-sex attracted or sex and/or gender diverse peoples. Much of the political infatuation with “homosexuality” in this vast geographical area has emerged as a product of British colonialism. “Sodomy” offences or “acts against the order of nature”, as they are commonly referred to, were introduced through colonialism as a way of policing all non-heterosexual or non-reproductive relationships. Recently, support for such laws were bolstered by evangelical Christian claims that “homosexuality” was a threat to the “cohesion” of African families. Understanding the broader cultural context that facilitates homophobia does not erase the responsibility of the Ugandan Government for the escalating homophobic violence in the country. Rather, while it is important to condemn such injustices, it is equally necessary to dispel the implications that all African countries as barbaric and essentially homophobic, while all
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“Western” countries are mythologised as places of acceptance and tolerance. Homophobia, however, remains a pervasive problem – cutting across many geographic, political, religious and cultural boundaries. What made David Kato’s activism inspirational was, instead of ignoring the complex transnational and cultural politics of homophobia, he worked across these spectrums to challenge it. Rather than demonise Uganda or romanticise the “West” as a site of “gay liberation”, he worked to challenge the complex religious, national and neo-colonial politics that sought to denounce the specific lives and experiences of same-sex attracted or sex and/or gender diverse people living in places like Uganda. That is, Uganda was not by nature homophobic, nor was the “West” a beacon of hope that activists or LGBTI people in Uganda should necessarily aspire to. This does not mean we can, or should, collapse the treatment and experience of LGBTI persons in Uganda and Australia by way of example. However, while we may not have laws criminalising same-sex relationships, we still have much further to go to end the homophobia that facilitates the violence, harassment and discrimination that plague the lives of so many sexual and gender minorities in Australia. For example, if you are intersex, you are likely to experience nonconsensual surgical intervention for failing to mimic a particular idea of having an “appropriate” sex. Alternatively, if you are in a same-sex relationship, you are unable to marry your partner, because marriage remains a privilege that can only be shared between a man and woman. Even now, we still hear the claims that same-sex parenting is a form of social engineering that undermines the “inherent gender complementarity” of mothers and fathers. Is this radically dissimilar to the rhetoric mobilised in Uganda that homosexuality undermines the fabric of the family? Homophobia is a problem that is not confined to one region of the world. Whether Uganda or Australia, the lives of so many sexual and gender minorities continue to remain disenfranchised by laws that continue to mark out their differences as unacceptable or unnatural. As we mourn David Kato’s death, we must reflect at what was at stake in his work – an activism founded on dialogue rather than condemnation. He sought to ensure the recognition of LGBTI people and communities in ways that validated their historical and cultural differences. By continuing in this legacy to combat homophobia wherever it exists, we can hope to do justice to the life of David Kato.
PRIDE IN DIVERSITY NEWSLETTER /NOV 2010
Member Profile LGBT Executive Sponsor Liz Forsyth - KPMG For our member spotlight this edition, we interviewed Liz Forsyth, Executive Sponsor of KPMG’s LGBT network, KGEN. How did you come about being the executive sponsor of KPMG’s LGBT network? As a member of the KPMG Diversity Advisory Board and the representative for our Sexual Orientation and Gender Identity area, it seemed a natural fit for me to be a champion of KPMG’s GLBTQ Employee Network (KGEN). The area of sexual orientation and gender identity is one of the most complex areas where discrimination can be anything from blatant to highly nuanced. From my perspective - if we can go some way to redressing the systemic barriers experienced in this arena we will go along way in addressing the barriers that many others experience on a day to day basis. What are typical activities that you involve yourself in as an executive sponsor? When the network was first set up, I worked to build rapport and sought to understand what the group wanted to achieve. I then worked with the network to develop goals and priorities for KGEN as part of KPMG. Part of this role also includes supporting and championing KGEN’s and the wider firm’s involvement in community events and other opportunities and using opportunities within the partnership to raise issues of unconscious bias and the individual’s opportunity to feel fully included. How has your role been received / perceived by your peers? The need for this role is understood and accepted but having worked with the group, I know that there’s more we can do to address the less visible barriers to inclusion. What I’d like to do this year is broaden the involvement of people in KGEN, regardless of their sexual orientation, expand
the unconscious bias work done in the firm to include sexual orientation. I’d also like to continue supporting KPMG being a leader in this area in our community . What has been your most significant learning in this role? The lived experience of GLBTI people in our business and the deeper work we need to do so that people are able to bring their whole selves to work. It continues to amaze me that in this day and age the extent of the barriers that people of different sexual orientations and gender identity experience. What do you believe is critical to this role’s success? Practical strategies for our leaders and managers to work with issues of conscious and unconscious bias on an everyday basis. It is important to support the leadership team of the business in growing their awareness of some of the issues our staff face and helping to find practical ways forward so that we can grow a more inclusive workplace. How important do you believe an executive sponsor is to the success of an LGBT network group? It’s absolutely key. Although I’m not here to run the group, it’s always important to have someone be a voice at leadership level. If there’s one piece of advice that you could give to newly appointed sponsors, what would it be? To listen. Get to know people and listen to their stories. You won’t know what to do until you’ve heard from them and understood their experiences. What advice can you give to LGBT network leaders when approaching an Executive to act in this role? Be patient and constructive. Real life examples help people.
IBM: Platinum Partner 2011 PriceWaterhouse Coopers: Principal Partner 2011 Pride in Diversity recently announced its Principal Partner Program 2011, providing members with the opportunity to support the work of Pride in Diversity via additional funding, sponsorship opportunities or “like” services. Principal Partners will be recognised on the Pride in Diversity website for their contribution to the program over and above membership fees. Those organisations who contribute significantly to the programs operations, development and/or resourcing throughout the year are acknowledged with Platinum Partner status within the Principal Partner program.
Pride in Diversity welcomes PricewaterhouseCoopers as a Principal Partner 2011 as they sponsor the June PID member forum in Sydney, Canberra and Melbourne. Dates and venues are currently being organized and will be posted on the PID Events page of the Pride in Diversity website as soon as they have been confirmed. Thank you PWC.
We would like to welcome IBM as Pride in Diversity’s first Platinum Partner and thank IBM, a foundation member of Pride in Diversity, for their ongoing support of the programs work.
PRIDE IN DIVERSITY NEWSLETTER / NOV 2010
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IBM: PRIDE IN DIVERSITY’S FIRST PLATINUM PARTNER 2011 IBM was one of the first organisations to join Pride in Diversity as a Foundation member in late 2009, and we are very pleased to announce that IBM has recently become Pride in Diversity’s first Platinum partner for 2011. In recognition of their Platinum partnership, Pride and Diversity has asked IBM to talk a little of their history in relation to diversity and inclusion. We would like to acknowledge and thank IBM for the significant contribution that they have made to Pride in Diversity, not only in terms of foundation and platinum partner membership 2011, but for their ongoing support on the 2010 advisory council and sponsorship of the December workshop on LGBT network groups. For more information on principal and platinum partnerships, please call Dawn on (02) 9206.2136.
IBM - A long history of Diversity Many readers will already be aware of IBM’s leadership with regards to diversity policies and practices, but perhaps you might be surprised to learn ust how far back their history goes. 2011 marks IBM’s 100th year in operation, and as early as 1899, IBM hired the first three female employees, 20 years before women had the right to vote! IBM’s Founder, Thomas Watson Sr, was a pioneer of workplace equality, declaring in the 1930s: “Men and women will do the same kind of work for equal pay. They will have the same treatment, the same responsibilities and the same opportunities for advancement.” Twenty years later, against a backdrop of racial and religious intolerance, he remained outspoken, stating: “It is the policy of this organisation to hire people who have the personality, talent and background necessary to fill a given job, regardless of race, colour or creed.” It’s this leadership that has seen IBM win numerous awards over the years. IBM also has an impressive track record for their LGBT policies and practices. References to sexual orientation have been a part of IBM’s diversity and inclusion policies for over 25 years. In fact, IBM was one of the very first companies to globally and publicly formalise its commitment to their LGBT employees - including the issue of sexual orientation in their Manager’s Handbook in 1984, and in the same year adding LGBT into their Equal Opportunity Policy. We spoke with Mark Latchford, IBM’s Executive sponsor for the Australian LGBT community about IBM’s history, diversity strategy, partnerships and ongoing plans.
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“We’ve come a long way and today, we’re seeking to build on those groundbreaking efforts – celebrating and expanding an inclusive workplace where LGBT employees are valued, empowered to think freely, and encouraged to express themselves fully. This culture fosters our creativity, and produces dramatic and innovative outcomes for our clients. Our environment is also recognised and honoured outside IBM, earning the top score in the US Human Rights Campaign’s Corporate Equality Index for seven years in a row, and the number 1 ranking in the UK’s Stonewall Workplace Equality Index in 2010.”
“We are proud of our long history of valuing, and promoting diversity and inclusion in our workforce. For IBM, diversity is a defining and measurable competitive advantage, it helps us attract and motivate talented individuals, which drives the very best results for our clients.” IBM’s LGBT Executive Sponsor, Mark Latchford.
“In Australia, I’ve had the great pleasure of representing the LGBT community as IBM’s LGBT Executive Sponsor for the past 5 years” says Mark. “Senior leadership endorsement is key to the success of an organisation’s diversity strategy. At IBM, we have a Diversity Council for Australia and New Zealand which is chaired by the general manager. LGBT is one of six diversity constituencies represented on this board by executive sponsors, diversity program managers and the diversity networking groups. The Diversity Council is a platform for the community to have a voice and has been meeting quarterly as a group for over a decade. During this time we have seen some tremendous progress for LGBT”. “As well as executive and board level sponsorship, IBM has an LGBT networking group known as EAGLE (Employee Alliance for Gay Lesbian Empowerment). EAGLE collaborate with HR and EAGLE supporters to deliver programs such as Midsumma’s carnival day, welcome events for new employees, and fundraising events such as Aurora.
“We are proud to partner with Pride in Diversity and have great admiration for the significant work they are doing to support Australian companies and their LGBT initiatives.” Says Mark.
PRIDE IN DIVERSITY NEWSLETTER /NOV 2010
Key milestones in Australia 2000
GBT Employee Diversity Networking Group established. L IBM hosts its first Global Gay and Lesbian Leadership Conference.
2004 IBM incorporates the ‘interdependency provisions’
amendment added to the Australian Federal Superannuation Laws enabling access for same-sex couples.
2005
I BM EAGLE (Employee Alliance for Gay and Lesbian Equality) employee float in Sydney Mardi Gras.
2006 Joint partnership between IBM and the Sydney Star
Observer to fight AIDS through community support of the IBM World Community Grid project.
2006
upport and sponsorship of the NSW LGBT business S community Sydney Gay Lesbian Business Association Annual Dinner.
2007
I BM first joins Midsumma Festival by sponsoring the volunteers program.
2008
Sponsors of the 1st Asia Pacific Outgames in Melbourne
2008
I BM Australian Employer of Choice for Gay, Lesbian, Bisexual & Transgender – Winner of the inaugural Australian Diversity@Work LGBT.
2009
25th anniversary of IBM’s LGBT non-discrimination policy
2010
I BM became one of the first foundation member organisations to join with Pride in Diversity
2010
ike Gordon, IBM’s LGBT EAGLE Lead awarded the M Excellence Award for Corporate Managers by the Sydney Gay and Lesbian Business Association Awarded the Excellence Award for Corporate Managers
2010 IBM and Midsumma won the Australian Business Arts Foundation (AbaF) Victorian Partnering award
2011 IBM sponsors the Midsumma Festival and the volunteers program for the 5th consecutive year.
2011
IBM becomes Pride in Diversity’s first Platinum Partner
“We have a good brand out in the community, but it’s a continuous journey and there’s always more that can be done. Our work will continue to promote zero tolerance with regards to homophobia. There is no place for discrimination in our organisation. Often homophobia goes unnoticed so it’s up to all of us to take an active role and stand up to it whenever it happens – for example, recently IBM removed all advertising from the On-line opinion intranet site because of homophobic articles. There was no hesitation from our senior leadership team to do so immediately. For a number of years IBM has communicated our complete intolerance with regards to homophobia and we will continue to do so on and around The International Day Against Homophobia (IDAHO). We will continue the work we are doing to attract straight allies to join EAGLE via our Family and Friends Facebook page, and importantly we will continue to promote and provide an atmosphere where LGBT employees can feel comfortable being themselves – to bring their whole selves to work. The mind boggles! One can only wonder what innovations our diverse workforce will bring to the fore in the next 100 years!”
Mark Latchford General Manager (sales) Intergrated Technology Services IBM Asia Pacific Mark Latchford is the General Manager (Sales) of IBM’s Integrated Technology Services group, in Asia Pacific., and is responsible for driving growth and customer satisfaction within this key part of the IBM Services portfolio. IBM Integrated Technology Services is the largest provider of IT based professional services around the world and key offerings include IT Strategy and Architecture; Integrated Communications, end User Services: Middleware Services, Systems Services, Storage and Data Services; Maintenance and Technical Support Services: Security and Privacy Services Site and Facilities Services and Business Continuity and Resiliency. Mark was appointed to this position in January 2010 Mark was previously Vice President of IBM’s System and Technology Group in IBM Australia/New Zealand. Prior to this, he was General Manager of IBM Software’s Lotus Division in Europe, the Middle East and Africa. Before this he was Vice President, IBM Software Sales and Support, Asia Pacific. Mark was previously the General Manager, Tivoli Asia Pacific from 1998 and General Manager of Software, Networking and Cross Industry Solutions in IBM Australia/New Zealand from 1995. Mark is also a member of a number of external boards and associations. He is a graduate of the University of Sydney, Australia. He is married with three children and is resident in Sydney.
PRIDE IN DIVERSITY NEWSLETTER / NOV 2010
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WANTED !!! ALL ORGANISATIONS, GOVT DEPARTMENTS, UNIVERSITIES, SERVICE PROVIDERS, WORKPLACES currently active in LGBT workplace inclusion to participate in Australia’s first Workplace Equality Index
Submission deadline: 31 March 2011 Background
The Federal Government’s removal of financial and workplace discrimination against same-sex relationships represents a significant change in the legislative and social environment for lesbian, gay and bisexual people in Australia. As a modern, pluralistic society, Australia is becoming increasingly tolerant and accepting of sexuality and gender diversity. Lesbian, gay, bisexual and transgender (LGBT) people are part of every sector of the Australian workforce. Until recently, recognition of diverse sexualities and gender identities in the workplace only fell within the framework of anti-discrimination and equal opportunity practices. However, as employers seek to gain a competitive advantage in the labour market, there is a growing recognition of the value in adopting workplace policies that not only value diversity; but engage with the needs of LGBT employees, still an under-recognised area of diversity practice and targeted inclusion within Australia. Recognition within the Australian Workplace Equality Index will clearly position those employers who are currently showing leadership in Australian diversity and inclusion practice and as a result, will see them attract and retain talent from the entire talent pool.
profit employer support program for LGBT inclusion, but the Australian Workplace Equality Index, Australia’s first measure and benchmark of Australian LGBT inclusive workplaces. Participation in the index is open and free to all organisations and you do not have to be a Pride in Diversity member to participate. Pride in Diversity members however will be provided with year long support in all aspect of LGBT inclusion, extensive index feedback sessions, benchmarking data and full strategy support. Only those organisations who score within the top bracket (number to be determined by the number of entries) will be published and receive acknowledgement and recognition as one of the best places to work for LGBT employees 2011. Non-Pride in Diversity members will have the opportunity to purchase an individualised feedback session with benchmarking data should they so choose.
Calling for Submissions
Submissions are open to all employers from all sectors.
Overseas, LGBT organisations have established program to promote equality and diversity best practice in relation to LGBT staff amongst employers. The two leading models are the Diversity Champions program run by Stonewall UK and the Corporate Equality Index, which is published every year by the US-based Human Rights Campaign. The two differ in that Diversity Champions is a membership-based program which recognises leading LGBT-friendly employers in the UK and provides them with a range of ongoing services and support, while the Corporate Equality Index lows how LGBT friendly large US corporations are in relation to their employees, customers and investors.
Whether you are new to LGBT inclusion or already have an established LGBT diversity strategy, participation in the index will provide you with strategy and best practice guidelines and will enable you to compare what you have done to date with other organisations. Only those organisations ranked in the top percentage (to be determined by the number of entries) will be named as one of the top employers. Non-ranking organisations will not be identified. Index participation will enable to you work towards this award and the Pride in Diversity Program can assist you every step of the way.
The Pride in Diversity program has been designed to provide all the support of the Diversity Champions Program and has therefore partnered with Stonewall UK to launch not only the first not-for-
Participation in the Australian Workplace Equality Index is free. You do not need to be a member of Pride in Diversity to participate in the Australian Workplace Equality Index. Submissions close 31 March, 2011 5pm.
Awards include:
Timeline
• •
Top ‘x’ employers 2011 for LGBT people (number to be determined by entries in this inaugural year) Employer of the Year 2011 for LGBT people
Current Please call us to let us know your intention to submit for the Index
•
Best LGBT Network Group 2011.
March 31, 2011 5pm deadline for receipt of submissions (based on Jan 1 2010 – Dec 31 2010)
The Australian index will cover four important areas of LGBT inclusion as well as providing organisations with an opportunity to submit work beyond the scope of the survey. The index is weighted according to both the importance and value of work completed, taking into consideration current standards for LGBT diversity practice within Australia.
Areas covered by the index include: • • • • •
Policy and practice (worth 40% of the total score) Culture and employee participation (worth 30% of the total score) Diversity training (worth 10% of the total score) Community engagement (worth 10% of the total score) Additional supporting information (worth a final 10% of the total score)
There are a total of 100 points that will be awarded across the index, with no one question worth more than three points, allowing organisations to pick up points in areas that they are doing really well. Each organisation’s points will be counted and ranked with independent consultant visits to those organisations who are ranking amongst the top five.
May 17, 2011
Announcement of index results
June - July, 2011 Index publications distributed
IF YOU WISH TO PARTICIPATE Should you decide to participate in the index, please call Dawn Hough, Program Director at Pride in Diversity on 9206.2136 to let us know of your intention to submit. This will enable us to include you in any communications that may get sent out closer to submission time. You will also need two documents. Both of these documents can be downloaded from www.prideindiversity.com.au/awei 1.
AWEI Participation Guide This will guide you step by step through the completion of the index and provide you with reasoning behind questions asked and what we will be looking for.
2.
AWEI Document This is the submission document itself. Can be submitted in hard or soft copy.
Should you have any questions, please do not hesitate to call Dawn on (02) 9206.2136.
PRIDE IN DIVERSITY PROUDLY PRESENTS
TRANSGENDER PEOPLE IN THE WORKPLACE This Pride in Diversity forum has been designed to provide you with an understanding of issues, considerations and processes that will need to take place to effectively support and assist transgender employees within the workplace. Designed to provide you with general awareness and understanding, this session is ideal for those working in HR, Diversity, or currently involved in assisting an employee through workplace transition. This session will also be highly beneficial for those interested in gaining a general awareness on transgender workplace related issues. The session is presented by Elizabeth Ceissman, Senior Case Manager and Trainer at Sydney’s Gender Centre Inc. Gender Centre Inc. is the peak organisation for those dealing with gender issues and for employers wishing to support employees currently transitioning in the workplace. The Gender Centre is Pride in Diversity’s key point of referral for members currently seeking assistance in this area.. Speaker:
Elizabeth Ceissman, The Gender Centre Inc.
Dates:
Please tick the session you would like to attend and fax your registration to (02) 9206 2002 SYDNEY: Wednesday 16th February, 3pm-4.30pm Suncorp, Level 10 Reception, 321 Kent Street, Sydney RSVP: Monday 14 February – Registration essential for members and non-members Late? Please call after 14 February if you would like to attend and have not registered to confirm place availability
MELBOURNE: Thursday 17th February, 3pm–4.30pm Suncorp, Theatrette on the concourse level at 447 Collins Street, Melbourne RSVP: Tuesday 15 February – Registration essential for members and non-members Late? Please call after 15 February if you would like to attend and have not registered to confirm place availability
CANBERRA: Friday 18th February, 10.30-12noon (morning tea provided at 10am) Dept Health and Ageing, Sirius Building, Cnr Worgan & Furzer Streets, Woden (sign in Ground Floor) RSVP: Wednesday 16 February - Registration essential for members and non-members Late? Please call after 16 February if you would like to attend and have not registered to confirm place availability
With special thanks to the Pride in Diversity members who have assisted us in hosting / presenting these sessions: Suncorp, and Department of Health and Ageing and The Gender Centre Inc. RSVP / Registrations to: Dawn Hough, dawn@prideindiversity.com.au or (02) 9206 2136 Members: Participation free to member organisations, registrations essential
Non-Members: $65.00 per person plus GST - Registration and Prepayment essential Attendees Name
Phone Contact
(credit card form below may be faxed to 02 9206 2002) Card type: Card Number: Name on Card: Expiry date: Signature
Please forward this invitation to anybody you feel may be interested.
Session Attending
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Find us on linked in – not only will you hear all the latest Pride in Diversity news, but you will be able to connect up with other Pride in Diversity members for online networking and discussions. Open to members only.
WANT TO RECEIVE THE E-BULLETIN DIRECTLY TO YOUR INBOX? Currently reading this on your intranet? Or forwarded via your LGBT network leads? If you wish to receive the quarterly e-bulletin directly to your inbox, please go to www.prideindiversity.com.au and click on the NEWSLETTER menu option to sign up.
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SAY NO TO HOMOPHOBIA
SAY NO TO HOMOPHOBIA
SAY NO TO HOMOPHOBIA
For more information call: Dawn Hough, Program Director, (02) 9206 2136 Or email: info@prideindiversity.com.au www.prideindiversity.com.au
Individual cards for $1.00
$25.00 (incl GST) for pack of 50
Mix and match your pack to ensure you get the messages you want
• Giveaways on diversity days
• Inclusion in training programs
• Distribution to internal LGBT networks and supporters
• Distribution amongst HR and Diversity Professional
• Inclusion in orientation or new employee packs
Ideal for:
SAY NO TO HOMOPHOBIA
“SAY NO TO HOMOPHOBIA” CARDS
“SAY NO TO HOMOPHOBIA” CARDS
Mastercard
Visa
Cash
Bank Transfer/Invoice
Please return this form to: Pride In Diversity PO Box 350 Darlinghurst NSW 1300 info@prideindiversity.com.au Fax: (02) 9206 2002
Invoice required, please send to above address.
Signature: _________________________________________
Cardholder’s Name: ___________________________________________________________ Expiry Date: ____/____
Credit Card Number:
Credit Card American Express
Total Amount: _________________________ Card Type:
Method of Payment
__________ pack of 50 : Some people are gay. So what.
__________ pack of 50: Out and Proud
__________ pack of 50: Homophobia Free Zone
__________ pack of 50 : Taking a Stand against Homophobia – count me in
__________ packs of 50 assorted
Town/suburb:_______________________________________________________________________Postcode:__________________
Address:_________________________________________________________________________________________________________
Company: ____________________________________________________________________________________________
Telephone:
Email:
First Name: ___________________________________ Last Name: ________________________________
FUNDRAISING
FUNDRAISING
Cardholder’s Name: ___________________________________________________________ Expiry Date: ____/____
• Welcome gift for new LGBT network groups members
For more information call: Dawn Hough, Program Director, (02) 9206 2136 Or email: info@prideindiversity.com.au www.prideindiversity.com.au
• LGBT sponsors
• Diversity Days
• Giveways to any LGBT network sponsors or supporters of events
Credit Card Number:
• Existing LGBT network groups
Bank Transfer/Invoice
• Inclusion Diversity / HR lunchroom breakout areas
Please return this form to: Pride In Diversity PO Box 350 Darlinghurst NSW 1300 info@prideindiversity.com.au Fax: (02) 9206 2002
Invoice required, please send to above address.
Signature: _________________________________________
Visa
Mastercard
Cash
Credit Card American Express
Total Amount: _________________________
Method of Payment
Both GST and Postage will be charged to your account
QTY __________ x Small Homophobia Free Zone cup/s @ $15.00 each
QTY __________ x Large I’m not a homophobic mug cup/s @ $20.00 each
Town/suburb:_______________________________________________________________________Postcode:__________________
Address:_________________________________________________________________________________________________________
Company: ____________________________________________________________________________________________
Telephone:
Email:
First Name: ___________________________________ Last Name: ________________________________
ANTI-HOMOPHOBIA MUGS
FUNDRAISING
Card Type:
Ideal to get the messaging across for:
Homophobia free zone $15.00 each PLUS POSTAGE (at cost)
I’m not a homophobic mug. Are you? $20.00 each PLUS POSTAGE (at cost)
ANTI-HOMOPHOBIA MUGS
FUNDRAISING
Contact Details Pride in Diversity PO Box 350 Darlinghurst 1300 Tel: (02) 9206 2136 | Fax: (02) 9206 2002 | Hearing Impaired: (02) 9283 2088 Email: info@prideindiversity.com.au | www.prideindiversity.com.au
Proudly supported by our foundation members:
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PRIDE IN DIVERSITY NEWSLETTER /NOV 2010