Pride in Diversity August 2011 E-bulletin

NEWSLETTER / AUGUST 2011

Welcome from Pride in Diversity Program Director Dawn Hough

As always, if you have any suggestions as to how we can improve our offerings to you, please do let me know.

Regards, Dawn

Our facebook membership is also picking up with many non-members connecting up for the latest news and we have registered with the world’s largest LGBT Workplace Conference, Out & Equal in October enabling us to bring back and share some leading international practices around LGBT inclusion at our November conference.

Volunteer Thank You’s Pride in Diversity would like to send a very warm thank you for the following volunteers who have assisted us over the last couple of months: • P aul Wild from Macquarie University who spent two days with us interviewing our star performing network groups for our 2011 Pride in Diversity workplace publication • Carmen Chung for taking photographs at a Melbourne Pride in Diversity event • Maryke Blume for regularly helping out with photographs

College Street

We’ve also launched a Pride in Diversity poster competition that we are really hoping you will participate in (open to members and non-members) and prepared for our first (and annual) Pride in Practice, LGBT Workplace Conference showcasing some of our top AWEI award winners with additional guest speakers from Diversity Council Australia, The Gender Centre, OII Australia and Workforce Solutions.

Liverpool Street

Oxfo rd

WE HAVE MOVED! Goulburn Street Pride in Diversity has moved premises. Please note that our new address is:

Pride in Diversity Eddy AveLevel Bus Terminal 2, 414 Elizabeth Street Sydney 2000 Our email addresses and phone numbers will remain the same.

Eddy Ave

St and nearby side streets. Non-

CENTRAL

Foveaux Street

STATION

Kippax Street

• Rebecca Lim - for assistance in the creation of an Access database Holt Street

Cooper Street Secure Parking 55 Holt St

Devonshire Street

Elizabeth Street

Chalmers Street 2

Stree t

Cleveland Street

PRIDE IN DIVERSITY NEWSLETTER /AUGUST 2010

Bourke Street

As usual, its been an incredibly busy three months for us. We have received a record number of new members since our AWEI Awards, we have held member forums on superannuation for same-sex couples (kindly sponsored by PWC) across Sydney and Melbourne and networked with LGBT network groups and allies across Sydney, Melbourne and Canberra at the PID member networking events in recent weeks. We’ve held several training sessions across our member base and launched our sponsorship packages for 2011/2012.

The next couple of months will be focused on launching the AWEI 2011/2012 submission documents, our Pride in Practice Conference and end of year member activities around World Aids Day.

Crown Street

Hi everyone, welcome to the August edition of our quarterly e-bulletin.

Welcome New Members

We would like to welcome the following new members to Pride in Diversity • Westpac

• South Australia Police

• RailCorp

• Curtin University (WA)

• University of Western Australia

• IBIT Solutions

• Department of Transport, Victoria • Macquarie Group

Connect up to Pride in Diversity Linked In

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.

Facebook

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.

Join us on the Pride in Diversity facebook site. Keep informed of all the latest news, publications, articles of interest and happenings in the world of PID.

www.facebook.com/prideindiversity PRIDE IN DIVERSITY NEWSLETTER / AUGUST 2010

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Program Communication Schedule New Year Comms (calendar distribution) Quarterly e-Bulletin 2011 in Review Professional Development and Networking Member Forum: Syd/Canb/Melb Member Networking : Syd/Canb/Melb 2-3 hr Complimentary In-house Training (*) (Qld & Perth up to 1.5 days) PID: 2nd Workplace Guide Publication Pride in Practice LGBT Workplace Conference Workplace Equality Index Submissions Close : Assessments Start Announcements : Top Employers Member Index Briefings Awards Event Index Results Publication 2012 Index Submission Documents available PID Participation in Community Events Sydney Mardi Gras IDAHO (Int’l Day against Homophobia) World Aids Day PID Participation in Community/Program Fundraising Pride in Diversity Business Lunch (2011 : Sydney) Aurora Dinner (Sydney) Int’l Day Transgender Remembrance (Ribbons) Red Ribbon Day (Ribbons)

Jan

Feb

4

5th

31st

Mar

May

Jun

Jul

Aug

Sep

17th

17th

17th

17th

25th

Each member to book directly with Pride in Diversity

Apr

Oct

20th

29th

Nov

1st wk

1st

Dec

Calendar of Events 2011

PRIDE IN DIVERSITY NEWSLETTER /AUGUST 2010

INTERNATIONAL CORNER DANIEL DANSO DIVERSITY CHAMPIONS PROGRAM, STONEWALL UK Brent Chamberlain from our sister organisation in Canada talks about their latest Executive Sponsors’ Breakfast

As Pride in Diversity farewells David Shields as our key Stonewall colleague, we welcome Daniel Danso. Daniel is no stranger to Pride in Diversity having spent some time with us within our first couple of months of getting the program up and running and so it’s with great pleasure that we introduce Daniel to our members and welcome him to our International Corner.

From Daniel: It is with great pleasure that I start my work with Pride In Diversity and further the relationship that’s been built so far.

I joined Stonewall in 2008 and am the Client Group Manager for the Workplace Programmes, managing a team of Associates, who in turn manage the 600 UK Diversity Champions. My background in Equalities Consultancy and mediated representations of difference help me to locate my approach on diversity and equality in a historical context, and also helps me to help my clients understand the need for equality as a critical business initiative. My clients include major companies in the Media, Leisure and Sport, and Professional Services.

While at Stonewall, I’ve produced Starting Out, Stonewall’s annual Lesbian, Gay and Bisexual Careers Guide, co-written and produced the Workplace Equality Index 2011, led facilitation groups for the Stonewall Leadership programme and The LGB Youth Caucus, and have spoken at various conferences and events in the UK and internationally on sexual orientation workplace equality.

I’m really excited to share my experience with you, and learn from you about how equality is advancing in OZ.

At 8:30am on June 1, 2011, the first day of Pride Month, a group of senior executives entered a room. By the time two hours had passed, a national network of Canadian LGBT executive sponsors had formed.

The importance of this development should not be underestimated. After all, sexual orientation and gender identity Brent Chamberlain aren’t exactly at the top of the diversity Executive Director Pride at Work Canada and inclusion pile for most companies.

Therefore, it’s essential that LGBT employee resource groups have this kind of executive support.

After months of planning, 21 of Pride at Work Canada’s 28 (at the time) Corporate Partners sent representatives to talk about the role of executive sponsors and how they can be game changers in the LGBT workplace arena. Some, like Garth Issett from IBM and Kasey Reese from TELUS, were veterans, while others had stepped up to the plate that very week to champion the issue. The mixture of individuals in the room, all bound together by a common purpose, made the event nothing short of extraordinary.

The event was kicked off by Mandy Shapansky, President and CEO (and LGBT executive sponsor) of Xerox Canada, who spoke passionately about her firm’s commitment to creating an inclusive workplace environment. Then, before the introductions had even ended, a participant looked around the room—shocked at the sheer level of seniority of those gathered around the table—and said, if this was how seriously his clients’ companies took LGBT issues, his firm needed to change, and fast.

And what better way to start the change? Being surrounded by peers gave the participants a better idea of what “good” looks like and how to start setting their goals internally.

The sponsors agreed on something else: they can’t bring about change on their own. They need help from LGBT employee resource groups, from the members of the C-suite, and finally, from out lesbian, gay, bisexual, and trans-identified staff at senior levels of the organization.

Now that the event has finished, Pride at Work Canada is working with the sponsors to grow the network not only in numbers but also in strength and a second event is planned for the end of October. We have every hope that, one day, people will remember this as a giant step in creating a nation where all LGBT individuals can achieve their full potential at work.

The end of a successful event—and the beginning of a strong network for inclusive, effective workplaces!

Pride at Work Canada was founded in May 2008 and is now working with over 30 leading organizations from a broad spectrum of the Canadian economy.If you are interested in finding out more or becoming one of their Corporate Partners, email partnership@prideatwork.ca

PRIDE IN DIVERSITY NEWSLETTER / AUGUST 2010

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SOCIAL PAGES

August Pride in Diversity Networking Events In August, Pride in Diversity held three professional networking events for member organisations and their LGBT network groups in Sydney, Canberra and Melbourne.

The Civic hotel once again played proud host to our Sydney event with approximately 80 people registering. Ann-Marie Calihanna mingled with the crowd to take photos for the social pages of Sydney Star Observer and we drew a raffle for some fun prizes and a ticket to the Sydney Pride in Practice LGBT Workplace Conference to be held in November.

In Canberra, a small group met once again at Tilleys enjoying a feast far too big for the numbers but with some valuable networking and engaging conversations!

In Melbourne, we met up once again at the Emerald Peacock in Lonsdale Street. With almost 50 people registering for the Melbourne event, it provided many of our newest members an opportunity to meet employees from other PID member organisations.

The following photographs have been kindly supplied by Maryke Blume at PWC and Ann-Marie Calilhanna.

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PRIDE IN DIVERSITY NEWSLETTER /AUGUST 2010

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PRIDE IN DIVERSITY NEWSLETTER / AUGUST 2010

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SOCIAL PAGES JUNE MEMBER FORUMS

In June, Principal Partner PricewaterhouseCoopers generously sponsored and hosted a member forum on Superannuation for SameSex Couples.

Changes to the law introducing equal treatment for people in same-sex relationship were a long time coming and this seminar provided an opportunity to hear about, and really take advantage of those changes.

With superannuation, investment and estate planning being topics that most people find difficult to navigate, those who attended the seminar were given an opportunity to hear from and ask questions of PwC’s Private Clients team on topics such as: • Factors to consider in relation to investment strategies • How tax-efficient transfer of wealth needs to be planned • T he right sperm donors or surrogacy partners have in relation to children • T he pitfalls you need to be mindful of in structuring your affairs to take advantage of all the recent changes.

The session was targeted towards those in same sex relationships wanting to know more about their entitlements and the questions that they should ask, as well as HR managers requiring information on how to assist those questioning equitable access.

Participants enjoyed drinks, canapés and professional networking at the conclusion of these events.

Pride in Diversity would like to thank PwC for their generous sponsorship of these events.

The next Pride in Diversity member forums will be held in October.

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PRIDE IN DIVERSITY NEWSLETTER /AUGUST 2010

Ernst & Young GLOW Launch Chevron’s PRIDE Network Article by Paul Wild Turns 20!

Ernst & Young recently joined a growing network of companies around Australia supporting LGBT employees, with the national launch of its new network, GLOW (Gays, Lesbians and Others at Work). The accounting and consultancy firm employs more than 5,500 staff across the country.

“We held launches in Sydney, Melbourne, Brisbane, Adelaide and Perth on the same day,” explains Heather Thompson, Manager of Diversity and Inclusiveness.

“We wanted a coordinated approach to the launch, giving everyone the same brief for the event, but also the freedom to make it their own.”

Katja Weiss, Senior Consultant and one of the Sydney network leads, said Senior Executives spoke in each city. “We gave them some notes on what we would like them to say, but they just used them as a guide, and spoke from the heart.”

People across the country previewed a short video – filmed for the ‘It Gets Better’ project by colleagues in Ernst & Young’s US-based network, bEYond. In the film a senior member of the US practice formally announced her sexuality to the company. Thomson says this kind of support from senior staff is nothing new.

Chevron, one of the world’s leading integrated energy companies, is committed to recognising the wide range of diversity found among its workforce and recently celebrated the 20th birthday of its PRIDE Network.

With close to 100 active members in Chevron Australia’s PRIDE Network – which is an acronym of its values, “Promote Respect, Inclusion and Dignity for Everyone” – a celebration was held to commemorate the milestone.

Along with Program Director for Pride in Diversity Dawn Hough, Chevron Australia Human Resources General Manager Kaye Butler, attended the celebrations and cut the birthday cake.

“Chevron strives for a culture that embraces and captures value from diversity and it gives me great pleasure to be here today to commemorate this important diversity milestone,” Ms Butler said.

Globally, the Chevron employee PRIDE Network is over 600 strong, with the first network chapter established in California in 1991.

The network now has around 115 members and allies across the country.

Co-ordinating one network nationally is a big challenge, and each city has its own regional network to provide help and support to people locally. Together, they form the national GLOW organisation, deciding national objectives and strategy to ensure equality across the company.

First and foremost, GLOW aims to offer networking opportunities, and provide a help and support structure for LGBT employees. But they also plan to train people to see opportunity where once they may have seen difference, particularly when meeting company clients.

“We looked at our policies and most of them are in a good place from an LGBT perspective but we know we can do more,” says Thompson.

“We know both our clients and our people appreciate the fact that the firm is working hard to be more representative of the broader community,” added Weiss.

Graham Cowan (Chevron Pride Network), Kaye Butler ( Chevron Australia Human Resources General Manager) and Dawn Hough (Pride in Diversity Program Director)

Adam Fahar & Rod Sinton (National GLOW Leaders)

Lynn Krauss (Sydney Office Managing Department) & Katja Weiss (Sydney GLOW Leader)

PRIDE IN DIVERSITY NEWSLETTER / AUGUST 2010

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IBIT Solutions are excited and proud to become the newest members and partners of Pride in Diversity and celebrate our own point of difference.

As a gay owned and operated IT Recruitment Company we always thought we were up to date on everything LGBT. But it actually took our clients to introduce us to “Pride in Diversity’’.

This road to discovery all started a couple of weeks ago when we were invited to a supplier presentation and networking event hosted by one of our key business partners Deutsche Bank. This was a three-hour event to an audience of over fifty external recruitment suppliers that work across Deutsche Bank’s Australian business. The Deutsche Senior Management team, including the COO and HR Director, gave in-depth accounts of how Deutsche is embracing diversity and the PID program and how they are committed to becoming “Diversity Champions’’. We were really impressed with the passion and commitment shown by Deutsche Bank to promoting inclusive LGBT practices and their support for Pride in Diversity. So much so that we decided IBIT had to follow their example and become actively involved and personally support this fantastic initiative.

We then discovered that our other key client, Goldman Sachs, was a member of Pride in Diversity and already ranked an impressive fourth in The Australian Workplace Equality Index TOP 10. This is a fantastic achievement for Goldman Sachs and a reflection of the effort and commitment they have put in to successfully embracing the PID program across their business.

IBIT are especially proud to be official business partners with two such progressive and LGBT friendly organisations because we know from personal experience that being openly Lesbian, Gay, Bisexual or Transgender in the traditional corporate workplace has not always been comfortably encouraged or widely accepted.

So who exactly are IBIT Solutions? This is our story….

Okay, so we don’t know for sure, but we believe we are the only one hundred percent gay and lesbian owned and operated IT Recruitment and Search Firm in Sydney. IBIT Solutions specialise in the search and selection of IT professionals specifically for the Investment Banking and Professional Services sector, and is a partnership of two established technology recruiters: Luke Solly and Samantha Endell.

Meeting at school way back in the 80’s in a sleepy rural Sussex village we of course, weren’t the only gays in the village, but it felt that way at the time. We eventually made our way to London and realised we had what it took to follow a corporate career path both eventually making our way to Sydney. After 20+ years combined experience in HR and IT Recruitment we decided it was time for IBIT Solutions to be launched.

Since then, as a gay man and woman working in the corporate world, we have shared an interesting journey experiencing many valuable positive and negative professional lessons along the way.

We’re often asked by clients, candidates and friends “As experienced recruiters and gay professionals have you ever witnessed blatant LGBT discrimination in the work place?” The unfortunate answer is: “Yes we have”. Both Luke and I have experienced firsthand many archaic attitudes and situations that would make your hair curl! These include uncomfortable and unnecessary presumptions during interviews, the rejection of perfectly qualified candidates for being “too gay”, or people simply leaving a company feeling unsupported or disrespected by their peers and therefore excluded from the ever-important work social culture based purely on their sexual preferences.

The majority of these situations have occurred within large reputable organisations that should know better, but sadly, we have too many of these examples to share. But knowing these negative situations firsthand also means we can turn these past experiences into positive future messages, educating and encouraging our clients and candidates on the critical benefits of actively promoting inclusive LGBT practices.

We are also dedicated to providing an open and comfortable recruitment experience to all LGBT candidates and believe we are naturally approachable for LGBT job seekers. It’s time to spread the positive message that diversity really is good for business!

It is so refreshing and personally inspiring for us to see how many of Australia’s most successful and influential brands are now proactively supporting and embracing the LGBT community and realising the value diversity has to play in creating a successful and positive working environment. We all know that business leaders rely on innovative, passionate, loyal and ultimately happy employees to provide them with that vital ‘competitive edge’ in the market place.

Embracing, supporting and encouraging diversity is ultimately a ‘Win/ Win’ for all.

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PRIDE IN DIVERSITY NEWSLETTER /AUGUST 2010

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.

Friendship matters – especially in politics! When it comes to social justice for LGBTI people, this will hopefully become more apparent, as marriage equality is not the only area of discrimination facing our diverse communities.

Sometimes, politicians are so captivated by the debate (or denial) of equal relationship recognition, they often forget that discrimination for sexual and gender minorities is not just confined to the Marriage Act. While inequalities surrounding relationship recognition plague the lives of so many couples, Australia still maintains a haphazard approach to human rights protections for LGBTI people.

Australia often takes the global stage with a strong commitment to human rights protection. However, despite being a signatory to numerous international human rights law treaties, such as the International Covenant on Civil and Political Rights, systemic discrimination remains. Much of this is ascribed to the absence of comprehensive federal anti-discrimination laws and the availability of wide-ranging exemptions.

In order to ensure ongoing communication with legislators regarding some of these LGBTI concerns, a new Parliamentary Group has been established. Chaired by Liberal National MP Warren Entsch, the crossparty group has members including Greens Senator Sarah HansonYoung and Labor MP Graham Perrett.

Characterised as a parliamentary ‘friendship’ network of sorts, this forum will provide much needed political engagement with a diverse range of LGBTI issues.

The recent ‘Uncloseting Discrimination’ consultations held by the NSW Gay and Lesbian Rights Lobby (GLRL) have highlighted the importance of policy reform to engage more broadly when it comes to human rights.

In addition to marriage equality reform, there remains ongoing problems with a lack of funding for an LGBTI peak body; social security burdens; lack of recognition for intersex people in any legislative agenda; inappropriate status determinations of LGBTI asylum seekers; and onerous difficulties for sex and/or gender diverse persons in obtaining appropriate identity documentation or Medicare benefits.

Mr Entsch lamented the circumstances that continue to “out” the gender histories of people, because they are unable to change identity documentation. In particularly small communities, Mr Entsch noted that aside from humiliation and embarrassment, there was significant concern over undermining the integrity of people’s mental health, and even suicide, where persons were not legally recognised in terms of their own identified sex or gender.

In addition to ensuring adequate legislative change, we need appropriate policy mechanisms so that equality is not abstract or theoretical. Remedies and complaints processes are an important feature to empower people to take action when they feel their rights have been violated.

Funding for education campaigns relating to sexual and gender diversity in schools, workplaces, aged care facilities and so on, is another essential. Law reform alone does not eliminate homophobia or transphobia. We need to ensure an underlying culture change too – and this only comes with education and ongoing dialogue.

Ultimately, equality or justice should be apolitical. That is, the right to non-discrimination and equality for LGBTI people should not be limited to which political party assumes Government. It should be a core value of our secular democracy.

After all, as individuals were are not solely defined by some homogeneous gay or lesbian identity. Rather, as a community, we share diverse intersections in terms of sex, gender, ethnicity, geography, religion, economic status, ability, age etc.

Lend Lease Summer Internship Program Martin Hunt, Lend Lease

During my time at Lend Lease I have come to realise that building our future relies on employing the best people to work with us. As part of our People Promise, we are committed to providing a diverse & inclusive environment that encourages a world of career opportunities.

Join our diverse, supportive and sustainable culture, where like me, you will get the opportunity to develop your skills and make a difference within the business. To find out more about our internship program please email careers@lendlease.com and quote reference ADC 2011.

We are looking for talented interns to gain meaningful work experience and exposure with Lend Lease. Our commitment is to provide you with an opportunity to learn and grow in a supportive environment, making a significant contribution to our multi faceted business. You will develop strong partnerships with the business areas you are allocated and gain specific advice and support in the practical application of your skills and theoretical knowledge.

We look forward to hearing from you.

Martin

PRIDE IN DIVERSITY NEWSLETTER / AUGUST 2010

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PINNACLE FOUNDATION SCHOLARSHIPS Scholarships

Beneficiary Prospectus

Scholarships will be provided for young LGBTIQ who desire to undertake full-time or part-time education at a public or private secondary school (final year) or public institution of higher education in Australia. It will be for the purpose of gaining an educational or vocational qualification in any profession, trade or the arts. The grant will sit alongside and complement other government funding rather than duplicate it.

In making a decision for awarding the Scholarship, Pinnacle has a Selection Committee that can choose a Scholarship recipient who…

The Scholarship will cover such vital needs as the cost of tuition fees or dues to an approved educational institution, laptop, textbooks, uniforms, professional membership or student union fees and professional tools of trade.

• Demonstrates social and political awareness;

The Scholarship is not designed to support expenses such as pocket money, travel to and from educational establishment or other personal expenses not directly related to their studies.

• I s able to focus on a goal and show a tenacious attitude in achieving that goal;

Scholarships will be granted for a period of one year. However, an existing Scholarship holder is entitled to reapply for the Scholarship should they comply with goals enshrined in The Pinnacle Foundation (Criteria and Process) Policy 2011.

• Shows leadership qualities and an optimistic, enterprising attitude.

• D emonstrates the potential to have a positive social impact as a result of being awarded the Scholarship; • H as an active interest in extra-curricular activities including, but not limited to, LGBTIQ causes, sport, music, a trade and/or the arts;

• Is able to demonstrate a character of resilience, independence, courage and determination;

• Has a capacity for problem-solving;

Importantly, payments will be made directly to educational institutions and other suppliers of goods and services. This is so recipients can get on with learning and not get bogged down in paying bills. Plus, as a charity, we might be able to do some good deals with suppliers.

Selection Criteria

PRINCIPAL PARTNERS 2011

The Scholarship is open to anyone who…

• I s an Australian citizen of at least 16 upto 24 years of age at the time the scholarship is awarded; • Is a permanent resident of Australia; • I dentifies as Lesbian, Gay, Bisexual, Queer, Intersex or Transgender and, as because of this • H as personal or social circumstances which provide significant challenges to the person completing their education; or • H as been marginalised due to sexual orientation, gender identity or gender expression; and

Pride in Diversity would like to thank the following new Principal Partners for their ongoing support and financial sponsorship of Pride in Diversity.

Principal Partners contribute a minimum amount over and above their membership fees to support the work of Pride in Diversity and receive recognition as a Principal Partner for a year.

As a result of sponsorship of the 2011 Pride in Practice LGBT Workplace Conference, the following organisations have been welcomed as Principal Partners.

• In the opinion of the Selection Committee: o Takes their studies seriously and has shown academic achievement during their years at school; and o Can demonstrate their commitment to completing Year 12 , a tertiary degree or vocational training; o Demonstrates leadership skills, has good academic results and wants to make a difference in the world; and o Is proud to stand up for the LGBTIQ rights and is dedicated to the LGBTIQ community.

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PRIDE IN DIVERSITY NEWSLETTER /AUGUST 2010

MEDIA RELEASE

THE PINNACLE FOUNDATION 2 May 2011

Calling for Mentors

INSPIRE YOUNG LGBTIQ PEOPLE BY BECOMING A PINNACLE MENTOR Highly accomplished individuals in the lesbian, gay, bisexual, transgender, intersex and queer (LGBTIQ) community are being urged to help inspire the next generation of leaders by becoming mentors with The Pinnacle Foundation.

The Pinnacle Foundation is an organisation that provides scholarships and mentoring to LGBTIQ youth who are marginalised or disadvantaged because of their sexual orientation, gender identity or gender expression. Pinnacle is seeking expressions of interest from highly accomplished individuals in the LGBTIQ community in becoming mentors.

As part of its commitment to helping young LGBTIQ people achieve their full potential, every Pinnacle scholar is matched with a Pinnacle mentor. The Pinnacle Foundation strongly believes that a key factor in achieving success is having a strong support network. Pinnacle mentors are a sounding board for scholars and, with their professional expertise, provide assistance with decisions relating to education and career.

Mentors also benefit from The Pinnacle Foundation ’s mentorship program. With their life experience and professional expertise, mentors become role models and make a valuable contribution by helping nurture the next generation of LGBTIQ leaders.

The call for mentors comes as The Pinnacle Foundation successfully matched all nine of its 2011 scholars with mentors.

“We have made fantastic matches this year, which are beyond our expectations, ” said The Pinnacle Foundation Executive Director Sean Linkson.

“Now to keep the momentum going we need to build our registered mentor base so that we can again make great matches at the end of this year and every year after.

“When you consider that we are now awarding scholarships across Australia and scholars are undertaking a diverse range of courses, we need a strong supply of mentors to guide these amazing young people.

“We are now launching a campaign to build a substantial mentor base and are calling on successful LGBTIQ people to put back into our community by expressing their interest in becoming a mentor. You can do this by visiting our website and completing the self assessment process.

“We also call upon our existing panel of mentors to help us identify outstanding candidates – we need to spread the word far and wide ”.

www.thepinnaclefoundation.org P.O Box 990, Potts Point NSW 1335 Ph +61 2 9990 4708 ACN 127 662 604

PRIDE IN DIVERSITY NEWSLETTER / AUGUST 2010

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One-day master forum on LGBT Diversity 29 November, 2011 KPMG Offices, Level 15 10 Shelley Street, Sydney

$425.00 + GST

Prior 25 October (saving of $75.00) Members $100.00 plus GST prior 25 October

5 min walk from Wynard Station

PRIDE IN DIVERSITY IS PROUD TO PRESENT IT’S ANNUAL

PRIDE IN PRACTICE LGBT WORKPLACE CONFERENCE

Leading edge strategies for LGBT Workplace Inclusion • • • • • •

Be inspired by motivational keynote speakers Participate in topical debates and insightful master classes Access thought leadership through the presentation of leading research Discover the latest innovations and best practice to drive LGBT diversity strategies Network with other professionals involved in the delivery of LGBT equality Exchange ideas, experiences and practical solutions

Hear from our 2011 Australian Workplace Equality Award Winners:

IBM AUSTRALIAN FEDERAL POLICE KPMG GOLDMAN SACHS TELSTRA ACCENTURE PRICEWATERHOUSE COOPERS UNIVERSITY OF QUEENSLAND

2011 Gold Sponsor:

Official Media Partners:

PRIDE IN DIVERSITY PRIDE IN PRACTICE LGBT WORKPLACE CONFERENCE

CONFERENCE PROGRAM This LGBT Workplace Conference is geared towards HR Managers, Diversity Managers, Executive LGBT Sponsors, LGBT Employee Network Leads, Members and anyone involved in the delivery of LGBT equality and diversity in the workplace.

No other conference in Australia has or will provide such an inspirational mix of leading LGBT inclusion speakers with practical breakout sessions featuring some of the 2011 AWEI Top 10 Employers for LGBT employees. With presentations on award winning initiatives, expert interactive panels and high quality networking, this one day conference will give participants the tools they need to stay at the forefront of LGBT inclusive practice.

8.20am

Registration and Refreshments

8.45am Welcome and opening remarks by Chairperson & Gold sponsor Chris Lamb, Head of Human Resources, Lend Lease 9.00am

Welcome to Country

9.10am KEYNOTE: AWEI EMPLOYER OF THE YEAR: IBM Winning formulas for successful LGBT workplace Inclusion Mike Latchford, Executive Sponsor IBM GLBT Network General Manager, Sales, Global Technology Services, IBM Asia Pacific •

The value of exercising diversity leadership to organisations and their shareholders

•

The why, the what and the how of GLBT diversity ‘good practices’

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The organisational politic of getting it done

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Lessons learnt; highlights and pitfalls of the IBM GLBT journey

10.00am THE CENTRAL ROLE OF LGBT INCLUSION IN EMERGENT AUSTRALIAN DIVERSITY PRACTICE Nareen Young, CEO, Diversity Council Australia

10.45am

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Why does LGBT Inclusion form a fundamental role within Australian diversity practice - statistics, the business case and your diversity strategy

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Frequently Asked Question - reasons why DCA helped establish and partnered with Pride in Diversity

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Where is Lesbian identity in the current discussion about gender diversity and why is it important?

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Intersectionality and shifting and multi-identities – the LGBT crossover with Gender, Age, Cultural Diversity Inclusion and Work and Caring practice

Morning refreshments and networking

11.15am BREAKOUT SESSION 1: Participants choose between the following breakout sessions

SESSION A: Winning over the Skeptics: Effective strategies for organisational buy-in Stephen Walker, Director Workforce Strategies. Former National Manager Human Resources, AFP (highest ranking public sector employer) •

Articulating the rationale for inclusion policies

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Identifying the right champions

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Selling the economic and social value

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Debunking the myths

SESSION B: Executive Sponsors : Making a difference through Executive Sponsorship Russell K. Lath, Accenture •

The importance of Executive Champions

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The ABC’s of executive sponsorship for your LGBT Inclusion Initiatives

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Visible leadership

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Advocacy and Mentoring

•

Alignment to Organisation values

PRIDE IN DIVERSITY PRIDE IN PRACTICE LGBT WORKPLACE CONFERENCE

CONFERENCE PROGRAM SESSION C: Transitioning in the Workplace : OnePath Case Study Veronique Marques and Jasmine Neuenhaus, OnePath •

Factors which define a successful transition in the workplace.

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The planning process and how to consider everyone involved.

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Communication with senior leadership & teams

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Factors which define a successful transition in the workplace

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The importance of being realistic and the path to remaining optimistic.

SESSION D: Marketing to, and engaging with the external LGBT community Troy Roderick, Telstra •

Business case for reaching out to the external LGBT community

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Linking activity with intention

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Employee participation

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Engaging with community partners

12.00pm HIGH PERFORMING NETWORK GROUPS: INTERACTIVE PANEL & Q&A AWEI’s six star performing LGBT Employee Network Groups discuss their success strategies and lessons learned

1.00pm

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Steven Preston, EAGLE Network, IBM (LGBT Network of the Year)

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Delia Quigley, GLLO Network ,Australian Federal Police (Runner-up)

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James Collins, GLEE Network, Pricewaterhouse Coopers

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Erin Goulding, KGEN Network, KPMG

•

Bohdan Abrat, GLAM Network, Goldman Sachs

•

Troy Roderick, SPECTRUM Network, Telstra

NETWORKING LUNCH

1.50pm ACADEMIC KEYNOTE: The price of stigma and the role of organisational culture Dr. Charmine Hartel, University of Queensland

2.30pm

•

Organisational context can extract invisible stigmatised identities even if individual doesn’t want to bring into workplace

•

The more organisational policies and practices marginalise or suppress the existence of invisible stigmatised group, the more likely negative individual and organisational outcomes are to occur

•

Inequitable policies and practices toward gay and lesbian professionals intensifies stigma consciousness and results in negative work attitudes

BREAKOUT SESSION 2:

SESSION E: Community Engagement Case Study : Australian Federal Police Delia Quigley, Executive Chair, AFP GLLO Network •

Engaging the LGBT community internally and externally

•

Exposure via community events & inclusive LGBT marketing

•

Network ownership & sustainability

PRIDE IN DIVERSITY PRIDE IN PRACTICE LGBT WORKPLACE CONFERENCE

CONFERENCE PROGRAM

SESSION F: Business LGBT alignment with Universities Bohdan Abrat, Goldman Sachs •

Why should your business build a LGBT alignment with Universities?

•

Top ten tips for building a relationship with University student groups

•

War stories – be weary of the many traps

•

Getting a relationship off the ground.

SESSION G: Strategic alignment of LGBT Diversity Initiatives Liz Forsyth, Partner, KPMG •

The importance of linking your LGBT strategy to a broader focus on Diversity & Inclusion

•

The integral component of executive sponsorship

•

Promoting leadership in employee inclusion

•

Organisational benefits of creating a more inclusive workplace

SESSION H: Getting the right message to the right people – LGBT Employee Programs Jake Wyatt and Diana Greshtchuk, Pricewaterhouse Coopers

3.15pm

•

The importance of having the right people on board

•

Harnessing the power of HR, the passion of LGBT people and the influence of leaders

•

Building groundswell and gathering support from leadership

•

Avoiding pitfalls & creating a virtual team to help make the change last

Afternoon tea and refreshments

3.45pm Understanding our Transgender and Intersex Communities - Interactive Panel & Q&A Liz Ceissman, Senior Case Manager, Gender Centre Jasmine Neuenhaus Gina Wilson, OII Australia •

Liz Ceissman, Senior Case Manager, The Gender Centre – Why organisations need to be inclusive of transgender people

•

Jasmine Neuenhaus - Why individuals transition and why it is not a choice

•

Gina Wilson - Understanding Intersex

4.45pm International Innovation and Good Practice Reflections on the 2011 International Out & Equal Conference Dawn Hough, Program Director, Pride in Diversity

5.15pm

Chairperson’s closing remarks followed by networking drinks.

Places strictly limited, book now to avoid disappointment and save on the early bird prices.

PRIDE IN DIVERSITY PRIDE IN PRACTICE LGBT WORKPLACE CONFERENCE

REGISTRATION FORM PLEASE PRINT DETAILS

Organisation Name Postal Address

Phone

Email

Do you currently have LGBT Inclusion as a diversity initiative?

YES / NO

Do you have an internal LGBT employee network group?

YES / NO

EARLY BIRD PRICING (prior or on 25 October 2011)

FULL RATE (post 25 October 2011)

NON-MEMBERS

$425.00 plust GST pp

$500.00 plus GST pp

MEMBERS

$100.00 plus GST pp

$200.00 plus GST pp

DELEGATE

NAME

EMAIL ADDRESS

BREAKOUT 1 (please circle)

BREAKOUT 2 (please circle)

1st

A or B or C or D

E or F or G or H

2nd

A or B or C or D

E or F or G or H

3rd

A or B or C or D

E or F or G or H

4th

A or B or C or D

E or F or G or H

For more than 4 attendees, please attach a separate sheet with details

Signature:

PAYMENT:

(credit card form below may be faxed to 02 9206 2092) Card type: Card Number: Name on Card: Expiry date: Signature Name/s of those attending: (covered by payment)

BOOKING CONDITIONS 1. Bookings can be submitted at any stage prior to the event, subject to availability. A limited allocation is being held and booking early is therefore recommended. In the event of the booking not being accept by Pride in Diversity (allocation full), the total amount will be refunded to you.

2. Payment must be received in full prior to the conference.

3. All speakers are correct at the time of printing, but are subject to variation without notice.

4. If the delegate cancels after the booking has been accepted, the delegate will be liable for the following cancellation charges: a. Cancellations notified over 45 days prior to the event will not incur a cancellation fee b. In the event of a cancellation being made between 45 and 30 days prior to the event, a 20% cancellation fee will be charged for each nominated attendee. c. For cancellations received less than 30 days prior to the event, the full delegate rate must be paid and no refunds will be available.

5. All bookings submitted by email, fax or over the telephone are subject to these booking conditions.

6. All cancellations must be received in writing.

7. Pride in Diversity will not be held liable for circumstances beyond their control that lead to the cancellation or variation of the programme.

8. All bookings, whether Australian or overseas will be charged Australian GST at the prevailing rate at the time of booking.

9. Delegates are responsible for their own travel and accommodation.

PRIDE IN DIVERSITY PRIDE IN PRACTICE LGBT WORKPLACE CONFERENCE

Research Findings: Rainbow Suits at Work In previous e-bulletins, we have provided readers with an opportunity to participate in a research project conducted by Nathan Barrett from a Queensland university. The research looked at disclosure and discrimination in the workplace against gay, lesbian, bisexual, transgender and intersex employees.

Nathan has kindly allowed us to reproduce the statement of findings and can be contacted for more information at nathan.barrett@ cqumail.com

Rainbow Suits at Work: Statement of Findings This exploratory study examined people who self-identify as gay, lesbian, bisexual, transgender or intersex (GLBTI) to determine the extent of workplace discrimination based on sexual identity in Queensland. While there have been other studies in Australia, Queensland has either not been included or relevant data is unable to be easily identified. All Australian businesses are governed by legislation that aim to prevent discrimination based on sexual orientation and sexual identity in the workplace and serious penalties apply to companies found guilty of this discrimination. Therefore the findings of this study are important to determine the compliance of different companies with workplace legislation.

The sample population consisted of GLBTI employees aged 18 years or older living in the State of Queensland. As GLTBI’s are a hidden population, snowball sampling using an online survey was determined to be the most appropriate method to reach the target audience. The researcher handed out fliers at GLBTI functions in Brisbane and regional Queensland, had banner advertisements on relevant websites, used media announcements and social network sites such as Facebook resulting in 152 responses in an eight week period. Respondents self-identified as gay males (39%), lesbians (23%), bisexual females (15%), gay female (7%), bisexual males (6%), transgender (3%) and intersex (.7%). Respondents ranged from 18 to more than 55 years of age with a mean age between 30 and 34 years.

New findings based on this survey found that jokes, ridicule and negative remarks where the most common types of discrimination faced by GLBTI employees within Queensland. Importantly, less than 1% of respondents reported discrimination to the AntiDiscrimination Commission of Queensland. While discrimination was more often reported to Supervisor or a person above the Supervisor or to the Union, this did not reduce the likelihood of being a further recipient of discrimination. Training was the most utilised tool of organisations where discrimination was reported, however this also had no effect on repeated discrimination in the workplace.

The findings of this study support the importance of ensuring that workplace policies and procedures are communicated to all staff to ensure that the workplace is not in breach of legislation. This research also supports that reporting discrimination has no effect while the presence of anti-discrimination policies has a positive effect on performance within the workplace.

Significant differences were found between this study and previous studies undertaken both internationally and within Australia. Compared to previous studies, this study has found that respondents were less likely to be as highly educated as only 20% had completed a University degree. In addition, the rate of disclosure of sexual identity to fellow workers was relatively high compared with previous research which suggested that GLBTI employees are more open about their sexual orientation/sexual identity at work.

PRIDE IN DIVERSITY NEWSLETTER / AUGUST 2010

21

Wear It Purple On Wear It Purple Day last year, thousands of people in Australia and New Zealand wore something purple to raise awareness about homophobic bullying and youth suicide.

This Friday, 2 September, the Wear it Purple campaign is for the second year encouraging everyone to wear something purple to work, school, university or wherever they are, to let young people know that they are not alone and that young people have the right to be proud of who they are - http://wearitpurple.org/ As background: the Wear it Purple movement began in the United States last year following a series of wellpublicised suicides by young GLBT youth as a result of school bullying. An annual Wear It Purple Day was subsequently established to highlight the problems faced

by GLBT youth in school and university. Wear It Purple was introduced into Australia by a young Sydney high school student, Katherine Hudsonhttp://www.thisisoz. com.au/blog/katherine-wear-it-purple-sydney.html, who last year launched the campaign with university student, Scott Williams.

This year, we are encouraging our members to wear something purple to work to help raise awareness and show your support. We would also like to encourage you to take photos write a short message of support and send these along to us ... we will publish your photos and comments in our next e-bulletin and on our facebook page.

A great opportunity to show your support so that young people might be proud of who they are.

When? Wear It Purple Day is on Friday, 2 September 2011

Support Every year on “Wear it Purple Day”, we campaign asks people everywhere to wear purple to school, university, work, or other public venues to help raise this consciousness.

WHAT’S ON

WHAT’S ON

For more information, go to: http://wearitpurple.org/

TAKE A PHOTO - WRITE A COMMENT OF SUPPORT SEND IT TO US !

PRIDE IN DIVERSITY NEWSLETTER / AUGUST 2010

22

The Awards

WHAT’S ON

WHAT’S ON

The Honour Awards is an annual event which acknowledges outstanding service to or achievement within NSW’s gay, lesbian, bisexual and transgender (GLBT) community. It’s also a gala fundraising event for ACON, NSW’s and Australia’s largest community-based GLBT health and HIV/AIDS organisation.

The Silent Auction

As part of the evening, finalists and guests will be able to bid on a range of sensational silent auction items, including a 5-star trip to New York, a new wardrobe of bespoke suits, and a year’s worth of VIP tickets to Sydney’s leading cultural events.

The Party What: Honour 2011 - Awards Ceremony and Cocktail Party Where: Sun Room, The Ivy, 330 George St, Sydney When: Thursday 29 September 2011, 7pm - 11pm Cost: $85 per person (inc. quality wines and beers, delicious canapés and fabulous entertainment)

Purchase Tickets For more info and to buy tickets go to:

www.honourawards.com.au

New Mardi Gras

PRIDE IN DIVERSITY NEWSLETTER / AUGUST 2010

23

WHAT’S ON

WHAT’S ON

Pride in Diversity Poster Competition Pride in Diversity is pleased to announce an LGBT Workplace Inclusion / LGBT Network Group poster competition. Now officially open, closing November 20, 2011.

Why a competition?

Posters promote organisational wide communication and awareness of LGBT inclusion. We found that this was an area of development for many organisations that participated in the Australian Workplace Equality Index. Many companies have a “kitchen poster culture” and some of our award winners used posters and postcards to promote the existence of an LGBT network within kitchens. Posters were also used to promote LGBT inclusion within diversity training, at orientation days and at diversity events, LGBT network events and recruitment events.

We are hoping that this competition will encourage you to create your own posters / postcards for the organisational wide communication of your LGBT initiatives and/or your networks. We are also hoping that seeing the designs of others will inspire and motivate you. And of course, there’s always the joy of winning !

Competition Details

Who can enter? Member and non-member organisations.

Can we submit posters/postcards already in use? Absolutely.

What do we need to do?

Are we limited to one? Absolutely not.

1. Design your poster / postcard (existing designs are fine)

Does it have to be a particular size or format? Any size is fine, if you prefer a postcard size, that’s fine. High resolution jpg format or pdf preferred.

When does it need to be in by and when will the winner be announced? Needs to be in by November 20, 2011, announced 30th November, 2011.

Where will our poster be displayed? On the Pride in Diversity Website (once all entries have been received), on the Pride in Diversity facebook page (ongoing), in our Pride in Diversity Newsletter (ongoing).

Who are the judges? The number of “Likes” and comments that each poster receives on our Facebook page will be taken into consideration, but that will not be the sole means of judging. Anybody can vote, however you will not be able to vote for your own organisations poster.

Final say will be with the Pride in Diversity team. That being said, the earlier you get your poster in, the better.

How do we vote? A document containing all posters will be distributed after the competition has officially closed. You can then submit your votes by email or phone.

What do we win? A Pride in Diversity merchandise inclusion pack and of course, the sheer glory of winning ! :). We’ve also decided to include one free entry to our PRIDE IN PRACTICE LGBT Workplace Conference on 29th November. So get those entries in ! Don’t need to be a member to participate.

24

2. Clear with your marketing / branding people for use in the competition and for the right of Pride in Diversity to place your poster on our website, facebook page and within our newsletter (you don’t have to include your company name on the poster to enter).

3. Ensure the design is in .jpg format 4. Email to dawn.hough@prideindiversity.com.au before 20 November, 2011 5. Keep a watch on the Pride in Diversity Facebook page for entries received.

More information: Call Dawn on (02) 9206.2136 or email dawn. hough@prideindiversity.com.au Would love you to join in ... encourage inclusion ... motivate others ... promote your organisation ... show off your work !!!

Submissions to date:

PRIDE IN DIVERSITY NEWSLETTER /AUGUST 2010

Poster Competition Entry

WHAT’S ON

In 2011 the Pride WA committee wanted to show our members and the community a high level of consistency and continuity. We’re done with trying to reinvent the wheel so this year we decided on a theme that can be carried on...for our community.

Our commitment to community has resulted in a hive of activity including meeting with advocacy organizations, venue managers/ owners and social groups. We are also connecting with community through a fortnightly Q&A session on “All Things Queer” a Monday night radio show on RTR.FM. Committee members have undertaken training to better understand sexuality and gender identity issues affecting the DSG community and we have started reviewing our Disability Access Inclusion Plan.

Pride WA will be celebrating our diverse community in 2011 with; - City of Perth Pride Fairday (8 October), - Pride Festival (16 October to 12 November) and - Pride Parade (19 November).

We look forward to welcoming Pride in Diversity members and supporters at all of these events, and many more to come.

Contact pride@pridewa.asn.au for Pride event participation packs, to volunteer at our events or for general enquiries.

Pride WA...for our community.

WHAT’S ON

PERTH PRIDE For Our Community

Poster Competition Entry

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PRIDE IN DIVERSITY NEWSLETTER /AUGUST 2010

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

Pride in Diversity Membership Benefits Not a member? We would love the opportunity to present to you some of our membership benefits. Memberships are tailored for each organisation, but you can at the very least expect:

•

A dedicated account manager to provide ongoing organisational support in all aspects of LGBT inclusion

•

Invitation to three good practice seminars annually to discuss topical LGBT workplace issues and to share good practice amongst PID employers, broadening your diversity network (open to all member employees)

•

Invitation to LGBT Networking Events for your LGBT Network Groups and Allies

•

Free high quality training session on Sexual Orientation and Gender Identity in the workplace, tailored to meet the needs of your executive, HR / Diversity team or general staff members. This session can be substituted for LGBT Network Working Groups, All Staff Presentations or Diversity Council training

•

25% discount on any further training/consulting for special projects, LGBT Train the Trainer or organisational wide initiatives

•

Free copies of Pride in Diversity yearly publication and the ability to upload to your intranet.

•

Members-only website with resources, research, presentations, videos, photos, workplace guides and a quarterly e-bulletin to keep you up to date and connected

•

Targeted recruitment and marketing to the LGBT community via members-only job pages on our website - ability to post jobs and organisational profile.

•

Optional entry into the Australian Workplace Equality Index with a tailored feedback meeting, full benchmarking data and full program support for continuous improvement (worth over $1,250.00)

•

Exclusive use of the Pride in Diversity logo to promote your active participation in the program

•

An opportunity to build your brand reputation and leadership on diversity

•

An opportunity for your LGBT network group and allies to participate in the Pride in Diversity entry of the Sydney Gay and Lesbian Mardi Gras parade (no corporate branding)

•

Access to Pride and Diversity speaker for company events, launches, diversity celebrations

•

Nomination of an internal LGBT Network Leader contact. This person will also have access to support and advice from the Pride in Diversity program and will be our contact for co-ordination of company participation in LGBT networking events.

•

Opportunity to participate in Pride in Diversity community fundraising events.

•

Meetings to assist with strategy direction and input.

•

Unlimited telephone / email support for key organisational contacts.

To organise a meeting or to discuss membership, please contact Dawn Hough, Program Director at dawn.hough@prideindiversity.com.au or (02) 9206.2136.

PRIDE IN DIVERSITY NEWSLETTER / AUGUST 2010

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Pride in Diversity Members FOUNDATION MEMBERS

PLATINUM PARTNER 2011

PRINCIPAL PARTNERS 2011

PRINCIPAL PARTNERS 2011

MEMBERS BANKING / FINANCIAL SERVICES • • • • • • • • • •

ING DIRECT Goldman Sachs Suncorp American Express Australia National Australia Bank Deutsche Bank AG ANZ Bank of America / Merrill Lynch Westpac Macquarie Bank

PROFESSIONAL SERVICES • • • •

KPMG PricewaterhouseCoopers Accenture Australia Ernst & Young

PROPERTY & CONSTRUCTION •

Lend Lease

OIL AND GAS •

STATE AND LOCAL GOVERNMENT

Chevron Australia Pty Limited

HIGHER EDUCATION • • •

Griffith University, Queensland University of Western Australia Curtin University, WA

NSW Carers

FEDERAL GOVERNMENT • • • • • •

CONSULTING & IT SERVICES •

Australian Federal Police Department of Defence Department of Health and Ageing Medicare (PoHS) Centrelink (PoHS) Child Support Agency (PoHS)

•

IBM

Telstra

LEGAL •

Allens Arthur Robinson

RECRUITMENT •

IBIT Solutions

OTHER •

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RailCorp Department of Transport (Vic) South Australia Police

TELECOMMUNICATIONS

COMMUNITY •

• • •

British American Tobacco

PRIDE IN DIVERSITY NEWSLETTER /AUGUST 2010

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

Pride in Diversity was established as a collaboration between:

Pride In Diversity Official Media Partners

PRIDE IN DIVERSITY NEWSLETTER / AUGUST 2010

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