Difference Matters FALL 2014
‌incorporating Work Life Matters
AT&T Barclays CA Technologies Cadwalader Wickersham & Taft LLP Delta Air Lines Discovery Communications Interpublic Group (IPG)
Merck Mondelez Global LLC Morgan Stanley Nielsen Quest Diagnostics Turner Construction Company Viacom
TOP Non-Profit Organization:
National Gay Lesbian Chamber of Commerce (NGLCC)
2014-15: Serving students in grades 5-9 2015-16: Serving students in grades 3-10 Expanding up and down one grade per year, eventually serving grades K-12
MISSION
The Quad Preparatory School, founded by Dr. Kimberly Busi, is an alternative college preparatory school dedicated to the education of Twice Exceptional Students with social learning differences. Our vision is to allow Quad Prep students to experience education as the transformative experience every child deserves. Here, students rise to the level of talent, instead of being kept down to the level of disability in a completely alternative program that truly molds itself to each child. The Quad Preparatory School is based on an inclusive philosophy that does not discriminate on the basis of race, color, national origin, religion, gender, age, disability, marital status, creed, or sexual orientation, citizenship, veteran or military status, or any other characteristic protected by law in the administration of its admissions policies, educational policies, or any other school-administered programs.
Quad Prep is: Developed and led by experts and founded on the bedrock of best-practices of gifted special education and cutting edge clinical medicine. Who then: Literally broke down school walls and academic silos concept of school and learning.
THE QUAD PREPARATORY SCHOOL 326 EAST 6TH STREET, NEW YORK, NEW YORK 10003 646-649-3913| INFO@QUADPREP.ORG |WWW.QUADPREP.ORG
Contents 2
PUBLISHER’S PAGE Why Difference Matters...
3
DOMESTIC TRENDS Why we need Equal Pay for Women, and a New Measure for Disability Equality.
6
NON-TRADITIONAL EMPLOYMENT FOR WOMEN Come Learn How this Organization has been Enabling Women to Earn More by Removing Tradition from the Equation.
7
TOP CORPORATE ALLIES FOR DIVERSITY 2014 8 10 12 14 16 18 20 22 24 26 28 30 32 34
36
AT&T Barclays CA Technologies Cadwalader Wickersham & Taft LLP Delta Air Lines Discovery Communications Interpublic Group (IPG) Merck Mondelez Global LLC Morgan Stanley Nielsen Quest Diagnostics Turner Construction Company Viacom
NATIONAL GAY & LESBIAN CHAMBER OF COMMERICE (NGLCC) With more than 29,000 members, 140 corporate partners, and 52 local, state, and international affiliate chambers dedicated to supporting the LGBT and Disabilities communities, this is still only the beginning for NGLCC.
38
INTERNATIONAL UPDATE Learn why the Lived Experiences of LGBTI and People with Disabilities in Europe Remain Full of Challenges, and why the Need for Including Women on Boards goes Beyond Quotas.
42
DIVERSITY - INCLUSIVE DIVERSITY by Tari Hartman Squire Connecting the Pieces of the Puzzle
44
NEW SOLUTIONS TO OLD PROBLEMS by Susan Phillips Bari When it comes to Access to Capital, Sometimes this Brick Wall is More Damaging than the Glass Ceiling.
Fall 2014 Difference Matters | 1
Difference
WHY DIFFERENCE MATTERS… It was during NGLCC’s Keynote speech delivered by Beth
…incorporating Work Life Matters
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2 | Difference Matters Fall 2014
DOMESTIC TRENDS
Community Marketing & Insights’ 8th Annual LGBT Community Survey A sample of 2014 key findings of LGBTs living in the United States: •
•
• • •
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•
• • • •
•
• The Community Marketing & Insights team has been conducting LGBT consumer research for over 20 years. Its methodologies include online sur veys, focus groups, IDIs, MROCs, and advisory boards across the USA and globally. *34,415 respondents from the lesbian, gay, bisexual and transgen
•
survey. 170+ LGBT media, events and organizations worldwide partnered with CMI in this year’s study, helping to gain wide representation from across the community.
Fall 2014 Difference Matters | 3
DOMESTIC TRENDS
How Equal Pay for Working Women would Reduce Poverty and Grow the American Economy By Heidi Hartmann, Ph.D., Jeffrey Hayes, Ph.D., and Jennifer Clark* IWPR # Q026
Persistent earnings inequality for working women translates into lower pay, less family income, and more poverty in families with a working woman, which is of no small consequence to work ing families. About 71 percent of all mothers in the United States
September 2014
Earnings, 1960-2013 (Full-time, Year-round Workers) with Projection for Pay Equity in 2058 100%
90%
and typically have access to men’s incomes, but married women’s 80%
families. And many without children, both single and married, work to support themselves and other family members.
70%
60%
Annual Social and Economic supplement and uses statistical con trols for labor supply, human capital, and labor market characteris
50%
40% 1960
1970
1980
1990
2000
2010
2020
2030
2040
2050
2060
Source: IWPR analysis of data from Carmen DeNavas-Walt and Bernadette D. Proctor, U.S. Census Bureau, Current Population Reports, P60-249, , U.S. Government Printing Office, Washington, DC, 2014, Table A-4.
between women and men. Findings from this analysis include: • if working women were paid the same as men of the same age with similar education and hours of work. •
•
The total increase in women’s earnings with pay equity repre sents more than 14 times what the federal and state govern
•
The total increase in women’s earnings with pay equity repre sents more than 14 times what the federal and state govern
on their families. The poverty rate for all working women The very high poverty rate for working single mothers would thirds would receive a pay increase. •
•
The U.S. economy would have produced additional income
4 | Difference Matters Fall 2014
DOMESTIC TRENDS
Disability Equality Index Survey Unveiled in Preparation for October 2014 Launch The American Association of People with Disabilities (AAPD)
• • • operations
About the American Association of People with Disabilities (AAPD) The American Association of People with Disabilities is the nation’s largest disability rights organization. AAPD promotes equal opportunity, economic power, independent living, and political participation for people with dis abilities. AAPD’s members, including people with disabilities and family, friends, and supporters, represent a powerful force for change.
About the US Business Leadership Network® (USBLN®) ® The US Business Leadership Network® that helps business drive performance by leveraging disability inclusion in the workplace, supply chain, and marketplace. The USBLN® serves as the
United States, representing over 5,000 businesses. Additionally, the USBLN® Disability Supplier Diversity Program®
Fall 2014 Difference Matters | 5
New Solutions To Old Problems By Susan Phillips Bari
W
ithout a doubt, starting and growing a business have changed for the better since the early ‘90s when I was the Executive Director of a women’s business training center, an SBA “demonstration site” dedicated to helping women entrepreneurs. After working with period, I was convinced that entrepreneurs were faced with a brick wall that prevented access to major markets and access to the capital needed to run and grow their com panies. One can agree that this brick wall is more damaging than the glass ceiling. Lack of access to capital and lack of access to markets are putting the damper on busi ness growth. When business growth is sty companies provide jobs that bring economic their employees to purchase homes, take va cations and pay for their children’s college educations. Access to markets was addressed when I joined with a group of Fortune 500 compa nies and women business owners to found the Women’s Business Enterprise National
by WBENC and the National Minority Sup Here in New York State, for example,
and authorities were awarded to MWBEs in Supplier diversity departments exist be cause smart corporations and progressive gov ernments know that the demographics of the American economic landscape have changed dramatically; they must do business with the diverse groups that represent their supplier and customer base today and into the future. However, many businesses are prevented from competing due to access to capital issues.
The New Business Funding Option – Prompt Payment- Innovation
approval date on their contract which could many suppliers wait 90 days or more to be paid for the work that has been completed and accepted by their corporate or govern ment client. cash advances and prompt payment services to suppliers to corporations and government agencies, stimulating a robust contrac tor community. Empire provides funds to these parties, at a discount to their approved Agreement, corporations and agencies can
ment periods. Everyone is a winner. Sup pliers get paid immediately upon invoice approval and corporations meet negotiated payment terms while expanding their own
native to Factoring because there is no high monthly interest rate, no underwriting or closing fees, no credit checks necessary, no personal guarantees and no requirement to submit historical audits,” said one supplier.
on your invoice. Now you wait to get paid… and wait…and wait. access to supplier diversity opportunities in corporations and government agencies. cial business relationships between previously ethnic minority, and disabled business own
ner of Empire Capital Holdings USA LLC. According to Neil, “Working under a par ticipation agreement with each agency and corporation, Empire will provide suppliers with immediate cash payment for completed work, albeit at a slight discount to the sup
ticipating corporations and government agencies. Empire’s dashboard and portals provide suppliers, contractors, corporations secure professional communications plat
agencies that can purchase their products important goal for both government agen business with diverse suppliers, have stated goals and programs on their web sites and in their annual reports and support initiatives on the national and regional levels conducted
6 | Difference Matters Fall 2014
payment amount is a far better option than the interest charged on most loans or work ing capital lines of credit. Not only will the
ment processing. I hope that you will agree that this is a powerful tool for making a positive impact on our communities and which encourages
working to meet their MWBE goals.” All business owners want to be paid at the
ticipation in America’s major marketplaces. It’s not too good to be true. It’s just good.
HONOREES
AT&T BARCLAYS CA TECHNOLOGIES CADWALADER WICKERSHAM & TAFT LLP DELTA AIR LINES DISCOVERY COMMUNICATIONS INTERPUBLIC GROUP (IPG) MERCK MONDELEZ GLOBAL LLC MORGAN STANLEY NIELSEN QUEST DIAGNOSTICS TURNER CONSTRUCTION COMPANY VIACOM
TOP Non-Profit Organization:
NATIONAL GAY LESBIAN CHAMBER OF COMMERCE (NGLCC)
for
Disabilities & Veterans
AT&T
A
T&T’s goal in Talent Development and Diversity is to promote diversity, inclusiveness and opportunities for employees to flourish. Project capABILITY, is one example of the work AT&T is doing to grow its diverse employee base by focusing efforts on the disability population. In this program, the company recruits talented people with disabilities. Project capABILITY is a proactive measure designed to offer supported employment through interaction with State and/or Non-Profit service providers. agency not only allows AT&T to identify the right candidates for positions in this program, but also provides the training and preparation for the existing local workforce. Their support, and the support of a local/onsite “champion,” Because AT&T is a unionized workforce; there may be an additional layer of interaction between the company and employees. To help promote the capA BILITY program, AT&T involved the Communication Workers of America, CWA, early and often in the initial rollout, making certain they were aware of the impact this would have and helping to ensure they were early supporters to making the capABILITY successful. EMPLOYING VETERANS WITH DISABILITIES In 2013, AT&T partnered with a strategic supplier, VetConnexx, owned by a person with a disability. The goal of this organization is to employ veterans inclusion while fostering opportunities for people with disabilities to achieve AT&T gains capable employees who strengthen the company’s culture by bring ing commitment to quality, loyalty and enthusiasm for work. This initiative is targeted to grow to support additional customers for AT&T, and the Executive the hope that this program “expand beyond just AT&T.”
8 | Difference Matters Fall 2014
HIGHLIGHTS Social media campaigns positioning AT&T as an employeer of choice for the disability community: 1.
2.
3.
Photos from the Disability Technology Training classes with AT&T and the
AT&T conducted a Twitter campaign highlighting products and services that would benefit people with disabilities, caregivers and the aging population. The success of the campaign was measured in how it generated more attention than even its mass campaign in the number of views and re-tweets. AT&T targeted people with disabilities on Facebook in on-line banner ads and advertising in national disability publications and on websites. AT&T also sponsored events showcasing its products and services for the disability community. In 2013, AT&T launched a blogger outreach / hackathon initiative targeting the Autism community. Partnering with Autism Speaks to launch an app idea contest, AT&T compiled the ideas generated from the public and used them as a platform for the first-ever Autism-focused hackathon to create apps for those on the autism spectrum (in partnership with the developer team).
In addition, in April 2014, AT&T and the Wireless Rehabilitation Engineering Research Center (WRERC) began conducting an education and outreach seminar series focused on consumers with a disability (seeing, hearing, thinking, speaking and holding). This training focused on educating consumers with disabilities about the accessibility features of various devices and allowed AT&T to gather information about experiences and problems with mobile devices and services encountered by consumers with disabilities. The information exchanged between AT&T and WRERC will help consumers with disabilities better use their devices and provide valuable information on how to improve the accessibility of products and services, as well as how accessibility is communicated.
Fall 2014 Difference Matters | 9
for
Disabilities
Barclays
“Globally, people with disabilities represent more than 1.3 billion potential consumers and employees – that’s almost the population of China. When one adds in the aging babyboomers and friends and family of people with disabilities, your audience reaches more than 53% of the global population. Our approach converts that population into an opportunity for investors.”
B
arclays’ global diversity & inclusion team oversees the following five strategic pillars that make up its diversity strategy: Disability, Gender, LGBT, Multicultural and Multigenerational. Within the team, a Disability Lead covers all jurisdictions in which the firm does business globally, and the Agenda Lead is responsible for building out the disability agenda priorities, ensuring engagement and participation at all levels of the firm globally. The disability agenda, championed by Ashok Vaswani, CEO Personal & Corpo communications are issued highlighting the quarterly progress made as Barclays moves towards its mission to be the most acces sible and inclusive bank for customers and colleagues with a disability. Further, Barclays hosts disability listening groups providing colleagues with an open forum to make sig inform and guide the priorities of the Bank and disability agenda. Its disability network is also instrumental in helping the Bank advance in the disability space by raising awareness through events with esteemed guest speakers such as Bonnie St. John, Para Olympic skier, workshops, philanthropic 10 | Difference Matters Fall 2014
events, and through engagement with lo cal colleges for Disability Mentoring Day, which has witnessed year over year growth. The network also partners with other in ternal employee network groups, such as its Parenting Network, to lend support and resources for families with special needs. Barclays also ensures that it recognizes colleagues and teams that make a posi tive contribution to diversity and inclu sion through its annual business diversity awards. The Glenn Shaw Everest Award, for example, is awarded to a colleague who has championed the Disability agenda by raising awareness, increasing accessibility, or providing support to disabled customers, clients, colleagues or community members.
Individuals are nominated by others and Council in an awards ceremony attended by several business leaders. Internationally, Barclays is also involved in many exciting projects. In the UK, for example, Barclays is participating in a trial with Microsoft and Guide Dogs, whereby they are using Beacon technology to guide vironments.
with the charity Freeformers to provide Coding training for young people, and will for young visually impaired people.
RECENT & UPCOMING 2014 EVENTS
“Approximately 57 million people in the US have a disability – that’s 19% of the population. Companies that invest in targeting and empowering this group offer advantages over the companies that don’t. Investors are increasingly looking for ways to invest in socially-responsible themes, and therefore these products provide a market-based approach to help catalyze change.”
ASTEP Lecture Series – Feb 10th: Hosted 2nd annual lecture series with ASTEP, an organization dedicated to the advancement of people with Aspergers Syndrome. Lauren Flanigan – Feb 24th: Informal conversation with the internationally acclaimed soprano Lauren Flanigan who told her story of being diagnosed with sudden sensorineural hearing loss and Active Meniere’s Disease and the impact it had on her career and life. Reelabilities Film Festival – March 10th: A group of members of the Reach network attended the documentary film A Whole Lott More, about a company in Toledo, Ohio that employs more than 1200 workers, all with developmental disabilities. Jon Robinson – March 17th: Founder of ourability.com discussed with Barclays employees his proposed solution to help firms comply with upcoming regulation section 503 of the Rehabilitation Act. John Tartaglio – April 28th: Hosted motivational speaker John Tartaglio who lost his legs and left bicep at the age of 17 and went on to be the first person with no legs to complete the New York marathon. Walk Now for Autism Speaks – May 18th: Annual fundraising event attended by over 60 employees. Barclays has been the #1 Corporate sponsor for 3 years in a row. Raised over $30k so far in 2014. Special Needs Brainstorm Session – June 6th: Brown bag lunch to kick off a subgroup for employees with Special Needs Families. Partnership with Parent and Family Network. Meditation Workshop – August 6th: Brought in a meditation instructor to share some easy techniques for using meditation to reduce the damage from stress. NDEAM Event – Annual event celebrating National Disability Employment Awareness Month (October). Typically attracts over 120 attendees. The 2014 Speaker will be Matthew Sanford on the topic of the mind-body relationship. Recruiting – Partner with WIM and Diversity Campus Recruiting to cultivate relationships with the office of disabilities core and local universities. » Disability Mentoring Day: targeting 15 students to join us on October 29th. » On Campus: Planning events on campus with several schools for the fall
Fall 2014 Difference Matters | 11
for
LGBT “We focus not only on providing the best place to do business, but also providing the best place to work. We often feel like the industry’s best-kept secret in terms of being an employer of choice. It’s an amazing place to work.”
CA Technologies
B
uilt upon a mission to be at the forefront of the IT industry, CA Technologies believes that it has to be “not only the best place to do business, but also the best place to work to dominate in the marketplace” says Meagan Gregorczyk, Global Diversity and Inclusion Lead for CA Technologies. All employees are an important part of the fabric of create a strong culture of inclusion for the LGBT com munity. The company includes both Sexual Orientation and Gender Identity in its EEO policy and policy on Professional Conduct and Prohibition of Harassment, and also requires US contractors to abide by the com
•
Up to four weeks of paid leave for eligible employ birth, adoption or to care for a spouse, domestic partner, child or parent with a serious health condition.
To support employees internally, the CA Technologies HR Business Partner community also estab lished an Employee Network Group
to drive engagement, awareness, and opportunities impacting the LGBT
established corporate philanthropy guideline prohibit
•
that have a written policy of discrimination on the basis of sexual orientation and/ or gender identity. In terms of LGBT advocacy, CA believes that action
•
•
•
Open to all CA employees that support LGBT equality employee recruitment and re tention rates Supportive in creating social and mentoring networks fo cused on business and com munity issues
• friendly policies and improved diversity & inclusion and workplace environment
•
All of this activity has driven great results. This year, •
•nsurance coverage for transgender surgery includ ing the full range of medically necessary services and treatments as outlined by the current World Professional Associate for Transgender Health
12 | Difference Matters Fall 2014
“From our remarkable benefits to our awardwinning work culture, the LGBT community has an advocate and champion in CA Technologies. It makes me proud to work here.”
• •
•
RELEVANT PARTNERSHIPS CA Technologies has supported the Human Rights Campaign (HRC) since 2012. Meghan Stabler, Advisor, IT Business Operations, CA Technologies, serves on HRC’s National Board of Directors. CA Technologies received a 100 percent rating on HRC’s 2013 and 2014 Corporate Equality Index reports. National Diversity Council – State partner: CA’s partnership with the council cultivates and advances diversity and inclusion by transforming the company’s work places and communities into inclusive environments where individuals are valued for their talents and empowered to reach their fullest potential. CA Technologies is a member of the Business Coalition for Workplace Fairness, a group of leading U.S. employers that support the Employment Non-Discrimination Act, a federal bill that would provide the same basic protections to lesbian, gay, bisexual and transgender employees that are already afforded to workers across the country. Since 2010, CA Technologies has supported the Anita Borg Institute’s Grace Hopper Celebration of Women in Computing Conference and for the last 5 years has sponsored their LGBT Birds of a Feather luncheon. Since 2007, CA Technologies has been a member of the UN Global Compact, keeping in line with the company’s values and commitment to building strong and productive communities worldwide. Since 2011, CA Technologies is a member of the Clinton Global Initiative (CGI). CA participates in CGI America, which focuses on developing ideas for driving economic growth in the United States, and is part of the UN’s STEM Education Working Group. CA is a member and supporter of Catalyst in both North America and Europe, leveraging its LGBT content for any interested employee.
Fall 2014 Difference Matters | 13
for
LGBT & Women
Cadwalader
C
adwalader recently launched the Cadwalader Center for Diversity and Inclusion (CCDI) with the mission to enhance gender, racial/ethnic, and LGBT diversity and inclusion within the firm to create an unrivalled environment that attracts, retains and promotes the best and brightest workforce talent available to serve the firm’s clients.
•
alternative work schedules to accommodate the
WOMEN’S PROGRAMMING In 2013, Cadwalader’s Taskforce for the Advancement of
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•
•
14 | Difference Matters Fall 2014
CADWALADER LGBT NETWORK The Cadwalader LGBT Network sponsors professional development and cultural programs for its members, en munity, and participates in outreach to LGBT attorneys under the CCDI umbrella, which focuses on monitoring the progress of LGBT associates in addition to associates from other diverse groups. Similarly, the LGBT Network was relaunched this year to be more strategic and inclu development topics and current legal issues. Since the relaunch of the Network, partner membership in the Network has more than quadrupled, giving the LGBT associates more visibility and more access to senior lead Last year, Cadwalader was the presenting sponsor of the Transgender Legal Defense and Education Fund have provided pro bono legal services and support for TLDEF including pro bono projects such as: • Transgender Legal Defense and Education Fund Name Change Project: Under TLDEF’s Name Change Project, Cadwalader attorneys have helped several transgender individuals to legally change their names. Each matter requires the attorneys to meet with the client to obtain intake informa
client to a name hearing, where the court issues an
a waiver of the publication requirement, which the
initiative.
with a number of LGBT organizations, including: • Lambda Legal Defense and Education Fund, Inc. • tion of Greater New York, Inc. • tee on Lesbian, Gay, Bisexual & Transgender Issues • Committee on Gay and Lesbian Rights • • New York City LGBT Career Fair •
targeted outreach and participation in LGBT career fairs, the number of LGBT associates applying to Cadwalader has increased.
surgery and gender transition therapy as part of gender have received a score of 100 in the 2014 Corporate Equal
Fall 2014 Difference Matters | 15
for
Disabilities
Delta Air Lines
D
elta relies heavily on two internal documents that reflect our culture of service and servant leadership. The first is what is referred to as the Rules of the Road. These rules have been revived by its current leadership as the bedrock of who Delta is as a company, and as departments and as individuals working in and representing Delta. The second book, The Way we Fly, outlines the Delta Difference (what separates Delta from its competitors) but, more importantly, the elements of Delta that are core to our business and its success.
In the beginning the focus of the Disability Program was compliance with the Air Carrier Access Act, so a policy manual was developed to emphasis compliance to regulation. But it was evident from the disability community that compliance alone would not meet the needs of the fastest growing part of our world. The Disability Program at Delta has evolved from the early 1990s with its roots in Customer Care and Compliance to understanding the need for the inclusion of people with disabilities inside and outside of Delta. In 2009, Delta merged, creating an Advisory Board on Disability. This board was tasked to be an active part of the Delta program participating in committee work, mak ing thoughtful recommendations on policies, procedures and training. Many of the board members have traveled to training events and speak on areas of disability awareness and sensitivity issues. Each year the board presents a Disability Action Plan which serves as the foundation for the work they see as critical to people with disabilities, and is the foundation for their work on projects through their committees. The synergy Delta experiences when bring
for all its customers. The impetus for the disability program has been the sustainable goal of mak ing Delta the carrier of choice for all passengers. As one of its board members we are providing great service to all customers�. In addition. Delta is partnering with disability organizations to include people with disabilities in its talent acquisition, including experts with disabilities on projects like the redesign of Delta.com to comply with WCAG2.0A require ments and in the design and implementation of accessible kiosks. Delta also recognizes that its customers are internal as well as external to the
16 | Difference Matters Fall 2014
company. Therefore, to harness the ingenuity of Delta people with disabilities, an Employee Network Group was developed in 2010 and, in 2012, the employees of Delta chose their The Disability Program also collects data to measure its success, from Wheelchair Surveys
tion of air travelers in not getting smaller but is increasing at astonishing rates, and therefore
years traveling for a variety of reasons. Since this generation will continue to hold the larg
a number of projects and programs to meet this demand, including: •
Travel Tips for Passengers with Disabilities
•
travel tips. Wheelchair Protection Project
•
Enhanced Disability Audits
•
Continued Development of Outreach Programs the development of relationships with spinal cord hospitals, schools for the Deaf and
abilities who are potential passengers and giving its employees and contractors the •
Accessible Kiosks and Websites is currently working on these projects and will be engaging the disability community in the design and testing before anything goes to market. Fall 2014 Difference Matters | 17
for
LGBT
Discovery Communications
T
he mission of Discovery Communications’ priDe employee resource group (ERG) is to contribute to the productivity and profitability of the company by representing and providing insight to the unique needs of gay, lesbian, bisexual, and transgender employees, consumers, and business partners.
•
PROGRAMMING
Around the world, the LGBT community recognizes
•
PRESS
•
MARKETING
including a billboard along the busiest highway in
•
included:
18 | Difference Matters Fall 2014
ON-AIR
“As the world’s number one Pay-tv programmer, raising the rainbow pride flag at our global headquarters during Pride month sent a powerful message. We received so many responses from employees stating how proud they are to be working for a company like ours.”
•
ONLINE A special ‘TLC Gay Week’ sweepstake page was cre ated. For the sweepstake, participants were asked
the Amstel river, getting a front row view of all the fabulous boats featured in the canal parade. For the ated, which were worn by all employees. This event was made possible with the help of Christian Hug,
a front row view of Amsterdam’s renowned canal parade on August 3rd. lowing people to show their true colors, which was •
RESEARCH The research department conducted a study using
to the project. For the occasion, Christian came
on homosexuality. The most interesting results were put into a press release which was picked up by sev • •
TLC LOVES GAY PRIDE AIRPLANE As the cherry on the cake, a special ‘TLC Loves Gay
AD SALES the canal parade. The plane was clearly visible for visit to various media agencies informing them of ‘TLC Gay Week’ and handing out custom made Gay Week tiaras.
•
LIFEWORKS & INCLUSION All in all, the ‘TLC Gay Week’ was a successful proj audience.
Fall 2014 Difference Matters | 19
for
LGBT
Interpublic Group (IPG)
I
PG’s decade-plus commitment to diversity and inclusion throughout its holding company and subsidiary operating companies has, from the very beginning made strides in support of gay rights and equality. To promote leader engagement and ac to establish a CEO Diversity Council. This organization is composed of CEOs from Interpublic business units and chaired by Michael Roth, Chairman and CEO of IPG,
through the IPG Climate for Inclusion Sur
to all IPG U.S. employees. The results are shared with the IPG Board of Directors, its CEO Diversity Council, agency leaders
EXTERNAL RECOGNITION • Campaign’s “Best Place to Work” honor
ming and ultimately improve the climate for inclusion. Equality Index including 2013 and 2014. •
•
IPG is a “Good Place to Work”. Its score rose from 4.18 in 2012 to 4.22 in 2013, out of a possible 5.0. The response rate for the 2013 Climate
tiveness metrics. The group also serves as a forum where leaders can share best practices and prioritize the resources required for fur ther progress. DIVERSITY TIMELINE HIGHLIGHTS: •
honoree.
conducted by an outside vendor which, for
• demonstrate IPG’s commitment within
adults back to their high schools to
•
To further its commitment to supplier diversity, IPG is a corporate member of
•
company level. »
• the only marketing and advertising holding fellowship program seeks to recruit, re tain and develop an internal pipeline ciplinary experience. • dustry holding company to link CEO compensation for its major U.S. agen cies with performance against diversity objectives. Numeric workforce goals at the management level and employee cli mate survey scores are key metrics for the diversity incentive program. One of the ways IPG continues to as sess its diversity and inclusion progress is 20 | Difference Matters Fall 2014
Program to promote excellence in diversity and inclusion by recognizing individuals and agencies with outstanding records in these
»
•
•
recognizes an agency and its leadership for demonstrating an outstanding com mitment to foster a climate of inclusion in the workplace. Chief Diversity Officer of the Year
»
We regularly survey our employees in advance of and following our D+I programming. The feedback from the surveys help provide a key mea sure of employee reactions and help determine how future programming will be shaped. We periodically conduct program surveys to help us plan out our pro grams and to access how well the programs deliver on the promised content and experience. In addition, IPG D+I conducted a assess how the group was making an impact on IPG agencies.
IPGLBT hosts programs that offer client engagement, mentoring, professional development, consumer insights, etc.. A sampling of the second half 2013 and Y-T-D 2014 IPGLBT programs included: IPGLBT career workshop, “Eight Ways to Promote Yourself”, August 2013. IPGLBT holds on-going training programs in partnership with Parents, Families & Friends of Lesbians and Gays (PFLAG)’s Straight for Equality, December 2013. IPGLBT and its client L’Oréal presented a special screening of MARCH ON, a documentary about marriage equality, December 2013. IPGLBT Lunch and Learn, “Winning the LGBT Market,” January 2014. IPGLBT and FCB Lunch and Learn, “Understanding Health Through a Rainbow- Colored Lens.” The IPGLBT partnered with the Gay Men’s Health Crisis of New York to address healthcare concerns in the LGBT community, June 2014. IPGLBT and Mediabrands hosted a panel discussion in celebration of June Pride Month 2014, “Out and Proud at Mediabrands.”
From incorporating a focus on LGBT in IPG’s overall diversity and inclusion strat like the Human Rights Campaign, GMHC, GLAAD and LOL to foster the activities of progress as an inclusive workplace for LGBT talent. However, IPG believes there is still a long way to go and much work to be done. tial resources and expertise to increasing diversity in its ranks and forging a sustain able culture of inclusion at the company. This is being done because IPG has a man date to succeed as a global company and, in the words of its CEO, it’s also the right thing to do. “Like all of our diversity and inclusion programming, our commitment to the LGBT community is not only the right thing to do, it’s simply good business,” commented Michael Roth, Chairman and CEO, IPG. “Time and time again, research indicates that companies with workforces
most successful companies. Through lead gramming and our business resource group, the IPGLBT, we work hard to ensure that the climate at IPG is welcoming and re spectful to all, regardless of sexual orien tation or gender identity. We are proud of our progress so far and are committed to continuing to work on this key imperative for our business.”
in career development programming that focused on how to position oneself for ad vancement in the industry. This feedback led to a series of career advancement work shops including a program entitled “Climb the Ladder: 8 Strategies to Promote Yourself and Get Promoted” with McCann North America’s Mark Strong. To further strengthen its commitment to diversity and inclusion, IPG established in
CAREER DEVELOPMENT
Parents, Families & Friends of Lesbians
shops that provide additional resources, information and best practices for LGBT employees and allies to help them with their career development and advancement. der the IPG Diversity + Inclusion MERGE* umbrella, programs that feature career de velopment content are among the most well attended and highly rated. In fact, In the IPGLBT culture survey LGBT employees expressed their interest
PFLAG’s Straight For Equality project conducts training sessions at IPG to en gage straight allies on how they can engage and advocate on behalf of LGBT colleagues, and to train its IPGLBT leadership on how to boost the number of volunteers and en courage sustainable participation. Since the last PFLAG leadership training session in ment: Reaching and Engaging New Mem has grown exponentially. Fall 2014 Difference Matters | 21
for
Disabilities & Veterans
Merck “In addition to affirming our support for the Guard and Reserve, the Merck leadership team and I also consider it our duty to ensure that we hire returning veterans for appropriate roles within Merck because of the critical skills, discipline and leadership that they bring.”
M
erck’s commitment to Veterans and People with Disabilities is reflective of a company truly dedicated to diversity and inclusion. For People with Disabilities, Merck established the first enterprisewide, customized disability inclusion strategy that addresses the entire spectrum of the employee experience. Merck established the Workplace EnABLEment program, ensuring the firm’s commitment to supporting people with disabilities through targeted recruiting, professional development, manager training and education, and workplace accommodation processes. Advocating for full disability inclusion in the work place, Merck’s Workplace EnABLEment program is de apparent disability, those actively employed at Merck, those seeking employment at Merck, and those who desire to return to work from a medical or military leave. Further, Merck develops internal tools to promote culture through: • munications •
22 | Difference Matters Fall 2014
• • •
Drives awareness through an active internal social media campaign Workplace EnABLEment videos and online case studies Employee Newsletters throughout the year and dur ing October for National Disability Employment Awareness Month
DISABILITY-INCLUSIVE DIVERSITY SUPPLY CHAIN Merck’s policy is to provide maximum practical oppor tunity to small and diverse suppliers to provide goods and services to the company as a part of its corporate procurement process. Recognizing that supplier diver sity creates a competitive advantage for the company and
mittee for businesses owned by a person with a disability, and was a founding member of the Disability Supplier Diversity Program with USBLN. VETERANS Merck’s commitment to help transitioning service wom en and men and other veterans into the workplace after military service is evidenced by the strategic, measured, global diversity and inclusion best practices, senior level commitment, and policies and programs to recruit, re tain, and develop veteran employee talent. At the core of this strategy is the Veterans Employee Business Resource
• •
• •
• MERCK RECOGNITION FOR ITS COMMITMENT TO FULL INCLUSION In 1983, Merck received its 1st Office of Federal Contract Compliance Programs (OFCCP) Exemplary Voluntary Efforts Award. Merck continues to achieve compliance with the OFCCP guidelines. Merck had the honor of addressing the Senate Health, Education, Labor and Pensions (HELP) Committee in July, 2011 on the subject of disability employment. Merck participated in the first-ever CEO Summit on the Benefits of Disability Employment in June, 2012. HR Magazine (“Opening Doors—Spotlight on Anne Marie Geiger, Merck), Thinking Beyond the Label (“A Chemist’s Formula for Success at Merck—James Schiller”), and Mercer’s “A Merck’s Social Approach to Disability Inclusion” article recognized Merck for its commitment to full inclusion. Merck was selected by Cornell University to video tape best practices for the “Beyond the Yellow Ribbon: Employer Preparedness to Include Veterans with Disabilities in the Workplace” program. Merck continues to rank among the “Top 50 Employers” in CAREERS & the disABLED Magazine. Merck was one of two companies profiled as “Leading Veteran/Disability Employers” in The P.E.R.C.E.V.D. Principles book by Ed Crenshaw. Merck is a Disability Equality Index (DEI) Founding Partner and participated in the pilot phase of the survey achieving an initial score of 100.
Fall 2014 Difference Matters | 23
for
LGBT
Mondelez Global LLC
M
ondelez Global LLC fosters a diverse and inclusive workforce which includes recognizing same sex marriages with respect to the firm’s policies and benefits. With non-discrimination policies, benefits and other practices that include LGBT workers, the company believes these policies are essential to compete for talent and customers. Based upon a proud history of celebrating diversity and inclusiveness to helps its employees bring their whole selves to work, Mondelez Global LLC believes this is key not only to its business success, but also to employees’ its personal success.
24 | Difference Matters Fall 2014
for the campaign, the brand also received some negative
into something positive: a paper installation forming
a tiny promoted social spend, Honey Maid left the rest
Fall 2014 Difference Matters | 25
for
LGBT & Women
Morgan Stanley
M
organ Stanley’s global leadership rests on the talent of its people, who advise and serve its clients in a firstclass way every day. Throughout the Firm’s history, diverse and talented individuals have worked together to develop Morgan Stanley’s innovative ideas and groundbreaking financial products. Morgan Stanley knows that the diversity of its people is one of the company’s great est strengths. To maintain its leadership, the broadest possible knowledge of the global markets in which the Firm operates is nec essary. This translates into a workforce that must include the most skilled and creative section of the global community. Morgan Stanley strives to create a spirit of inclusion by bringing together and valuing dedicated professionals with diverse backgrounds, tal ents, perspectives, cultural identities and ex periences. The Firm encourages employees to bring their full selves to the table, leverag achieve its full potential. This spirit of inclusion sharpens Morgan Stanley’s competitive edge, fosters innova tive thinking and helps produce superior so lutions for its clients. Morgan Stanley views a diverse and inclusive workforce not as an obligation, but as an opportunity for its cli ents, shareholders and employees. ployee development programs tailored ex clusively for women and LGBT employees. 26 | Difference Matters Fall 2014
These programs facilitate career develop ment, coaching, mentoring and networking and increase employees’ exposure to senior management. Some examples include: • New Women Managing Director Conference is an annual conference designed to further the development of the Firm’s newly promoted women managing directors. • VP Women Development Series is a leadership development program for women vice presidents. Participants meet with senior leaders, network with peers and hone their leadership skills. • Women’s Leadership Summit for fi nancial advisors in the Firm’s Wealth Management business. In addition, the Firm partners with exter nal organizations to deliver developmental programs. For example, the Firm hosted Out conference to engage the next generation of LGBT talent from across industries. The Firm values collaboration and spon sors a number of Employee Networking • • • •
Family Network Pride and Ally Employee Networking Group Wealth Management Women’s Net work Women’s Business Alliance
ment and networking opportunities, inter active forums and involvement in recruiting initiatives, as well as social and volunteer ac tivities. The ENGs deliver robust and varied programming throughout the year, featur
ing both internal and external speakers and activities. Taken together, Morgan Stanley’s commitment from senior leadership, pro fessional development programs and ENGs cultivate a diverse workforce and culture of inclusion across the globe.
programs to attract women and LGBT talent include the Richard B. Fisher Scholarship Program and The Freshmen Enhancement Program for underrepresented students. The Firm’s Early Insights Programs for di verse undergraduate and MBA candidates showcase Morgan Stanley’s industry leaders, highlight key areas of the business and pro vide insights on professional development and the recruiting process. These programs encourage networking and social interaction with professionals of all levels, including se nior management and help the Firm develop relationships with potential future hires. For experienced professionals who have taken a break from the workforce, the Firm and London. Morgan Stanley’s Return to Work Program helps midcareer profes sionals transition back into the workforce training. The internship exemplifies the Firm’s commitment to support profession als throughout the various stages of their careers. Morgan Stanley also hosts and partici pates in industry events and partners with key diversity organizations focused on a va riety of populations including multicultural, women, LGBT and veterans. Working continuously to improve the
MORgAN STANLEY
ExCEPTIONAL PEOPLE ExCEPTIONAL OPPORTUNITIES A DYNAMIC, DIVERSE AND INCLUSIVE CULTURE UNDERLIES THE SUCCESS OF OUR COMPANY, OUR CLIENTS AND OUR EMPLOYEES. At Morgan Stanley, we pair talented people and outstanding resources. Our workplace is inclusive, alive with ideas and known globally for our ability to meet the needs of the world’s most sophisticated and demanding clients. Diversity of backgrounds, interests and specialties have been part of our rich heritage for more than 75 years and are critical to our strategy today. morganstanley.com/diversity
Morgan Stanley is an equal opportunity / affirmative action employer committed to workforce diversity. (M / F / D / V) © 2013 Morgan Stanley.
A SAMPLING OF MORGAN STANLEY’S DIVERSITY EFFORTS IN 2014:
•
•
•
The Women’s Business Alliance and the Wealth Management Women’s Network hosted a discussion with Katty Kay and Claire Shipman, co-authors of The Confidence Code: The Science and Art of Self-Assurance and What Women Should Know. The Firm launched Insights: Women Leaders of Morgan Stanley, a video series featuring leading women at the Firm offering advice around a range of topics including leadership, career advancement and networking; and illustrating their contributions and accomplishments. The Pride and Ally Employee Networking Group hosted Financial Planning: Post-DOMA – where a financial advisor from the Firm’s Wealth Management business discussed financial planning tools available to LGBT individuals and families in light of recent U.S. legislation such as same-sex marriage. The Firm’s Wealth Management business also continues to engage clients and business prospects by focusing on products and services that are relevant to the LGBT community.
Fall 2014 Difference Matters | 27
for
LGBT
Nielsen
F
or Nielsen, diversity and inclusion are integral parts of the organization’s DNA.
•
Committed to accurately measuring a broad range of con sumer behavior representing a wide range of ethnicities, cultures and organizations worldwide, Nielsen believes that not only does everyone’s opinions and ideas matter, but that no two consumers are exactly the same. It is for these reasons that Nielsen has invested in the best technology, the best methodology and the best people to assure that all ethnic communities are fairly represented. “One of the ways we value diversity at Nielsen is with our Em
•
Nielsen has been committed to the HRC and the Corporate Equality Index for over 5 years and has achieved a score of 100 in four out of the past 5 years. ployees including sex reassignment surgery.
• lected and reviewed in aggregate to measure its progress with
Further, Nielsen is committed to collecting and reporting data
empower employees to demonstrate leadership skills that have assisting with recruitment and retention, providing professional development opportunities and organizing community outreach initiatives,” says Matt O’Grady, EVP/Managing Director Media and PRIDE ERG Executive Sponsor. “Additionally, in 2013, the PRIDE
ties to manufacturers and retailers. Nielsen information measured the shopping trips and purchase behaviors of participating households which showed that on any
marriage equality and for transgendered individuals.” community in the following ways: • Nielsen launched a PRIDE Employee Resource Group in 2003 • and expects to expand into Western Europe shortly.
shopping trips than the average U.S. household over 52 weeks
in total spending.
TOTAL U.S. HHS
TOTAL SAME-SEX PARTNERED HHS
MALE SAME-SEX PARTNERED HHS
FEMALE SAMESEX PARTNERED HHS
Shopping Trips per HH
149
173
182
163
Basket Ring Dollars per Trip
$46
$50
$49
$51
Basket Ring Dollars per HH
$6,898
$8,651
$8,943
$8,322
HOUSEHOLD TRIPS AND SPEND
Source: Nielsen, 52 Weeks Ending 6/30/12
28 | Difference Matters Fall 2014
“One of the ways we value diversity at Nielsen is with our Employee Resource Groups (ERGs). These volunteer organizations empower employees to demonstrate leadership skills that have benefitted the organization by engaging and educating employees, assisting with recruitment and retention, providing professional development opportunities and organizing community outreach initiatives.”
Further, based upon an analysis of retail
PENETRATION INDEX FOR SAME-SEX HHS WHERE AN INDEX OF 100 REPRESENTS THE TOTAL U.S. HOUSEHOLD AVERAGE
found to shop in the three main traditional
0 Pet Electronic Health Food
households shop more in several other im
Online Warehouse Clubs
line retailers, electronics stores, and health
Home Improv Office Supply
household.
Book Department Conv/Gas Drug Grocery Mass (w/Supers)
purchase 50 percent more in this category
Dollar Toy
holds purchase 32 percent more. The aver
100
200 155 136 136 119 116 114
113 109 108 105 103 101 100 91 80
Read as: Same-sex households are 36% more likely to shop at electronic stores than the average U.S. household Source: Nielsen, 52 Weeks Ending 6/30/12
female household spends more on cats.
more than average households on alcoholic beverages, refrigerated meal starters, and
CATEGORY
Cottage Cheese and Sour Cream
partnered households have higher than av produce, and cottage cheese/sour cream.
than the US average. Although for many products in grocery
purchasing as the average U.S. household
money than the average U.S. household.
FEMALE SAME-SEX PARTNERED HHS PURCHASE INDEX
132
MALE/MALE PURCHASE INDEX
CATEGORY
Liquor / Beer / Wine
222
Pet Care
132
Men’s Toiletries
190
Butter and Margarine
128
Refrigerated Meal Starters
173
Coffee
125
Coffee
173
Cat Food
125
Fresheners and Deodorizers
164
Frozen Novelties
123
Dog Food
163
Gum
123
Oral Hygiene
156
Yogurt
122
Medications and Remedies
152
Paper Products
121
Pet Care
150
Frozen Baked Goods
121
Yogurt
149
Fresh Produce
121
Shaving Needs
147
Vitamins
119
Nuts
146
Flour
119
Vitamins
145
Salad Dressings
119
Frozen Novelties
144
Nuts
119
Dairy Snacks and Spreads
141
manufacturers have the biggest opportunity Read Purchase Index as: the average male same-sex partnered household that buys coffee spends 73% more than the average coffee-buying household Source: Nielsen, 52 Weeks Ending 6/30/12
Fall 2014 Difference Matters | 29
for
LGBT
Quest Diagnostics “We do this because it’s the right thing to do, because it makes us feel good as individuals, and because it helps our business.”
T
Take pride in your quest
o Quest Diagnostics, Lesbian, gay, bisexual and transgender (LGBT) talent are visible, engaged, and valued, and must be enabled to perform to their fullest potential to drive business success. As an employer of choice for the LGBT Community, Quest’s benefits, policies and leaders are seeking to foster a fully inclusive work environment. Believing in the power of employee networks to foster a culture of inclusion, to drive its business forward and develop its professionals, Quest made a com mitment in April 2013, during National Diversity Month, to invite all interested
Global Inclusion and Corporate Social Responsibility, Quest began to build or re vitalize seven networks centered around African and Hispanic descent, caregivers, veterans, women in leadership, young professionals and the lesbian, gay, bisexual,
Quest Diagnostics is proud to be part of Pride Week 2014, and to celebrate and support the health, happiness, hopes, dreams, goals, and spirit of the LGBT community. © 2014 Quest Diagnostics Incorporated. All rights reserved. 04/2014
Each EBN is charged with three objectives: Foster a culture of inclusion through programs and activities that educate Develop professionals and professional networks, both internally and ex ternally, including opportunities for employees to mutually mentor and Partner with the business for growth as a network leadership team, iden tifying and collaborating with at least one internal business partner on a
Get off the train. And walk. Quest Diagnostics is a proud sponsor of AIDS Walk San Francisco. Sign up today at aidswalk.net or call 415.615.WALK and join us in the quest for the cure.
Its Pride Network, in support of an inclusive workplace for lesbian, gay, bisexual related to legislative changes, serves as a source of information and support for employees, plays a leadership role in community events, and partners with Quest’s network is teaming with community leaders and Quest business leaders to sponsor and support AIDS Walks in New York, Boston, Miami, San Francisco, Los Angeles, 30 | Difference Matters Fall 2014
#becauseiwalk © 2014 Quest Diagnostics Incorporated. All rights reserved. 05/14
#QuestDX
SAFE SPACE PROVIDED AT QUEST: “Quest’s Safe Space program uses the familiar pink triangle embedded within a green circle on a magnet which is displayed by colleagues who seek to provide a safe place for LGBT, employees, allies, or parents of LGBT children to share and ask questions. Seeing the symbol in the workplace signals that an LGBT network exists and is an active resource.” — Ron Kennedy, MD, National Medical Director and Executive Sponsor, Pride Network at Quest Diagnostics
and Orange County, California; Pride Walks in New York, Denver, St. Louis and Kansas City, Missouri; and the Imperial Court of New York’s annual “Night of a Thousand Gowns,” a transgender gala that over the years has raised millions of dollars for New
Further, in early 2014, Quest committed to creating a promo
QUEST DIAGNOSTICS’ LGBT PRIORITIES
using messages like “Take Pride in Your Quest” and “No matter who you are we have tests that match your needs,” and imagery
Foster a culture of inclusion » Support enabling a fully inclusive work environment that values, respects, includes and leverages the talents of all employees regardless of sexual orientation or gender identity
at key events around the country including AIDS Walks and Pride events where an interactive wall called “My quest is ___ “ inspired
Develop professionals and professional networks internally and externally » Enable all employees to perform to their fullest potential, enhancing our competitive advantage in the market place
health care information materials and locally placed advertis
opportunity to discuss its role as a healthcare partner. Quest plans
Promote Quest in the community » Promote Quest Diagnostics as an LGBT friendly healthcare company to prospective employees, customers and investors
information materials and the introduction of new methods of reaching the community. Fall 2014 Difference Matters | 31
for
Women & LGBT
Turner Construction Company
“W
e inspire and empower women to drive positive change at Turner.” Championing professional women in the industry is one of Turner Construction Company’s missions and the company demonstrates it’s commitment to empowerment in a number of ways; through networking and community involvement, which create a sense of fellowship and common cause, through individual reflection and the sharing of lessons learned, and through value-added exposure that improves our careers and our lives. These empowering workshops are built upon the premise that all learning, experience and knowledge count regardless of the way they are obtained. “They are the tools and attributes that support the path to success”, says Lisa Ballantyne, VP and General Manager. The ‘Make Your Mark’ messages are always made clear during its workshops; no one path will be the same, and that they have the support they need. As stated in the most recent ‘Make Your Mark’ newsletter: ‘There is nothing like the help of others to help you get
PRIDE ALLIANCE The Pride Alliance ERG is dedicated to celebrating diversity of sexual orientation and championing lesbian, gay, bisexual and trans
believes LGBT employees are strong additions to any team, and is proud to foster a diverse and inclusive culture that encourages building connections, relationships, and productive alliances regard
•
•
• GOALS OF THE PRIDE ALLIANCE • Retention • •
in their responsibilities without worrying about others’ biases Recruitment est students, including those who identify as members of the LGBT community, showcasing our organizational opportunity and support
32 | Difference Matters Fall 2014
•
Membership to employees of all sexual orientations and gender identities; members of the LGBT community are made aware they have opportunities for representation as well as Camaraderie, and allies have a medium to express their support. Programming members and allies can congregate, converse, and form relation ships while networking or volunteering with community groups. Governance all Turner employees, regardless of sexual orientation or gender Training ployee network, including senior management, through various types of learning sessions and guest speakers. Partnerships estate and engineering industries to trade information about best practices and form bonds with peers.
SAMPLING OF TURNER’S LGBT EVENTS IN 2014 Housing Works - Pride Alliance and Operation Giveback, the New York’s office’s community service group, collaborated on Sunday, June 2nd, to volunteer for the second consecutive year at Housing Works’ Open Air Street Fair. Housing Works is an advocacy organization for people living with and affected by HIV/AIDS. The Open Air Street Fair is an annual fundraiser for Housing Works in the SoHo neighborhood of New York City. This service event was part of Pride Alliance’s recognition of National Pride Month in June. STEM Career Fair (Atlanta) - Pride Alliance is participating at the Out in Science, Technology, Engineering, and Mathematics (oSTEM) Annual Conference, for a second consecutive year! After last year’s presentation on Construction Management 101, Turner was invited back to their November 7-9 conference in Atlanta, GA. This year, Turner’s focus will be on recruiting and networking. 33rd Annual Front Runners LGBT Pride Run – On June 28th, 2014, Turner employees participated in the 5-Mile road race in New York City’s Central Park. Proceeds from the race benefited the Anti-Violence Project, which empowers LGBT communities and allies to end all forms of violence through organizing.
Fall 2014 Difference Matters | 33
for
LGBT
Viacom “At Viacom, our leadership is committed to nurturing a culture of inclusiveness and fully engaging all employees; our business thrives when every employee brings their whole self to work. When we harness the collective and unique talent and power of our entire workforce, it drives growth, creativity, innovation, and programming that represents our diverse audiences.”
V
iacom has a robust diversity and inclusion strategy championed by the Office of Global Inclusion, senior leaders and eight active Employee Resource Groups (ERGs).
Emerge is an ERG that engages the LGBT and straight ally community at Viacom, en riches the professional experience of LGBTA employees, celebrates diversity, and works every day to ensure that employees feel safe, supported, and valued. Emerge partners with Viacommunity and Viacom brands and also collaborates with external organizations like the NAACP, HRC, The LGBT Center, and GMHC on a range of initiatives. VIACOM BENEFITS • employees, their spouses and partners, and children 34 | Difference Matters Fall 2014
• domestic partners under the Pension Plan • planning services to employees and their spouses and partners, including
•
•
• • •
Adoption assistance which includes re
port our employees in all the ways they build their family Wellness Studio at 1515 Broadway with a variety of classes for employees in cluding Kettle Bell, and Yoga, as well as an onsite health club at Paramount Pictures Paid Parental Leave for Parents Paid Parental Leave and Reimburse ment for Adoptive Parents Employee Affinity group to support diversity groups, including: LGBT, Hispanic, African American, Asian, &
• • •
Working Parent employees Subsidized backup child and adult care program Onsite seminars on a variety of worklife topics Team Viacom at the 2014 Aids Walk New York
VIACOM RECOGNITIONS • • • •
2013-2014 EMERGE EVENTS • with network executives on programming, content development, and strategy • senior members across the company and across coasts • • • preparing and serving dinner for community members and host ing a drag queen bingo night
author and trans activist, Janet Mock
• Awards • •
•
•
• • and transgender activist, Janet Mock • support of the event
RuPaul’s Drag Race season 6 winner, Bianca Del Rio Fall 2014 Difference Matters | 35
for
LGBT & Disabilities
National Gay Lesbian Chamber of Commerce (NGLCC) “I’ve been very inspired by NGLCC’s co-founders who’ve always believed that to truly move LGBT inclusion forward we must advocate aggressively for an economy that is fully inclusive of all people.”
T
he National Gay & Lesbian Chamber of Commerce is the business voice of the LGBT community and is the largest global not-for-profit advocacy organization specifically dedicated to expanding economic opportunities and advancements for LGBT people. NGLCC is the exclusive certification body for LGBT owned businesses. However, the work of NGLCC goes be yond advocating just for the lesbian, gay, bi sexual, and transgender community. As Vice President Sam McClure explains an inclusive economy for some requires robust inclusion for all. NGLCC’s great strength is the ability to share its own successes with partners and then help translate these practices into real ity. The following are just a few examples of how NGLCC used its own expertise to build new opportunities for inclusion. NGLCC is a founding member of the Campaign for Disability Employment
36 | Difference Matters Fall 2014
PSAs that challenged assumptions about people with disabilities and employment. These videos are shown in AMC theaters across the country throughout the month of October. spearheaded the development of USBLN Certification of Disability-Owned Business Enterprises (DOBEs). Fash
sources and contract opportunities with Corporate America, federal and state gov ernment and other buying organizations. NGLCC was also a leading voice in the creation of the National Business Inclusion Consortium (NBIC). Rooted in the idea that a truly inclusive economy vocates for the business interests of a diverse array of communities. This consortium rep
“What started with participation in CDE four years ago has emerged into a powerhouse of support and true inclusion to guide the disability community paradigm shift into a economic empowerment model.”
The NGLCC and the National Business Inclusion York Stock Exchange, 2011. The NBIC brings many diverse business advocacy organizations together including the USBLN.
Geri Jewell, keynote speaker at 2011 conference. Her groundbreaking book had just been released and it was a perfect opportunity for NGLCC to educate stakeholders on the intersection of LGBT and disability.
resents LGBT, ethnic minority, disability,
dents with Disabilities (COSD) Building A Better Bottom Line: Employing People with Disabilities
WBNEC, WE Connect International, Na Out & Equal Workplace Summit, • at the Financial Services Workers with Disabilities: Career Trends and Current Practices Summit in
Add Us In California Consortium
• Career Opportunities for StuFall 2014 Difference Matters | 37
INTERNATIONAL UPDATE
ILGA’s Annual Review of the Human Rights Situation of Lesbian, Gay, Bisexual, Trans and Intersex People in Europe (2014) 2013 was a year of widening contrasts for lesbian, gay, bisexual, trans and intersex people in Europe. On one hand, some countries continued to move positively along the road of legal recognition by granting marriage equality and making it legally possible and ac
marriage equality in a referendum planned for 2015 to Cyprus where the government has started to work on a future civil partnership bill.
month of 2014 even saw the repeal of the last law criminalizing ho mosexuality in Europe when the northern part of Cyprus became the last European territory to stop considering homosexuality a crime. On the other hand, new forms of criminalization of lesbian, gays,
where a country gives legal recognition to unmarried heterosexual
gained great visibility across Europe, progress in terms of real legal, political and social changes vary considerably from one country to another, in large part depending on levels of societal acceptance, of political leadership and political will, as well as the strength of civil society in a given country.
a number of countries adopted national equality plans to combat discrimination based on sexual orientation or gender identity across Italy, Montenegro
Germany improved equality Denmark now allows for
of society in a number of countries became very vocal about their sive demonstrations against marriage equality in France surprised
Italy, Croatia, and, have started developing in Slovakia
to specify that marriage is between a man and a woman was suc cessful in Croatia, while initiatives to call for similar constitutional of 2014, in Georgia.
Marriage Equality
religious extremist groups against the recognition of human rights
France and the UK number of countries with marriage equality in Europe to 10. Other countries are progressing in this direction from Finland which is taking clear steps forward following the thunderously successful citizens’ initiative in favour of equal marriage, to Malta where the
polarising public debates on rights and equality in many countries as well as at European level. On a positive note, human rights case law is progressing towards a better understanding of the articulation of the
and Others v. the United Kingdom established that employees’ re port for legal recognition of couples is growing in several countries,
38 | Difference Matters Fall 2014
pit two sets of rights and two communities against one another.
INTERNATIONAL UPDATE Trans People As revealed by the FRA LGBT Survey, trans people continued
Turkey and Greece in 2013. Trans people also face extensive structural discrimination, especially as it concerns their ability to get their preferred gender recognized. This said, in the last year, more and
gender binary in our societies, it unfortunately does not address the medicalization of intersex people nor the stigma and ignorance about intersex conditions.
Conclusion is rapidly becoming a recognised ground of discrimination and
At the same time, the concept of gender identity is started to be more contested, mainly by conservative groups, mainly under the
family rights, of legal gender recognition and of protection against discrimination and violence. Yet, the lived experience of LGBTI people remains full of challenges. As proven by the FRA LGBT
Intersex People all reminded that fundamental freedoms and rights are far from be
By calling on governments to ensure that no one is subjected to unnecessary medical or surgical treatment that is cosmetic during infancy or childhood, it signalled a shift from the current medical
civil society continue to build on the positive developments and the good practices established across the region.
Fall 2014 Difference Matters | 39
INTERNATIONAL UPDATE
Women on Boards: Beyond Quotas by Barnali Choudhury, B.Comm., LL.B., LL.M., Ph.D.
WORLDWIDE THERE IS GROWING INTEREST in increasing the num ber of women on corporate boards. While quotas have often been proposed as a way to increase female corporate leadership, they remain controversial and may fail to address the root causes of the shortage of women on boards*. The idea of promoting more women to boards of directors has increasingly gained momentum. A number of countries have proposed legislation advocating greater fe male representation on corporate boards and press coverage of the issue remains per sistent. However, progress has been slow. In the United States, women occupy fewer than 17 percent of Fortune 500 board seats and
members. However, the use of quotas has generally been met with disdain by business and some governments. Quotas also may not address the root causes of the reason for the low levels of women serving on corporate boards.
any female directors. The situation is similarly dire around the world. In Australia, women represent 18.2 percent of board members, in Canada they account for 15.9 percent, and in the United Kingdom 21.6 percent of all board seats are occupied by women. In Asia, the situation is even more ex treme. Chinese companies have only 8 percent female board representation, India has less than 5 percent female board mem bers, and in Japan, women account for only 2 percent of board members. Despite gov
many have found negative relationships. Still others have found no connection between the two. Indeed, many economists have con cluded that the relationship between these two variables is so methodologically com
Commission initiative to attain a 40 per cent objective for women on the boards of
quarter of board seats occupied by women. The exception is Norway, where, following the implementation of a mandatory quota, women now account for 41 percent of board
40 | Difference Matters Fall 2014
Why Women? The most common rationale for making any change to a corporate governance practice is the potential impact on corporate prof its. While a number of studies have sought a causal relationship between an increased number of women on boards and increased
the need to equalize power and opportuni ties between men and women, or in other words, in terms of promoting social justice.
An Equality Rationale Justifying more women on boards for equal ity reasons can be thought of in terms of aspirations for a more equal or balanced society. The idea of having an equal or bal anced society, in turn, is premised on no tions of justice. Thus, an equal society is one in which there is an equalization of power and resources, participation, and in diversity on board initiatives are therefore
cal results. Numerous studies have found positive relationships between women on
just distribution of power and resources. In fact, measures which promote women on redistributing power. This is because given the importance of market forces today, di rectorships represent the source of power
the robustness of the link between gender
tinct advantage to foster initiatives in this area. Since equality arguments emphasize
Committee of the UK’s House of Lords rec ommended discarding it as the rationale for increasing the number of women on boards. To date, most economic rationales for increasing gender diversity on boards have emphasized the utility or contributions
boards can be valued in its own right. In this way, an equality rationale promotes gender diversity on boards as a desired value in and of itself. It is this kind of value recognition that may prompt normative changes in businesses.
mance. While such rationales have received the most attention, they are not the only rationales for increasing the participation of women on boards. As further discussed below, under an equality rationale, fostering gender diversity on boards is premised on
* The Conference Board. This Director Notes is based on Barnali Choudhury, “New Rationales for Women on Boards,” Oxford Journal of Legal Studies, 34, no. on Boards: Lessons for Germany,” European Business Law Review, forthcoming 2015.
INTERNATIONAL UPDATE
Disability in the European Union Self-employment rates by disability status, 2007
DISABILITY IMPACTS A LARGE NUMBER OF PEOPLE
45
People without disabilities
People with disabilities
40
35
30
%
25
20
15
10
5
EU Aus tria Fin lan d Spa in Ital y Pol and Cyp rus Por tug a Rom l ani a Gre ece
De nm ar Ge k rm any Slo Eston vak ia Rep ubl ic Bul gar ia Lith uan ia Lat via Sl Cze oveni ch a Rep ubl ic Hu nga ry Sw e Ne den the Un rlan ited ds Kin gdo m Bel g Lux ium em bou rg Irel and
0
The Benefits of Entrepreneuship for People with Disabiliites
*Source: OECD and the European Commission
Fall 2014 Difference Matters | 41
Disability-Inclusive Diversity Connecting the Puzzle Pieces By Tari Hartman Squire
T
hanks to Lori Sokol for publishing Difference Matters and producing “Top Corporate Allies of Diversity”
versity excellence. Congratulations Award winners. Your achievements weave a more inclusive society, proving in the workplace and marketplace. You have
Diversity is a Business Imperative. Inclusion is a Choice! Disability is the largest diversity group, in purchasing power is generated by 54
ping these markets is tricky, as most do The National Gay & Lesbian Chamber of Commerce projects purchasing power Honey Maid made history defending its This campaign celebrating diverse ments is challenging. Here are puzzle pieces to help connect the big picture.
Puzzle Piece # 1 – Real “Disability Market” Disability and aging markets are interlock ing. Baby Boomers acquire disabilities
so best to customize a blend of strategic, targeted, cause, guerilla, social media and and advertising: The University of Massachusetts Boston ably toward companies hiring people with
sory Board on Disability provide insights
the NYSE opening bell with the launch of its “Return on Disability Investment” ETN.
mouth. Focus groups with national dis ability organizations provide rich quali tative data to market products and craft successful marketing messages.
Puzzle Piece # 2 – DisabilitySavvy Language Like other marginalized groups, people
selves, as highlighted in the AP Stylebook. Paternalistic, outdated euphemisms like keting. Companies and government agen cies like FEMA and Department of Labor deleted “special needs” from communica tions. Antiquated telethon/charity models are losing ground to empowerment, inde pendent living, Disability Power & Pride. ride the “Disability Power & Pride” wave.
People with disabilities are early adopters of technology; smart marketers track those trends, driving crossover products into the general market. Vibrating mobile devices and texting were creations of the Deaf com munity. Commuters love audio books and descriptions for movies and TV intended for provide access for deliveries, strollers, rolling luggage and skateboards.
Puzzle Piece # 4 – Internal emERGing markets Disability Employee Resource Groups are potential ambassadors, dynamic early warning systems and keepers of external en
Trust Your Power ness results. Disability ERGs are the new kid on the diversity block and can fortify success with dynamic disability emERGing markets and allies. ence Matters!
42 | Difference Matters Fall 2014
Puzzle Piece # 3 - Strategic Alliances
Lights! Camera! Access! 2.0 Join us for two 2015 “Call to Action” Summits to honor the 25th anniversary of the Americans with Disabilities Act (ADA) Improve disability portrayals and increase employment of professionals with disabilities in front of and behind the camera, and develop co branded internships and scholarships
For higher ROI, graft disability onto diversi ty and general market ad campaigns in imag es and messages with over 3,865 performers with disabilities to choose from. Production
porate culture, customer base and raise your bottom line. That’s why EIN SOF and The Loreen Ar bus Foundation are joining forces to design and produce Lights! Camera! Access! 2.0
th
and internships for college students, recent grads and vets with disabilities to fortify a more sustainable talent pipeline.
Lights!...Camera!... New York and Hollywood Summits will focus on all forms of entertainment and media: Advertising, television, broadcasting, social media, film, online, theatre, comics and print Designed and produced by EIN SOF Communications and The Loreen Arbus Foundation For more information and updates visit www.EINSOFcommunications.com
that touchstone to expand visibility, increase
brand and sharpen your competitive edge. www.EINSOFommunications.com.
My Left Foot AP Stylebook
design: florville.com
Puzzle Piece # 5 – Graft Disability onto Diversity & Inclusion
Push Girls
is a Choice! And that’s why
Fortune Small Adweek The Sessions Lives Worth Living
EIN SOF means business 25/7. Diversity is a Business Imperative. Inclusion is a Choice! Fall 2014 Difference Matters | 43
Nontraditional Employment for Women:
Hard Hats. Strong Women. Building the Future. “I am a Metal Lather with Local 46. I love my union and am working at Hudson Yards. I work second shift and Saturdays and go to school two days a week. An hour’s wage as a tradeswoman to me means money in the bank, being self-sufficient, and to never be homeless again. It means independence and empowerment!” — Nani Noverita, NEW graduate, July 2012, Metal Lather, Local 46
S
ince 1978 NEW has played a unique, pioneering role in pre paring, training, and placing women in careers in the skilled construction, utility, and maintenance trades. NEW has de veloped an innovative curriculum in coordination with its industry partners. The comprehensive curriculum includes job readiness,
NEW at Night graduate and electrician Jasmine Spencer explains the impact NEW has had on her life: “I love my career and I have
ing, lifting and carrying, trades math, and health and safety training. Women across the nation are still working in traditional jobs earning substantially less than men. The US Department of Labor
how I feed my family and it is also how I measure myself against other
cent women. Entry level positions in the skilled trades have higher wages than traditional jobs and provide employees with essential
smile and continue to watch him be proud of his hard working mama.”
is below the poverty level for a single mother with three children. Nontraditional jobs pay. NEW recognizes that in order to build up women, their families,
to eat a decent dinner every night instead of ramen noodles, paying
to remain in poverty, instead I want to look at my hourly wage and
tween NEW, labor unions, contractors, and government NEW has including criminal backgrounds, homelessness, history of substance abuse, low basic skills, and history of domestic violence. NEW grad uates work with NEW to overcome these barriers. This year, NEW
electricians, carpenters, plumbers, painters, ironworkers, operating positions in the construction, energy, transportation, and facilities
ing programs that include the Laborers Green Training program national record. NEW helps strong women gain the tools they need to succeed and enter the middle class. NEW transforms lives.
44 | Difference Matters Fall 2014
COMMENDS LORI SOKOL, HAWT ADVISORY COUNCIL MEMBER, FOR HER STAND ON DIVERSITY
4 Bs
BULLY BULLIED BYSTANDER BRAVE UPSTANDER
haveartwilltravel.org
hawt@haveartwilltravel.org
Can sculptural body armor elicit courage?
EXCEPTIONAL PEOPLE EXCEPTIONAL OPPORTUNITIES
A dynamic, diverse and inclusive culture underlies the success of our company, our clients and our employees. At Morgan Stanley, we pair talented people and outstanding resources. Our workplace is inclusive, alive with ideas and known globally for our ability to meet the needs of the world’s most sophisticated and demanding clients. Diversity of backgrounds, interest and specialties have been part of our rich heritage for more than 75 years and are critical to our strategy today. morganstanley.com/diversity Morgan Stanley is proud to be selected as a TOP Corporate Ally for Diversity by Difference Matters Magazine. Morgan Stanley is an equal opportunity employer committed to diversifying its workforce (M/G/D/V). Š 2014 Morgan Stanley & Co. LLC and Morgan StanleySmith Barney LLC. Member SIPC.
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