Out & Equal Workplace Summit book

Shaping the future of LGBT workplace equality

2009 Out&Equal Workplace Summit October 6-9 at Disney’s Coronado Springs Resort in Orlando, FL

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front cover

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2009 Out and Equal Workplace Summit Sponsors Titanium

Awards Dinner

Gold

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inside front cover

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Champion SM

Advocate

Motorola foundation logo

001. r 002.

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motorola 233 n michigan ave. 26th floor chicago, illinois 60601

001. regular

motorola foundation

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Friend Official Wireless Communications Provider

Media

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LET THE REAL you

RING TRuE Boyfriend. Girlfriend. Partner. Significant Other. Spouse.

Father. Mother. Sister. Brother. Aunt. Uncle. Family. Gay. Lesbian. Bisexual. Transgender. Straight. YOU. At Dell, we want you to bring your whole self to work.

Dell is committed to a truly inclusive environment that reflects the full range of diversity in the global marketplace. When our employees can be open about their sexual orientation or gender identity, they bring uniquely authentic and valuable perspectives to their work.

To hear more about Dell’s efforts to be a responsible corporate citizen and our commitment to diversity and inclusion, visit www.dell.com/corporateresponsibility.

Dell is an AA/EO employer. Workforce diversity is an essential part of Dell’s commitment to quality and to the future. We encourage you to apply, whatever your race, gender, color, religion, national origin, age, disability, marital status, sexual orientation, or veteran status.

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contents

Welcome to the 2009 Out & Equal Workplace Summit, shaping the future of lesbian, gay, bisexual and transgender workplace equality with a powerful series of educational discussions and speakers.

Your Summit program book has been divided into daily sections, where you will find information – including daily schedules, plenary speaker biographies, featured panel speaker biographies and workshop descriptions – for your convenience.

While featured panels and workshops are open to everyone, many workshops are targeted to specific audiences and based on the complexity of the topic being discussed.

Welcome letters .................................................................................................... 6

Workshop Levels Introductory New to the subject matter being presented Intermediate Familiar with the subject matter, common practices and terminology being presented Advanced Very familiar with the general subject matter and has several years experience dealing with the issues presented

About Out & Equal .............................................................................................. 14 Out & Equal board of directors and staff ......................................................15 About the Summit................................................................................................16 Grounds and area maps ....................................................................................18 Entertainment ......................................................................................................22 Tuesday program................................................................................................25 Wednesday program ......................................................................................... 33 Out & Equal Night Out: Movies and karaoke......................................50 Thursday program ..............................................................................................53 The Out & Equal Workplace Awards – the “Outies” – finalists ...... 70 Friday program.................................................................................................... 75 A to Z workshop presenter biographies .......................................................91 About Out & Equal’s programs and services ............................................ 149 Day-by-day featured panel and workshop lineup ....... Back page foldout Room locator map ................................................................ Back page foldout

Special thanks to Xerox for contributing the printing for the 2009 Out & Equal Workplace Summit program book Book produced by Out & Equal Associate Director of Communications & Marketing J. Erik Olvera Book design and production: William Salit Design wmsalitdesign.com

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Who am I?

I wonder if people really want to know how I spent my weekend.

When they ask me, I sometimes avoid the question.

When I focus too much on what people might think, I’m not being true to myself.

When I am true to myself, I worry that people will only see what I am rather than who I am.

See things through my eyes and share my experience.

Meet some of our people and see how we’re confronting the real issues of today’s workplace at pwc.com/diversity

© 2009 PricewaterhouseCoopers LLP. All rights reserved. “PricewaterhouseCoopers” refers to PricewaterhouseCoopers LLP (a Delaware limited liability partnership) or, as the context requires, the PricewaterhouseCoopers global network or other member firms of the network, each of which is a separate and independent legal entity. We are proud to be an Affirmative Action and Equal Opportunity Employer. PwC is proud to be a Titanium Sponsor of the 2009 Out & Equal Workplace Summit.

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Your first goal was to be judged on your ideas, not your partner.

So, what’s your next goal?

At Deloitte, our stance is simple: If you can do the job well, you should be on our team. For us, getting the job done means attracting the best talent from all walks of life.

That’s why we: • Support the lesbian, gay, bisexual, and transgender community through our business resource group, GLOBE • Were named one of DiversityInc’s Top 10 Companies for LGBT Employees in 2008 • Received a 100% rating in the Human Rights Campaign’s Corporate Equality Index for three consecutive years We know that you’ve always wanted a workplace where you would be judged on your ideas; the question now is — what will you do with it?

www.deloitte.com

As used in this document, “Deloitte” means Deloitte LLP and its subsidiaries. Please see www.deloitte.com/us/about for a detailed description of the legal structure of Deloitte LLP and its subsidiaries.

Copyright © 2008 Deloitte Development LLC. All rights reserved.

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From the founding executive director Welcome to Orlando and the 2009 Out & Equal Workplace Summit!

This year’s Summit promises to be our most exciting and rewarding yet.

You can expect to be wowed by internationally known keynote speakers and leading executives, thought-provoking workshops and panels, stimulating networking opportunities and events, corporate and organizational displays, entertainers, and the breathtaking surroundings of Orlando and Disney’s Coronado Springs Resort.

Out & Equal’s annual Workplace Summit has long been recognized as the premier conference in the world on LGBT workplace equality issues. We are proud to have hosted the Summit for more than 10 years, sending thousands of attendees back to their workplaces to share the wealth of information and experiences the Summit has to offer.

Again this year we hope to advance our international presence by bringing together members of the worldwide LGBT and allied communities.

It gives me great pride to acknowledge the generosity of our many sponsors, in particular Deloitte and PricewaterhouseCoopers. It is remarkable to see the impressive show of support by all of our sponsors and guests alike. Please remember to support the goods and services offered by our valued sponsors as well. You can start today by visiting and thanking our sponsors in the exhibit hall.

As always, the Out & Equal Workplace Awards – known as the Outies – will be the highlight of this week’s events when they are presented at the Awards Dinner on Thursday. Congratulations to all of this year’s finalists.

Finally, I invite you to enjoy your 2009 Workplace Summit experience to its fullest. See old friends, meet new ones, learn about workplace advances and discover how to create workplaces where everyone can be out and equal.

Selisse Berry Founding Executive Director

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2009 Out & Equal Workplace Summit

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welcome!

From the president of the board of directors Welcome to the 2009 Out & Equal Workplace Summit.

This is my first year at the Summit as the president of the Out & Equal board of directors. I am also here representing Dell, where I serve as a legal director of the large enterprise sales division and as co-chair of the executive advisory board for Dell PRIDE. It seems just like yesterday that you all gathered in Austin, Texas for the 2008 Workplace Summit, which I co-chaired. I know that it was an inspirational experience for everyone – bringing together thousands of people for a common goal.

A great deal of hard work and preparation has gone into creating an unforgettable 2009 Out & Equal Workplace Summit for each and every one of you. I would like to thank everyone involved – the Out & Equal staff, my fellow board members and all the volunteers here this week – for making this year’s event possible.

So much is happening around us. The momentum of change – both at the Summit and through the proposed Employment Non-Discrimination Act – is upon us, and I hope that all of you will seize this opportunity and join us as we move one step closer to workplaces and lives where equality for everyone is more than just a dream.

Kayla Shell President Board of Directors

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T:8.5” S:8”

Visa is proud to sponsor the 2009 Out & Equal Workplace Summit.

S:10.5”

Business is better with diversity,

©2009 Visa. All Rights Reserved.

because together we can achieve more.

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T:11”

B:11.25”

S:10.5”

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ABOUT the Summit

10

2009 Out & Equal Workplace Summit

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August 20, 2009

Greetings, As Mayor of the City of Orlando, it is my pleasure to welcome you the “City Beautiful” and to the 2009 Out & Equal Workplace Summit.

I would like to take this opportunity to commend Out & Equal for building and strengthening successful workplaces that value all employees, customers and communities. Your organization plays a vital role in improving the quality of life for lesbian, gay, bisexual, and transgender (LGBT) people everywhere.

I encourage those of you visiting Orlando to experience all of the things that make Orlando one of the fastest growing, most business-friendly and quality of life-centered cities in our nation.

Underneath a skyline that has doubled in just the last five years, our dynamic, bustling Downtown is alive with fine dining, exciting night life, fabulous shopping, year-round outdoor activities, arts and culture, professional sports and abundant parks.

Our vibrant and diverse culture is evidenced by the many distinctive neighborhoods that dot our City. I invite you to walk our red brick, tree lined streets, visit our beautiful historic districts or our Downtown Arts District and take in Orlando’s crown jewel, Lake Eola Park.

Again, welcome to Orlando! We are happy to have you here and hope you enjoy taking part in the wonderful experiences that can only be found here.

Best wishes for a productive conference and continued success.

Sincerely,

Buddy Dyer Mayor

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Diversity is always a part of our big picture

ŠDisney

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Our GALAXE offers a world of Diversity Often when people think about diversity and inclusion they think it’s about quotas but to Xerox it goes beyond the numbers to how we leverage the talents, innovation and creativity of our workforce. An inclusive workplace also goes beyond gender and ethnicity, we also look at it in terms of generations, sexual orientation, gender identity, family status, physical or mental abilities, learning styles, thinking styles, etc. because inclusiveness encompasses everything that makes us different or unique. www.galaxe.org

GALAXE P R I D E

A T

W O R K

As a company, its one thing to say you have a diverse workforce but quite another to make sure that those who make up that workforce are continually given every opportunity to flourish without limits.

Xerox offers such assurance through a variety of programs and groups.

Under the company’s Inclusive Workplace Strategy, senior managers are evaluated on their ability to hire, develop and promote a diverse workforce. This strategy has been carefully designed to improve imbalances in representation at all levels in the Xerox workforce.

Among the things Xerox considers when recruiting is using a “diversity lens” to determine how its workforce will develop over time, which helps design a plan for the future. We ensure resource planning is inclusive of all our employees, now and into the future.

Canada’s Best Diversity Employers 2009 PRESENTED BY

Professional Development | Advocacy | Community Service For more information or to Purchase Xerox Products, Technology or Solutions go to: www.xeroxdirect.com/LGBT Since 1988, the Xerox Corporation recognized independent employee resource group for Xerox LGBT employees and their allies. In 48 locations around the world.

ABOUT DAY2 the Summit The Organization

About Out & Equal Workplace Advocates Founded by Executive Director Selisse Berry, Out & Equal Workplace Advocates is the largest and most effective national, nonprofit organization dedicated to achieving equal opportunity and career advancement for lesbian, gay, bisexual, and transgender (LGBT) employees and professionals.

Our work builds successful organizations by helping them value all employees, customers and communities. Out & Equal works to: • Achieve employment protections for all • Advance company success with diversity education • Organize popular community network and engagement activities

Our mission Our vision Our board of directors Our staff 2058O&E_summitbookSEC1_v03.indd 14

Out & Equal provides empowering and educational workplace programs, such as our Building Bridges LGBT Diversity Training and Town Call speaker series.

Out & Equal mobilizes tens of thousands of professional staff, managers and executives in Out & Equal regional affiliate networks and our Employee Resource Group Registry, in workplaces across the country,

impacting millions of employees in major companies.

Out & Equal provides a gateway to 8.9 million U.S. LGBT customers, clients and employees. Out & Equal is best known for our successful Out & Equal Workplace Summit and our annual Executive Forum. Out & Equal’s newest program is LGBTCareerLink, an online job search and career development portal serving diversity-friendly employers and LGBT job seekers.

Our mission Out & Equal educates and empowers organizations, human resources professionals, employee resource groups and individual employees through programs and services that result in equal policies, opportunities, practices and benefits in the workplace, regardless of sexual orientation, gender identity, expression or characteristics.

Our vision Our vision is workplace equality for all, regardless of sexual orientation, gender identity, expression or characteristics.

Learn more about Out & Equal Workplace Advocates and its programs in the “About Out & Equal” section.

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board & staff Out & Equal Board of Directors President Kayla Shell, Dell

Vice President Steve Sears, WGBH

Out & Equal Workplace Advocates Staff Selisse Berry Executive Director, Founder

Dave Buech茅 Senior Development Manager

Kevin Jones Deputy Director

George Cabral Executive Assistant

Sherrie Holmes Director of Development & Communications

Stanley Ellicott Senior Communications Projects Associate

Beatriz Rinc贸n Director of Finance & Operations

Stephen Gould Associate Director of NETWORKS!

Pat Baillie Associate Director of Training & Professional Development

Morgan Falkenrath Green Senior Program Associate

Anthony Bannon Associate Director of Summit & Events

Erik Olvera Associate Director of Communications & Marketing

Julie Beach Associate Director of Career Development Resources

Dani Siragusa Senior Events Associate

Pamela Berkowitz Operations Manager

Luis Vera Senior Corporate Accounts Associate

Treasurer Tom Johnson, Clorox

Secretary Marcelo Roman, IBM

Director Tara Bunch, HP

Director Rita Lane, Apple

Director Eleanor Mercado, Paul, Hastings, Janofsky & Walker Director Amanda Simpson, Raytheon Director Christine Smith, Deloitte Director Kyle Spainhour, Motorola

Summit Interns: Charles C.C. Tsai and Jennifer Schuster 2009 Out & Equal Workplace Summit 2058O&E_summitbookSEC1_v03.indd 15

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ABOUT DAY2 the Summit

The Out & Equal Workplace Summit is the world’s premier conference on lesbian, gay, bisexual and transgender workplace equality, providing a unique opportunity to build alliances, share ideas and take actions that foster safe and equitable work environments for everyone.

Summit goals The purpose of the Summit is to bring together LGBT employees, human resources and diversity professionals, employee resource group leaders, executives and organizational leaders, allies and others who are working toward creating safe and equitable work environments for LGBT people everywhere.

Specific goals in 2009

About the Summit Summit details Grounds map Area map 2058O&E_summitbookSEC1_v03.indd 16

The 2009 Summit workshops and programs share the goal of addressing the evolving learning needs of our participants, from basic skills necessary to understanding the LGBT experience to advanced specialized topics

Summit workshop committee The 2009 Out & Equal Workplace Summit offers more than 120 educational and powerful workshops. The workshops were selected by a committee of devoted volunteers, who were intent on providing Summit attendees with the best experience yet. Workshop committee members are: Chris Crespo Ernst & Young LLP Lori Fox Business Consultant Ron Hunt Aetna Insurance Deidra Mitchem AT&T Adam Miller The Dow Chemical Company Linda Ocasio GE Money Sylvia Ramos Emory University Sherrie Stockton The Hanover Insurance Company Moonhawk River Stone M.S., LMHC, Therapist

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the summit Registration hours

Email and business services

Registration for the Summit and specific events will be open: Tuesday 7 am – 8 pm Wednesday 7 am – 5 pm Thursday 7 am – 8 pm Friday 8 am – 9:30 am

This year’s exhibit hall will feature numerous businesses dedicated to workplace equality. Visit their booths for more information.

The exhibit hall is open noon to 5 pm Wednesday and Thursday.

Gold-level sponsor Dell will provide cyber stations with free Internet access on a first-come, first-served basis during Summit hours.

Disney’s Coronado Springs Resort will also offer fee-based wireless Internet throughout the convention center and hotel.

• Wireless Internet access is available for an additional fee • High-speed Internet access is available for an additional fee

Badges

Business center

Exhibit hall information

Your name badge serves as your entrance into plenaries, workshops, panels and the exhibit hall.

It must be worn at all times and must be visible. If your badge is not visible, conference staff or monitors may ask to see it before allowing you into conference events.

Dress code Casual office wear is appropriate for much of the Out & Equal Workplace Summit. Many attendees wear shirts with their company logos and we invite you to show your team spirit. We also have Out & Equal merchandise available at our store in the exhibit hall.

Seating capacity Rooms may be crowded and space may run out at popular events. For the featured panels and concurrent workshops, seating is first-come, first-served.

Once a session room is full, the session will be closed to attendees. Standing will not be allowed.

Disney’s Coronado Springs Resort is especially friendly to business travelers due to its extensive meeting facilities. The large business center provides computer, Internet, copy, fax, notary and other related services.

Some services require an additional fee.

Cell phones and electronics Out & Equal recognizes that Summit participants may need to take work-related or family calls while they are taking part in the week’s events, but we ask that you silence your cell phones and other communications devices during workshops, plenaries and other educational forums. If you must take a call, please exit the room before answering it.

pants with a black dot on their credential have asked not to be photographed during the Summit.

Please respect their requests.

Please be aware that unless you clearly express your desire not to be photographed and avoid cameras when they appear, your image may appear in press coverage or be used for Out & Equal promotional material.

Emergencies Disney’s Coronado Springs Resort staff is prepared and trained to deal with most emergencies. Please notify a Summit staff member if an emergency needs addressing. In serious medical situations, please call 911 and then notify a Summit staff member.

Contact Out & Equal staff There are hundreds of Summit volunteers available throughout the event to answer your questions. If a volunteer is unable to answer your questions, please call 415-694-6500.

Photography Out & Equal respects that some Summit participants value their privacy and do not wish to have their photographs taken. Partici2009 Out & Equal Workplace Summit

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ABOUT the Summit summit

Maps

Disney’s® Coronado Springs Convention Hall

Walt Disney World® Grounds 18

2009 Out & Equal Workplace Summit

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IBM, the IBM logo and the On Demand Business logo are trademarks of International Business Machines Corporation in the United States and/or other countries. Other company, product and service names may be trademarks or service marks of others. ©2009 IBM Corporation. All rights reserved. P23142

P23142 Out and Equal Workplace Summit Ad.qxd:P18848 Best Companies for Multicultural Women

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WE CAN

HELP YOU BUILD SUCCESS IBM is proud to sponsor the Out & Equal 2009 Workplace Summit and celebrate the recipients of the 2009 Outie Awards. At IBM, global diversity and inclusion are far more than company policy. They’re company philosophy. Our strong commitment to GLBT equality is cornerstone to that philosophy. Individual differences, skills, and backgrounds aren’t just important, they’re invaluable.

With innovative solutions designed to get the most from all diverse talent, IBM is helping our clients succeed in an on demand world.

For more information about IBM’s work in the GLBT community visit ibm.com/ibm/glbt

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As a leading law firm with a long-standing commitment to diversity and inclusion, Paul Hastings is proud to sponsor the 2009 Out & Equal Workplace Summit and its mission of achieving an equitable workplace for all.

At Paul Hastings, diversity is much more than a policy or statement — it is who we are and how we do business. A diverse and inclusive environment is an integral part of our firm’s culture and business growth. It is our commitment to this core value today that helps drive the success of our clients and our firm. To learn more, please visit us at www.paulhastings.com.

18 Offices Worldwide | Paul, Hastings, Janofsky & Walker LLP | www.paulhastings.com

Ernst & Young refers to a global organization of member firms of Ernst & Young Global Limited, each of which is a separate legal entity. Ernst & Young LLP is a client-serving member firm located in the US.

© 2009 ERNST & YOUNG LLP

Better together?

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Absolutely! Our differences are what energize our culture at Ernst & Young. That’s why it’s important to us to support our lesbian, gay, bisexual and transgender people and their allies — creating an environment where all of us can bring our whole selves to work. Because achieving our potential as a firm begins with helping our people realize their potential as individuals. It makes all the difference to our success.

With Out & Equal, we are all better together.

What’s next? ey.com

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ABOUT Entertainment the Summit Out & Equal Workplace Awards Dinner With host Kate Clinton Thursday, October 8 7:30 pm to 10:00 pm

Kate Clinton is a faithbased, tax-paying, America-loving political humorist and family entertainer, whose career spans nearly three decades.

She has worked through gay movements and gay markets, lesbian chic and queer eyes, economic booms and busts, eight presidential inaugurals and still believes that humor gets us through peacetime, wartime, scoundrel time and economic down times. This year, her “YES on K8” show is touring the United States and Canada.

Kate’s two decades plus of material are on record in her eight comedy collections, including “Climate Change,” “Comedy You Can Dance To,” “Read These Lips” and “The Marrying Kind.” Her new collection, “I Told You So,” is a hilarious, bittersweet, politically acute survival guide. Her first book, “Don’t Get Me Started,” was published by Ballantine in 1998. The audio companion was named one of 1998’s Best Audiobooks by Publishers Weekly.

Her second book, “What The L?” is a laugh-outloud collection of humor. In 2005, it was nominated

in the humor category for the prestigious 2005 Lambda Literary Award, considered to be the highest accolade for a book from the LGBT community.

Kate writes monthly columns for The Progressive and blogs for Huffington Post, The Progressive, Bilerico, NYC Up and Out, Beacon Broadside and Olivia Connect. She has written for The New York Times, Women’s Review Of Books, The Advocate, The Progressive and has appeared on Good Morning America, Nightline, Entertainment Tonight, The Rosie O’Donnell Show, The L Word, numerous news and talk shows on Comedy Central, Lifetime, LOGO, Oxygen, MSNBC, CNN and C-Span. She has also hosted In The Life and The World According To Us.

D

A t W u c t

Video presentation The “Pride 2009” music video celebrates gay, lesbian, bisexual and transgender history from the turn of the 20th century to today in a musical history montage. Based on the original song “Pride,” released in 2000, “Pride 2009” has been musically, vocally and lyrically updated to reflect the last ten years.

Plenary II entertainment

Closing plenary entertainment

Thursday, October 8 8:00 am to 9:30 am

Friday, October 9 1:00 pm to 3:00 pm

Encore!

The Orlando Gay Chorus

A vocalist and an ensemble from the Disney Cast Choir will perform during the breakfast plenary.

Inspiring individuals, the community and the world through music since 1990.

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®

entertainment

DIVERSITY – A KEY INGREDIENT At Perkins Coie, diversity is an essential ingredient that helps us create the best solutions for our clients.

We value and encourage diverse viewpoints and draw upon them to resolve our clients’ business and legal challenges. Diversity adds perspective and creativity to what we do. It is a key ingredient to our success.

Perkins Coie is proud to support Out & Equal Workplace Advocates.

ANCHOR AGE · BEIJING · BELLEVUE · BOISE · CHICAGO · DENVER LOS A NGEL ES · m A DISO N · mENLO PA RK · PH O ENIX · P O RT L A ND S A N F R A N C I S CO · SE AT T L E · SH A N G H A I · WA SH I N G TO N , D. C .

Contact: 800.586.8441 Perkins Coie llp w w w. p e r k ins c o i e . c o m

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2009 Out & Equal Workplace Summit

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Work together.

Make a difference.

Citi is a proud sponsor of the 2009 Out & Equal Workplace Summit.

Out & Equal champions safe and equitable workplaces for lesbian, gay, bisexual and transgender (LGBT) people.

We commend their efforts and thank them for helping to make the world a better place.

Š 2009 Citigroup Inc. Citi and Arc Design is a registered service mark of Citigroup Inc. Citi never sleeps is a registered service mark of Citigroup Inc.

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OCTOBER 6

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tuesday

tuesday

OCTOBER 6

TUE LEadERship sEminaRs

Employee resource group leadership seminar James huberty, Tim Wikstrom

Employee resource group leaders will gain an awareness and better understanding of their unique abilities to develop strong relationships with others and to influence outcomes that serve their needs and the needs of those around them.

Room: Cancun

LGBT leadership diversity: Train the Trainer sheryl dagang, ph.d., Terry hildebrandt

8:00 am – 9:00 am

Breakfast

9:00 am – 12:00 pm

Leadership Seminars

12:00 pm – 1:30 pm

Lunch

1:30 pm – 5:00 pm

For more than ten years, Out & Equal LGBT workplace diversity training has been one of the critical elements in advancing policies, benefits and equality for LGBT employees. Become a trainer.

Room: Baja

Regional affiliate leadership seminar stephen Gould

This full-day session brings together all members of the Out & Equal Leadership Councils, the leaders of Out & Equal’s regional affiliates throughout the country, to share best practices.

Room: Coronado R-s

The online brand called you spOnsOREd By OuT & EquaL’s LGBTCaREERLink.COm Lori Fox, Robb puckett, Julie Beach

Leadership Seminars (continued)

You’ve heard the buzz about online networking. Now learn how to optimize the features of professional networking sites, like LGBTCareerLink.com.

6:00 pm – 8:00 pm

Transgender seminar: Adding the “T” in the workplace

Welcome Reception

7:00 am – 8:00 pm

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Room: Coronado m-n

ann dunkin, Jamison Green, donna Rose

The advances made around sexual orientation in the workplace have been going on for almost 15 years. This seminar includes the basic understandings of workplace equality through the Building Bridges course and then focuses on transgender workplace issues.

Room: acapulco

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tuesday

Welcome Reception 6 pm – 8 pm

Join us at the 2009 Out & Equal Workplace Summit welcome reception, where you’ll be able to reconnect with old friends and make new ones as we kick off the conference. Open to all registered Summit participants.

Room: Fiesta Ballroom

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octoBeR 6

TUE

Full-day seminars

leADeRSHip SeminARS Employee resource group leadership seminar

LGBT leadership diversity: Train the Trainer

James Huberty, tim Wikstrom

Sheryl Dagang, ph.D., terry Hildebrandt

In this interactive full-day seminar, employee resource group leaders will gain an awareness and better understanding of their unique abilities to develop strong relationships with others and to influence outcomes that serve their needs and those of their ERG, their organizations and community. During the workshop, participants will explore leadership and effective ways to influence others and outcomes. They will actively engage each other in peer-to-peer learning, discussion and demonstration of skills that can enable them to build rapport, to listen actively to understand needs, to position the value of engagement and to build and maintain authentic and lasting partnerships.

Room: cancun

For more than ten years, Out & Equal LGBT workplace diversity training has been one of the critical elements in advancing policies, benefits and equality for LGBT employees. Today, there is still a need to develop a training cadre that can continue to bring the LGBT diversity discussion into the workplace. Train the Trainer provides a function for the trainer in LGBT concepts, history, the business case, creating action plans and how to be an Out & Equal trainer. Those who complete the course are certified for two years to present Out & Equal LGBT Diversity Leadership materials in their workplace and become part of the trainer network.

James “Jim” Huberty is vice president, manager of sales training at JPMorgan Chase, where he’s worked for nearly 30 years. During his career, he’s held positions in human resources, product management, sales, client relations, consulting, operations management and training. He led JPMC’s global LGBT employee networking group from 2005 to 2007, and currently co-leads PRIDE Chicago and the O&E Chicagoland regional affiliate. He holds a master of business administration from Pepperdine University. He lives and works in Chicago. tim Wikstrom oversees Jennifer Brown Consulting’s pioneering employee resource group effectiveness and personal branding programs, playing a critical role in leadership and diversity engagements with clients such as Chubb, Booz Allen, State Farm and Cisco. He embodies JBC’s reputation for facilitating interactive, high-energy learning environments that enable collaboration across silos and seniorities.

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Room: Baja Sheryl A. Dagang, ph.D., is a licensed clinical psychologist and is currently the manager of clinical training at EMQ FamiliesFirst in Campbell, Calif. She was awarded doctorate degrees in both combined professional scientific psychology as well as analysis of behavior from Utah State University in 1996.

Her extensive training includes work in inpatient, outpatient, home and community-based settings with adults, children, adolescents, couples, families and groups. Her activism in the LGBT community spans two decades, with a focus on HIV/AIDS, LGBT youth and seniors. terry Hildebrandt is an independent executive coach and organization development consultant. He helps senior and mid-level executives of medium and large sized businesses build high performance teams. He also helps corporate refugees transition from employees to independent small business owners. He is a co-founder of the Out & Equal Rocky Mountain Affiliate and a certified Out & Equal Building Bridges trainer. Presently, he is a doctoral student at the Fielding Graduate University studying human and organizational systems. He lives in Denver, Colo., with his partner, Michael.

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tuesday leADeRSHip SeminARS Regional affiliate leadership seminar Stephen Gould This full-day session brings together all members of the Out & Equal Leadership Councils, the leaders of Out & Equal’s regional affiliates throughout the country.

It is an opportunity for them to get a deeper level of understanding of the Out & Equal organization, to gain targeted leadership skills and to share best practices in maximizing the success of the Out & Equal regional affiliates. This year’s session also includes a special offering of media training by GLAAD. It is open to all current Regional Affiliate Leadership Council members.

Room: coronado R-S

Stephen Gould is the associate director of NETWORKS! at Out & Equal Workplace Advocates. He joined the staff as executive assistant in the summer of 2004 after studying and teaching in Berkeley, Calif. He now coordinates the Out & Equal Employee Resource Group Registry, regional affiliates and other Out & Equal networks. He gained experience in nonprofit administration working for The Concordia Orchestra and the Little Orchestra Society, both in New York City, as well as various theaters. He earned a master’s degree in religion at Yale University, where he got a taste for LBGT activism as the co-chair of the Yale Divinity School LGBT coalition. He also holds a bachelor’s degree in political science from Duke University. Originally from New York State, he now resides in San Francisco.

out & equal lGBt diversity and inclusion training programs Advancing equality through courses and certifications that enrich lives, empower millions and create workplaces where everyone can be out and equal.

Learn more at www.OutandEqual.org or call 415-694-6521

Join us today! www.outandequal.org 2009 Out & Equal Workplace Summit 2058O&E_summitbookSEC2tue_v03.indd 27

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Full-day seminars

leADeRSHip SeminARS The online brand called you lori Fox, Robb puckett, Julie Beach You’ve heard the buzz about online networking. Maybe you’ve created your own LGBTCareerLink.com profile.

Now people you don’t know are inviting you to become their friends and sending you “John Smith is combing his hair” emails. Some of you are reluctant to begin networking, thinking: “I’m already so busy, how will I find time to deal with this and most of all why should I?” This handson, interactive workshop will teach you the practices to brand yourself online and develop and maintain your online professional network. You’ll learn the features of professional networking sites, like LGBTCareerLink.com, and why you want to use them. You’ll be able to connect your entire experience in a way that will have you connected and using your network by the time you leave the seminar. Bring your laptops. The seminar is sponsored by Out & Equal’s LGBTCareerLink.com.

Room: coronado m-n

Julie Beach, M.A., is Out & Equal’s associate director of career development.

After a 15 year management career at PG&E and four years at Autodesk, Inc., she received a master’s degree in industrial psychology. She has been deploying technology in government and nonprofit sectors for 10 years. She was responsible for launching Out & Equal’s LGBTCareerLink.com.

lori Fox, President and Founder of Lori Fox Consulting, is a business consultant and personal coach, consulting with individuals and corporations. Her primary focus is the personal and professional development of business professionals and the organizations they serve. Lori worked for McDonald’s Corporation in various human resources and operations management positions. She worked as Director of Human Resources at McDonald’s global corporate headquarters in Oak Brook, Ill. Lori frequently speaks on university campuses and with corporations about Transgender workplace issues, and she currently serves as Chairperson of Out & Equal’s national Transgender Advisory Board.

Robb puckett is a consultant in diversity training and marketing. From 1993 - 2009, he worked at Citigroup, most recently as a senior analyst for Citi Employee Services.

He is the former manager of diversity and inclusion within Citi’s consumer division.

Robb began his corporate work around LGBT inclusion ten years ago when he founded the first LGBT employee resource group in one of the legacy Citi organizations and later co-founded the Citi Pride Network.

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tuesday Transgender seminar: Adding the “T” in the workplace Ann Dunkin, Jamison Green, Donna Rose The advances made around sexual orientation in the workplace have been going on for almost 15 years. Transgender inclusion in the workplace reached a pivotal point on the national level in 2007 with the inclusion of gender identity in the Employment Non-Discrimination Act. For many of us, the issues, concerns and best practices for transgender employees is a new educational frontier. This transgender seminar includes the basic understandings of LGBT workplace equality through the Building Bridges course in the morning and then expands to a focused discussion on transgender workplace issues in the afternoon.

Room: Acapulco Ann Dunkin is a principal of AED Consulting LLC, a management and engineering consulting firm. Prior to founding AED Consulting LLC, she worked for Hewlett Packard in a variety of senior management positions in R&D, manufacturing, engineering, information technology and operations. She was active in HP’s PRIDE networks for nearly twenty years and served as the chair of the HP global PRIDE council for several years. She is the co-chair of the Oregon/SW Washington affiliate of Out & Equal.

Jamison Green is a San Francisco-based author and educator, internationally recognized as a leader in transgender law, policy, theory and education. Consulting with businesses, governmental agencies and professional and educational organizations to improve the health, safety and civil rights of gender-variant people, his services have been vital to the implementation of transgender-inclusive benefits at several major corporations, including IBM, Raytheon, Disney and Genentech.

Donna Rose is an accomplished writer, speaker, educator and advocate for the transgender community. She is active in the leadership of local and national LGBT organizations and regularly speaks at schools, corporations and conferences around the country.

Second Annual Philadelphia Regional Workplace Summit October 24th, 2009 Now that you’ve experienced the Out & Equal National Summit, encourage your co-workers and friends to attend the Philadelphia summit.

The Philadelphia Region Workplace Summit is a dynamic one-day event that includes: • Breakfast with Keynote speaker • Educational and Knowledge Sharing sessions throughout the day • Lunch with roundtable discussion • Networking opportunities • End of summit happy hour Philadelphia is an easy and inexpensive trip from anywhere in the mid-Atlantic region. And, as the saying goes, “Philly is more fun when you stay over”!

What People Said About Last Year’s Summit ”Not only could I bring topics back to help me be a better manager, but I had a chance to meet so many great people. ” ”All of the sessions were great! They were informative, thought provoking and well presented.”

Location: Date: Time:

The Comcast Center Philadelphia, PA Saturday, October 24, 2009 8:30 AM to 5:30 PM

Sponsorships Opportunities Available Register by October 20th and Save Full day attendance $89 (regularly $119) Non-Profit Employees $49

To Register or for More Information Visit

outandequal.org/philadelphia 2009 Out & Equal Workplace Summit

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Ang

The Clorox Company

Everyday People.

Extraordinary Talent.

“I believe that talent has limitless potential, and that instilling the passion to reach it is my greatest responsibility.”

We make everyday life better, every day.

At The Clorox Company, we know that you adhere to a unique set of values. They serve as your compass, your philosophy, and your conscience. And we believe that what makes you, well… you, also makes you extraordinary. In fact, we believe it’s who you are, as well as what you do, that drives your ability to help us create the products and brands that make everyday life better, every day.

If you’re ready to show us how extraordinary you are, view our career opportunities online and reference Out & Equal.

As a proud partner of Out & Equal Workplace Advocates, we look forward to seeing you at the 2009 Out & Equal Workplace Summit.

www.thecloroxcompany.com/careers The Clorox Company is an EEO/Affirmative Action Employer.

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M1_AD_

Angelica, Patient

Jeff, LGBT Employee

Genentech is a proud sponsor of the Out & Equal Workplace Summit Everything we do at Genentech is driven by a desire to make a difference in the lives of patients. Their individual stories inspire our researchers to do groundbreaking science and motivate everyone at Genentech to do their part as we strive to provide new treatment options.

To learn more, please visit www.gene.com.

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LA014079B

7/1/09

6:06 PM

Page 1

WE’RE PROUD OF OUR DIFFERENCES. ALL 120,000 OF THEM.

Commissioning a new aircraft carrier. Launching a space telescope. Building the IT infrastructure of tomorrow. Achievements like these are the lifeblood of working with Northrop Grumman.

At Northrop Grumman, more than 120,000 people work on projects that stretch the boundaries of possibility on land, in the air, at sea and deep into space.

That demands a workforce as diverse as its workload. Smart people from all walks of life contribute countless unique perspectives every day. We’re proud to offer a workplace where each of them can shine.

Achievement never ends.

For current opportunities, please visit our website:

careers.northropgrumman.com ©2009 Northrop Grumman Corporation. Northrop Grumman is an Equal Opportunity Employer committed to hiring and retaining a diverse workforce. U.S. Citizenship is required for most positions.

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wednesday

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wednesday

OCTOBER 7

9/8/09 9:41 PM

OCTOBER 7

WED pLEnaRy spEakERs

Kevin Brockman 8:00 am – 10:00 am

Breakfast and Opening Plenary

Kevin Brockman is the executive vice president of global communications for Disney-ABC Television Group.

10:30 am – Noon

Session 1

12:30 am – 2:00 pm

Ticketed Luncheons

Leslie Jordan

Leslie Jordan is widely recognized for his role in “Sordid Lives” and his Emmy Award appearances on “Will & Grace.”

2:30 pm – 4:00 pm

Session 2

4:30 pm – 6:00 pm

Networking Receptions

8:30 pm – midnight

Out & Equal Night Out: Karaoke/Movie Night

7:00 am – 5:00 pm

Kayla Shell

Kayla Shell, president of Out & Equal’s board of directors, is the legal director of Dell’s large enterprise sales division.

Kenji Yoshino

Kenji Yoshino is the inaugural Chief Justice Earl Warren Professor of Constitutional Law at the New York University School of Law.

Registration Open Noon – 5 pm

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wednesday lunCheOns

human resources luncheon with Michael Guest sPOnsOred By IBM room: Monterey 1-3

Featured Panels

Build valuable connections at this annual program targeted specifically to human resources professionals. Lunch is included with your ticket, available at registration.

Women’s leadership luncheon with laura liswood and rayona sharpnack sPOnsOred By ernst & yO unG room: Coronado h

Join the fourth-annual lunchtime program focused on women in the workplace, including inspirational and informative special guests. Lunch is included with your ticket, available at registration.

Cu4lnCh: Generations X, y and Millennium networking luncheon with Megan Wallent room: yucatan 1-3

Megan Wallent, a general manager at Microsoft, will share her experiences and insights on leadership. Lunch is included with your ticket, available at registration.

reCePtIOns

People of color reception room: Cancun and Ventanas West

Out & Equal’s People of Color Advisory Committee will host a casual networking reception that celebrates cultural differences.

Session 1 On being transgender: Challenges being out in the workplace and being in the lGBt community tackling issues on lGBt aging exposed in Metlife’s “Out and aging” study

Session 2 away from headquarters: taking equality beyond the borders sPOnsOred By d ell

transgender reception room: acapulco and Ventanas West

Join Out & Equal’s Transgender Advisory Committee and other special guests at this casual reception.

regional affiliate reception room: Monterey 2-3

Don’t miss the networking reception organized by leaders of Out & Equal’s 17 regional affiliates. Hosted by Out & Equal Tampa Bay.

Beyond talent management: Inclusion and corporate social responsibility sPOnsO red By GenenteCh

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Plenary speakers

Kevin Brockman

Kevin Brockman, executive vice president of global communications for DisneyABC Television Group, is a rising star in the entertainment industry. Having played a key role on the executive team that launched UPN Kevin moved to Disney-ABC Television Group 12 years ago and now oversees all worldwide corporate news and entertainment communications. Kevin’s responsibilities include all corporate, news and entertainment communications for the company, which is home to the ABC Television Network (ABC Daytime, ABC News and ABC Entertainment), Disney Channels Worldwide, Walt Disney Television Animation, ABC Family and SOAPnet, Radio Disney, Buena Vista Productions, ABC Studios, international distributor DisneyABC-ESPN Television, Hyperion publishing and ABC Corporate Initiatives. Kevin earned a bachelor of science degree in organizational behavior from the University of Florida.

leslie Jordan

Leslie Jordan is widely recognized for his role in “Sordid Lives” and his Emmy Award-winning appearances as “Beverley Leslie” on “Will & Grace.” Television audiences will also remember him for his recurring roles on “Privileged,” “Ugly Betty,” “Boston Legal” and “Reba.”

Kayla shell

Kayla Shell, president of Out & Equal’s board of directors, is the legal director of Dell’s large enterprise sales division. She has worked for Dell since 1998 and has served in various assignments as a sales, marketing, advertising and e-commerce attorney. Kayla serves as co-chair of the executive advisory board of PRIDE, Dell’s LGBT network group. During Kayla’s leadership of PRIDE, Dell became an Out & Equal Workplace Summit sponsor and achieved a 100 percent rating on the Human Rights Campaign’s Corporate Equality Index. In addition to her work at Dell, she is a Federal Club Council member of HRC, and actively supports Equality Texas, a lobbying organization, and Atticus Circle, an allies organization. Kayla lives in Austin with her partner, Randi Shade, and their children.

Kenji yoshino

Kenji Yoshino is the inaugural Chief Justice Earl Warren Professor of Constitutional Law at NYU School of Law. He attended Harvard College, Oxford University as a Rhodes Scholar and Yale Law School. From 1998 to 2008, he taught at Yale Law School, serving both as a vice dean and as the inaugural Guido Calabresi Professor of Law. His main fields of research are constitutional law, antidiscrimination law, and law and literature. His award-winning book, “Covering: The Hidden Assault of Our Civil Rights,” was published in 2006. His academic research is now focused on the topic of corporate diversity—including LGBT—and he has spoken on this issue at a wide range of organizations, including AOL, Dupont and Sodexo.

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© 2009 KPMG LLP, a U.S. limited liability partnership and a member firm of the KPMG network of independent member firms affiliated with KPMG International, a Swiss cooperative. 20873NSS

Be yourself.

In life and at work.

At KPMG LLP, we value the contributions of our GLBT partners and professionals. And we take pride in the fact that they bring their whole selves—along with their talent, innovation, and leadership—to work with them every day.

KPMG is proud to serve as a champion level sponsor of the 2009 Out & Equal Workplace Summit. We share Out & Equal’s vision of workplace equality for all, regardless of sexual orientation, gender identity, expression, or characteristics. kpmgcareers.com

KPMG. A great place to build a career.

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Luncheons 12:30–2:00

human resources luncheon

Women’s leadership luncheon

sPOnsOred By IBM room: Monterey 1-3

sPOnsO red By ernst & yOunG room: Coronado h

Build valuable connections at this annual program targeted specifically to human resources professionals. This networking opportunity will feature guests discussing the influences of corporations beyond our borders.

Lunch is included with your ticket.

Join us for the fourth-annual lunchtime program focused on women in the workplace. Open to everyone, but focused on the needs and concerns of women, this luncheon offers great opportunity to make valuable connections. Lunch is included with your ticket.

Featured speaker: Michael Guest is America’s first openly gay, Senateconfirmed ambassador. He ended his 26-year diplomatic career in December 2007 after having sought, without success, to end the State Department’s treatment of the partners of gay and lesbian foreign services officers in foreign postings.

His numerous awards include a Leadership Award from the National Gay and Lesbian Task Force and the State Department’s Christian A. Herter Award, given to a senior foreign services officer in recognition of intellectual courage, initiative and integrity in the context of constructive dissent.

Guest holds a master of arts degree in foreign affairs from the University of Virginia and a bachelor of arts degree in history and political science from Furman University. He and his partner, Alexander Nevarez, reside in Washington, D.C.

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Featured speaker: rayona sharpnack is the founder of the Institute for Women’s Leadership, an organization renowned for its groundbreaking work throughout the United States, Australia and Canada. Drawing from her successful careers in education, professional sports and business, she is considered a pioneer in this field and has become an inspirational teacher, coach and mentor for executives in Fortune 500 companies, government agencies, emerging businesses and nonprofit organizations. laura liswood is a senior advisor at Goldman Sachs & Co, where she has worked since 2001. A nationally recognized speaker, author and advisor, she worked to foster women’s leadership for more than twenty years as a member of the International Women’s Forum, Leadership America, the board of the First Women’s Bank of California, and the Washington Women’s Political Caucus.

In August 1996, she co-founded the Council of Women World Leaders with President Vigdís Finnbogadóttir of Iceland.

She earned a bachelor of arts from California State University, San Diego, and a master of business administration from Harvard Business School. She earned her J.D. from the University of California, Davis, School of Law. Her Summit appearance is possible thanks to Goldman Sachs.

Cu4lnCh: Generations X, y and Millennium networking luncheon room: yucatan 1-3 Megan Wallent, a general manager at Microsoft, will share her experiences and insights on leadership, for an audience of attendees from Generations X, Y, and Millennium, those ages 18 to 35. The program will include time for questions and answers.

Lunch is included with your ticket.

Megan Wallent lives in Seattle, Wash., and is the partner of Anh, the parent of Peri, John and Samwich. A general manager at Microsoft Corporation in Redmond, she was known to the world as Michael until November of 2007. During more than 11 years at Microsoft, she has been responsible for delivering multiple versions of Internet Explorer, has led a large team that built major portions of Windows Vista, and currently leads a team in the Windows Server and Tools Division. She transitioned on the job in the late fall of 2007, and documented her experiences on meganwallent.com.

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Receptions 4:30–6:00 People of color reception

transgender reception

room: Cancun and Ventanas West

room: acapulco and Ventanas West

Out & Equal’s People of Color Advisory Committee will host a casual networking reception that celebrates cultural differences. Open to all registered Summit participants.

Light appetizers will be served.

Join Out & Equal’s Transgender Advisory Committee and other special guests at this casual reception. Open to all registered Summit participants. Light appetizers will be served.

regional affiliate reception room: Monterey 2-3 Don’t miss the networking reception organized by leaders of Out & Equal’s 17 regional affiliates and hosted by Out & Equal Tampa Bay. Regional affiliates produce educational and networking programs throughout the year. This reception is designed to engage you in the work affiliate members are doing in your area. Open to all registered Summit participants.

Exceptional products are an outgrowth of an inclusive workplace where ideas are free to thrive.

The development of breakthrough products is an example of the way our employees anticipate and meet the needs of customers in a global marketplace. It all begins with a diverse workforce committed to developing exciting, innovative products.

Experience Inclusion Workplace. Marketplace. Workforce.

www.motorola.com/giving

MOTOROLA and the Stylized M Logo are registered in the US Patent & Trademark Office. All other product or service names are the property of their respective owners. © 2009 Motorola, Inc. All rights reserved.

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Session 1 10:30–12:00

Featured Panels On being transgender: Challenges of being out in the workplace and being in the lgbt community stephanie Battaglino, James scott P. Pignatella, tina seitz, Breanna simmons-speed, amanda simpson (moderator) Workplace equality for all employees regardless of gender identity or expression has lagged on the basis of sexual orientation. Building support to change laws and corporate policies that impact transgender employees has been a struggle, even within the broad LGBT community. A panel of transgender leaders share their stories of transition—both personal and as a community—and look toward the future of transgender workplace equality. target audience: general ■ room: Fiesta 6 stephanie Battaglino is an assistant vice president-communications director at New York Life Insurance Company in New York.

She successfully transitioned on the job in 2005, and is the first transgendered person to do so in the 165–year history of the company. She is a nationally recognized speaker and workshop presenter who conducts motivational and experiential workshops both inside the transgender community and to the public. She received her bachelor of arts in communications from the University of Delaware and holds a master of business administration in marketing from Fairleigh Dickinson University. She resides in Cliffside Park, NJ with her partner Mari and her son Andrew.

James scott P. Pignatella is a senior systems engineer at Raytheon. He started his engineering career with Hughes Aircraft Company in 1994 as a new college hire and transitioned on the job shortly thereafter, becoming the first person to successfully do so at the company. He served on the board of Tucson’s chapter of the Raytheon LGBTA employee resource group from 2006 through 2008 and is currently active in the Raytheon LGBTA ERG. In 2007, Scott was chosen by his peers at Raytheon to be designated an engineer “with honors.” Scott earned a bachelor’s degree in electrical engineering from New Mexico State University. He lives 38

with his four cats. He spends his “off work” time with his girlfriend, Carmen, and her four children, singing with Arizona’s GLBTS chorus, volunteering with youth and other hobbies. tina seitz is a transgender woman living in the Detroit area. She is a father to two teenage children and holds undergraduate and graduate degrees in engineering. She is a senior project scheduling engineer at GM and the events chair of their LGBT employee resource group, GM PLUS. She transitioned in her current job in 2006 and has been active in advocacy ever since.

Breanna simmons-speed is an information technology professional at United Stationers in Deerfield, Ill., where she manages Oracle, SQL Server, DB2 and Progress data bases.

She has worked closely with human resources on recruiting events and policies for gay, lesbian, bisexual and transgender associates. As a key supporter for the employee rights and privileges of the LGBT community and people of color, she has been featured in Advocacy 2006 and Who’s Who in Black America 2007. Breanna received her bachelor of science degree from DeVry Institute of Technology, Addison, Ill., and is currently working on her master of business administration from Lake Forest Graduate School of Management, Lake Forest Ill. amanda simpson is the deputy director and senior program manager for the force protection and netted systems directorate within the advanced missiles and unmanned systems product line at Raytheon Missile Systems in Tucson, Ariz., where she is responsible for the development and execution of innovative programs to protect our fighting men and women. She currently serves on the boards of Out & Equal Workplace Advocates and the National Center for Transgender Equality, and was an elected delegate to the 2008 Democratic National Convention.

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Featured Panels tackling issues on lgbt aging exposed in Metlife’s “Out and Aging” study Michael adams, Mary Blanchett (moderator), Paul l. Frene, Marjorie J. hill, Ph.d., Melanie rowen, esq., Imani Woody, Mhs The MetLife “Out and Aging” study uncovered many LGBT aging issues. Fortunately, there are many LGBT organizations advocating for us as we age. But it’s confusing to know where we are making strides and what’s available for us now. We will discuss the work being done for LGBT seniors, changes in healthcare and insurance, updates on legal protections and current economic policies. Audience participants will be welcome to add to the discussion and ask questions. target audience: human resources and diversity professionals ■ room: Fiesta 5 Michael adams is the executive director of Services and Advocacy for GLBT Elders, the oldest and largest organization in the country providing services and advocacy for LGBT seniors. Previously he was the director of education and public affairs for Lambda Legal, and prior to that he spent a decade as an attorney leading cutting-edge litigation that established new rights for LGBT people.

Mary Blanchett is a consultant in aging issues specializing in LGBT matters. She is a licensed nursing home administrator with a master’s degree in health service administration. She has worked in administration, social work and recreation during her 27 years in nursing homes. She has presented workshops at national and local conferences.

management and finance from Johns Hopkins University.

He is a founder of the Metro New York Out & Equal affiliate. He resides in Nutley, N.J. with Gene Cavazos, his partner of 18 years.

Marjorie J. hill, Ph.d., is the chief executive officer of Gay Men’s Health Crisis, the nation’s oldest AIDS service organization.

Prior to her tenure at GMHC, she was assistant commissioner of the Bureau of HIV/ AIDS at the New York City Department of Health.

Melanie rowe, esq., joined the National Center for Lesbian Rights as a staff attorney in 2006. She is actively involved in NCLR’s full range of casework, with an emphasis on transgender issues and elder law. She was instrumental in the creation of “Planning With Purpose: Legal Basics for LGBT Elders,” co-produced by NCLR and SAGE. Imani Woody, Mhs, works at AARP and is the co-chair of its LGBT employee resource group. She has been an advocate for women, people of color, people with disabilities and other underrepresented populations for more than 20 years. She has served as the director of training for the National Association of Protection and Advocacy, where she coordinated and facilitated training for people with disabilities and promoted cultural diversity. She also has served as director for programs serving lesbian and bisexual women and elderly AfricanAmericans. She is a life coach, and is working on her doctorate examining the issues lesbian and gay elders face in accessing community-based services.

Paul l. Frene is a financial services representative in MetLife’s Bay Park Financial Group in Short Hills, N.J. He provides wealth management and estate-planning solutions for the LGBT community. He founded the MetLife LGBT employee resource group and serves on MetLife’s LGBT marketing advisory council. He was an advisor on the Out and Aging MetLife study of LGBT baby boomers. He is a graduate of Loyola College with a bachelor of arts degree in business administration and political science, and earned a master’s degree in 2009 Out & Equal Workplace Summit 2058O&E_summitbookSEC3wed_v03.indd 39

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Session 1 10:30–12:00

WOrKshOPs Aligning generational differences in today’s workplace

Assessing and improving your organization’s lgbt climate

Jeffrey Parsons

eric Bloem, Chris Crespo, deena Fidas

So what is all this generational talk all about? Do these generation-laden terms sound familiar: slackers, techsavvy, not willing to pay their dues, text messengers, afraid of change, job-hoppers? The purpose of this interactive workshop is to provide participants an opportunity to explore the stereotypes, myths and realities of our workforce. Participants will be asked to explore from within themselves how to appropriately educate and influence their thinking around generational differences.

Subsequently, participants will explore the evolving challenges for LGBT people in today’s workforce. You will be expected to focus on how you contribute and participate in a workplace that is inclusive, open to new ideas and ready to embrace customers’ rising expectations.

Intermediate ■ target audience: human resources and diversity professionals room: yucatan 1

Have you ever wondered what was going through the minds of your LGBT employees about their workplace?

While crucial to LGBT workers, inclusive policies account for just part of an employee’s total workplace experience.

Often, human resources and diversity professionals are left in the dark on challenges that LGBT employees may face in their immediate workplaces. This session will provide the knowledge to understand the primary measures of the LGBT workplace climate. It will also provide a detailed overview of a climate survey instrument and tools for improvement developed by the HRC Workplace Project as well as helpful tips on implementing these resources in your workplaces.

Intermediate ■ target audience: general room: Coronado a-B

Aligning your employee resource group with business to recruit lgbtA top talent aP Fritts, stacy J. speer Raytheon has created a model for utilizing employee resource groups to partner with human resources and align with business goals for attracting, recruiting and retaining top talent. Employee resource groups can create an inclusive and welcoming environment to quickly integrate the new grad or intern into the organization. This workshop covers best practices for using the ERG for college recruiting, including: contacting universities and university LGBT groups; determining what students are looking for and how to hold their attention; brainstorming creative ideas for events (and things to avoid); helping LGBT graduates and interns integrate quickly into the organization; and mentoring LGBT interns.

Intermediate ■ target audience: employee resource group members room: Coronado G

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A black person is a gay person’s best friend: bridging the cultural divide Joel a. Brown As the LGBTQ community seeks greater efficacy in the workplace, it is critical that the community forges relationships with other constituencies to build a stronger business case for inclusion and cultural competency. This workshop is intended to deconstruct and illuminate the dynamic between the African-American community and the LGBTQ population.

Intermediate ■ target audience: general room: durango 2

Can we talk about all that “gay stuff” that makes you really uncomfortable? heather shaw, Michael J. Ward This workshop is designed to provide attendees with a practical example of how to conduct a training class at their company that engages participants in a conversation regarding prejudices and perceptions about their LGBT coworkers. The candid dialogue offers employees of diverse backgrounds a safe, “politically incorrect” forum that encourages the exchange of discomfort for

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WOrKshOPs knowledge through open conversation. Techniques used include word-association exercises, an overview of terms, quizzes, case studies and discourse.

Introductory ■ target audience: general room: Coronado s

Cultural competency for leaders, Part 1 laurie B. lippin, Ph.d., stephanie Puentes The 21st Century LGBT leader must understand the intersections of race and ethnicity with sexual orientation in order to create an inclusive organization. Using a five stage model of cultural competency, participants in this experiential workshop will examine the impact of multiple social identities within the LGBT community. The workshop continues in Session 2.

Introductory ■ target audience: general room: Coronado r

From good corporate policies to good social policies Jodie eldridge, Karen landolt, Kristen Ploeger You understand the importance of working in a diverse, accepting company environment. You’ve gotten domestic partner benefits and non-discrimination policies in place.

How can you translate that to changing social policy so your community benefits and everyone in it enjoys those same rights? We provide you all the facts you need to create and tell your story to influence legislation. We’ll also discuss how to support a bill and testify at a committee hearing.

Introductory ■ target audience: general room: Coronado Q

giving and getting back: Nonprofit boards for beginners sara Johnston, rachel sottile, M.s., leslie ann thompson, lester thompson Joining a nonprofit board or committee can be a wonderful way for professionals to develop their skills while making a difference for the organization. Many of us are uncertain about how to do this or what it entails. In particular, younger professionals who are new to the workforce

may be unsure if they have what it takes to support their community in this way. Join a panel of nonprofit professionals and corporate volunteers who will discuss the challenges and opportunities of joining a small nonprofit board.

Introductory ■ target audience: employee resource group members room: Coronado C-d

the journey of inclusion through corporate social responsibility at Disney allie Braswell, Brian Crimmins, nancy Gidusko, Michael Jungen Disney’s journey of inclusion has been one of twists and turns. We’ve increased our community involvement to be more visible and maximized our impact on our community. Hear how we have evolved our visibility to be the voice of a champion for inclusion in the LGBT community.

We will provide practical tools and tips that can be used to move your company forward on the journey of inclusion within your community.

Intermediate ■ target audience: general room: durango 1

Nike’s approach to legislation supporting diversity and inclusion for the lgbt community Julie Brim-edwards, randy lyons, Orson Porter A company’s ability to remain competitive greatly depends on its success in recruiting the best and brightest.

Certainly for LGBT individuals, the corporate culture, company benefits and relative inclusiveness of a company’s environment are all very important. Today’s potential LGBT employees are also considering the community they will call home. Come participate in a discussion of how Nike has taken a leadership role in working on key workplace issues for the LGBT community.

Intermediate ■ target audience: organizational leaders, executives and management room: Fiesta 10

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WOrKshOPs Not half gay, not half straight, but totally bisexual: 10 steps to begin bisexual workplace inclusion Brent Chamberlain Many bisexual employees feel excluded by general LGBT initiatives. What steps can employers take to include their bisexual staff in workplace diversity programs? This workshop will present groundbreaking research by Stonewall on the bisexual experience in the United Kingdom and will explore the “top 10 tips” to begin the journey toward bisexual inclusion.

Intermediate ■ target audience: general room: Coronado e-F

Out & Equal: launching a dynamic regional affiliate stephen Gould, Judy Jbara, Cheryl Madelle, laura Morrison, anthony Virostko, aaron Wright With Out & Equal and the workplace equality movement growing every year, a regional affiliate is one of the most exciting ways to bring the energy, networking and educational opportunities experienced at this Summit to your home city and throughout the year. In this session, you will hear from a panel of recent regional affiliate chairs who made it happen, and learn about the structure and guidelines for the regional affiliate program.

Introductory ■ target audience: general room: acapulco

Rubber meets road: building road maps to enhance ERg traction, business relevance and revenue potential dr. lyne desormeaux, Psyd, PCC, steve salee, Patrick Vitale, edM Participants roll up their sleeves in this high-energy session to assess their employee resource group’s health and maturity level, and build a unique road map designed to cultivate allies, leverage power sources, target hot business and market opportunities, and drive engagement. The result is a set of practical steps that participants can quickly implement to take their ERGs

to the next level of value, where the rubber meets the road: business relevance and revenue potential for their organizations.

Intermediate ■ target audience: employee resource group members room: Fiesta 3

Sexual orientation and spirituality can co-exist liz Winfeld This program explains why issues of sexual orientation and gender identity and those regarding religion do not have to be diametrically opposed and, in fact, have more in common than people think. The natures of both areas of workforce diversity have common characteristics and the potential for cooperation is practically limitless if people are willing to adopt a more holistic approach. advanced ■ target audience: employee resource group members room: Fiesta 4

Square pegs: building a strategy for your lgbt resource group to fit and grow in your organization Becky huber, randy M. Kammer, Matt Keys, nick Kouris, sherri Mikell, dawn Milstead Organizations often have difficulties with how best to utilize employee resource groups. This can be even more of an issue when resource groups represent cultures that are considered “outside of the norm” or “taboo” in the workplace and marketplace. In this session, RESPECT (Blue Cross and Blue Shield of Florida’s LGBT employee resource group) members will share information on strategy building, including how to conduct internal assessments, benchmarking, research, employee focus groups and prioritization of strategic issues.

Intermediate ■ target audience: employee resource group members room: Baja

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WOrKshOPs taking it global: leading practices for expanding regional employee resource groups internationally stefan Bruehl, Matt Coates, hamish Wynn, Fauzia Zaman-Malik This discussion workshop describes the establishment of an internal international leadership forum to share leading practices among regionally established employee resource groups, find representation through allies in areas where there is no representation, and explore establishing a global employee resource group. In particular, we’ll take an in-depth look at India as a case study.

Intermediate ■ target audience: employee resource group members room: Coronado M-n-P

What happens to the glass ceiling when you add another layer?

Petra Braybrook, Michelle Fullerton, stefano nappo, Kathryn nawrockyi, laura swiszczowski, daniel Winterfeldt Why are lesbians less likely to be out at work? In some industries why are there few or no lesbians in employee resource groups? Where are the out gay women role models? Why did Stonewall, the U.K.’s leading LGB equality charity, find that gender was a bigger barrier to gay women than sexual orientation? What are you and Stonewall going to do about it? Let’s all grab a pickaxe and smash through both layers of glass.

Intermediate ■ target audience: employee resource group members room: Cancun

Which bathroom is John going to use?

Jenn Finan Come join us for a highly interactive workshop around the fundamentals of being trans, the challenges and opportunities that human resources professionals and management face when one of their employees decides to transition. In 2001, Jenn Finan became the first maleto-female transsexual to transition on the trading floor of a major Canadian bank. Learn about her experiences

transitioning in this “frat boy/boy’s locker room” environment as well as the challenges, triumphs, dos and don’ts of how to successfully handle an employee transitioning in the workplace.

Introductory ■ target audience: human resources and diversity professionals room: Fiesta 7

Who is the outsider? Understanding micro inequities from all sides Bruce Carroll, andrew B. Werner, eds, Ms This dynamic and highly interactive workshop is designed for those who want to take their understanding of inclusion to a higher level. Through challenging and supportive dialogue, the audience will learn about unique verbal and non-verbal messages revealing how a suppressive atmosphere may still exist in their already “diverse” workplace setting. advanced ■ target audience: general room: Fiesta 8

Why did you say that? Using perceptual identity to break through barriers in the workplace Jean-Marie navetta, leslie traub Are you encountering resistance to LGBT inclusion at work? You may feel frustrated and hurt, wondering why some people seem so close-minded and homophobic.

How did people develop these opinions about LGBTs and how does this impact behavior? The answers to these questions can help circumnavigate labels, open discussions, reveal commonalities and create progress. Learn what perceptual identity analysis is, how it reveals our biases and impulses, and how we can use it to approach creating change in the workplace compassionately and effectively.

Introductory ■ target audience: general room: Fiesta 9

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Session 2 2:30–4:00

Featured Panels Away from headquarters: taking equality beyond the borders sPOnsOred By dell Kate Bishop (moderator), dr. yvette Burton, Jamison Green, donna Griffin, Michael Guest, rachel tiven Corporations based in the United States have been leaders in adopting policies and programs designed to make their workplaces safe for their LGBT employees. Many extend those same policies to locations outside the U.S. What are the challenges which these companies face when operating in countries where local culture does not readily accept LGBT people? What are the responsibilities these companies have in advocating for change to ensure its local and expatriate employees can safely be themselves at work? A panel of experts from different sectors discusses the challenges and opportunities of supporting LGBT workplace equality beyond our borders. target audience: general ■ room: Fiesta 5 Kate Bishop is the director of human resources for Dell’s global public business unit and is based in Austin, Texas. She joined Dell in 2006. Prior to joining Dell, she spent 14 years at Nortel Networks. She holds an executive master of business administration from the University of Western Ontario, Canada. She is originally from the United Kingdom and married with twin daughters. dr. yvette Burton has 19 years of experience in professional services, information technology, health care services and education services.

Currently, she is a global business development executive with IBM. She is also the global business development executive for IBM’s GLBT and human capital market development efforts in the United States, Europe, Latin America and Asia Pacific.

She holds a Ph.D. in human development and organizational systems from the Fielding Graduate Institute.

Jamison Green is a San Francisco-based author and educator, internationally recognized as a leader in transgender law, policy, theory and education. Consulting with businesses, governmental agencies and professional and educational organizations to improve the health, safety and civil rights of gendervariant people, his services have been vital to the implementation of transgender-inclusive benefits at several major corporations, including IBM, Raytheon, Disney and Genentech.

As chief diversity officer at Chubb, donna Griffin is responsible for providing leadership and oversight of corporate activities that drive Chubb’s diversity strategy, working closely with business unit leaders and human resources. A 25-year employee of Chubb, she is responsible for Chubb’s minority talent management strategy and diversity education efforts across the organization as well as being an advocate for Chubb’s diversity efforts and accomplishments externally.

Michael Guest is America’s first openly gay, Senate-confirmed ambassador. He ended his 26-year diplomatic career in December 2007 after having sought, without success, to end the State Department’s treatment of the partners of gay and lesbian foreign services officers in foreign postings.

Guest holds a master of arts degree in foreign affairs from the University of Virginia and a bachelor of arts degree in history and political Science from Furman University. He and his partner, Alexander Nevarez, reside in Washington, D.C. rachel B. tiven is the executive director of Immigration Equality, a national organization fighting for equal immigration rights for the LGBT and HIV-positive community. She received her law degree from Columbia Law School and her bachelor’s degree from Harvard University. Before becoming an attorney, she was a reporter and television producer and a member of Lambda Legal’s media team.

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Featured Panels beyond talent management: Inclusion and corporate social responsibility sPOnsOred By GenenteCh William donius, shelley Freeman, Paula s. Jones (moderator), Mark Mclane, antonious Porch In some companies, the principal focus on inclusion is internal, closely tied to the recruitment and retention of the brightest and best employees, while responsibility for corporate citizenship is outward looking, and often managed by a different part of the organization. In other companies, commitment to inclusion is clearly integrated with the organization’s corporate social responsibility strategy. How should a company’s diversity strategy be visible in its external activities, especially when looking at issues important to LGBT employees? A panel of senior executives will discuss the realities and the possibilities in this featured panel, sponsored by Genentech. target audience: general ■ room: Fiesta 6 William alan donius spent 30 years working in the corporate world in the areas of management consulting, public relations, health care, television production and banking. He spent the last 16 years of his corporate career at Pulaski Bank in St. Louis, Mo. He led Pulaski Bank through an initial public offering in 1998 and stayed on for an additional twelve years as the chairman and chief executive officer. He was a frequent speaker at national banking industry conferences and contributor to an industry publication. He attended Tulane University and the A.B. Freeman School of Business. shelley Freeman is regional president for Wells Fargo’s Florida Community Bank, where she is responsible for retail, small business and business banking with 703 banking stores currently operating under the Wachovia brand. She also serves as the national co-leader for the company’s affluent customer support strategy. In this capacity, she works closely with the company’s more than 2,500 licensed bankers, regional bank private bankers and store-based financial consultants.

Before assuming her current role in February, she served as regional president of Wells Fargo’s Los Angeles Metro Community Bank. Prior to that, she was head of investment Internet services for the company’s Internet services group, where she was responsible for development of online strategy, product management and capabilities, and customer service for online investing.

Paula s. Jones specializes in leadership and management development. As president of Paula S. Jones and Associates, she has designed and implemented leadership assessment and coaching, team development, change management and leadership communication programs for Fortune 500 companies.

She joined Genentech, a leading biotechnology company, in 2006, and is now principal diversity consultant.

Mark Mclane is the director of diversity and inclusion for Booz Allen Hamilton. Currently, he is working to develop and implement a firm wide diversity strategy including initiatives that will leverage the inherent differences within Booz Allen’s current and future workforce. Prior to Booz Allen, he held the position of chief diversity officer for Whirlpool Corporation. In addition to his role as a human resources leader, he has an extensive background in innovation, strategy development, marketing and sales across U.S. and international markets. He holds a bachelor of science degree in business management from the University of Scranton. antonius Porch is the senior vice president, business and legal affairs, within the digital media group for Nickelodeon/MTV Networks Kids and Family. He oversees all business and legal affairs in connection with the creation and distribution of content across digital media platforms for Nickelodeon, Nicktoons Network, NOGGIN, The N, Neopets, ParentsConnect, GoCityKids, Quizilla, Shockwave and AddictingGames. He is a graduate of Yale College and Columbia Law School.

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Session 2 2:30–4:00

WOrKshOPs broadening your ERg: Reaching out to blue-collar employees and manufacturing locations laura Bissmeyer, Carlos Ferreiro, thomas r. Fox, Chris heckle, elizabeth (Beth) rowland Learn to identify the institutional and people barriers to reaching out beyond your company’s headquarters location and the various means available to overcome them. Listen to our panel as they share their experiences educating and supporting LGBT beyond headquarters, both the successes and the failures. You will have the opportunity to develop a strategy for your organization and leave the workshop with an action-based framework you can apply upon returning to work.

Intermediate ■ target audience: employee resource group members room: Coronado C-d

building and retaining a talent pipeline of lgbt employees Jaime Presutto, al sczweck, lora yates Many companies seek to develop and maintain a pipeline of diverse candidates and employees. However, the traditional “hooks” that work for most employees are not always as reliable when it comes to your LGBT workforce.

In this interactive workshop, we will identify organizational gaps that lead LGBT employees to keep one eye open to opportunities on the outside, and will develop a path forward to prevent unwanted leaks of our LGBT workforce.

Intermediate ■ target audience: general room: acapulco

building executive support for lgbt workplace equality and your employee network ann dunkin, adam Wolf Does your employee resource group struggle to create meaningful change within your company? This workshop, one of the Summit’s most popular, will help you learn how to build a supportive network of executives within your company. You’ll learn about tools and processes 46

used to raise executive awareness and create an LGBT diversity business case. You’ll also learn how to establish executive sponsors and an advisory board, creating the foundation for change. You’ll receive tools you can use right away.

Intermediate ■ target audience: employee resource group members room: Coronado s

the care and feeding of straight allies at work: What lgbts must know for successful inclusion Jody M. huckaby, Jean-Marie navetta Everyone wants straight allies in their employee resource groups, but not everyone is successful in attracting, engaging, and retaining allies after the initial ask. PFLAG— the original ally organization—launched a program in 2007 specifically designed to try a new approach to providing LGBTs and existing allies tools to attract new supporters. Find out about the research used to launch the effort, the strategies employed, and how LGBT professionals can deploy these proven strategies to attract, educate and keep allies engaged at work.

Intermediate ■ target audience: employee resource group members room: Fiesta 10

Creating a dynamic lgbt listening strategy to drive change in your organization raymond W. Baumruk, Kristin r. slavish LGBT employees have a powerful point of view to share.

At Hewitt, we have taken a progressive approach to capturing the LGBT experience through the use of surveys, focus groups, interviews and storytelling. In this engaging workshop, employee resource group leaders and human resources professionals will gain insight into how Hewitt has surfaced the needs and concerns of its LGBT associates, and how they have used the results to drive change within the organization. In addition, we will share lessons learned and best practices in research and understanding of LGBT employees through our client consulting. As a result, you will be able to create a strategy for arming

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WOrKshOPs yourself with compelling information in order to act as powerful change agents in your organization.

Intermediate ■ target audience: human resources and diversity professionals room: Fiesta 2

Cultural competency for leaders, Part 2 laurie B. lippin, Ph.d., stephanie Puentes This workshop is a continuation from Session 1.

The 21st Century LGBT leader must understand the intersections of race and ethnicity with sexual orientation in order to create an inclusive organization. Using a five stage model of cultural competency, participants in this experiential workshop will examine the impact of multiple social identities within the LGBT community.

Introductory ■ target audience: general room: Coronado r

Demystifying insurance: basic and transgender benefit needs Jacqui Charvet, ellen ritter, George scurlock Do you ever wonder how your medical plan is put together? This workshop will offer a look at some of the basic insurance terms and processes that you may need to know in order to assist in updating your employer’s medical plan. It will focus on the needs of transgender employees, with an eye to the HRC Corporate Equality Index changes.

Intermediate ■ target audience: general room: Coronado M-n-P

Drive your career through turbulent times Jacqueline r. allen, effin logue, damian Murphy, evan tsamas This session will be based on a workshop that was successfully delivered by the Pride NYC Professional Development Committee in 2008. Key discussion points include: your role in managing your career; development planning; networking and marketing yourself; resumes and interviewing; and career stallers and stoppers. Tumultuous times create great career opportunities if you are tenacious.

Introductory ■ target audience: general room: Cancun

Elephants in the room III: Issues that need to be addressed but often aren’t allison alavi, Jason Bricker, James Jones, Brian legg, Jessica Plock As we did during the 2007 and 2008 Out & Equal Summits, we will continue to focus on the difficult issues that LGBT leaders face, as both professionals and as leaders of their respective employee resource groups.

We have chosen issues that, based on our experience, often arise in new or mature employee resource groups but that do not have any “easy” answers. This is intended to be a highly interactive session with input from attendees actively encouraged. Presenters will leverage the Out & Equal Summit Discussion Group to continue the discussion at the conclusion of the Summit.

Intermediate ■ target audience: employee resource group members room: durango 2

Executive sponsors: Use ‘em or lose ‘em steve Bowman, lawrence harrington, eldon hills, Casey horton, Joan Pertak, richard Wohletz Executive sponsors are a vital resource to employee networks as mentors, advisors, and in the case of the LGBT networks, as highly visible champions. How do you build a good working relationship between network leaders and executive sponsors? PepsiCo, Raytheon and Ernst & Young share their experiences in developing these relationships. Whether together for several years or only a few months, our panelists will provide best practices for establishing, maintaining and leveraging strong sponsor or leader relationships.

Intermediate ■ target audience: employee resource group members room: Baja

How to be inclusive in the workplace amanda simpson Teaching inclusiveness does not work. Originally presented at the 2001 Summit, this extremely popular and effective workshop has been presented every year since.

Updated for 2009, this interactive and experiential work2009 Out & Equal Workplace Summit

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Session 2 2:30–4:00

WOrKshOPs shop will explain why, and, through various exercises, participants will explore inclusivity in the workplace, while learning how to make true change. Participants will explore the techniques that managers and co-workers need for businesses to operate effectively. Case studies, policies and practices regarding gender variant employees will be used as examples so that participants will become familiar with methods and skills they can use to shape an inclusive workplace.

Intermediate ■ target audience: general room: Fiesta 7

Is age just a number? Four generations of lgbt people in the workplace Joel a. Brown, simma lieberman, robin tucker There are now four LGBT generations in the workplace and community. Are we all that different or do we just think we are? When was the last time you had a meaningful conversation with someone twenty years older or twenty years younger than you about their experiences and perceptions of life and work? Do you care? This session will be an open discussion of generational differences, similarities, assumptions and perceptions.

Intermediate ■ target audience: general room: Fiesta 3

It’s okay if you’re straight stephanie Peel Are you a straight ally? Open relationships are productive relationships. Being open as a colleague is not a passive exercise. It often requires taking the first step, taking a chance, and putting yourself out there. It may mean sharing something personal about yourself and being comfortable asking others about their lives as well. Join us for an interactive session, which will explore how PricewaterhouseCoopers is engaging our straight community with our latest resource “I am open,” where we highlight the relationships of eighteen individuals at PricewaterhouseCoopers, both straight and gay, who have built strong, open working relationships with one another.

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learning 2.0: Personal and professional growth through communities of practice and social learning arend schuring, ravel thai How could you benefit from “tweeting” or “blogging”?

This interactive workshop provides insight on how to harness the power of Web 2.0 to learn informally – whether to enhance your job-related skills, collaborate with a virtual team, or simply learn a new hobby. Using this knowledge, we’ll discuss how this type of forum can help create or enhance a community of practice within your organization.

Introductory ■ target audience: general room: Fiesta 9

the network of all networks Petra Braybrook, Michelle Fullerton, stefano nappo, daniel Winterfeldt Inter-organizational networks are employee resource groups that are not tied to one particular employer, but rather allow individual LGBT employees from a shared background to support each other and make their overall sector more gay friendly. Two of the most successful of these groups in the United Kingdom are the InterLaw Diversity Forum for LGBT Networks and the Interbank LGBT Forum. This workshop will showcase these two groups, and allow participants to gain an understanding of how and why they were set up to replicate their success.

Intermediate ■ target audience: employee resource group members room: Fiesta 4

the only gay in the government Carla Fisher, Michael h. (“Mike”) Frankel, lori lewis, emanuel souza, nancy l. tommelleo Did you ever feel like you were the only gay in your workplace? Learn how the U.S. EPA’s regional LGBT employees banded together against seemingly insurmountable odds to gain official recognition and to become one of the most active LGBT groups employed by the U.S. government. Participate in an interactive

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WOrKshOPs dialogue that identifies barriers, discusses strategies for overcoming those challenges, and lays out what the public and private sector can learn from each other.

Intermediate ■ target audience: government and higher education professionals room: Coronado G

Persistence and resistance: Working with leadership to evolve traditional workplace paradigms tom Johnson, Greg ligotti, lynda Pires, rodrigo sampera Clorox’s Pride employee resource group has experience in engaging leadership at all levels through the cycles of resistance, persistence and assistance. An important milestone was reached in 2008 when Clorox CEO Don Knauss became the first Fortune 500 CEO to appear as a keynote speaker at Out & Equal’s Workplace Summit.

Clorox Pride will share its methods of truly engaging leadership at Clorox as well as tactics that have worked and not worked at other key Bay Area employers.

Introductory ■ target audience: employee resource group members room: Coronado a-B

Picture this: Using photos and personal stories to maximize the impact of presentations Christine Pappas, Ph.d., J.d., louise young, Ph.d.

Maya Angelou commented that people may forget what you said but will remember how you made them feel.

Complex ideas and concepts can be conveyed using a few thoughtfully chosen images. This workshop is a case study of a presentation by Louise Young, Out & Equal Trailblazer Award winner, whose recent presentation on LGBT issues at a small university in Oklahoma provided a powerful and unforgettable experience for its audience of faculty, students and townspeople.

Introductory ■ target audience: general room: Fiesta 1

A roadmap for investing in the lgbt movement: building strategic partnerships between nonprofits and businesses Chad Boettcher, eric douglas, Patricia evert, Paul Massey Advancing equality for all requires a well-funded, robust network of LGBT organizations across the country working toward that goal. Nonprofits must engage and cultivate an active and diverse support base that includes not only individuals and foundations, but also strategic partnerships with businesses/ corporations. The Gill Foundation, in partnership with Weber Shandwick, and with support from HRC and Out & Equal, has developed a toolkit with innovative and practical recommendations on how nonprofits and businesses can collaborate to expand investment in the LGBT movement within a framework of meeting business needs and philanthropic goals. This workshop explains the project and the product. advanced ■ target audience: general room: Coronado e-F

tax talk: Managing tax opportunities for lgbt people at work and at home amanda Keton, lester thompson Do you know how LGBT status can benefit you for tax purposes? It is not frequently understood that since government agencies do not recognize LGBT relationships, this presents a number of significant tax-related opportunities for LGBT persons, in both minimizing workplace-related taxes as well as personal tax savings. This workshop will present information on those “benefits” of marriage inequality as well as strategies to avoid significant risks in a government audit of your tax returns.

Introductory ■ target audience: general room: Coronado Q

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Movies & Karaoke

Out & equal night Out

night Out Movie schedule

Movies room: Coronado a-B 8:00 to Midnight

Karaoke room: durango 1, 2 8:00 to 10:00 pm (cash bar)

Boycrazy

8:00 pm

A classic tale of boy meets boy neatly packed into a lighthearted musical that includes all the usual characters and landscapes of the urban gay life.

Private life

8:30 pm

A story about what it takes to have a private life in 1800’s England.

In My shoes

9:00 pm

In a time when LGBT families are debated and attacked in the media, courts and Congress, from school houses to state houses across the country, five young people give you a chance to walk in their shoes, to hear their own views on marriage, making change, and what it means to be a family. This documentary was directed by Jen Gilomen and produced by the COLAGE Youth Leadership and Action Program over a 10-month activism training program in San Francisco, CA.

straightlaced

9:45 pm WIth aCadeM y aWard-WInnInG dIreCtO r deBra ChasnOFF

“Straightlaced” is a series of candid interviews with more than 50 teens from diverse backgrounds. With a fearless look at a highly charged subject, “Straightlaced” unearths how popular pressures around gender and sexuality are confining American teens. Their stories reflect a diversity of experiences, demonstrating how gender role expectations and homophobia are interwoven, and illustrating the different ways these expectations connect with culture, race and class. From girls confronting media messages about culture and body image to boys who are sexually active just to prove they aren’t gay, this fascinating array of students opens up with brave, intimate honesty about the toll that deeply held stereotypes and rigid gender policing have on all our lives. “Straightlaced” includes the perspectives of teens who self-identify as straight, lesbian, gay, bisexual or questioning and represent all points of the gender spectrum.

It’s My life–a south asian Queer story in america

11:00 pm

WIth dIreCtO r saraV ChIthaMBaraM

This is the first documentary to create a dialogue between the gay and straight South Asian community, including Indian, Pakistani, Bangladeshi, Srilankan and others, in the United States. The documentary is an attempt to create a positive visibility of the South Asian LGBT community, and expose many of the issues faced by them culturally at home far from home.

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thursday

OCTOBER 8

thursday

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OCTOBER 8

THU pLEnaRy spEakERs

8:00 am – 9:30 am

Breakfast and Plenary II

Sponsored by Deloitte

Sharon L. Allen

10:00 am – 12:30 pm

Sharon L. Allen is chair of Deloitte and is recognized as one of the most influential businesswomen in the world.

1:00 pm – 2:00 pm

Selisse Berry

Session 3 Extended workshops

Ticketed Luncheon Brown Bag Luncheon

Selisse Berry is founding executive director of Out & Equal Workplace Advocates, the only national nonprofit dedicated exclusively to LGBT workplace equality.

2:30 pm – 4:00 pm

Session 4

6:30 pm – 7:30 pm

Awards Dinner Reception

Host Jonathan Capehart

Jonathan Capehart is an editorial writer for The Washington Post, specializing in national politics and environmental issues.

7:30 pm – 10:00 pm

Out & Equal Workplace Awards Dinner

7:00 am – 8:00 pm

Registration Open Noon – 5 pm

FEaTuREd panELs

Session 4 allies or competitors? strategies for managing the potential for alliances, competition and conflicts within employee networks spOnsOREd By CiTi

We are the champions: The importance of allies spOnsOREd By xEROx

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thursday LuncheonS

Regional affiliate luncheon Room: coronado h

This event is an opportunity to mingle and share ideas for bringing Out & Equal programs and LGBT workplace equality to life beyond the Summit. Lunch is included with your ticket, available at registration.

united enDA brown bag luncheon Room: Veracruz Foyer

Members of the United ENDA Steering Committee discuss the status of the fully-inclusive federal nondiscrimination legislation.

ReceptionS

Awards Dinner reception Room: coronado Foyer

Celebrate workplace equality and join us for the Out & Equal Workplace Award Dinner reception.

out & equal Workplace Awards dinner SponSoReD by DiS ney, heWLett-pAckARD AnD ViSA Room: coronado ballroom

Don’t miss the Out & Equal Workplace Awards Dinner, which honors the dedication of individuals and organizations working toward equality.

The Out & Equal Workplace Awards, known as “the Outies” and are among the most recognizable honors of LGBT workplace equality, are given in five different categories, with two recognizing individuals and three recognizing organizations.

enteRtAinment

Kate Clinton

Kate Clinton is a political humorist and family entertainer, who will host and perform during the Out & Equal Workplace Awards Dinner.

Pride 2009 The music video for “Pride 2009,” which celebrates LGBT history from the turn of the 20th century, will be presented during the Out & Equal Workplace Awards Dinner.

Encore!

A vocalist and an ensemble from the Disney Cast Choir will perform during the breakfast plenary session.

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Plenary speakers Sharon L. Allen is chair of Deloitte and is recognized as one of the most influential businesswomen in the world.

Sharon—widely known for her business leadership—leads Deloitte’s 21-member board of directors, providing oversight and guidance to the management of the organization, which has nearly $11 billion in annual revenue.

Her work has attracted worldwide attention, including landing her on the Forbes list of “The World’s 100 Most Powerful Women” for the last three years, the Wall Street Journal’s “50 Women to Watch,” and Directorship’s “100 most influential people in American corporate governance.” Crain’s New York Business also named her one of the “100 Most Influential Women in NYC Business.”

With 36 years of audit and consulting experience, Sharon’s influence reaches beyond her U.S. leadership roles. She is a member of the global board of directors of Deloitte Touche Tohmatsu, where she serves as the U.S. representative on the global governance committee and chairs the global risk management committee.

Selisse berry

Selisse Berry is founding executive director of Out & Equal Workplace Advocates, the nation’s only national nonprofit organization specifically dedicated to LGBT workplace equality.

During her tenure with Out & Equal, Selisse has tirelessly met with executives, human resources professionals and LGBT employees to expand LGBT equality in workplaces across the country and globally.

Under her leadership, the organization has created numerous programs to advance its mission, including the annual Out & Equal Workplace Summit, the annual Executive Forum, the LGBTCareerLink job development website, LGBT diversity training courses, the Town Call speaker series, the regional affiliate program and the largest registry of employee resource groups in the country.

Her clear and unwavering vision has been instrumental in creating an internationally recognized organization whose philosophies reflect the importance of treating all colleagues in the workplace with respect and dignity. Since her first job as a guidance counselor, Berry has maintained her commitment to justice as a teacher and as executive director for several social service organizations prior to founding Out & Equal.

She has a master’s degrees in education and theology from the University of Texas and San Francisco Theological Seminary. She also has extensive experience as a diversity trainer and often consults on LGBT diversity issues.

Selisse and her wife, Cynthia Martin, were married in July 2007 and celebrated their first anniversary with a legal ceremony during the five-month window of marriage equality in California.

Jonathan capehart

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Jonathan Capehart is an editorial page writer for The Washington Post, where he has worked since 2007. Before joining The Post, he worked from 1993 to 2000 as an editorial writer for the New York Daily News, where he was part of the editorial board team that won the 1999 Pulitzer Prize for editorial writing for a series on the Apollo Theater in Harlem.

From 2000 to 2001, he worked as a national affairs columnist for Bloomberg News, leaving his position to work as a policy adviser to Michael Bloomberg’s campaign for New York City mayor. He returned to the Daily News as deputy editor of the editorial page from 2002 to 2005.

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We recognize the value of

diverse ideas

Our success at Fidelity Investments is built on diversification, innovative ideas, and fresh thinking. This is why we are proud to sponsor the 2009 Out & Equal Workplace Summit.

To l e a r n m o r e , v i s i t

fidelitycareers.com

Fidelity Investments is an Equal Opportunity Employer.

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Luncheons & receptions

Regional affiliate luncheon Room: coronado h

1:00 pm – 2:00 pm

Recommended for current and prospective regional affiliate participants and those interested in starting a new affiliate in their home town, this event is an opportunity to mingle and share ideas for bringing Out & Equal programs and LGBT workplace equality to life beyond the Summit. Lunch is included with your ticket, available at registration.

united enDA brown bag luncheon Room: Veracruz Foyer

1:00 pm – 2:00 pm

Movement leaders from organizations on the United ENDA Steering Committee will discuss the status of the fully inclusive federal Non-Discrimination Act and other key LGBT legislative initiatives. Bring your own brown bag lunch.

Awards Dinner reception Room: coronado Foyer

6:30 pm – 7:30 pm

Start your night of celebrating workplace equality by taking part in our reception and networking before the annual Out & Equal Workplace Awards Dinner, commonly known as “the Outies.”

out & equal Workplace Awards Dinner Room: coronado ballroom

7:30 pm – 10 pm

Don’t miss the Out & Equal Workplace Awards Dinner, which honors the dedication of individuals and organizations working toward equality, while providing the business and LGBT communities with examples of innovative approaches and unwavering commitments to being out and equal.

The Out & Equal Workplace Awards, known as “the Outies” and are among the most recognizable honors of LGBT workplace equality, are given in five different categories, with two recognizing individuals and three recognizing organizations.

Pride is everyone’s business Diversity isn’t just about embracing different points of view. For us, it’s about the best way of doing business. That’s why JPMorgan Chase is proud to support Out & Equal in the important work they do.

www.jpmorganchase.com © 2009 JPMorgan Chase & Co. All rights reserved.

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Believe in who you are, and watch the community grow stronger.

At Microsoft, we believe in the power of being proud of who you are. We are committed to creating an inclusive workforce that reflects the diversity of our customers and the communities we serve. And we ensure that employees have the tools and the opportunity they need to be themselves and reach their full potential.

www.youatmicrosoft.com

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Session 3 10:00–12:30

extenDeD WoRkShopS Bringing resources to LGBT workplace equality outside the United States Dr. yvette burton, Julie Dorf, kevin Jones, marcelo Roman Companies with operations outside the U.S. often face challenges when looking to extend policies specific to LGBT employees, both expatriate and local. Occasionally, a company will host conversations on issues and best practices, inviting colleagues from other U.S. companies to join them. IBM has regularly hosted such events in places where a more formal structure to support such networking could have a significant impact. This workshop will look at the possibilities of piloting Out & Equal regional affiliates outside the U.S.—the opportunities, the issues, the potential impact. Representatives from IBM, the Council for Global Equality, and Out & Equal will lead discussions to consider the way forward in four specific countries: Singapore, India, Brazil and Peru. Companies with a presence in those countries or with a general interest in expanding LGBT workplace equality beyond our borders are encouraged to attend.

Advanced ■ target audience: general Room: coronado e-F

Building bridges toward LGBT diversity pat baillie, Donna Rose This course is designed to help employers get the most from all employees, LGBT and non-LGBT. The training fosters increased awareness to develop a healthier and safer workplace where all employees are engaged in the mission of the organization, increasing the level of comfort for all, and improving communication between LGBT and straight employees and the customers they serve. introductory ■ target audience: general Room: Fiesta 5

Building diversity and inclusion: Sharing nonprofit strategies with corporate America mickey macintyre, clarence patton

collaboration, this workshop will offer a condensed version of the two-day curriculum used in that program.

Through guided discussion and exercises, participants will see how practical examination of the current challenges their companies/organizations face with respect to finding, retaining and advancing diverse talent. intermediate ■ target audience: human resources and diversity professionals, organizational leadership Room: coronado Q

Communication Solutions™: Powerful dialogue for global inclusiveness strategies Luke Jude, m.A., Rachel Sottile, m.S. Looking for communications tools to generate results beyond positions of right and wrong? In this workshop, participants learn skills for opening dialogue and making a difference with any audience, without fear of conflict or controversy. Practical exercises and interactive discussions give participants access to a model of communications proven to produce win-win results in workplaces, religious communities, schools and healthcare facilities across the U.S. and throughout Latin America. Contribute to inclusiveness strategies that honor divergent points of view and make a difference for everyone. introductory ■ target audience: general Room: coronado S

Diversity awareness: The five stages of change in creating a diverse workplace toni battle, DuWayne brooks Have you ever wanted to create change at work, but never knew how? Learn and practice skills to help attain full inclusion of all people in the workplace. Learn the five stages of change that, no matter what your comfort zone is, will help you craft both personal and organizational strategies for creating change in the “Five Stages of Change in Creating a Diverse Workplace.” introductory ■ target audience: general Room: Fiesta 9

Tied to Friday’s panel discussion by CenterLink, which describes best practices for LGBT community centers developed in the Pipeline Project/CenterLink 58

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extenDeD WoRkShopS Diversity, difference and dialogue: A candid discussion on race, age and gender identity Joel A. brown, Simma Lieberman How do we create inclusion amongst ourselves as LGBT employees and in our employee resource groups as we demand equality in the workplace? How do we break through the unspoken tensions around race, class, gender identification and age that separate us within the LGBT community? We will use the conscious diversity, difference and dialogue process to make difficult conversations easier, so we can do our best work, engage employees and be more effective together. This is a facilitated opportunity to go beyond your comfort zone and participate in an open, candid discussion of our diversity issues and solutions. intermediate ■ target audience: organizational leadership, executives, and management Room: coronado R

Driving employee resource group and LGBT growth and engagement with management and front line employees keven callahan Are you looking to grow your employee resource group or LGBT group? If so, this seminar is designed to give you the necessary tools to maximize your success. NBC Universal’s LGBT leadership team will review and highlight successful ideas to adapt into any business environment.

All ideas discussed have been applied and have proven successful within NBC Universal’s parks and resorts. intermediate ■ target audience: human resources and diversity professionals Room: Durango 1

Employee resource group course 2: Going straight to plan B Liz Winfeld This intensive session is geared for employee resource group leaders who want to go to the next stage in development. This course will offer up the Employee Progress Paradigm – The Common Ground model, presented in conjunction with Out & Equal, for planning ahead to such a

level of detail that nothing that transpires in the process of attainment can put the ERG off course. The course will explain exactly how this works by taking a typical set of goals and applying the Paradigm to them in a build exercise. intermediate ■ target audience: general Room: coronado m-n-p

ENDA doesn’t end it Daryl herrschaft, brian mcnaught, Steve Sears, todd Sears, bob Witeck, Louise young, ph.D. Educator, lecturer, and author Brian McNaught leads a distinguished group of representatives of the LGBT community in a lively and provocative open discussion on how, if at all, the expected passage of Employment NonDiscrimination Act will change our focus in the workplace.

What has always needed to be done that still needs to be done? What new things are being done that we should know about? How does ENDA’s passage impact the mission of Out and Equal, HRC, employee resource groups and all others working to create a safe and productive work environment for LGBT people? intermediate ■ leaders Room: Fiesta 6

target audience: LGbt community

Health benefits for transgender and transsexual employees: Costs, utilization and best practices Jamison Green, Samir Luther, André Wilson, m.S. Major U.S. employers have had transgender-inclusive benefits available for several years. This intensive workshop goes beyond transgender insurance exclusions and will share new in-depth case studies, robust cost and utilization data and insurance companies’ offerings, as well as pitfalls to avoid and the best emerging practices to strive for when negotiating coverage. Attendees will leave equipped with the business case and process to advocate for inclusive benefits. intermediate ■ target audience: human resources and diversity professionals, employee resource group members Room: baja

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Session 3 10:00–12:30

extenDeD WoRkShopS Human resources innovations: A practicum in managing religious diversity and LGBT issues mark e. Fowler This practicum will focus on tensions and misunderstandings that commonly emerge between religious and LGBT employees in the workplace and train participants in how to recognize and resolve these conflicts. Participants will engage in interactive activities such as role-playing micro-aggressions or subtle acts of discrimination, in order to practice communicating respectfully at work.

Tanenbaum’s Five Challenge Questions and other tools will also help participants learn how to balance potentially competing interests while creating an inclusive work culture. intermediate ■ target audience: human resources and diversity professionals Room: Fiesta 10

Media training for ErG leaders Rashad Robinson Thanks to a partnership with Out & Equal and the Gay & Lesbian Alliance Against Defamation (GLAAD), we are pleased to offer this intensive session featuring GLAAD’s media training expertise. This training is designed to allow LGBT leaders to refine and expand their understanding of the media. This particular workshop is geared to employee resource group leaders, to help them communicate and understand the use of media to forward not only their organization’s goals, but the particular ones of the LGBT ERG. intermediate ■ target audience: general Room: Fiesta 8

Overview and new developments: religion, sexual orientation and the workplace ian hlawati, esq., michelle e. phillips, esq.

and practices. In particular, the workshop will discuss the conflict between religious belief and sexual orientation in the workplace. intermediate ■ target audience: general Room: coronado c-D

Stories from behind the camera Debra chasnoff, bonnie curtis, cindy Solomon This intensive workshop will explore the personal stories of two women whose impact and leadership is tightly tied to film. Internationally recognized speaker, writer and leadership consultant, Cindy Solomon, will moderate two conversations: one with film producer Bonnie Curtis, who examines her personal struggles as a closeted gay woman while achieving professional success on such films as Jurassic Park, Schindler’s List, and Saving Private Ryan; and the second with Debra Chasnoff, an Academy Award-winning filmmaker whose documentary films, such as Straightlaced, Let’s Get Real and That’s a Family! serve as tools for progressive change. introductory ■ target audience: general Room: coronado A-b

Targeted and privileged: The importance of addressing whiteness within the LGBTiq community Laurie b. Lippin, ph.D., Stephanie puentes How can an understanding about white social identity assist in addressing LGBTIQ issues in workplace settings?

Using a theoretical construct and activities based on the book, “Unraveling Whiteness,” we will work experientially to address the intersection of race and ethnicity with LGBTIQ issues within our community, as well as the impact on workplace equity. introductory ■ target audience: general Room: Acapulco

Utilizing presenter role play to demonstrate important legal themes, this workshop will explore the delicate balance between an employer’s duty to reasonably accommodate sincerely held religious beliefs and practices, and the obligation to create a welcoming environment for employees who do not follow those same beliefs 60

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Tell your story: Twitter, Facebook and Youtube—short stories and social media for LGBTq equality in your workplace and community Rob Adkisson, melissa Regan “If they know us, they don’t vote against us” – Harvey Milk. As LGBTQ people, friends, family or allies, one of the most powerful tools we have for achieving LGBTQ acceptance, safety and equality is sharing our stories. But how? What do people need to know about me? And how can I use video, audio, text, mobile phones, Twitter, Facebook, YouTube and other social media to share my story?

In this groundbreaking hands-on interactive event you will learn from LGBTQ storytelling, technology and corporate visionaries how to tell your story for different issues and audiences; record your story using video, audio or text; share your story using social media technologies; and impact your global workplace and local communities. intermediate ■ target audience: general Room: coronado G

Get Ready.

Get Ahead.

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LGBT LEADERSHIP INSTITUTE JUNE 7 - 10, 2010 The Leadership Challenge It takes courage to offer your unique perspective to drive change and identify innovative ways to achieve it. And yet, that is what you must do to excel and what your company needs to thrive in these difficult times.

Where can you learn to leverage your own unique leadership style and harvest the diverse perspectives that you bring to the table?

UCLA’s LGBT Leadership Institute.

Your professional survival depends on it.

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www.UCLAExecEd.com For more information contact us at Innovate@UCLAExecEd.com or 310.825.2001

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Session 4 2:30–4:00

FeAtuReD pAneLS Allies or competitors? Strategies for managing the potential for alliances, competition and conflicts within employee networks SponSoReD by citi kathy hopinkah hannan, Lawrence harrington, Ana Duarte mccarthy (moderator), Rosalyn taylor o’neale, kerrie peraino The establishment and nurturing of employee resource groups is a valuable tool for allowing employees to establish networks with colleagues who share a particular identity, whether defined in terms of gender, race, or sexual orientation/gender identity. What strategies do companies employ to prevent employee resource groups from becoming a means of self isolation along those same lines? Hear how diversity and inclusion programs balancing the need to recognize issues specific to one community while helping all employees embrace the diversity within a company’s full workforce. target audience: general ■ Room: Fiesta 5 kathy hopinkah hannan is the acting partner in charge of diversity for KPMG in the United States. She is also the chair of the Diversity Advisory Board and the Women’s Advisory Board. She began her career at KPMG in 1985 and was admitted to the partnership in 1994 in the international corporate services practice. In 1998, she was named partner-in-charge of KPMG’s Chicago Metro-tax practice. She was subsequently appointed to vice chair of human resources in 2000. She was appointed Midwest-area managing partner of tax in 2004.

Lawrence harrington is vice president of internal audit for Raytheon. He is a certified public accountant and has been chief audit executive for several Fortune 500 companies.

He is a member of the Institute of Internal Auditors and chairman of its international professional issues committee.

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Ana Duarte mccarthy is the chief diversity officer at Citi, where she has worked since 1995. Appointed to the role in 2002, she is responsible for the development and integration of Citi’s workforce diversity strategy for attracting diverse talent, workforce development, fostering an inclusive work environment and ensuring management accountability. She serves on the board of directors of the Families and Work Institute and the Ph.D. Project, and the corporate advisory board of the National Council on Research for Women. In 2007, she received Out & Equal Workplace Advocates’ Champion Award for her support and advocacy of workplace equality for the LGBT community. She received her bachelor of arts degree from Lafayette College and a master of education degree from Columbia University.

Rosalyn taylor o’neale joined Campbell in November 2008 to lead the global diversity and inclusion efforts and to evolve the diversity strategy around attraction, retention, training, development and engagement. She has more than 20 years of global diversity and inclusion experience. Most recently, she led a consulting practice specializing in diversity and inclusion education, and leadership development throughout North America, Europe, Africa and Asia. She holds a master of science in social work from the University of Louisville. kerrie peraino is chief diversity officer of the American Express Company, a position she assumed in September 2008. She is responsible for developing the company’s global diversity and inclusion strategy for more than 65,000 employees in 130 markets.

In 2007, she was named vice president of human resources for global business travel, overseeing human resources for travel services offered to corporate clients worldwide. She holds a bachelor of arts in communications from Rutgers University and a master of arts in corporate communications from Seton Hall University.

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thursday FeAtuReD pAneLS We are the champions: The importance of allies SponSoReD by xeRox Janet miller-eveland, Dr. David m. hall (moderator), Randy kammer, James pitts, Dr. Sophie Vandebroek Dr. David M. Hall, author of Out & Equal’s first book, Allies at Work, shares his perspectives on being an ally and moderates a panel of strong corporate allies, including some of our 2009 Out & Equal Workplace Champion Award finalists. Leaders in the fight for lesbian, gay, bisexual and transgender workplace equality within their workplaces; stories of how to truly make a difference. target audience: general ■ Room: Fiesta 6 Janet miller-eveland, A national client executive, oversees the operations of a prestigious corporate account for Sodexo. In 2002, she won a Spirit of Sodexo award for diversity and inclusion and has been an active member of the Corporate and Government Services Diversity Council for five years. She is a member of the leadership of Sodexo’s LGBTA Network Group, PRIDE. As the first ally to serve on the board, she is passionate about engaging other allies to become involved. She has led a team in developing PRIDE’s ally strategy to create a network of strong and vocal allies.

Dr. David m. hall is a distinguished corporate diversity trainer and college instructor, having taught graduate courses in the history and ethics of human sexuality, sexuality and law, addressing LGBTQ issues in school, and other related topics. His long list of clients includes JP Morgan Chase, Merck, the U.S. Department of Energy, The Hershey Company and The University of Pennsylvania. He is a founding co-chair of Out & Equal Greater Philadelphia and a recipient of teaching and humanitarian awards at the national, state and local levels.

Randy m. kammer is Blue Cross and Blue Shield of Florida’s vice president for regulatory affairs and public policy. In this role, she represents the company before state and federal regulatory agencies. She also leads the public policy group to oversee the creation of critical policy positions and policy advocacy.

She serves as executive sponsor of the RESPECT LGBT employee resource group. She holds a bachelor of arts degree from Northwestern University and a juris doctor from the University of Florida College of Law. James F. pitts is the corporate vice president and president of Northrop Grumman’s electronic systems sector. He has responsibility for developing, producing and providing critical technologies, systems and services for the Department of Defense, other government agencies, as well as commercial and international customers. Headquartered in Baltimore since 1938, electronic systems is one of Northrop Grumman’s largest sectors, with $7 billion in sales for 2008, and 21,600 employees operating in locations throughout the United States and in 19 countries worldwide.

Dr. Sophie Vandebroek is Xerox’s chief technology officer and the president of the Xerox Innovation Group. She was named to this position January 2006, and became a corporate vice president in February 2006.

Previously, she was chief engineer of Xerox Corporation and vice president of the Xerox Engineering Center. She is also a Fulbright Fellow and a Fellow of the Belgian-American Educational Foundation. She was born in Leuven, Belgium. She earned a master’s degree in electro-mechanical engineering from Katholieke Universiteit, Leuven, Belgium, and a Ph.D. in electrical engineering from Cornell University. She lives in Massachusetts with her husband and their six teenage children.

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Session 4 2:30–4:00

WoRkShopS Authentic leadership paula S. Jones Strong leaders are self-aware, have a vision, exhibit courage and are accountable to the people they lead and for the decisions they make. Leaders are not born, but are made from their life experiences and what they learn from them.

Because of our unique relationship to mainstream culture, LGBT people have constant opportunities to build leadership success just by being who we are. In this interactive workshop, we will explore how the choices we make about our lives and our identities can help us become leaders. intermediate ■ target audience: organizational leadership, executives and management Room: Fiesta 3

Being an out lesbian senior executive in corporate America: The Citi experience pamela “pJ” Johnson, effin Logue, Jackie moran, Liz porter Perhaps due to its size, but more likely thanks to a culture that embraces diversity of all kinds at all levels, Citi is in a unique position with a number of out lesbians in senior management positions. Some come from the same business areas, while others are in different businesses within Citi’s corporate structure. This panel explores the similarities and differences between their experiences —both early in their careers and now as senior leaders with Citi. intermediate ■ target audience: general Room: coronado m-n-p

Build an online presence you can be proud of Julie beach Ever since 2007’s famous Harvard Business Review case study, “We Googled You,” both active and passive careerbuilders have been concerned about how their online presence, or lack of presence, impacts their employment opportunities and advancement. This workshop will use www.LGBTCareerLink.com and other tools to teach you tips and tricks to help ensure that your online presence puts your best foot forward. intermediate ■ target audience: general Room: Fiesta 7 64

Building understanding at the top: Creating an LGBT diversity course for executives orlan boston, nathan knight, brian o’connor, blake Wallace Were you aware that the HRC is adding additional rating criteria (3.0) for the 2012 Corporate Equality Index? One key change centers on developing competency training for new hires and supervisors for gender identity and sexual orientation. In this interactive workshop, you will learn how to develop a customized LGBT Diversity training course for your company, and leave with a comprehensive toolkit of resources, development plans and sample course content. introductory ■ target audience: employee resource group members, human resource and diversity professionals Room: Fiesta 8

A celebration of coming out on international Coming Out Day at Owens Corning monika cardenas, elaina carpino, Sharon Sumlin, Gale tedhams Before committing to treating LGBT individuals inclusively, why do some people believe they must answer the “choice or nature” question? Is it our business to decide?

Whether or not it is a choice, we have made ours to be out. Please join Owens Corning to hear how we, as LGBT employees and allies, are leveraging technology to bring to life a global perspective on how “being ourselves,” and letting others know who we are, drives results. introductory ■ target audience: general Room: Fiesta 4

Creating and leveraging a catalyst for change Ronald Falcon, m.D., Lora yates Over the last five years, Johnson & Johnson’s employee resource group GLOBAL has driven significant change in the company’s policies, medical benefits and corporate culture that has penetrated beyond the four walls, changing the way we are viewed externally. Learn firsthand from the GLOBAL co-chairs about the strategies they used to drive their multinational organization thus far

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thursday WoRkShopS and get a peek inside to see what’s next for GLOBAL at Johnson & Johnson.

Advanced ■ target audience: general Room: Fiesta 9

Ex-gays in your workplace: Who they are, what they want and how to effectively respond to them

Demonstrating the return on your company’s ErG/BrG investment: Linking strategy, intentions and outcomes

They claim that their position deserves equal respect and exposure. They cry “oppression” when they are “left out” of LGBT conversations in the workplace. Ex-gay organizations are demanding funding and access to corporations.

While their claims seem too outlandish to be taken seriously, they do serious damage to your organization’s employees and to public perception. Learn about who they are, what really happens inside “ex-gay” organizations from people who’ve been there, and what they want at your workplace. Show your colleagues and organizations why not all viewpoints—and organizations—are created equal, and what you can do to ensure that fact trumps “ex-gay” fiction in your company. introductory ■ target audience: general Room: coronado S

Allison k. Alavi, Jacob m. mcLain With macroeconomic pressures calling all types of corporate spending into question, articulating the value of your employee resource group or business resource group is more critical than ever. This session presents Deloitte’s unique point of view that an employee resource group’s or business resource group’s contribution to a company’s strategic objectives—and bottom line—can be systematically documented and measured. By linking diversity programs to strategies, outlining intentions and tracking ROI outcomes, the value your ERG brings to your organization becomes clear.

Advanced ■ target audience: employee resource group members Room: Fiesta 10

Emotional intelligence: Why it matters Jim price, SphR, pmp Emotions play a much greater role in thought, decisionmaking and personal success than many realize. People with a high emotional intelligence are the ones who excel in their work, building meaningful careers and lasting relationships. In this interactive workshop, learn how successful leaders and professionals tap into emotional intelligence in their daily pursuits. You’ll walk away with the fundamentals and a few practices you can apply in the workplace and community. introductory ■ target audience: general Room: coronado R

elizabeth h. Fregiato, Jean-marie navetta

How generational differences within the LGBT community impact your business resource group Jennifer “Jen” ivey, michelle S. niese Each generation has a different perception of what words such as “inclusion,” “identity,” “visibility,” “out,” “acceptance” and “tolerance” mean. How do we use this information to serve all generations of a corporation’s LGBTA community with our business resource group? This workshop will start the conversation around generational communications and perceptions to facilitate acceptance and understanding. intermediate ■ target audience: human resources and diversity professionals, communications professionals, organizational leadership, executives, management, employee resource group members, general Room: Acapulco

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WoRkShopS How to engage all levels of employees in community service: Making your event a success Steve Disselhorst, Seretha Langlitz, caryn J. Sherne In this workshop, we will focus on how our LGBTA employee network contributed to the Abbott corporate giving campaign by engaging executive leadership and division involvement. We developed a community service opportunity by volunteering at a food bank that included the participation of senior management and an on-site food drive for the participation of all employees. intermediate ■ target audience: employee resource group members, corporate philanthropy Room: coronado A-b

Leveraging ErGs and councils to increase cultural competence in unique business environments patty nishimura Dingle, Anna dos Ramos, SphR, patrick Vitale Learn about AAA’s approach to creating and leveraging cultural competence within our diversity councils and employee resource group constituency. The Regional Diversity Council (RDC) model has been essential to embedding diversity and inclusion into all elements of the culture, including operational business planning for LGBTfocused products. See and experience the methodologies applied to create RDCs and metrics aligning efforts. intermediate ■ target audience: human resources and diversity professionals, employee resource group leaders, diversity councils, organizational leaders Room: baja

LGBT advocacy: The corporate spectrum casey horton, bryan parsons Legislative and court decisions, as well as policies impacting our lives, hit the news daily from the front page of the small town weekly to the lead story on CNN. There is a broad spectrum of corporate support for these stories, from being “way out” in their support to remaining “in the closet.” This discussion will explore those levels of sup66

port, and share ways to advocate for LGBT rights while leveraging past successes and avoiding pitfalls. intermediate ■ target audience: organizational leadership, executives and management Room: yucatan 2

The LGBT gold standard: Proven LGBT strategies internally and in the marketplace Wesley combs, peter Francel, Sam Santiago, michael Wascom Companies work hard to earn reputation capital and to boast about their corporate citizenship and commitment to diversity. But how do you measure success in how LGBT strategies are implemented internally and in the marketplace? One way is to see how integrated LGBT initiatives are to the core of the business internally and in the marketplace. Come hear from two companies that have set the gold standard: American Airlines and Aetna.

What sets these industry leaders apart from their competition is that they lead by example—demonstrating that including diverse LGBT practices internally, as well as in their approach to the marketplace, help make the company a place that is both profitable and an attractive work environment. intermediate ■ target audience: organizational leadership, executives and management, general Room: Durango 1

Managers and supervisors: How Chubb and Merck reach that critical audience kevin hannan, Greg Sampedro Many employee resource groups focus substantial time and effort on influencing executives. After all, when they get it, everyone gets it, right? Well, not exactly. Many ERGs are finding that even when executives do get it, the same issues persist on the floor. Middle managers are the critical link, translating diversity strategies into reality. In this session, you’ll find out how both Chubb and Merck are tackling this challenge and the lessons learned along the way. intermediate ■ target audience: general Room: cancun

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thursday WoRkShopS “Outing” your brand on campus: Make inclusiveness part of your brand identity heath mckay, Danielle newcomb, kevin West Is your brand stuck in the campus closet? College students are more than potential employees; they also represent tomorrow’s client and customer base. And they are more focused on inclusiveness than ever before. Be more than just a nameless face collecting resumes on campus. Learn ways to expand your involvement beyond the basics of recruiting and make LGBT inclusiveness an integral part of your brand. intermediate ■ target audience: general, human resource and diversity professionals, management, employee resource group members and marketing particularly for b2b companies Room: Fiesta 2

Promoting LGBT issues in the workplace through collaboration chip newton, Judge taylor Economic conditions have increased the pressure on funding for workplace leaders (employee resource groups and business resource groups) and non-essential activities. Companies are also demanding measurable results and outcomes from their investments in workplace leadership activities. These challenges can be countered by increasing collaboration through inter-company partnerships. Collaboration not only provides access to additional funding sources but also creates allies and increases value to the organization. Participants will receive a workbook with steps for identifying internal and external partner organizations, creating cross-functional activities, linking activities to corporate values/strategy and communicating value to the organization. intermediate ■ target audience: organizational leaders Room: coronado c-D

The queer generation gap: Diversity of LGBTq identities Sara Johnston, Amanda keton Are your inclusion and employee resource group efforts welcoming to all LGBTQ? Inclusion efforts by employers

and ERGs often focus on lesbians and gays, with some recognition of the needs of transitioning transsexual employees. A growing trend of generations X and Y are as likely to identify as queer, bisexual, transgender or genderqueer. Join panelists who identify as queer, bisexual and/or transgendered as they discuss their personal identities and how employers and ERGs can welcome and support all sexual minority and gender-variant employees. introductory ■ target audience: human resources and diversity professionals Room: coronado Q

redefining strategic partnerships: quality over quantity in today’s economic climate Diana Greshtchuk, Jeff mack, michael t. marino, Jon Spivey This workshop focuses on the four stages in the lifecycle of strategic partnerships between for-profit businesses and nonprofit organizations: establishing, building, measuring and maintaining the relationship. For each stage in the lifecycle, the workshop will present ideas and methods for both types of organizations to make the greatest contribution to the community with available resources in light of the current economy. The workshop will share best practices from PricewaterhouseCoopers and the Point Foundation, a nonprofit organization providing financial assistance, mentoring and leadership training to students who are marginalized due to their sexual orientation, gender identity or expression. intermediate ■ target audience: LGbt community leaders Room: Durango 2

School’s out: How British universities are conquering the last workplace taboo brent chamberlain, Laura Swiszczowski Universities are considered to be forward thinking, liberal work environments, so why do many United Kingdom universities report low levels of satisfaction from their LGB employees and have trouble starting employee resource groups? In this workshop we will explore the unique issues that face LGB staff working in higher education 2009 Out & Equal Workplace Summit

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Session 4 2:30–4:00

WoRkShopS and discuss several innovative ways that universities can address these issues.

Advanced ■ target audience: government and higher education professionals Room: yucatan 1

Work flexibility and career development: Aligning business needs with employee diversity

Using technology and social software to connect with members and allies

Genentech is committed to providing innovative business solutions that help retain diversity in our leadership pipeline. Our work flexibility and career development initiatives help ensure a more flexible workplace and engaged workforce – critical factors for attracting and retaining a diverse employee population. Learn about our approach, the resources we have developed and how we are working with managers and employees to help people think differently about their careers, and how and where work gets done. intermediate ■ target audience: human resources and diversity professionals, organizational leaders Room: yucatan 3

christopher Wyble, michael J. young IBM uses many of the same products it offers to clients as productivity tools for its own employees. Additionally, much of this technology and software is available for use by employee resource groups to build, educate and sustain membership. This workshop will cover the use of webinars (web-based presentations, including audio/ video, allowing for anonymous and remote participation) for education and training, as well as blogs and wikis for communication and marketing outreach. introductory ■ target audience: LGbt community leaders Room: coronado G

Debra kopelman, Steven kowalski, ph.D., Regina R. Labson

What can your ErG do for your company?

LGBT buying power can help my company and my employee resource group?

Jim knight, enrique mukul, Annie powell, Scott Reiber Want to attract higher-level leaders to your employee resource group? Does your senior leadership have interest in your ERG? Are your ERG objectives in line with corporate objectives? These are challenges that Xerox’s GALAXe Pride at Work has faced. Come see the road map this organization is laying out to capture the attention of members and allies as it forges a new initiative focused on tapping into the $1 trillion purchasing power of the LGBT community. Help plot the course for your own initiative. introductory ■ target audience: general Room: coronado e-F

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WHAT WE SERVE is as

DIVERSE Š 2009 Darden Concepts, Inc., 09-620

as WHO WE ARE

www.darden.com

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The Outies

The Out & Equal Workplace Awards Dinner presenting the 2009 outies 7:30 pm – 10 pm The Out & Equal Workplace Awards recognize the most significant achievements in LGBT workplace equality and will be given in five different categories, with two recognizing individuals and three recognizing organizations.

the trailblazer Award The Trailblazer Award recognizes an LGBT person who has made a significant contribution to advancing workplace equality by helping improve their own workplace or contributing to equality nationally.

Finalists for the trailblazer Award are:

the champion Award The Champion Award recognizes a non-LGBT person who has played a pivotal role in championing equal treatment of LGBT employees on the job. This individual will have demonstrated a significant commitment to LGBT workplace rights.

Finalists for the champion Award are: Randy kammer, vice president, regulatory affairs and public policy at Blue Cross and Blue Shield of Florida

Richard clark, managing director-investor relations at Accenture Janet miller-eveland, national client executive, corporate services division at Sodexo mike craig, information management champion at Chevron James pitts, corporate vice president and president at Northrop Grumman Electronic Systems Rick moran, vice president at Cisco Systems helga ying, director of government affairs and global public policy at Levi Strauss & Co. tina Seitz, die/fixture planning, scheduling and allocations at General Motors

howard Solomon, regional software alliances manager at Sun Microsystems

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thursday the LGbt eRG of the year Award

Finalists for the Significant Achievement Award are:

The Lesbian, Gay, Bisexual, Transgender Employee Resource Group of the Year Award recognizes a particular ERG, sometimes referred to as a business group or network, with a proven track record of success in advocating for LGBT equal rights in its own workplace.

Deutsche Bank

Finalists for the LGbt eRG of the year Award are: GM PLUS (General Motors’ People Like Us)

Paul, Hastings, Janofsky & Walker Salt Lake City Corporation Wells Fargo Advisors

the Workplace excellence Award

PRIDE (Sodexo)

The Workplace Excellence Award recognizes an employer that has an historic and ongoing commitment to pursuing and executing workplace equality for LGBT employees, continually raising the bar of workplace equality for others to follow.

Significant Achievement Award

Finalists for the Workplace excellence Award are:

The Significant Achievement Award recognizes an employer that has made significant strides in advancing a fair and equitable workplace for its LGBT employees.

Google

GLIFAA (U.S. Department of State and USAID) New York Times Company GLBT & Allies Affinity Group

Mitchell Gold + Bob Williams PricewaterhouseCoopers Sun Microsystems The Dow Chemical Company

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Booking:Ê TamÊ Martin,Ê BeachfrontÊ Bookings/ProductionsÊ *Ê (503)Ê 281-3874Ê *Ê tammartin@aol.com Publicity:Ê MicheleÊ KarlsbergÊ MarketingÊ andÊ ManagementÊ *Ê (718)Ê 351-9599Ê *Ê karlsbergm@aol.com 2009 Out & Equal Workplace Summit

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THU Selection committee An independent committee of business and community leaders selected the finalists from dozens of well-qualified nominations.

A second panel of judges reviewed the qualifications of the finalists to determine the award winners. The Outies will be presented at the Workplace Awards Dinner on Oct. 8 during the Summit.

The Outies Selection committee members Ron Ausemus, vendor manager at Fannie Mae Jenny brown, president and chief executive officer at Jennifer Brown Consulting cathy campbell, human resources and diversity and inclusion at Charles Schwab & Co. tita Gray, manager, diversity and inclusion at PG&E marie hartung, diversity manager and GLEAM co-chair at Microsoft bJ kamigaki, quality section manager at Hewlett-Packard Glynda mcGinnis, Wells Fargo chuck obina, chief operations officer at Gift Globally, LLC Jeff parker, regional council member of Out & Equal Greater Portland Rev. Dr. karen Rezach, director at Kent Place Middle School Steve yeagley, claim team manager at State Farm Insurance

Award judges

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Stephanie blackwood, managing partner/client services director at Double Platinum

ken mcneely, president at AT&T – California

karen brown, director of corporate diversity and compliance at Rockwell Collins

Daniel osheyack, vice president of philanthropic initiatives at Time Warner

Ambassador (ret.) michael Guest, senior advisor at the Council for Global Equality

clarence patton, executive director at The Pipeline Project

mary Ann horton, chair of Transgender at Work

Ronda peterson, director of North America mall operations at Nike

claire Lyons, manager of global portfolio investments at PepsiCo Corporate Contributions & Foundation

megan Wallent, general manager at Microsoft

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Don’t leave who you are behind in order to get ahead.

Don’t hide your true colors. Let them speak for themselves. At Hewitt Associates, we believe that who you are and what you believe in contribute to the richness of your knowledge, ideas and experiences. These characteristics enrich and aid in forming an open, collaborative and positive environment. Take pride in who you are and where you work. Making the world a better place to work. For everyone.

©2005 Hewitt Associates LLC

A Global HR Outsourcing and Consulting Firm

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Goldman Sachs is an equal opportunity employer. © The Goldman Sachs Group, Inc., 2009. All rights reserved.

Our greatest asset is what makes us different.

Goldman Sachs is proud to support the 2009 Out & Equal Workplace Summit.

At Goldman Sachs, diversity is not an initiative. It’s how we do business and it’s reflected in our people. Our Office of Global Leadership and Diversity (GLD) was founded specifically to support diversity throughout the firm. One of the many ways the Office carries out this mission is to coordinate with the firm’s Lesbian, Gay, Bisexual and Transgender Network (LGBT). Some of their efforts and achievements include: educating co-workers on issues of sexual orientation and promoting mentoring and community. As one of our business principles states: “Being diverse is not optional; it is what we must be.” The success of our firm depends on it.

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friday

OCTOBER 9

friday

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pLEnaRy spEakERs

John Berry

John Berry is the highest-ranking LGBT person in President Barack Obama’s administration, serving as Director of the Office of Personnel Management.

John Quiñones

John Quiñones is the Emmy Awardwinning co-anchor of ABC newsmagazine “Primetime” and has been with the network nearly 25 years. panelists

Elena Baca 9:00 am – 10:30 am

Elena Baca is chair of the Paul Hastings’ Los Angeles office. She has repeatedly been selected as one of the top female attorneys in the country.

11:00 am – 12:30 pm

Michael W. Lammons

Session 5

Session 6

1:00 pm – 3:00 pm

Lunch and Closing Plenary

Sponsored by PricewaterhouseCoopers

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Michael W. Lammons is an assurance partner at PricewaterhouseCoopers.

He is responsible for audit clients in the financial services and academic medical center industries.

Margaret S. Stumpp

Margaret S. Stumpp, Ph.D. is chief investment officer for Quantitative Management Associates, a $60 billion investment management affiliate of Prudential Financial.

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friday Featured Panels

Session 5 What it takes to be employee resource group of the year

we really need a photo.

the feds: a different kind of workplace

Session 6 everyone counts: Voluntary self-identification project update and review of draft report sPOnsOred BY Paul HastInGs

the new realities for lGBt employees after enda

entertaInment

Orlando Gay Chorus

The Orlando Gay Chorus, inspiring individuals, the community, and the world through music since 1990, will perform during the Closing Plenary.

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John Berry

Plenary speakers John Berry is the highest-ranking openly LGBT person in President Barack Obama’s administration and has played an integral role in decisions involving the LGBT community.

John, director of the U.S. Office of Personnel Management, was the driving force behind President Obama’s decision to extend limited domestic partnership benefits to LGBT federal employees, a move he calls “the first step, not the final step” in the federal government’s stride toward workplace equality.

At a pride rally in Washington D.C. in June, he reiterated the administration’s support for passage of a fully inclusive Employment Non-Discrimination Act, Hate Crimes legislation, the repeal of “Don’t Ask, Don’t Tell” and the Defense of Marriage Act. John has a long track record of success, including leading the National Zoo in Washington D.C. from 2005 to 2009, where he developed long-range strategic plans and $100 million in renovations that are still in effect. In addition, he has extensive experience on Capitol Hill, serving for nearly a decade on Representative Steny Hoyer’s staff, where he played a key role in developing the federal employee locality pay system that remains in use today.

He also served as assistant secretary for policy, management and budget at the Department of the Interior. As assistant secretary, he successfully launched a Presidential Initiative called “Lands Legacy,” created the Department of the Interior University for employee and manager training, enhanced working conditions, rehabilitated Interior’s budgetary position and improved diversity in every bureau of the department.

John Quiñones

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John Quiñones is the Emmy Award-winning co-anchor of ABC newsmagazine “Primetime” and has been with the network nearly 25 years. He is the sole anchor of the “Primetime” limited series “What Would You Do?” During his tenure he has reported extensively for ABC News, predominantly serving as a correspondent for “Primetime” and “20/20.” Quiñones has won seven national Emmy Awards for his “Primetime Live,” “Burning Questions” and “20/20” work. He was awarded an Emmy for his coverage of the Congo’s virgin rainforest, which also won the Ark Trust Wildlife Award, and in 1990 he received an Emmy for “Window in the Past,” a look at the Yanomamo Indians. He received a National Emmy Award for his work on the ABC documentary “Burning Questions –The Poisoning of America,” which aired in September 1988, and was also honored with a World Hunger Media Award and a Citation from the Robert F. Kennedy Journalism Awards for “To Save the Children,” his 1990 report on the homeless children of Bogota. Among his other prestigious awards are the first prize in international reporting and Robert F. Kennedy Prize for his piece on “Modern Slavery: Children Sugar Cane Cutters in the Dominican Republic.”

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friday ClOsInG PlenarY PanelIsts

elena Baca

Elena Baca is chair of the Paul Hastings Los Angeles office. She represents a wide variety of corporate clients in all aspects of employment law, employment and wage and hour litigation and management training. She has been repeatedly selected as one of the Top 100 Female Litigators by the Los Angeles Daily Journal, one of the Best Lawyers in America and as a Southern California Super Lawyer by Los Angeles Magazine. She earned her bachelor of science degree in justice studies, with a minor in general business from Arizona State University. She earned her J.D. from the University of Notre Dame School of Law.

michael W. lammons

Michael W. Lammons is an assurance partner at PricewaterhouseCoopers. He is responsible for audit clients in the Financial Services and Academic Medical Center Industries. He holds a master of business administration from the University of Alabama.

margaret s. stumpp

Margaret S. Stumpp, Ph.D. is chief investment officer for Quantitative Management Associates, a $60 billion investment management affiliate of Prudential Financial. Her organization’s clients include large corporations, endowments, public entities as well as individual investors.

In early 2002, she formally changed genders from male to female while maintaining her visibility in the investment profession. She holds a master of arts degree and a Ph.D. in economics from Brown University.

June, 2010 Petersen Museum Los Angeles, CA echelonmagazine.com

Driving Opportunity!

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Session 5 9:00–10:30

Featured Panels The feds: A different kind of workplace Pat Baillie (moderator), shar Jones, ajit Joshi, Kim nelson We understand the bottom line and sponsorship from a corporate perspective, but how do we measure and evaluate the federal government’s progress on LGBT diversity? We are looking at a different perspective and way to do business. The ability to adapt the best practices of Fortune 500 companies’ diversity work to the federal government language and ways can create a faster track to accomplishing significant change in this workplace sector. target audience: government and higher education professionals ■ room: Fiesta 6 Pat Baillie joined Out & Equal in 2008 after careers in the Air Force and as a government contractor. She has always been involved with training, adult education and community activism. She brings those aspects together at Out & Equal to make a difference in the workplace. She holds a master’s degree from California State University, Northridge, is a licensed acupuncturist and was co-president of Albuquerque Pride for more than 10 years. shar Jones is employed at the Department of Interior’s National Business Center. She is a manager of a software group that provides federal financial systems. She has been a foster parent, a Big-Brother-of-America substitute-father, a National Rifle Association defensive shooting understudy, a Red Cross canoeing instructor, a college professor and an employee of NORAD and the Space Intelligence Community. She started Amnesty International’s first LGBT program in Denver. She recently incited the National Business Center’s first Pride Event with the help of external agencies and senior management allies. She is a leader in her organization who has fostered a friendlier federal workplace, and is an active member of Out & Equal’s Rocky Mountain regional affiliate.

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ajit Joshi is a senior program officer in the program, policy and management office in the Bureau for Democracy, Conflict and Humanitarian Assistance at USAID. Previously, he served as special assistant to the counselor Ambassador Mosina H. Jordan, Team Leader for NGO capacity building in conflict affected areas managing a $22 million NGO strengthening portfolio, acting division chief managing a staff overseeing a $41 million communication, peace building and governance program in Africa, and Conflict Management Specialist in Africa. He is the policy director of Gays and Lesbians in Foreign Affairs Agencies and he serves as the GLIFAA representative to the USAID Executive Diversity Council and has previously served as an Equal Employment Opportunity (EEO) Counselor. He received a bachelor of arts in international relations from Tufts University, a Fulbright Fellowship to study in India, and a master of international affairs from Columbia University’s School of International and Public Affairs.

Kim nelson, an assistant inspector general with the National Security Agency’s Office of the Inspector General, has been an investigator with the federal government for over 20 years. In her collateral duty as chair of the Intelligence Community Gay, Lesbian, Bisexual and Transgender Affinity Group for the Office of the Director of National Intelligence, she currently works to support IC equal employment opportunity and diversity strategic plan goals pertaining to leadership and accountability, workforce planning, recruitment, hiring and retention, and career development. As past president and current board member of NSA GLOBE, she assists in addressing the distinctive workplace concerns of NSA’s LGBT employees. She splits her time between Maryland and Delaware with her partner, Lori.

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friday Featured Panels What it takes to be employee resource group of the year stephen Gould (moderator), Joe Hoffman, tom Kulaga, Chadwick mills, tina seitz With so many components to make a great employee resource group, sometimes seeing the big picture can be difficult. From organizational structure, programming, ally engagement, communications, marketing and leadership development, ERGs—and their leaders—have a lot to do.

This workshop is an opportunity to learn from a panel of the best of the best—representatives from the ERG of the Year finalists for the 2009 Out & Equal Workplace Award.

These are the ERGs that continue to raise the bar. Find out what they have done to make the judges take notice, and how to get there yourself. target audience: employee resource group members ■ room: Fiesta 5 stephen Gould is the associate director of NETWORKS! at Out & Equal Workplace Advocates. He joined the staff as executive assistant in the summer of 2004 after studying and teaching in Berkeley, Calif.

He now coordinates the Out & Equal Employee Resource Group Registry, regional affiliates and other Out & Equal networks. He gained experience in nonprofit administration working for The Concordia Orchestra and the Little Orchestra Society, both in New York City, as well as various theaters. He earned a master’s degree in religion at Yale University, where he got a taste for LBGT activism as the co-chair of the Yale Divinity School LGBT coalition. He also holds a bachelor’s degree in political science from Duke University. Originally from New York State, now resides in San Francisco.

tom Kulaga is an executive creative director in the Marketing department at The New York Times, where he has worked for more than 17 years. Kulaga is co-chair of The New York Times Company’s GLBT & Allies affinity group and also serves as co-chair of the Out & Equal Metro New York Regional Council.

He lives in Greenwich Village with his partner of 12 years, Philip Desiere.

Chadwick mills is a contract specialist for USAID in the Democracy Conflict Humanitarian Assistance bureau, assigned to the Office of Transition Initiative team.

He is responsible for awarding and maintaining a diverse portfolio of acquisition and assistance tools, which serve as an immediate response to political turmoil and change in developing democracies around the world. tina seitz is a transgender woman living in the Detroit area. She is a father to two teenage children and holds undergraduate and graduate degrees in engineering. She is a senior project scheduling engineer at GM and the events chair of their LGBT employee resource group, GM PLUS. She transitioned in her current job in 2006 and has been active in advocacy ever since.

She advocates for LGBT equality in workplace, religious, and governmental issues.

Joe Hoffman is the director of information systems for Sodexo and is responsible for the technologies for the campus dining and education facilities markets. He is the chairperson and a founding member of Pride, Sodexo’s LGBT employee resource group. He is a product of several mergers and acquisitions and has worked for Sodexo his entire professional career and has held various management positions during his tenure. He has a master in business administration degree from the University of Phoenix.

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Session 5 9:00–10:30

WOrKsHOPs Being a nonprofit board member: Getting it right mickey macIntyre, Paul scott, leslie ann thompson No one taught me how to do this. Too often, members of boards operate without the fundamental knowledge or experience to take the authority and responsibility that is endowed only to them. We’ll take you through the four key areas of board roles and responsibilities. No matter if you are a newbie or a seasoned veteran, you’ll learn to simplify your board experience, build your confidence and make board service the highlight of your day.

Intermediate ■ target audience: general room: Fiesta 7-8

Benefits for domestic partners and same-sex married couples: Best practices for employers todd a. solomon Join a domestic partner benefits expert who literally wrote the book on the subject for a detailed explanation and discussion of market trends, best practices and cutting-edge issues with respect to domestic partner benefits and LGBT employment practices. This workshop will ensure that employers have the information they need in order to receive a 100 percent rating on the recently revised Corporate Equality Index.

Intermediate ■ target audience: human resources and diversity professionals room: durango 2

Employee resource group challenges and opportunities for global organizations John Baumgartner, andrew mcFarland, Jean-luc Vey Representatives of the Deutsche Bank LGBT employee resource group in the Americas, the U.K. and Germany, as well as the bank’s global diversity team will present concise information about our activities worldwide and identify some of the problems and rewards of operating on a global basis. We will then facilitate a dynamic discussion among the participants, focusing on the key similarities and differences between regions and companies, as well as challenges and opportunities, in order to develop a comprehensive register of best practices 80

for executing a LGBT ERG network on a global level.

Intermediate ■ target audience: employee resource group members room: Cancun

Employers: Build an online presence you can be proud of Julie Beach Ever since 2007’s famous Harvard Business Review case study, “We Googled You,” employers have been concerned about how they can develop an online presence that attracts the most qualified candidates. This workshop will demonstrate how www.LGBTCareerLink.com and other tools are being used to recruit the best and brightest.

Introductory ■ target audience: recruiting and employment professionals room: Fiesta 9-10

Engaging LGBT women in employee resource groups emily mcnabb, ryan smith, Fauzia Zaman-malik Have you ever attended a workplace LGBT event and wondered, “Where are all the women?” This lack of representation may not be unique to your situation.

Traditionally, employee resource groups have had difficulty engaging LGBT women. In this workshop, we will discuss why LGBT women’s representation and participation is important for your ERG and broader company, identify the key drivers of low engagement, and examine specific ways ERGs can become more relevant to LBGT women.

Introductory ■ target audience: general room: Fiesta 1

Event professionals’ tips and tricks for executing a great ErG event Jayzen Patria, Paul sessa Want to add that special touch to your event? This seminar is designed to help you do just that. Industry professionals from NBC Universal will expose inside tricks of the trade. Topics to be covered include: how to get the most for your buck; when and how to book

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friday WOrKsHOPs event venues without blowing your budget; securing sponsorships; the importance of branding and marketing your events to your employee resource group membership and community; plus a few tips on leaving a lasting impression. Come learn how to make your events shine in front of executives and be the envy of other employee resource groups in the company.

Intermediate ■ target audience: lGBt community leaders room: Yucatan 2

Gender virtualization: A discussion on values, principles and policies for the transgender community riya suising This workshop continues the discussion from last year’s workshop of the similar title. As more people are now identifying themselves as transgender or gender variant, the transgender community actually consists of the full spectrum of gender identities, including cross dressers and gender-variant individuals. This workshop will discuss some frameworks and principles around values, customs and policies (corporate and legal), which should be understood by human resources and diversity professionals and transgender individuals, when creating policies for a diverse but inclusive workplace.

Intermediate ■ target audience: general room: Coronado r

Influencing others with your personal brand in an out and equal world

Managing global virtual teams Jeff adams, Patrick Callahan With the costs associated with global business on the rise, companies increasingly are turning to virtual teams to work across international borders, cultures and time zones. This workshop will identify several challenges faced when managing a global virtual team, briefly touch on LGBT issues, and provide solutions and tools to the participants on how to overcome such obstacles and achieve successful results.

Introductory, Intermediate ■ target audience: general room: acapulco

raising the bar: The new Corporate Equality Index criteria and data from the 2010 report deena Fidas, daryl Herrschaft, Bryan Parsons Since 2002, the HRC Corporate Equality Index has been the nation’s premier benchmark and road map for LGBT equality in corporate America. Effective in 2011, the new criteria—CEI 3.0—will raise the bar on parity in health benefits, organizational competency on LGBT issues and public commitment to the LGBT community. We will discuss changes to the CEI, the latest data from the 2010 report and the resources needed to implement these changes in time for 2011.

Intermediate ■ target audience: human resources and diversity professionals room: Baja

rock the ages: Generational differences and employee resource groups

tim Wikstrom

aP Fritts, F. Chase Hawkins, Frankie O’Connor, stacey ronat, louise Young, Ph.d.

Everyone in the workplace receives thousands of messages a day; the challenge is to make sure your message is not only understood, but also memorable and unique.

Influencing others through your personal brand is a cornerstone of an effective LGBTA communication strategy. In this workshop you will learn how others see you now, providing a platform to understand what differentiates you and helps you make a positive impression on potential supporters and champions in your organization.

Intermediate ■ target audience: general room: Coronado Q

Four distinct generations are now occupying the same workplace. The different characteristics of these generations have enormous implications on employee resource groups, especially their focus and cohesion. Raytheon ERG leaders from all four generations will share results of our 2008 Leader’s Lunch, held during Out & Equal, in which we addressed generational differences and the future of ERGs. Come to our workshop to learn how to start the conversation in your own company.

Intermediate ■ target audience: employee resource group member room: durango 1 2009 Out & Equal Workplace Summit

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WOrKsHOPs Stepping out: The importance of participating in other ErGs within your organization Wesley W. abrameit, david r. Hanes, nicole Pollifrone This workshop will stress the importance of supporting other employee resource groups outside the LGBT genre.

It will stress that by volunteering, attending and promoting other diversity networks, your ERG in turn will garner support, promotion and attendance from the other ERGs in your company. Showing interest and dialogue with other diversity networks will go a long way to gaining their respect and empathy with LGBT causes.

Intermediate ■ target audience: employee resource group members room: Coronado m-n-P

Success factors of LGBT leaders robert t. lee, marty Waits, michael m. Ward, michael W. Wood Workshop presenters conducted an in-depth study of LGBT leaders to determine what these successful people have in common. The workshop will present the study findings. In addition, attendees will view video messages from the leaders and participate in a video question and answer session.

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The supplier diversity business case: hrC Corporate Equality Index criteria changes Brent Friedman, shari Johnson What is “supplier diversity” and what does it mean to your small business, corporation or employee resource group?

In this session, attendees will learn about the history of the supplier diversity concept and how corporations today are seeking to spend their dollars with minority, women, veteran and LGBT-owned businesses. Attendees will hear exciting new market research related to supplier diversity, including revealing new data surrounding the LGBT consumer and small business segments of our economy.

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Ten ways to not create change: Diversity training missteps and what LGBTAs can learn from them elizabeth H. Fregiato, Jean-marie navetta Have you ever walked out of a workshop aimed at creating connections feeling like everyone burned bridges?

Often, easily avoidable mistakes are made that leave participants polarized, angry, hurt and frustrated. Workplace diversity training has led to great gains, but not all training techniques – nor trainers – are created equal.

In their capacity as educators in the workplace, LGBTAs are increasingly in positions to influence training content.

Learn the 10 most common missteps in diversity training, how to avoid them, and effective alternatives that focus on communication, not polarization.

Intermediate ■ target audience: human resources and diversity professionals room: Coronado C-d

“We are family . . . sometimes”— An overview of who benefits from your family leave benefits angela m. duerden, esq., nina massen, esq.

This presentation will examine the complicated and inconsistent meaning of the word “family” when LGBT employees seek to invoke family and medical leave benefits. The presenter will highlight the different definitions of “family” and “family members” at the federal and state levels, and illustrate through entertaining scenarios the complex interplay between the two. The workshop aims to inform LGBT employees about their legal rights to leave and how to manage their way through this entanglement. Human resources professionals will gain a better understanding of how company policies can be used to increase family and medical leave coverage within the constraints of the law. Time will be reserved for questions and answers.

Intermediate ■ target audience: human resources and diversity professionals room: Yucatan 3

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friday When the workplace is taken hostage Bryan Johnson, Paul ramsey, matthew Bryan rooney, nathan Grant smith, Ph.d.

Icon Brands, Talented People,

Extraordinary Creativity!

A new epidemic of HIV/AIDS is occurring in the LGBT community. We will explore factors related to the new epidemic and the total effect it can have on an organization. Companies will need to effectively address financial, emotional and workforce attrition issues created as a result of the rise in new infections and help employees overcome related stressors to maintain a productive working environment. Although this presentation focuses on mitigating issues related to HIV/AIDS, the coping mechanisms can apply to any stressor faced by employees in the workplace. The information presented in this workshop is supported by the work of Dr. Nathan Smith, whose work focuses on HIV/AIDS as well as the accompanying stress factors and coping mechanisms of those living with the disease. Dr. Smith also will present.

Intermediate â– target audience: general room: Coronado e-F

At Campbell Soup Company we combine the power of our icon brands with the diversity and creativity of our people in a thriving work environment to achieve our competitive advantage. An important ingredient in our recipe for success is the Campbell LGBT affinity network, OPEN (Our Pride Employee Network). The mission of OPEN is to connect LGBT employees and their allies to create a workplace that is open, honest, and productive for all employees, regardless of sexual orientation or gender identity.

Together we will build the world's most extraordinary food company.

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Session 6 11:00–12:30

Featured Panels sPOnsOre d BY Paul HastInGs

Everyone counts: Voluntary self-identification project update and review of draft report elena Baca (moderator), Pat Baille, ralph Carter, Chris Crespo, terry Hildebrandt, samir luther, Howard solomon After three years of development, the LGBT Self-Identification Community of Practice has released a report that can be used by employers to begin offering voluntary selfidentification to their employees. The report is designed to present the current best practices to help workplaces count their LGBT employees. The report provides an overview of the options for tracking LGBT employees and examples from companies that currently gather this basic but crucial information. The executive board of the Community of Practice group will present its key findings and provide insights into the next step in workplace diversity. target audience: employee resource group members ■ room: Fiesta 5 elena Baca is chair of the Paul Hastings Los Angeles office. She represents a wide variety of corporate clients in all aspects of employment law, employment and wage and hour litigation and management training.

She earned her J.D. from the University of Notre Dame School of Law. Pat Baillie joined Out & Equal in 2008 after careers in the Air Force and as a government contractor. She brings her interests in training, adult education and community activism to Out & Equal to make a difference in the workplace. She holds a master’s degree from California State University, Northridge, is a licensed acupuncturist and was co-president of Albuquerque Pride for more than 10 years. ralph Carter is senior analyst for customer satisfaction and quality in the global equipment supply chain at Xerox. He also is past co-president of Galaxe Pride at Work, Xerox’s LGBT employee resource group.

He serves as secretary for the LGBT Self-ID Community of Practice and lives in Rochester with his partner of 29 years, Van. 84

Chris Crespo is an inclusiveness director leading general and lesbian, gay, bisexual, transgender and ally inclusion efforts at Ernst & Young. She is on the boards of the National Gay & Lesbian Chamber of Commerce and TrueChild, and is actively involved with the Pittsburgh GLBT Corporate Roundtable and Out & Equal Workplace Advocates. Her efforts have been recognized through winning the first Americas Chairman’s Values Award at Ernst & Young and the Trailblazer Award by Out & Equal. terry Hildebrandt is an independent executive coach and organization development consultant. He helps senior and mid-level executives of medium and large sized businesses build high performance teams.

He is a co-founder of the Out & Equal Rocky Mountain Affiliate and a certified Out & Equal Building Bridges trainer. Presently, he is a doctoral student at the Fielding Graduate University studying human and organizational systems. He lives in Denver, Colo., with his partner, Michael. samir luther is an expert on employment non-discrimination policies and benefits for LGBT workers in the United States. He works with employers to develop and implement model practices as well as set standards and benchmarks for the Corporate Equality Index. In addition, he authors several reports, including “The State of the Workplace for Lesbian, Gay, Bisexual and Transgender Americans” and “Transgender Inclusion in the Workplace, 2nd edition.”

Howard solomon is a regional alliance manager with Sun Microsystems’ software practice. In 1992, he led the team that won domestic partner benefits at Sun. He has chaired the employee resource group for several years. He has spearheaded Sun’s endorsement of ENDA, working with relevant players to maintain its 100 percent workplace equality rating and raise awareness of LGBT employee treatment partners and suppliers, as well as founding and leading this initiative for voluntary LGBT self-identification.

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friday Featured Panels The new realities for LGBT employees after EnDA lee Badgette, Gary Gates, malcolm lazin, Brad sears (moderator) ENDA is anticipated to prohibit employers from discriminating on the basis of sexual orientation and gender identity. This forward-leaning panel will explore the impact of ENDA and the next frontiers for LGBT employees in achieving workplace equality. Topics covered will include ENDA’s religious exemption, limitations on enforcement of ENDA, and remaining inequalities in employee benefits and taxation of those benefits. The panel will also address what federal anti-discrimination laws have and have not accomplished for other protected groups such as racial minorities and women, and what LGBT employees can learn from those experiences. target audience: general ■ room: Fiesta 6 m. V. lee Badgett is the research director at the Williams Institute. She is also the director of the Center for Public Policy and Administration and associate professor of economics at the University of Massachusetts Amherst.

She has a bachelor of arts degree in economics from the University of Chicago and a Ph.D. in economics from University of California at Berkeley. Her book, “Money, Myths, and Change: The Economic Lives of Lesbians and Gay Men,” presents her ground-breaking work on sexual orientation discrimination and family policy. She’s currently working on a new book exploring whether same-sex marriage will change marriage or change LGBT people, drawing on the U.S. and European experiences with same-sex marriage.

Gary Gates is a distinguished research fellow at the Williams Institute and coauthored “The Gay and Lesbian Atlas.”

His doctoral dissertation included the first significant research study of the demography of the gay and lesbian population using U.S. Census data. His work on that subject has been featured in many national and international media outlets.

He is also the co-author of a study examining the interplay of diversity and the location and growth of the technology sector. He holds a Ph.D. in public policy from the Heinz School of Public Policy and Management at Carnegie

Mellon University, a master of divinity degree from St. Vincent College and a bachelor of science in computer science from the University of Pittsburgh at Johnstown. malcolm lazin is the executive director of the Equality Forum, a national and international LGBT civil rights organization with an educational focus. Lazin was a federal prosecutor and led successful major grand jury investigations into public corruption.

He received the U.S. Attorney General’s Distinguished Service Award, the Department of Justice’s highest honor. He served as a commissioner and then chair of the Pennsylvania Crime Commission, the principal state agency investigating organized crime. He was a litigation partner in a Philadelphia law firm. Lazin is the recipient of numerous awards, including the 2005 Creative Leadership in Human Rights Award of the National Education Association, the 2006 Distinguished Alumnus Award of Lebanon Valley College and is a 2007 Prime Mover of the Hunt Alternatives Fund, which annually selects eight national nonprofit leaders who are leading innovative and strategic progressive change. r. Bradley sears is the executive director of the Williams Institute and a lecturer in courses on disability law and sexual orientation law at the University of California, Los Angeles School of Law. Sears graduated summa cum laude from Yale University and magna cum laude from Harvard Law School. In 1996, he created the HIV Legal Checkup Project, a legal services program dedicated to empowering people living with HIV to address and prevent legal problems. The HIV Legal Checkup Project provided preventive legal services to over 800 clients per year and over 100 UCLA School of Law students received training through volunteering with the project. In 1997, Sears also became the discrimination and confidentiality Attorney for the HIV/AIDS Legal Services Alliance of Los Angeles (HALSA). In this capacity, he litigated and settled HIV-discrimination cases, ending the discriminatory practices of a number of medical practices, schools, and residential care facilities.

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WOrKsHOPs After the dust settles: rebuilding your ErG ann dunkin, stephanie Puentes In today’s corporate environment, change is the only constant. Significant organization changes like mergers, acquisitions and divestitures can adversely affect even the most robust employee resource group. When the dust settles you may find you’ve lost key people and resources and your membership is no longer engaged.

So how do you go about rebuilding your ERG? In this workshop you will learn how to assess your situation, rebuild your alliances, develop realistic objectives and re-energize your membership.

Intermediate ■ target audience: employee resource group members room: Coronado a-B

Allies, our friends in the community: how to discover and include them in your employee resource group ellen Koutsikos, martine roy What is an LGBT ally? Where are they? How can I engage them? Why does your corporation need allies? What’s in it for them? What would their role be? Join IBM employee resource group leaders in an interactive session in which they will answer these questions and share their story of how they successfully launched their ally initiative and recruited 350 allies in one afternoon.

Intermediate ■ target audience: employee resource group members room: Coronado s

Beyond transition: Issues faced by transgender individuals and the need for equal workplaces liisa eisenlohr, Zoe Kuznia A brief overview of transgenderism is presented, with a look at transition options a transsexual may access.

Personal experience is discussed in the context of workplace assistance. A discussion of the difficulties that transsexuals face when they lose their existing network, as well as the lack of support provided to family and 86

friends. The panel concludes with an overview of socioeconomic issues faced by transsexuals and possible solutions, including the role played by workplace equality.

Intermediate ■ target audience: general room: durango 1

Bling bling: how to bedazzle your LGBT recruiting event and use technology to attract diverse talent anne evans, Jordan Freitas Looking for a way to get the most out of your LGBT recruiting event? Wonder how you can use technology to improve your diversity recruiting efforts in general? This interactive workshop will highlight new ways to transform an event into a multi-purpose affair and explore how technology can complement your overall recruiting efforts. While the main goal is to recruit top diverse talent, learn how an event and the use of social networking sites can accomplish much more. Join Ernst & Young in this engaging discussion for all the answers you’ll ever need about hosting an outstanding multi-purpose LGBT recruiting event and using technology for recruiting purposes.

Introductory ■ target audience: human resources and diversity professionals room: Yucatan 3

how to breathe life and health into your ErG thomas r. Fox, laurie mancuso How is the health of your employee resource group?

What is your current enrollment? How active are your members? Is your leadership discouraged and waning? Are company resources being pulled back or reduced? These are challenging times for many employee resource groups. Learn about the journey that the Lambda Network at Kodak has embarked upon to address these very issues.

Intermediate ■ target audience: employee resource group members room: Coronado C-d

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friday WOrKsHOPs I’m the one they call: Working while caring for aging family members

LGBT supplier diversity: The Corporate Equality Index and your company

michael adams, esq., mary Blanchett, Paul l. Frene, melanie rowen, esq.

Chris Crespo, Victoria Fulkerson, Justin nelson, tim ruddell

LGBT people provide significantly more hours of caregiving to family and friends than their heterosexual counterparts.

Yet many LGBT people don’t think of themselves as caregivers and, thus, do not avail themselves of the corporate and community support that is available to make their responsibilities more manageable. Join SAGE, the National Center for Lesbian Rights and MetLife to learn more about what caregiving looks like in our community, employment law regarding the Family Medical Leave Act and how it affects LGBT family members, and SAGE’s award-winning caregiving program for LGBT caregivers.

The Corporate Equality Index will soon be scoring corporate America on its ongoing firm-wide external engagement with the LGBT community, a new CEI category that includes corporate supplier diversity programs with demonstrated utilization of certified LGBT suppliers. Learn how your company can build an inclusive supplier diversity initiative that reaches and engages certified LGBT business enterprises. Attendees can expect to hear an overview of the NGLCC’s certification process for LGBTowned business as well as insight into how corporations can connect to certified LGBT suppliers and build or expand their programs to be fully inclusive. Ernst & Young will share the experience of internal implementation and provide tools that you can use to make the business case for LGBT supplier diversity at your company.

Intermediate ■ target audience: organizational leadership, executives, and management, supplier diversity and purchasing professionals room: Fiesta 9-10

Intermediate ■ target audience: general room: Coronado r

Lessons from the center movement on inclusion: A panel discussion on best practices for your group Clarence Patton, Guido sanchez, terry stone, leslie ann thompson, George Westerman This workshop will present a panel discussion on racial diversity inclusion work happening at LGBT community centers across the country. This groundbreaking work is part of a collaboration between the LGBT Pipeline Project and CenterLink: The Community of LGBT Centers.

It will highlight some of the best practices around racial diversity inclusion practices, which can easily be adopted and applied by community leaders, group leaders or employee resource group leaders for their own groups and organizations. The panel features perspectives from the diversity/inclusion trainer, community center executive directors, the national leaders of the program and a community center board member who is also an active member of IBM’s corporate employee resource group.

Intermediate ■ target audience: lGBt community leaders, employee resources group members room: Baja

Making meaningful connections: Mentoring the junior LGBT community at Deutsche Bank sonelius Kendrick-smith, louisa ling, tony Pruitt, Corbin Wong Members of the Rainbow Group Americas deliver a presentation on the RGA Mentoring Program, a new program at Deutsche Bank. Its objectives include: providing mentees an opportunity to build relationships with senior RGA members; educating and increasing mentees’ exposure to the LGBT community within Deutsche Bank and the broader community; providing mentees with an opportunity to voice their concerns or discuss issues regarding their selfawareness as it relates to the company or the corporate environment; and providing mentees with personal development opportunities.

Intermediate ■ target audience: general room: Fiesta 4

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WOrKsHOPs Moving beyond “out” — Gain allies and influence your success at work and personally amanda simpson In life, and specifically in our workplaces, other people make choices about you that determine your success and happiness. Amanda Simpson will discuss how you can boost the critical elements of your personality so that others will like you more. Being likeable brings out the best in others and will assist you in handling life’s challenges with poise.

Intermediate ■ target audience: lGBt community leaders ■ room: Coronado e-F

“My name is … and I want to recruit you” — Developing a comprehensive plan for LGBT recruiting Casey Christensen, luzerne V. mcallister II This workshop will give a complete overview of a successful LGBT recruiting program. It will specifically address LGBT candidate sourcing/posting strategy development, development and execution of targeted LGBT messaging, leveraging local LGBT resource groups, developing metrics around LGBT recruiting efforts.

Intermediate ■ target audience: human resources and diversity professionals ■ room: Coronado Q

A rainbow of generations: Understanding and developing career strategies for different LGBT generations aubrey Hone, Jordan Freitas, ali leverage, lester thompson, sarah Wazirzada This panel discussion starts with an overview of the difference in the generations at large in society and then dives into a deeper exploration of the generational differences in the LGBT community. What can we do to leverage those differences into something even more positive for the future? The purpose of this program is to become familiar with generational differences and how they shape our views of the world and the workplace.

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remaking The LGBTQ Brand: recognizing the cultural implications of being LGBT in the workplace Joel a. Brown, simma lieberman In sustaining diversity initiatives in the workplace, it is imperative to understand the “cultural” foundation of what it means to be LGBTQ in order for those initiatives to be meaningful, long-term and successful. This workshop is designed to critically examine the beliefs and perceptions of what it means to be LGBTQ, in order to lay a foundation for a more sophisticated review of LGBTQ issues in the workplace.

Intermediate ■ target audience: general room: Fiesta 1-2

Successful administration of transgender guidelines: The Boeing Company michelle smith, Connie summers The Boeing Company was a recipient of the first HRC Workplace Innovation Award for the administration of Transgender Guidelines. Since the creation of our transgender guidelines four years ago, Boeing has tested and adjusted them based on the experiences of transition team members. This workshop will discuss in detail Boeing’s process for administering the guidelines as well as the improvements that have been made from the perspective of a transition team leader, a transitioning employee and a human resources generalist.

Intermediate ■ target audience: human resources and diversity professionals, engineering and aerospace professionals ■ room: acapulco

Transhealth: Demystifying the transgender experience ryan Polly This workshop is interactive and skills oriented, providing participants with information and strategies to use in their current work settings. People working in healthcare as well as transgender patients seeking to advocate for their own healthcare needs are encouraged to attend.

Introductory ■ target audience: health care and pharmaceutical professionals ■ room: Yucatan 2

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friday WOrKsHOPs Where are all the women? Increasing women’s participation in LGBT employee resource groups Brenda Jimenez, rachel spencer, Patricia Wiley At least once in their lives, most women have found themselves as the only woman in a room of men at an LGBT employee resource group meeting or event. After that experience, they may or may not have come back. But employee resource groups can’t be successful without the participation of women – the other 50 percent. Join a panel of ERG leaders to learn what strategies they’ve employed to successfully engage women as members, allies and leaders.

Intermediate ■ target audience: employee resource group members, human resource & diversity professionals, general ■ room: Yucatan 1

Where do we go from here? Proposed and pending legislation affecting LGBT rights in the workplace angela m. duerden, esq., michelle e. Philllips, esq.

This workshop will explore the myriad of federal and state proposed or pending legislation that has the potential to impact LGBT rights in the workplace. Upon completion of the workshop, participants will be able to identify key legislative proposals, their likelihood of passage, and their impact on LGBT employee rights. Participants and presenters also will strategize on ways to stay informed and how individuals can make an impact on federal and state legislative developments.

Intermediate ■ target audience: general room: durango 2

Will your loved ones be left out: The unique financial challenges facing the LGBT community steven W. schmitt, CFP®, mBa, Kyle d. Young, CFP® The LGBT community is faced with an ever-changing maze of complex financial challenges directly related to the federal and state recognition, or lack thereof, of our relationships. During this workshop, Kyle and Steven will highlight the many unique financial challenges facing the LGBT community, regardless of one’s relationship or

economic status. These very real, and often devastating, barriers may be avoided through proper and extensive planning techniques. This event is sure to leave you with a number of ideas and thoughts on how to best prepare and organize your financial life.

Introductory ■ target audience: general room: Fiesta 7-8

You don’t just need a business case, you need a business plan mike Craig, Will Crane Everyone has ideas about what your employee resource group should be doing – from policies and benefits to social networking – you name it. So how do you focus and make it all happen? Learn about the tools and processes Chevron PRIDE uses to create a successful multi-pronged business plan that’s made Chevron a leader in LGBT workplace issues. Chevron PRIDE’s leadership team will be on hand to help participants begin to craft (or refine) their own business plans.

Intermediate ■ target audience: employee resource group members and leadership ■ room: Coronado m-n-P

You.com: Building your brand through social networking Jim Bellanca, nathan Knight You’ve heard about Web 2.0 technologies like Facebook, Twitter, Out & Equal Professional Network on Groupsites and LinkedIn. You likely have completed at least one online profile. Technology’s role in networking is nothing new, but not everyone takes advantage of the capabilities. This workshop introduces Web 2.0 and shows how LGBT professionals can leverage tools to promote their personal brand, establish and sustain relationships, build networks beyond geographic and generational lines, and strengthen organizations. Also, see how one global organization encourages connecting people through social networking inside the firewall.

Intermediate ■ target audience: general room: Coronado G

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bios A Wesley W. Abrameit Stepping out: The importance of participating in other employee resource groups within your organization Wesley Abrameit joined Citi in 1996 and currently oversees the data management unit for operations support at the Citibank client services site in San Antonio, Texas.

In this role, he is responsible for managing an area that produces critical management information systems for liability accounts, while administering all bank control record modifications and rate updates for commercial clients. Together with a group of colleagues, he organized and founded the Citi Pride Network – San Antonio in 2005, and currently serves as co-chair. He is very active in community service and volunteers his time with the San Antonio AIDS Foundation.

Jeff Adams Managing global virtual teams Jeff Adams is a senior manager in Deloitte’s global employer services practice in Los Angeles, specializing in international assignment tax and human resource services. His expertise includes tax planning, expatriate program management, policy development and implementation, assignment technologies and global business immigration. He has led large, diverse teams spread among practice offices around the world, with direct reports in multiple U.S. offices as well as India.

Michael Adams I’m the one they call: Working while caring for aging family members Michael Adams is the executive director Services and Advocacy for GLBT Elders, the oldest and largest organization in the country providing services and advocacy for LGBT seniors. Previously he was the director of education and public affairs for Lambda Legal, and prior to that he spent a decade as an attorney leading cutting-edge litigation that established new rights for LGBT people.

Rob Adkisson Tell your story: Twitter, Facebook and YouTube – short stories and social media for LGBTQ equality in your workplace and community Rob Adkisson is the commercial services marketing manager at Cisco Systems. He is president of the Cisco GLBT & Advocates employee resource group. Under his leadership, the GLBT & Advocates ERG has increased its influence and presence domestically and internationally.

He worked with other Cisco ERGs to create a companywide “tell-your-story” project to promote diversity.

Allison K. Alavi Demonstrating the return on your company’s employee and business resource groups: Linking strategy, intentions and outcomes Elephants in the room III: Issues that need to be addressed but often aren’t Allison Alavi has been with Deloitte for more than four years and is a member of the organization’s human capital organization and talent practice. She specializes in change management, strategic communication and talent strategies. Throughout her career, she served in various diversity leadership positions and contributed to the organization’s overall diversity initiative. She is currently a member of Deloitte’s LGBT business resource group and serves on the board of the Out & Equal Atlanta chapter.

Jacqueline R. Allen Drive your career through turbulent times Jacqueline Allen is a senior vice president at Citi and co-chairs the Equities Division Diversity Committee and the North America Markets Pride (LGBTQ) Steering Committee. She holds a bachelor of science in accounting from Rutgers University and is pursuing her master’s in business administration at Babson College in Wellesley, Mass. She has held leadership positions in Citi LGBT groups for the last five years in addition to LGBT advocacy outside Citi.

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B Pat Baillie Building bridges toward LGBT diversity Pat Baillie joined Out & Equal in 2008 after careers in the Air Force and as a government contractor. She has always been involved with training, adult education and community activism. She brings those aspects together at Out & Equal to make a difference in the workplace. She holds a master’s degree from California State University, Northridge, is a licensed acupuncturist and was co-president of Albuquerque Pride for more than 10 years.

Toni Renee Battle Diversity awareness: The five stages of change in creating a diverse workplace

News | Politics | Entertainment The site for women!

Toni Renee Battle, owner of “Embrace Diversity…Embrace Success,” is a consultant who specializes in the fields of equal employment opportunity, communications and diversity. She has more than 15 years experience in these fields. Toni has obtained certification in diversity dynamics from the National Multicultural Institute in Washington, D.C., specializing in cross-cultural dynamics, sustained dialogue, diversity initiatives and diversity design and implementation. She earned a bachelor of arts in English and communications from Fisk University in Nashville, Tenn., and a master of arts in communications from Bowling Green State University in Bowling Green, Ohio.

John Baumgartner Employee resource group challenges and opportunities for global organizations John Baumgartner is a vice president at Deutsche Bank, currently working in business services within the bank’s global banking division. He works closely with the global banking research library and provides needs analysis functions in terms of market data services for the banking community. He joined Bankers Trust in 1996, and worked primarily in technology functions until transferring into global banking shortly after the merger with Deutsche Bank in 1999. He is currently co-chair of Rainbow Group Americas and serves on the Global Rainbow Group panel.

Raymond W. Baumruk Creating a dynamic LGBT listening strategy to drive change in your organization Raymond Baumruk is a principal with Hewitt Associates and leader of the firm’s research and insights practice where he has led development and research for many new innovations, including Hewitt’s Employee Engage92

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ment Model™. He also has significant involvement in “best employers” studies in Canada, Europe, Asia and Latin America. He is a contributing author to The Compensation Guide, HR Strategic Review and WorldSpan, and is frequently quoted in leading business periodicals. In addition, he has appeared on television programs on CNBC, CNN and Lifetime. He earned a bachelor of science in industrial engineering and a master of science in marketing and strategic management from Purdue University.

Julie Beach Build an online presence you can be proud of Employers: Build an online presence you can be proud of

Proud to be on your side Everyone’s different. We see it every day in over 100 million customers on six continents. Which is why we make sure to listen carefully to everyone we support, and do our best to truly understand and take care of their individual needs. Because at HSBC, we believe that mutual respect for each other’s differences is what brings us all closer together.

HSBC is proud to be a sponsor of the 2009 Out & Equal Workplace Advocates Annual Summit.

hsbcusa.com/careers your point of view valued here

Julie Beach, M.A is Out & Equal’s associate director of career development. After a 15 year management career at PG&E and four years at Autodesk, Inc., she received a master’s degree in industrial psychology. She has been deploying technology in government and nonprofit sectors for 10 years. She was responsible for launching Out & Equal’s www.LGBTCareerLink.com.

Jim Bellanca You.com: Building your brand through social networking Jim Bellanca, a 13-year Deloitte veteran, is an experienced consultant in the firm’s enterprise applications group. He focuses on technology implementations and supply chain systems, primarily in the healthcare industry. His involvement with the diversity and inclusion initiative began several years ago, and he is the current chair of the Atlanta chapter of GLOBE, Deloitte’s LGBT business resource group.

Laura Bissmeyer Broadening your ERG: Reaching out to blue-collar employees and manufacturing locations Laura Bissmeyer is a project manager and chief of staff at Corning. She is also the current co-chair for Corning’s Diversity Network, the umbrella organization for Corning’s employee resource groups. She is an active member of SPECTRA, Corning’s LGBT ERG. A former Peace Corps volunteer, she loves travel and experiencing other cultures, enjoys reading, hiking and adores being challenged by the growth and development of her three children, Li 12, Yvie 11, and Samantha 6 months. She lives in Corning, N.Y. with her husband and their children.

Mary Blanchett I’m the one they call: Working while caring for aging family members

HSBC is an equal opportunity/affirmative action employer offering a competitive salary and the comprehensive benefits package that you would expect from a worldwide leader.

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tion. She has worked in administration, social work and recreation during her 27 years in nursing homes. She has presented workshops at national and local conferences.

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Eric Bloem Assessing and improving your organization’s LGBT climate Eric Bloem has directly consulted with dozens of major corporations on the full range of gay, lesbian, bisexual and transgender-related workplace policies. Before joining the Human Rights Campaign Workplace Project, he spent six years as a manager with Accenture, where he provided change management consulting services to many Fortune 500 companies, including Best Buy, Fidelity, Walgreens and Citigroup. Bloem brings notable experience helping companies adapt to strategic change. He holds a bachelor’s degree in business administration from Bucknell University.

Chad Boettcher A roadmap for investing in the LGBT movement: Building strategic partnerships between nonprofits and businesses Chad Boettcher, senior vice president of social innovation for Weber Shandwick, is an Emmy-Award winning corporate responsibility and public relations professional with a decade of experience in industries from politics to television to sports. Recently, he worked on Barack Obama’s presidential campaign and inaugural committee and — prior to Weber Shandwick — was the global director of corporate responsibility at Nike, and the senior director of strategic partnerships and public affairs at MTV.

Orlan Boston Building understanding at the top: Creating a LGBT diversity course for executives Orlan Boston is a principal in the human capital practice at Deloitte Consulting LLP where he focuses on improving business performance through strategic, human, structural, business process and technology changes. He is Deloitte’s National GLOBE & Allies employee resource group leader and is on Deloitte’s Diversity & Inclusion Council. He also serves as a board member for the New York LGBT Community Center. He lives in New York City.

Steve Bowman Executive sponsors: Use ’em or lose ’em Steve Bowman is a global market intelligence analyst for Ernst & Young. He has been with the firm for five years and has been a leader in Ernst & Young’s Beyond chapter in the N.Y. Tri-State area for more than three years. In that time, the chapter has tripled in size to more than 200 members and has established committees on building 2009 Out & Equal Workplace Summit 2058O&E_summitbookSEC6bios_v03.indd 95

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bios Proud to Support the 2009 Out and Equal Workplace Summit!

One of the most compelling reasons behind Intel’s success in attracing the best and brightest employees worldwide is our dedication to helping every individual realize his or her personal and professional potential. We work hard to ensure our programs and policies create an inclusive environment where every employee feels valued and respected.

GLBT Support at Intel

The policies developed by Intel’s Global Diversity and Inclusion office to support GLBT employees have helped to build postive staff relationships.

We sponsor a sanctioned GLBT employee group, IGLOBE and fund chapters worldwide.

Employee groups provide opportunties for networking, mentoring and professional development for all members.

relationships internally and externally, as well as on reaching out to women.

Allie Braswell The journey of inclusion through corporate social responsibility at Disney Allie Braswell’s current role is to provide business solutions by delivering integrated and relevant diversity and inclusion products, services and experiences throughout Walt Disney Parks and Resorts. He has provided immersive experiential learning opportunities, and leads the “ImagiNations” design competition responsible for identifying talent for Walt Disney Imagineering. He is a passionate and involved community leader, serving on the boards of Quest, Inc. and the Orlando chapter of the American Cancer Society.

Petra Braybrook What happens to the glass ceiling when you add another layer?

The network of all networks Petra Braybrook is a personal assistant in the international corporate practice of the London office of Simmons & Simmons and has more than 20 years of experience in the legal sector. She co-chairs the InterLaw Diversity Forum for LGBT Networks and initiated and heads the Women’s Initiative for the Forum.

Jason Bricker Elephants in the room III: Issues that need to be addressed but often aren’t Jason Bricker is a senior consultant in Deloitte’s human capital practice, with a focus on organization and change management. For the past four years, he has been involved with Deloitte’s national and regional gay, lesbian, bisexual, transgender and allies (GLOBE) diversity efforts.

He currently serves on the national project management office for Deloitte’s GLOBE business resource groups.

He is also heavily involved in the Washington, D.C. LGBT sporting community and holds a master’s degree in international communications.

Julie Brim-Edwards Nike’s approach to legislation supporting diversity and inclusion for the LGBT community

Passionate Advocates for Workplace Equality ©2009 Intel Corporation. All rights reserved.

Intel and the Intel logo are trademarks of Intel Corporation in the U.S. and other countries.

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Julia Brim-Edwards serves as Nike’s government and public affairs director for the western states and Canada, where her work is guided by the Nike maxim, “We are on the offense, always.” She has 25 years of policy and communications experience with federal, state and local governments. She has worked for the U.S. Senate and

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the Oregon speaker of the house, and co-chaired the Portland School Board, the largest urban school district in the Pacific Northwest.

Joel A. Brown A black person is a gay person’s best friend: Bridging the cultural divide Diversity, difference and dialogue: A candid discussion on race, age and gender identity Remaking the LGBTQ brand: Recognizing the cultural implications of being LGBTQ in the workplace Is age just a number? Four generations of LGBT people in the workplace Joel A. Brown is the chief visionary officer of Pneumos LLP. He has been involved in numerous diversity programs within social, political and corporate environments.

He has served as a consultant to the Human Rights Campaign Foundation and the University of Missouri-Kansas City, has served as a liaison between African-American leaders and LGBT representatives in Kansas City, and has co-facilitated training for the Office of Naval Intelligence at Andrews Air Force Base. He is a member of the Bay Area Regional Council of Out & Equal.

Stefan Bruehl Taking it global: Leading practices for expanding regional employee resource groups internationally Stefan Bruehl is a senior manager at Accenture in Hamburg. He steers the Accenture LGBT network in Austria, Switzerland and Germany. He joined the firm in 2001 and specializes in the area of talent management for automotive clients. His projects focus on the sales workforce transformation of automotive retailers. Prior to joining Accenture, he founded the gay and lesbian theater group “Megapearls” in Hamburg, which raised charity donations for various HIV and AIDS projects. He is a contributing member of Hamburg Pride, the organizing committee of the Hamburg pride parade.

bios Work that makes a difference.

Opportunities that expand your horizons.

A culture that embraces diversity.

Are you ready for what’s next in your career? At Booz Allen Hamilton, our ability

to help clients solve their toughest problems and achieve their missions hinges on our people. We also believe diversity of backgrounds contributes to more innovative ideas which, in turn, drives better results for clients.

Which is why we hire staff with great minds and a passion for making a difference, and provide them with ongoing learning opportunities, a vibrant team-based culture, a comprehensive rewards package, and the chance to make an impact for our clients, our communities, and our nation.

The following opportunities—and many others—are available at locations nationwide: • Defense: Medical Intel Analysts, Logisticians, Strategic Planners, Acquisition SMEs, Defense Analysts • Finance: Financial Analysts, Cost Booz Allen Hamilton Estimators/Analysts, is a proud sponsor of Project Controls/Earned the 2009 Out & Equal Value Analysts, Contracts Workplace Summit. and Pricing Professionals Visit us at Booth 709.

• Information Technology: Systems Engineers, SOA Security Engineers, Java/.NET/Pega Developers, Enterprise Architects, Information Security Systems Engineers, Network Engineers, Software Assurance Engineers • Intelligence: Intelligence Analysts, , Imagery/ Geospatial Analysts, Cyber Network Security • Organizational Change: HR/Recruiting and Learning & Development Professionals, Business Process Reengineering Consultants, Strategic Planning Consultants, Human Capital Management Consultants If you’re ready for what’s next in your career, visit www.boozallen.com/careers and create a profile. Then submit it to 2009 Out & Equal Workplace Summit, reference number 01079121.

For more information, e-mail diversityrecruiting@bah.com.

Dr. Yvette Burton Bringing resources to LGBT workplace equality outside the United States Dr. Yvette Burton has 19 years of experience in professional services, information technology, health care services and education services. Currently, she is a global business development executive with IBM. She is also the global business development executive for IBM’s GLBT and human capital market development efforts in the United States, Europe, Latin America and Asia Pacific.

She holds a Ph.D. in human development and organizational systems from the Fielding Graduate Institute.

Ready for what’s next. www.boozallen.com/careers We are proud of our diverse environment, EOE/M/F/D/V. Applicants selected will be subject to a security investigation and may need to meet eligibility requirements for access to classified information.

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C Keven Callahan Driving employee resource group and LGBT growth and engagement with management and front line employees Keven Callahan is an art director for NBC Universal and the executive champion for one of the company’s LGBT employee resource groups, StudiOut. He specializes in retail store design and brand development. Before joining NBC Universal, he spent 17 years working in the field of art and design for a variety of top-rated companies.

Presently working on the “The Wizarding World of Harry Potter” for NBC Universal’s Islands of Adventure, he uses his talent for translating written and spoken ideas into practical reality.

Patrick Callahan Managing global virtual teams

Diversity paints our world.

At The Bank of New York Mellon, we believe the individuality of each person is what makes our world beautiful.

Patrick Callahan is a manager in Deloitte’s global employer services practice in San Diego. He has more than eight years of global mobility experience, ranging from international human resources policy benchmarking and development to strategic planning and process consulting, as well as assignment services management. He has worked and lived internationally with positions in Singapore, the United Arab Emirates and the United Kingdom.

He has also completed four work rotations with Deloitte in Hyderabad, India, where he focused on training and mentoring local staff.

Monika Cardenas

It is our great pleasure to support the 2009 Out & Equal Workplace Summit.

A celebration of coming out on International Coming Out Day at Owens Corning Monika Cardenas is the talent manager of Owens Corning BM Latin America. In this role, she is responsible for talent acquisition and development, internal communications and social responsibility for the entire region. She is also the leader of the company’s diversity initiatives in Mexico and has promoted inclusion and diversity in recruitment and selection processes in Latin America.

Elaina Carpino A celebration of coming out on International Coming Out Day at Owens Corning bnymellon.com

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Elaina Carpino is a lead project manager in manufacturing technologies at Owens Corning. Her various roles during her seven years at the company include leadership positions in operations, information technology and desktop infrastructure. Prior to Owens Corning, she

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worked for Dow Corning as a building sealants application sales engineer, managing a $6 million territory in the Greater Midwest. She earned her bachelor of science in chemical engineering from Ohio State University. She resides in Central Ohio with her partner of 15 years, Pam.

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Bruce Carroll Who is the outsider? Understanding micro inequities from all sides Bruce Carroll is the field director of the healthcare policy and advocacy team at Centocor Ortho Biotech, a division of Johnson & Johnson. He previously spent 10 years as a federal and state lobbyist for Centocor and Johnson & Johnson. He is also the creator of the highly regarded gay conservative political website GayPatriot.org. Bruce is a 1990 undergraduate of Syracuse University with dual majors in political science and broadcast journalism. He lives in Charlotte, N.C. with his partner of 10 years, John.

Brent Chamberlain Not half gay, not half straight but totally bisexual: 10 steps to begin bisexual workplace inclusion School’s out: How British universities are conquering the last workplace taboo Brent Chamberlain is an associate with workplace programs at Stonewall, the United Kingdom’s leading organization for LGB equal rights. As part of his role, he is the national lead for higher education. He was the author of the Workplace Equality Index 2008 and his current research includes looking at good practice in the higher education sector and bisexual workplace issues.

Jacqui Charvet

Deutsche Bank is a proud sponsor of the 2009 Out & Equal Workplace Summit.

Demystifying insurance: Basics and transgender benefit needs Jacqui Charvet is a computer technician for Aetna, where she has worked since 2006. She is a lead for the Pompano, Fla., ANGLE chapter, a founding member and co-administrator for TERI (Transgender Equality Rights Initiatives), chair of the Pride South Florida PRIDEFEST, and co-chair of HRC’s Southern Florida Steering Committee for Diversity. She was recently awarded the Garden State Equality Educational Fund’s Gibbons Prize for Law and Social Change for her advocacy work in New Jersey and Florida.

For information on diversity: Visit the Jobs & Careers website on www.db.com

Debra Chasnoff Stories from behind the camera Debra Chasnoff is an Academy Award-winning documentary filmmaker whose work has fueled progressive social-change movements in many fields. She is the 2009 Out & Equal Workplace Summit 2058O&E_summitbookSEC6bios_v03.indd 99

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Out for Business?

executive director at GroundSpark and co-creator of The Respect For All Project, a program that produces media and training resources to help prevent prejudice among young people. She serves on the national advisory board for Frameline, the San Francisco International Lesbian and Gay Film Festival and Jewish Voices for Peace. She is a graduate of Wellesley College, lives in San Francisco and is a mother of two.

Casey Christensen “My name is…and I want to recruit you” — Developing a comprehensive plan for LGBT recruiting

Let’s Add LGBT Stimulus to America’s Economy!

Talk to the market experts at Witeck-Combs Communications, Authors of Business Inside Out: Capturing Millions of Brand-Loyal Gay Consumers “Witeck-Combs, the preeminent gay marketing & consulting firm.”

- Fortune Magazine

www.witeckcombs.com

• LGBT Market Specialists • Marketing Communications • Public Relations

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Casey Christensen is a senior channel management expert focused on diversity sourcing within Accenture HR BPO Services in Denver, Colo. He has worked with clients in the retail, consumer products and technology industries to define and execute targeted candidate sourcing strategies. He launched the LGBT networking group for the Denver Accenture location in 2006 and continues to lead the group today. He serves as the recruitment colead for the National LGBT Network at Accenture and as the LGBT recruitment liaison for Colorado State University and the University of Colorado.

Matt Coates Taking it global: Leading practices for expanding regional employee resource groups internationally Matt Coates is a senior manager at Accenture based in London and on the steering committee of the Accenture LGBT Network in the United Kingdom. Matt has worked for Accenture since August, 2000 with a variety of public service clients in the customs, agriculture and revenue industries. He has been heavily involved in the establishment of LGBT networks and raising awareness about LGBT issues within Accenture. Born and raised in Australia, he has lived and worked in Hong Kong, Brunei, Dubai and North Carolina, and now lives permanently in London.

Wesley Combs The LGBT gold standard: Proven LGBT strategies internally and in the marketplace Wesley Combs is president and co-founder of WiteckCombs Communications, the nation’s premier public relations and marketing firm specializing in developing strategies for companies looking to reach the LGBT consumer market. He currently serves as a member of the Human Rights Campaign’s Business Council. Together with his business partner Bob Witeck, Combs wrote the first business book on marketing to the LGBT market entitled “Business Inside Out: Tapping Millions of BrandLoyal Gay Consumers.”

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Mike Craig You don’t just need a business case, you need a business plan Mike Craig is the information management champion for the Chevron Information Technology Company, leading change management efforts in information management and data quality. He began his Chevron career in 1991, holding various positions of increasing responsibility in business planning for Chevron North America Exploration & Production. He joined the Information Technology Company in 2003. As president of Chevron PRIDE, he has led the effort to help create an LGBTA-inclusive environment corporation-wide. He is active in the Houston community and is involved with a variety of local charities.

Will Crane You don’t just need a business case, you need a business plan Will Crane has been a geologist with Chevron’s Energy Technology Company and Chevron Global Upstream and Gas for the past five years. He has been active in the leadership of LGBT groups since his college days, serving on the board of directors of the Williams College GLBTA group and as a graduate student representative to the Stanford LGBT group. Since joining Chevron in 2004, he has been an active member of Chevron PRIDE and has served on the board of directors since 2005.

Chris Crespo Assessing and improving your organization’s LGBT climate Chris Crespo is an inclusiveness director leading general and lesbian, gay, bisexual, transgender and ally inclusion efforts at Ernst & Young. She is on the boards of the National Gay & Lesbian Chamber of Commerce and TrueChild, and is actively involved with the Pittsburgh GLBT Corporate Roundtable and Out & Equal Workplace Advocates. Her efforts have been recognized through winning the first Americas Chairman’s Values Award at Ernst & Young and the Trailblazer Award by Out & Equal.

She and her family reside in Pennsylvania.

Brian Crimmins

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Walt Disney World diversity resource group for gay, lesbian, bisexual, transgender and ally cast members.

Ross Cuddeback Employee resource group challenges and opportunities for global organizations Ross Cuddeback is a vice president and head of DeAm Market Risk Management at Deutsche Bank in New York.

Bonnie Curtis Stories from behind the camera Bonnie Curtis is a film producer, whose credits include “Saving Private Ryan,” “A.I.,” “Minority Report” and “Jurassic Park: Lost World,” directed by Steven Spielberg.

She is a 1988 graduate of Abilene Christian University, where she majored in journalism. She received the school’s Gutenberg Award “for distinguished professional achievement” in journalism. She is a regular featured speaker on diversity and inclusion at corporate and women’s events, universities and high schools.

D Dr. Lyne Desormeaux, Psy.D., PCC Rubber meets road: Building road maps to enhance ERG traction, business relevance and revenue potential Dr. Lyne Desormeaux is the principal of Desormeaux Leadership Consulting. She is a clinical psychologist and Certified Professional Co-Active Coach (PCC). Her diverse experience in the areas of behavior, assessment, organizational psychology, business strategy and leadership team development provides alternative perspectives for business-based objectives and behavioral change strategies. She has successfully worked with C-level executives and their teams to clarify business strategy and design infrastructure, and to identify leadership behaviors to support the chosen strategy.

Patty Nishimura Dingle

The journey of inclusion through corporate social responsibility at Disney

Leveraging employee resource groups and councils to increase cultural competence in unique business environments

Brian Crimmins, a 15-year cast member at The Walt Disney World Resort, has served in operations leadership roles, as well as in diversity and inclusion and internal communications. Currently, he leads the operations communication team that delivers internal communication products and services to over 40,000 cast members. He is serving his second term as the president of PRIDE, a

Patty Dingle, a graduate of San Francisco State University, started her career in public affairs at KGO television, producing most of the station’s public service announcements and segments for Sunday on Seven. She was also the promotion director for KTSF 26, the leading station for the Asian community in the San Francisco Bay Area.

Currently at AAA, she is focused on diversity, inclusion and 2009 Out & Equal Workplace Summit

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engagement throughout the enterprise. She is also president of the board of directors for the Asian Women’s Shelter.

Steve Disselhorst How to engage all levels of employers in community service: Making your event a success Steve Disselhorst joined Abbott in 2001 as a hospital account manager. In 2005, he completed his master’s in business administration degree, with a concentration in marketing.

He later joined the diabetes care division as a senior pricing specialist. In January 2008 he was promoted to product manager in U.S. marketing. Prior to joining Abbott, he was assistant general manager and sommelier at Wolfgang Puck’s restaurant in San Francisco. He is a founder of Abbott’s PRIDE network and lives with his partner in Oakland, Calif.

Julie Dorf Bringing resources to LGBT workplace equality outside the United States Julie Dorf has been a leader in the LGBT rights movement for twenty years. She founded and directed the International Gay & Lesbian Human Rights Commission from 1990 to 2000, creating an organization that protects and advances the human rights of all people and communities subjected to discrimination or abuse on the basis of sexual orienta-

tion, gender identity or HIV status. In the past decade, she has worked in philanthropy, serving as the director of philanthropic services for Horizons Foundation, a foundation serving the Bay Area’s lesbian, gay, bisexual and transgender community, and also as vice president of the Vanguard Public Foundation. She holds a bachelor of arts degree in Russian and Soviet Studies from Wesleyan University. She has written, spoken and advocated extensively on social justice issues ranging from reparations for gay victims of the Nazis, Jewish-Palestinian relations and marriage equality.

She lives in San Francisco with her partner Jenni Olson, and their two girls Hazel and Sylvie.

Eric Douglas A roadmap for investing in the LGBT movement: Building strategic partnerships between nonprofits and businesses Eric Douglas joined the Gill Foundation in 2007 as the senior officer of donor resources. He previously worked as director of development for the New York City Gay and Lesbian Anti-Violence Project. While there, he developed and implemented a comprehensive fundraising strategy, including revamping the major donor and events programs. From 2000 to 2004, Eric was the associate development director for the Gay, Lesbian, and Straight Education Network in New York.

Proud To Support Smarter Dreams.

GMAC Financial Services, a leading global diversified financial services company, is committed to supporting financial education and literacy for adults and children.

Our SmartEdge by GMAC website and local seminars feature valuable information about establishing and maintaining good credit, managing a budget and choosing the right financing options.

Visit the SmartEdge website at www. smartedgebygmac.com to see how smart and healthy financial dreams can come true.

©2009 GMAC Financial Services. All rights reserved

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bios 60,000 GLBT Adults

gave us the OK to survey them.

So we do. Often.

Harris Interactive is hands down the leader in GLBT market research.

We bring more reach and experience to compare and contrast GLBT consumers with their heterosexual counterparts than any one else. Just ask top marketers .

Our qualitative and quantitative skills, coupled with our strategic partnership with Witeck-Combs Communications - the premier GLBT strategic marketing agency – makes us without peer in GLBT research.

We’re Harris Interactive.

Proud sponsor of the Out & Equal Summit.

To learn more about us, contact David Krane at 212.539.9648 or dkrane@harrisinteractive.com.

Allies at Work Creating a Lesbian, Gay, Bisexual and Transgender Inclusive Work Environment

ers, anag nior m T leaders rs, se B onso d LG up sp ionals an ss profe -read.” ust rk a m , exual Group n, Bis e Lesbia e Resourc ht ye straig r Emplo fo n how tips o at works al ic th ct s pra orldplace er ff o l daw an place

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A new and powerful resource by author David M. Hall and Out & Equal Workplace Advocates for anyone who wants to create cultural change to include everyone in their workplaces “Allies, employee resource group sponsors, senior managers, human resource and diversity professionals and LGBT leaders should consider Allies At Work a must-read.”

— Founder, Raytheon Gay, Lesbian, Bisexual, Transgender and Allies Employee Resource Group Founder Louise Young, Ph.D.

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Angela M. Duerden, Esq. “We are family… sometimes” — An overview of who benefits from your family leave benefits Where do we go from here? Proposed and pending legislation affecting LGBT rights in the workplace Angela Duerden is a senior associate in the Los Angeles, Calif., office of Jackson Lewis, LLP. She holds a bachelor’s degree in German language and literature from the University of Florida, a master’s in German literature from Vanderbilt University and a juris doctor from Western New England College School of Law, where she was selected to compete as a member of the National Moot Court Team. She is a member of the American Bar Association, the Los Angeles County Bar Association and the State Bar of California. She is a member of Jackson Lewis’ GLPG (Gay & Lesbian Practice Group) and the Southern California chapter of Out & Equal, and is a mentor in the Los Angeles office.

Ann Dunkin After the dust settles: Rebuilding your ERG Building executive support for LGBT workplace equality and your employee network

Ann Dunkin is a principal of AED Consulting LLC, a management and engineering consulting firm. Prior to founding AED Consulting LLC, she worked for HewlettPackard in a variety of engineering and senior management positions in research and development, manufacturing, engineering and operations. She was active in HP’s PRIDE networks for nearly 20 years and served as the chair of the HP Global PRIDE Council for several years.

She is the co-chair of the Oregon and Southwest Washington affiliate of Out & Equal.

E Liisa Eisenlohr Beyond transition: Issues faced by transgender individuals and the need for equal workplaces Liisa Eisenlohr is the spouse of a male-to-female transsexual woman. She has accompanied her partner through the journey of transition and consequently become an advocate both for transsexuals as well as their significant others, families and friends. She holds a Ph.D. in biochemistry from the University of Heidelberg, Germany, and an master’s in business administration from

Out is In at ING At ING, our workforce reflects the diversity of our customer base.

We take pride in being part of many diverse communities across the globe and for offering excellent career opportunities. ING continuously strives to maintain a LGBTfriendly environment, and our success with these efforts is reflected through ING’s continued 100% rating on the Human Rights Campaign Corporate Equality Index and our various partnerships with local, national and global LGBT organizations. ©2009 ING North America Insurance Corporation cn60620082010

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ING is a global financial institution of Dutch origin offering banking, investments, life insurance and retirement services to more than 85 million private, corporate and institutional clients in more than 40 countries.

With a diverse workforce of about 125,000 people, ING comprises a broad spectrum of prominent companies that increasingly serve their clients under the ING brand.

ING is proud to be an Advocate Level Sponsor for the 2009 Out and Equal Workplace Summit.

Your future. Made easier.SM

2009 Out & Equal Workplace Summit

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the College of William & Mary. She works at Genentech in the position of publication planning manager.

Jodie Eldridge From good corporate policies to good social policies Jodie Eldridge is executive director of Atticus Circle, one of the nation’s largest organizations for straight-identifying LGBT supporters, which educates and mobilizes straight allies to advance equal rights for LGBT partners, parents and their children. She has more than 20 years of experience in helping nonprofit organizations and political candidates with fundraising campaigns, event coordination, lobbying efforts and direct mail campaigns. Her work includes grassroots fundraising management for the Ann Richards gubernatorial campaigns in 1990 and 1994, event management for the Clinton-Gore 1996 Presidential Campaign in California, and management of the national Seven Straight Nights campaigns in 2007 and 2008 to raise LGBT equality awareness.

Anne Evans Bling bling: How to bedazzle your LGBT recruiting event and use technology to attract diverse talent

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national steering committee for LGBT recruiting. She has spearheaded the company’s dedication and leadership in LGBT recruiting and is an avid member of the company’s LGBT resource group. She is the lead recruiter for inclusiveness in the Pacific Northwest, and co-developed and co-executed the first multi-purpose LGBT recruiting event encompassing numerous school and experienced hire candidate representation.

Patricia Evert A roadmap for investing in the LGBT movement: Building strategic partnerships between nonprofits and businesses Patricia Evert is currently the vice president of donor resources for the Gill Foundation, which she joined in 2005.

Prior to joining the foundation she was president of Patricia Evert Productions, a successful event fundraising company based in New York City. Among her loyal clients, dedicated to progressive and human rights causes, were the National Council for Research on Women, the Gay & Lesbian AntiViolence Project and the Women’s Refugee Commission.

Over the years, Patricia has raised more than $150 million for progressive organizations and candidates.

Anne Evans is an assistant director in Ernst & Young’s recruiting team, and is the team leader of the company’s

2010 Out & Equal Workplace Summit October 5–8 in Los Angeles

A unique conference for out and successful LGBT executives to commit to workplace equality, while building a network of support among their peers

Apply now to be considered for the 2010 Executive Forum. Call 415-694-6516 for information.

Join us today! www.OutandEqual.org 2009 Out & Equal Workplace Summit 2058O&E_summitbookSEC6bios_v03.indd 105

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Carlos Ferreiro

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Broadening your employee resource group: Reaching out to blue-collar employees and manufacturing locations

Ronald Falcon, M.D. Creating and leveraging a catalyst for change Dr. Ronald Falcon is an expert in gay men’s health and HIV treatment strategies. He has a broad range of clinical and pharmaceutical experience and currently serves as the senior medical director for virology at Tibotec Therapeutics, a Johnson & Johnson Company that develops medications for HIV, hepatitis, tuberculosis and other infectious diseases. He serves as national co-chair of the employee LGBT affinity group known as GLOBAL. He received his M.D. from the Temple University School of Medicine in Philadelphia, Pa., and completed a residency and an HIV preceptorship at Regions Hospital in St. Paul, Minn. He and his partner, Chad, have been together for 12 years. They celebrated their 10-year anniversary by having a civil union ceremony in New Jersey with family, friends and co-workers.

Carlos Ferreiro has more than 30 years of global experience in marketing and sales management, business management, customer service and marketing services management in the plastic and packaging industry. He is the corporate compliance officer — DuPont Performance Materials and Global Operations.

Deena Fidas Assessing and improving your organization’s LGBT climate Raising the bar: The new Corporate Equality Index criteria and data from the 2010 report Deena Fidas joined the Workplace Project of the Human Rights Campaign Foundation staff in September 2007. She took over the day-to-day management of the Corporate Equality Index survey administration and coauthorship of the Human Rights Campaign Foundation’s 2009 Corporate Equality Index report, as well as leadership of forthcoming published research on the workplace climate for LGBT employees in large businesses. She

100 PERCENT

The human RighTs Campaign FOunDaTiOn Thanks Out & Equal FOR iTs impORTanT COnTRibuTiOns TO wOrkplacE Equality.

COngRaTulaTiOns TO all The COmpanies ThaT sCOReD 100% On The 2010 cOrpOratE Equality indEx.

www.hrc.Org

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has engaged new businesses to take part in the survey and educated already participating businesses on the importance of expanding LGBT workplace protections, equal benefits and robust diversity and inclusion efforts.

She holds a master’s degree in sociology from American University in Washington, D.C.

program since its creation in 1999. She is currently serving as vice-chair for EPA’s national LGBT advisory committee.

Jenn Finan

Mark Fowler is the manager of programs at the Tanenbaum Center for Interreligious Understanding, where he is responsible for overseeing the design, implementation and expansion of programs. He previously worked as a health educator and was also a facilitator and trainer with the Anti-Defamation League in its “A World of Difference” Institute. He earned a bachelor of arts in English and education at Duke University. He trained as a mediation and conflict resolution specialist with the New York City Department of Education.

Which bathroom is John going to use?

Jenn Finan, principal of Finan Diversity Group, combines a 20-year career in the Canadian financial industry with more than 10 years of involvement in corporate diversity education and community activism. This experience, combined with her work on the boards of Pride at Work Canada and the Sherbourne Health Centre in Toronto, afford her a unique perspective that is both informed and relevant to corporations and organizations that want to take advantage of the opportunities available in today’s evolving workplace.

Carla Fisher The only gay in the government Carla Fisher works in the Hazardous Waste Program of the U.S. Environmental Protection Agency in Seattle, Wash.

She has been a manager for the EPA’s Seattle LGBT

Pride...

Pride... work ...in...in mymywork ...in...in mymylife life ...in...in myself. myself.

Mark E. Fowler Human resources innovations: A practicum in managing religious diversity and LGBT Issues

Thomas R. “Tom” Fox How to breathe life and health into your employee resource group Broadening your employee resource group: Reaching out to blue-collar employees and manufacturing locations Thomas “Tom” Fox is the health, safety and environment coordinator for the entertainment imaging division

At Merck we recognize the unique contributions that our employees make when they are able to bring their whole self to work every day. When our people think freely, act decisively, and feel empowered to excel in their roles without fear of judgment because of who they are, we make our workplace and the world a better place for everyone. Merck proudly supports the 2009 Out and Equal Workplace Summit.

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at Eastman Kodak. In addition to this role, he facilitates workshops in the Kodak advocate diversity program. As an advocate and co-president of the Lambda Network at Kodak, he provides unique and valuable experiences for the benefit of others.

Peter Francel The LGBT gold standard: Proven LGBT strategies internally and in the marketplace Peter Francel is the vice president of product group sales at Aetna. He is responsible for setting the sales strategy, implementation and market integration efforts for all products within his span of support. He is chairman of the LGBT steering committee at Aetna responsible for positioning Aetna as a leader in providing health care coverage to the LGBT community, identifying marketing opportunities and supporting current health policy for the LGBT community. He is an active member of Aetna’s diversity board.

Michael H. “Mike” Frankel The only gay in the government

Elizabeth H. Fregiato Ten ways to not create change: Diversity training missteps and what LGBTAs can learn from them Ex-Gays in your workplace: Who they are, what they want and how to effectively respond to them Elizabeth H. Fregiato is the director of policy and programs for Parents, Families and Friends of Lesbians and Gays (PFLAG) National. In her time with the organization, she has been responsible for PFLAG’s strategy development on key policy issues, the creation of resources for PFLAG’s membership, and the supervision of the group’s field and policy staff. She has also worked as an investigator in the Civil Rights Division of the Department of Justice and as a consultant for IMPECT, an indigenous rights organization in Thailand.

TEAR.

Michael ”Mike” Frankel is a founder of the LGBT diversity program for the U.S. Environmental Protection Agency’s Mid-Atlantic Region, and has served as the program7.5 in

manager for more than eight years. He has worked aggressively to raise awareness and to educate both staff and management on workplace issues relevant to the LGBT communities. During his 13 years with the EPA, he has worked as a press officer, and currently serves as communication coordinator. He also serves on the Philadelphia Police Department liaison committee to the LGBT communities.

4.5 in

UNEQUAL Creating a diverse workplace takes more than words, it takes action.

Kimberly-Clark Corporation supports Out & Equal’s mission.

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Jordan Freitas Bling bling: How to bedazzle your LGBT recruiting event and use technology to attract diverse talent A rainbow of generations: Understanding and developing career strategies for different LGBT generations Jordan Freitas started his career in Ernst & Young’s audit practice. His passion for people led him to assume the role of a campus recruiter. As a gay man and human resources professional, he has become a leader on Ernst & Young’s national LGBT recruiting steering committee. He has participated in numerous LGBT recruiting events and worked with campus LGBT resource centers to help students learn about career opportunities. He co-developed and co-executed the first multi-purpose LGBT recruiting event encompassing numerous school and experienced hire candidate representation for the company.

Paul L. Frene I’m the one they call: Working while caring for aging family members Paul Frene is a financial services representative in MetLife’s Bay Park Financial Group in Short Hills, N.J. He provides wealth management and estate-planning solutions for the LGBT community. He founded the MetLife

WE’RE NOT ALL ON THE SAME CHANNEL, ISN’T THAT GREAT?

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LGBT employee resource group and serves on MetLife’s LGBT marketing advisory council. He was an advisor on the Out and Aging MetLife Study of LGBT Baby Boomers. He is a graduate of Loyola College with a bachelor of arts degree in business administration and political science, and earned a master’s degree in management and finance from Johns Hopkins University. He is a founder of the Metro New York Out & Equal affiliate. He resides in Nutley, N.J. with Gene Cavazos, his partner of 18 years.

Brent Friedman The supplier diversity business case: HRC Corporate Equality Index criteria changes Brent Friedman joined Merck & Co. in 1997 and currently works in global procurement supporting Merck’s U.S. commercial operations organization. He is a board member for the Independence Business Alliance in Philadelphia, the local affiliate chamber of the National Gay and Lesbian Chamber of Commerce. He holds a bachelor of science degree in business administration from Gwynedd-Mercy College and a master’s in business administration from LaSalle University.

The Nielsen Company proudly supports the 2009 Out & Equal Workplace Summit Television. Internet. Mobile.

As media gets more diverse, we should remember that people are, too. Nielsen’s open, simple and integrated approach to measuring consumers means we are familiar with communities, cultures and exciting new voices.

It’s the difference between measuring people and understanding them.

To learn more, go to www.nielsen.com

Every View Counts ©2009 The Nielsen Company

All Rights Reserved

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Rock the ages: Generational differences and employee resource groups Aligning your employee resource group with business to recruit LGBTA top talent A.P. Fritts is a recent graduate of the electrical and computer engineering college at Ohio State University and a software engineer at Raytheon Missile Systems.

A.P. was founder of oSTEM (Out in Science, Technology, Engineering and Mathematics) at Ohio State and has actively participated in ChallengeX and the OSU solar decathlon team.

Victoria Fulkerson LGBT supplier diversity: The Corporate Equality Index and your company

supplier diversity initiative, which offers certification for LGBT-owned business enterprises.

Michelle Fullerton What happens to the glass ceiling when you add another layer?

The network of all networks Michelle Fullerton manages Stonewall’s diversity champions program, which is the United Kingdom’s employers’ forum on sexual-orientation issues in the workplace. Under her leadership, the program has increased from 300 employers to more than 500.

Michelle aims to continue to increase the influence and reach of all Stonewall’s workplace programs, which also include an LGB recruitment guide, a benchmarking tool and an LGB leadership program. Michelle lives in London with her long-time partner.

Victoria Fulkerson is the senior manager of supplier diversity and corporate relations for the National Gay & Lesbian Chamber of Commerce. In this role, she works with current and future NGLCC corporate partners to ensure that they are maximizing their relationships with the NGLCC and creating connections with the LGBT business community. She also leads the NGLCC’s LGBT

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G Nancy Gidusko The journey of inclusion through corporate social responsibility at Disney Nancy Gidusko is a seasoned public affairs professional who leads the philanthropic and volunteerism community outreach for the Walt Disney World Resort. She is a 30-year Disney cast member and has held leadership positions in minority business development, communications, operations and human resources. Active in the local community, she serves on the board of two nonprofit organizations and represents The Walt Disney Company on the Partnership Council of the National Association of Latino Elected and Appointed Officials.

Stephen Gould Out & Equal: Launching a dynamic regional affiliate Stephen Gould is the associate director of NETWORKS! at Out & Equal Workplace Advocates. He joined the staff as executive assistant in the summer of 2004 after studying and teaching in Berkeley, Calif. He now coordinates the Out & Equal Employee Resource Group Registry, regional

affiliates and other Out & Equal networks. He gained experience in nonprofit administration working for The Concordia Orchestra and the Little Orchestra Society, both in New York City, as well as various theaters. He earned a master’s degree in religion at Yale University, where he got a taste for LBGT activism as the co-chair of the Yale Divinity School LGBT coalition. He also holds an bachelor’s degree in political science from Duke University. Originally from New York State, now resides in San Francisco.

Jamison Green Health benefits for transgender and transsexual employees: Costs, utilization and best practices Jamison Green is a San Francisco-based author and educator, internationally recognized as a leader in transgender law, policy, theory and education. Consulting with businesses, governmental agencies and professional and educational organizations to improve the health, safety and civil rights of gender-variant people, his services have been vital to the implementation of transgenderinclusive benefits at several major corporations, including IBM, Raytheon, Disney and Genentech.

Raytheon People

Innovation. Driven by Diversity.

At Raytheon, we support diversity as a catalyst and essential advantage to everything we do.

Join the employees in this ad in a rewarding career.

www.rayjobs.com © 2009 Raytheon Company. All rights reserved. “Customer Success Is Our Mission” is a registered trademark of Raytheon Company. Raytheon is an equal opportunity, affirmative action employer and welcomes a wide diversity of applicants. U.S. citizenship and security clearance may be required.

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bios Diana Greschtchuk

Redefining strategic partnerships: Quality over quantity in today’s economic climate Diana Greshtchuk holds a bachelor of science degree in finance and accounting from California State University, Chico. She has worked at PricewaterhouseCoopers for the past five years in the firm’s financial services assurance practice.

H David R. Hanes Stepping out: The importance of participating in other employee resource groups within your organization David Hanes is a vice president within Citi’s risk infrastructure strategy and delivery division. He manages projects and strategic initiatives that support the North America Consumer Risk organization. He joined Citigroup in 1993 and has served as the co-chair of the Citi Pride Network– St. Louis for five years. He is also co-chair of this year’s planning committee responsible for coordinating Citi’s participation at the Out & Equal Workplace Summit. He is

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working with a team of other pride networks in St. Louis to form a regional Out & Equal affiliate. He holds a bachelor of arts degree in marketing and communications from Missouri State University, Springfield, and is currently obtaining a master’s degree in information technology management at Webster University, St. Louis, Mo.

Kevin Hannan Managers and supervisors: How Chubb and Merck reach that critical audience Kevin Hannan, a sales and service performance specialist with Chubb, has 15 years of experience in helping organizations improve sales, retain talent and increase productivity through training and employee engagement programs. He currently serves as chair of GLEN, Chubb’s LGBT employee resource group.

Lawrence Harrington Executive sponsors: Use ’em or lose ’em Lawrence Harrington is vice president of internal audit for Raytheon. He has spent most of his career in finance and internal audit. He is a certified public accountant and has been chief audit executive for several Fortune 500 companies. He is a member of the Institute of Internal Auditors and chairman of its international professional issues

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committee. He has been a frequent speaker at seminars on auditing, change management and negotiation, as well as people development and motivation.

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Theresa Harrison

cation, communication and employee resource group partnerships. Prior to coming to Raytheon, he spent 10 years at JPMorgan Chase, where his responsibilities included being global diversity and leadership communications manager.

LGBT supplier diversity: The Corporate Equality Index and your company

Chris Heckle

Theresa Harrison is the manager of supplier diversity for Ernst & Young, a global leader in professional services.

Working collaboratively with the cross-functional supplier diversity team, Theresa is responsible for the development and implementation of the Ernst & Young supplier diversity initiative as well as the internal and external promotion of this initiative. Her responsibilities include identifying qualified diverse suppliers, ensuring that they are given an opportunity to compete for Ernst & Young business, and periodically reporting on progress.

Broadening your ERG: Reaching out to blue-collar employees and manufacturing locations Chris Heckle has worked for Corning for 12 years, starting as a bench scientist in research and development, where she contributed to the development of new products for the specialty materials division. Recently, she has been engaged in new business development, bringing new heavy- and light-duty diesel filters to market.

Daryl Herrschaft

F. Chase Hawkins

Raising the bar: The new Corporate Equality Index criteria and data from the 2010 report

Rock the ages: Generational differences and employee resource groups

ENDA doesn’t end it

F. Chase Hawkins is the director of employee inclusion and cultural solutions at Raytheon Integrated Defense Systems in Tewksbury, Mass. He is responsible for all aspects of diversity efforts, including engagement, edu-

Daryl Herrschaft has overseen the Workplace Project of the Human Rights Campaign Foundation since 1998.

In this capacity, he monitors and evaluates corporate policies surrounding LGBT employees, consumers and investors. He is the editor of the HRC’s annual Corporate

Unique. Individual. One of a Kind.

Diversity of talent. An opportunity unlike any other.

For over 160 years, our employees’ unique contributions have secured New York Life’s reputation as an industry leader and The Company You Keep®. Our support and encouragement of individual differences and the unique talents they produce will only serve to enhance our business for the next 160 years. New York Life is known as “the company of the community” that reflects the changing face of America. We consider our commitment to diversity to be a fundamental strategic strength. For current opportunities to grow with The Company You Keep® visit us at www.newyorklife.com/corporatecareers EOE M/F/D/V © 2009 New York Life Insurance Company, 51 Madison Avenue, New York, NY 10010

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Equality Index and The State of the Workplace for Lesbian, Gay, Bisexual and Transgender Americans.

Eldon Hills Executive sponsors: Use ’em or lose ’em Eldon Hills is a partner in the transaction advisory services practice at Ernst & Young in New York City. He specializes in providing acquisition due diligence to companies in the financial services industry and has led transactions in Canada, the U.S., the U.K. and various locations in Europe, Africa and the Caribbean. He is also co-executive sponsor of Beyond, Ernst & Young’s LGBTA employee resource group, for the New York Tri-State area.

Ian Hlawati, Esq.

of Legislation and Public Policy. He has represented clients in federal and state forums, and is a member of the bars of New York and Hawaii. He is twice published and has contributed to a legal casebook on labor law. The Harvard Law Review cited his most recent publication as an authority.

Aubrey Hone A rainbow of generations: Understanding and developing career strategies for different LGBT generations Aubrey Hone works in the transaction tax practice at Ernst & Young. She works primarily in the area of mergers and acquisitions. She is an avid runner, loves to read, and currently lives in San Francisco with her partner Amanda.

Casey Horton

Overview and new developments – Religion, sexual orientation and the workplace

Executive sponsors: Use ’em or lose ’em

Ian Hlawati is an attorney in the White Plains office of Jackson Lewis LLP. He holds bachelor’s and master’s degrees from Northwestern University, the juris doctor from the University of Hawaii, and a master of laws in labor law from the New York University School of Law. He was a dean’s scholar while in law school, served on the Moot Court Board, and was an editor for both the University of Hawaii Law Review and the New York University Journal

LGBT advocacy: The corporate spectrum Casey Horton is a manager is Ernst & Young’s fraud investigation and dispute services practice. He has been with the company for more than seven years, and has been involved in various capacities with the company’s LGBT employee resource group, Beyond, for the past four years. Currently, he is the co-leader for the Beyond group in the Midwest, and the co-chair for the Beyond

S:7.5”

S:4.5”

It is a reminder of just how much we have in common.

Our souls. Our dreams. Our humanity. These are the ties that bind. That’s why Boeing proudly sponsors the Out & Equal Workplace Summit and salutes those who strive to give everyone equal footing in this place we all call home.

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Business Development team. He has also previously sat on the National Beyond Steering Committee.

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outlets, including the Los Angeles Times, the New York Times and the Oprah Winfrey Show.

Becky Huber Square pegs – Building a strategy for your LGBT resource group to fit and grow in your organization Becky Huber is the director of information management operations at Blue Cross and Blue Shield of Florida. She also is the chair of RESPECT, BCBSF’s LGBT employee resource group. She was instrumental in organizing and gaining corporate support for RESPECT. She chairs the IT Diversity Business Council at BCBSF. She lives in Jacksonville with her partner, Nancy, and their three young boys.

Jody M. Huckaby The care and feeding of straight allies at work: What LGBTs must know for successful inclusion

I Jennifer “Jen” Ivey How generational differences within the LGBT community impact your business resource group Jennifer “Jen” Ivey is a senior consultant with the strategic change and communications specialization of Deloitte’s Human Capital practice. Currently, she focuses on public sector projects. She has been a life-long advocate and ally of the LGBT community. This year, she is the communications officer for North Central region’s LGBT business resource group. She resides with her husband Jeff and their children Lillith and Luthor in Ferndale, Mich.

Jody Huckaby is the executive director of Parents, Families and Friends of Lesbians and Gays (PFLAG) National.

He has been a nonprofit executive for 18 years, serving as executive director of the Washington D.C. Humane Society, New Mexico AIDS Services and Houston’s Bering/Omega Community Foundation. His voice on equality issues has been heard in hundreds of media

Innovation through diversity.

At Intel, diversity is a way of life. It’s the way we do business and the key to our success as an innovative leader in technology.

We take great pride in the collective and individual talents of our diverse workforce and recognize that our employees’ unique perspectives, experiences, and creativity contribute in bringing the most powerful and revolutionary products to the world.

For more information about diversity at Intel, visit us on the Web at: www.intel.com/intel/diversity Intel Is An equAl opportunIty employer. ©2009 Intel Corporation. All rights reserved. Intel and the Intel logo are trademarks of Intel Corporation in the U.S. and other countries.

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lead. He is very active in the LGBTA community and working to get Accenture more involved with local events.

Pamela “PJ” Johnson

Judy Jbara Out & Equal: Launching a dynamic regional affiliate Judy Jbara co-chairs the Out & Equal Southern California Leadership Council.

Brenda Jimenez Where are all the women? Increasing women’s participation in LGBT employee resource groups Brenda Jimenez is a senior consultant for diversity programs for Verizon Communications, where she coordinates Verizon’s strategy for employee resource groups and supports employee resource groups within Verizon’s business units. She resides in New Jersey.

Being an out lesbian senior executive in corporate America: The Citi experience Pamela “PJ” Johnson is managing director and global head of Citi’s anti-money laundering and sanctions compliance team. She is a member of Citi’s Pride NY Leadership Council and Corporate Center Women’s Organization, is the sponsor of Citi’s anti-money laundering mentoring program and has participated in the African American Heritage Network mentoring program. She is also a lifetime member of WIFLE (Women in Federal Law Enforcement), a nonprofit corporation created to recruit and retain more women in law enforcement.

Shari Johnson The supplier diversity business case: HRC Corporate Equality Index criteria changes

Bryan Johnson When the workplace is taken hostage Bryan Johnson is a senior specialist in the human resource group at Accenture focusing on global leadership development. He has been an active member of the Dallas LGBTA Interest Adv.2009:Layout Group for many years and recently a coOut&Equal 1 7/20/09 7:44became AM Page 1

Shari Johnson is operations manager in the Merck vaccine customer center at Merck & Co. She has worked her entire career in contact center environments with diverse work forces across the U.S. Shari is an active leader in

We’re 100% proud and honored.

F

OR THE FIFTH CONSECUTIVE YEAR, Chubb has attained the highest score possible — 100% — on the 2008 Corporate Equality Index published by the Human Rights Campaign (HRC) Foundation. HRC is the nation’s largest gay, lesbian, bisexual and transgender advocacy organization. Chubb is one of an elite, forwardthinking group of companies to receive a perfect score on the Index, which measures how companies are treating their GLBT employees, customers and investors. We are proud of our commitment to fostering a more inclusive and welcoming workplace where each individual’s skills, culture perspectives and backgrounds are valued. And we are always honored when our organization and employees receive recognition for their efforts.

For more information visit our website at www.chubb.com.

Chubb GLBT employees and straight allies at the 2008 Out & Equal Workplace Summit in Austin, Texas.

Financial Strength and Exceptional Claim Service

COMMERCIAL INSURANCE • SPECIALTY INSURANCE • PERSONAL INSURANCE Chubb refers to the insurers of the Chubb Group of Insurance Companies. Actual coverage is subject to the language of the policies as issued.

Chubb, Box 1615, Warren, NJ 07061-1615. © 2009 Chubb & Son, a division of Federal Insurance Company.

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LGBT initiatives at Merck, and serves on the marketing committee of the Philadelphia affiliate of Out & Equal.

Tom Johnson Persistence and resistance: Working with leadership to evolve traditional workplace paradigms Tom Johnson was named vice president and corporate controller of The Clorox Company in 2003. In this position, he is the company’s chief accounting officer and has overall responsibility for accounting, financial reporting, internal controls, credit management, corporate real estate, facilities and administrative services. Before assuming the position of controller, he served as vice president of finance for the specialty products segment. Prior to this role, he held positions of increasing responsibility in finance and accounting, business development, marketing and internal audit. He began his career at Clorox in 1988 as a senior auditor. A certified public accountant, he holds a bachelor’s degree in accounting from Michigan State University, and resides in the San Francisco Bay Area.

Sara Johnston The queer generation gap: Diversity of LGBTQ identities Giving and getting back: Nonprofit boards for beginners

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Sara Johnston works in the Seattle assurance practice of Ernst & Young. Before her transition to the corporate world, she spent seven years in the nonprofit sector, where she worked in fundraising and financial management. She has served on boards and led fundraising efforts for local nonprofits for over 10 years, with a focus on supporting anti-violence and justice work in LGBTQ and people-of-color communities. Sara resides in Seattle with her partner, Danica, and their 10-month-old son.

James Jones Elephants in the room III: Issues that need to be addressed but often aren’t James Jones has more than 12 years of human resources consulting experience at Deloitte, with a focus on employee benefits plans. He has led change management, learning and communication projects that focus on various elements of pension plans, human resources activities and financial planning. He is a member of the American Academy of Actuaries and serves on many practice development taskforces within Deloitte, including the National Human Capital Diversity & Inclusion team. He currently co-leads the New York City chapter of GLOBE, Deloitte’s LGBT employee resource group. He received a bachelor of arts degree in mathematics and a bachelor

see commitment United Technologies is committed to a culture of diversity that promotes inclusion and workplace equality for everyone. We are proud to support the 2009 Out and Equal Workplace Summit.

To learn more about our commitment to diversity, visit careers.utc.com

Carrier

Hamilton SundStrand

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utC PoWer

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Photo: Brian McPhee, Pratt & Whitney Canada employee

At United Technologies, our greatest asset is the diversity of our people and their ideas.

Our success as a global technology leader rests on our people’s unique perspectives, experiences and imagination. Our strength is our people’s common commitment to build a better and more sustainable world for all of us.

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of business administration degree in finance from the University of Texas at Austin.

Paula S. Jones

Kevin Jones

Paula S. Jones specializes in leadership and management development. As president of Paula S. Jones and Associates, she has designed and implemented leadership assessment and coaching, team development, change management and leadership communication programs for Fortune 500 companies. She joined Genentech, a leading biotechnology company, in 2006, and is now principal diversity consultant.

Bringing resources to LGBT workplace equality outside the United States Kevin Jones is Out & Equal Workplace Advocate’s deputy director. He joined Out & Equal in February 2009 after spending nearly 25 years in the corporate world, most recently as a managing director for Citigroup in New York City. It was during his 11 years at Citigroup that Kevin developed a passion for LGBT workplace equality issues and became a leading voice for the LGBT employee community at the company. While there, he co-founded the company’s national and Metro NYC Pride employee resource groups and worked closely with the Office of Workforce Diversity on numerous issues specific to LGBT equality. It was also during his time at Citigroup that Kevin developed a relationship with Out & Equal that included serving on its board of directors from 2003 to 2006, co-chairing the 2004 Workplace Summit and co-chairing the Summit’s workshop committee for five years. He is in a civil union with his partner of over twelve years, Tony De Sousa.

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Luke Jude, M.A. Communications Solutions™: Powerful dialogue for global inclusiveness strategies Luke Jude is director of communication and innovation at the YES Institute in Miami, Fla. He is recognized as a leading educator on gender, working to create new understanding that includes gender transitioning in a supportive context. His proven success in opening productive conversations on this topic has established him as a resource for professionals in the academic, business and healthcare communities.

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Michael Jungen The journey of inclusion through corporate social responsibility at Disney Michael Jungen joined the Walt Disney World Resort cast more than 20 years ago and has performed a variety of roles. Prior to his current role in parks and resorts experience development, he led the Walt Disney World ticketing business and continues to be an advocate for technology integration. In addition to serving as the Walt Disney World executive champion for PRIDE, he serves on the board of the Arts and Cultural Alliance of Central Florida.

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policy group to oversee the creation of critical policy positions and policy advocacy. She serves as executive sponsor of the RESPECT LGBT employee resource group.

She holds a bachelor of arts degree from Northwestern University and a juris doctor from the University of Florida College of Law.

Sonelius Kendrick-Smith Making meaningful connections: Mentoring the junior LGBT community at Deutsche Bank Sonelius Kendrick-Smith is a director at Deutsche Bank in New York City. He is a senior portfolio manager in its asset management division, responsible for tax-exempt money fund strategies. He is a member of the Deutsche Bank Rainbow Group-Americas’ steering committee, where he serves as chair of its internal membership, recruiting and mentoring committee.

Randy M. Kammer

Amanda Keton

Square pegs – Building a strategy for your LGBT resource group to fit and grow in your organization

Tax talk: Managing tax opportunities for LGBT people at work and at home

Randy M. Kammer is Blue Cross and Blue Shield of Florida’s vice president for regulatory affairs and public policy.

In this role, she represents the company before state and federal regulatory agencies. She also leads the public

The queer generation gap: Diversity of LGBTQ identities Amanda Keton works for the Ernst & Young transaction advisory services-transaction tax group. In this role, she is

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responsible for identifying material tax exposures in the context of mergers and acquisitions and providing substantive tax advice to clients contemplating transactions and restructuring. She also serves on the San Francisco LGBT Community Center board of directors and resides in San Francisco with her partner, Aubrey.

Jim Knight is a director on the major accounts pursuit team for Xerox North American resellers. In his role, he is responsible for identifying strategies for non-user major accounts to procure Xerox products. He is a GALAXe board member heading up the LGBT market development initiative. He lives in St. Louis with his partner Mike.

Matt Keys

Nathan Knight

Square pegs – Building a strategy for your LGBT resource group to fit and grow in your organization

Building understanding at the top: Creating a LGBT diversity course for executives

Matt Keys is a cultural competence and diversity consultant at Blue Cross and Blue Shield of Florida, specializing in organizational consulting, strategy and scorecard development, employee resource group management, communications, event planning, and workshop facilitation and design. He previously worked in a public defender’s office, heightening his awareness of diversity and the social injustices that plague the lower class in our society, leading him to his work as a diversity practitioner.

You.com: Building your brand through social networking

Jim Knight

Nathan Knight joined the human capital practice of Deloitte in November 2007, focusing on talent strategy and organization development. He is involved in several diversity and inclusion initiatives and is an active member of GLOBE & Allies, Deloitte’s employee resource group. Externally, he volunteers as production chair for the Atlanta HRC Dinner Committee and sits on the board of directors for the Atlanta Gay and Lesbian Chamber of Commerce.

What can your employee resource group do for your company? How LGBT buying power can help your company and your ERG T:7.5”

When we’re all equals, things really start to add up.

T:4.5”

The power of equality and partnership is the power of human energy. It’s what drives our company, and it’s the reason we promote fairness in the workplace. Since 2005, Chevron has been honored to be recognized as one of the Human Rights Campaign’s “Best Places to Work for GLBT Equality.”

We salute the outstanding contributions our gay, lesbian, bisexual and transgender employees and the Chevron Pride Employee Network have made to the company.

To learn more, visit us at www.chevron.com.

Chevron is proud to sponsor the 2009 Out & Equal Workplace Summit.

CHEVRON, the CHEVRON HALLMARK and HUMAN ENERGY are registered trademarks of Chevron Intellectual Property LLC. ©2009 Chevron Corporation. All rights reserved.

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Debra Kopelman Work flexibility and career development: Aligning business needs with employee diversity Debra Kopelman is the program manager for Genentech’s CareerLab, a career center for all employees. Prior to joining Genentech, she worked for UBS Investment Bank for 15 years. Her accomplishments included building a U.S. diversity initiative and collaborating on a global career mobility initiative that provided career development resources for all employees. She holds a master of science degree in human resources management from the New School for Social Research, and a bachelor of arts degree in psychology from University of WisconsinMadison.

Nick Kouris Square pegs – Building a strategy for your LGBT resource group to fit and grow in your organization Nick Kouris is senior manager of business development for Blue Cross and Blue Shield of Florida. He is a published author and has worked in both the for-profit and nonprofit sectors. His professional background includes working with diversity and in the healthcare and behavioral healthcare settings for more than a decade. He is

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a board member of RESPECT, BCBSF’s LGBT employee resource group.

Ellen Koutsikos Allies, our friends in the community: How to discover and include them in your employee resource group Ellen Koutsikos is a client manager at IBM in the technical services division in Toronto, Canada. She has served on the executive council of the Blue Q, IBM’s LGBT diversity network group, for seven years. Recently, she helped launch IBM Canada’s first ally initiative, focused on gaining support to build awareness and drive change.

Steven Kowalski, Ph.D. Work flexibility and career development: Aligning business needs with employee diversity Steven Kowalski works in Genentech’s executive development group delivering leadership solutions that impact performance and business results. He is responsible for enterprise projects including innovation programs in scientific leadership, operational efficiency and strategic agility, as well as leadership of key human resources initiatives such as work and career flexibility, manager effectiveness and an employee CareerLab. Past projects include leading the development of an enter-

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prise-wide competency model, streamlining exit data collection processes and launching a company alumni association.

L

Zoe Kuznia

Regina R. Labson

Beyond transition: Issues faced by transgender individuals and the need for equal workplaces

Work flexibility and career development: Aligning business needs with employee diversity

©2009 Accenture. All rights reserved.

Zoe Kuznia is a transsexual woman who, following tranRegina Labson is the project coordinator for corporate disitioning at work, has become focused on education, versity and inclusion at Genentech. Responsibilities include outreach, advocacy and activism concerning trans issues. coordinating Genentech’s presence at non-recruitment She holds a bachelor of science degree in biotechnology diversity conferences and events, co-management of Gefrom the Rochester Institute of Technology and a bachnentech’s affinity groups and charitable giving to diversityelor of sciences in media arts and animation from The related organizations. Prior to Genentech, she worked Art Institute of California – San Francisco. She is a quality for 10 years at Wells Fargo in retail banking and human control assistant at Genentech, leads the transgender resources. She enjoys time with her partner and three awareness task force and is community education and stepchildren reading and being outdoors. She is currently outreach co-chair for Genentech Out & Equal. She also pursuing her bachelor of arts degree in human services. volunteers her time as the outreach co-chair for Transgender San Francisco, as a community advisory board Karen Landolt participant, and as a mentor for the Transgender EconomFrom good corporate policies to good social policies ic Empowerment Initiative.

Trim 7.5” Karen Landolt is a senior associate director of master of CLEARbusiness SPACE administration career services as well as an adjunct lecturer at the McCombs School of Business.

She is the chair of the domestic partnership benefits committee of the Pride & Equity Faculty Staff Association

Accenture salutes Out & Equal for its continued efforts to advocate equality for all people. We are proud to sponsor the 2009 Out & Equal Workplace Summit. For more information about Accenture’s LGBT diversity initiatives, please visit diversity.accenture.com

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Trim 3.5”

CLEAR SPACE

Even in tough economic times, workplace equality continues to define high performance.

at The University of Texas at Austin. She completed her Juris Doctor at Northeastern University School of Law and earned her bachelor of arts in government from The University of Texas at Austin.

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the University of Pennsylvania in 2001. He resides in San Francisco with his partner, Bryan.

Brian Legg Elephants in the room III: Issues that need to be addressed but often aren’t

Seretha Langlitz How to engage all levels of employers in community service: Making your event a success Seretha Langlitz has been a lab coordinator and electronic technician for eight years at Abbott Diabetes Care.

After a drastic career change from natural therapeutic specialist to electronic technician 13 years ago, and after moving to the Bay Area in 2001, she combined her desire to make a difference in the lives of people and animals by joining the medical device industry. Her participation in Abbott PRIDE is fulfilling a personal goal in creating a safe environment for people to reach their full potential.

Robert T. Lee Success factors of LGBT leaders Robert T. Lee is a manager in Accenture’s strategy practice based in San Francisco, where he specializes in the consumer products industry. For the past five years, he has led the San Francisco LGBTA network group for Accenture. He graduated from the Wharton School of

Brian Legg is an analyst in the Deloitte federal consulting practice primarily focused on Lean Six Sigma process improvement projects. He is the secretary of the greater Washington, D.C.-area (GWA) GLOBE, and has coordinated and hosted several events for GLOBE including the rollout of the GWA business resource group Mentor/ Protégé program, an initiative involving more than 190 Deloitte practitioners.

Ali Leverage A rainbow of generations: Understanding and developing career strategies for different LGBT generations Ali Leverage has been with Ernst & Young for 11 years, where for the past five she has been more involved with inclusiveness and flexibility. In this role she has supported different professional networks, including Beyond, Ernst & Young’s LGBT professional network. In her time with the firm, she has served in many human resources roles and is actively involved with the leadership team in driving the

Our differences make the difference.

Our commitment to diversity at Toyota is an integral part of our success.

Our customers, business partners, and employees can see themselves represented in our workforce, our marketing campaigns, in the communities we serve, and the organizations we support. toyota.com/diversity 2009 Out & Equal Workplace Summit 2058O&E_summitbookSEC6bios_v03.indd 123

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company’s strategy for inclusiveness, both internally and in the market.

Lori Lewis The only gay in the government Lori Lewis has been a facilitator, mediator and trainer for 22 years. She currently works as a facilitator for the U.S. Environmental Protection Agency with a broad range of clients, and uses mediation and facilitation processes to assist national and international groups in resolving environmental issues. She continues to work towards full equality, recognition and acceptance of LGBT employees in the federal government. She is an anthropologist by training. When not busy at EPA, she can be found cycling the world.

Simma Lieberman Diversity, difference and dialogue: A candid discussion on race, age and gender identity Remaking the LGBTQ brand: Recognizing the cultural implications of being LGBTQ in the workplace

Simma Lieberman helps individuals and organizations create inclusive cultures where people can do their best work. She works with her clients to dramatically improve their performance, become more productive and increase profit. She has been a consultant, author and speaker for more than twenty years. She is well known for her work in diversity, inclusion and engagement, and life-work balance integration. She lives in Berkeley, Calif., with her teenage son.

Greg Ligotti Persistence and resistance: Working with leadership to evolve traditional workplace paradigms Greg Ligotti is a finance director at The Clorox Company.

He serves on the Clorox Pride leadership team for corporate equality. He is a former board member of the San Francisco Gay and Lesbian Center and currently serves on its audit committee. Greg is a certified public accountant and has worked in a variety of finance leadership positions at companies such as Deloitte, ITT Industries and Philips Electronics.

Is age just a number? Four generations of LGBT people in the workplace

®

EQUALITY IS REFRESHING ©2009 COORS BREWING COMPANY, GOLDEN, COLORADO 80401 • BEER • CCL02712809

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Louisa Ling

Effin Logue

Making meaningful connections: Mentoring the junior LGBT community at Deutsche Bank

Being an out lesbian senior executive in corporate America: The Citi experience

Louisa Ling joined Deutsche Bank in 2004. She has worked in financial institutions for six years. She has worked most recently for the business information center at Westpac, and previously at BNP Paribas Equities. Prior to her career in finance, she worked in the recorded music industry in Hong Kong for eight years. She holds a master’s degree in communication management and a diploma in library and information sciences.

Drive your career through turbulent times

Laurie B. Lippin, Ph.D.

Effin Logue is the global human resources officer for Citi’s global legal, audit, human resources, citizenship and government affairs functions, and is also the human resources liaison for Citi’s New York PRIDE network.

She holds a master’s degree in industrial relations and human resources from Rutgers University and a bachelor’s degree in business from the University of Colorado at Boulder.

Cultural competency for leaders, Part 1 and Part 2

Samir Luther

Targeted and privileged: The importance of addressing whiteness within the LGBTIQ community

Health benefits for transgender and transsexual employees: Costs, utilization and best practices

Laurie Lippin is a partner in Equity Action, LLC specializing in training, consulting, coaching and team-building in the areas of diversity and cultural competence. She holds a doctorate in adult education and is a regular part-time faculty member at University of Calfornia, Davis. She coauthored the 2001 publication “Understanding Whiteness/ Unraveling Racism: Tools for the Journey,” now updated and re-released as “Unraveling Whiteness” by Kendall/Hunt.

Samir Luther is an expert on employment non-discrimination policies and benefits for LGBT workers in the United States. He works with employers to develop and implement model practices as well as set standards and benchmarks for the Corporate Equality Index. In addition, he authors several reports, including “The State of the Workplace for Lesbian, Gay, Bisexual and Transgender Americans” and “Transgender Inclusion in the Workplace, 2nd edition.”

A lot of diverse thinking goes into every one of our products.

© 2009 Rockwell Collins, Inc. All rights reserved.

At Rockwell Collins, we believe that one of the key benefits of a highly diverse team is better, smarter solutions.

That’s why we’re building a global workforce of men and women with different backgrounds, viewpoints and ideas.

Determined to build upon our foundation of innovation. United by our singular vision – to be the most trusted source of communication and aviation electronics solutions on the planet. To find out just how far diverse thinking can take you at Rockwell Collins, visit our website.

www.rockwellcollins.com

RC_Out-Equal Summit Ad.indd 1

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bios Randy Lyons

Nike’s approach to legislation supporting diversity and inclusion for the LGBT community Randy Lyons currently serves as the program director for retail merchandising systems at Nike. He is the former chair of Nike’s LGBT & Friends Network where he has had the opportunity to work closely with the company’s legislative team in support of pro-LGBT legislation at both the state and federal levels. He and his partner of 13 years live in Portland, Ore., and enjoy the inclusive culture and scenic beauty of the Pacific Northwest.

M Mickey MacIntyre Being a nonprofit board member: Getting it right Building diversity and inclusion: Sharing nonprofit strategies with corporate America Mickey MacIntyre is president and chief executive officer of realChange Partners, LLC, where he has provided training and consulting to board members and staff of

local, regional and national non-profit organizations for more than 20 years. As co-director of the Gill Foundation, he created The OutGiving Project, an $8 million national training and resource program for building better organizations and educating donors.

Jeff Mack Redefining strategic partnerships: Quality over quantity in today’s economic climate Jeff Mack is the director of development-west for the Point Foundation, responsible for Point’s fundraising efforts for states west of the Mississippi. In the past, he has been responsible for corporate and strategic partnerships at the Human Rights Campaign and Outfest, the Los Angeles Gay and Lesbian Film Festival. He holds a bachelor of science degree in political science and international relations from the University of Wyoming.

Cheryl Madelle Out & Equal: Launching a dynamic regional affiliate Cheryl Madelle has worked for Raymond James Financial since 1991. She is the current vice president of the company’s LGBTA employee resource group, the Rainbow Network. She was instrumental in the implementation of the company’s domestic partner benefits as well

provocative relevant

INFLUENTIAL 126

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as updating their employment policies to include gender identity and sexual orientation. She is a co-founder and the current co-chair of Out & Equal Tampa Bay. She lives in Palm Harbor, Florida with her partner Debbie.

Laurie Mancuso How to breathe life and health into your employee resource group

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leadership training and hope to meritorious students who are marginalized due to sexual orientation, gender identity or gender expression.

Nina Massen, Esq. “We are family… sometimes” — An overview of who benefits from your family leave benefits

Michael T. Marino

Nina Massen is a senior associate at Jackson Lewis LLP. In addition to litigation, her current practice focuses on helping clients manage employee absences, requests for accommodation and return to work. She finds great professional satisfaction in assisting employers in complying with the challenging array of federal and state laws that protect injured and ill employees. She holds degrees from the University of Pennsylvania, Pace Law School, Oxford University and New York University.

Redefining strategic partnerships: Quality over quantity in today’s economic climate

Paul Massey

Laurie Mancuso is the operations manager for the office of the chief technology officer at Eastman Kodak. In this role, she is responsible for the site, as well as business operations supporting key research and engineering functions for the company. She is co-president of the Lambda Network at Kodak and resides in LeRoy, N.Y.

Michael T. Marino is the director of development-east for the Point Foundation, responsible for Point’s fundraising efforts for states east of the Mississippi. He holds a bachelor of fine arts from Pace University and a master of public administration in nonprofit management from NYU’s Robert F. Wagner School of Public Service. The Point Foundation provides financial support, mentoring,

A roadmap for investing in the LGBT movement: Building strategic partnerships between nonprofits and businesses Paul Massey is a leader of Weber Shandwick’s social innovation specialty group, which works with clients interested in corporate responsibility, sustainability, strategic philanthropy, cause marketing and advancing social

If you could do the same, would you?

Working with a financial professional who understands the financial needs and concerns of gay and lesbian couples, Al and Tim were able to review their present situation and explore their future goals. We understand that every couple is unique. We can provide you with the appropriate products and services to help you create a financial strategy to achieve your dreams while financially protecting your relationship.

Call 1-888-MetLife or visit metlife.com

MetLife is a proud sponsor of the Out & Equal Workplace Summit.

Al and Tim have taken control of their financial future.

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issues. He heads the global social impact team, which is focused on bringing foundation and nonprofit missions to life through public education, issue advocacy and strategic philanthropy campaigns. Prior to joining the firm, he worked at the American Council on Education.

Luzerne V. McAllister II “My name is… and I want to recruit you” — Developing a comprehensive plan for LGBT recruiting Luzerne V. McAllister II is a consultant within Accenture’s talent and organization performance practice, based in Philadelphia, Pa. He has worked across various industries, including the public sector, energy resources and retail.

During his tenure at Accenture he has served as a Penn on-campus recruitment liaison, the recruitment lead for the Philadelphia Gay & Lesbian Network, and the recruitment and retention lead for the Philadelphia African American Network. Most recently, he became the recruitment co-lead for the National LGBT Network at Accenture.

Andrew McFarland Employee resource group challenges and opportunities for global organizations Andrew McFarland is an associate at Deutsche Bank, currently working in client services for prime brokerage

more than

corporate actions within the bank’s global technology and operations division. He has been at Deutsche Bank for three years, and has more than 12 years of experience in the financial sector, having worked previously at Citigroup and Morgan Stanley. He was the co-chair of the steering committee of Rainbow Group UK, the LGBT employee resource group for Deutsche Bank in the United Kingdom, which he was instrumental in founding.

He also works extensively with other banks in London on the LGBT interbank forum. Originally from South Africa, he now resides in London.

Heath McKay “Outing” your brand on campus: Make inclusiveness part of your brand identity Heath McKay rejoined Ernst & Young in 2008 as a member of the global pursuits group after serving as the marketing director for Grubb & Ellis’s Boston office.

He currently works as a writer and project manager for Ernst & Young’s office of the chairman accounts and global industry centers. He graduated from the University of Maine with a bachelor of arts degree in French.

He holds a master’s in business administration from the University of Massachusetts Lowell.

3,000 allies trained ^

i n o ve r 3n5s! co rpo rat io

...and counting.

Learn more this week!

Stop by our booth in the Exhibit Hall to get more information on our training programs, or join us for one of the Straight for Equality / PFLAG National workshops at the Summit!

Session 1 (Wednesday, 10:30–12:00) Why You Say That? Using Perceptual Identity to Break Through Barriers in the Workplace Session 2 (Wednesday, 2:30–4:00) The Care & Feeding of Straight Allies at Work: What GLBTs Must Know for Successful Inclusion

Find out how you can invite, educate, and empower straight allies in your organization. Learn how to go beyond policy implementation to create real, effective culture change with Straight for Equality in the Workplace.

www.straightforequality.org/workplace

Session 4 (Thursday, 2:30–4:00) Ex-Gays in Your Workplace: Who They Are, What They Want, and How to Effectively Respond Session 5 (Friday, 9:00–10:30) 10 Ways to Not Create Change: Diversity Training Missteps and What LGBTAs Can Learn From Them

Straight for Equality is a project of Parents, Families and Friends of Lesbians and Gays (PFLAG) National.

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Jacob M. McLain Demonstrating the return on your company’s employee and business resource groups: Linking strategy, intentions and outcomes Jacob McLain joined Deloitte in August of 2005, where he has specialized in sales, marketing and organizational strategy in the consumer packaged goods industry. Jacob has been actively involved with the firm’s value initiative toolset, having advised clients on strategic accountability frameworks on four continents. He is a leader in his local LGBT employee resource group and has made significant contributions to Deloitte’s diversity and inclusion efforts.

Emily McNabb Engaging LGBT women in employee resource groups Emily is a consulting business analyst at Accenture.

Brian McNaught ENDA doesn’t end it Since 1974, Brian McNaught has drawn on his personal experiences and his skills as a sexuality educator to help audiences understand what it’s like to grow up gay and to deal with the common, daily challenges faced

We want you to know®

by LGBT and transgender people at work, at home, in their churches and in their neighborhoods around the world. He has addressed hundreds of professional and university audiences throughout North America, Europe and Asia. McNaught earned his bachelor of arts degree in Journalism from Marquette University. He is certified by the American Association of Sex Educators, Counselors and Therapists as a sexuality educator. He and his partner Ray Struble reside in both Florida and Massachusetts.

Sherri Mikell Square pegs – Building a strategy for your LGBT resource group to fit and grow in your organization Sherri Mikell is Blue Cross and Blue Shield of Florida’s senior director of claims and contact services. In this role, she provides leadership for nearly 1,000 employees in the service organization. She is a member of the United Way Leadership Circle and the Pace Center for Girls, and is a board member of RESPECT, BCBSF’s LGBT employee resource group. She is a proud alumnus of Florida State University and holds a master of business administration degree from Jacksonville University.

Aetna is proud to support the 2009 Out & Equal Workplace Summit.

Aetna is the brand name used for products and services provided by one or more of the Aetna group of subsidiary companies (Aetna). ©2009 Aetna Inc.

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Square pegs – Building a strategy for your LGBT resource group to fit and grow in your organization Dawn Milstead is the director of clinical operations at Blue and Cross Blue Shield of Florida. She provides leadership for over 200 clinicians and support staff responsible for Care Program Delivery. She is a board member of RESPECT, BCBSF’s LGBT employee resource group. She holds a bachelor of science degree in nursing from the University of Central Florida and a master of business administration degree from Jacksonville University.

Jackie Moran Being an out lesbian senior executive in corporate America: The Citi experience Jackie Moran is managing director in the electronic execution services group of Citi Markets & Banking.

She is responsible for developing Citi’s electronic trading business within the institutional and hedge-fund communities. She is currently co-chair of Citi’s diversity committee for equities, as well as a member of the North American Markets and Institutional Clients Group diversity committees. She has also been active in

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mentoring and recruitment programs for both Citi and the New York Stock Exchange.

Laura Morrison Out & Equal: Launching a dynamic regional affiliate Laura Morrison is a co-chair of the Out & Equal St. Louis Leadership Council.

Enrique Mukul What can your employee resource group do for your company? How LGBT buying power can help your company and your ERG Enrique Mukul works out of the Washington, D.C., sales district for Xerox, managing the southeast as the replacement cartridge channel sales executive. He is also the vice president of education for GALAXe, Xerox’s GLBT ERG. He resides in Maryland with his partner Bob.

Damian Murphy Drive your career through turbulent times Damian Murphy is responsible for the management of all leadership and executive development programs across Europe, the Middle East and Africa for Citi. His extensive experience in training, leadership and executive develop-

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ment programs spans seven years in various roles. He is one of the co-chairs of the Citi Pride United Kingdom Network, and has been a member of the network since 2005. Primarily focused on training and education, he was responsible for launching the Pride Network’s LGBT mentoring program, now in its second year.

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Jean-Marie Navetta

Ex-gays in your workplace: Who they are, what they want and how to effectively respond to them The care and feeding of straight allies at work: What LGBTs must know for successful inclusion Ten ways to not create change: Diversity training missteps and what LGBTAs can learn from them

N

Why did you say that? Using perceptual identity to break through barriers in the workplace

Stefano Nappo What happens to the glass ceiling when you add another layer?

The network of all networks Stefano Nappo earned a doctorate in astrophysics before retraining as an intellectual property lawyer. In the last 15 years, he has worked for Linklaters, Reuters and UBS. He chairs UBS’ Pride LGBT Diversity network for Europe, the Middle East and Africa, and is co-chair of the Interbank Forum of LGBT networks of the 10 largest global investment banks with a London presence.

Jean-Marie Navetta is the director of equality partnerships for Parents, Families and Friends of Lesbians and Gays (PFLAG) National, leading its Straight for Equality project. She has been the lead architect of the project since its inception in 2007. Under her leadership, more than 3,500 people have been trained, many as participants in Straight for Equality in the Workplace events.

She is the former director of communications for PFLAG.

Kathryn Nawrockyi What happens to the glass ceiling when you add another layer?

Kathryn Nawrockyi is a student recruitment officer at PricewaterhouseCoopers LLP in London, where she

EMC is committed to diversity and inclusion.

Rededicated to opportunity for everyone

EMC’s environment of inclusion and innovation attracts top global talent. Every day we work to leverage the dedication and passion of our employees to create business and personal success through fulfilling work and boundless opportunities. We are shaping the workplace of the future by cultivating diversity and inclusion now.

Learn more at www.EMC.com.

EMC2, EMC, and where information lives are registered trademarks of EMC Corporation in the United States and other countries. © Copyright 2009 EMC Corporation. All rights reserved.

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supports the delivery of student recruitment targets to several business areas. She is the women’s officer for the firm’s LGBT employee resource group, GALE. Since taking on this role, the number of women joining the network and attending events has significantly increased.

She also is a very active committee member in GWN, a professional network for LBT women in London.

Danielle Newcomb “Outing” your brand on campus: Make inclusiveness part of your brand identity Danielle Newcomb joined Ernst & Young in 2008 as a staff member in the Boston office of the northeast tax practice. She graduated from Bentley University with a bachelor of science degree in accounting and math.

At the university, she served on the executive board of the LGBTQ group, PRIDE. Since joining Ernst & Young, she has become active in its employee resource group, Beyond.

Chip Newton Promoting LGBT issues in the workplace through collaboration Chip Newton is a manager at Deloitte Consulting with specific expertise in the healthcare and public services industries. He is a senior human capital labor strategist and has detailed knowledge of workforce management process and design. He is also a subject matter expert in Lawson Software’s HCM Suite and has deep understanding of human capital business processes, business change management and building a business case.

He has held long-term leadership positions at Lawson Software and Workbrain, and has more than 14 years of management consulting experience, including complex human resources transformation and information technology optimization and strategy engagements.

Michelle S. Niese How generational differences within the LGBT community impact your employee or business resource group Michelle Niese is a consultant for Deloitte’s Human Capital practice with a focus on organizational strategies. In this role, she concentrates on organization and change assessment, decision rights and organization design, as well as shared vision and goal alignment. She co-leads Deloitte’s Michigan LGBT business resource group and sits on the North Central region’s LGBT business resource group leadership board. She and her partner, Allison Mendel, reside in Birmingham, Mich., and are recently engaged.

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Brian O’Connor Building understanding at the top: Creating an LGBT diversity course for executives Brian O’Connor is a manager in the human capital practice at Deloitte, focusing on strategic communication and technology adoption. He is an advisory officer for GLOBE in the Pacific Southwest region and co-chair of the learning and development team for Deloitte’s National GLOBE. He resides in Los Angeles.

Frankie O’Connor Rock the ages: Generational differences and employee resource groups Frankie O’Connor is an electrical engineer at Raytheon in San Diego, Calif. Frankie is the current president of Raytheon’s Global LGBTA ERG. Frankie has been an activist in the LGBT community since coming out at the University of Notre Dame in 1999, and has been speaking to high school and college students about being out and open in the workplace for more than 10 years.

P Christine Pappas, Ph.D., J.D. Picture this: Using photos and personal stories to maximize the impact of presentations Christine Pappas is an associate professor of political science at East Central University in Ada, Okla. She was voted Oklahoma’s Political Science Teacher of the Year in 2005. Her publications include “Under the Rainbow: The Search for GLBT Equality in Oklahoma,” and the “The Negative Effects of Populism on Gay and Lesbian Rights,” published in Social Science Quarterly. She is faculty sponsor of the ECU Gay-Straight Alliance.

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Bryan Parsons Raising the bar: The new Corporate Equality Index criteria data from the 2010 report LGBT advocacy: The corporate spectrum

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Bryan Parsons is an assistant director in Ernst & Young’s quality and risk management group, where he focuses on performance metrics and accountability. He is a founding member of Beyond, Ernst & Young’s LGBTA employee resource group, and serves on the firm’s international LGBTA steering committee. Recently, he worked with a team of senior Ernst & Young leaders to secure the firm’s

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public support of ENDA and the Tax Equity Act. He is also a member of HRC’s National Business Council.

Jeffrey Parsons Aligning generational differences in today’s workplace Jeffrey Parsons is the president and founder of IGC & Associates in Chicago. He has 20 years of experience as a global facilitator, consultant and coach in the areas of diversity, change and leadership and personal development. As a veteran leader, he applies his personal experience from working in corporate America to his work with nonprofit organizations.

Jayzen Patria Event professionals’ tips and tricks for executing a great employee resource group event Jayzen Patria is the director of global learning for NBC Universal, a GE company. In his 17 year career with company, he held numerous positions in entertainment and operations management prior to joining the human resources team. He joined NBCU’s corporate human resources team in 2005 and currently oversees the execution of the business unit’s global leadership development curriculum. He is also the co-chair of the company’s employee resource group, the GE GLBTA Alliance.

Joan Pertak is the vice president and chief information officer for PepsiCo Beverages North America and Quaker Foods and Snacks. Since 2007 she has been the executive sponsor of the EQUAL group, which increases awareness for the LBGT community.

Michelle E. Phillips, Esq. Overview and new developments – Religion, sexual orientation and the workplace Where do we go from here? Proposed and pending legislation affecting LGBT rights in the workplace Michelle Phillips is a partner in the White Plains office of Jackson Lewis LLP. She received her bachelor’s degree summa cum laude from Clark University in 1985. She was elected to Phi Beta Kappa in 1984 and she received her juris doctor degree from New York University School of Law in 1988. She is the founder and chairperson of Jackson Lewis’ Gay & Lesbian Practice Group, as well as a member of the firm’s diversity committee.

Lynda Pires Persistence and resistance: Working with leadership to evolve traditional workplace paradigms

Building diversity and inclusion: Sharing nonprofit strategies with corporate America

Lynda Pires received her master of business administration from the Thunderbird School of Global Management.

She now serves as an associate market intelligence manager at The Clorox Company and was previously a writer at ING Investment Management and a brand coordinator with Colgate-Palmolive.

Lessons from the Center Movement on Inclusion: A panel discussion on best practices for your group

Jessica Plock

Clarence Patton

Clarence Patton is currently the principal of Pipeline Consulting and director of The Pipeline Project. He was the executive director of both the New York City Gay & Lesbian Anti-Violence Project and the National Coalition of Anti-Violence Programs until February 2008. Prior to that, he was program coordinator for the Empire State Pride Agenda. He attended Cornell University, where he studied urban and regional studies. He resides in Brooklyn, NY.

Stephanie Peel It’s okay if you’re straight Stephanie Peel is a managing director in the systems and process assurance practice of PricewaterhouseCoopers specializing in Sarbanes-Oxley compliance. She is a member of the firm’s LGBT Partner Advisory Board, comprised of company leaders providing strategic guidance on LGBT issues to the chairman and the office of diversity.

Joan Pertak Executive sponsors: Use ’em or lose ’em

Elephants in the room III: Issues that need to be addressed but often aren’t Jessica Plock is a senior consultant with Deloitte’s technology practice, with a focus on management and technology strategies within the federal government. She is currently serving as board chair of the greater Washington, D.C.-area GLOBE business resource group.

Kristen Ploeger From good corporate policies to good social policies Kristen Ploeger first worked as an engineer, programmer and educator in the business sector and then as a public school teacher in the sciences and language arts. After completing her doctorate in computer science and science education, her path turned to higher education for the last 26 years. During the 1980s she began her work in the gender community with the Boulton & Park Society. Her current gender work involves allies and alliance programs. Unfortunately, most of her contributions are clandestine, for fear of termination due to a lack of pro-

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tection for gender identity and expression in the Texas State University system.

Nicole Pollifrone Stepping out: The importance of participating in other employee resource groups within your organization Nicole Pollifrone is research analyst for the Citi security and investigative services anti-money laundering duediligence unit. She conducts enhanced due-diligence investigations on potential high-net worth clients and businesses, as well as on mergers and acquisitions, for the purpose of helping senior managers assess risk. She joined Citigroup in 2004 and was a co-founder of the Citi Pride Network – Tampa Bay. She has served as the cochair of the Citi Pride Network – Tampa Bay for the last two years. In addition, she has served on the planning committee responsible for coordinating Citi’s participation at the Out & Equal Workplace Summit in 2008 and 2009.

Ryan Polly TransHealth: Demystifying the transgender experience Ryan Polly is a Workforce Educator for Fletcher Allen Health Care in Burlington, Vt. Previously, he had several years experience in direct patient care as well as in teaching health classes in Portland, Ore. He has also had numerous experiences accessing healthcare, and speaks passionately from the perspective of a transgendered patient. This dual understanding guides him in training healthcare providers to understand transgendered patients and giving transpeople the skills they need to advocate for themselves.

Liz Porter Being an out lesbian senior executive in corporate America: The Citi experience Liz Porter is the global head of marketing and branding for Citi’s prime finance unit, which combines equities, fixed income and futures prime brokerages. She is responsible for internal and external communication and marketing. She is an active member of Citi’s diversity committee including the women’s diversity committee and Citi Prime – New York. She is also a member of 100 Women in Hedge Funds. She holds a bachelor of science from the University of Phoenix.

Orson Porter Nike’s approach to legislation supporting diversity and inclusion for the LGBT community Orson Porter currently serves as the deputy director of government affairs for Nike. In his capacity as the U.S. director of government and public affairs, he helps manage the company’s legislative goals and policies. Prior to

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joining Nike, he was appointed by President Bill Clinton as a special assistant to the president, in which capacity he served as the White House midwest political director.

Annie Powell What can your ERG do for your company? LGBT buying power can help my company and my employee resource group?

Annie Powell is a project manager and six sigma green belt who works on the Xerox majors account services delivery team. She also oversees conference and events for GALAXe, Xerox’s LGBT employee resource group.

She resides in North Carolina with her partner of twenty years, Marta.

Jaime Presutto Building and retaining a talent pipeline of LGBT employees Jaime Presutto is a senior talent identification consultant supporting the pharmaceutical sector for Johnson & Johnson, based in Raritan, N.J. In this position her main objective is to identify candidates interested in exploring opportunities within the Johnson & Johnson family of companies. She holds a master’s degree in human resources management from the College of Saint Elizabeth, and a professional in human resources certification from The Society of Human Resources Management.

Jim Price, SPHR, PMP Emotional intelligence: Why it matters Jim Price is a senior vice president in human resources at Citi, a human resources consultant and a college instructor. Active in the Citi Pride Network, as well as in numerous professional and community organizations, his favorite roles focus on workplace equality, leadership development and strategic diversity management. Currently working on his doctorate, he resides in Dallas.

Tony Pruitt Making meaningful connections: Mentoring the junior LGBT community at Deutsche Bank Tony Pruitt has more than 17 years of investment management experience, is a partner of the Sobel, Thornton & Pruitt Group, and currently serves as vice president within private wealth management for Deutsche Bank. He specializes in individual wealth management and is responsible for developing and structuring individual financial and estate plans and manages private client services.

Between 1993 and 2005, he served as a financial consultant for A.G. Edwards.

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Melissa Regan

Cultural Competency for Leaders, Part 1 and part 2

Tell your story: Twitter, Facebook and YouTube – short stories and social media for LGBTQ equality in your workplace and community

After the dust settles: Rebuilding your ERG Targeted and privileged: The importance of addressing whiteness within the LGBTIQ community Stephanie Puentes is a partner in Equity Action, LLC specializing in training, consulting, coaching and teambuilding in the areas of diversity and cultural competence. She is a 28-year veteran of the high-tech industry and a founding member of Hewlett-Packard’s first global employee resource group. She is president of the board of Downtown College Prep in San Jose, and sits on the board of the Community Action Partnership of Sonoma County.

Q R Anna dos Ramos, SPHR Leveraging employee resource groups and councils to increase cultural competence in unique business environments Anna dos Ramos is an experienced human resources and diversity practitioner with a history of advocacy for diversity, including serving on the San Francisco Mayor’s committee for employment of persons with disabilities and the Society for Human Resources Management diversity committee. She also facilitated the formation of employee resource groups at AAA. Currently, her focus is on diversity, inclusion and engagement throughout the enterprise. She is an arbitrator for local bar associations and has served as adjunct faculty at San Francisco State University. She holds a master’s degree in organization development and is a certified integral coach.

Paul Ramsey When the workplace is taken hostage Paul Ramsey is a new member of the Dallas LGBTA Interest Group and has taken a leadership position in increasing member participation in the Dallas office through planned monthly social opportunities. He is also a Change Management consultant.

Melissa Regan is an award-winning filmmaker and an interactive media producer. Inspired by her Sundance award-winning documentary film, “No Dumb Questions,” she created NoDumbQuestions.org as an LGBTQ movement-wide resource for using short-form storytelling and social media to change hearts, minds and laws.

Scott Reiber What can your employee resource group do for your company? How LGBT buying power can help your company and your ERG Scott Reiber is a new business development director for Xerox public sector operations. He consults with customers on services, solutions and specialized offerings. He is the co-president of GALAXe, Pride at Work, Xerox’s ERG. As co-president, he maintains relationships within Xerox with the diversity manager and senior management sponsors. He and his co-president push forward the priorities and strategy of the GALAXe board. He resides in Albuquerque, N.M. with his partner, Rusty.

Ellen Ritter Demystifying insurance: Basics and transgender benefit needs Ellen Ritter is a senior customer service trainer for Aetna, where she has worked for more than 16 years, and is a national co-lead of ANGLE, the company’s LGBT employee resource group. She has an extensive background in the medical insurance field, and teaches a variety of products, systems and skills to the front-line staff at Aetna. She has a bachelor’s degree in English from Kutztown University and lives in Pennsylvania with her partner of seven years.

Rashad Robinson Media training for employee resource group leaders Rashad Robinson serves as senior director of media programs for the Gay & Lesbian Alliance Against Defamation. In this role, he oversees GLAAD’s advocacy and programmatic work, leading twenty plus staff members, consultants and fellows in GLAAD’s New York and Los Angeles offices.

Marcelo Roman Bringing resources to LGBT workplace equality outside the United States

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Marcelo H. Roman leads IBM’s global learning delivery outsourcing services. His responsibilities include delivering all training services for customers and business partners around the world. His team supports the delivery of services to major customers that have outsourced their learning activities to IBM across 68 countries. Additionally, he has been leading a global workforce development initiative focused on addressing the IT skills shortage in the labor force. Born in Bolivia, his family in 1974 moved to the United States, where he finished high school, graduated from the University of New Mexico with a bachelor of science in electrical engineering and continued his education at the Wharton School of Business while working for IBM. He and his partner, Douglas, live in Atlanta Georgia.

Stacey Ronat Rock the ages: Generational differences and employee resource groups Stacey Ronat is a senior systems engineer at Raytheon in Aurora, Colo. She was one of the founding members of the Aurora chapter of Raytheon’s LGBTA employee resource group in 2005, and has been chapter president since 2007.

Matthew Bryan Rooney When the workplace is taken hostage Matthew Bryan Rooney is a manager in the Accenture information management services group focusing on user experience and information architecture for portals and content management. He helped start the Dallas LGBTA interest group four years ago and has been leading the group since.

Donna Rose Building Bridges toward LGBT Diversity Donna Rose is an accomplished writer, speaker, educator and advocate for the transgender community. She is active in the leadership of local and national LGBT organizations and regularly speaks at schools, corporations and conferences around the country.

Melanie Rowen, Esq. Tackling issues on LGBT aging exposed in Metlife’s “Out and Aging” study I’m the one they call: Working while caring for aging family members Melanie Rowen joined the National Center for Lesbian Rights as a staff attorney in 2006. She is actively involved in NCLR’s full range of casework, with an emphasis on transgender issues and elder law. She was instrumental

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in the creation of “Planning With Purpose: Legal Basics for LGBT Elders,” co-produced by NCLR and SAGE.

Elizabeth “Beth” Rowland Broadening your ERG: Reaching out to blue-collar employees and manufacturing locations

Martine Roy Allies, our friends in the community: How to discover and include them in your employee resource group Martine Roy is the team leader of IBM’s contract management office in Quebec, Canada. In this role, she is responsible for a team of six members that manages all the customers in Quebec. She is also chair of Nuance, IBM’s LGBT ERG in Quebec, and is a member of the board of directors of Pride at Work, Canada. She resides in Montreal with her partner, Gigi.

S Steve Salee Rubber meets road: Building road maps to enhance ERG traction, business relevance and revenue potential Steve Salee is the founding partner of WildFire Strategies, an organizational coaching firm that helps leaders and teams perform at their best. He has nearly 20 years of experience as a coach, organizational consultant and strategist. He is also vice chair of the Gay, Lesbian and Straight Education Network’s (GLSEN) national leadership council and a member of the Out & Equal Metro NY Regional Council. He lives in New York with his husband Ira and their two-year-old twins.

Greg Sampedro Managers and supervisors: How Chubb and Merck reach that critical audience Greg Sampedro joined Merck in 2000 as a pharmacy reliability engineer with Merck’s subsidiary Medco Health Solutions in New Jersey. In 2002, he transferred to Merck’s Rahway manufacturing facility, working in the pilot plant as an area engineer. In September 2006 he was promoted and transferred to West Point, Pa., as a senior manufacturing engineer supporting the manufacture of sterile vaccine products. In December 2007 he was elected to serve a two-year term as president of GLEAM (Gay, Lesbian Employees and Allies at Merck), one of seven employee resource groups at the company.

He was also elected to serve as a member of the LGBT

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Global Constituency Group, one of 10 such groups Merck launched in 2008.

Rodrigo Sampera Persistence and resistance: Working with leadership to evolve traditional workplace paradigms Rodrigo Sampera is a marketing intelligence manager specializing in the Hispanic market at The Clorox Company. He previously spent almost nine years in consumer insights at Kimberley-Clark, and earned a master’s in business administration from Emory University’s Goizueta Business School.

Guido Sanchez Lessons from the Center Movement on Inclusion: A panel discussion on best practices for your group Guido Sanchez joined CenterLink as the national manager after two years on the board of directors while he was also executive director of the Pride Connections Center of N.J. in Jersey City. While at the Pride Center, he oversaw the purchase of a building and successfully doubled the operating budget. Before that, he worked on training nonprofits and schools, writing curriculum and training educators with an emphasis on HIV prevention.

He attended New York University and is completing his master’s in public health this year.

Sam Santiago The LGBT gold standard: Proven LGBT strategies internally and in the marketplace Sam Santiago is the director of workforce giving and volunteerism and vice president of the American Giving Employee Charitable Fund for AMR, the parent company of American Airlines and American Eagle Airlines. More recently he has served on the AMR Diversity Advisory Council and is past chair of GLEAM, AMR’s LGBTA employee resource group, where he continues his work as advisor.

Steven W. Schmitt, CFP®, MBA Will your loved ones be left out: The unique financial challenges facing the LGBT community Steven Schmitt is a certified financial planner serving the LGBT community across the country. Within the structure of his team, he focuses primarily on money management and the critical decision making that impacts client portfolios. His extensive background in finance affords him the expertise to teach the importance of proper asset allocation, diversification and active management. His interest and passion for meteorology provides a different perspective on environmental conditions that may potentially highlight opportunities in the marketplace generated by 138

climate and weather trends. He is also the regional coordinator chairperson for the GALEA employee resource network, and completed his master of business administration with a concentration in finance in May of 2008. He currently resides with his partner Paul in New York City.

Arend Schuring Learning 2.0: Personal and professional growth through communities of practice and social learning Arend Schuring is a human performance principal consultant at Perot Systems. He also serves as a co-lead on the member engagement committee in the human performance community of practice. He has a decade of consulting experience in organizational change management and training. Before joining Perot Systems, he worked at Accenture and Ernst & Young. He has a degree in performance improvement technologies and international business from Baylor and lives in Columbus with his partner, Tommy.

Paul Scott Being a nonprofit board member: Getting it right Paul Scott is the executive director of Equality Texas and the Equality Texas Foundation, overseeing advocacy, education and lobbying initiatives for Texans of all sexual orientations and gender identities. He previously served as executive director of Resource Center Dallas. He has a doctorate of jurisprudence from the University of Georgia and practiced civil litigation for nine years. He is a board member and treasurer of the Equality Federation and the Equality Federation Institute.

George Scurlock Demystifying insurance: Basics and transgender benefit needs George Scurlock leads the Diversity Alliance for Aetna, where he has worked since 2001. He builds strategic partnerships with minority professional organizations such as the National Society of Hispanic MBAs, the National Association of Black Accountants, the National Hispanic Medical Society and Ascend. He has more than 20 years of experience in employee training, leadership and executive development. He earned a master’s degree in business administration from Harvard University.

Al Sczweck Building and retaining a talent pipeline of LGBT employees Al Sczweck is currently manager of talent identification for Johnson & Johnson recruiting. In this role, he leads the diversity outreach efforts for company recruiting by developing partnerships with professional organizations.

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Under his leadership, the National Sales Network, an organization of African-American sales and sales management professionals, named Johnson & Johnson the national corporate sponsor of the year in four of the past seven years.

Steve Sears ENDA doesn’t end it Steve Sears is national marketing director for NOVA, where he has worked since 2008. Prior to joining NOVA, he was a 21-year marketing veteran of PepsiCo, Inc. where he served in a wide variety of roles, including national oversight of such brands as Pepsi-Cola, Mountain Dew, Aquafina, Lay’s, Ruffles, Cheetos and Fritos. From 1998 through 2001, he was chief marketing officer for Frito-Lay’s business unit in Australia. He earned a master of business administration from the Kellogg School at Northwestern University. He and his partner, John Lavryssen, balance their time between Boston and western Massachusetts.

Todd Sears ENDA doesn’t end it Todd Sears is director and head of Americas diversity and inclusion at Credit Suisse, with responsibility for the firm’s diversity strategy and implementation across investment banking, private banking, asset management, shared services and information technology. He joined Credit Suisse from Merrill Lynch, where he worked for eight years, having most recently served as head of strategic initiatives and best practices and a divisional diversity Manager for the global wealth management business.

Prior to Merrill Lynch, he was a vice president in investment banking at DeSilvia & Phillips LLC, a media mergers & acquisitions firm. He is a graduate of Duke University.

He and his partner, Chris Garvin, reside in Manhattan.

Paul Sessa Event professionals’ tips and tricks for executing a great employee resource group event Paul Sessa is creative manager of entertainment production and brand placement for Universal Studios Hollywood. He is also the Southern California hub leader for OUT@NBCU: The Alliance of NBC Universal LGBT & Ally Employees. He recently celebrated his eleventh year with the company and has received numerous awards and recognition for his professional and community work.

Most notable was being recognized by his peers with the “Chapter of the Year Award” for excellence in driving GE and NBCU’s employee growth.

Heather Shaw

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Can we talk about all that “gay stuff” that makes you really uncomfortable?

Heather Shaw is a chemist at Eli Lilly with a background in the animal health and human pharmaceutical industries, and currently works in biotech outsourcing. She is one of the lead allies and co-chairs for LillyGLEAM, and has been an ally to the LGBT community since high school. She initiated and led an LGBT, allies and parents group at one of Lilly’s rural plant sites. As an ally, Heather has also organized and facilitated multiple LGBT education and awareness events at Lilly.

Caryn J. Sherne How to engage all levels of employers in community service: Making your event a success Caryn Sherne has worked at Abbott Diabetes Care since 2004, where she is currently a pricing and returns analyst. She is a third-generation native San Franciscan who currently lives in Alameda, Calif. She is an open lesbian at work and in the world.

Amanda Simpson How to be inclusive in the workplace Moving beyond “out” – Gain allies and influence your success at work and personally Amanda Simpson is the deputy director and senior program manager for the force protection and netted systems directorate within the advanced missiles and unmanned systems product line at Raytheon Missile Systems in Tucson, Ariz., where she is responsible for the development and execution of innovative programs to protect our fighting men and women. She currently serves on the boards of Out & Equal Workplace Advocates and the National Center for Transgender Equality, and was an elected delegate to the 2008 Democratic National Convention.

Kristin R. Slavish Creating a dynamic LGBT listening strategy to drive change in your organization Kristin Slavish leads the associate experience function at Hewitt Associates, in addition to being a business segment human resources leader. In that capacity, she is responsible for work-life effectiveness as well as strategy and coordination for other programs impacting associates. She has worked in human resources at Hewitt for 12 years and has been the human resources sponsor for the pride alliance (LGBT) associate network group for several years. Prior to joining Hewitt Associates, she worked in human resources roles at General Mills and in 2009 Out & Equal Workplace Summit

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the foodservice industry. She graduated from the University of Illinois with a bachelor’s degree in marketing and a master’s degree in labor and industrial relations.

Michelle Smith Successful administration of transgender guidelines: The Boeing Company

Nathan Grant Smith, Ph.D.

Rachel Sottile has served as an executive administrator in nonprofit and state government for the last nine years. As executive director of YES Institute, she is spearheading the rapidly growing organization, which provides unique and powerful educational models on gender and orientation. She coordinates partnerships throughout the U.S. and Latin America with leaders in business, healthcare, religion and juvenile justice who are committed to creating safe environments for all youth.

When the workplace is taken hostage

Emanuel Souza

Nathan Grant Smith’s main area of research focuses on stress and coping, with emphasis on lesbian, gay, and bisexual persons, and persons living with or at risk of contracting HIV. Specific areas of interest include social support and unsupportive social interactions, discrimination and resiliency, LGB identity, and primary and secondary prevention of HIV.

The only gay in the government

Ryan Smith

Emanuel Souza is an environmental engineer and a special emphasis manager for sexual orientation at the U.S. Environmental Protection Agency’s region I office. He has been with the federal government for 20 years and has been working on behalf of LGBT federal employees for 15 of those. He and his husband have been actively involved with marriage equality in Massachusetts.

Engaging LGBT women in employee resource groups

Stacy J. Speer

Cindy Solomon

Aligning your employee resource group with business to recruit top LGBTA talent

Stories from behind the camera Cindy Solomon is an internationally recognized speaker, writer, executive coach and consultant in the fields of customer service, customer loyalty, employee engagement and leadership. She is a co-founder of the Women’s Success Forum, putting her talents to use not only for her clients, but for over 9,000 leaders around the country with the nationally recognized and highly effective corporate leadership conference.

Todd A. Solomon Benefits for domestic partners and same-sex married couples: Best practices for employers Todd Solomon is a partner in the employee benefits department of McDermott Will & Emery at its Chicago office. His practice involves designing pension plans, 401(k) plans, welfare plans, and 403(b) plans, as well as counseling entities on the implementation of domestic partner benefit programs. He is the author of “Domestic Partner Benefits – An Employer’s Guide,” published by Thompson. He is a frequent speaker on employee benefits issues resulting from domestic partnerships and same-sex marriages.

Rachel Sottile, M.S. Communications Solutions™: Powerful dialogue for global inclusiveness strategies

Stacy Speer is a senior principal software engineer and front line manager at Raytheon Missile Systems in Tucson. She is the immediate past president of the RMS LGBTA employee resource group. She lives in the Arizona desert with her partner Kathy.

Rachel Spencer Where are all the women? Increasing women’s participation in LGBT employee resource groups Rachel Spencer is a senior manager with the international tax practice of Ernst & Young LLP. Based in Montreal, Canada, she provides transfer pricing services to a wide variety of multinational clients. She is a member of the Canadian steering committee of Beyond, Ernst & Young’s LGBTA employee resource group.

Jon Spivey Redefining strategic partnerships: Quality over quantity in today’s economic climate Jon Spivey is an assurance manager at PricewaterhouseCoopers with a focus on the technology industry.

He lives in Atlanta, Ga., and holds bachelor’s and master’s degrees from Wake Forest University in finance and accounting, respectively. He has been actively involved with the firm’s LGBT diversity and community service efforts for the past three years.

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Terry Stone Lessons from the center movement on inclusion: A panel discussion on best practices for your group Terry Stone, executive director of CenterLink, has many years of nonprofit experience including two decades of service with the LGBT and HIV/AIDS communities.

Throughout his career he has served on a number of boards and commissions at the national, state and local levels, including the National Association of LGBT Community Centers, the Leadership Council of Aging Organizations and the AIDS Action Council, all in Washington, D.C., as well Men Alive in Orange County, Calif., and the YMCA in Seattle.

Riya Suising Gender virtualization: A discussion on values, principles and policies for the transgender community Riya Suising is a high-tech business professional who successfully went through her gender transition at Intel in 2008. She is currently a member of the steering committee for IGLOBE, Intel’s LGBT employee resource group, and is actively collaborating with Out & Equal, HRC and other Silicon Valley companies’ LGBT employee groups to increase awareness of transgender and LGBT issues.

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T Judge Taylor

Promoting LGBT issues in the workplace through collaboration Judge Taylor has 11 years of SAP management consulting experience with a broad range of industries, including manufacturing, beverage, consumer products, pharmaceuticals, public sector, aerospace and defense. He is an experienced supply chain manager with an integrated view of procure-to-pay and order-to-cash business processes. He has worked in all aspects of the project lifecycle, including scoping, blueprinting, designing, building, integration testing, cutover and production support. His core competencies are in purchasing, inventory management, invoice verification, warehouse management and distribution.

Gale Tedhams A celebration of coming out on International Coming Out Day at Owens Corning

Sharon Sumlin is the first female machine group leader and was the first female machine operator at the Owens Corning Fairburn, Ga. insulation manufacturing facility.

Gale Tedhams is the director of sustainability for Owens Corning, responsible for leading the company’s global sustainability strategy focusing on greening the company’s product lines and communication of Owens Corning’s commitment to sustainability. She joined Owens Corning in 1978 and has worked in manufacturing, global diversity and product line leadership. She has a bachelor of science in civil engineering from Michigan State University.

Connie Summers

Ravel Thai

Successful administration of transgender guidelines: The Boeing Company

Learning 2.0: Personal and professional growth through communities of practice and social learning

Laura Swiszczowski

Ravel Thai is experienced in product management, strategic marketing, global training programs and building strategic business partnerships in Fortune 500 companies. He has been an active leader in employee resource group development in order to create an inclusive environment and retain and develop talent. His background includes more than 10 years in leadership positions in both nonprofit and private organizations. He holds a master’s of science in electrical engineering from the University of Texas. He is on the board of the Austin Asian Film Festival.

Sharon Sumlin A celebration of coming out on International Coming Out Day at Owens Corning

What happens to the glass ceiling when you add another layer?

School’s out: How British universities are conquering the last workplace taboo Laura Swiszczowski is an associate with the workplace programs at Stonewall, the United Kingdom’s leading organization for LGB equal rights. As part of her role, she works with the housing and construction sectors and is jointly managing the Workplace Equality Index 2010. Laura previously worked for the United Kingdom Resource Center for Women in Science, Engineering & Technology in a research function.

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Leslie Ann Thompson Being a nonprofit board member: Getting it right Lessons from the Center Movement on Inclusion: A panel discussion on best practices for your group Giving and getting back: Nonprofit boards for beginners Leslie Ann Thompson has been an executive director at the Boys and Girls Club of Troy, at Camp Fire Boys and Girls, and at the Affirmations community center for LGBT people and their allies in Detroit. She is a member of the ACLU of Michigan advisory panel and is on the board of CenterLink, the community for LGBT centers. In her spare time she is a stand-up comic.

Lester Thompson A rainbow of generations: Understanding and developing career strategies for different LGBT generations Tax talk: Managing tax opportunities for LGBT people at work and at home Giving and getting back: Nonprofit boards for beginners Lester Thompson is a senior manager in the federal tax service practice of Ernst & Young’s Detroit office. In that capacity, he provides clients with tax services including federal and state income tax analysis, tax return compliance and tax planning. Additionally, he has substantial experience in LGBT-related tax issues of employee benefit plans. He serves as a local office and regional leader of Beyond, Ernst & Young’s professional network for LGBT employees and their allies. He serves on the board of directors of the Affirmations LGBT community center in Ferndale, Mich.

Nancy L. Tommelleo The only gay in the government Nancy Tommelleo is a graduate of the University of Florida Law School and has been practicing law with the U.S. Environmental Protection Agency’s regional office in Atlanta for 21 years. She currently serves as the chief of the air, pesticides and toxics law office. For the past nine years, she has also served as the region’s LGBT program manager, and is in her second term as chair of the EPA’s national LGBT program.

Leslie Traub Why did you say that? Using perceptual identity to break through barriers in the workplace Leslie Traub is a national leader in the field of diversity, inclusion and change management. She specializes in customizing and facilitating training programs, executive142

level coaching and organization-wide change and team development. Leslie enjoys an international reputation for supporting women and their professional development, enabling choices that are consistent with core values.

Leslie is recognized as the architect of valuable strategies for creating inclusive organizational cultures where all employees contribute fully to their workplace and gain professional and personal fulfillment.

Evan Tsamas Drive your career through turbulent times Evan Tsamas has global responsibility for the learning and development of finance and audit professionals at Citi.

He has more than 20 years of learning and development experience and co-chairs Citi’s NYC Pride professional development committee. He has been an active member of Citi Pride since 2007. Evan graduated from Rutgers University with a bachelor of arts degree in psychology and also completed a post-baccalaureate degree from New York University in human resource development.

Robin Tucker, M.B.A., J.D. Is age just a number? Four generations of LGBT people in the workplace Robin Tucker recently returned to consulting after two years as an associate at the law firm Wilson Sonsini Goodrich & Rosati. She has industry experience in healthcare, life sciences, clean technology, social networking and law and has worked with for profit, government and nonprofit clients. She is a certified gender communications trainer and successfully trained senior managers, union and non-union line staff, physicians and other trainers in managing diversity.

U V Jean-Luc Vey Employee resource group challenges and opportunities for global organizations Jean-Luc Vey is assistant vice president at Deutsche Bank in the process and business reengineering department in Frankfurt. He is a native of France who has lived in Germany since 1995, and joined Deutsche Bank in 1999. He holds a doctorate in physics and an engineering degree in telecommunications. Jean-Luc co-founded the Rainbow Group Germany, the LGBT employee resource group at Deutsche Bank, in 2000, and is a member of the

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steering committee responsible for the regional group in Frankfurt. He is also involved in other LGBT organizations, such as the LGBT banker network and the German gay managers’ association.

Anthony Virostko Out & Equal: Launching a dynamic regional affiliate Anthony Virostko is creator and author of The Four Sisters Groove, an online gay communication styles workshop. During the day, he is a project manager for JPMorgan Chase & Co. in Tampa, FL, where he is immediate past chair for PRIDE Tampa. He is currently serving as co-chair of Out & Equal Tampa Bay.

Patrick Vitale, Ed.M. Leveraging employee resource groups and councils to increase cultural competence in unique business environments Rubber meets road: Building road maps to enhance ERG traction, business relevance and revenue potential Patrick Vitale has been with AAA for 13 years and is the organization’s enterprise diversity and inclusion executive for AAA Northern California, Nevada and Utah. He is also responsible for enterprise engagement. He is co-chair of the Out & Equal Workplace Advocates San Francisco Bay Area regional council and has more than 30 years of experience in education, organization and human systems development, human behavior, management and executive coaching.

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and development team for Deloitte’s national GLOBE. He resides in Los Angeles.

Michael J. Ward Can we talk about all that “gay stuff” that makes you really uncomfortable?

Michael J. Ward is the chair of Eli Lilly and Company’s LGBT and Allies Affinity Group, “LillyGLEAM”. He has extensive background and education in human resources and information technology. He currently works in Lilly’s clinical trial database management organization as a data architect and information technology education developer and trainer. As an LGBT leader at Lilly, he has initiated, organized and facilitated multiple LGBT education and awareness events at Lilly.

Michael M. Ward Success factors of LGBT leaders Michael M. Ward is a manager in Accenture’s supply chain practice and leads Accenture’s LGBTA networking groups for Ohio. He supports several cultural, political and religious LGBT organizations. He holds graduate and undergraduate degrees in accounting, marketing and communication. He resides in Columbus, Ohio.

Michael Wascom The LGBT gold standard: Proven LGBT strategies internally and in the marketplace

Marty Waits has worked in Accenture’s San Antonio, Texas delivery center for six years. He is a Navy veteran and served in Desert Storm and Desert Shield aboard the U.S.S. Theodore Roosevelt. He leads Accenture’s LGBTA networking group in San Antonio, raising funds to support AIDS research.

Michael Wascom is the managing director of international and government affairs at American Airlines. Based in Washington, D.C., he works with members of Congress and federal government agencies, including the U.S. Department of Transportation, the U.S. Department of Homeland Security, the U.S. Department of State, the Federal Aviation Administration and the Transportation Security Administration, on issues related to domestic and international aviation. Prior to joining American Airlines, he served as counselor to the under secretary at the Department of Transportation, as well as as a presidential appointee serving as deputy assistant secretary for governmental affairs at the U.S. Department of Transportation.

Blake Wallace

Sarah Wazirzada

Building understanding at the top: Creating a LGBT diversity course for executives

A rainbow of generations: Understanding and developing career strategies for different LGBT generations

Blake Wallace joined the strategy and operations practice at Deloitte in April 2007, where he focuses on corporate finance and process improvement. He is chair of GLOBE & Allies, Deloitte’s employee resource group, in the Pacific Southwest Region, and co-chair of the learning

Sarah Wazirzada is project manager with Ernst & Young’s Americas inclusiveness center of expertise. While she is involved with a variety of inclusiveness initiatives at the firm, she has been focused for the past year on co-leading Ernst & Young’s LGBT professional network, Beyond.

She is an ally, and as a former human resources student

W Marty Waits Success factors of LGBT leaders

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club president at York University, she continues to mentor students about inclusion as an integral part of their career development strategy.

Andrew B. Werner, Ed.S., M.S. Who is the outsider? Understanding micro inequities from all sides Andrew Werner has a background in higher education, focusing on student counseling, state-level governance and administration. Additionally, he has worked in the HIV area for 13 years in community education, public relations, lobbying and hospice, as well as medical treatment and patient care. Andrew is an active philanthropist and advocate for equal rights of all members of the LGBT community through the Democratic Party, HRC, NGLTF and GLAAD. He and his husband, Fernando, were married in Provincetown, Mass., in August 2008.

Kevin West “Outing” your brand on campus: Make inclusiveness part of your brand identity Kevin West is a tax senior and is active in Ernst & Young’s LGBTA employee resource group, Beyond. He is the co-chair for Beyond’s recruiting initiative and is the Ernst & Young liaison to Out for Work and Reaching Out MBA. Kevin joined Ernst & Young in 2007, after graduating from Southern New Hampshire University. While at university, he became founding president of an organization for LGBT students and allies, and helped bring awareness of LGBT issues to the campus community.

George Westerman Lessons from the Center Movement on Inclusion: A panel discussion on best practices for your group George Westerman is a business development executive for IBM, focused on the LGBT market segment, and is a member of IBM’s LGBT diversity network group, EAGLE. He has also been very involved in Affirmations, the local Detroit LGBT community center. He has served as a board member for the past six years, and led Affirmations’ first capital and endowment campaign, which raised over $5.3 million to build a new facility.

Tim Wikstrom Influencing others with your personal brand in an out and equal world Tim Wikstrom specializes in transforming companies’ perspectives on and interactions with their customers.

In turn, he’s watched countless clients increase the key metrics that revolve around customer satisfaction: higher sales, better relationship management and increased revenues. A member of the first design team for the Network

and Affinity Groups Leadership Congress, he’s known as a pioneer in his field, working regularly with employee resource group leaders and sponsors to maximize their business potential.

Patricia Wiley Where are all the women? Increasing women’s participation in LGBT employee resource groups Patricia Wiley is a principal in Ernst & Young’s employee financial education and counseling group, which provides financial counseling and education to employees of her corporate clients. Pat is an advisory to Beyond, the company’s LGBT employee resource group and resides in New York with her partner, Wendy.

André Wilson, M.S. Health benefits for transgender and transsexual employees: Costs, utilization and best practices André Wilson consults with employers, advocacy groups and health professionals seeking to provide trans-inclusive health services and workplace benefits. Awarded the 2008 Michigan Pride Banquet Unity Award, he co-founded the Michigan Coalition for Gender Equality and chairs the National Association of Social Workers’ Michigan TBLG special interest group. He serves on the Ann Arbor human rights commission, the Michigan Department of Community Health’s family planning advisory council and the Michigan Department of Education’s sexual minority youth working group.

Liz Winfeld Sexual orientation and spirituality can co-exist Employee resource group course 2: Going straight to plan B Liz Winfeld is principal of Common Ground, an education consulting firm specializing in workplace diversity specific to sexual orientation, gender identity and gender roles.

She provides customized, leading-edge education on these topics to organizations of all kinds throughout the world. She is the author of “Straight Talk About Gays in the Workplace,” and lives with her partner in all things in Maine.

Daniel Winterfeldt The network of all networks What happens to the glass ceiling when you add another layer?

Daniel Winterfeldt is a U.S. securities partner in the London office of Simmons & Simmons with more than 10 years of experience in the London and New York markets. He is the founder of the Forum for US Securi-

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ties Lawyers in London, a trade association representing more than 500 U.S.-qualified lawyers and capital markets participants. He is also founder of the InterLaw Diversity Forum, an inter-organizational network for the LGBT community in the London legal sector with more than 600 members and supporters.

Bob Witeck ENDA doesn’t end it Bob Witeck, chief executive officer and co-founder of Witeck-Combs Communications, has more than 30 years of professional communications experience in the private sector and in public service. On Capitol Hill for over a decade, he also served as communications director for the U.S. Senate Committee on Commerce, Science and Transportation and as a Senate press secretary and legislative assistant. He is a graduate with distinction of the University of Virginia as an Echols Scholar.

Richard Wohletz Executive sponsors: Use ’em or lose ’em Richard Wohletz has spent more than nine years at Raytheon, and is currently a senior engineer developing mission-critical software. He was one of the founding members of the Los Angeles chapter of Raytheon’s LGBTA employee resource group, and has served in various capacities. Each year he leads Raytheon’s participation in the Los Angeles pride parade and the Long Beach Pride festival, and he currently leads Raytheon’s active participation in both the Los Angeles Gay/Lesbian Chamber of Commerce and the Southern California Out & Equal affiliate.

Adam Wolf Building executive support for LGBT workplace equality and your employee network Adam Wolf is the district manager for northern Virginia and the District of Columbia for Hewlett-Packard. He is the chair of HP’s Capitol PRIDE employee resource group, and serves as global vice-chairperson for HP PRIDE, where he was previously executive advisory board officer and chairperson. Additionally he has served as director, board secretary and treasurer for Lambda Center, the LGBT community center in Fort Collins, Colo.

Corbin Wong Making meaningful connections: Mentoring the junior LGBT community at Deutsche Bank Corbin Wong is a doctoral candidate in industrial and organizational psychology at Hofstra University and a member of Deutsche Bank’s talent and development team. His dissertation examines how job applicants’ perceptions of

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employment opportunities based on their racio-ethnicity might influence their faking behavior on personality measures in selection contexts. His research has been published in the Journal of Cross-Cultural Psychology and Personality and Individual Differences.

Michael W. Wood Success factors of LGBT leaders Michael W. Wood is a graduate of the University of Wisconsin-Madison, with a degree in international business, marketing and Italian. He is a management consultant in Accenture’s Chicago office, where he leads the LGBTA networking group. He is a tireless advocate of Chicagoarea LGBT groups.

Aaron Wright Out & Equal: Launching a dynamic regional affiliate Aaron Wright is an audit senior with Deloitte in the Indianapolis office. Within GLOBE, Deloitte’s LGBT and ally business resource group, he serves as the North Central Regional Chairperson. He is also a founding member and currently serving as vice chair of Out & Equal Indiana.

Christopher Wyble Using technology and social software to connect with members and allies Christopher Wyble is the program manager for IBM’s technology adoption program. In that role, he is responsible for motivating and enabling a culture of innovation, and provides resources to IBM’s innovator community.

He joined IBM in 2000, and spent six years working in IBM Global Services as a developer and project manager.

Since joining the technology adoption program in 2006, he has helped it grow to 121,000 members and more than 1,000 innovations, and has become a patent holder and published author on the subject of collaborative innovation. He earned a master’s degree in management from Rensselaer Polytechnic Institute and a bachelor of science degree in computer science from Lehigh University, and is certified as a project management professional by the Project Management Institute.

Hamish Wynn Taking it global: Leading practices for expanding regional employee resource groups internationally Hamish Wynn is a manager in the financial service group at Accenture, focusing on capital markets. He is lead of the Accenture New York LGBT networking group, and colead of the Accenture LGBT Global Outreach Committee in the U.S. 2009 Out & Equal Workplace Summit

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bios X Y Lora Yates Building and retaining a talent pipeline of LGBT employees Creating and leveraging a catalyst for change Lora Yates is the director of operations for Ortho Clinical Diagnostics, a Johnson & Johnson company. Prior to her current role, she worked for nearly four years as director of global external manufacturing management and as site director for materials. Since 2005, Lora has served as national co-chair of GLOBAL, the LGBT employee affinity group. During her tenure, GLOBAL has experienced significant growth, launching chapters and events across the United States. She earned her bachelor of science degree in manufacturing administration and her master of science degree in engineering management from Western Michigan University.

Kyle D. Young, CFP® Will your loved ones be left out: The unique financial challenges facing the LGBT community

ENDA doesn’t end it Dr. Louise Young is a senior software engineer at Raytheon in Plano, Texas. She is the founder of Raytheon’s GLBTA employee resource group. She has been a lesbian activist since 1971 and has received numerous awards and honors, including Out & Equal’s 2002 Trailblazer Award. She and her partner of 38 years, Vivienne Armstrong, live in Dallas.

Michael J. Young Using technology and social software to connect with members and allies Mike Young is a software engineer with IBM’s System z mainframe support division. His focus is application enablement and mainframe modernization, including the Java virtual machine and z/OS management facility. He is a published resource for enterprise-level Java development and for legacy application migration. He earned a bachelor of science degree in computer science from Pennsylvania State University and joined IBM in 2005 after backpacking around the world through Morocco, Siberia, China and other countries.

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The Employment Non-Discrimination Act doesn’t end it

Fauzia Zaman-Malik

Kyle Young is a certified financial planner serving the LGBT community nationwide. He earned a bachelor of arts degree in economics from Rutgers University. His primary focuses include setting guidance for and executing fixed income portfolio decisions, client relationship management and continued business development activities. In addition to working as the New Jersey state leader of the GALEA internal employee resource network, he works passionately with several other nonprofit LGBT organizations. He is a member of the Metro New York Regional Council of Out & Equal, a charter member and chapter leader of the Gay Pride Business Network, and a member of the board of trustees for the Gay Activist Alliance of Morris County, N.J. Kyle currently resides in central New Jersey with his partner, Michael.

Taking it global: Leading practices for expanding regional employee resource groups internationally

Engaging LGBT women in employee resource groups

Fauzia Zaman-Malik is senior counsel at Accenture and co-lead of the Accenture LGBT global outreach committee in the U.S. She has been with Accenture since March 2003 and has supported a variety of areas since joining, including transactional practice and sales operations, the delivery operations of an Accenture BPO and the operations of the India delivery center. She holds a bachelor’s degree in studio art from University of Texas and a juris doctor from the University of Iowa College of Law. She has lived in Zambia, London, Pakistan, India and the U.S.

Louise Young, Ph.D. Rock the ages: Generational differences and employee resource groups Picture this: Using photos and personal stories to maximize the impact of presentations

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pride

Diversity & Inclusion Developing Leaders, Building Communities Go beyond the technology and be part of a community that will help you do great things.

At Intuit, diversity creates inclusion, inspiration and innovation, and our employee networks are just one of the great ways we turn our commitment to Diversity and Inclusion into action.

Like all of our networks, the Intuit Pride network is driven by employees with common interests and is open to everyone at Intuit. www.intuit.com/careers/diversity.jsp

Intuit Pride Network

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Share the Opportunity Sun is proud to sponsor the 2009 Out & Equal Workplace Summit When the world’s best and brightest come together, their different opinions, experiences and backgrounds make ideas even better. Sun is proud to support the LGBT community who contribute innovative ideas and add value to our industry.

We invite you to be a part of it all at sun.com The people are the opportunity. The network is the computer.

Š 2009 Sun Microsystems, Inc. All rights reserved.

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out & equal

about

OUT & EQUAL

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ABOUT DAY2 Out & Equal

Out & Equal Workplace Advocates is the only national nonprofit organization exclusively devoted to lesbian, gay, bisexual and transgender workplace equality.

Based in San Francisco, the organization works to advance LGBT workplace equality through its highly respected diversity training courses and programs.

Our mission

Our mission Our vision Our programs Twenty Steps Regional Affiliate Leadership Councils

Out & Equal educates and empowers organizations, human resources professionals, employee resource groups and individual employees through programs and services that result in equal policies, opportunities, practices and benefits in the workplace, regardless of sexual orientation, gender identity, expression or characteristics.

Our vision Our vision is workplace equality for all, regardless of sexual orientation, gender identity, expression or characteristics.

Workplace Summit The Out & Equal Workplace Summit is the world’s premier conference on LGBT workplace

equality, providing attendees with all the information and resources they need to create out and equal workplaces.

At the Summit, individuals, human resources professionals, diversity managers, employee resource group leaders and allies have the perfect platform from which to make powerful connections, share best practices and formulate a strategy that allows for a powerful demonstration of their commitment to equality in the workplace.

Attracting more than 2,000 attendees, the Summit offers an abundance of activities and nationally celebrated keynote speakers that create an experience that has been described as “an enlightening watershed of information.”

Plans are already underway for the 2010 Out & Equal Workplace Summit from October 5 to 8 in Los Angeles.

Executive Forum The Executive Forum is a unique opportunity for out and successful executive leaders to come together over the course of a multi-day conference to learn 2009 Out & Equal Workplace Summit

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ABOUT Out & Equal

Out & Equal Executive Forum: Thirty executives from across the country participated in the 2009 Out & Equal Executive Forum, held in San Francisco in March.

from one another and share their best practices.

The focus of each forum is different, and in the past, participants have discussed the unique challenges of being openly LGBT in high-level positions, the barriers to more equitable LGBT representation at the senior executive level, the demands on businesses in a tough economy, the business case for equality and being examples for future generations of LGBT leaders.

Plans are already underway for the next Executive Forum, which will be held in 2010. For information on how to apply, contact Associate Director of Summit & Events Anthony Bannon 150

at abannon@outandequal.org or 415-694-6516.

LGBTCareerLink Launched in November 2008, LGBTCareerLink – www. LGBTCareerLink.org – is Out & Equal’s unique job search and professional networking website, designed to expand members’ career-building networks by connecting them directly with other job seekers as well as employment recruiters looking for top-notch talent.

Unlike other job boards, LGBTCareerLink allows users to upload job ads, articles and tips, as well as other career-building resources. Users make these tools available to help others in

their professional advancement, creating a vast network of people working together to land jobs and learn essential career skills.

The site is free for users.

For more information, contact Associate Director of Career Development Resources Julie Beach at jbeach@outandequal. org or 415-694-6538.

The Outies The Out & Equal Workplace Awards – known as “The Outies” – recognize the most significant achievements in LGBT workplace equality and are given in five different categories: two recognizing individuals and three recognizing organizations.

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About Out & Equal JCPe nney

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JCPenney is a proud sponsor of the 2009 Out & equal Workplace summit 速

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We are strongly committed to inclusion and diversity and recognize that the special skills and diverse perspectives of our associates, customers and communities give us strength as a business.

When we embrace differences, we all succeed.

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ABOUT Out & Equal Through these awards, Out & Equal provides the business and LGBT communities with examples of innovative approaches and proven successes to help create safe and equitable workplaces.

National Celebration Dinner & Awards The Out & Equal National Celebration honors workplace courage and support of LGBT equality, specifically those organizations that were willing to take the lead on securing equal rights beyond their specific workplace.

The winners and honorees of the Signs of Courage Advocacy Awards – “The Addies” – which are presented during the event, are those

who became role models, encouraging businesses and others to get involved through their leadership.

Plans are underway for the next National Celebration, which will be held in early 2010.

Employee Resource Group Registry Out & Equal Workplace Advocates has the largest directory of LGBT employee groups – employee resource groups, or ERGs – in the world. Through this network, Out & Equal has built a virtual community of ERG leaders worldwide, providing an electronic forum for them to share ideas as well as best practices.

ERGs are an effective way to bring LGBT employees and allies

National Celebration Dinner & Awards: Matthew Duncan and Tita Gray, of PG&E’s LGBT employee group, accept an Out & Equal Workplace Advocates award for the group’s leadership. The award was presented to the group by Caryl Athanasiu of Wells Fargo and Tom Johnson of Clorox, both right.

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together for visibility and support. ERGs help create safe work environments. They contribute to the success of their organization and create a connection between their company and the community.

Out & Equal is proud of the support we offer this ever-growing list of registered ERGs. If you are part of an ERG that has yet to register with Out & Equal, please consider the value of networking.

Out & Equal’s ERG Registry offers you: • A conduit into an international network of LGBT ERGs that work to create out and equal workplaces, searchable by industry, location and size • Opportunities to connect with Out & Equal staff for support or referrals to address problems or challenges your group might face • Information about events, activities, program suggestions and important news • Access to a virtual ERG Web space where ERG leaders can exchange best practices and pose questions to experienced and professional ERG leaders • Resources for ERGs, like stepby-step programming guides, policy white papers and other helpful information pieces • The ability to return at any time to update your profile, change subscription options or check out new features To learn more, or to join the Registry, go to www.outandequal.org/resources/groups. For additional information, please

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About Out & Equal

contact Associate Director of NETWORKS! Stephen Gould at sgould@outandequal.org or 415-694-6506.

Regional affiliates Out & Equal Workplace Advocates’ regional affiliates bring the Out & Equal mission and vision to their local community by producing educational and networking events, sharing best practices, coordinating LGBT workplace equality efforts and engaging in discussions about important LGBT workplace issues.

Their work is invaluable in providing effective programming for Out & Equal, helping

to serve the needs of individual employees, leaders of employee resource groups and human resources professionals beyond the annual Workplace Summit.

Out & Equal affiliates are organized and led by their local Leadership Council, ensuring that they have the flexibility to meet the needs of the local community, while still being connected to the national organization.

To find a Regional Affiliate near you, or learn how to start one, go to http://outandequal. org/regional-affiliates. For more information, contact Associate Director of NETWORKS! Stephen

Gould at sgould@outandequal. org or 415-694-6506.

Town Call speaker series The Out & Equal Town Call speaker series features a series of monthly telephone conference calls with guest speakers discussing the latest LGBT workplace topics.

Each call includes a presentation and a question and answer session in a one-hour time frame. This is a cost-free, brief and relevant educational program to fit into the busy schedules of members of the LGBT workplace community.

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ABOUT Out & Equal Training programs Out & Equal offers diversity training, educational resources and consulting services to senior management, human resources professionals, employee resource groups and individual employees to promote LGBT workplace equality.

Our training programs are designed for a wide variety of audiences including large corporations, mid- and small-sized businesses, educational institutions, faith communities, governmental agencies, community groups and nonprofit organizations.

Training programs include:

Train the Trainer Out & Equal uses its LGBT Diversity Leadership training program to break down barriers and foster communication between LGBT employees and their co-workers by providing the resources to discuss LGBT workplace experiences.

After completing the eighthour course, employees, human resources professionals and diversity/affinity group leaders can be certified to present the 60-90 minute LGBT Diversity Leadership discussions in the workplace.

Graduates will receive course materials, become part of the online Trainer’s Network and are certified to offer the LGBT Diversity Leadership presentations in their workplace. Many of our trainers also become more involved and can assist Out & Equal certified staff to present other courses. Certification to teach the LGBT Diver154

sity Leadership class lasts for two years from course completion.

Building Bridges Toward LGBT Diversity in the Workplace Building Bridges Toward LGBT Diversity in the Workplace training is a four-hour workshop conducted by two certified Out & Equal trainers. Depending on the needs of the organization, the target group can include senior executives, managers, human resources, diversity professionals, customer service representatives and the general employee population.

The course is designed to help employers get the most from all employees, LGBT and non-LGBT. This training fosters increased awareness to develop a healthier and safer workplace, where all employees are engaged in the mission of the organization, increasing the level of comfort for all, and improving communication between LGBT and straight employees and the customers they serve.

This course can also be tailored to a 90-minute presentation for executives, conferences and companies looking to learn how to advance their LGBT policy, benefits and planning.

LGBT Diversity Training LGBT Diversity Training is the foundation for overcoming obstacles and fostering communication between LGBT employees, their allies and their co-workers.

Trainers address expanding diversity in the workplace as

well as reviewing the LGBTrelated policies, benefits and workplace climate of their business or organization.

Out & Equal provides slide deck materials that can be customized for each workplace.

Graduates of Out & Equal’s Train the Trainer program can lead the 90-minute LGBT Diversity Training course.

Transgender Intensive The Transgender Intensive, jointly developed with Transgender Education Partnership, is a fourhour workshop conducted by two certified Out & Equal trainers with a focus on the “T” of LGBT. Depending on the needs of the organization, the target group can include senior executives, managers, human resources, diversity professionals, customer service representatives and the general employee population. This course provides basic understanding of the culture, terminology and business case aspects for transgender employees.

The course breaks down barriers between transgender and non-transgender people, provides essential information for human resources professionals who work with employees in transition, and encourages participants to reflect on how their gender roles in society impact their own experiences in the workplace. The training helps participants gain a better understanding of the unique concerns of transgender employees, best practices on transitioning in the

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About Out & Equal Diversity makes us stronger. Your talents make us better.

ARAMARK is proud to be a Founding Partner of the LGBT CareerLink web site and a Sponsor of the 2009 Out and Equal Workplace Summit. To learn more about ARAMARK and the various exciting career opportunities we offer, we encourage you to go to www.lgbtcareerlink.com and read our Corporate Profile.

At ARAMARK, our mission is to be a company where the best people want to work…people from all backgrounds, perspectives and experiences. That mission is reflected throughout our organization, from our executive offices to our operations at ballparks, universities, elementary schools and beyond. We are comprised of a rich mosaic of individuals — who together make us what we are as a company, and what we can be in the future.

Recognized as one of the “40 Best Companies for Diversity.”

Black Enterprise magazine, 2008

Consistently listed since 1998 among “World’s Most Admired Companies.”

Fortune magazine, 2009

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Since 1998, FORTUNE magazine has consistently recognized ARAMARK as one of the top three most admired companies in its industry. Headquartered in Philadelphia, ARAMARK has approximately 260,000 employees serving clients in 22 countries.

For more information about ARAMARK, professional opportunities available, and application procedures, please visit www.aramark.com

www.aramark.com An equal opportunity/affirmative action employer committed to workforce diversity.

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Visit our Web site at www.CanYouBeYou.com Š2009 Best Buy Co., Inc.

2058O&E_summitbookSEC7_v03.indd 156

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About Out & Equal

Allies at Work

workplace, how to address benefit and health care issues, resource group sponsors, senior managers, and how to support inclusion and diversity professionals and LGBT leaders of gender identity/gender Allies at Work a must-read.” expression in federal nong, Ph.D. discrimination legislation and theon Gay, Lesbian, Bisexual, and Allies Employee Resource in theGroup workplace.

This course can also be k, Dr. Hall offers practical tips on how straight tailored a 90-minute presentaa workplace and a worldplace thatto works for tion for executives, conferences nD, Ph.D. and companies looking to learn riend & Associates, Inc. how to advance their transgen® of Diversity Matters der policy, benefits and planning. workplace remains vital to the quest for a more For more information about nd Dr. Hall’s Allies at Work should be required Out & Equal training programs, y corporate leader in America.” contact Associate Director n e President and General of Manager Training & Professional TV Networks Development Pat Baillie at pbaillie@outandequal.org or l 415-694-6521.

e Director Selisse Berry, Out & Equal Workplace on’s largest nonprofit organization dedicated ace equality for the lesbian, gay, bisexual and nity. Out & Equal works toOut empower professionals & Equal Workplace Advocates ns where diversity is valued by advancing policies has worked with author Dr. David ty for all, regardless of sexual orientation, gender M. Hall to publish the book, “Allies r characteristics.

at Work: Creating a Lesbian, Gay, Bisexual and Transgender Inclusive Work Environment.”

The book, the first full-length A portion of revenue from book sales supports Out & Equal work Out & Equal has published, www.OutandEqual.org details the importance of allies in shaping workplace climates, developing a strong ally program at work and understanding the impact of living in the closet.

In “Allies at Work,” Hall provides the framework for teaching what he calls “cultural competency” – the creation of environments in which everyone is equal.

Throughout the book, Hall, a workplace productivity consultant, uses the personal struggles and daily challenges of LGBT

Dr. David M. Hall

c.

Book: “Allies at Work”

Dr. Davi

Allies at Work Creating a Lesbian, Gay, Bisexual and Transgender Inclusive Work Environment Dr. David M. Hall

“Only with the courage and solidarity of our allies can we create workplaces that are truly out and equal.” seLisse beRRY

Founding Executive Director, Out & Equal Workplace Advocates

people to underscore the need for straight allies to actively work toward creating equality in the workplace.

2009 Out & Equal Workplace Summit

2058O&E_summitbookSEC7_v03.indd 157

transgend Learning the histor cided to b then know His devo to write A and Trans age other Extensiv creating c work envi of sexual Out & E Hall on th allies in sh for develo In Allies teaching w the remov erosexual which eve Hall, a w the perso LGBT peo actively pu This boo for the LG members ing them employee & Equal a Allies at helps shap

157 9/10/09 11:26 AM

ABOUT Out & Equal Twenty Steps to an Out & Equal Workplace The Twenty Steps to an Out & Equal Workplace describe the work required to achieve an environment where all employees can be respected, productive, out and equal.

Policies and benefits

Commitment to the community

• Include sexual orientation in global non-discrimination and anti-harassment policies

• Support nonprofit groups working for LGBT equality

• Include gender identity and expression in global non-discrimination and anti-harassment policies • Recognize same-gender couples and their families with equal access to all company benefits • Ensure that global health coverage includes complete health benefits for transgender employees

Talent management and professional development • Establish and support LGBT employee resource groups

• Sponsor and encourage visible participation in LGBT cultural events • Include LGBT images in marketing and advertising strategies • Include LGBT owned businesses in supplier diversity program objectives

Corporate responsibility & advocacy • Be a visible role model for LGBT workplace equality in the community • Support public policy efforts that protect LGBT workplace equality

• Recruit, hire, and offer mentoring to LGBT employees through tools such as Out & Equal’s LGBT CareerLink.com

• Oppose actively any attempts that would limit or restrict the rights of LGBT employees

• Provide leadership development experiences specifically for LGBT employees

• Share best practices that advance LGBT workplace equality by participating in the Out & Equal Workplace Summit

• Track recruitment and career development metrics for LGBT employees who choose to self identify

Workplace climate • Provide diversity training with specific reference to LGBT issues – such as Out & Equal’s Building Bridges Training – for all employees • Use anonymous climate surveys to measure effectiveness of LGBT diversity policies and programs • Include LGBT diversity objectives in management performance goals • Communicate routinely to all employees about how the organization supports its LGBT workforce 158

2009 Out & Equal Workplace Summit

2058O&E_summitbookSEC7_v03.indd 158

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About Out & Equal

© 2009 Continental Airlines, Inc.

WE COULDN’T BE ANY MORE PROUD OF THIS CONNECTION. Proud sponsor of the Out & Equal Workplace Summit. continental.com

2058O&E_summitbookSEC7_v03.indd 159

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ABOUT Out & Equal Out & Equal regional affiliates Leadership Council (as of August 31, 2009) The Leadership Council is comprised of dedicated individuals who have committed themselves to forwarding our mission as volunteer leaders of their Out & Equal regional affiliate. The members of the Leadership Council bring programming and connectivity opportunities to their regions, and support the Out & Equal mission of achieving workplace equality.

Arizona Kelley Densham, Co-Chair Paul Pillard, Co-Chair Kent A. Bowen

Atlanta Chuck Obina, Chair Adam Bowen Dawn T. Buannic Cat Chartier Clay Fisher Chris Gorman Anton Mack Joseph Mendoza Troy Murray Elizabeth Noe Sharon Skipper Sibby Tansill

Chicagoland James R. Huberty, Co-Chair L. Patrick Le’Flore, Co-Chair Tom Dunn Jim Foster Lori M. Fox Mark Fox George Montalbano Carlos E. Paret Greg Rohner Kyle Spainhour

Dallas-Ft. Worth Jeff Snook, Chair Ron Ausemus Evelyn Caldwell John F. Connell Debra J. Davis Michael J. DeGroot Jeffrey Gorczynski Sherry G. Hooten Heather Lueth Mark Quigley Sam Santiago Bruce D. Shelton Ted Vantrabert 160

Paul von Wupperfeld Russell Wallace

Greater Philadelphia Brent Reinhard, Co-Chair Michael Soileau, Co-Chair Lynn Alba Sherri L. Bassner Chris Eagan Frank J. Farmer Stasha N. Goliaszewski Brian Green David M. Hall Corbett Klein Amy Niedzalkoski Sharon Paige Drusilla A. Quilley Pedro Rivera Matthew Woodcock

Greater Portland/Southwest Washington Ann Dunkin, Co-Chair Brian Craig, Interim Co-Chair Ava Frank Hazel Pule Matt Spencer Douglas Wendt

Indiana Carlos E. Campoy, Chair Brenda F. Corbello Lisa J. Gutierrez William H. Hendrix Ted Letherer Carole A. Terry Aaron Wright

2009 Out & Equal Workplace Summit

2058O&E_summitbookSEC7_v03.indd 160

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About Out & Equal Kansas City

Rocky Mountain

St. Louis

Don Maish, Interim Co-Chair Craig Blessing Joanie Carter James Harlow Ellen Karp Nicole Kelley John Long Jason Mead Terry Newell Cliff Schiappa Timothy Taylor Karlene Wagner-Jackson David Whitner

Michelle Simons, Chair Terry Hildebrandt Kari Tekle

Laura Morrison, Interim Chair Ashley K. Alvarado Michelle Brown Michael Dunning Michelle J. Smith Robert Woolsey Glen Zahn

Metro New York Jennifer E. Brown, Co-Chair Tom Kulaga, Co-Chair Janet Wigfield, Co-Chair Jeremy Gaylord Carol Heller Sally Nadler Gerald Roop Steve Salee Naomi Starr Juan F. Vasquez Lora Yates Kyle Young

NY Finger Lakes Teresa Mayer, Chair Ralph Carter Phong Diep Tom Fox Michael Hardy Emily Jones Catherine Lewis Laurie M. Mancuso Stephanie M. Samuel

San Francisco Bay Area Joel A. Brown, Interim Co-Chair Simma Lieberman, Interim Co-Chair Carrie Avritt Toni R. Battle Michael Coyle Christy Gaughan Joseph E. Higgins Mark A. Pressler Kyle Tonazzi

Seattle Tracy Schultz, Interim Co-Chair Kevin G. Carothers Guy Caspary Bud Cudmore Keith Dussell Corrinalyn Guyette Mary Lowrance Brian Murphy Robert J. Tuschhoff

Southern California Judy Jbara, Co-Chair Garth Steever, Co-Chair Reta Anderson Jason Mannino Ronora Sayaman Steve D. Simon Matthew Steiger

Tampa Bay Cheryl Madelle, Co-Chair Anthony Virostko, Co-Chair Curt Brown James W. Casey Anthony Chuchman Sal J. Davila Seless Emanuels Nick S. Kouris Frank E. Lycan Anthony Rivera Jeffrey Sterrett Joseph Wiehagen

Washington, DC Adrian Colborn, Co-Chair Leonard P. Hirsch, Co-Chair Amy L. Anderson Scott A. Ballina Christopher W. Boardwine Anita Broccolino Wesley Combs Brian Fruchey Ed Glasscock Jessica McKinnon John-Anthony D. Meza Todd Peterson

2009 Out & Equal Workplace Summit 2058O&E_summitbookSEC7_v03.indd 161

161 9/10/09 11:27 AM

Diversity Is a Requirement for Our Success From prevention and diagnosis, to treatment and cure, Abbott is a broad-based health care company that discovers, develops, manufactures and markets innovative products. Abbott is committed to bringing together individuals with diverse backgrounds and ideas and investing in their success. Combining different perspectives, management styles and ideas makes us stronger. Abbott is continually building a culture that not only recognizes, but values, people’s differences and makes the most of them. Having an inclusive environment helps drive our innovation and makes Abbott a stronger, more dynamic, more successful company.

To learn more about our current career opportunities, please go to our web site and apply online. Abbott welcomes and encourages diversity in our workforce. An EEO/AA employer.

“Our diversity — of people and products — makes our company strong. We count on having a variety of perspectives to foster the innovation we need to bring our science, and our company, to a higher level.”

Miles White, CEO

www.abbott.com

T:8.5” S:7.5”

Diversity’s at the

of our DNA.

S:4.75”

heartofcommerce.com ©2009 MasterCard

2058O&E_summitbookSEC7_v03.indd 162

9/10/09 11:27 AM

Beyond Diversity: Pride Sara Lee is made up of thousands of people, all of us different, but sharing one common goal: to build leading brands that delight customers and consumers every day. We have built an inclusive culture where everyone can make an impact. We celebrate the similarities and differences that bind us together and create our competitive advantage.

At Sara Lee the difference is you.

Find out more about what we have to offer at www.saralee.com/careers

2058O&E_summitbookSEC7_v03.indd 163

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e e d n e t t A t i m m u S Dear Out & Equal

hts ig R an m u H e h t , 11 0 es? In 2 ic t c a r p y t i s er iv d s t i ts i in n o y t i a r a ic p er e m av A h e y at r an o p rp m o l score c il w Does your co ex d n I y t li a u q E e ansgender at r r T o d rp o an C l a s ' u n ex io is at B d n y, u a o F G esbian, L Ca mpaign e h t h t i w t with en s m m ge a a g gr en ro l p a n y t i er s t er ex iv e d id er w ate suppli r o rp ongoing firmo c es d lu c in at h t egory at c a y, t i n u m m o c ) T s.

B er li (LG p p u s T B G L d ie if t n of cer LCC) is G N ( demonstrated utilizatio e c er m m o C f o ha mber C n ia b es L d & an y a , s G n l a io n at io r o at rp N o c e , h s t er , n w o siness ow u b T B As you may kn G L n ee w et b k mitted n li m o t c ec ir re a d e d w an , e s at se c es vo in d s a u BT b G L r the business fo y d o b n clusive io in at ic T if B t G er L c g e iv in s t lu en c m ex le e p h t g and im in p lo e ev d govern ment. As in m e h t t is ote the s s a m ro o t p s o n t io e c at r la o p rp et o c rk a h t m i s in the n io t to working w ec n n o c g in at re c e il ms wh a gr ro p y t i s er iv d er li p s. n sup io at r o rp o c d an s se es in d bus aintain m d success of LGBT-owne an s er li p p u s T B ied LG if t er c h t i w t ec n n o c u o Friday, y n o p l e t i h o m t m s u t S an e w h t C at C L e ion her The NG s s se r u o o t e the m o at C s u g. d in n fi at r r I o E ) C 10 r u 9 o y a Room st ie or improve F , 6 n io s es S ( M 12:30P 0 :0 11 , h t 9 er ob t c O it hall. ib h ex e h t in h t Sincerely, o o b C NGLC

Tea m NGLCC

America's LGBT Chamber™ 1612 U Street NW, Suite 408, Washington, DC 20009 • P. 202.234.9181 F. 202.234.9185 • supplierdiversity@nglcc.org 2058O&E_summitbookSEC7_v03.indd 164

9/10/09 11:27 AM

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20787 Out & Equal 2009 Summit Ad.pdf

8/10/09

2:22 PM

©2009 Viacom International Inc. All rights reserved.

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Diverse Character. Broad Appeal.

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OCTOBER 7

Workshops

WED SESSION 1, 10:30 am – 12:00 ROOM

WORKShOP

LEvEL

Fiesta 6

On being transgender: Challenges being out in the workplace and being in the LGBT community

Fiesta 5

Tackling issues on LGBT aging exposed in Metlife’s “Out and Aging” study

FEATURED PANEL

Durango 2

A black person is a gay person’s best friend: Bridging the cultural divide

Intermediate

Yucatan 1

Aligning generational differences in today’s workplace

Intermediate

Coronado G

Aligning your employee resource group with business to recruit LGBTA top talent

Intermediate

Coronado A-B

Assessing and improving your organization’s LGBT climate

Intermediate

Coronado S

Can we talk about all that “gay stuff” that makes you really uncomfortable?

Introductory

Coronado R

Cultural competency for leaders, part 1

Introductory

Coronado Q

From good corporate policies to good social policies

Introductory

Coronado C-D

Giving and getting back: Nonprofit boards for beginners

Introductory

Fiesta 10

Nike’s approach to legislation supporting diversity and inclusion for the LGBT community

Intermediate

Coronado E-F

Not half gay, not half straight, but totally bisexual: 10 steps to begin bisexual workplace inclusion

Intermediate

Acapulco

Out & Equal: Launching a dynamic regional affiliate

Introductory

Fiesta 3

Rubber meets road: Building road maps to enhance ERG traction, business relevance and revenue potential

Intermediate

Fiesta 4

Sexual orientation and spirituality can co-exist

Advanced

Baja

Square pegs – building a strategy for your LGBT resource group to fit and grow in your organization

Coronado M, N, P

Taking it global: Leading practices for expanding regional employee resource groups internationally

Durango 1

The journey of inclusion through corporate social responsibility at Disney

Intermediate

Cancun

What happens to the glass ceiling when you add another layer?

Intermediate

FEATURED PANEL

Intermediate

Intermediate

Fiesta 7

Which bathroom is John going to use?

Introductory

Fiesta 8

Who is the outsider? Understanding micro inequities from all sides

Advanced

Fiesta 9

Why did you say that? Using perceptual identity to break through barriers in the workplace

Introductory

166

SESSION 2, 2:30 pm – 4:00 pm ROOM

WORKShOP

LEvEL

Fiesta 5

Away from headquarters: Taking equality beyond the borders

FEATURED PANEL

Fiesta 6

Beyond talent management: Inclusion and corporate social responsibility

FEATURED PANEL

Coronado E-F

A roadmap for investing in the LGBT movement: Building strategic partnerships between nonprofits and businesses

Advanced

Coronado C-D

Broadening your ERG: Reaching out to blue-collar employees and manufacturing locations

Intermediate

Acapulco

Building and retaining a talent pipeline of LGBT employees

Intermediate

Coronado S

Building executive support for LGBT workplace equality and your employee network

Intermediate

Fiesta 2

Creating a dynamic LGBT listening strategy to drive change in your organization

Intermediate

Coronado R

Cultural competency for leaders, part 2

Introductory

Coronado M, N, P

Demystifying insurance: Basic and transgender benefit needs

Intermediate

Cancun

Drive your career through turbulent times

Introductory

Durango 2

Elephants in the room III: Issues that need to be addressed but often aren’t

Intermediate

Baja

Executive sponsors: Use ’em or lose ’em

Intermediate

Fiesta 7

How to be inclusive in the workplace

Intermediate

Fiesta 3

Is age just a number? Four generations of LGBT people in the workplace

Intermediate

Durango 1

It’s okay if you’re straight

Introductory

Fiesta 9

Learning 2.0: Personal and professional growth through communities of practice and social learning

Introductory

Coronado A-B

Persistence and resistance: Working with leadership to evolve traditional workplace paradigms

Introductory

Fiesta 1

Picture this: Using photos and personal stories to maximize the impact of presentations

Introductory

Coronado Q

Tax talk: Managing tax opportunities for LGBT people at work and at home

Introductory

Fiesta 10

The care and feeding of straight allies at work: What LGBTs must know for successful inclusion

Intermediate

Fiesta 4

The network of all networks

Intermediate

Coronado G

The only gay in the government

Intermediate

2009 Out & Equal Workplace Summit

2058O&E_summitbookSEC7_v03.indd 166

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fold

OCTOBER 8

OCTOBER 9

THU Coronado E-F Fiesta 5 Coronado Q

Coronado S

Fiesta 9

Coronado R

Durango 1

Coronado M, N, P

WORkShOp

Advanced

Building bridges toward LGBT diversity

Introductory

Building diversity and inclusion: Sharing non-profit strategies with corporate America

Intermediate

Communication Solutions™: Powerful dialogue for global inclusiveness strategies

Introductory

Diversity awareness: The five stages of change in creating a diverse workplace

Introductory

Intermediate

Driving employee resource group and LGBT growth and engagement with management and front line employees

Intermediate

ENDA doesn’t end it

Baja

Health benefits for transgender and transsexual employees: Costs, utilization and best practices

Fiesta 10

Human resources innovations: A practicum in managing religious diversity and LGBT issues

Fiesta 8

Media training for ERG leaders

Coronado C-D

Overview and new developments: Religion, sexual orientation and the workplace

Acapulco

Coronado G

Stories from behind the camera Targeted and privileged: The importance of addressing whiteness within the LGBTIQ community Tell your story: Twitter, Facebook and Youtube – short stories and social media for LGBT equality in your workplace and community

Intermediate

Intermediate Intermediate

FEATURED PANEL

Fiesta 6

We are the champions: The importance of LGBT allies

FEATURED PANEL

Fiesta 4

A celebration of coming out on international coming out day at Owens Corning

Introductory

Fiesta 3

Authentic leadership

Intermediate

Coronado M, N, P

Being an out lesbian senior executive in corporate America: The Citi experience

Intermediate

Introductory

Intermediate

SESSiOn 5, 9:00 am - 10:30am

Fiesta 7

Build an online presence you can be proud of

Fiesta 8

Building understanding at the top: Creating a LGBT diversity course for executives

Introductory

Creating and leveraging a catalyst for change

Advanced

Intermediate

ROOm

WORkShOp

LEvEL

Fiesta 5

What it takes to be employee resource group of the year

FEATURED PANEL

Fiesta 6

The feds: A different kind of workplace

FEATURED PANEL

Fiesta 7,8

Being a nonprofit board member: Getting it right

Intermediate

Benefits for domestic partners and same-sex married couples: Best practices for employers

Intermediate

Cancun

Employee resource group challenges and opportunities for global organizations

Intermediate

Fiesta 9,10

Employers: Build an online presence you can be proud of

Introductory

Durango 2

Fiesta 10

Demonstrating the return on your company’s ERG/BRG investment: Linking strategy, intentions and outcomes

Advanced

Fiesta 1

Engaging LGBT women in employee resource groups

Beginner

Coronado R

Emotional intelligence: Why it matters

Introductory

Yucatan 2

Intermediate

Coronado S

Ex-gays in your workplace: Who they are, what they want and how to effectively respond to them

Event professionals’ tips and tricks for executing a great ERG event

Introductory

Coronado R

Intermediate

Acapulco

How generational differences within the LGBT community impact your business resource group

Gender virtualization: A discussion on values, principles and policies for the transgender community

Intermediate

Coronado Q

Influencing others with your personal brand in an out and equal world

Intermediate

Coronado A-B

How to engage all levels of employees in community service: Making your event a success

Acapulco

Managing global virtual teams

Introductory, Intermediate

Baja

Intermediate

Raising the bar: The new corporate equality index criteria and data from the 2010 report

Intermediate

Baja

Leveraging ERGs and councils to increase cultural competence in unique business environments

Yucatan 2

LGBT advocacy: The corporate spectrum

Intermediate

Durango 1

Rock the ages: Generational differences and employee resource groups

Intermediate

Cancun

Managers and supervisors: How Chubb and Merck reach that critical audience

Intermediate

Coronado M, N, P

Fiesta 2

“Outing” your brand on campus: Make inclusiveness part of your brand identity

Stepping out: The importance of participating in other ERGs within your organization

Intermediate

Coronado G

Coronado C-D

Promoting LGBT issues in the workplace through collaboration

Intermediate

Intermediate Introductory

LEvEL

Fiesta 5

Intermediate Intermediate

WORkShOp Allies or competitors? Strategies for managing the potential for alliances, competition and conflicts within employee networks

Fiesta 9

Diversity, difference and dialogue: A candid discussion on race, age and gender identity

Fiesta 6

Coronado A-B

LEvEL

Bringing resources to LGBT workplace equality outside the United States

Employee resource group course 2: Going straight to plan B

FRI

SESSiOn 4, 2:30 pm - 4:00 pm ROOm

SESSiOn 3, 10:30 am - 12:00 pm ROOm

trim for short fold

Intermediate

Redefining strategic partnerships: Quality over quantity in today’s economic climate

Intermediate

Yucatan 1

School’s out: How British universities are conquering the last workplace taboo

Advanced

Durango 1

The LGBT gold standard: Proven LGBT strategies internally and in the marketplace

Intermediate

Coronado Q

The queer generation gap: Diversity of LGBTQ identities

Introductory

Coronado G

Using technology and social software to connect with members and allies

Introductory

Coronado E-F

What can your ERG do for your company?

LGBT buying power can help my company and my employee resource group?

Introductory

Yucatan 3

Work flexibility and career development: Aligning business needs with employment diversity

Durango 2

WORkShOp

LEvEL

Fiesta 5

Everyone counts: Voluntary selfidentification project update and review of draft report

FEATURED PANEL

Fiesta 6

The new realities for LGBT employees after ENDA

FEATURED PANEL

Cancun

A rainbow of generations: Understanding and developing career strategies for different LGBT generations

Introductory

Coronado A-B

After the dust settles: Rebuilding your ERG

Intermediate

Coronado S

Allies, our friends in the community: How to discover and include them in your employee resource group

Intermediate

Durango 1

Beyond transition: Issues faced by transgender individuals and the need for equal workplaces

Intermediate

Yucatan 3

Bling bling: How to bedazzle your LGBT recruiting event and use technology to attract diverse talent

Introductory

Coronado C-D

How to breath life and health into your ERG

Intermediate

Coronado R

I’m the one they call: Working while caring for aging family members

Intermediate

Baja

Lessons from the center movement on inclusion: A panel discussion on best practices for your group

Intermediate

Fiesta 9,10

LGBT supplier diversity: The corporate equality index and your company

Fiesta 4

Making meaningful connections: Mentoring the junior LGBT community at Deutsche Bank

Intermediate

Intermediate

Coronado E-F

Moving beyond “out” – Gain allies and influence your success at work and personally

Intermediate

Success factors of GLBT leaders

Introductory

Coronado Q

Intermediate

Coronado C-D

Ten ways to not create change: Diversity training missteps and what LGBTAs can learn from them

“My name is ... and I want to recruit you” — Developing a comprehensive plan for LGBT recruiting

Intermediate

Fiesta 1, 2

Intermediate

Coronado A-B

The supplier diversity business case: HRC corporate equality index criteria changes

Remaking the LGBTQ brand: Recognizing the cultural implications of being LGBT in the Workplace

Intermediate

Acapulco

Successful administration of transgender guidelines: The Boeing Company

Intermediate

Yucatan 3

“We are family ... sometimes” — An overview of who benefits from your family leave benefits

Intermediate

Yucatan 2

Transhealth: Demystifying the transgender experience

Introductory

Yucatan 1

Where are all the women? Increasing women’s participation in LGBT employee resource groups

Intermediate

Durango 2

Where do we go from here? Proposed and pending legislation affecting LGBT rights in the workplace

Intermediate

Fiesta 7,8

Will your loved ones be left out: The unique financial challenges facing the LGBT community

Introductory

Coronado M, N, P

You don’t just need a business case, you need a business plan

Intermediate

Coronado G

You.com: Building your brand through social networking

Intermediate

Coronado E-F

Intermediate

SESSiOn 6, 11:00 am - 12:30 pm ROOm

When the workplace is taken hostage

Intermediate

Intermediate

2009 Out & Equal Workplace Summit 2058O&E_summitbookFOLD_v02.indd 2-3

9/10/09 11:49 AM

fold

OCTOBER 8

OCTOBER 9

THU Coronado E-F Fiesta 5 Coronado Q

Coronado S

Fiesta 9

Coronado R

Durango 1

Coronado M, N, P

WORkShOp

Advanced

Building bridges toward LGBT diversity

Introductory

Building diversity and inclusion: Sharing non-profit strategies with corporate America

Intermediate

Communication Solutions™: Powerful dialogue for global inclusiveness strategies

Introductory

Diversity awareness: The five stages of change in creating a diverse workplace

Introductory

Intermediate

Driving employee resource group and LGBT growth and engagement with management and front line employees

Intermediate

ENDA doesn’t end it

Baja

Health benefits for transgender and transsexual employees: Costs, utilization and best practices

Fiesta 10

Human resources innovations: A practicum in managing religious diversity and LGBT issues

Fiesta 8

Media training for ERG leaders

Coronado C-D

Overview and new developments: Religion, sexual orientation and the workplace

Acapulco

Coronado G

Stories from behind the camera Targeted and privileged: The importance of addressing whiteness within the LGBTIQ community Tell your story: Twitter, Facebook and Youtube – short stories and social media for LGBT equality in your workplace and community

Intermediate

Intermediate Intermediate

FEATURED PANEL

Fiesta 6

We are the champions: The importance of LGBT allies

FEATURED PANEL

Fiesta 4

A celebration of coming out on international coming out day at Owens Corning

Introductory

Fiesta 3

Authentic leadership

Intermediate

Coronado M, N, P

Being an out lesbian senior executive in corporate America: The Citi experience

Intermediate

Introductory

Intermediate

SESSiOn 5, 9:00 am - 10:30am

Fiesta 7

Build an online presence you can be proud of

Fiesta 8

Building understanding at the top: Creating a LGBT diversity course for executives

Introductory

Creating and leveraging a catalyst for change

Advanced

Intermediate

ROOm

WORkShOp

LEvEL

Fiesta 5

What it takes to be employee resource group of the year

FEATURED PANEL

Fiesta 6

The feds: A different kind of workplace

FEATURED PANEL

Fiesta 7,8

Being a nonprofit board member: Getting it right

Intermediate

Benefits for domestic partners and same-sex married couples: Best practices for employers

Intermediate

Cancun

Employee resource group challenges and opportunities for global organizations

Intermediate

Fiesta 9,10

Employers: Build an online presence you can be proud of

Introductory

Durango 2

Fiesta 10

Demonstrating the return on your company’s ERG/BRG investment: Linking strategy, intentions and outcomes

Advanced

Fiesta 1

Engaging LGBT women in employee resource groups

Beginner

Coronado R

Emotional intelligence: Why it matters

Introductory

Yucatan 2

Intermediate

Coronado S

Ex-gays in your workplace: Who they are, what they want and how to effectively respond to them

Event professionals’ tips and tricks for executing a great ERG event

Introductory

Coronado R

Intermediate

Acapulco

How generational differences within the LGBT community impact your business resource group

Gender virtualization: A discussion on values, principles and policies for the transgender community

Intermediate

Coronado Q

Influencing others with your personal brand in an out and equal world

Intermediate

Coronado A-B

How to engage all levels of employees in community service: Making your event a success

Acapulco

Managing global virtual teams

Introductory, Intermediate

Baja

Intermediate

Raising the bar: The new corporate equality index criteria and data from the 2010 report

Intermediate

Baja

Leveraging ERGs and councils to increase cultural competence in unique business environments

Yucatan 2

LGBT advocacy: The corporate spectrum

Intermediate

Durango 1

Rock the ages: Generational differences and employee resource groups

Intermediate

Cancun

Managers and supervisors: How Chubb and Merck reach that critical audience

Intermediate

Coronado M, N, P

Fiesta 2

“Outing” your brand on campus: Make inclusiveness part of your brand identity

Stepping out: The importance of participating in other ERGs within your organization

Intermediate

Coronado G

Coronado C-D

Promoting LGBT issues in the workplace through collaboration

Intermediate

Intermediate Introductory

LEvEL

Fiesta 5

Intermediate Intermediate

WORkShOp Allies or competitors? Strategies for managing the potential for alliances, competition and conflicts within employee networks

Fiesta 9

Diversity, difference and dialogue: A candid discussion on race, age and gender identity

Fiesta 6

Coronado A-B

LEvEL

Bringing resources to LGBT workplace equality outside the United States

Employee resource group course 2: Going straight to plan B

FRI

SESSiOn 4, 2:30 pm - 4:00 pm ROOm

SESSiOn 3, 10:30 am - 12:00 pm ROOm

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Intermediate

Redefining strategic partnerships: Quality over quantity in today’s economic climate

Intermediate

Yucatan 1

School’s out: How British universities are conquering the last workplace taboo

Advanced

Durango 1

The LGBT gold standard: Proven LGBT strategies internally and in the marketplace

Intermediate

Coronado Q

The queer generation gap: Diversity of LGBTQ identities

Introductory

Coronado G

Using technology and social software to connect with members and allies

Introductory

Coronado E-F

What can your ERG do for your company?

LGBT buying power can help my company and my employee resource group?

Introductory

Yucatan 3

Work flexibility and career development: Aligning business needs with employment diversity

Durango 2

WORkShOp

LEvEL

Fiesta 5

Everyone counts: Voluntary selfidentification project update and review of draft report

FEATURED PANEL

Fiesta 6

The new realities for LGBT employees after ENDA

FEATURED PANEL

Cancun

A rainbow of generations: Understanding and developing career strategies for different LGBT generations

Introductory

Coronado A-B

After the dust settles: Rebuilding your ERG

Intermediate

Coronado S

Allies, our friends in the community: How to discover and include them in your employee resource group

Intermediate

Durango 1

Beyond transition: Issues faced by transgender individuals and the need for equal workplaces

Intermediate

Yucatan 3

Bling bling: How to bedazzle your LGBT recruiting event and use technology to attract diverse talent

Introductory

Coronado C-D

How to breath life and health into your ERG

Intermediate

Coronado R

I’m the one they call: Working while caring for aging family members

Intermediate

Baja

Lessons from the center movement on inclusion: A panel discussion on best practices for your group

Intermediate

Fiesta 9,10

LGBT supplier diversity: The corporate equality index and your company

Fiesta 4

Making meaningful connections: Mentoring the junior LGBT community at Deutsche Bank

Intermediate

Intermediate

Coronado E-F

Moving beyond “out” – Gain allies and influence your success at work and personally

Intermediate

Success factors of GLBT leaders

Introductory

Coronado Q

Intermediate

Coronado C-D

Ten ways to not create change: Diversity training missteps and what LGBTAs can learn from them

“My name is ... and I want to recruit you” — Developing a comprehensive plan for LGBT recruiting

Intermediate

Fiesta 1, 2

Intermediate

Coronado A-B

The supplier diversity business case: HRC corporate equality index criteria changes

Remaking the LGBTQ brand: Recognizing the cultural implications of being LGBT in the Workplace

Intermediate

Acapulco

Successful administration of transgender guidelines: The Boeing Company

Intermediate

Yucatan 3

“We are family ... sometimes” — An overview of who benefits from your family leave benefits

Intermediate

Yucatan 2

Transhealth: Demystifying the transgender experience

Introductory

Yucatan 1

Where are all the women? Increasing women’s participation in LGBT employee resource groups

Intermediate

Durango 2

Where do we go from here? Proposed and pending legislation affecting LGBT rights in the workplace

Intermediate

Fiesta 7,8

Will your loved ones be left out: The unique financial challenges facing the LGBT community

Introductory

Coronado M, N, P

You don’t just need a business case, you need a business plan

Intermediate

Coronado G

You.com: Building your brand through social networking

Intermediate

Coronado E-F

Intermediate

SESSiOn 6, 11:00 am - 12:30 pm ROOm

When the workplace is taken hostage

Intermediate

Intermediate

2009 Out & Equal Workplace Summit 2058O&E_summitbookFOLD_v02.indd 2-3

9/10/09 11:49 AM

trim for short fold

fold

Disney’s® Coronado Springs Conference Rooms

2009 Out & Equal Workplace Summit 2058O&E_summitbookFOLD_v02.indd 4-5

2009 Out & Equal Workplace Summit 9/10/09 11:49 AM

Make your link now Join www.LGBTCareerLink.com – a unique career networking site linking you to resources, recruiters and thousands of jobs – for free

Join us today! www.OutandEqual.org 2058O&E_summitbook_cvr_v02.indd 4

inside back cover

9/8/09 8:26 PM

2010 Out & Equal Workplace Summit October 5–8 in Los Angeles

Don’t miss the world’s premier conference on LGBT workplace equality Take part in shaping the future of LGBT workplace equality Corporate sponsorship for the 2010 Workplace Summit is available.

Call 415-695-6508 for information.

Join us today! www.OutandEqual.org 2058O&E_summitbook_cvr_v02.indd 2

back cover

9/8/09 8:26 PM