Out & Equal Workplace Summit book

t Los Angeles Convention Center • October 5–8, 2010 • Presented by Deloitte and Hewlett-Packard

the summit

at a glance

Tuesday, October 5

8:00 am – 9:00 am

Breakfast

Petree Hall-D

9:00 am – 12:00 pm

Leadership Seminars

500 series rooms

12:00 pm – 1:30 pm

Lunch

Petree Hall-D

1:30 pm – 5:00 pm

Leadership Seminars (cont.)

500 series rooms

6:00 pm – 8:00 pm

Welcome Reception JW Marriott LA lobby Wedn esday, October 6

8:30 am – 10:30 am

Breakfast & Opening Plenary

West Hall-B

11:00 am – 12:30 pm

Session 1

400-500 series rooms

1:00 pm – 2:30 pm

Human Resources Luncheon

Petree Hall-C

Women’s Leadership Luncheon

Petree Hall-D

3:00 pm – 5:30 pm

Session 2 (Extended)

400-500 series rooms

7:00 pm – 10:00 pm

Out & Equal Night Out! Events:

Regional Affiliate Reception

Lucky Strike LA Live

Lucky Strike Bowl

Lucky Strike LA Live

Frameline films at the JW Marriott

Platinum Ballroom

Frameline films at the Westin Bonaventure

Santa Barbara Room

Thursday, October 7

8:30 am – 10:30 am

Breakfast & Plenary II

West Hall-B

11:00 am – 12:30 pm

Session 3

400-500 series rooms

1:00 pm – 2:30 pm

Regional Affiliate Luncheon

Petree Hall-D

3:00 pm – 5:30 pm

Session 4 (Extended)

400-500 series rooms

6:00 pm – 7:30 pm

Workplace Awards Reception

West Hall-A

7:30 pm – 10:00 pm

Awards Dinner

West Hall-B

Friday, October 8

9:00 am – 10:30 am

Session 5

400-500 series rooms

The Business Case for Marriage Equality Breakfast

Petree Hall-C

11:00 am – 12:30 pm

Session 6

400-500 series rooms

1:00 pm – 3:00 pm

Lunch & Closing Plenary

West Hall-B

Exhibit hall

registratio n

Wednesday, October 6 12:00 pm – 6:00 pm

Tuesday, October 5

Thursday, October 7

Wednesday, October 6 7:00 am – 5:00 pm

12:00 pm – 7:30 pm

7:00 am – 6:00 pm

Thursday, October 7

7:00 am – 8:00 pm

Friday, October 8

8:00 am – 10:00 am

2010 Out and Equal Workplace Summit Sponsors Presenting

Titanium

Gold

Signature Welcome Reception

Champion

Advocate

2  2010 Out & Equal Workplace Summit

Advocate

Friend

Media Sponsor

2010 Out & Equal Workplace Summit  3

Your first goal was to be judged on your contributions, not your gender, skin color, sexual orientation, or background 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: • Are one of DiversityInc’s Top 50 Companies for Diversity • Earned a Top 10 spot on Working Mother magazine’s 2009 100 Best Companies list and were inducted into their Hall of Fame in 2008 • Earned a Top 5 spot on Working Mother magazine’s Best Companies for Multicultural Women in 2010, and have been on this list for five consecutive years • Received a 100% rating in the Human Rights Campaign’s Corporate Equality Index 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

All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, national origin, or any other basis protected by federal, state, or local law.

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 © 2010 Deloitte Development LLC. All rights reserved.

Member of Deloitte Touche Tohmatsu

contents Welcome to the 2010 Out & Equal Workplace Summit!

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 all registered Summit participants, many workshops are targeted to specific audiences and their complexity will depend on the topic being discussed.

Welcome letters..................................................................................................... 8 About Out & Equal...............................................................................................16 Out & Equal board of directors and staff ...................................................... 17 About the Summit................................................................................................20 Los Angeles, Convention Center and area maps.......................................22 Tuesday program................................................................................................29 Wednesday program..........................................................................................35 Night Out! events........................................................................................60 Thursday program...............................................................................................63 Workplace Awards reception and dinner............................................. 84 Friday program.....................................................................................................89 A to Z presenter biographies..........................................................................107 Out & Equal programs......................................................................................203 Day-by-day program schedule...................................................................... 214

Special thanks to Xerox for printing the 2010 Out & Equal Workplace Summit program book Book design and production: William Salit Design wmsalitdesign.com

2010 Out & Equal Workplace Summit 5

HP. Proud Sponsor of the 2010 Out & Equal Workplace Summit.

2010 Hewlett-Packard Development Company, L.P.

We are proud to sponsor the 2010 Out & Equal Workplace Advocates Summit and support Out & Equal in championing equitable workplaces 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 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

From the founding executive director Welcome to Los Angeles and the 2010 Out & Equal Workplace Summit!

For more than a decade, this gathering of lesbian, gay, bisexual and transgender employees and allies—executives and employee resource group leaders, workplace experts and advocates, human resources professionals and good friends—has been the highlight of my year. Together, we have built this Summit from several hundred committed attendees with a vision, to several thousand dedicated colleagues who are literally changing workplaces for millions of employees around the world.

The work that we do at the Out & Equal Workplace Summit—from sharing innovative practices at over 140 workshops and featured events to celebrating the leaders among us at our annual Workplace Excellence awards dinner—is the catalyst for shaping the future of LGBT workplace equality. Thanks to the work that you are doing every day, corporate workplaces continue to move toward LGBT equality well ahead of legislative efforts. In these great times of change, the federal government needs to hear from all of us that eliminating all forms of discrimination for LGBT employees and families is important to a thriving business environment. Our efforts are more important than ever if we hope to continue to see meaningful progress toward extending our achievements to more employees in this country and beyond.

This Summit would not be possible without hundreds of volunteer workshop presenters and panelists who readily share their expertise to make our time here so valuable. Thank you! We are indebted to each of our many sponsors, in particular our 2010 presenting sponsors Deloitte and Hewlett-Packard. Please visit the Exhibit Hall and let all of our sponsors know how much we appreciate them—and support the goods and services they provide once you return home.

This year’s Summit contains more opportunities than ever to learn what is possible in becoming employers of choice for all, and by being organizations that make a difference in the community at large.

I encourage each of you to be an eager participant during your time here. Network, share, learn, and commit yourself to create more workplaces where everyone can truly be out and equal.

Selisse Berry Founding Executive Director 8 2010 Out & Equal Workplace Summit

welcome!

From the president of the board of directors I am excited to welcome you to the 2010 Out & Equal Workplace Summit here in Los Angeles—my second Summit as board president.

I am once again amazed this year by the tremendous amount of work required to produce this incredible event. A huge thank you to every­ one involved—our generous sponsors, the Out & Equal staff, my colleagues on the board of directors, and the many volunteers who contribute their labor, ideas, and energy toward making the Summit a success. I am equally grateful for the dedicated efforts of everyone here who makes a difference for lesbian, gay, bisexual, and transgender employees, their friends, and families every single day they go to work as their true selves.

And there are many of us! We are expecting well over 2,000 attendees this year! I know that for a large number of you, this Summit will be a wonderful reunion. For more of you, it will be your first opportunity to experience the potential impact that we can make as a community working toward full equality. Get ready for something truly wonderful.

I am proud to know that this year’s Workplace Summit experience— like that of years past—will result in people changing workplaces: for themselves, for those not able to be here this week, for my children’s generation of employees yet to come. This is the work of Out & Equal.

I urge you to make the most of your time with us in the City of Angels.

We have much good work ahead of us.

Kayla Shell President, Out & Equal Board of Directors Legal Director, Global & Corporate Accounts, Dell

2010 Out & Equal Workplace Summit 9

Intuit Pride

Be proud At Intuit, we believe diverse teams foster inclusion and innovation.

Employee networks are just one way we turn our commitment to diversity and inclusion into action. Through our networks, we develop leaders, build community, and inspire positive change.

Like all of our employee networks, Intuit Pride is driven by passionate people with common interests and a desire to contribute to a better world. We are inspired to celebrate our differences and discover our commonalities. We are empowered to innovate, connect and grow together.

Join us and be proud of the impact you have on the world.

Be yourself. Be Intuit.

Learn more and apply online at

www.intuitcareers.com Intuit is the maker of great products like TurboTax, Quicken, QuickBooks and Mint.com. We’re proud to be an equal opportunity employer.

It’s our differences that make us stronger.

At Xerox, diversity is more than a goal, it’s a way of life. From the mailroom to the boardroom, you’ll find a rich diversity of people with different ways of thinking and seeing the world. Why are we so committed to an inclusive corporate culture?

Because it is the right thing to do. But more than this, in a business whose lifeblood is fresh ideas, we believe a variety of perspectives is critical to our success.

Proud sponsor of 2010 Out & Equal Workplace Summit.

1-800-ASK-XEROX xerox.com

© 2010 XEROX CORPORATION. All rights reserved. XEROX® and XEROX and Design® and Ready For Real Business are trademarks of Xerox Corporation in the United States and/or other countries.

October 5, 2010 Out & Equal Workplace Advocates Dear Friends, On behalf of the City of Los Angeles, it is my pleasure to welcome and congratulate all members, supporters, and guests attending the Out & Equal Workplace Summit.

I am pleased to join with the members of our community to recognize Out & Equal Workplace Advocates for their strong commitment to defending the rights of lesbian, gay, bisexual, and transgender (LGBT) people to work in a safe and equitable environment. I applaud your efforts to develop the next generation of global business leaders within the professional and LGBT community.

As a historically active supporter for LGBT civil rights and one of the most diverse cities in the world, the City of Los Angeles is proud to host this year’s summit. On May 22, 2010, our city commemorated the first annual Harvey Milk Day in California, honoring his unwavering commitment to LGBT equality, education, affordable housing and public transportation. I look forward to continue collaborating with the LGBT community to promote equality for all in the work place.

I extend my best wishes for a memorable and productive event.

ANTONIO R. VILLARAIGOSA Mayor

12  2010 Out & Equal Workplace Summit

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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.

Success stories like these are why Northrop Grumman is a leader in global security.

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 all current engineering and other opportunities, please visit our website:

careers.northropgrumman.com ©2010 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.

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, gender identity, color, religion, national origin, age, disability, marital status, sexual orientation, or veteran status.

1371

rim: 5x11

Live: 10.5 4C

We’re all in this together

Community is important. It becomes your family, your friends and your home.

That’s why Wells Fargo is committed to working with communities to support their financial stability and growth. In fact, we have made significant contributions to LGBT organizations over the past 20 years and encourage our team members to volunteer.

When communities prosper, we all succeed.

We proudly celebrate the 2010 Out & Equal Workplace Summit.

wellsfargo.com/lgbt © 2010 Wells Fargo Bank, N.A. All rights reserved. Member FDIC. (130090_521371)

130090_521371 8.5x11 4C 1

7/19/10 9:28 AM

ABOUT DAY2 the Summit The Organization

Out & Equal Workplace Advocates

Our mission Our vision Our board of directors Our staff

Founded by Executive Director Selisse Berry, Out & Equal Workplace Advocates is the nation’s premier nonprofit organization dedicated to achieving workplaces where full equality extends to people of all sexual orientations and gender identities. For more than a decade, Out & Equal has been working with organizations to create places of employment whose cultures embrace the contributions of lesbian, gay, bisexual and transgender employees and those who support them.

Out & Equal provides widely recognized value to individuals and organizations through a range of programs designed to educate and empower, including our Building Bridges, LGBT Diversity Training and Out & Equal University webinar 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.

Through LGBTCareerLink, an online job search and career development portal, Out & Equal

serves diversity-friendly employers and LGBT job seekers.

Out & Equal has earned the trust and respect of LGBT employees and employers for producing the best attended, most informative, and most inspiring summit on LBGT workplace issues and our annual Executive Forum.

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 “Out & Equal programs” section.

board Out & Equal Board of Directors

President Kayla Shell, Dell

Vice President Steve Sears, WGBH

Secretary Eleanor Mercado, Paul Hastings

Treasurer Tom Johnson, Clorox

Mike Feldman Hewlett-Packard Company

Michael Guest Council for Global Equality

Julie Hogan Xerox

Rita Lane Apple

Charles Lickel IBM

Christine Smith Deloitte

Kyle Spainhour Motorola

Megan Wallent Microsoft

Angie Wilson Ernst & Young

Directors

2010 Out & Equal Workplace Summit  17

Work together.

Make a difference.

Citi is a proud sponsor of the 2010 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.

staff Out & Equal Workplace Advocates Staff Selisse Berry Founding Executive Director

Pamela Berkowitz Operations Manager

Dani Siragusa Events Manager

J. Kevin Jones Deputy Director

Dave Bueché Senior Manager, Development & Communications

Luis Vera Corporate Accounts Manager

Sherrie Holmes Director of Development

George Cabral Executive Assistant

Angela Wilson Senior Program Associate

Beatriz Rincón Director of Finance & Operations

Stanley Ellicott Communications Project Manager

Patricia Baillie Associate Director of Training & Professional Development Anthony Bannon Associate Director of Summit & Events

Julie Beach Associate Director of Career Development Resources Stephen Gould Associate Director of NETWORKS!

Caitlin McCaugherty, Summit Intern, Jacob Goldstein, Summit Intern, Amanda Keating, Marketing & Communications Intern, Eric Ho, Intern, and Damaye Williams, Graduate Fellow

2010 Out & Equal Workplace Summit 19

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

About the Summit Summit details Grounds map Area map

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: Stewart Anderson Hewlett-Packard Chris Crespo Ernst & Young LLP

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.

Lori Fox Lori Fox Diversity Consulting

Specific goals in 2010

Linda Ocasio GE Capital

The 2010 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 2010 Out & Equal Workplace Summit offers more than 120 educational and powerful workshops.

Bill Hendrix Dow Chemical Ken Martin Sara Lee Corporation Molly McGovern Alcoa

Roberta Park State Farm Insurance Sylvia H. Ramos Emory University Michelle Smith The Boeing Company Moonhawk River Stone M.S., LMHC, RiverStone Consulting Emma Vosicky Attorney

the summit Registration hours Registration for the Summit and specific events will be open: Tuesday, October 5: 7:00 am to 6:00 pm Wednesday, October 6: 7:00 am to 5:00 pm Thursday, October 7: 7:00 am to 8:00 pm Friday, October, 8: 8:00 am to 10:00 am

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

The exhibit hall is open: Wednesday, October 6: 12:00 pm to 6:00 pm Thursday, October 7: 12:00 pm to 7:30 pm

Badges 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.

Email and business services The Out & Equal Cyber Station Technology is provided by Dell, a Gold Level Sponsor, with free Internet access on a first-come, first-served basis during Exhibit Hall hours.

Business center The Los Angeles Convention Center is especially friendly to business travelers with its Convention Center Self-Service Business Center. This conveniently located business center provides computer, Internet, copy and printing services. Prices are available at the business center.

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 communication devices

during workshops, plenaries and other educational forums. If you must take a call, please leave the room before answering it.

Photography Out & Equal respects that some Summit participants value their privacy and do not wish to have their photographs taken. Participants 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 The Los Angeles Convention Center 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.

2010 Out & Equal Workplace Summit 21

ABOUT the Summit summit

Map

LA Convention Center, 500-series rooms

TO 500 MEETING ROOMS

LA Convention Center, 400-series rooms 22  2010 Out & Equal Workplace Summit

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.

© 2010 ERNST & YOUNG LLP. Ernst & Young refers to a global organization of member firms of

Better together?

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

Diversity is always a part of our big picture

ŠDisney

ABOUT Out & About in LA the Summit While in downtown Los Angeles, check out: Sightseeing in the greater L.A. area

LA Live, adjacent to the Convention Center, is an entertainment complex featuring several restaurants and bars, a music venue, a bowling alley and the Grammy Museum.

So many choices, so little time. Head to Hollywood to see the Walk of Fame, The Hollywood Wax Museum and Grauman’s Chinese Theater. If you enjoy the beach and a funky atmosphere, go to Santa Monica for the pier and to shop/eat on the Third Street Promenade, or try Venice Beach for a walk along the beach you won’t soon forget.

Other nearby museums are: The Museum of Contemporary Art (250 S. Grand Avenue), the Japanese American National Museum (369 E. First Street), and the Natural History Museum (900 Exposition Boulevard).

For a couple more museums, check out Griffith Observatory, the Los Angeles County Museum of Art, or the famous Getty Museum, which overlooks the city.

For cultural and historical neighborhoods visit Olvera Street, Chinatown or Little Tokyo. Maybe you just want to see a live performance at the iconic Walt Disney Music Hall (111 S. Grand Avenue).

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26 2010 Out & Equal Workplace Summit

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LA Live offers several options, from simple fare to upscale dining. Additional upscale dining in the area includes Morton’s The Steakhouse (735 S. Figueroa Street), and seafood at McCormick and Schmick’s (400 S. Hope Street).

Some local favorites are Engine Co. No. 28 (644 South 110 Figueroa Street), Phillipe the Original, where the French Dip sandwich originated (1001 N. Alameda Street), Cole’s Pacific Electric Buffet (118 E. 6th Street) and Bottega Louie (700 S. Grand Avenue). You may wish to try street food on Olvera Street or Mandarin & Szechuan at Yang Chow (819 N. Broadway) while visiting Chinatown. For a post-Summit drink downtown, try Standard Hotel’s Rooftop Bar (550 S. Flower Street), The Library Bar (630 W. Sixth Street), and The Lot C Edison (108 W. 2nd Street).

Garage

Francis

Restaurants and Bars:

co St.

If you must do a little shopping at some of L.A.’s premier hot spots, there’s The Grove, The Americana and the famous Rodeo Drive (in Beverly Hills).

If amusement and theme parks are for you, please go to Universal Studios, Disneyland, Knott’s Berry Farm or Six Flags Magic Mountain.

Life Inspired.

Tisbe, Patient

Genentech is a proud sponsor of the Out & Equal Workplace Summit For more than 30 years, Genentech has been at the forefront of the biotechnology industry, using human genetic information to develop novel medicines for serious and life-threatening diseases. Now a wholly owned member of the Roche Group, Genentech has multiple therapies on the market for cancer and other serious illnesses.

Our employees cite the chance to make a difference in the lives of patients as the number one reason they enjoy working at Genentech. In hiring new employees, we look for people who are inspired by this mission and who would fit in well with the collaborative, rigorous and entrepreneurial spirit of the company culture.

Innovation is at the core of everything we do at Genentech. We strive to be leaders in our field through our creative approaches to scientific study, product development, manufacturing and commercialization.

To fulfill our mission and remain in the forefront of our industry, we must continue to build an environment of full participation that allows us to draw on the knowledge and skills of each employee. We gain invaluable resources from our employees, our partners and our patients by harnessing their diversity of thought, style, culture, skill set and perspective.

These resources enable us to continually re-imagine who we are and how we do our work. They help us make discoveries, solve problems, build high performance teams and develop our leadership. It’s our people who set us apart.

As we work to deliver the next generation of breakthrough medicines, we remain committed to our employees and unique culture. Genentech offers an array of family-friendly programs, highly competitive healthcare and a variety of onsite services to help employees manage the many demands on their time.

To learn more about our current opportunities, please visit http://careers.gene.com. Genentech is an equal opportunity employer.

What makes Genentech a great place to work?

“There are tons of people here trying to answer really tough, interesting and forward-thinking questions from various viewpoints: Research, Clinical, Commercial, Managed Care. The best thing is that people will share their thoughts and expertise with you if you’re willing to learn and listen.”

What does diversity mean to you?

“Respecting different points of view, giving them the space to be heard and incorporating them into our work to make things better for all involved.”

Richard, LGBT Employee

careers.gene.com

In January 2010, Genentech was named to FORTUNE’s list of the “100 Best Companies to Work For” for the 12th consecutive year.

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

We dn e S DAY

OCTOBER 5

t ue sDAY

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th urS DAY friDAY presenter s ou t & equal

2104O&E_summitbookTABS_v02.indd 1

8/31/10 12:57 PM

tuesday 8:00 am – 9:00 am

Continental breakfast FEATURED EVENTS

9:00 am – 12:00 pm

Leadership seminars

Attend one of six in-depth, full day seminars organized to build leadership capabilities and develop expertise important to the workplace equality movement.

see page 30

12:00 pm – 1:30 pm

Lunch

1:30 pm – 5:00 pm

Leadership seminars (continued)

6:00 pm – 8:00pm

Welcome reception

Spons ored by Mars h & McLennan Companies Join us at the welcome reception, where you’ll be able to reconnect with old friends and make new ones as we kick off the 2010 Out & Equal Workplace Summit. Open to all registered Summit participants.

Room: JW

Marriott Los Angeles lobby

Registration open: 7:00 am – 6:00 pm 2010 Out & Equal Workplace Summit 29

OCTOBER 5

TUE

Full-day seminars

Leadership seminars Cultural competency/Humility for leaders Laurie B. Lippin, Ph.D., Stephanie Puentes The 21st century LGBT leader must understand the important intersections of race and ethnicity with sexual orientation in order to create inclusivity and strengthen his or her organization. In the service of LGBT solidarity, the cultural diversity we represent frequently is ignored or marginalized. Using a five-stage model of cultural competency, participants in this experiential workshop will examine the impact of the multiple social identities we carry and the role privilege plays within those identities. This workshop delivers a roadmap of actions to achieve the attitudinal and behavioral changes necessary for living and working together synergistically, effectively and productively in an increasingly more diverse world.

Cultural competency is not a specific endpoint but a lifelong engagement and commitment that helps individuals appreciate the complexity of diverse cultural norms and work actively against the often invisible pervasiveness of majority cultural imperialism. Those who participate in this pre-Summit seminar will receive a certificate of completion at the end of the day.

Room: 502-B

ERG leadership that adds value Sponsored by DELL Lyne Desormeaux, Steve Salee, Patrick Vitale Employee resource groups are increasingly challenged to prove their relevance and value to members, the parent organization and the community at large. To make their groups successful, ERG leaders and members must begin with self-awareness about their personal development in each of the ways they self-identify, and where they want to grow in those areas. This personal level of awareness serves as a critical foundation for understanding and further developing ERGs as well as inclusive organizations in which they can flourish. There are as many ways to achieve this value proposition as there are ERGs, and ERGs across all diverse groups can learn from one another’s experience. This full-day session is directed towards leaders of all ERGs—not only LGBT groups—and explores methods of recognizing and achieving the best of what your ERG and its members can be. Participants will come away from this seminar with processes and 30 2010 Out & Equal Workplace Summit

tools for enhancing the value of their ERGs, and applying those practices to other ERGs across their organizations. LGBT ERG leaders are encouraged to have a peer from a non-LGBT ERG register and join them for this seminar.

Room: 515-A

Implementing transgender inclusion: Comprehensive programming to ensure workplace quality Ann Dunkin, Jamison Green This course is designed to expand your understanding of gender identity in the workplace. Beyond concepts and definitions, the next step is to get the latest updates and trends on the unique concerns of transgender employees, best practices on transitioning in the workplace, information on addressing benefit and health care issues and how to support inclusion of gender identity/gender expression in the workplace.

Room: 511-ABC

LGBT diversity leadership Train the Trainer course Sheryl Dagang, Terry Hildebrandt Have policies? Created an ERG? What’s next? Most companies want to expand the discussion around sexual orientation and gender identity in the workplace and this course provides the tools. Taking the business case materials used in our national training, this course prepares employees as trainers for Out & Equal to teach in their workplace. Certification is good for two years and includes links to the Trainer’s Network and monthly Trainer’s Forum as well as the most recent updates on LGBT workplace issues.

Room: 502-A

tuesday Leadership seminars LGBT Nonprofit leadership development seminar Chad Boettcher, Eric Douglas, Patricia Evert, Rashad Robinson, Dannie Tillman This full-day seminar at the 2010 Out & Equal Workplace Summit is targeted specifically to LGBT nonprofits interested in building their media and partnership skills.

The day will include a module on the 2009 Business for Change toolkit created by the Gill Foundation and Weber Shandwick that focuses on building effective partnerships between the corporate community and LGBT nonprofits. The seminar will also include a media training session, conducted by the experts at GLAAD, to assist community activists and staff of local LGBT organizations with developing media outreach campaigns to generate additional media coverage for LGBT issues in their local

communities. These are invaluable skills for all nonprofit leaders in the LGBT equality movement.

Room: 515-B

Regional affiliate leadership seminar Stephen Gould This intensive full-day session is the annual gathering of Leadership Council members, where they can gain a deeper knowledge about the programs and direction of the Out & Equal organization as well as discuss strategy and planning for all regional affiliates. It is open to all current and entering Out & Equal Leadership Council members, at no additional cost.

Room: 501-ABC Bleed 7.75” Trim 7.5” CLEAR SPACE

©2010 Accenture. All rights reserved.

Raising your game at every opportunity.

Just another day at the office for a high performer.

At Accenture, respect for the individual is one of our core values. Join more than 600 LGBT employees and straight allies in our US LGBT employee resource group and choose Accenture. You’ll enjoy a variety of opportunities and challenges that will allow you to make a difference every day.

Accenture is where you can develop your potential and grow professionally, working alongside talented colleagues. Here you can learn from our unrivalled experience, while helping our global clients achieve high performance. If this is your idea of a typical working day, then Accenture is the place to be.

Accenture is a proud sponsor of the 2010 Out & Equal Workplace Summit. We salute Out & Equal workplace advocates for their work in promoting LGBT equality in the workplace and the community at large.

Here’s to high performance at its best.

Visit accenture.com/outandequal

2010 Out & Equal Workplace Summit 31

©2010 Target Stores. The Bullseye Design and Target are registered trademarks of Target Brands, Inc. All rights reserved. 480468

®

We are proud to support the Out & Equal Workplace Summit.

At Target, diversity is much more than a goal or campaign. It’s a core value we integrate into every area of our business — from our suppliers, to our teams, to the shopping experience in our stores. We foster an inclusive culture that allows our high-performing and diverse team to drive innovation. Target was recognized as one of DiversityInc’s 50 Noteworthy Companies in 2010. For more on our support of the GLBT community, go to Target.com/diversity.

BEST PLACES TO WORK

2010 for LGBT Equality 100% CORPORATE EQUALITY INDEX TM

Our differences make us sharper.

And our clients see the point.

MMC WELCOMES YOU TO THE 2010 OUT & EQUAL WORKPLACE SUMMIT Marsh & McLennan and its operating companies, Marsh, Mercer, Oliver Wyman, and Guy Carpenter, proudly salute Out & Equal as the sponsor of the Welcome Reception.

MMC is the premier global professional services firm providing advice and solutions in risk, strategy and human capital.

Our business is powered by diverse people from around the world, and we embrace their different backgrounds, experiences and unique points of view. Together, we develop ideas, share insights, and work to create solutions that safeguard our clients’ strategic investments and help them protect—and grow—their bottom lines.

Our colleagues work together to make every solution a work of art.

To learn more about MMC and our diversity initiatives, visit mmc.com/diversity.

We dn e S DAY

OCTOBER 6

t ue sDAY

wednesday

th urS DAY friDAY presenter s ou t & equal

2104O&E_summitbookTABS_v02.indd 2

8/31/10 12:57 PM

wednesday Plenary speakers

8:30 am – 10:30 am

see page 36

Sponsored by hewlett-packard

Breakfast and opening plenary

Kinsey Sicks Kimberly Reed Virasb Vahidi Featured events

Bisexuality: The impact of the workplace and the media on bisexual lives 11:00 am – 12:30 pm

How we did it: LGBT Employee Resource Group of the Year finalists

Session 1

Next-generation organizations, next-generation talent: Leveraging the changing face of LGBTA leaders and customers

see page 38

Sponsored by Genentech

LGBT demographics

1:00 pm – 2:30 pm

Ticketed luncheons

Human resources luncheon Sponsored by IBM

Women’s leadership luncheon: Ilene Chaiken and Sheila Kuehl Sponsored by Ernst & Young

see page 48

Featured events

“Prodigal Sons” screening with Kimberly Reed

3:00 pm – 5:30 pm

Session 2

Common goals: Looking across identities on issues of workplace inclusion Sponsored by Citi

Our communities, our careers, and our families: Being an LGBT parent in the workplace

see page 50

Sponsored by Wells Fargo

LGBT diversity in the global context

7:00 pm – 10:00pm

Out & Equal night out!

Lucky Strike bowling and lounge, Regional Affiliate reception, Frameline film screenings

see page 60

Registration open: 7:00 am – 5:00 pm Exhibit hall open: 12:00 pm – 6:00 pm 2010 Out & Equal Workplace Summit 35

OCTOBER 6

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Plenary speakers Sponsored by Hewlett-Packard

Kinsey Sicks

With a phenomenal performance record that includes an Off-Broadway show, an extended run in Vegas, two feature films, seven albums, and appearances throughout the U.S., Canada, Mexico, Europe, and Australia, the Kinsey Sicks hardly need an introduction. For over 16 years America’s Favorite Dragapella Beautyshop Quartet has served up a feast of music and comedy to audiences at performing arts centers, music venues and comedy festivals in every kind of town you can imagine, in over 40 states! Their award-winning a cappella singing, sharp satire and overthe-top drag have earned the Kinsey Sicks a diverse and devoted following.

Kimberly Reed

Kimberly Reed is a filmmaker living in New York City. She was named one of “25 New Faces of Independent Film” by Filmmaker Magazine, and one of “Five to Watch” by The Advocate. Reed has been awarded Fellowships at the Yaddo Artists’ Community and the Squaw Valley Community of Writers. She directed/produced “Prodigal Sons,” which SF Weekly calls a “whiplash doc that heralds an exciting talent.” “Prodigal Sons,” a co-production with BBC Storyville and Sundance Channel, premiered at the prestigious Telluride Film Festival with a record seven screenings. The film has gone on to be shown around the world in theaters, festivals, and on television, garnering more than a dozen Jury and Audience awards, including the FIPRESCI prize. She has been featured on the Oprah Winfrey Show and CNN, among other media outlets. Reed is a summa cum laude graduate of UC Berkeley and a Montana native.

Virasb Vahidi

Virasb Vahidi is the chief commercial officer of American Airlines. He leads American’s planning and marketing activities including network planning, strategic alliances inclusive of American’s membership in oneworld®, corporate fleet planning, corporate real estate and revenue management, in addition to broad responsibility for the development, management, and promotion of American’s products and services, including sales and distribution, marketing and advertising, and the AAdvantage frequent flyer program. Vahidi earned a master of business administration in 1994 at Paris’ Ecole Nationale des Ponts et Chaussées and a bachelor of science degree in applied mechanics and engineering sciences from the University of CaliforniaSan Diego in 1988.

36 2010 Out & Equal Workplace Summit

The Clorox Company

Everyday People.

Extraordinary Talent.

“I believe 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, our commitment to Corporate Social Responsibility is our commitment to creating a culture and environment that you can be proud to call your own. We invite you to be a part of an organization that improves the world around us by empowering you to help us make everyday life better, every day. With the unique ideas and innovation that only you can bring, we believe who you are is just as important as what you do—and we believe that makes you extraordinary.

If you’re ready to show us how extraordinary you are, view our career opportunities online and reference Out & Equal 2010.

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

OCTOBER 6

WED

Session 1 11:00–12:30

featured panels Bisexuality: The impact of the workplace and the media on bisexual lives Organized by the Out & Equal Bisexual Advisory Committee

Amy Andre

Heidi Bruins Green

Brent Chamberlain

Marie Hartung

Ron Owen

Denise Penn

Bisexuality has been part of the LGBT acronym for years, but is still viewed with suspicion by many. What are the issues surrounding this little-understood population? Who are bisexuals, how many are there, and why don’t we see them at work or in our ERGs? There have been a number of stories sensationalized in the media in recent years: the 2005 New York Times article “Gay, Straight, or Lying?” for example, and the recent NCLR case defending the bisexual softball players stripped of their win for not being “gay enough.” There are always the celebrities, such as Anna Paquin, Cameron Diaz, Margaret Cho, Alan Cummings, and RuPaul, and hype surrounding bisexuality in movies like “Brokeback Mountain,” “Dodgeball,” and “Rent.” These stories have highlighted bisexuality, but none has really helped make bisexual lives comprehensible or acceptable. What impact do the media have on the experience of bisexuals in the workplace?

What does research tell us about who bisexual people are? And what does understanding bisexuality mean for lesbian, gay, and straight people? A distinguished panel of scholars and authorities from the bisexual community, moderated by bisexuality researcher Heidi Bruins Green, will explore these topics and more in a lively, interactive conversation.

Level: intermediate Track: featured panel Target audience: all Room: 502-B

38 2010 Out & Equal Workplace Summit

wednesday featured panels How we did it: LGBT employee resource group of the year finalists Organized by Out & E qual Networks!

Belinda Grant-Anderson

Joe Hoffman

Scott Murphy

Reza Rahaman

Andy Smith

Representatives from each of this year’s finalists will share the accomplishments that won them recognition in this year’s competition for the 2010 LGBT Employee Resource Group of the Year Outie Award. Learn about the innovations, initiatives, and programs that defined the year’s best practices in the movement for LGBT workplace equality.

Level: intermediate Track: featured panel Target audience: all Room: 515-A

2010 Out & Equal Workplace Summit 39

OCTOBER 6

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Session 1 11:00–12:30

featured panels Next-generation organizations, next-generation talent: Leveraging the changing face of LGBTA leaders and customers Sponsored by Genente ch • O rganized by Jennif er Brown Consulting

Jennifer Brown

Marilyn Nagel

Elisabeth Warren

Adam D. Wasserman

Jennifer Brown, president and CEO of Jennifer Brown Consulting, will moderate an interactive panel discussion with senior diversity, business line, and millennial leaders on how to best engage and leverage younger generation LGBTA employees to both drive employee engagement and meet business objectives. The panel will discuss the strategies and action plans their companies have used, how they have mobilized their ERGs as a platform, and the successes and challenges faced in managing the multi-generational LGBTA workforce. The discussion will help attendees better understand and address the complex questions raised by the younger generations, such as: What does it mean to be an LGBTA leader in today’s, and tomorrow’s, organizations? What can employers accomplish by enabling the full energy and investment of this community? How does the younger generations’ sense of self, and their relationship to work, impact our strategies for building more inclusive workplaces, specifically for LGBTA talent?

Level: intermediate Target audience: all

Track: featured Room: 502-A

40 2010 Out & Equal Workplace Summit

panel

wednesday featured speaker LGBT demographics Organized by U CLA Williams I nstitute and UCLA Executive Education Gary J. Gates Thanks in large part to the U.S. Census Bureau, we have more data about LGBT people (at least those in samesex couples) than ever before. Williams Institute Distinguished Scholar Gary Gates has analyzed this data for the past two decades to provide a portrait of the rich diversity within the LGBT community. Through his work, we know what percentage of same-sex couples are raising children, are people of color, are veterans, and live in rural areas. During this session, Dr. Gates will present the most recent demographic data about diversity within the LGBT community, and lead a discussion about how to diversify your employee resource group (ERG).

Level: intermediate Track: featured speaker Target audience: all Room: 411-Theatre

Who You Are Matters.

UCLA LESBIAN, GAY, BISEXUAL, AND TRANSGENDER LEADERSHIP INSTITUTE A five month leadership journey blending online learning with three days on campus.

Program Starts: April 12, 2011 On-campus Session: June 6-9, 2011

It takes courage to offer your unique perspective, to drive change and identify innovative ways to achieve it.

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

UCLA’s groundbreaking LGBT Leadership Institute will have a tremendously positive impact on you and your organization. You will expand your horizons in these key areas: > > > > >

Extraordinary leadership Negotiating your identity in the corporate world Effective decision making Mentoring and networking Bringing your “whole” self to work

Supported by: Human Rights Campaign Foundation

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

2010 Out & Equal Workplace Summit 41

OCTOBER 6

WED

Session 1 11:00–12:30

workshops Beat the competition: Working together for the good of the group

Connecting our networks for greater success—locally and beyond

Daniel Docherty, Simon Fillery, Darren Meader, Stefano Nappo, Ph.D.

Chris Crespo, Paul Greenall, Casey Monnerjahn, Greg Sampedro, Sarah Stuart

Members of the U.K. InterBank LGBT Forum of top investment banks will share their experience on collaborating for the benefit of all individual firm network members, and to improve life for LGBT people inside and outside network firms. This session will share know-how on the positive impact of InterBank on the LGBT community in financial services firms, in professional services and in London, and explore how U.S. companies could adapt and use the model.

Level: introductory Track: ERG engagement Target audience: ERG members Room: 505

How do you connect and engage people in multiple locations, varying in size, culture and interests? Join us as we share our strategies and experiences in connecting our LGBT networks at Ernst & Young across our 90 offices. It takes more than a village as we network with our other Ernst & Young affinity groups, other companies, and organizations in our communities and beyond. Join us, along with industry and community leaders, for a presentation and panel discussion of strategies and tools that you can implement to better connect the people in your network—no matter where they sit—for results that help your members, your organization, and your overall LGBT workplace inclusion efforts.

Level: intermediate Track: ERG engagement Target audience: ERG members Room: 504

Bling bling: How to bedazzle your LBGT recruiting event and use technology to attract diverse audiences 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.

Level: introductory Track: workplace climate—policies to practice Target audience: HR & diversity professionals Room: 511-A

42 2010 Out & Equal Workplace Summit

Does your ERG measure up? Components of a successful employee resource group Chip Newton, Kaitlin Porter, MPH The ability to measure the success of an employee resource group is paramount to its continued funding and sustainability within a company. A successful ERG is one that is aligned with the priorities of the company, can measure its progress, and can show a return on investment. This presentation will discuss the tools and methods for creating the business case for your ERG, including the ability to set goals and values that tie to the company.

Level: intermediate Track: ERG engagement Target audience: ERG members, HR &

professionals Room: 408-A

diversity

wednesday workshops Entertaining brands: Reaching an LGBT audience Jonathon Aubry, Angela Courtin, Susan Miller, Lori J. Posner, Hope Royaltey, Judy Scheer Branded entertainment is one of the fastest growing ways for marketers to reach target audiences. With multiple media platforms (print, digital, video, mobile, social, and experiential) as well as established LGBT television entities, brands are realizing opportunities to reach this audience in unique ways. Participants will learn from a panel of experts about traditional and non-traditional LGBT marketing, the creation of video content, story line integration, product placement, webisodes and sponsorships, and their impact on both LGBT visibility and the brand’s bottom line. There will be time allotted for questions from participants.

Level: intermediate Track: personal & professional development Target audience: all Room: 511-C

Everyone transitions along with an employee: Boeing’s approach to the intersection of work and situation Debbie Smith, Michelle Smith, Connie Summers This workshop looks at the public nature of gender transitions and how the interactions of the transitioning employee at work, in the community, with customers, and with family influence are reflected in the workplace.

We will also show how Boeing’s transgender guidelines provide an environment in which negative influences are managed to minimize both the stress on the transitioning employee and the impact on productivity.

Level: intermediate Track: law & policy Target audience: HR & diversity professionals Room: 408-B

Executive sponsors: Use ‘em or lose ‘em Rachel Beitz, Larry Harrington, Casey Horton, Kevin Janes, Frankie O’Connor, Joan Pertak, Trung Tieu 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 group leaders 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-leader relationships.

Level: introductory Track: ERG engagement Target audience: ERG members, organizational leadership (executives/management) Room: 513

Expanding equality in the global workplace Vikram Doctor, Julie Dorf, Stephen Golden, Michael Guest This session will explore the concrete ways that corporations can take their values of equality in the workplace and apply them to their overseas operations. We will explore the current trends as monitored by the HRC Corporate Equality Index and other surveys, and we will highlight the opportunities for the business community through expansion of LGBT equality. We will also look at the real challenges that emerge outside the borders of the United States. As part of this session, we will consider a case study of India, where recent legal progress has cleared the way for corporations to expand their policies and benefits for their LGBT workers.

Level: advanced Track: international Target audience: organizational leadership (executives/ management) Room: 503

2010 Out & Equal Workplace Summit 43

OCTOBER 6

WED

Session 1 11:00–12:30

workshops Global mobility for LGBT professionals

Move over CEI, the CCCP is here

Patrick Callahan, Kristofer Knopp

Riley B. Folds, Jeff Marootian

This workshop covers the fundamentals of international work assignments for LGBT professionals, highlighting the “Top 10 Things to Know” about working overseas. It will also identify challenges faced when working overseas, such as cultural differences, “coming out” to your foreign colleagues, and working virtually across borders.

It will also briefly touch on notable LGBT laws around the globe. We will have a panel of LGBT professionals who have traveled overseas for business, worked on expatriate assignments, and managed international teams.

Level: intermediate Track: international Target audience: all Room: 501-B

In 2010, Out for Work began the first program designed to assess career resources for LGBT students, the Career Center Certification Program (CCCP). Its primary goal is to provide academic institutions, students, and busineses with an evaluation of the support available to LGBT students facing employment and workplace challenges.

Hear the findings of the CCCP Report and learn how your college or university representatives, campus recruiters, and LGBT resource group members can benefit.

Level: introductory Track: personal & professional development Target audience: higher education professionals Room: 506

Homophobia in the black community: What’s up with DADT? Toni Battle, Terrance Dean Homosexuality is one of the last taboos in the black community, which largely has a “don’t ask, don’t tell” policy.

Coming out is seen as putting “dirty laundry” out for discussion. Often, homosexuality is viewed as an attack on black culture’s very existence, even though many LGBT within the race have played dominant and pioneering roles in the civil rights movement and the birth of hip hop. Despite these obstacles, LGBT is alive and well in the black community and many are now not only coming out of the closet on their own terms, but are also the brothers and sisters, daughters and sons of those within the community who expound homophobic ideals. So let’s discuss the challenges and issues of homophobia in the black community as they relate to outreach and inclusion. What does “gay” really mean in black culture? Why does race politics sometimes dominate identity and the history of “us”? Hear from a straight black female and a gay black male about their personal journeys and their work in trying to sustain dialogue and implement change within their cultural community, sometimes at great professional or personal risks and costs.

Level: introductory Track: diversity & community Target audience: all Room: 518

44 2010 Out & Equal Workplace Summit

Oppression and inequality: A look within Jim Price Our relationship with power and privilege affects our feelings of self and our interactions with others. Yet, many of us are not consciously aware of these forces and how we have internalized them. In this interactive workshop, we’ll explore the phenomena of internalized oppression and domination and how they relate to structural inequality, focusing on challenges in matters of race, gender, and sexual orientation. You’ll walk away with a deeper understanding of oppression and inequality, and practices you can use to grow as an individual and community member.

Level: advanced Track: diversity & community Target audience: all Room: 501-C

Out in the federal workplace: Strategies for LGBT consultants in the federal environment Robert Maitner This workshop is designed for those LGBT workers who find themselves regularly in the federal work environment. Those of us in the consulting world often find ourselves working for federal clients, such as the Department of Defense, Homeland Security, NASA, and other agencies. Often times the federal environment is not

wednesday workshops LGBT-friendly, and, depending on the administration, can often be considered hostile. With a federal workforce that is expansive and diverse, we can often find LGBT employees and allies. Strategies for working in the federal environment can be important to all out workers and consultants. Considerations include: determining how and when to be out in the federal workplace, locating potential internal resources on LGBT within the federal environment, and becoming active in LGBT affinity groups within the federal environment, if available.

Level: intermediate Track: ERG engagement Target audience: ERG members Room: 410

Promoting diversity and making waves: Implementing ERGs that drive organizational change Lisa A. Linsky, Todd Solomon This workshop will provide participants with the information they need to successfully structure and implement an employee resource group that really works to make change within the organization. Participants with existing ERGs will be given an open forum to discuss their accomplishments and challenges in order to learn from their shared experiences and strategize on how to overcome common obstacles.

Level: intermediate Track: ERG engagement Target audience: ERG members Room: 409-B

Real and relevant issues of LGBTQ members: Expanding how we define diversity training Tim Avant, Todd Murray, Alex Nicholson, Christina Rock

media campaigns. We are driven by inspiring, relevant, real and often misunderstood stories of hope. Hope’s Voice presents a panel of perspectives from young LGBT members who have been affected by a variety of issues including HIV and the “don’t ask, don’t tell” policy. The session will share the experiences of the LGBT panel, provide examples of ways to train your company on often difficult but relevant issues of LGBT employees, and provide the platform to brainstorm ways to reach your company with useful and life-changing education. It’s time to expand how we define diversity training.

Level: intermediate Track: diversity & community Target audience: HR & diversity professionals Room: 512

Sexual harassment through the eyes of LGBT employees Sheri Burnham, Kevin Fannin, John Gatto, Sandi Guy, Melinda Haag, Mike Perillo It’s challenging enough in some workplaces to be LGBT. But what happens when your straight boss hits on you or your co-workers deface your cubicle? What do you do when your ex life partner becomes your boss? Who do you turn to when you are falsely accused of harassing a straight subordinate? This workshop will help LGBT employees learn how to stand-up to sexual harassment at work, understand the laws that protect you, and help you address sexual harassment when you may not feel safe being out at work. The workshop includes role plays to test out how to respond to a harasser and a checklist of suggested steps for you to take when you are the victim of sexual harassment.

Level: introductory Track: law & policy Target audience: all Room: 501-A

In 2010 the issues in the LGBT community are as diverse as the community itself. As successful corporations embrace the LGBT community it is our responsibility to educate our colleagues. This inspiring educational session will feature a variety of LGBT members who are impacted by issues that affect all of us. Hope’s Voice educates, empowers and challenges stigmas through the production and presentation of innovative lectures, events, print and 2010 Out & Equal Workplace Summit 45

OCTOBER 6

WED

Session 1 11:00–12:30

So what do we do now? A guide to transgender workplace transition for LGBT and allies Stephanie Battaglino

Using drama to overcome drama: Confronting our phobias and “isms” Stewart T. Anderson, Ann Dunkin, Terry Hildebrandt, B.J. Kamigaki, Adam Wolf

Speaking from her own experience as the first transgendered employee to transition on the job in New York Life’s 165-year history, Stephanie takes you through each of the essential steps she took to successfully manage her workplace transition—within a company culture that had no prior experience with it. She discusses all aspects, from engaging co-workers as advocates, to working collaboratively with human resources, to establishing and modifying company equal opportunity and diversity policies. In addition, Stephanie covers an area that has had little exposure up to now: What happens after a trans woman fully assimilates into her workplace? What are the issues that she faces? Are they unique? How do they differ from those of genetic female colleagues? Do they at all? How does one stay focused on one’s responsibilities amidst all of the stress and euphoria?

Join Stephanie in this engaging and enlightening workshop for the answers to these questions and more.

Come and enjoy our humorous skits that highlight recent overt cases and instances of transphobia, biphobia, and bigenderism within the lesbian and gay rights movement.

Understand how we all contribute to our own oppression through lack of knowledge of and sensitivity to gender variance and bisexual realities. Learn strategies to unite the lesbian, gay, bisexual, transgender, queer, and intersex community.

Level: introductory Track: personal & professional development Target audience: all Room: 409-A

Level: introductory Track: law & policy Target audience: all Room: 511-B

Jaclyn Hedegard, Jean Marie Navetta

A tale of two mommies (and daddies too): Unique challenges faced by LGBT parents in the workplace Scott Ballina, Trippe Davis, Angela M. Duerden, Lisa M. Mazzola This panel discussion will explore the unique challenges faced by LGBT parents in the workplace. The panelists will discuss their personal experiences as out LGBT parents at work and methods they use to create a balance between work, advocacy, and family life. The discussion will focus on ways to ensure a more inclusive environment for LGBT families in the workplace and potential solutions to common issues that arise for LGBT working parents.

Level: introductory Track: personal & professional development Target audience: all Room: 507 46 2010 Out & Equal Workplace Summit

You’ve got the policy ... what now? Using nonprofit partnerships to change corporate culture With tremendous progress in the workplace, diversity practitioners, human resources specialists, and employee resource groups have a new challenge: now that we have the policies, what next? A powerful answer is to create partnerships with LGBT nonprofits to offer training, local support, and less traditional educational opportunities to inspire culture change that makes policies truly effective. MetLife and PFLAG created a model that accomplished this; successfully training over 500 people across the United States in under a year. Learn what this model is, what made it work, and how you can replicate it to transform your corporate climate beyond policy implementation.

Level: intermediate Track: workplace climate—policies to practice Target audience: HR & diversity professionals Room: 510

Diversity & Inclusion.

It’s the foundation of who we are.™

Not only does diversity celebrate our differences, it celebrates our similarities.

We all have distinct perspectives and individual talents that make us unique.

Recognizing and celebrating those differences is integral to Bank of America’s commitment to diversity and inclusion. Across our global footprint and in the communities we serve, the bank continues to build powerful alliances with diverse organizations.

Bank of America is proud of its partnership with the LGBT community and honored to be a sponsor of the 2010 Out and Equal Workplace Summit. We recognize the accomplishments—made throughout the business community—that stimulate advancement in diversity and inclusion and foster an environment of understanding and change.

© 2010 Bank of America Corporation | AR72S3B2 | AD-07-10-0443

OCTOBER 6 OCTOBER 7

WED

Luncheons 1:00–2:30

Human resources luncheon Sponsored by IBM Build valuable connections while learning from international business leaders about the role that businesses play—and the impact of HR and diversity strategies—in building local relationships outside the United States. Lunch is included with tickets for this event.

Room: Petree Hall-C

Women’s leadership luncheon with Ilene Chaiken and Sheila Kuehl Sponsored by E rnst & Young Join us for the fifth annual lunchtime program focused on women in the workplace, featuring special guests: musician, writer and producer Ilene Chaiken, and former California State Assemblywomen and Senator Sheila Kuehl. Open to everyone, but focused on the needs and concerns of women, this luncheon offers a great opportunity to make valuable connections. Lunch is included with tickets for this event.

Room: Petree Hall-D

You are part of a greater community.

Union Bank believes in the power of partnerships. That’s why we partner with communities and organizations like Out & Equal™ to make a positive difference in the places where we work. To us, building a healthy community is the most valuable investment of all.

Union Bank is proud to support Out & Equal and sponsor the 2010 Out & Equal Workplace Summit.

Los Angeles Headquarters – 445 S. Figueroa Street, Suite 600, Los Angeles, CA 90071 Sebastian Beck, Diversity Specialist (213) 236-7083

©2010 Union Bank, N.A. Visit us at unionbank.com

48 2010 Out & Equal Workplace Summit

American Airlines is proud to support the community that supports us. That’s why we’re the first and only airline to score 100% on the HRC’s Corporate Equality Index every year since 2001.

AmericanAirlines, We know why you fly, AA.com and AA.com/rainbow are marks of American Airlines, Inc. oneworld is a mark of the oneworld Alliance, LLC.

OCTOBER 6

WED

Session 2 3:00–5:30

featured event “Prodigal Sons” screening Kimberly Reed Screening of the award-winning film “Prodigal Sons,” followed by a question-andanswer session with filmmaker Kimberly Reed. Reed dives headfirst into an unflinching portrait of her family that is absolutely engrossing and marks her coming out, in more ways than one.

Returning home to a small town in Montana for her high school reunion, Reed hopes for reconciliation with her long-estranged adopted brother. But along the way “Prodigal Sons” uncovers stunning revelations, including a blood relationship with Orson Welles and Rita Hayworth, intense sibling rivalries, and unforeseeable twists of plot and gender. Reed’s rare access delicately reveals not only the family’s most private moments, but also an epic scope as the film travels from Montana to Croatia, from jail cell to football field, from deaths to births. Reed’s compassionate vérité style of filmmaking captures the lives of her family in such an organic way that their exceptional and challenging stories defy our expectations. Questions of sexual orientation, identity, severe trauma, and family love are effortlessly explored as the subjects freely open up their lives to the camera.

Level: intermediate Track: featured event Target audience: all Room: 515-B

50 2010 Out & Equal Workplace Summit

wednesday featured panels Common goals: Looking across identities on issues of workplace inclusion Sponsored by Citi Organized by the Out & Equal peo ple of c olor advisory committee

Ana Duarte McCarthy

Vincent Pan

Maxim Thorne

Victor Viramontes

Lisa J. Wicker

Opportunities for career advancement and recognition based on ability, potential, and performance—regardless of how you identify—is a goal shared by everyone, especially employees who perceive that they may be marginalized based on identity. We know that employment discrimination is an important issue to an overwhelming majority of the lesbian, gay, bisexual, and transgender community. Recent surveys find that it is just as important—even more—to the African American ,Hispanic, and Asian/Pacific Islander communities. This panel looks at how different communities that intersect with the LGBT community see issues of workplace inclusion and are working to eliminate discrimination that persists.

Level: intermediate Track: featured panel Target audience: all Room: 502-A

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Session 2 3:00–5:30

featured event Our communities, our careers and our families: Being an LGBT parent in the workplace Sponsored by Wells Fargo

Renee Brown

Dana Rudolph

Michelle Smith

Stacy Smithers

Mike Syers

In many ways, our stories as working parents are no different than those of our straight colleagues. Being a parent who is also lesbian, gay, bisexual or transgender, however, has aspects that are unique to our community. Listen to a panel of LGBT executives discuss how they experience the issues facing all parents who work—and those of special concern to those who identify as LGBT. Level: intermediate Target audience: all

Track: featured Room: 502-B

panel

featured speaker LGBT diversity in the global context Organized by UCLA Williams I nstitute and U CLA E xecutive Edu cation Brad Sears For corporations operating in today’s global economy, responding to the needs of LGBT employees doesn’t just mean consideration of the increasingly complicated legal and social landscape nationally, but internationally as well. While some regions of the world, like Canada and Western Europe, are moving ahead of the United States on LGBT rights, others, such as Africa and Asia, lag behind. Central and South America present a particularly complicated context. This session will provide an overview of the rights of LGBT people around the world and practical suggestions for addressing LGBT diversity in the rapidly changing global context.

Level: intermediate Track: featured speaker Target audience: all Room: 411-Theatre

52 2010 Out & Equal Workplace Summit

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

© 2010 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.

OCTOBER 6

WED

Session 2 3:00–5:30

workshops Authenticity: Bring the best “you” to work and life Elena Deutsch, Steve Salee Oscar Wilde said, “Be yourself. Everyone else is taken.”

But how authentic are you? How much of yourself do you bring to work, and what do you leave out? Whether the reasons are internal or external, LGBT employees and leaders—even when out—tend to hold back some of their unique qualities, and the value of those qualities doesn’t get realized in the workplace. In this fun and interactive workshop you will explore what it means to be authentic, and what makes you uniquely you. You will also create a plan to bring forward the authentic qualities that make you most powerful in your work and life.

Level: introductory Track: personal & professional development Target audience: all Room: 409-A

Bisexuals at work: New global survey data Heidi Bruins Green, Jamison Green, Nicholas Payne, Ph.D. What do you know about bisexual people in your company? Do they have the same issues as lesbian and gay people or heterosexuals, or are their issues different from both of those groups? We know that only a small fraction of the bisexuals in our companies are involved with LGBT employee resource groups. What do bisexual people have to say to ERGs and to company management about creating a more bi-friendly environment? A comprehensive international survey was launched in June 2010 and the emerging data are yielding an exciting look at the most elusive letter of our alphabet soup. Join the survey’s principal investigators to learn about everything you always wanted to know about bisexuals at work but were afraid to ask!

Building bridges toward LGBT diversity Pat Baillie, Lori Fox, Julie Gedro Targeted at senior executives, managers, human resources staff, diversity professionals, customer service representatives, and the general employee population, this course is designed to help employers get the most from all employees, LGBT and non-LGBT. This training fosters increased awareness, resulting in 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.

Developing cultural competency about LGBT employees is the first step to workplace equality.

Level: introductory Track: workplace climate—policies to practice Target audience: all Room: 501-C

The care and feeding of allies during the Out & Equal Summit Rachel Beitz, Larry Harrington, Frankie O’Connor, Nichole Soterwood Do you want to ensure that your allies who attend the Out & Equal Workplace Summit maximize the value of their Summit experience? For the past five years, Raytheon’s delegation planning team has put in place successful tools and techniques to enable our allies who attend to leave the Summit with an overwhelmingly positive experience. Many of our allies who attend Out & Equal also attend many other diversity conferences during their careers. The Raytheon Out & Equal planning team’s goal has been to make sure Out & Equal is the best of all the diversity conferences they will ever attend, and we have succeeded. Learn how you can apply our game plan and lessons learned to your company.

Level: intermediate Track: diversity & community Target audience: all

Level: intermediate Track: ERG engagement Target audience: all

Room: 510

Room: 410

54 2010 Out & Equal Workplace Summit

wednesday workshops Census 2010: Making America’s LGBT families count

Harnessing social media for ERG outreach, awareness, and engagement

Gary J. Gates, Ph.D., Ariadna “Ari” Gutiérrez, Che Ruddell-Tabisola, Bob Witeck

Aaron Aanenson, AJ Dronkers, Chuck Stephens

In 2010, the U.S. Census and its LGBT community partners undertook an historic and unprecedented campaign of LGBT outreach and education to better ensure full participation and inclusion in this once-in-a-decade national initiative. How did it unfold? How were many untapped and marginalized communities reached? What worked, and what didn’t? What do we hope to learn about our households, and what are the enduring implications for public policy, human resources professionals, financial services, educators, marketers, social scientists, and the rest of us?

Level: intermediate Track: law & policy Target audience: all Room: 511-C

Global values for a global workforce Brent Chamberlain, Daniel Danso, Madeline Lasko Does your organization have offices overseas? Are you or your colleagues ever posted abroad? How can employers make sure they offer the same level of support to their LGB staff regardless of where in the world they work? This workshop explores how to make sure that your diversity and inclusion policies for U.S. employees are just as effective in overseas offices, looks at the positives and negatives of global diversity policies, and addresses the thorny issue of what happens when LGB staff are asked to relocate to countries where they may not have legislative protection or partner rights.

Level: intermediate Track: international Target audience: HR & diversity professionals Room: 503

Learn the best practices, social and financial impacts, and other lessons that come from leveraging social media tools such as wikis, blogs, forum boards, and bookmarks to communicate across the enterprise, engaging members and reducing e-mail traffic.

Level: introductory Track: ERG engagement Target audience: all Room: 408-B

Hitting the bullseye: How your ERG can engage leaders and drive business results Michael Abata, Jim Ciccone, Daniel Duty, Alexis Kantor Many LGBT employee resource groups developed organically as employees with similar backgrounds and interests came together to socialize and compare work experiences. But many companies, including Target, are realizing the power of these groups for any number of strategic purposes, recruitment, retention, and marketing being the most often cited. The workshop will talk about what Target is doing to leverage its LGBT ERG to drive bottom-line results. Daniel Duty, Target’s GLBT Business Council executive sponsor, will share how Target’s ERG is taking strategic actions that are aligned with company objectives. This workshop will provide an interactive exercise for deeper understanding and showcase tools for ERG leaders to take back to their respective companies.

Level: intermediate Track: ERG engagement Target audience: ERG members Room: 408-A

How to “engay” your community Michael Gavin, Dwain Young This workshop will discuss the importance and mutual benefits of engaging your LGBT employee resource group in the LGBT community at large. Local LGBT organizations can benefit from the help, time, and commitment of your group members. Additionally, your company’s employees 2010 Out & Equal Workplace Summit 55

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Session 2 3:00–5:30

workshops will feel more engaged in their work as a result of dedicating their help to organizations that need it. Volunteer work with local nonprofit and community-based organizations can become a vibrant part of any company’s employee value proposition. This workshop will discuss ways to create meaningful partnerships with local LGBT organizations and discuss the importance of maintaining them through volunteer events, fundraising, discussion panels, and ongoing skills-development projects. It will also discuss the importance of holistically engaging your LGBT ERG in the entire local community and involving allies in your efforts to create positive change in your community, achieve greater impact for LGBT concerns, and combat stereotypes.

Level: intermediate Track: ERG engagement Target audience: LGBT community leaders Room: 506

Leading by example: How ERG leaders create sustainable relationships with nonprofits Gina Reiss, Trung Tieu As corporations advance in their diversity and inclusion journeys, it is critical that they establish sustainable relationships within the communities where they reside. Never before has this been so crucial in terms of brand equity and brand loyalty. Employee resource group leaders can and should play a pivotal role in initiating and maintaining these relationships. Join us to learn how PepsiCo network leaders have harnessed the work they have already been doing to create a formal process and sustainable long-term relationships with community partners such as local and national AIDS foundations, LGBT youth centers, PFLAG, and True Child.

Level: intermediate Track: ERG engagement Target audience: ERG members Room: 501-A

LGBT and Asia from IBM and Goldman Sachs Stephen Golden, Tony Tenicela Lesbian, gay, bisexual, and transgender (LGBT) individuals in Asia face a number of specific challenges—both in their private and professional lives. The danger is that 56 2010 Out & Equal Workplace Summit

such challenges can impact workplace relationships, affect the health of LGBT employees, and impair productivity and performance. That’s why Goldman Sachs and IBM have been encouraging companies to adopt best practices in promoting workplace equality for LGBT employees.

This workshop will explore the cultural context for LGBT issues, the workplace challenges that LGBT employees face, and the realistic and practical steps companies can take in Asia to create inclusive workplaces.

Level: intermediate Track: international Target audience: all Room: 511-B

LGBT legislative issues and brand reputation Wesley Combs, Michael Wascom, Helga Ying Levi Strauss took a very public position opposing Proposition 8. American Airlines has testified in Congress in support of the Domestic Partnership Benefits and Obligations Act, which would provide health and other benefits for same-sex partners of federal employees. More and more, companies are publicly endorsing the Employment Non-Discrimination Act, as well as opposing anti-gay legislation at the state level because it negatively impacts their business. Come hear from two companies, American Airlines and Levi Strauss, that set the standard for integrating LGBT legislative issues in their overall diversity strategy. The session will be moderated by WiteckCombs Communications, which will present the business case for these approaches by providing data and marketplace experience in guiding companies through this political landscape.

Level: intermediate Track: diversity & community Target audience: all Room: 409-B

Out & Equal Leadership Council orientation Stephen Gould The Leadership Council is the group of volunteers who lead the Out & Equal regional affiliates. This extended session is an orientation for all Out & Equal Leadership Council members, providing in-depth information on Out & Equal programs, regional affiliate structure and proce-

wednesday workshops dures, and programming ideas. This session fulfills the orientation requirement of Leadership Council members, and is open to prospective Council members as well.

Level: advanced Track: personal & professional development Target audience: Out & Equal leadership council members Room: 507

Raising the bar: The new corporate equality index criteria and data from the 2011 report Deena Fidas, Daryl Herrschaft, Bryan Parsons Since 2002, the HRC Corporate Equality Index has been the nation’s premiere benchmark and roadmap for LGBT equality in corporate America. Effective in 2011, the new criteria—CEI 3.0—will raise the bar on three metrics: 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 2011 report, and the resources needed to implement these changes in time for 2012 CEI. Level: intermediate Track: workplace climate—policies Target audience: all Room: 501-B

to practice

Transgender 101: Transgender information for the non-trans community Stephanie C. Battaglino, Sandra Zurawicz What are the differences between transgender, crossdressing, and transsexual? How does the transgender experience differ from the greater LGB community’s? What is involved in coming out? What about the bathroom?

These and other issues will be discussed. This workshop is specifically aimed at giving allies and other interested parties greater insight to understanding transgendered individuals in your company and how to assist and support them in their life-changing transition.

Level: introductory Track: personal & professional Target audience: all Room: 504

development

Uneasy alliances: The elusive search for common ground between diverse employee communities Terry Howard, Kent Johnson, Steve Lyle As employees identify and form groups around race, gender, religion, or LGBT issues, what is the potential for conflict or competition? What are the potential opportunities that can get lost in the emotions? This panel discussion will honestly address the risks—real and imagined—of conflict between employee networks and propose strategies for channeling the energy and passion into collaboration and other constructive action. Attendees will learn how to recognize and balance potentially competing interests, and uncover bonds of common interest, while creating an inclusive workplace.

Level: intermediate Track: ERG engagement Target audience: HR & diversity professionals Room: 505

The unique legal and financial challenges facing the LGBT community Philip J. Hoskins, Steven W. Schmitt, CFP(r), MBA, Kyle D. Young, CFP(r) Federally-recognized marriage, state-recognized marriage, civil union, domestic partnership—understanding these terms and the differences between them can truly be the deciding factor in assuring proper legal and financial planning for you and your family. The lack of federal recognition of LGBT individuals and couples creates countless legal and financial challenges. Identifying these inequalities is the first step in leveling the playing field for all members of the community. During this workshop, we will introduce many of the key legal and financial challenges faced by the LGBT community. Once each challenge is presented, we will highlight several of the planning techniques available to resolve or eliminate each. The topics covered will be discussed from a federal perspective and will therefore relate to each individual in attendance, regardless of their economic position or their relationship status. Specifically, we will cover: the major U.S. tax law changes enacted since our workshop last year (which have a major impact on the community); how to assure your assets pass to the people you choose; 2010 Out & Equal Workplace Summit 57

OCTOBER 6

WED

Session 2 3:00–5:30

workshops ways to minimize income, estate, and inheritance taxes; and the major differences between a spousal and a non-spousal beneficiary. New to this presentation will be an overview of the many legal challenges we face as a community. A case study will be discussed following our presentation to emphasize the concepts covered. Materials will be distributed to support the issues discussed and to advise on action items participants can take back to their personal and professional lives.

Level: introductory Track: law & policy Target audience: all Room: 511-A

The virtuous cycle: Integrate ERGs into your business plan, support profitability, and boost workforce engagement Mark Demich, Brea Gates, Ken Martin, Kris Maybach Create a “virtuous cycle” where the employee resource group and sponsoring business mutually and continually support each other. A Sara Lee Continuous Improvement (CI) professional leads an interactive workshop designed to raise the bar on ERG maturity levels, moving beyond planning and leading to full integration into any business. You’ll learn valuable industry-standard continuous improvement “lean” approaches and take away tools that can be applied to integrate ERGs into the core of any business plan, with a goal of achieving strong business results and nurturing a culture for the entire workforce, including blue-collar employees.

Level: intermediate Track: ERG engagement Target audience: ERG members Room: 512

58 2010 Out & Equal Workplace Summit

Why do they need to tell me? How Citi is looking to overcome unconscious bias Tracie Brind, Pamela Johnson, Jackie Moran, Damian Murphy, Sheri Paulo When a public figure “comes out” the mainstream reaction is often—“I don’t care what they do, so why do they need to tell me?” The recent public acknowledgement of his sexual orientation by Ricky Martin drew a whole host of comments on global news websites that echoed the sentiment above. This session is a way of having a conversation about why being open about sexual orientation is important for out LGBT people and looking at what unconscious biases may make that uncomfortable for others. The workshop will be based upon a series of diversity-led initiatives, including training and senior management engagement, in open discussion and a workshop presented by Citi Pride London at the Citi’s EMEA diversity week in June.

Level: advanced Track: workplace climate—policies Target audience: all Room: 518

to practice

© 2010 KPMG LLP, a Delaware limited liability partnership and the U.S. member firm of the KPMG network of independent member firms affiliated with KPMG International Cooperative (“KPMG International”), a Swiss entity. 22460NSS

Be yourself.

In life and at work.

At KPMG LLP, we value the contributions of our LGBT partners and professionals. And we’re proud they can bring their whole selves—along with their talent, innovation, and leadership—to work with them every day.

KPMG is proud to sponsor the 2010 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.

OCTOBER 6

WED

Night Out!

Out & Equal Night Out! networking

Wednesday Night Out! Lucky Strike bowling and lounge

Make meaningful connections this year at each networking event.

Out & Equal is hosting movie screenings and an ice-cream social at each of the Summit cohost hotels, as well as bowling and networking at Lucky Strike LA Live to enrich everyone’s Summit experience.

60 2010 Out & Equal Workplace Summit

Lucky Strike LA Live 7:00 pm – 10:00 pm

Strike up fun in your spare time. This social event will provide attendees with opportunities to meet, network, have a drink, and bowl a frame. Team up with fellow participants for some friendly competition. Shuttle buses will be available for participants to and from the Westin Bonaventure Los Angeles until 12 am. Open to all registered Summit participants.

Regional affiliate reception at Lucky Strike’s Luxe Lounge Hosted by Out & E qual S outhern Cali fornia Lucky Strike LA Live 7:00 pm – 10:00 pm

Out & Equal’s regional affiliates can enjoy Lucky Strike’s Luxe Lounge to celebrate a year of outstanding accomplishments. Go head-to-head with fellow regional affiliates to determine which affiliate really is Kingpin. This VIP social is hosted by Out & Equal Southern California and is open to all regional affiliate members.

wednesday Out & Equal Wednesday Night Out! Frameline Films JW Marriott Los Angeles at LA Live: Santa Barbara Room and Westin Bonaventure Hotel and Suites: Platinum Ballroom, Salon A-C

“Hope Along the Wind: The Life of Harry Hay” 7:00 pm – 8:00 pm

This much-anticipated documentary takes us through the fascinating and extraordinary life of Harry Hay: labor organizer, Marxist teacher, and founding member of the Mattachine Society, one of the first gay rights organizations in the country. Harry has been at the center stage of gay pride for more than half a century.

His story provides a chronicle of the gay rights movement, as well as a history of California in the 20th century.

Harry Hay joined the Communist Party in the early 1930s and participated in the San Francisco General Strike of 1934. In the mid-1950s he was called before the House Un-American Activities Committee, and around this time Harry started the Mattachine Society. This momentous film features poignant interviews with Harry and many of the surviving original members of this historic and brave group of gay men. In the 40 years preceding his death in 2002, Harry immersed himself in the counterculture youth movement, the Radical Faeries, and Native American culture.

Out & Equal Night Out! ice cream social 8:00 pm – 9:00 pm

“Screaming Queens: The Riot at Compton’s Cafeteria” 9:00 pm - 10:00 pm

The Emmy Award-winning documentary “Screaming Queens” tells the little-known story of the first known act of collective, violent resistance to the social oppression of queer people in the United States—a 1966 riot in San Francisco’s impoverished Tenderloin neighborhood, three years before the famous gay riot at New York’s Stonewall Inn. This film introduces viewers to street queens, cops, and activist civil rights ministers who recall the riot and paint a vivid portrait of the wild transgender scene in 1960s San Francisco. Integrating the riot’s story into the broader fabric of American life, the documentary connects the event to urban renewal, anti-war activism, civil rights, and sexual liberation. With enticing archival footage and period music, this unknown story is dramatically brought back to life.

“Screaming Queens” is a production of Victor Silverman and Susan Stryker, produced in association with ITVS and KQED, with funding provided by the Corporation for Public Broadcasting.

Films generously provided by Frameline Distribution, frameline.org/distribution, the best in LGBT media since 1977.

2010 Out & Equal Workplace Summit 61

Is diversity and inclusion about scoring points?

Not at Pfizer. We believe in encouraging an environment where everyone is confident and comfortable to be themselves. It’s about working together and valuing our colleagues for who they are—lesbian, gay, bisexual, transgender or ally. Whatever your background, we believe in creating an inclusive workplace that embraces everyone’s unique perspective.

Congratulations to our colleague Gordon Stewart for becoming a Trailblazer Award finalist at this year’s Outie Awards in recognition for his outstanding LGBT advocacy. Way to go, Gordon!

Pfizer is proud to be a Champion sponsor of the 2010 Out & Equal Workplace Summit.

At Pfizer, be yourself.

To learn more about our people, our products and our plans for the future, visit www.pfizer.com.

We’re proud to be an equal opportunity employer and welcome applications from people with different experiences, backgrounds and ethnic origins.

We dn e S DAY

OCTOBER 7

t ue sDAY

thursday

th urS DAY friDAY presenter s ou t & equal

2104O&E_summitbookTABS_v02.indd 3

8/31/10 12:57 PM

thursday Plenary speakers Sponsored by INTUIT

see page 64

8:30 am – 10:30 am

Breakfast and Plenary II Selisse Berry, Sheryl Lee Ralph, Brad Smith

Featured events

11:00 am – 12:30 pm

Session 3

Diversity and inclusion strategies beyond the United States Our allies: Our champions Diversity and trust: Alliances and betrayals

1:00 pm – 2:30 pm

Regional Affiliate luncheon

Ticketed Luncheon

Sponsored by Northrop Grumman

see page 66 see page 74

Featured events

How we did it: Workplace excellence finalists Sponsored by Microsoft

3:00 pm – 5:30 pm

Session 4

Implementing and sustaining gender identity nondiscrimination practices Strength in numbers & going global: Local labor & privacy issues when collecting data from a global LGBT network

see page 76

Dance of leadership 6:00 pm – 7:30 pm

Awards Reception see page 84

7:30 pm – 10:00 pm

Awards Dinner Registration open: 7:00 am – 8:00 pm Exhibit hall open: 12:00 pm – 7:30 pm

2010 Out & Equal Workplace Summit 63

OCTOBER 7

THU Selisse Berry

Plenary speakers Selisse Berry is founding executive director of Out & Equal Workplace Advocates, the nation’s only national nonprofit organization specifically dedicated to creating safe and equitable workplaces for lesbian, gay, bisexual, and transgender (LGBT) people. Under her leadership, the organization has grown significantly, with 1200% expansion in the annual Summit since 1999, and regional affiliates across the United States.

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, Selisse has continued her commitment to justice as a teacher and as executive director for several social service organizations prior to founding Out & Equal Workplace Advocates. She has master’s degrees in education and theology from the University of Texas and San Francisco Theological Seminary respectively. Selisse and her partner, Cynthia Martin, were married in July 2007.

Sheryl Lee Ralph

Sheryl Lee Ralph’s exceptional abilities extend from TV and concert halls to feature films and the Broadway stage. Ms. Ralph was nominated for a Tony Award and a Drama Desk Award for creating the role of Deena Jones in the landmark Broadway musical, “Dreamgirls.”

She has starred in feature films such as “The Distinguished Gentleman,” “The Mighty Quinn,” “Mistress,” and “Sister Act 2,” and won an Independent Spirit Award for Best Supporting Actress for her role in “To Sleep with Anger.” Additionally, she has found immense popularity on TV, starring in hits such as It’s a Living, Designing Women, and Moesha, and breaking new ground through her role as Claire, a post-operative transsexual, in the SHOWTIME series BarberShop.

Ms. Ralph is the creator/producer of DIVAS Simply Singing! After seventeen years of commitment, it has become one of the most important AIDS fundraisers in Hollywood, headlining such talent as Chaka Khan, Brenda Russell, Oleta Adams, Roberta Flack, Raven Symone, Melissa Manchester, Dianne Reeves, The PussyCat Dolls, and Stacey “Fergie” Ferguson.

Ms. Ralph is also the founder and creator of the Jamerican Film Festival. Her award-winning film short, “Secrets,” screens to private audiences around the world.

Ms. Ralph is an AIDS advocate and celebrity spokesperson for The National Minority AIDS Council (NMAC), a national nonprofit organization dedicated to addressing the challenges of HIV/AIDS.

Brad Smith

Brad Smith became Intuit’s president and chief executive officer in January 2008, capping a five-year rise through the company where he successfully led several of its major businesses.

Intuit is a leading provider of business and financial management solutions for small and mid-sized businesses, financial institutions, consumers, and accounting professionals, and is consistently ranked as one of the most admired software companies and best places to work. As the company marked its 25th anniversary in 2008, Smith celebrated the past while creating a strategic vision that recognizes important market shifts that will serve as growth catalysts for Intuit’s future.

Smith joined Intuit in February of 2003, having previously served as the senior vice president of marketing and business development at ADP, as well as holding various sales, marketing, and general management positions with Pepsi, Seven-Up, and Advo, Inc. Prior to being named CEO, he served as the president and general manager of Intuit’s Accountant Central and Developer Network in Plano, Texas, led the company’s Consumer Tax Group in San Diego from March 2004 through May 2005, and served as senior vice president and general manager of Intuit’s Small Business Division from May 2006 to January 2008.

Smith earned his master’s degree in management from Aquinas College in Michigan and a bachelor’s degree in business administration from Marshall University in West Virginia.

64 2010 Out & Equal Workplace Summit

We believe in hard work.

We believe good companies make good neighbors.

We believe in the value of diversity.

It’s what makes life so interesting.

Want more reasons to believe?

Toyota is proud to sponsor the 2010 Out & Equal Workplace Summit Š 2010 Toyota Motor Sales, U.S.A., Inc.

OCTOBER 7

THU

Session 3 11:00–12:30

featured panels Diversity and inclusion strategies beyond the U.S.

Matt Bosrock

Brian McNaught

Sebastian Rocca

Eileen Taylor

Sophie Vandebroek, Ph.D.

Silvy Vluggen

Sebastian Rocca, the recently appointed executive director of the International Lesbian, Gay, Bisexual, Transgender, and Intersex Association (ILGA) will lead an international panel of business and human resources professionals in a discussion about extending diversity strategies inclusive of lesbian, gay, bisexual, and transgender employees outside the United States.

Level: intermediate Track: featured panel Target audience: all Room: 515-A

Our allies: Our champions

Anthony Carter

Kathleen Colucci

David M. Hall, Ed.D.

Leonard Harvey, M.D., M.B.A.

Denise Lynn

Progress toward workplace equality is dependent upon our ability to engage allies to help move policies and practices forward. Hear the stories of notable executives who have gone above and beyond in making a difference for LGBT workplace equality. Moderated by author and educator Dr. David Hall, the panel will include finalists for this year’s Out & Equal Workplace Champion Award.

Level: intermediate Track: featured panel Target audience: all Room: 515-B

66 2010 Out & Equal Workplace Summit

thursday featured speaker Diversity and trust: Alliances and betrayals Organized by U CLA Williams I nstitute and UCLA Executive Education Robin D. Johnson, Ph.D. When we think about competencies of the best leaders and organizations, the first word that comes to mind isn’t usually “trust.” But when you get down to it, it’s personal relationships—based on trust—that make organizations hum.

During this session, we will delve into issues of trust and alliances within the LGBT community and between the LGBT community and other diverse groups. We will examine our own relationships with trust (our propensity to trust and be trusted) and how they impact our work life.

Level: intermediate Track: featured speaker Target audience: all Room: 411-Theatre

National Grid is proud to sponsor the

2010

Out and Equal Summit

2010 Out & Equal Workplace Summit 67

OCTOBER 7

THU

Session 3 11:00–12:30

workshops Affiliates and ERGs: Get down to business Lori Fox, Casey Horton, Jim Huberty In this thought-provoking workshop, participants will learn how basic business principles can be applied to create and grow a dynamic employee resource group or regional affiliate. The session will encourage participants to consider perspectives and approaches to companies and the community that align individual corporate goals, key relationships, internal and community engagement, marketing, communication, and programming to “sell” the business of workplace equality.

Level: introductory Track: ERG engagement Target audience: all Room: 506

Being transgender in the workplace in a binary world Jennifer Chapin, Thomas Fox, Amy Galiana, Diane Root This workshop is an experiential journey into the lives of transgender individuals and their challenges as they aspire and attempt to express their personal gender identity in a world which is traditionally binary, either male or female. During the course of the workshop, the facilitators will explore issues, perceptions, and misconceptions with regard to transgender people and how they deal with the daily workplace pressure to conform. The audience will be directly engaged in the discussion, and there will be some interactive but non-threatening group exercises that they may choose to go through to learn about the transgender journey and the varying degrees of gender identity even within the room of workshop attendees.

Level: introductory Track: workplace climate—policies to practice Target audience: ERG members, HR & diversity

professionals Room: 511-B

Beyond engagement: How diversity and ERGs contribute to an inspired organization John Mastrorilli, Terilyn Monroe Motivating employees to inspirational levels of engagement cannot be achieved simply by a great compensation package or setting the right goals and managing performance. Sustaining engagement, and if we’re lucky enough, getting to inspirational levels of engagement, requires a deep sense of commitment to what’s really important to employees. See how Intuit employees are inspiring one another through a viral employee engagement campaign that reminds us what’s most important to people and why business growth depends on it. Learn how employee resource groups, diversity and inclusion policies, and investment in communities all work together to create inspiration and a high-commitment, high-performance organization.

Level: intermediate Track: ERG engagement Target audience: HR & diversity professionals Room: 507

Changing the way we work and live: Inclusive policies, practices, and processes Rob Adkisson, Marilyn Nagel, David Posner, Ph.D. During this session we will examine ways to influence policies, practices, and processes for inclusion. What approaches and content can set the stage for positive change? We will focus on policies within corporations, best practices for establishing inclusive policies, and the processes surrounding human resources, governance, and employee resource groups.

Level: intermediate Track: workplace climate—policies to practice Target audience: HR & diversity professionals Room: 511-C

Eliminating exceptionalism when implementing LGBT strategies Yvette Burton, George Carrancho, Wesley Combs All too often, decisions related to implementing LGBT policies and marketing strategies are evaluated by a different 68 2010 Out & Equal Workplace Summit

thursday workshops set of criteria than those for other niches such as AfricanAmericans, women, and people with disabilities. Why is an ad with two men holding hands unacceptable when a similar ad featuring a heterosexual couple is approved without a second thought? When a decision to support an LGBT civil rights organization is rejected because it is considered too controversial, why do requests for support of other advocacy groups get approved? Companies that are the most authentic with respect to integrating LGBT diversity into the fabric of their culture are those that apply the same rules to LGBT-related decisions as they do for other niche segments. Come hear how two corporate diversity champions, American Airlines and IBM, have established the gold standard when it comes to treating LGBT issues on par with all other business decisions related to diversity.

Level: intermediate Track: law & policy Target audience: organizational leadership (executives/ management), ERG members, HR & diversity professionals Room: 518

Focusing on-site health clinics on diversity and inclusion Thomas Sondergeld With many mid-size to large employers offering on-site health clinics or wellness centers, a continual challenge is instilling the staff with a sensitivity to the diverse ethnic, social, and sexual orientations of the employees they see. This session will examine challenges and opportunities particular to the LGBT workforce when it comes to health care in the work setting. Privacy, confidentiality, acceptance, unique care needs, and partner involvement are some of the areas we will cover.

Level: advanced Track: law & policy Target audience: HR & Room: 504

diversity professionals

Gender virtualization: Biology and the bathroom for gender transitions Riya Suising This workshop continues the discussion from previous Summits. The transgender community includes the full

spectrum of gender identities, including crossdressers and gender-variant individuals. This workshop will discuss key concepts around transgender persons and gender transitions: gender identity, biological issues pertaining to gender, privacy, policies, example legal cases involving transgender identities, and the most controversial issue in gender transitions—access to gender-segregated facilities such as restrooms. This workshop will introduce 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. It will also discuss two actual case studies involving gender transitions.

Level: intermediate Track: law & policy Target audience: all Room: 501-A

High-impact ERGs: Building a roadmap for business effectiveness Jennifer Brown, Brian Sorge Employee resource groups continue to evolve from community-building organizations to those that can have real and sustained impact on their business, from new product development, to recruitment and retention, to emerging market penetration. Does your ERG have the right structure, talent, and strategy in place to win that coveted “seat at the table”? Will it be able to maximize that opportunity when it arises? Jennifer Brown Consulting (JBC) works with Fortune 500 companies to map this process and prepare ERG leadership, members, and executive sponsors to develop their capabilities to effectively interact with internal stakeholders and their external communities, thereby adding business value and providing development opportunities that cultivate next-generation leaders. This workshop will share the JBC ERG progression model and challenge participants to consider their ERG’s value-add in a whole new light.

Level: intermediate Track: ERG engagement Target audience: ERG members Room: 510

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workshops Let the spirit move us all

Managing through difficult economic times

Liz Winfeld

Wesley W. Abrameit, Michelle Brown, Damian Murphy, Miguel A. Sepulveda

This popular session has been offered at three previous Summits with great success. It’s about how sexual orientation and spirituality (a paradigm shift from “religion”) can co-exist and do really good work, together, in the workplace. It is about finding the intersecting interests between people who organize on one of these two planes—because they have a great deal more common ground than people think. It’s about moving beyond the tired old clichés and rhetoric about LGBT people or devout people to a place where specific actions can be taken, for the betterment of the organization and all individuals who choose to participate in the positive, not the divisive.

Level: intermediate Track: personal & professional development Target audience: ERG members Room: 410

Managing global talent Paul El-Meouchy, Alan Taliaferro For many multinational organizations, non-discrimination clauses include protections for LGBT employees as well as for gender identity. However, how does one transfer this organizational culture to subsidiaries around the world, where the culture in some countries may be less open to the culture of headquarters? This workshop is aimed at helping senior executives make informed decisions about issues of diversity and global talent management.

We will explore how local employee resource groups can participate in building one global ERG that is reflective of the organization’s internal diversity culture. Furthermore, we will dive into global mobility between countries where LGBT rights are protected and countries or states where they are not. How can companies prepare themselves and their employees for cross-national challenges?

Level: introductory Track: international Target audience: all Room: 503

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The economic downturn starting in 2008 resulted in a series of historic changes to the way financial institutions operate. In this workshop, we aim to share with you how Citi managed and thrived through these times. We will focus on the challenges Citi’s employee resource groups faced of keeping people engaged during this time, and how we leveraged the Citi Pride Networks’ experience and key learnings to come out of an extremely difficult period.

Level: advanced Track: ERG engagement Target audience: all Room: 408-A

Maximizing business growth: Joining ERG efforts with advertising, marketing, and community efforts Joe Husman, Aaron Walton, Midge Waters By having, utilizing, and expanding on your company’s employee resource groups, you can encourage employee development and improve business success. These groups can work with marketing, diversity and community relations departments, and/or partner with an advertising agency to help communities in need. Philanthropic, marketing, and advertising efforts complement each other from the funding and publicity standpoint, creating awareness and supporting sales success in diverse communities. Learn the many benefits your company can gain from a business perspective through leveraging engaged employees and through supporting your company’s community.

Level: intermediate Track: ERG engagement Target audience: ERG members Room: 408-B

thursday workshops Minimizing tension between the letters LGBT F. Chase Hawkins, James Scott P. Pignatella, Stacy J. Speer While many have grown used to using the acronym LGBT (or a variation thereof) to inclusively describe “Rainbow People” (lesbian, gay, bisexual and transgender folk), that term alone doesn’t always mean we are inclusive of each other. Prejudices have existed and continue to exist within and between the letters. Specific examples of issues will be explored along with ideas on where we can build commonality and minimize tension.

Level: introductory Track: workplace climate—policies to practice Target audience: all Room: 511-A

The missing link: Building an ERG scorecard for credibility and success Becky Huber, Randy M. Kammer, Matt Keys, Jeanine McGuire, Sherri Mikell, Dawn Milstead Employee resource groups are often viewed by company leadership as networking and social groups, with little value-add to bottom-line business results. This workshop will give participants an outline of what it takes to produce business-related and measurable goals, as well as walk participants through a process for developing a measurable annual scorecard for their ERGs. Members of Blue Cross and Blue Shield of Florida’s Respect ERG will provide participants with best practices, lessons learned, and a scorecard template that can be used in any organization.

Level: intermediate Track: ERG engagement Target audience: ERG members Room: 501-C

Novel methods for sharing LGBT employees with your workforce Brian Geiger, Douglas Harris It’s Pride month and you have been asked to come up with a way to communicate what it is to be LGBT. You’re stuck! This presentation will share the many ways Hewitt

has found to do this very thing. From poster boards to online videos, Hewitt has had success and learning along the way. The presenters will show the methods used and discuss how to put them in motion. We will also share what we learned, how we addressed critical comments, and where we are going in the future.

Level: intermediate Track: diversity & community Target audience: all Room: 505

PSAI: What brings four fierce competitors together?

Chris Crespo, Diana Greschtchuk, Michael Lammons, Jessica Plock, Christie Smith, John Tantillo, Angie Wilson The Professional Services Alliance for LGBT Inclusion (PSAI) was chartered by Deloitte LLP, Ernst & Young LLP, KPMG LLP, and PricewaterhouseCoopers LLP. We seek to leverage and harness our collective strength and influence to build on our individual organizations’ successes in an effort to collectively and dramatically change the landscape for LGBT employees and allies. During this workshop, we look to share best practices and lessons learned on how companies and organizations can collaborate to advance LGBT issues in the workplace that may be unique to their markets, industries, geographical regions, or workforce cultures.

Level: intermediate Track: ERG engagement Target audience: ERG members,

organizational leadership (executives/management) Room: 502-A

Wake up to the new ally in town Toni Battle, Terrance Dean, Durodgio Peterson This workshop will highlight how to build allies out of the people you would least expect and identify barriers that go beyond policy and procedure. Learn how to successfully approach those who are not traditionally considered straight allies. With the right dialogue and ally-building techniques, these individuals can often become straight allies. So what does it take? What strategies are effective?

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Session 3 11:00–12:30

workshops What is there to gain in this partnership that many are afraid to venture into?

Level: intermediate Track: diversity & community Target audience: all Room: 409-A

What they don’t teach you in diversity school: How to ignite a successful diversity initiative Joel A. Brown, Simma Lieberman While there is a general consensus about the importance of “diversity” in today’s workplace, there is still a considerable gap in understanding how to build and sustain diversity initiatives. A lot of diversity initiatives get derailed or are dismissed because they rely too heavily on emotion, or only focus on the short-term. This issue can become even more problematic for LGBT diversity intiatives, which are often viewed as non-essential. This workshop is designed to help human resources professionals, LGBT employees and organizational leaders build successful initiatives that will create an organizational breakthrough.

Diversity is not rocket science, but the institution of it must always be strategic.

Level: intermediate Track: diversity & community Target audience: organizational

leadership (executives/

management) Room: 409-B

Who is the outsider? Understanding microinequities from all sides Jenny Lee, Nick Rojeski, Andrew Werner, Marcus A. Wilson Gestures, glances, postures, and nuances: are these effective means of communication? Microinequities are subtle, sometimes subconscious, messages that devalue, discourage and, ultimately, impair performance. They are small events which are often momentary and hard to prove. Sometimes unrecognized by the perpetrator, they occur wherever people are perceived to be “different.”

Microinequities can stifle your creativity or productivity, while microaffirmations can energize you so you love your job. Join us as we expand our understanding of 72 2010 Out & Equal Workplace Summit

diversity and inclusion. This workshop offers an interactive and engaging exploration of negative and positive reinforcement in the non-verbal world of communication that speaks to both our heads and our hearts.

Level: intermediate Track: diversity & community Target audience: all Room: 502-B

Why did you say that? Using perceptual identity to break through barriers in the workplace Jean-Marie Navetta, Leslie Traub Encountering resistance to LGBT inclusion at work?

You may feel frustrated and hurt, wondering why some people seem so closed-minded and homophobic. How did people develop these opinions about LGBTs, and how does this impact behavior? How do we understand nature vs. nurture and discuss it? The answers to these questions can help circumvent 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 as an approach to creating change in the workplace compassionately and effectively.

Level: intermediate Track: personal & professional development Target audience: ERG members Room: 501-B

barcap.com

Where gloBal capital meets human capital.

Barclays capital is proud to support the out & equal Workplace summit.

Barclays Capital recognizes that the smartest investment is in people. We capitalize on this investment by creating an environment where staff can bring every aspect of themselves to work. It is the diversity of our people and their perspectives that provide us with a competitive advantage. That is why our focus on diversity is important – not only because it’s the right thing to do, but because seeing a client’s problem from many different perspectives helps us provide the best possible solution.

Earn Success Every Day

Issued by Barclays Bank PLC, authorized and regulated by the Financial Services Authority and a member of the London Stock Exchange, Barclays Capital is the investment banking division of Barclays Bank PLC, which undertakes US securities business in the name of its wholly-owned subsidiary Barclays Capital Inc., an SIPC and FINRA member. ©2010 Barclays Bank PLC. All rights reserved. Barclays Capital is a trademark of Barclays Bank PLC.

OCTOBER 8 OCTOBER 7

THU

Luncheon

Regional Affiliate luncheon Sponsored by Northrop Grumman Recommended for current and prospective Regional Affiliate participants, as well as those interested in starting a new affiliate in their home town, this lunch event is an opportunity to mingle and share ideas for Regional Affiliate programs, participation, and organizing around local issues. Lunch is included with tickets for this event.

Room: Petree

Hall-D

Work that makes a difference.

Opportunities that expand your horizons.

A culture committed to diversity and respect.

Are you ready for what’s next in your career?

At Booz Allen Hamilton, our ability to help clients solve their most challenging problems and achieve success in their most critical missions hinges on our people. We also believe diversity of backgrounds contributes to more innovative ideas, which in turn drive better results for clients.

Booz Allen’s commitment to diversity includes facilitating understanding and awareness, and creating initiatives to improve quality of work life for our staff. From our long-standing relationships with organizations such as Reaching Out MBA and PFLAG to supporting events including national AIDS Walks and National Coming Out Day, we understand diversity is central to who we are and what we do.

If you’re looking to do work that makes a difference at a firm that’s committed to helping you achieve your professional and personal goals, Booz Allen could be what’s next in your career.

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

As a sponsor of the Out and Equal Workplace Summit, Booz Allen actively supports this and other important inclusive LGBT events and organizations.

Ready for what’s next. www.boozallen.com/careers We are proud of our diverse environment, EOE/M/F/D/V.

BA10-233 Out and Equal Diversity Ad_072210Final.indd 1

74 2010 Out & Equal Workplace Summit

7/22/10 11:39:54 AM

© Goldman, Sachs & Co., 2010. All rights reserved.

Our greatest asset is what makes us different.

Goldman Sachs is a proud sponsor of the 2010 Out and 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.

OCTOBER 7

THU

Session 4 3:00–5:30

featured panels How we did it: Workplace excellence finalists Sponsored by Microsoft

Scottie Ginn

Ed Lehman

Marilyn Nagel

Mike Syers

Megan Wallent

Representatives from each of this year’s finalists will share the achievements that won them recognition in this year’s competition for the 2010 Workplace Excellence Outie Award. Learn about the work of these organizational leaders committed to LGBT workplace equality.

Level: intermediate Track: featured panel Target audience: all Room: 502-B

Implementing and sustaining gender identity non-discrimination practices Organized by the Out & Equal Transgender Advisory Committee

Alan Baer

Stephanie Battaglino

Jamison Green

Albert Hernandez

Respected expert on transgender workplace issues Jamison Green will moderate a panel of executives from the retail, financial services, and hospitality industries to explore the challenges in implementing—and sustaining—effective gender identity and expression inclusion practices at workplaces that accommodate employees and the general public.

Level: intermediate Track: featured panel Target audience: all Room: 502-A

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thursday featured panels Strength in numbers & going global: Local labor & privacy issues when collecting data from a global LGBT network

Bojana Bellamy

Matthew Coates

Karianne Kas

Fauzia Zaman-Malik

This session concerns the topic of collecting, compiling, and analyzing LGBT data from an organization’s global LGBT network, and its impact on overall human resources policies and diversity and inclusion initiatives. Specifically, the session will cover balancing the need for an organization to collect such data from its employees for the global diversity business case, and the need to ensure compliance with global and country-specific data privacy and human resources or employment laws and regulations.

Level: intermediate Track: featured panel Target audience: all Room: 515-A

featured speaker Dance of leadership Organized by U CLA Williams I nstitute and U CLA E xecutive Edu cation Robin D. Johnson, Ph.D. Leadership is a dance of power, and it takes two to tango. During this session, we identify what makes a leader (hint: you don’t have to have the word “manager” in your title), take a unique look at five styles of leadership, and identify our own style. Then we will discuss relational leadership with an eye toward understanding how leaders and followers are intrinsically linked. You will be able to focus on your own leadership capabilities and take away strategies to be a more aware leader.

Level: intermediate Track: featured speaker Target audience: all Room: 411-Theatre

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Session 4 3:00–5:30

workshops Allies at work David M. Hall, Ed.D. This workshop helps people understand how to utilize the research in Dr. Hall’s “Allies at Work” book and Allies at Work mobile applications for the iPhone and Android platforms. Participants will examine the challenges of coming out at work as well as the tools that allies need. Whether you are an ally or trying to gain the support of additional allies, this workshop will provide concrete steps you can take to create a more inclusive work environment.

Level: intermediate Track: workplace climate—policies to practice Target audience: all Room: 507

The balancing act: Preserving personal authenticity in the workplace Phyllis Heintz, Ph.D. Disclosure of sexual identity in the workplace for leaders can be more challenging than for others, in that leaders may find themselves juggling numerous levels of relationships and experiences with the board, staff, and clients. The decision about whether to disclose is a significant career dilemma. It is not an inherently good or bad decision but rather a prudent choice based on evaluation of the context of the workplace. This session will explore the dilemma of whether to maintain a distance between one’s personal and professional lives. We will examine the various sexual identity management strategies and the implications of each.

Workshop time will be dedicated to tackling challenging workplace situations identified by participants.

Level: intermediate Track: personal & professional development Target audience: organizational leadership (executives/ management) Room: 510

Can you be gay and global?

Susan Gore, Ph.D., Rebecca Parilla, Vivek Saxena, Randall Stieghorst A successful international assignment is increasingly valuable for career advancement in many fields. How78 2010 Out & Equal Workplace Summit

ever, cultural value systems outside the U.S. are often perceived as a barrier for LGBT employees who are otherwise qualified. Cultural Detective brought together a virtual team of content experts from India, Nova Scotia, Mexico, and the U.S. to examine this assumption. This workshop will provide insight into the Cultural Detective method for bridging real and imagined cultural divides, hands-on applications with case examples, and the opportunity to explore how organizations as well as individuals can address perceived barriers to LGBT employees’ success in international settings. LGBT participants who have or aspire to international postings and their employer allies will find this workshop especially useful.

Level: advanced Track: international Target audience: organizational leadership (executives/ management) Room: 501-C

Checking the box: The self-identification of LGBT employees at your business Pat Baille, Chris Crespo, Deena Fidas, Terry Hildebrandt We’ve all heard the saying, “if you can’t count it, you can’t manage it.” Businesses are increasingly looking to integrate optional questions into their human resources and engagement surveys of employees to get a sense of how many LGBT workers they have within their firms. In this workshop we’ll give an overview of the issues around self-identification from both employer and employee perspectives; discuss question wording with examples; provide samples of best practices; and discuss pitfalls to avoid in human resources surveys and systems integration. We will hear from LGBT advocates on how they overcame issues like wording the question to meet the business objectives of their employer, privacy issues, and getting the initiative approved within their firms. Lastly, we’ll explore how businesses are currently using the information collected and look ahead to “next” practices in LGBT self-identification and workplace inclusion.

Level: intermediate Track: law & policy Target audience: HR & Room: 511-C

diversity professionals

thursday workshops Circling the wagons: Moving from networking and social groups to business resource groups

Coming out to clients: Making LGBT work for you in client relationships

Curtis Edwards, Tyronne Stoudemire

David Hoak, Neil Toyota, Patricia Wiley, Angie Wilson

This presentation will focus on moving away from the traditional networking or social resource groups to employee groups that focus on driving their various diversity messages into and through business objectives. In so doing, these groups better align their messages, programs, and recruiting goals to the goals and strategies of the business. Participants will walk away with tools and resources to assist in making this change in their organization or employee resource group. The session will concentrate on defining business resource groups, aligning group vision to overall business objectives, and putting it all into practice.

Level: intermediate Track: ERG engagement Target audience: LGBT community leaders Room: 518

Ever wonder exactly what the right moment is to let your client or prospect know about your life when you’re not consulting? Do you worry about that in a way you don’t think your straight colleagues have to? Join a panel of human resource consultants from Ernst & Young and Towers Watson who will share their personal stories of success and failure, including: coming out to clients vs. family and friends; creating business trust and intimacy; leveraging LGBT networks directly and indirectly; and fostering comfort and growth all around.

Level: introductory Track: personal & professional development Target audience: all Room: 505

Collision course: Religious and LBGT interests in the workplace Mark Fowler This workshop will help human resources and diversity and inclusion practitioners identify some of the competing interests that often emerge between religious and LGBT employees in the workplace. First, participants will explore how their own lens impacts their workplace relationships and interactions. Participants will also learn about the importance of understanding social identities—and in particular, how overlapping social identities can create tension in the workplace. The workshop will highlight the role of employee resource groups and how these groups (whether LGBT or religion-based or both) can both exacerbate and mitigate intergroup tensions.

Through case studies and interactive role plays, participants will practice communicating respectfully, dismantling stereotypes, and identifying micro-aggressions.

Tanenbaum’s tips and tools will help participants learn how to balance potentially competing interests while encouraging more inclusive behaviors in the workplace.

Level: intermediate Track: ERG engagement Target audience: HR & diversity professionals Room: 409-A

Creating an LGBT ERG mentoring program Elycia Lerman, Isabel Mychajlowycz, Angela Stevens This workshop will present the experience of GLOBAL (Johnson & Johnson’s Gay and Lesbian Organization for Business and Leadership) in setting up a mentoring program for its members. The workshop will provide the value proposition for mentoring and highlight industry trends in mentoring programs and enabling tools, such as open mentoring. Attendees will gain personally in terms of improving their own mentor-mentee experiences and from the employee resource group leadership perspective of setting up a program for their members.

Level: introductory Track: ERG engagement Target audience: HR & diversity professionals, ERG members, organizational leadership (executives/ management) Room: 504

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Session 4 3:00–5:30

workshops Cross-team effectiveness in a diverse and geographically dispersed organization

The federal workplace café: Conversations that will inform and inspire

Andy Coutts, Eddie Daniels, Becky Gruss, Aaron Wright

Lori Lewis, Susanne Perkins

How can professionals in a diverse organization team across elements of the organization to form productive and high-impact employee resource groups? Large organizations with transitional and geographically dispersed workforces face many challenges to building a sense of community. This workshop will cover effective methods for the organization to communicate and build that sense of community among the professionals within the organization with their own sets of experiences, backgrounds, and job skills.

Level: intermediate Track: ERG engagement Target audience: ERG members Room: 501-A

Come join with other federal employees to talk about: being LBGT in the federal workplace; what works and what doesn’t in federal employee resource groups; our opportunities and challenges; and what our future could and will look like. The workshop will consist of a series of interactive conversations (using the World Café format) where everyone will have an opportunity to share ideas and opinions, to learn from each other, and to make connections. The session is open to all, but federal, tribal, state, and local government employees or spouses and partners of same will find it of particular interest.

Level: intermediate Track: ERG engagement Target audience: government Room: 506

Executive mentoring: How to navigate your career as a lesbian or gay employee Laurie Olson, Nicholas Patrick, Susan Silbermann, Stuart Sowder, Jack Watters Four out gay senior leaders from Pfizer, the world’s largest biopharmaceutical company, provide a “view from the top” and share their perspectives on the nuances of being a lesbian or gay employee at different career stages. In this provocative mentoring session, the leaders—two women and two men—discuss how coming out or being out at work can shape career progression and affect management ability and decision-making, as well as other topics, such as gender disparities specific to lesbian and gay professionals and how to address them, and the challenges lesbian and gay professionals face in non-U.S. environments.

Level: intermediate Track: workplace climate—policies to practice Target audience: all, health care & pharmaceutical professionals Room: 513

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First steps in creating an LGB-inclusive workplace Daniel Danso, Madeline Lasko, Daniel Winterfeldt, Esq. Are you struggling to create an inclusive environment in your workplace but just don’t know where to start?

Stonewall is here to share learning from the Workplace Equality Index, a tool which has been used to advise U.K. workplaces on sexual orientation equality for the last seven years. This workshop will give you a step-by-step guide to workplace equality and share the trends and best practice that we have seen change the face of workplaces, and talk about how they could change yours.

Level: introductory Track: international Target audience: HR & diversity professionals Room: 503

thursday workshops From marketing to outreach: How to make an ERG relevant

Is the ERG obsolete? How to keep your ERG relevant in a rights-friendly environment

Jeff Anthony, Michael Black, Ken Bester, Ronnie Phillips, Ph.D., Stephanie Strzalka

Jane Allen, Rob Bacinski

In a challenging corporate environment, the importance of an employee resource group can be difficult to justify.

Even though proving a return on investment for your ERG can be challenging, there are other creative ways to make your group relevant. In this workshop, we will discuss ways to leverage business partners and company initiatives to increase ERG awareness both internally and externally.

Level: intermediate Track: ERG engagement Target audience: LGBT community leaders Room: 511-B

International Roundtable: Focus on India Yvette Burton, Kevin Jones, Brian McNaught Since the July 2009 court decision decriminalizing same-sex behavior between consenting adults, the LGBT community has begun to become more visible in India, including in the workplace. Even prior to the decision, IBM was leading the formation of an employee group in the country as an extension of its strong global policies of diversity and inclusion in the workplace. In this session, IBM and Out & Equal will lead a conversation on the opportunities for making progress on workplace equality in India. All companies with interests in India are invited to be a part of the exchange and planning session.

Level: intermediate Track: international Target audience: all Room: 408-B

Most LGBT employee resource groups around the world have seen their growth fueled by the galvanizing effect of legislated discrimination. This has long provided the foundation for ERG success by rallying our allies, gaining financial support from progressive organizations, and generating grassroots enthusiasm within the LGBT community. As the community wins the key rights battles, however, the question arises, “what next?” Through this workshop aimed at senior diversity professionals and other executives, we will explore the challenges and opportunities faced by ERGs setting up shop in jurisdictions where the LGBT community has already won the key legal battles of our generation. Deloitte’s approach to diversity in Canada, as well as the experiences of its LGBT ERG, will also be included in this discussion.

Level: introductory Track: ERG engagement Target audience: all Room: 409-B

Merging of cultures in a global company: A case study of Genentech and Roche Deborah Chang, Bruce Cooper, Todd Pierce, Scuba Smith In this workshop, a panel of Genentech and Roche executives and managers will discuss the blending of cultures in a global company post merger. The presentations will focus on special considerations for LGBT employees related to navigating multiple cultures within merged companies as well as global and foreign work assignments (including relocating with partners) in countries with differing attitudes and human rights records with respect to LGBT persons.

Level: intermediate Track: workplace climate—policies to practice Target audience: all Room: 514

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Session 4 3:00–5:30

workshops The role of ERGs in healthcare organizations in promoting LGBT health

Working positively: Answers and action on HIV in the workplace

Jim Beaudreau, Gregg J. McConnell

Zahara Raine, Beverly Tillery

There is growing acceptance within mainstream healthcare organizations of the need to better address the healthcare concerns of LGBT individuals. However, more work needs to be done to ensure that LGBT individuals are treated fairly and equitably by our nation’s healthcare system, and that their unique health concerns are being appropriately addressed. Employee resource groups often serve as agents of change within their organizations, serving to leverage their institutions to take steps to better serve the LGBT community and provide visibility of those concerns and information to all employees. This program will showcase a number of best practices that are currently being used in some of the nation’s largest healthcare services companies, as well as discuss the role of the employee resource group in developing the programs. We will explore a series of lessons learned from these experiences, educating participants about strategies they can take back to their own institutions, and discuss current concerns within their own healthcare segments.

In the third decade of the epidemic, HIV continues to have a devastating impact on our communities. Over one million people nationwide are living with HIV today, and there are approximately 40,000 new infections each year. Discrimination against people living with HIV remains a serious problem that marginalizes people living with HIV or AIDS (PLWHA). Using real-life examples as case studies, this workshop will provide an overview of legal developments protecting people living with HIV and the impact of these issues on your workplace. This workshop will also ask participants to strategize ways to combat workplace discrimination of PLWHA and develop outreach and advocacy strategies that identify and address the specific needs of employees with HIV or AIDS.

Level: advanced Track: ERG engagement Target audience: health care

& pharmaceutical

professionals Room: 512

Targeted and privileged: The importance of examining whiteness within the LGBTIQ community Laurie B. Lippin, Ph.D., Stephanie Puentes How can an understanding of 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 their impact on workplace equity.

Level: introductory Track: diversity & community Target audience: all Room: 410 82 2010 Out & Equal Workplace Summit

Level: introductory Track: law & policy Target audience: HR & Room: 501-B

diversity professionals

Aetna’s Community Commitment

Aetna is proud to sponsor the 2010 Out & Equal Workplace Summit.

Aetna has been at the forefront in supporting and leveraging diversity and celebrating employees’ differences and similarities.

We have worked hard to make LGBT employees and members feel valued, accepted and included, and we’ve built a network of health care providers who understand their unique needs.

“Diversity is integrated into everything we do – from fostering a workplace where our differences are celebrated, to developing customer strategies that meet unique needs. Our country is not one size fits all – our health care system shouldn’t be either.”

— Mark Bertolini, Aetna President & Angle ERG Executive Sponsor

Number 3 on the 2010 DiversityInc Top 10 Companies for LGBT Employees

Aetna is the brand name used for products and services provided by one or more of the Aetna group of subsidiary companies, including Aetna Life Insurance Company and its affiliates (Aetna).

©2010 Aetna Inc. 2010004

OCTOBER 7

THU

The Outies 7:30–10:00

2010 Out & Equal Workplace Awards Dinner The Out & Equal Workplace Awards—“The Outies”—are a celebration of the most noteworthy organizational achievements in LGBT workplace equality and an opportunity to appreciate those individuals who are dedicated to creating a fully inclusive workplace. The awards are traditionally given in five different categories with two recognizing individuals and three recognizing organizations.

The 2010 Workplace Summit announces a new Workplace Award category: Regional Affiliate of the Year. The 2010 Regional Affiliate of the Year will be announced on Oct. 7 at the Workplace Awards Dinner.

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: Mark Bertolini Aetna Healthcare

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

Anthony Carter Johnson & Johnson

Finalists for the Trailblazer Award are: Bill Hendrix The Dow Chemical Company

Frank Kern IBM Corporation

Shane Snowdon UCSF

Denise Lynn American Airlines.

Gordon Stewart Pfizer

Bob Witeck Witeck-Combs Communications

84 2010 Out & Equal Workplace Summit

thursday The LGBT ERG of the Year Award

The Dow Chemical Company

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

ITT Corporation

Finalists for the LGBT ERG of the Year Award are: Clorox Pride (The Clorox Company)

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

Finalists for the 2010 Workplace Excellence Award are:

PRIDE (Sodexo)

Aetna Healthcare

TI Pride Network (Texas Instruments)

Cisco Systems

Turn Out (Turner Broadcasting Systems)

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

Finalists for the Significant Achievement Award are: Alcoa Inc. Brown-Forman

Ernst & Young IBM Corporation

Announcing: Regional Affiliate of the Year Award This new category recognizes a Regional Affiliate that has expanded considerably as a regional organization while substantially advancing the national objectives of Out & Equal Workplace Advocates.

Out & Equal University 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 2010 Out & Equal Workplace Summit 85

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The Outies

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. 7 during the Summit.

Selection committee members Cathy Campbell, director of diversity and inclusion strategy, Charles Schwab & Co. Eric Douglas, senior officer for donor resources, Gill Foundation BJ Kamigaki, quality engineering section manager, Hewlett-Packard Cindy Laughlin, senior diversity consultant, Genentech Glynda McGinnis, vice president, sales development consultant, Wells Fargo Ian Myszenski, senior email marketing analyst, Hotwire Alexander Vaughan, director of human resources, YMCA of Silicon Valley Isidro Villarreal, manager, UMT Consulting Group

Award judges Francia Baez, senior business leader, head of Global Diversity and Inclusion, Visa Inc.

Mark Leno, California state senator

Eliza Byard, PhD, executive director, GLSEN

Amanda R. Simpson, senior technical advisor, Bureau of Industry and Security, Department of Commerce

Lorri Jean, CEO, Los Angeles Gay and Lesbian Center

Maxim Thorne, senior vice president, development, NAACP

Randy Kammer, vice president of regulatory affairs and public policy, Blue Cross and Blue Shield of Florida

Kenji Yoshino, Chief Justice Earl Warren Professor of Constitutional Law, New York University

86  2010 Out & Equal Workplace Summit

Fidelity recognizes the value that our associates’ individual differences bring to our overall success. This is why we reward ambitious, passionate people with a work environment that fosters diversity, teamwork and collaboration.

At Fidelity, you’ll contribute to a strong future — ours and yours.

Come share your perspective.

fidelitycareers.com Fidelity Investments is an Equal Opportunity Employer.

We dn e S DAY

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8/31/10 12:57 PM

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9:00 am – 10:30 am

Session 5 & ticketed breakfast

The business case for marriage equality

see page 90

FEATUREd EVENT

From corporate policy to Capitol Hill

FEATURED EVENTS

Intersections: Religion, sexual orientation and gender identity in the workplace 11:00 am – 12:30 pm

Session 6

The future of LGBT equality: The intersection of public policy and business leadership Anti-discrimination: From policy to practice

see page 96

SPONSORED BY PAUL HASTINGS and XEROX Plenary speakers

1:00 pm – 3:00 pm

see page 104

Lunch & closing plenary Chely Wright, Chai Feldblum

Registration open: 8:00 am – 10:00 am 2010 Out & Equal Workplace Summit 89

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Marriage Equality Breakfast The Business Case for Marriage Equality Supported by the Evelyn and Walter Haas , Jr. Fund

Bob Witeck

David Codell

Carrie Farrell

Brian McNaught

Janson Wu

In 2007, Out & Equal—in partnership with Levi Strauss—filed an amici curiae brief with the State Supreme Court of California in favor of eliminating discrimination in California’s marriage laws. Beyond concerns of social justice, support for laws that provide an organization’s employees with equal access to benefits is a compelling business issue. Disparities among states in the right for LGBT couples to be legally wed create corresponding disparities in a company’s ability to recruit, retain, and relocate employees; offer comparable compensation across jurisdictions. They also complicate recordkeeping. Nevertheless, only a few companies include the ability of their employees to access civil marriage in their diversity and corporate social responsibility efforts. Bob Witeck, CEO of Witeck-Combs Communications, Inc., will lead a panel of legal and corporate experts in a discussion of how corporations can approach marriage equality. Breakfast is included with tickets for this event.

Level: intermediate Target audience: all

Track: featured panel Room: Petree Hall-C

featured speaker From corporate policy to Capitol Hill Organized by UCLA Williams Institute and UCLA Executive Education Naomi Goldberg In the current legal landscape, there is a great deal corporations can do for their LGBT employees and clients. But even with the best policies and intentions, full equality can’t always be achieved from the board room. When should your company move beyond corporate policies and work for broader legal and policy changes impacting LGBT people? This session will look at these issues by examining a joint project of Merrill Lynch and the Williams Institute. In 2008 and 2009 Merrill Lynch sponsored a series of research projects by the Williams Institute examining the unequal treatment that same-sex couples receive in terms of federal income taxes, estate taxes, and retirement benefits.

Level: intermediate Track: featured speaker Target audience: all Room: 411-Theatre 90 2010 Out & Equal Workplace Summit

From Our Family to Yours featured panels

“ Johnson & Johnson is proud of the achievements of our GLBT ERG and supports their efforts to ensure that our company continues to be an ‘employer of choice’ for all.”

Anthony P. Carter Chief Diversity Officer Johnson & Johnson

At the Johnson & Johnson Family of Companies, our vision of diversity includes everyone—from our employees, to our suppliers, to our customers. Diversity is what makes us strong—and it’s what keeps us uniquely qualified and energized as a resourceful and creative leader. At the Johnson & Johnson Family of Companies, our people are who we are.

Johnson & Johnson is: n Ranked #1 overall for diversity in 2009 and #2 in 2010. (DiversityInc.) n Ranked one of the “Top 10” best places to work for GLBT employees (DiversityInc.) in 2008 and 2009 Diversity is the Family of Companies © Johnson & Johnson 2010

OCTOBER 8

FRI

Session 5 9:00–10:30

workshops Accommodating religion and sexual orientation in the workplace: Promoting tolerance and diverse views Ian Hlawati, Esq., Michele E. Phillips, Esq. Analyzing diverse perspectives and 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 and practices. In particular, the workshop will discuss the conflict between religious belief and sexual orientation in the workplace.

Level: intermediate Track: law & policy Target audience: all Room: 518

The Bridge: Working across ERGs

Building LGBT leadership: Cummins’ strategic vision for LGBT inclusion Bruce C. Carver, Sameer D. Samudra Come learn about one company’s journey from acknowledgement of LGBT diversity to advocacy efforts for the LGBT community. Cummins, a Fortune 500 company headquartered in Columbus, Ind., added sexual orientation to its non-discrimination policy in 1998, and in 2007, company executives publicly testified against SJR 7, an amendment that would have banned gay marriage. What were the steps taken, issues faced, and lessons learned by the top leadership, employee resource group leaders, LGBT employees, and human resources professionals in this journey? Take away tips and information on how to get leadership support, create a strategic roadmap, and add business value while creating LGBT inclusion.

Level: intermediate Track: workplace climate—policies to practice Target audience: HR & diversity professionals Room: 511-A

Blake DuBois, Eric Thalasinos Do you want to gain new membership for your employee resource group and be able to work on larger, more exciting programs? Do you want to promote diversity and cultural learning while maximizing budget resources? By partnering with other ERGs in your company you can accomplish all of this and more. In this informative presentation, we will explore how the Merck Rainbow Alliance successfully partnered with the other Merck ERGs under an umbrella organization called The Bridge. We will examine best practices in working across ERGs, and the challenges therein. At the end of the session, attendees will be able to describe why an LBGT ERG should partner with other ERGs and how to effect that partnership.

Please join us for a fun and interactive session.

Level: introductory Track: ERG engagement Target audience: all Room: 510

92 2010 Out & Equal Workplace Summit

The business case for transgender-inclusive health benefits Rebecca J. Solomon There is an increasing consensus in the established medical community and beyond that transgender-related health care is “medically necessary” care. However, in employer-provided health benefit plans, the specific exclusion of any medical benefit for transgender-related care is still widely prevalent, even among companies that have a transgender-inclusive non-discrimination policy.

This workshop will focus on making the case to employers for the need to remove such exclusions from their health-benefit plans. Topics covered include: the gap between non-discrimination policy and practice; a cost analysis; employee recuitment, retention and productivity impacts; evolving diversity recognition standards; case studies; and best practices.

Level: intermediate Track: law & policy Target audience: HR & diversity professionals Room: 511-B

friday workshops 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 ERGs, 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 strategies to attract, educate, and keep allies engaged at work.

Level: intermediate Track: ERG engagement Target audience: ERG members Room: 507

The disability community and the LGBT community: Similarities, differences, and alliances Nadine O. Vogel On issues like recruiting, etiquette, and awareness; employee resource groups; coming out; and other workforce or workplace challenges, the LGBT community has allies in the disability community. This sister community includes employees with disabilities or those who have a child or other dependent with special needs. Yes, there are a myriad of differences, but there are many more similarities that can be extremely powerful for everyone when addressed properly.

Level: intermediate Track: diversity & community Target audience: HR & diversity professionals Room: 511-C

Diversity sells: How to leverage LGBT support into sales internationally Ian Johnson There is an ongoing need to ensure enhanced diversity and inclusion work at almost all corporations. Often, though, this work exists in a relative vacuum with little interface outside the organization itself. New research from the 2010 Out Now Global LGBT Study reveals quite dramatic potential for D&I work—as well as other LGBT development activities such as sponsorships and marketing outreach—to leverage brand selection decisions.

Discover how your good work in workplace diversity can actually become a practical tactic to enhance your company’s marketing and sales function. With research from North America, Latin America, Europe, Africa, the Middle East, and Australia this session delivers valuable practical takeouts—and then some. Apply this new research data to discover additional management buy-in—and budgets—within your organization.

Level: introductory Track: international Target audience: all Room: 513

Energy sector LGBT employee resource group best practices Neddy Perez This interactive learning and discussion session is designed to uncover the challenges and issues still being faced by LGBT professionals in the energy sector and talk about how employee resource groups can help address those challenges.

Level: introductory Track: ERG engagement Target audience: ERG members, energy & utilities sector Room: 504

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workshops Going deeper: Engaging your members and allies with social software 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 its employee resource groups to actively engage with constituents. This workshop will show concrete examples of how social software has allowed for stronger and more effective engagement among LGBT IBMers and their allies, and will offer hands-on tips for participants to get started with their own social software strategy.

Level: intermediate Track: ERG engagement Target audience: ERG members Room: 505

Identifying, building and developing an LGBT pipeline of rising stars Chris Crespo, Rosanna Delia, Patricia Wiley Looking around and wondering who will be the next out visible executive within your organization, or the next leader of your LGBT affinity group, or the next face of your LGBT initiatives? From identifying to coaching and retention, this workshop aims to help organizations start at the beginning of the process in engaging LGBT candidates for leadership opportunities, providing support and professional development, and ultimately assisting them in achieving their full potential. Building a pipeline of leaders is good for their careers and your organization.

Join Ernst & Young, along with a panel of other industry leaders, for a discussion on leading strategies to build and take advantage of your group’s full potential.

Level: advanced Track: ERG engagement Target audience: organizational leadership (executives/ management) Room: 512

LGBT health disparities: Another case for partner benefits Bryan P. Baugh, MD, James Witek, MD, FACP 94 2010 Out & Equal Workplace Summit

This interactive workshop is designed to highlight the health disparities faced by the LGBT community. Through discussion and dialogue health disparities will be elaborated and proposed as another reason to advocate for partner benefits.

Level: introductory Track: law & policy Target audience: all, health care & pharmaceutical professionals Room: 408-A

Reaching out to engage employees everywhere Greg Ligotti, Lynda Pires, Carol Rodriguez, Scott Willoughby This workshop will present a discussion of best practices for resource groups and diversity leaders to engage employees everywhere, including field and international locations. This will include establishing your organization’s objectives for outreach and how doing so can have an impact and “change the feel of the place.” We will explore tools such as social networking and the use of virtual employee resource groups, as well as discuss culture challenges.

Level: intermediate Track: ERG engagement Target audience: ERG members Room: 408-B

The Safe Space Program Stewart Anderson, Mark F. Carden, Ryk Koscielski The Safe Space Program was created to provide a company tool that reinforces the message of inclusion to all employees that the work environment is supportive of gay, lesbian, bisexual, and transgendered associates and that hostility and negative behavior in the workplace will not be tolerated. This workshop offers a brief overview of the history and creation of the Safe Space Program, and how it was implemented at AT&T, Alcatel-Lucent, and Hewlett Packard. The major focus of the workshop will be to offer attendees a methodology for implementing a Safe Space in your workplace by sharing what worked and didn’t work well at the panel companies. The Safe Space Program and Symbol (pink triangle surrounded by

friday heartofcommerce.com ©2010 MasterCard

workshops It’s just a piece of plastic that lives in your wallet

a green circle) are registered trademarks of EQUAL! For more information, visit http://www.equal.org/.

Level: introductory Track: workplace climate—policies to practice Target audience: ERG members Room: 506

that understands diverse perspectives lead to unique innovations and limitless possibilities.

One look at our DNA, and you’ll see it’s made up of

s,

s, and

s. Not to mention a few

s.

Twitter for human resources staff: Minimize your time, maximize your return Julie Beach, M.A. Recruiters and other human resources staff will leave this brief workshop knowing how to efficiently use Twitter to market their company’s brand, access breaking human resources news, gain intelligence on targeted occupations, and find outstanding candidates.

Level: introductory Track: personal & professional development Target audience: HR & diversity professionals Room: 501-C

When health care isn’t caring: Combating health care discrimination of LGBT people and PLWHA Zahara Raine, Beverly Tillery Using key findings from Lambda Legal’s Health Care Fairness Survey, this workshop will review results of unprecedented research on health care disparities and discrimination faced by LGBT people and people living with HIV or AIDS (PLWHA). By providing a powerful snapshot of the experiences of a diverse cross-section of members of the LGBT and HIV communities nationwide, this workshop will also identify key issues for employee resource groups to advocate for, such as comprehensive cultural competency and inclusive policies and coverage. In reviewing the connections between the LGBT and healthcare reform movements, this workshop will explore how polices and programs can more sufficiently address particular needs of LGBT and HIV-affected employees.

Level: introductory Track: diversity & community Target audience: ERG members Room: 501-A

As a global network that connects people of all backgrounds, MasterCard Worldwide understands that when s, s, s, and s work together, it creates the fresh thinking that leads to groundbreaking ideas.

That’s why supporting diversity lies at the foundation of our company. Because diversity is at the heart of innovation, and innovation puts MasterCard squarely at The Heart of Commerce.™

2010 Out & Equal Workplace Summit 95

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Session 6 11:00–12:30

featured panels Intersections: Religion, sexual orientation, and gender identity in the workplace Organi zed by Tanenbau m Center for Interreligious U nderstanding

Deb Dagit

Joyce Dubensky

Mark E. Fowler

Ana Duarte McCarthy

Joyce Dubensky, executive vice president and CEO of the Tanenbaum Center for Interreligious Understanding, will moderate this panel featuring Tanenbaum’s Religious Diversity in the Workplace Advisory Council members Ana Duarte McCarthy, chief diversity officer, Citi; Deb Dagit, chief diversity officer, Merck; and Mark Fowler, Tanenbaum’s director of programs. Religious and LGBT policies and programs in the workplace can sometimes result in workplace conflicts and misunderstandings. We will explore what happens when strongly held identities and values collide with one another, potentially derailing diversity and inclusion efforts. Panelists will discuss how their companies have dealt with challenges that arise when social identities such as religious affiliation, sexual orientation, and gender expression cause tension, misunderstandings, and counter-productive behavior. Tanenbaum will share proven practices for addressing these types of issues from its ongoing benchmarking of companies. Merck and Citi CDOs will delve into the practical application of these practices, including Pride month celebrations, whether to sponsor an interfaith employee resource group, domestic partner benefits, and inclusion of partners in company-sponsored social activities. This will be an interactive session where attendees can bring their ideas and concerns in a candid and practical atmosphere of problem-solving and exchange of proven practices.

Level: intermediate Target audience: all

Track: featured Room: 515-A

96 2010 Out & Equal Workplace Summit

panel

friday featured panels The future of LGBT equality: The intersection of public policy and business leadership Organi zed by Witeck-Combs Communications and the Gay & L esbian Victory Fund

Toni Atkins

Brandon Hernandez

David Parks

Chuck Wolfe

This featured panel, moderated by Chuck Wolfe, president and CEO of the Gay & Lesbian Victory Fund, will foster a dynamic conversation among some of the nation’s most respected LGBT elected officials and leaders. As American society itself advances, the focus of their dialogue will be how political and business engagement together are creating conditions for lasting change on many top LGBT priorities such as employment nondiscrimination, transgender acceptance and nondiscrimination, LGBT employment benefits, marriage and partnership equality, and HIV/AIDS, health and wellness disparities.

Level: intermediate Target audience: all

Track: featured Room: 515-B

panel

featured speaker Anti-discrimination: From policy to practice Organized by UCLA Williams Institute and UCLA Executive Education M. V. Lee Badgett It’s one thing to pass federal and state legislation to protect LGBT people in the workplace, it’s another to put such laws into practice. Even when companies adopt policies that follow or improve on legal requirements, do they actually change workplace climate and help to attract and retain talented workers? How can companies measure the impact of their policies? What new challenges are created when such policies are adopted? In this session, Williams Institute Research Director Lee Badgett will discuss the challenges of putting new corporate policies in practice, with a focus on anti-discrimination and domestic partnership policies.

Level: intermediate Track: featured speaker Target audience: all Room: 411-Theatre 2010 Out & Equal Workplace Summit 97

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Session 6 11:00–12:30

workshops After the dust settles: Rebuilding your ERG Ann Dunkin, Stephanie Puentes In today’s corporate environment, change is the only constant.

Significant organizational changes like mergers, acquisitions, and divestitures can adversely affect even the most robust employee resource group. When the dust settles, you may find that you’ve lost key people and resources, and that 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.

Level: intermediate Track: ERG engagement Target audience: ERG members Room: 409-B

Bringing the T to the ERG: Advocating for a transgender-inclusive workplace Masen Davis, Kristina Wertz Are you ready to prioritize transgender issues in your employee resource group? Is your ERG in a position to improve the experience of your transgender coworkers?

Come learn about challenges and opportunities facing transgender people in the workplace, strategies to support transgender employment, and ways to advocate for good policies and practices in your company. From health benefits to restroom access, we’ll tackle some of the most pressing issues your ERG can take on.

Level: intermediate Track: ERG engagement Target audience: ERG members Room: 503

Can we talk? Partnership counseling for your ERG Michael Bolin, Marjorie Hill, Ph.D., Milton Irvin, Patrick Sheahan, Ph.D., Andrew Wallace In just 90 minutes, learn how to boost your employee resource group with valuable injections of creativity, visibility, and productivity by creating and leveraging deep and lasting partnerships across your organization, and with the LGBT community at large. Learn how UBS has built 98 2010 Out & Equal Workplace Summit

and sustained internal relationships with our CEO’s office, community and public affairs, diversity, and communications and marketing. In addition, we’ll hear from the CEO of Gay Men’s Health Crisis, Dr. Marjorie Hill, how to get the best out of your nonprofit relationships. There will be the opportunity to hear expert advice from our esteemed panel, as well as the chance to share your successes and war stories in an interactive group discussion.

Level: intermediate Track: ERG engagement Target audience: ERG members Room: 507

Count me in: Including LGBT in workplace demographic data collection Michael Bach, Elaine Newman Traditionally, when employers collect demographic data about their staff, the LGBT community has not had the opportunity to be included. We’ve heard numerous excuses, but none of them get to the point—we want to be counted. This workshop will follow the journey of how KPMG in Canada, with assistance from Global Learning, successfully introduced LGBT as an identifier in their data collection process—first on their employee satisfaction survey, and then on their state-of-the-art diversity profile tool.

Level: advanced Track: workplace climate—policies to practice Target audience: all Room: 501-C

Creating the strategic partnership: Walmart and Services and Advocacy for GLBT Elders (SAGE) Michael Adams, Crosby Cromwell, Bruce Gillispie, Sharon Orlopp Recent trends in corporate philanthropy in the LGBT space reflect companies’ growing interest in community partnerships that move beyond event sponsorships and connect philanthropic goals with business needs.

Walmart and SAGE, a nonprofit organization whose mission is to lead in addressing issues related to LGBT aging, recently launched SAGEWorks, a comprehensive employment-readiness training program and on-line

friday workshops resource center for LGBT older adults. This workshop discusses SAGEWorks and shares best practices and strategies from the creation of this mutually beneficial partnership. Walmart’s senior management, office of diversity, and LGBT associate resource group, as well as SAGE’s executive director, discuss how communication between the two organizations began, how shared goals were identified, and how the partnership found the support necessary to reach fruition.

Level: intermediate Track: diversity & community Target audience: all Room: 511-C

ERGs and employees in the beverage alcohol business: Driving for change in a conservative industry Marilyn Beardsley, Esq., Mark St. Cyr, Anthony Gajewski, Lou Willsea The wine and spirits industry is conservative by consumer product group standards, with structural and philosophical roots going back to Prohibition. A handful of suppliers, distributors and retailers are embracing full LGBT equality in their workplaces, and interacting with each other to socialize LGBT equality throughout the three-tier beverage alcohol distribution system.

Level: intermediate Track: ERG engagement Target audience: all Room: 410

Giving (and getting) back: Nonprofit boards for beginners Sara Johnston, 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. Yet 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. Come hear a panel of nonprofit professionals and corporate volunteers

discuss the challenges and opportunities of joining a nonprofit board.

Level: introductory Track: personal & professional development Target audience: all Room: 506

GLAAD media training for leaders Rashad Robinson, Dannie Tillman The Gay & Lesbian Alliance Against Defamation’s (GLAAD) media field strategy team will lead a media training session to assist a diverse array of organizations and employee resource groups in generating additional media coverage for LGBT issues within their organizations, as well as in their local communities. The training will focus on three core areas for increasing the media competency of participants: sharing your story, developing media relations and communicating your message.

Level: intermediate Track: ERG engagement Target audience: all Room: 511-B

Health benefits for transgender and transsexual employees, the WPATH Standards of Care, and the CEI Jamison Green, Samir Luther, André Wilson, M.S. This workshop is designed to help employers achieve fully-inclusive health insurance with respect to the Corporate Equality Index 3.0 criteria and the World Professional Association for Transgender Health’s Standards of Care. Based on our experience with CEI-rated employers’ plans, we’ll walk through and take questions about tips and best practices, pitfalls to avoid, and educational resources to address misconceptions.

Level: intermediate Track: law & policy Target audience: HR

& diversity professionals, benefits

professionals Room: 409-A

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Session 6 11:00–12:30

workshops I love you, may it please the court David M. Hall, Ed.D. This workshop will examine the legal issues surrounding same-sex marriage, specifically focusing on Perry v.

Schwarzenegger, the case seeking to overturn California’s Proposition 8, which banned same-sex marriage.

Often the debate about same-sex marriage involves people sharing their opinions. However, there are clear legal and constitutional arguments that will and are being made in court. This workshop helps participants frame the marriage equality debate from a cognitive perspective rather than an emotional one. It will deconstruct the legal arguments on both sides and make them accessible for everyone to understand.

Level: intermediate Track: diversity & community Target audience: all Room: 511-A

Leveraging change management concepts to maximize impact of LGBT programs Bryan Schneidmuller In this interactive workshop, you will gain knowledge about change management, including understanding the nature and elements of change as it relates to the design, planning, and execution of an LGBT program in your organization. You will also be introduced to the complexities associated with introducing LGBT programs and how the steps of change management will support smooth program execution.

Level: introductory Track: ERG engagement Target audience: all Room: 505

LGBT issues in an international setting Eleanor Mulligan, Scott Safier, Sarah Stuart Supporting diversity and inclusion in an international organization presents many challenges, including cultural, legal, and social barriers. Supporting LGBT employees is incredibly important, but can also be very challenging for multi-national corporations. In many countries, LGBT 100 2010 Out & Equal Workplace Summit

people face open discrimination, violence, and criminal prosecution. Utilizing employee resource groups to help navigate these challenges and develop inclusive workplace practices globally has proven to be successful for Google. Google’s LGBT ERG has been both reactive and proactive in our international offices to support our colleagues, including being the first corporate sponsor of Pride in Israel, sponsoring Europride in Poland this year, and creating LGBT affinity groups in Latin American countries. In this workshop, we will use Google’s experience as a case study for how ERG involvement can enable companies to scale their inclusion efforts globally and customize these efforts for the individual offices and cultures in which they operate. Participants will gain an understanding of some of the issues faced by LGBT employees in a global company, hear about ideas that have worked and some that have not, and exchange ideas, experiences, and strategies from other companies.

Level: introductory Track: international Target audience: ERG members Room: 518

LGBT supplier diversity: How you can make an impact at work and in the community Dawn Ackerman, Carol Attak, Victoria Fulkerson, Thompson Harner, Frantz Tiffeau Jr. The National Gay & Lesbian Chamber of Commerce’s (NGLCC) rapidly expanding LGBT supplier diversity initiative offers a host of opportunities for members of corporate employee resource groups to get involved nationally and in their local LGBT business community. Certification for LGBTowned businesses is helping to empower the LGBT community and increase access to contracts as well as business development opportunities with corporations across the country and around the globe. In 2011, the Human Rights Campaign’s Corporate Equality Index will score corporate America on its commitment to LGBT supplier diversity. Learn how corporate ERGs and their members play a vital role in this process and find out how you can help expand opportunities for LGBT businesses and entrepreneurs. Attendees can expect to hear an overview of the NGLCC’s certification process as well as ways to engage your company in LGBT supplier diversity. NGLCC Corporate Partners Ernst & Young and Office Depot, along with NGLCC-certified company

friday workshops OutSmart Office Solutions, will share their experiences of becoming active on the local and national levels with LGBT supplier diversity and the NGLCC. Level: introductory Track: law & policy Target audience: ERG members Room: 501-A

London calling: An overview of the LGBT legal profession in the United Kingdom Petra Braybrook, Madeline Lasko, Stephen Ward, Daniel K. Winterfeldt, Esq. A presentation of two ground-breaking studies of the career experiences of LGBT people in the legal sector in the United Kingdom, carried out jointly by The InterLaw Diversity Forum for LGBT Networks and The Law Society of England and Wales. The Survey of LGB Solicitors 2009/10 asked LGB solicitors about their experiences within the legal profession. The LGBT Judicial Diversity Survey 2009/10’s aim was to address perceptions of the judiciary from the angle of sexual orientation. The session will cover how the two studies were developed and implemented, what we learned, and the next steps to take.

We will also compare the studies with similar studies on women and people of color in the U.K. legal profession.

Level: intermediate Track: international Target audience: all, legal professionals Room: 502-B

Rock the ages: Generational differences and ERGs Blake Gaither, F. Chase Hawkins, Frankie O’Connor, Kristy Thomsen, Louise Young, Ph.D. Four distinct generations are now occupying the same workplace. The different characteristics of these generations have enormous potential impacts on employee resource groups, especially regarding their focus and cohesion. Raytheon ERG leaders from all four generations will discuss the characteristics of their generation and will share results of a Raytheon ERG leaders’ lunch, held during Out & Equal’s Summit, where generational differences and their effect on the future of ERGs were addressed. Come to our workshop to learn how to start the conversation in your own company.

Level: introductory Track: diversity & community Target audience: all Room: 408-A

Tweet me L8R: Discovering the benefits of working with Gen Y Paul El-Meouchy, Tim Garippa, Nate Parker, Karina Radulescu, Leah Reynolds RT @workplacesummit: Join us 2 learn benefits Gen Y brings 2 companies & how 2 work w/ or manage them. #Boomers #Millennials #LGBT #Equality. Gen Y members are very connected to technology, information, and each other and this means they are going to be productive and dynamic leaders of the future workplace. We will share insight on effective communication and management strategies across generations.

Level: intermediate Track: personal & professional development Target audience: organizational leadership (executives/ management) Room: 510

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Session 6 11:00–12:30 workshops Two moms, two dads, Dora, Bratz, and GI Joe: Navigating the gender divide with your kids Elizabeth Birch, Gina Reiss, Mike Syers As an LGBT parent, things are complicated when it comes to gender. Raise your daughter as a good feminist or fight the good fight against Barbie, Hannah Montana and the pink Princess? Give your son the Hulk, Transformers, and GI Joe, or fight the macho toys and encourage him to be a little metrosexual? Your father-in-law goes red when he sees your son’s one doll, while your mom worries you’re raising your daughter to be gay. Gender is fraught for all parents, especially gay ones.

Level: intermediate Track: diversity & community Target audience: ERG members Room: 512

We see a world of potential.

Do you?

At HSBC, we make the most of the world’s potential. Throughout the years, we’ve learned that keeping an open mind to the world’s opportunities means we can help others make the most of them. And we’re excited to see how far each of us will go.

HSBC is proud to be a sponsor of the 2010 Out & Equal Workplace Advocates Annual Summit.

hsbcusa.com/careers

Issued by HSBC Bank USA, N.A. 2010 © HSBC Bank USA, N.A. 2010 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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Plenary speakers Sponsored by Paul Hastings and Xerox

Chely Wright

Chai Feldblum

Chely Wright—who launched her music career nearly two decades ago—made headlines in May 2010 when she came out as a lesbian, becoming the first major country music star to live her life openly. Wright’s debut album, Woman in the Moon, was released in 1994 and attracted rave reviews from country music critics, earning her a Top New Female Vocalist Award from the Academy of Country Music. She has released six additional studio albums, with hits including “Single White Female,” “Shut Up and Drive” and “Jezebel.” In May, when she came out, she released her book Like Me, a highly praised autobiography in which she tells the story of her personal journey of living in the closet and eventually deciding to live her life honestly.

Chai Feldblum was nominated to serve as a Commissioner of the EEOC by President Barack Obama on September 15, 2009. Prior to her appointment to the EEOC, she was a Professor of Law at the Georgetown University Law Center, where she had taught since 1991. At Georgetown, she founded the Law Center’s Federal Legislation and Administrative Clinic, a program designed to train students to become legislative lawyers. As co-director of Workplace Flexibility 2010, Feldblum has worked to advance flexible workplaces in a manner that works for employees and employers.

Feldblum previously served as legislative counsel to the AIDS Project of the American Civil Liberties Union. In this role, she developed legislation, analyzed policy on AIDS-related issues, and played a leading role in drafting the ground-breaking Americans with Disabilities Act of 1990.

Feldblum has also worked on advancing lesbian, gay, bisexual, and transgender rights and has been a leading expert on the Employment Nondiscrimination Act. She clerked for Judge Frank Coffin of the First Circuit Court of Appeals and for Supreme Court Justice Harry A. Blackmun after receiving her J.D. from Harvard Law School. She received her B.A. degree from Barnard College.

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bios A Aaron Aanenson Harnessing social media for ERG outreach, awareness, and engagement Aaron Aanenson works at Booz Allen Hamilton in McLean, VA, where he supports the EPA in testing, designing, and analyzing information systems. One of his passions is traveling, which has led him to visit 14 countries, as well as live abroad in Bogotá, Colombia. He recently graduated from Pace University, and is a long-time supporter of the gay rights movement, working with various organizations and the religious community.

Michael Abata Hitting the bullseye: How your ERG can engage leaders and drive business results Michael Abata has played a pivotal role in executing new strategies put forth by leadership in his role as business initiatives chair on Target’s GLBT Business Council. His position within Target’s guest insights team has provided the council with a wealth of robust research, which has been used to better align Target’s core values to the needs and desires of guests and team members.

Wesley W. Abrameit Managing through difficult economic times Wes Abrameit is vice president for commercial operations data management at Citi, where he oversees an area that is responsible for producing critical management information systems, while administering all bank control record modifications and rate updates for the business side of the bank at the Citibank Client Services site in San Antonio. Wes, with a group of colleagues, organized and founded the Citi Pride Network in San Antonio in 2005, where he currently serves as co-chair. He has a bachelor’s degree in business administration from the University of the Incarnate Word and will complete his M.B.A. next year.

Dawn Ackerman LGBT supplier diversity: How you can make an impact at work and in the community Dawn Ackerman is founder and CEO of EcoToner, a green office supply company in Los Angeles, and also the president and chief financial officer of OutSmart Office Solutions, a Seattle-based LGBT green office supply company certified by the National Gay and Lesbian Chamber of Commerce (NGLCC). She has served on the board of the Los Angeles Gay and Lesbian Chamber of Commerce for the last six years, including two terms as president, and is currently on the NGLCC’s national procurement council. She was honored to be named the 2006 Planet Out “LGBT Entrepreneur of the Year.”

Michael Adams Creating the strategic partnership: Walmart and Services and Advocacy for GLBT Elders (SAGE) Michael Adams is the executive director of SAGE (Services & Advocacy for GLBT Elders). Located in New York City, SAGE is the oldest and largest such organization in the country. Previously, Michael 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 Changing the way we work and live: Inclusive policies, practices, and processes Rob Adkisson is the commercial services marketing manager at Cisco Systems. He is the 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 creates a companywide “tell-your-story” project to promote diversity.

Jane Allen Is the ERG obsolete? How to keep your ERG relevant in a rights-friendly environment Jane Allen is a partner and chief diversity officer at Deloitte, and national leader for power and utilities. As chief diversity officer, she is responsible for implementing 2010 Out & Equal Workplace Summit 107

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strategies to ensure a diverse and inclusive work environment across Canada, and is the company’s spokesperson on diversity matters. Jane also retains her client service responsibilities, specializing in strategy and business performance improvement, and consults to energy clients in Canada and internationally. Prior to joining Deloitte, she was assistant dean at the University of Toronto, and a policy advisor for the Ontario Ministry of Energy and the Ontario Women’s Directorate.

Stewart T. Anderson The Safe Space Program Using drama to overcome drama: Confronting our phobias and “isms”

SYMANTEC IS It is our vision to enable all people to work and play freely

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Stewart Anderson is a business operations manager in Hewlett-Packard’s personal systems group. He is currently the chair of HP’s global PRIDE leadership council and is an active trainer in HP’s Safe Space Program. Stewart is a diversity champion in his community as well, serving as vice president of PFLAG’s Northern Colorado chapter, on the Martin Luther King Celebration planning committee, and participating in the local initiative for Freedom to Marry Day. He is an alumnus of the UCLA Leadership Institute, and Out & Equal’s Executive Forum. Stewart lives in Fort Collins, CO, with his husband, Jim. They have two grown children, and when not hiking in the woods around their cabin, they are exploring the strange new territory of being empty-nesters.

Amy Andre Bisexuality: The impact of the workplace and the media on bisexual lives Featured from CNN to Cosmo for her work as a bisexual/ LGBT activist, Amy Andre is the co-author of Bisexual Health and the executive director of San Francisco Pride.

With a master’s degree in sexuality studies (focused on bisexual identity), Amy has taught thousands of people at over 100 conferences, businesses, and schools. Recently, she earned an M.B.A. in nonprofit management from UC Berkeley’s acclaimed Haas School of Business. Visit amyandre.com for details.

Jeff Anthony From marketing to outreach: How to make an ERG relevant Symantec is an equal opportunity employer. symantec.com/careers Symantec is proud to: · Support the Employment Non-Discrimination Act (ENDA) · Achieve a 100% rating in the 2010 Human Rights Campaign (HRC) Corporate Equality Index Copyright © 2010 Symantec Corporation. All rights reserved. Symantec and the Symantec Logo are trademarks or registered trademarks of Symantec Corporation or its affiliates in the U.S. and other countries. Other names may be trademarks of their respective owners.

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Jeff Anthony is a creative manager at Kimberly-Clark Professional, a division of Kimberly-Clark, where he is a steward for key brands such as Scott, Kleenex, Wypall, and Kimtech. He is the creative manager for all print and interactive marketing campaigns for customers such as Home Depot, Lowes, Wal-Mart, and Sam’s Club. He is an active member of the Pride employee resource group.

CHEVRON, the CHEVRON HALLMARK and HUMAN ENERGY are registered trademarks of Chevron Intellectual Property LLC. Š 2009 Chevron Corporation. All rights reserved.

Our people are as diverse as their ideas.

tplace, rldwide marke To work in a wo represents workforce that Chevron has a siness, we rever we do bu the world. Whe for our ity is essential believe divers . Because d partners alike employees an human ts of view, our with more poin er. es even strong energy becom om. visit chevron.c To learn more,

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100 PERCENT HRC PROUDLY SUPPORTS OUT & EQUAL AND THE COUNTLESS ACTIVISTS WHO MAKE EQUALITY IN THE WORKPLACE A REALITY. CONGRATULATIONS TO ALL THE COMPANIES THAT SCORED 100 PERCENT ON THE 2011 CORPORATE EQUALITY INDEX.

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He received his bachelor’s degree in design and marketing from the University of Michigan and currently lives in Decatur, GA.

Toni Atkins The future of LGBT equality: The intersection of public policy and business leadership Toni Atkins served two terms on the San Diego city council, from 2000 to 2008. She was chosen to serve as deputy mayor in 2005 during a vacancy in the mayor’s office. During her tenure Toni chaired the city council’s Committee on Budget and Finance, the Public Safety & Neighborhood Services Committee, and sat on the Audit, Land Use and Housing, Natural Resources and Culture, and Rules committees. Toni represented the City of San Diego on various boards and executive committees and was considered a leader in areas of affordable housing, workers’ rights, and neighborhood services and revitalization. A key accomplishment on behalf of the LGBT community was when she persuaded the city council and the mayor to add the City of San Diego to a friend-of-thecourt brief in support of marriage equality in 2007. Toni has received dozens of awards for her work both in and out of office, including the Gay and Lesbian Leadership Award from the Lesbian and Gay Victory Fund in honor of her leadership as the deputy mayor. Since leaving office, Toni has joined LeSar Development as a senior policy analyst, where her focus is affordable housing projects.Toni, originally from southwestern Virginia, graduated from Emory & Henry College with a degree in political science with a focus on community organizing. In July 2004, she completed the Senior Executive Program at the prestigious John F. Kennedy School of Government at Harvard University. Toni currently resides with her spouse, Jennifer LeSar, and their standard poodle, Haley.

Carol Attak LGBT supplier diversity: How you can make an impact at work and in the community Carol Attak is U.S. supplier diversity program coordinator for Accenture, where she is responsible for the day-today initiatives, deliverables, and processes of the program. She manages the online supplier diversity management tool, interfaces with client teams to assist in meeting client requirements, works with procurement sourcing managers to incorporate supplier diversity into the procurement process, helps manage the Diverse Supplier Development Program, manages the spend reporting process, and interacts with diverse suppliers interested in doing business with Accenture.

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Jonathon Aubry Entertaining brands: Reaching an LGBT audience Jonathon Aubry oversees all West Coast entertainment advertising partnerships for Here Media. Previously, he was vice president, marketing and distribution, for Regent Releasing, and directed the marketing and publicity campaigns for all of Regent’s theatrical and DVD releases. In addition to his professional work, Jonathon is very active in the arts community and serves on the board of Los Angeles’ Outfest Film Festival, where he co-chairs the development committee.

Tim Avant Real and relevant issues of LGBTQ members: Expanding how we define diversity training Tim Avant suffered through rape and abuse during his teen years, but finished high school thanks to an intervention from his family. Following graduation he got a leading role in a nationally touring play and enrolled in college. He was sure that his life was finally on the right track when he got the news that would turn his life upside down. On his twenty-first birthday, after months of ignoring pain, he was rushed to the emergency room. Doctors informed Tim and his mother that he had second-stage syphilis, hepatitis A and B, a swollen spleen, kidney damage, and HIV. His life came to a halt, but the love and support of his mother helped him get through the difficult times. His past, present, and future have inspired him to educate as many people as he possibly can about HIV and AIDS.

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Michael Bach works at KPMG as the Canadian national leader for diversity, equity, and inclusion. He has worked tirelessly for the past five years envisioning, implementing, and refining solutions that have helped make KPMG a recognized leader and employer of choice with regards to diversity and inclusion. Michael has served as founding chair of both pride@kpmg, KPMG’s LGBT people network, and Pride at Work Canada, an LGBT workplace organization, and has been a member of the board for numerous organizations, including the University of Toronto’s sexual diversity studies program, the LGBT Youth Line, the Canadian Gay and Lesbian Chamber of Commerce, and the Toronto Region Immigrant Employment Council. KPMG was recently named one of Canada’s Best Employers

Gay men and lesbians are more engaged and active social media users*

And knowing that, is our business.

With proprietary tools and our premier partnership with Witeck-Combs Communications, we bring unparalleled reach and experience to understanding the thoughts, concerns, attitudes and practices of LGBT consumers.

Our new revolutionary research platform, Harris Interactive Research LifestreamingSM, allows us to collect and study online postings and other survey-based and behavioral data, giving us a never-before-seen 360-degree view of particular consumers.

We’re Harris Interactive. And we know LGBT research. We’ve been conducting it for decades.

Proud sponsor of the Out & Equal Summit.

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

And since so many gay and lesbian adults have given us the OK to survey them. We do. Often.

Harris Poll® LGBTQuery – our online omnibus survey – provides timely, accurate answers to all ranges of questions regarding this highly influential and brand loyal group. *54% of gay men and lesbians read blogs online, compared to just 40% of heterosexual adults; 73% of gays and lesbians are members of Facebook, compared to 65% of heterosexuals; and, 55% of gay men and lesbians on social networking sites make daily visits, compared to just 41% of heterosexual adults who do the same. (source: Harris Poll®, N=2412, June 14-21, 2010)

ahead of what’s next.

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It’s knowing you’re working with a company that understands your needs.

At MassMutual, we understand you have specific needs and concerns regarding your financial goals. And we’re committed to offering products and strategies to help you get there. We’re proud to have an inclusive work environment that provides employees a chance to engage, excel and grow. And we’re proud of our 100% rating on the Corporate Equality Index from the Human Rights Campaign.1 It’s just another reason why MassMutual is a good decision.

For more information, visit MassMutual.com Life insurance + retirement/401(k) PLan services + DisabiLity income insurance + Long term care insurance + annuities

MassMutual Financial Group refers to Massachusetts Mutual Life Insurance Company (MassMutual), its affiliated companies and sales representatives. Insurance products issued by MassMutual, Springfield, MA 01111 and its subsidiaries, C.M. Life Insurance Company and MML Bay State Life Insurance Company, Enfield, CT 06082. 1www.hrc.org. Rating is for calendar years 2007, 2008 and 2009. CRN201106-122003

for New Canadians and one of Canada’s Best Diversity Employers for 2010. This is the third consecutive year that KPMG has received both these honors. Michael was also the 2010 recipient of the Canadian HR Reporter Individual Achievement Award and received KPMG’s CEO Community Excellence Award for his contributions to the larger LGBT community.

Rob Bacinski Is the ERG obsolete? How to keep your ERG relevant in a rights-friendly environment Rob Bacinski is a manager in Deloitte’s technology strategy practice, as well as a co-founder of the LGBT Employees at Deloitte (LEAD) people network in Canada. In this role, he has helped to develop this employee resource group from the ground up, building membership among LGBT practitioners and allies within the firm and forging alliances with other LGBT business organizations across the country. Rob has recently embarked on a broad-ranging initiative, in partnership with ERGs in other Deloitte member firms, to promote LGBT inclusiveness across the firm globally.

M.V. Lee Badgett Anti-discrimination: From policy to practice 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’s degree in economics from the University of Chicago and a doctorate in economics from the University of California, Berkeley. Her book, Money, Myths, and Change: The Economic Lives of Lesbians and Gay Men (University of Chicago Press), presents her groundbreaking work on sexual orientation discrimination and family policy.

Alan Baer Implementing and sustaining gender identity nondiscrimination practices As of September 2007 Alan Baer has assumed the role of senior vice president of People and Information, responsible for all employee and labor relations, training and development, compensation and benefits, maintaining the integrity of Kimpton’s unique culture and the strategic direction of future technology. Alan, who joined KHRG in February 2002, has significant experience directing diverse teams of employees, spearheading innovative employee programs, as well as developing a systematic approach to succession planning. Alan is a graduate of California State University Northridge, with a degree in finance and administration.

Pat Baille

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Checking the box: The self-identification of LGBT employees at your business Building bridges toward LGBT diversity Pat Baille has been with Out & Equal since January 2008.

She retired as a government contractor in 2007 and from the U.S. Air Force in 1993 as a major. Her entire career has been involved with training, adult education, and LGBT activism. Pat has a master’s degree in physical education and traditional Chinese medicine with minors in psychology and biology. Developing classroom and online training programs, Pat works daily for LGBT workplace equality.

Scott Ballina A tale of two mommies (and daddies too): Unique challenges faced by LGBT parents in the workplace Scott Ballina is a senior manager with Deloitte Consulting LLP’s intelligence community practice. He has been with Deloitte for more than eight years, and has served a variety of clients, including the U.S. Navy Supply Systems Command, the special inspector general for Iraq reconstruction, and several U.S. intelligence agencies. He focuses on business process design and re-engineering, and implementation of SAP, PeopleSoft, Momentum, and custom development business solutions.

Stephanie C. Battaglino Implementing and sustaining gender identity nondiscrimination practices So what do we do now? A guide to transgender workplace transition for LGBT and allies Transgender 101: Transgender information for the nontrans community Stephanie Battaglino is an assistant vice president and communications director at New York Life, responsible for coordinating internal communications activities targeted to the agent sales force. Stephanie serves on the board of directors of the LGBT Community Center of New York, on the leadership council of the Out & Equal Metro New York affiliate, and as a member of Out & Equal’s transgender advisory committee. She resides in Cliffside Park, N.J. with her partner Mari and her son Andrew.

Toni Battle Homophobia in the black community: What’s up with DADT? Wake up to the new ally in town Toni Battle has more than 15 years experience as a diversity and communications consultant, and as an equal 2010 Out & Equal Workplace Summit 115

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employment opportunity manager. She specializes in diversity training, cultural dynamics, race relations, and intra-racial prejudice. She is currently working on a book about her experiences as an African-American Gen-X female manager in the American workplace. Toni holds a bachelor’s degree in English and a master’s in communication studies and is a certified diversity practitioner.

Bryan P. Baugh, M.D. LGBT health disparities: Another case for partner benefits Dr. Bryan Baugh is the associate medical director at Tibotec Therapeutics, a Johnson & Johnson company. His responsibilities include supporting the implementation of clinical affairs strategies for Prezista and Intelence, and he also serves as the company safety officer. Previously, Bryan worked for Roche Pharmaceuticals. Prior to joining Roche, Bryan was a medical director at the Whitman Walker Clinic in Washington, DC, an LGBT healthcare organization that also provided HIV primary care.

Julie Beach Twitter for human resources staff: Minimize your time, maximize your return Julie Beach joined Out & Equal Workplace Advocates in the spring of 2008 as career development manager. Responsible for launching Out & Equal’s Web-based LGBT career development program, she is a seasoned technology expert and trainer. Julie also received a master’s degree in industrial psychology with an emphasis on LGBT career development after a 15-year management career with Pacific Gas and Electric. While obtaining her degree, she worked in the human resources department at Autodesk. Enabling LGBT individuals to develop successful careers with supportive companies and organizations has been a long-time passion for Julie.

Marilyn Beardsley, Esq. ERGs and employees in the beverage alcohol business: Driving for change in a conservative industry Marilyn Beardsley is corporate senior counsel in the real estate law department of Safeway, as well as a founding member and chair of Safeway’s Gay & Lesbian Alliance Network group. She received her bachelor’s degree from the University of Wisconsin, Madison, and her J.D. from the University of California, Berkeley. Marilyn is an out lesbian and has been with Safeway since February 1997.

Rachel Beitz Executive sponsors: Use ‘em or lose ‘em The care and feeding of allies during the Out & Equal Summit Rachel Beitz is a principal software engineer at Raytheon and has worked at the company for 17 years in Tewksbury, MA, Richmond, BC, and Aurora CO. Currently, she is a member of the software engineering process group in Tewksbury. Additionally, she is vice president of the Raytheon global LGBT employee resource group. Prior to Raytheon, Rachel spent six years in the Army, stationed in West Germany and Saudi Arabia. In her spare time, she volunteers as a speaker for the Greater Boston PFLAG Safe Schools program. Rachel lives in Lowell, MA.

Bojana Bellamy Strength in numbers & going global: Local labor & privacy issues when collecting data from a global LGBT network Bojana Bellamy has more than 16 years of experience in international data privacy law and practice. She works for Accenture in London as director of data privacy, and is responsible for the company’s data privacy compliance program worldwide. Bojana is a member of the board of directors of the International Association of Privacy Professionals and participates in a number of other data privacy industry groups. Her master’s thesis on the European Community Draft Directive on Data Protection earned her a degree from the European University Institute in Florence, Italy. She also has a law degree from Belgrade University and a diploma of advanced European legal studies from the College of Europe, Bruges, Belgium. Bojana is fluent in English, French, Italian, Serbian, and Croatian.

Ken Bester From marketing to outreach: How to make an ERG relevant Ken Bester is a product developer in Kimberly-Clark’s personal care business, where he has worked for ten years. He has been an active member of the Pride employee resource group for eight years and the group’s co-chair for five years. Ken has a bachelor’s degree in chemical engineering from the University of Alabama and currently resides in Appleton, Wis.

Elizabeth Birch Two moms, two dads, Dora, Bratz, and GI Joe: Navigating the gender divide with your kids Elizabeth Birch is the founder and principal of TrueBlue Inclusion, a consultant firm focused exclusively on best practices and resources for CEOs as well as chief diver-

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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

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sity, ethics, and social responsibility officers. She is a former worldwide director of litigation at Apple, and as the former executive director of the Human Rights Campaign, she built it into one of the country’s largest nonprofits for the LGBT movement. Elizabeth is the mother of 11-yearold twins.

Michael Black From marketing to outreach: How to make an ERG relevant Michael Black has been with Kimberly-Clark for five years and is currently the demand analyst and production planner supporting Europe, the Middle East, and Africa for Kimberly-Clark Healthcare. He holds a bachelor of arts degree from the Royal Military College of Canada and a bachelor of science from Southeastern University. He is single and lives in Atlanta, where he is an avid walker and a member of the Atlanta Front Runners Club. He has been working with PRIDE @ K-C for two years.

Michael Bolin Can we talk? Partnership counseling for your ERG Michael Bolin is the chief of staff to the CEO and chairman, UBS Group Americas and president of UBS Investment Bank. Most recently, he was the global head of strategic cost management for UBS Investment Bank.

Michael has extensive experience in a variety of business and logistics roles since joining the firm in 1980, including chief operating officer of fixed income, chief administrative officer, global head of human resources, and chief of staff to the CEO of UBS Investment Bank.

Matt Bosrock Diversity and inclusion strategies beyond the United States Matthew Bosrock is the deputy chief executive officer of HSBC Bank Canada, where he is accountable for leading major change initiatives, improving work processes, and re-positioning the company’s business model for future success. He joined the HSBC Group in San Francisco in 1991, and has served in high-profile positions in Dallas, Hong Kong, Bangladesh, South Africa, and Greece.

Additionally, he is a global advisor to Education Africa, a South Africa-based non-governmental organization, and established an orphanage in Bangladesh. Matthew holds a bachelor’s degree from Boston College and an M.B.A. from Duke University. He is married and has three children.

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Petra Braybrook London calling: An overview of the LGBT legal profession in the United Kingdom Petra Braybrook is a personal assistant in the international corporate practice of the London office of Simmons & Simmons, and has more than twenty years experience in the legal sector. Petra co-chairs the InterLaw Diversity Forum for LGBT Networks, and initiated and heads the women’s initiative within the Forum. Her hobbies and pastimes include music and drama. She has experience in amateur theater and band work, including directing plays and running acting workshops.

Tracie Brind Why do they need to tell me? How Citi is looking to overcome unconscious bias Tracie Brind is a vice president at Citi in the Europe, Middle East, and Africa information services group, based in London. She joined Citi in August 2005 and is currently chief of staff, providing management information and co-ordinating projects and financial budgets and forecasts for the senior management team. Tracie has been a co-chair of the Citi Pride London network since 2008 and represents the bank on the committee for the Gay Women’s Network.

Jennifer Brown High-impact ERGs: Building a roadmap for business effectiveness Next-generation organizations, next-generation talent: Leveraging the changing face of LGBTA leaders and customers Jennifer Brown, CEO of Jennifer Brown Consulting, has been driving innovation and business results through a lens of diversity and inclusion since 2004, aligning the untapped value proposition of the emerging workforce to the triple bottom line: people, planet, and profits. Jennifer is a recognized leader in employee resource group development. She is a two-time finalist for the Wells Fargo LGBT Business Owner of the Year Award and was named Social Entrepreneur of 2010 by the New York City chapter of the National Association of Women Business Owners.

Joel A. Brown What they don’t teach you in diversity school: How to ignite a successful diversity initiative Joel Brown is the chief visionary officer of Pneumos, a management consulting firm. Pneumos provides service to its clients in five areas: cultural competency, leadership training, organizational development, conflict resolution, and life and executive coaching. The firm specializes in

Making the world a better place At TI, we value diversity and are committed to ensuring that our lesbian, gay, bisexual and transgender employees can be open about who they are, advance in their careers and fully contribute to the company’s growth by being part of an inclusive environment.

TI is proud to sponsor the Out & Equal 2010 Workplace Summit. We share Out & Equal’s vision of workplace equality and inclusion for all, regardless of sexual orientation, gender identity, expression or characteristics.

www.ti.com/diversity

The platform bar is a trademark of Texas Instruments. © 2010 Texas Instruments.

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creating synergistic cultures where employees can become leaders and organizations can become enterprises of success. Clients include the City and County of San Francisco, the Bar Association of San Francisco, Kansas City Power & Light, and Applebee’s International on matters involving diversity, inclusion, and equity. Joel has also served as an advisor to the Human Rights Campaign.

In 2009, his article, “A Black Person Is a Gay Person’s Best Friend: Bridging the Cultural Divide,” was published

by Legal Services of Northern California. Joel has been a member of the San Francisco Bay Area Out & Equal regional affiliate since 2008.

Michelle Brown Managing through difficult economic times Michelle Brown is an officer in the financial services operations unit of the consumer banking division at Citi. She is responsible for managing critical settlement processes and financial wire transfers for Citibank. She is a founding council member of Out & Equal St. Louis and has cochaired the Citi Pride Network, St. Louis, for the last four years. She holds a bachelor of science from Truman State University and enjoys volunteering for LGBT community service and causes.

Renee Brown Our communities, our careers, and our families: Being an LGBT parent in the workplace Renee Brown is a senior vice president and the director of wealth, brokerage and retirement marketing at Wells Fargo. She has been with the company since 1997 when she joined Wachovia. Since then she has held numerous marketing leadership roles, including serving as Wachovia’s director of brand management. Today, Renee’s responsibilities include the development and integration of marketing strategies and programs across three investment- and financial planning-focused businesses. She manages a team of more than 100 located in San Francisco, Charlotte, St. Louis, and Minneapolis. Renee has a master’s degree in communication theory from LSU and is a Phi Beta Kappa honor society member. Prior to Wells Fargo, she worked for two community banks in Louisiana in various marketing roles. She worked for nine years in radio broadcasting as an announcer and traffic reporter in Lafayette and Baton Rouge, Louisiana, before entering financial services. She and her partner have a 7-year-old daughter, Sydney, as well as four cats, two birds and a new puppy. They live in Cornelius, NC.

S:7.5”

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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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Heidi Bruins Green Bisexuality: The impact of the workplace and the media on bisexual lives Bisexuals at work: New global survey data Heidi Green has enjoyed “data mining” for most of her professional career, with twenty-plus years in accounting and eight years performing surveys and needs assessments for conferences, workshops, and training materials. She has delivered workshops on bisexuality in the workplace for ten years, and is the driving force behind the newly formed Out & Equal Bisexual Advisory Committee. A finance and human resources person by education and experience, Heidi now designs e-learning courses using brain science technology to promote engagement and knowledge retention. She is ecstatically happy living in the San Francisco Bay Area with her husband Jamison Green, whom she met at the 2001 Summit. With Jamison’s daughter Morgan having worked for Out & Equal’s national office for three years before leaving for graduate school, their story is a real Out & Equal fairy tale!

Sheri Burnham Sexual harassment through the eyes of LGBT employees Sheri Burnham is passionate about living life to the fullest and is on a mission to create inclusive work environ-

ments and communities. An entrepreneur at heart, she has helped start 11 companies and is currently a social media marketing consultant in Boulder, CO. Sheri has more than ten years of experience conducting interactive workshops with nonprofits, sales organizations, and small businesses. She spends her free time exploring the Rockies with her two oversized dogs.

Yvette Burton, Ph.D. Eliminating exceptionalism when implementing LGBT strategies International Roundtable: Focus on India Yvette Burton, global business development executive for IBM, advises senior level clients on innovative approaches to large-scale human capital management strategies.

She also leads go-to-market channel partnerships and business research initiatives that drive sales and business relationships with LGBT markets in the U.S., Asia-Pacific, Latin America, and Europe. As a management consultant, published author, executive coach and noted business researcher, Yvette has served as a subject matter expert to the U.S. government on workplace strategies, and is an expert in the field of knowledge management and organizational intelligence.

The only thing more diverse than our products... Are the people who create them.

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on the board overseeing communication and the Safe Space Program. He lives in the Atlanta, GA, area and has been with AT&T for 22 years.

Patrick Callahan

George Carrancho

Global mobility for LGBT professionals

Eliminating exceptionalism when implementing LGBT strategies

Patrick Callahan is a manager in Deloitte’s global employer services practice in San Diego with ten years of global mobility for LGBT professionals and international human resources experience. He has worked internationally with positions in Singapore, the United Arab Emirates, and the United Kingdom. He has also completed five work rotations with Deloitte in Hyderabad, India. He has conducted extensive research on trends in global mobility for LGBT professionals and has been published in areas such as cultural awareness, international compensation, and international assignment fundamentals.

Mark F. Carden The Safe Space Program Mark Carden has been involved with the LGBT community in corporate America since 1993, when he joined the LEAGUE at AT&T employee resource group. Mark has served the group in various capacities and spent more than five years as national co-president. He is currently

George Carrancho is the national sales and marketing manager-LGBT community for American Airlines, working in AA’s unique Rainbow TeAAm, which focuses on marketing and outreach for the LGBT community. The Rainbow TeAAm is considered the nation’s first dedicated LGBT sales team at a Fortune 500 corporation. George works closely with national and local LGBT organizations and businesses, ensuring that American Airlines remains the premier airline of choice for LGBT travelers worldwide. Carrancho helped spearhead and launch American’s dedicated LGBT microsite, aa.com/rainbow— another first in the airline industry.

Anthony Carter Our allies: Our champions Anthony Carter, vice president, global diversity and inclusion, and chief diversity officer, Johnson & Johnson, has nearly 35 years of diversity and communications experi-

As a proud media sponsor, Echelon Magazine congratulates the ongoing success of Out and Equal Workplace Advocates and their commitment to workplace equality.

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124 2010 Out & Equal Workplace Summit

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2010 Out & Equal Workplace Summit

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Diversity. It’s not an obligation — it’s an opportunity.

ence in the public and private sectors, including work with Bristol-Myers Squibb, Avon Products and the administration of New York City Mayor David Dinkins. Anthony’s longstanding commitment to the community is focused on eliminating healthcare disparities and developing the leadership qualities of young people. A graduate of Fordham University, he has served as an adjunct instructor at several colleges.

Bruce C. Carver Building LGBT leadership: Cummins’ strategic vision for LGBT inclusion Bruce Carver is vice president, global services, and chief information officer for Cummins. In this role, he is responsible for global delivery of all information technology, finance and accounting, customer support, and human resource services. He serves as the senior executive sponsor for Cummins’ LGBT network. He also serves on several professional and community boards. In his spare time, Bruce enjoys writing, painting, and creating wearable art. He resides in Indianapolis.

Ilene Chaiken Women’s leadership luncheon Ilene Chaiken has exhibited extraordinary range and versatility throughout her career as a writer and pro-

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ducer working in film and television. With a penchant for storytelling and a passion for her community, Chaiken has been a pioneer in the portrayal of lesbians on television.

She has worked openly as a lesbian in Hollywood for over 25 years and is internationally known for her creation of the groundbreaking series “The L Word.” In January 2007, Chaiken and small group of prominent women from the entertainment and technology worlds launched OurChart.com, a full-featured social network on the Web for lesbians and their friends. The site continues to grow, with traffic being over half-million strong and new initiatives underway.

Brent Chamberlain Bisexuality: The impact of the workplace and the media on bisexual lives Global values for a global workforce Brent Chamberlain is the executive director of Pride at Work Canada, the leading organisation supporting the LGBT community in Canadian workplaces. Founded in 2008, Pride at Work aims to educate and provide networking opportunities for diversity professionals, LGBT ERGs, and allies across Canada. Brent was previously a manager with Stonewall UK, where he was the author of several workplace publications including the Workplace

many diverse branches...

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Equality Index and Bisexual People in the Workplace. He lives in Toronto.

Deborah Chang Merging of cultures in a global company: A case study of Genentech and Roche Deborah Chang is the manager of documentation and training for the Genentech/Roche Pharma Technical Development (PTD) organization. In this role she manages a team of project managers to provide learning solutions and document management for Genentech’s 900 employees in South San Francisco and Oceanside PTD operations. Deborah served for three years on the board of directors of the Capital Tennis Association, an LGBT nonprofit organization in Washington, DC, and is currently co-chair of the Genentech Out & Equal diversity network association. Deborah resides in South San Francisco with Carla, her partner of 20 years, and their two service dogs.

Jennifer Chapin Being transgendered in the workplace in a binary world

in her 12-year Xerox career, working with customers across the U.S. and around the world. She is currently working with customers providing account improvements, workflow process charts, and account associate training, and recently gave two presentations on gender identity at Stevenson University in Maryland. She volunteers with Equality Maryland.

Jim Ciccone Hitting the bullseye: How your ERG can engage leaders and drive business results Jim Ciccone has been with Target for three years and is currently a manager in distribution with a team of analysts that support Target’s 26 regional distribution centers and four import warehouses. He has been involved with Target’s GLBT Business Council from his first month in the Twin Cities and began as co-lead in January. Jim is excited to work with a very talented group focused on creating an inclusive culture for Target’s LGBT team members while helping the company engage LBGT guests, allies, and communities.

Jennifer Chapin is an active member of GALAXe Pride at Work, Xerox’s employee resource group for LGBT employees and allies, and is chapter president for Greater Washington, D.C. She has held many different assignments

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Boehringer Ingelheim ranks among the world’s 15 leading pharmaceutical corporations. Our vision drives us forward. It helps us to foster value through innovation in our company and to look to the future with constantly renewed commitment and ambition.

Value through Innovation

At Boehringer Ingelheim, we believe our innovation comes from diverse ideas that spring from an environment fostering a collaborative approach to problem solving.

Please visit our website at: http://us.boehringer-ingelheim.com to learn more about our growing, dynamic company, with a vision of making the world healthier one person at a time.

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Opportunity Knocks. Diversity Answers.

Our commitment to diversity and inclusion is reflected in our mission to make home possible for millions.

Our diversity strengthens our understanding and ability to serve the many communities across America.

Step inside Freddie Mac where the doors of opportunity are always open, differences are valued and respected, and our inclusive culture is always welcoming. www.FreddieMac.com/diversity

Freddie Mac is an Equal Opportunity Employer Committed to Diversity.

Matthew Coates Strength in numbers & going global: Local labor & privacy issues when collecting data from a global LGBT network Matthew Coates is a senior executive in Accenture’s health and public services consulting business, based in London. He is also the senior executive sponsor of Accenture’s LBGT program at a global level. Matt leads a team of Accenture professionals across three major U.K. government clients, with a focus on management consulting and systems integration work. Prior to joining Accenture in 2000, he worked at Arthur Anderson and IBM.

Kathleen Colucci Our allies: Our champions Kathleen Colucci is vice president, Sales Enterprise Processes at IBM, and her responsibilities include simplifying and streamlining sales processes to enable over $100M of seller productivity in 2010. Kathleen has served as the CFO of several of IBM’s business units during her 29-year tenure with IBM, and she is currently a member of the Senior Innovation & Values team at IBM. She also serves as a senior executive sponsor and “straight ally” to IBM’s GLBT diversity group. Kathleen, who resides in South-

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bury, Connecticut, has an M.B.A. from the University of Pittsburgh and is married, with two sons.

Wesley Combs Eliminating exceptionalism when implementing LGBT strategies LGBT legislative issues and brand reputation 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 has more than 24 years’ experience in marketing, strategic planning, market research, training, and communications in the private and nonprofit sectors.

He currently serves as a member of the Human Rights Campaign’s business council. Along with business partner Bob Witeck, he is the author of Business Inside Out: Tapping Millions of Brand-Loyal Gay Consumers (Kaplan Publishing, 2006). Wesley is a 1985 graduate of Georgetown University with a degree in business administration.

We don’t just help individuals achieve their goals.

We help entire communities.

ING is proud to be a 2010 Advocate Summit Sponsor.

We are committed to promoting diversity and inclusiveness in all of the communities we belong to. ING supports several events such as this one through our African American, Asian, Women’s, Latino, and Gala LGBT Employee Resource Groups.

For more information about diversity at ING, or to seek employment opportunities, please visit our website, www.ing.jobs/careers/

Your future. Made easier.® Products and services are offered through the ING family of companies. Please log on to www.ing/us for information regarding other products and services offered through the ING family of companies. Not all products available in all locations. © 2010 ING North America Insurance Corporation.

2010 Out & Equal Workplace Summit 131

bios Bruce Cooper, M.D.

Merging of cultures in a global company: A case study of Genentech and Roche Dr. Bruce Cooper is head of global medical affairs for Genentech/Roche. In this role he manages a global team responsible for clinical trials and medical services for approved medicines. Originally from New Zealand, he has 21 years of experience in the pharmaceutical industry. His career has taken him to five different countries, and he currently commutes between San Francisco and Basel, Switzerland.

Angela Courtin Entertaining brands: Reaching an LGBT audience Angela Courtin oversees MTV’s west coast integrated marketing efforts and leads all marketing integrations across MTV’s suite of brands. Previously, she served as a senior vice president at MySpace. A recognized expert on the role of social media in branding, she has developed key relationships with Fortune 500 companies and production executives. Angela has served as associate producer on HBO’s “Big Love” and as MTV’s vice president of Rock the Vote. She was a guest lecturer at Harvard Business School and the USC School of Media Studies, and has served as president of the board of Outfest, Los Angeles’ Gay and Lesbian Film Festival. Her work was recognized in 2004 in Out Magazine’s “OUT

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100” and in 2009 as one of Power Up’s “10 Amazing Gay Women in Showbiz.”

Andy Coutts Cross-team effectiveness in a diverse and geographically dispersed organization Andy Coutts joined the audit and enterprise risk services practice at Deloitte in 2007, where he focuses on external audits within the consumer and industrial products industry. He serves on Deloitte’s North Central regional board of its LGBT and ally business resource group. He also champions the BRG’s efforts at Deloitte’s Cleveland office. He is a CPA and resides in Lakewood, Ohio.

Chris Crespo Checking the box: The self-identification of LGBT employees at your business Connecting our networks for greater success—locally and beyond Identifying, building, and developing an LGBT pipeline of rising stars PSAI: What brings four fierce competitors together?

Chris Crespo is an inclusiveness director at Ernst & Young; she started 22 years ago in tax and later trans-

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ferred to human resources. She is part of the E&Y Americas inclusiveness center of expertise, integrating diversity and inclusiveness into everyday business processes in the U.S. and Canada. She also leads E&Y’s LGBT inclusiveness strategy with the Beyond Network. Chris and her family reside in Western Pennsylvania. She can be contacted at chris.crespo@ey.com or 412-644-5361.

Crosby Cromwell Creating the strategic partnership: Walmart and Services and Advocacy for GLBT Elders (SAGE) Crosby Cromwell is the senior manager for corporate affairs, diversity relations, for Wal-Mart Stores. In this role, she is responsible for programming and outreach within diverse communities. She has produced successful outreach focused on small business development, financial literacy, and workforce development. Crosby has been involved with task forces and community outreach organizations for a myriad of issues facing diverse communities, and received a Community Distinction Award for her work within the disability community.

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Deb Dagit Intersections: Religion, sexual orientation, and gender identity in the workplace Deborah Dagit joined Merck & Co., Inc., as the chief diversity officer in June 2001. She is responsible for global equal opportunity employment compliance, diversity, inclusion, work environment, and Merck’s university relations strategy. Under Deb’s leadership, Merck has been recognized by DiversityInc, Working Mother, and the Human Rights Campaign for its exemplary work in diversity and inclusion. Deb leads the company’s signature Global Constituency Group (GCG) strategy of ten global teams representing 32 countries. The teams’ work guides the company’s diversity and inclusion strategy globally.

Merck also has seven Employee Resource Groups. Deb earned a bachelor’s degree with honors from Oregon State University, and completed her master’s coursework in clinical psychology at San Jose State University.

Changing the world Imagine what it would be like if we could find a cure for cancer. Or an effective vaccination for HIV and AIDS. Or a medicine that could protect against heart disease or stroke.

The unique and diverse talent of our workforce has already allowed us to make breakthroughs that have saved millions of lives, and helped improve countless others. Our commitment to diversity has been recognized by the Human Rights Campaign as having consistently achieved a perfect score (100%) in the HRC Corporate Equality Index from 2006 through 2010 and a listing as one of the Best Places to Work for GLBT equality.

So when we say our goal as a company is to help people “do more, feel better, live longer,” it means a lot more than just another advertising slogan or corporate mission statement. It’s a truth that’s been recognized and appreciated time and time again.

The work we’ve done in the past has led to some of today’s most effective treatments; the research we do now and in the future could find the new medicines for tomorrow’s cures.

If this sounds like something you’d like to be a part of, we have opportunities throughout our diverse and dynamic business. Whether you’re ready to make a career move today, or are contemplating the future, we’d like to hear from you. Visit www.gsk.com/careers to find out more.

GSK is an Equal Opportunity/Affirmative Action Employer, M/F/D/V. ASK, we believe that effectively managing and leveraging diversity and inclusion opens the door to innovation.

www.gsk.com/careers

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She serves as co-chair of the board of the Gay Lesbian Straight Education Network. She also serves on the board of the U.S. Business Leadership Network, and the Families and Work Institute, and as an advisor to Catalyst and the Tanenbaum Center for Interreligious Understanding. Deb is married and has three children ages 15-17.

Eddie Daniels Cross-team effectiveness in a diverse and geographically dispersed organization Eddie Daniels joined Deloitte Consulting in 2005 in the SAP service line and focuses on mid- to large-size SAP ERP business transformation projects. He helped found and served as the first chairperson of the North Central LGBT and ally business resource group.

Daniel Danso First steps in creating an LGB-inclusive workplace Global values for a global workforce Daniel Danso has been the national lead for media, tourism, and transportation at Stonewall for more than two years and has developed an in-depth understanding of the unique issues surrounding LGB workplace issues in the media. He produced “Starting Out,” Stonewall’s annual LBG recruitment guide and website, and has led

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facilitation groups for Stonewall’s leadership program as well as sessions in Stonewall’s Youth Event. He is currently co-producing the 2011 Workplace Equality Index, the United Kingdom’s only national benchmarking tool for sexual orientation equality in the workplace.

Masen Davis Bringing the T to the ERG: Advocating for a transgender-inclusive workplace Masen Davis is the executive director of the Transgender Law Center (TLC), a multidisciplinary civil rights organization advocating for transgender communities. Since 1998, he has served in leadership roles for many organizations, including United Way of Greater Los Angeles, FTM Alliance of Los Angeles, City of West Hollywood’s Transgender Task Force, National Center for Transgender Equality, and Funders for LGBTQ Issues. Masen received his master’s in social welfare from the University of California, Los Angeles, and a bachelor of arts from Northwestern University.

Trippe Davis A tale of two mommies (and daddies too): Unique challenges faced by LGBT parents in the workplace Trippe Davis is co-leader of one of Deloitte’s national tax consulting practices and has been with Deloitte for

17 years. While he has spent most of his career in the Atlanta office, he also spent two years working in London and now has clients all over the country. Trippe is a supporter of Atlanta’s Chris Rainbow Homes, which provide housing and education for LGBT teenagers who have no other place to live, as well as AID Atlanta and the Human Rights Campaign. Trippe and his partner Bob have three children, Laura (4) and twin boys, Hudson and Robert (3).

Terrance Dean Homophobia in the black community: What’s up with DADT? Wake up to the new ally in town Terrance Dean is a speaker, educator, author, and hip-hop head who has worked in the entertainment industry for more than 15 years. For six years, he worked with MTV Networks producing awards shows and events. Terrance is also the founder of Men’s Empowerment, an organization dedicated to serving men of color. He has a bachelor’s degree in communications, and is the best-selling author of Hiding in Hip Hop, a book about the gay subculture within the hip-hop industry.

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Identifying, building, and developing an LGBT pipeline of rising stars Rosanna Delia is a manager in the financial services office at Ernst & Young, LLP, specializing in providing assurance and advisory services for banking and capital markets clients. Rosanna is a champion for inclusiveness in the workplace, formerly serving as the co-leader of the EY Tri State area Beyond (LGBTA employee resource network) group, as well as the Northeast representative to the LGBTA Americas Inclusiveness Steering Committee. She currently serves as a committee co-leader for the Beyond group as well as an active member in Ernst & Young’s Professional Women’s Network. Rosanna received her bachelor of science in accountancy and bachelor of administration in international business from Villanova University in Villanova, Pennsylvania.

Mark Demich The virtuous cycle: Integrate ERGs into your business plan, support profitability, and boost workforce engagement Mark Demich is vice president of organization development and diversity and inclusion at Sara Lee, responsible for the company’s approach to organization effective-

We’re 100% proud and honored.

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OR THE SEVENTH CONSECUTIVE YEAR, Chubb has attained the highest score possible — 100% — on the 2009 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 2009 Out & Equal Workplace Summit in Orlando, Florida.

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 ot the language of the policies as issued.

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ness, employee engagement, and global diversity and inclusion. Mark and his team design and implement strategies in order to build a high-performance culture. Additionally, he ensures that Sara Lee’s business practices, human resources, and corporate programs are inclusive and reflect the diversity of its consumer base and employee population. Mark is also the past chair of a local political party and serves on the board of the People’s Resource Center. Mark’s education and corporate experience have spanned the globe, from Australia and Asia to Europe and the Americas. Mark earned a bachelor’s degree in education from Wheaton College, and a master’s degree from Harvard University.

Elena Deutsch Authenticity: Bring the best “you” to work and life Elena Deutsch consults with WildFire Strategies on LGBT leadership development and executive coaching.

She facilitates interactive learning sessions that foster awareness and intentional action that benefit both individuals and organizations. She completed her master’s in public health at the University of North Carolina, Chapel Hill, and holds a certificate in coaching from New York University. She lives in New York City with her partner and their children.

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Daniel Docherty Beat the competition: Working together for the good of the group Daniel Docherty has ten years of service with Bank of America, and is currently working on integration projects.

He also co-chairs Bank of America’s LGBT pride resource group in the United Kingdom. As co-chair he has been instrumental in the network’s success, organizing events to showcase the financial services industry to LGBT graduates, interviewing the bank’s most senior out gay leader, leading on innovative new approaches and awarenessraising, and demonstrating his leadership and passion by speaking at a number of internal and external events.

Daniel enjoys theatre, socializing, and films.

Vikram Doctor Expanding equality in the global workplace Vikram Doctor is a journalist and the editor of special features for The Economic Times, the Times of India’s sister business publication. He is also an advocate for LGBT rights in India, working extensively on the repeal of Article 377 of the Indian penal code, the criminal sodomy statute.

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Julie Dorf

Ana Duarte McCarthy

Expanding equality in the global workplace

Common goals: Looking across identities on issues of workplace inclusion

Julie Dorf is a senior advisor to the Council for Global Equality, working to ensure an American foreign policy that is inclusive of sexual orientation and gender identity issues. She has been a leader in the LGBT rights movement for more than 20 years, founding and directing the International Gay & Lesbian Human Rights Commission from 1990 to 2000, and working in philanthropy and as a consultant for many LGBT and progressive foundations.

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

A.J. Dronkers Harnessing social media for ERG outreach, awareness, and engagement A.J. Dronkers is senior consultant on Booz Allen Hamilton’s strategy and organization team, providing strategic communications support to various government agencies including the EPA and FAA. His specialties are social media strategy and implementation. A.J. serves on the board of Booz Allen’s LGBT employee resource group.

He graduated from the College of William and Mary, grew up in Laguna Beach, CA, and currently calls Washington, DC, home.

Intersections: Religion, sexual orientation, and gender identity in the workplace Ana Duarte McCarthy is chief diversity officer, Citi. Appointed to the role in 2002, Ana 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. Ana joined Citi in 1995. Her roles at Citi have been within Global Diversity, including five years as vice dresident; Diversity Management, Citibank; director of diversity, Global Consumer Group; and her current role as head of diversity for the corporation. Ana began her career in 1983 within higher education, serving as a bilingual counselor at Passaic Community College. In 1986 she assumed the role of director, Higher Education Opportunity Program, New School for Social Research, where she was appointed assistant dean in 1992. Ana left the New School in 1994 when she joined Kidder, Peabody, Inc., as assistant vice president of compliance and diversity programs, where she focused on developing the firm’s diversity strategy.

Ana received her bachelor of arts degree from Lafayette

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College and a master of education degree from Columbia University. Ana serves on the board of directors of the Families and Work Institute and the PhD Project, and the Corporate Advisory Board of the National Council for Research on Women. She is a member of the National Society of Hispanic MBAs (NSHMBA) and was chair of the Corporate Advisory Board from 1998-2000. Among other recognitions, Ana was chosen as one of Hispanic Business Magazine’s 25 Elite Women for 2009. In 2007, Ana was recognized as the Ultimate Hispanic Executive

by NSHMBA and received Out & Equal Workplace Advocates’ Champion Award for her support and advocacy of workplace equality for the gay, lesbian, bisexual, and transgender community. In 2005, she was named to the YWCA-NYC Academy of Women Leaders. Ana currently resides in Basking Ridge, NJ, with her husband and daughter.

recognized thought leader. Joyce has overseen many firsts, each a new contribution to the burgeoning field of interreligious understanding: the first toolkit on religious diversity for workplace managers, the first comprehensive guide on the intersections of religion and health care, and the first book collecting the compelling life stories of Tanenbaum’s Peacemakers in Action. She also conducts trainings, leads workshops, and speaks internationally on all Tanenbaum programs.

Blake DuBois The Bridge: Working across ERGs

Joyce Dubensky

Blake DuBois joined Merck & Co. in 2008 and currently holds the role of business architect within the research labs organization. He has been involved with Merck Rainbow Alliance in various capacities ever since joining the company. Currently, he’s heading up the Alliance’s community outreach activities at the global level.

Intersections: Religion, sexual orientation, and gender identity in the workplace

Angela M. Duerden

Tanenbaum’s executive vice president and CEO, Joyce has directed its dramatic expansion, adding new initiatives to each of Tanenbaum’s core programs.

Her dynamic leadership transformed Tanenbaum from a well-regarded U.S. institution to an internationally

Angela Duerden is an attorney in the Los Angeles office of Jackson Lewis, LLP. She received her law degree from Western New England College School of Law in 2000.

A tale of two mommies (and daddies too): Unique challenges faced by LGBT parents in the workplace

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

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Angela graduated from the University of Florida with a B.A. in German language and literature, and obtained her master’s degree from Vanderbilt University in German literature after studying at the University of Innsbruck in Austria.

Ann Dunkin After the dust settles: Rebuilding your ERG Using drama to overcome drama: Confronting our phobias and “isms” Ann Dunkin is a principal of AED Consulting, LLC, which specializes in management and engineering consulting.

She is also the director of technology for the Palo Alto Unified School District. Prior to founding AED Consulting, she worked for Hewlett-Packard in a variety of technical and management positions in research and development, manufacturing, engineering, and operations. She was active in HP’s PRIDE networks for nearly twenty years and held a number of leadership roles, including chair of the HP global PRIDE council. She was also co-chair of the Oregon-Southwest Washington affiliate of Out & Equal from 2007 to 2009.

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Daniel Duty

Hitting the bullseye: How your ERG can engage leaders and drive business results Daniel Duty is Target’s director of business partnerships and negotiation and the sponsor of the company’s GLBT Business Council. He has responsibility for facilitating Target’s strategic alliances and driving the company’s multibillion-dollar negotiation strategy. As sponsor of Target’s LGBT group, he is focused on developing workplace strategies that drive an inclusive culture, as well as ideas to help Target reach the LGBT market.

E Curtis Edwards Circling the wagons: Moving from networking and social groups to business resource groups Curtis Edwards supports all initiatives in Hewitt’s diversity and inclusion center. This includes working with all of Hewitt’s business resource groups and leadership forums regarding diversity and inclusion measurement initiatives, and directly supporting Hewitt’s chief diversity officer and

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global director for diversity and inclusion. Curtis holds a master’s degree in human resources and industrial relations, and a bachelor’s degree in economics and business, both from the University of Illinois at UrbanaChampaign.

Paul El-Meouchy Managing global talent Tweet me L8R: Discovering the benefits of working with Gen Y Paul recently joined the World Bank–International Finance Corporation as a human resource analyst. Prior to this, Paul spent over 6 years as a consultant within Deloitte’s Human Capital practice. His areas of specialty include Total Rewards, Retirement Providers, Change Management, and Talent Strategies, as well as Global Mobility Strategies. He worked with GLOBE (Deloitte USA) for 5 years and now works with LEAD (Deloitte Canada) as he is currently on a Global Mobility assignment. Paul has volunteered with the Empire State Pride Agenda and the Gay Men’s Health Crisis Center. Paul has spent most of his life studying in international schools and is a graduate of Cornell University. Paul is also an active climber and mountaineer and has traveled to 5 of the 7 continents.

Anne Evans Bling bling: How to bedazzle your LBGT recruiting event and use technology to attract diverse audiences Anne Evans is part of the experienced hire recruiting team for Ernst & Young. She is highly involved in the firm’s LGBT people resource network, Beyond. Anne resides in San Francisco.

F Kevin Fannin Sexual harassment through the eyes of LGBT employees Kevin Fannin is a project portfolio manager for global regulatory operations at Merck in New Jersey. He is also an officer in the Air Force Reserves. His involvement with diversity and inclusion began several years ago when Merck launched its employee resource group initiative.

He has been a co-chair of the LGBT group as well as a founder and steering committee member for Merck’s veterans’ leadership network. He actively supports various HIV and AIDS projects.

Expect the unexpected.

Tim Garnett, M.D.

Chief Medical Officer, Eli Lilly and Company Started at Lilly in 1998 in Erl Wood, England Holds medical degree from The University of London and the Royal College of Obstetrics & Gynaecology Performed clinical research in postmenopause and osteoporosis

My life has been an amazing journey. Despite my somewhat controlling nature, I’ve found that being open to change has yielded the greatest rewards both personally and professionally.

I never expected to become a physician. I never expected to work for a pharmaceutical company. I never expected to move to the U.S., let alone convince my partner Peter to move. And if you had told me five years ago that I would be CMO at Lilly, I never would have believed it . . . but here I am.

This is what makes life so interesting — keeping ourselves open to whatever opportunities come our way. If you look at the people at Lilly, we’ve all arrived here on very different paths. Here, diversity is not so much about skin color or religion or sexual orientation; it’s really about the way you think. For me, being out is important because it allows me to completely focus on my work.

No matter where we’re going or where we’ve been, we each have the unique opportunity to share our perspectives to address a common goal. That’s what ultimately helps patients. I’m proud to get the chance to impact so many lives.

MG62147 0110 PRINTED IN USA ©2010, Lilly USA, LLC. ALL RIGHTS RESERVED.

For more information about Lilly’s partnerships and resources for better patient outcomes, visit lillyforbetterhealth.com.

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Deena Fidas Checking the box: The self-identification of LGBT employees at your business Raising the bar: The new corporate equality index criteria and data from the 2011 report Deena Fidas manages the Human Rights Campaign’s Workplace Project. In this capacity, she oversees the Corporate Equality Index and authors the annual report. She consults directly with employers on the implementation of inclusive policies and benefits related to LGBT employees. Fidas also led the Degrees of Equality research, a multi-year project on assessing and improving businesses’ workplace climate with respect to LGBT inclusion.

She holds a master’s degree in sociology from American University in Washington, DC. She can be contacted at deena.fidas@hrc.org.

Riley B. Folds Move over CEI, the CCCP is here Riley Folds is founder and executive director of Out for Work (outforwork.org), the only national nonprofit dedicated to connecting companies to tomorrow’s LGBTQ

workforce, today. In this role, he is responsible for leading initiatives that educate, prepare, and empower LGBTQ college students for the transition from academia to the workplace. Riley is a certified diversity practitioner by Cornell University and currently resides in Washington, DC.

Mark E. Fowler Collision course: Religious and LBGT interests in the workplace Intersections: Religion, sexual orientation, and gender identity in the workplace Mark Fowler is director of programs at the Tanenbaum Center for Interreligious Understanding. He is responsible for the development, implementation, and expansion of Tanenbaum’s programs. Mark is a sought-after keynote speaker and facilitator, contributing to the field of education for more than 20 years. He has presented Tanenbaum’s programs nationally and internationally. He earned a bachelor’s degree in English and education at Duke University and was trained as a mediation and conflict resolution specialist with the New York City Department of Education.

CNA

is proud to sponsor the

2010

Out & Equal Workplace Summit

CNA is a service mark registered with the United States Patent and Trademark Office. Copyright © 2008 CNA. All rights reserved.

2010 Out & Equal Workplace Summit 143

bios Lori Fox

Affiliates and ERGs: Get down to business

points of view as Kodak drives towards a winning and inclusive culture.

Building bridges toward LGBT diversity

Jordan Freitas

Lori Fox is a passionate advocate and member of the incredibly diverse LGBT community. As president and founder of Lori Fox Consulting in Chicago, she works as a diversity consultant and personal coach, consulting with individuals and corporations on workplace issues, specializing in the LGBT community. She formerly served as director of human resources with McDonald’s Corp. As a transgender woman, she lives her life with a passion for authenticity and excellence.

Bling bling: How to bedazzle your LBGT recruiting event and use technology to attract diverse audiences

Thomas Fox Being transgendered in the workplace in a binary world Tom Fox is an active member of the Lambda network at Kodak, in which he serves as co-president. In his 24-year Kodak career, he has held a number of assignments and worked in several different divisions across the company. He is currently working in the health and safety field for entertainment imaging in Rochester, NY. Tom has also been a workshop presenter in the Kodak advocate diversity program since 2004. As an advocate and active Lambda member he has been able to present myriad

Jordan Freitas is part of the campus recruiting team for Ernst & Young. He is highly involved in the firm’s LGBT people resource network, Beyond. Jordan resides in Los Angeles.

Victoria Fulkerson LGBT supplier diversity: How you can make an impact at work and in the community Victoria Fulkerson is the director of supplier diversity and corporate relations for the National Gay & Lesbian Chamber of Commerce (NGLCC). She works with current and future NGLCC corporate partners to ensure they are maximizing their relationships with the NGLCC through participation in a wide variety of partnership opportunities, corporate membership benefit programs, and signature event sponsorship. Victoria is a point of contact for corporations interested in initiating, renewing, and expanding their partnerships with the NGLCC. She also leads the LGBT supplier diversity initiative, which

Who you are shapes who we are.

We believe in the power of the human network.

And we believe it starts with you. www.cisco.com/go/diversity

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offers certification for LGBT business enterprises. Victoria joined the NGLCC staff in November 2007.

G Blake Gaither

bios

leadership positions with Diageo and enjoys a wealth of experience in brand strategy, planning and investment management, and innovation in the alcohol beverage industry. Tony is co-chair for Diageo’s Rainbow Network, an ERG with a mission to ensure Diageo embraces the talents and contributions of all LGBT employees and builds inclusivity of LGBT interests and issues.

Rock the ages: Generational differences and ERGs

Amy Galiana

Blake Gaither is a systems engineer for Raytheon Missile Systems in Tucson, AZ, developing flight control systems for ballistic missile defense. He has been president of the local chapter of Raytheon’s Young Employee Success Network and is now on its national council. Aside from young employee recruitment and retention, one of his primary interests is promoting interaction between employee resource groups so that diversity and inclusion remain key Raytheon values. Contact Blake at (520) 7943616 or blake_gaither@raytheon.com.

Amy Galiana is currently the human resources director for global functions and corporate research and engineering at Kodak. Prior to joining Kodak in 2000, she was a center director for the YMCA of Greater Rochester. Early in her Kodak tenure, she became a member of the Lambda Network at Kodak, participated on the Lambda-human resources partnership team, and joined the Lambda board in 2008. She has facilitated workshops and training sessions on a variety of topics throughout her career.

Being transgendered in the workplace in a binary world

Tim Garippa

Anthony Gajewski

Tweet me L8R: Discovering the benefits of working with Gen Y

Tony Gajewski is head of finance for Diageo Chateau & Estate Wines. Since 2000, Tony has held various finance 7.5 in

Tim Garippa is an executive in talent and organization performance at Accenture. He helps organizations in-

TEAR.

ERGs and employees in the beverage alcohol business: Driving for change in a conservative industry

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

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

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4.5 in

UNEQUAL

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crease productivity, market share, and shareholder value by helping ensure clients have the right people with the right skills in the right roles. Tim ensures that all levels of organizations work together to create an innovative, talent-powered organization, whose end product is a high-performance machine. Tim attended the University of Texas at Austin and holds degrees in government and finance.

Brea Gates The virtuous cycle: Integrate ERGs into your business plan, support profitability, and boost workforce engagement Brea Gates is a project engineer for Sara Lee within its supply chain division. She works collaboratively with cross-functional teams to manage and support projects and strategic initiatives. She holds a bachelor’s degree in electrical engineering from Purdue University and a master’s in engineering management from Eastern Michigan University. She is an active member in the Sara Lee Pride network and the Project Management Institute’s Dallas chapter. She also participates in the Cathedral of Hope community outreach initiative, providing weekly breakfast to the homeless.

Gary J. Gates, Ph.D. Census 2010: Making America’s LGBT families count LGBT demographics Gary Gates is the Williams Distinguished Scholar at the Williams Institute, UCLA School of Law, and co-author of The Gay and Lesbian Atlas. He is widely acknowledged as the nation’s leading expert on the demographic, geographic, and economic characteristics of the gay and lesbian population. He holds a Ph.D. in public policy from the Heinz School of Public Policy and Management at Carnegie Mellon University, where his doctoral dissertation included the first significant research exploring characteristics of same-sex couples using U.S. Census data. His bachelor’s degree in computer science is from the University of Pittsburgh at Johnstown.

John Gatto Sexual harassment through the eyes of LGBT employees John Gatto is the senior vice president of the AIDS Action Committee of Massachusetts. He is responsible for the vision and implementation of programs that address the impact of the AIDS epidemic locally. John has an extensive history of nonprofit management, having recently

Deutsche Bank

Deutsche Bank is a proud sponsor of the Out & Equal 2010 Workplace Summit.

At Deutsche Bank, we don’t just talk diversity.

We embrace it. We’re passionate about it not only because it’s right, but because it leads to business excellence.

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

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co-led a merger of two Boston nonprofits. A licensed clinical social worker, John is an experienced trainer on a number of topics, including nonprofit management, supervisory issues, and program development.

Michael Gavin How to “engay” your community Michael Gavin is a human capital consultant with Accenture. He currently shares leadership responsibilities for Accenture’s Washington, DC, LGBT networking group and participates in several company-wide forums to advance LGBT and other diversity-group related causes. In his day job, Michael has worked with large public service and pharmaceutical industry clients in the area of marketing, communications, outreach, organization design, and training development. Prior to leading the D.C. LGBT networking group, Michael led all community service and external outreach events for the group. Outside work, Michael enjoys living in D.C.’s Adams Morgan neighborhood, running, eating out, and spending time with friends.

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Julie Gedro

Building bridges toward LGBT diversity Julie Gedro is associate professor of business, management, and economics at SUNY Empire State College in Syracuse, New York. Julie holds a B.A. in economics and English from the College of WIlliam & Mary, an M.B.A. in information systems from Kennesaw State University, and an Ed.D. in adult education and human resource development from the University of Georgia. Julie’s teaching and research interests include LGBT issues in organizations, leadership, ethics, organizational behavior, and human resource management and development.

Brian Geiger Novel methods for sharing LGBT employees with your workforce Brian Geiger is a senior client services and technology manager for Hewitt Associates. He is responsible for overall client relationships and service delivery within Hewitt’s flexible spending account platform. He’s a PRIDE Alliance business resource group location lead and heavily involved in supporting the organization’s diversity initiatives as well as the local community. Brian lives in Orlando and is on the board of directors for the Orlando GLBT Community Center and the Miss Gay Days pageant.

Never judge a search engine by its interface.

Behind that simple search window is one of the most complex technology infrastructures in the world. And it’s run by an equally diverse group of people. At Google, we don’t just accept difference – we thrive on it. We celebrate it. And we support it, for the benefit of our employees, our products and our community.

Googlers passionately support the rights of our LGBT employees around the globe. We march in Pride parades from New York to Sydney, foster the development of internal unity groups like the Gayglers, and promote an inclusive environment globally. We are proud to participate in the Out & Equal 2010 Workplace Summit.

To learn more, visit us online at www.google.com/diversity

© 2010 Google Inc. All rights reserved. Google and the Google logo are trademarks of Google Inc.

2010 Out & Equal Workplace Summit 147

bios Bruce Gillispie

Creating the strategic partnership: Walmart and Services and Advocacy for GLBT Elders (SAGE) Bruce Gillispie is the senior director for product development initiatives for the merchandise assortment of the better homes and gardens program in Wal-Mart, USA stores. He is a charter member for pride@walmart, the company’s home office-based LGBT associate resource group formed in 2004, and is currently serving in his second term as chairperson. Bruce and his partner reside in Rogers, AR, and recently celebrated their 16th anniversary.

Scottie Ginn How we did it: Workplace excellence finalists Scottie Ginn is vice president of packaging and alliances for the technology development organization of IBM. She has had a variety of engineering executive roles at IBM in her 29 years there, mostly in the semiconductor division.

Scottie received her bachelor of science degree from the University of Virginia and her master of science degree from MIT, both in electrical engineering. She also holds an M.B.A. from the University of Vermont. She lives with her partner Pat in the mid-Hudson valley of New York

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with two dogs and two cats. They enjoy tennis, boating, and spending time in their home on Lake Champlain in the summer.

Naomi Goldberg From corporate policy to Capitol Hill Naomi Goldberg was the Williams Institute Public Policy Fellow from 2008 to 2010 and received a master of public policy degree from the Gerald R. Ford School of Public Policy at the University of Michigan. She received her bachelor’s degree from Mount Holyoke College, where she graduated magna cum laude and majored in critical social thought. Naomi has recently accepted a position with the Movement Advancement Process (MAP), a think tank focused on LGBT issues.

Stephen Golden Expanding equality in the global workplace LGBT and Asia from IBM and Goldman Sachs Stephen Golden is the head of diversity for Goldman Sachs in Asia. He began his career in 1993 as a technology analyst in New York, and moved to London in 1995 to became a project manager focusing on technology and compliance. Stephen moved into a diversity role in 2005,

and in 2007-2008 he spent five months as the head of diversity in Japan. In July 2008, he relocated to Hong Kong to fill his current role. Stephen earned a bachelor of science and engineering from the University of Pennsylvania. He and his civil partner, Richard, live in Hong Kong.

Susan Gore, Ph.D. Can you be gay and global?

Susan Gore is principal of The Mentor Group, which specializes in LGBT issues, intercultural diversity and inclusion, and strategic communications. Clients include AT&T, Deloitte, Fossil, GlaxoSmithKline, Kendall Jackson Enterprises, Microsoft, PepsiCo, SAGE, Shell Oil, SHRM, the U.S. Coast Guard, Texas Instruments, and the Unitarian Universalist Association. Susan has lived in Germany and Italy and spent time on every continent except Antarctica.

She is the primary bisexual content resource for “Cultural Detective: LGBT.”

Stephen Gould Out & Equal Leadership Council orientation Stephen Gould is the associate director of NETWORKS! at Out & Equal Workplace Advocates. Based in San Francisco, Out & Equal is the largest national nonprofit organization dedicated to LGBT equality in the workplace.

bios

Stephen has been working with employee resource groups since 2004, and directs Out & Equal’s regional affiliate program. He joined the staff of Out & Equal after receiving his master’s degree from Yale University Divinity School, where he got his first taste of LGBT activism and organizing. Stephen enjoys bringing this experience to building and activating an international community of LGBT workplace equality advocates. He also holds a bachelor’s degree in political science from Duke University. With interests as diverse as medieval visual communication and the 21st century information technology revolution, he enjoys living in the eclectic and wonderful city of San Francisco with his partner Ryan.

Belinda Grant-Anderson How we did it: LGBT employee resource group of the year finalists Belinda Grant-Anderson is vice president, workforce development and diversity, AT&T Operations, Inc. In this role she has responsibility for developing and implementing workforce planning tools, forecasting models, and processes to understand and address the needed supply of talent across the company. She also works with the HR corporate and field organizations to support achievement of the company’s diversity and inclusion goals.

2010 Out & Equal Workplace Summit 149

bios Jamison Green

Paul Greenall

Bisexuals at work: New global survey data

Connecting our networks for greater success—locally and beyond

Health benefits for transgender and transsexual employees, the WPATH Standards of Care, and the CEI Implementing and sustaining gender identity nondiscrimination practices Jamison Green is an author, educator, and policy advisor specializing in transgender and transsexual issues.

He is experienced in all aspects of LGBT identity, and his award-winning book, Becoming a Visible Man, is used as a text in many universities. He is president of Jamison Green & Associates, a training and policy consulting firm, and also works as primary care protocols manager for the Center of Excellence for Transgender Health at the University of California, San Francisco. He serves on the boards of several nonprofits, including the Transgender Law & Policy Institute, the World Professional Association for Transgender Health, and TransYouth Family Allies.

He’s also a member of the Transgender Advisory Committee for Out & Equal, and the proud partner of Heidi Bruins Green. Learn more at jamisongreen.com.

Paul Greenall is the director of IT internal audit at McKesson Corp. He also serves as the chair of OPEN, the company’s LGBT and allies employee resource group launched company-wide earlier this year. Currently ranked 14th on the Fortune 500, McKesson is a healthcare services and information technology company dedicated to helping its customers deliver high-quality healthcare by reducing costs and improving the quality and safety of patient care.

Diana Greshtchuk PSAI: What brings four fierce competitors together?

Diana Greschtchuk holds a bachelor of science degree in finance and accounting from California State University, Chico. She was worked at PricewaterhouseCoopers for the past five years in the firm’s financial services assurance practice.

Rebecca “Becky” Gruss Cross-team effectiveness in a diverse and geographically dispersed organization Becky Gruss is an audit partner in Deloitte & Touche LLP’s Cleveland office, with more than 16 years of audit

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

Al and Tim have taken control of their financial future.

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

Metropolitan Life Insurance Company, 200 Park Avenue New York, NY 10166. L0609046621[exp0610] [All States [DC,GU,MP,PR,VI] © UFS 0905-1730

and accounting experience, serving clients in the real estate, consumer products, and manufacturing industries in both the private and public sectors. She is a strong ally of the LGBT community and is the partner sponsor for North Central GLOBE, Deloitte’s LGBT and allies business resource group. Becky resides in Cleveland with her husband and two children.

Michael Guest Expanding equality in the global workplace Michael Guest was America’s first openly gay, Senateconfirmed Ambassador (to Romania from 2001 to 2004).

He ended his 26-year diplomatic career in December 2007 after having sought, without success, to end the State Department’s discriminatory treatment of the partners of gay and lesbian foreign service officers in overseas postings. He currently works as a senior advisor to the Council for Global Equality and speaks extensively on workplace equality issues. He is also on the board of Out & Equal and on the advisory committee of Galeforce Capital. He and his partner, Alexander Nevarez, reside in Washington, DC.

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Ariadna “Ari” Gutiérrez

Census 2010: Making America’s LGBT families count Ari Gutiérrez serves as director of government advertising for the Daily Journal Corp., where she oversees the business development, customer services, media buying, and creative functions of the government advertising division. She is a co-founder and in 2010 completed a six-year term as executive vice president of the HONOR political action committee, which advocates for Latina/o LGBT empowerment through endorsement of candidates for elective office and proposition issues. Ari earned a bachelor of business administration degree from St. Mary’s University, as well as an M.B.A. from the University of Phoenix.

Sandi Guy Sexual harassment through the eyes of LGBT employees Sandi Guy is the executive director of Human Capital, overseeing strategy and operations for more than 2,700 professionals. This includes training and development, recruiting, employee relations, total rewards, and retention.

In addition, she oversees the U.S. international sourcing and integration strategy and chairs the BDO International human resources committee as the U.S. representative.

We are the faces of

Brilliant.

Behind every Intel innovation is a face. We are more than 80,000 people innovating and collaborating across the globe. People at Intel are constantly challenging the status quo, whether it’s the perceived limits of technology or of humanity. At Intel, there is an undeniable, direct link between our success and a diverse workforce. The passion and creativity and yes, brilliance, of these amazing individuals around the world is what makes our technology superior and our company unmatched. And while each of us brings unique perspectives and experiences, we share a common goal: to create change that transforms how people live, work, and play.

See what makes us shine. Learn more about life and work at Intel, our brilliant people and their stories, and our values by visiting www.lifeatintel.com.

Intel is an equal opportunity employer. © 2010 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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She is a member of the women’s initiative steering committee and co-chairs its networking sub-committee. Sandi was also recognized as a “Woman Worth Watching” by Profiles in Diversity Journal and “Influential Woman of the Year” by the American Society of Women Accountants.

H Melinda Haag Sexual harassment through the eyes of LGBT employees Melinda Haag is the inclusion leader for Crowe Horwath LLP’s firm-wide diversity and inclusion strategies. She is responsible for the creative and strategic direction for all of Crowe’s inclusion programming, as well as growth and integration into all aspects of the firm. Melinda also serves external Crowe clients, leading Crowe’s justice and public safety consulting practice. She co-leads Crowe’s LGBT people resource network, called GALA. When she is not working, Melinda’s focus is on her spouse of 20 years and their teenage daughter.

SEE IN US

David M. Hall, Ed.D. Allies at work I love you, may it please the court Our allies: Our champions 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.

Thompson Harner LGBT supplier diversity: How you can make an impact at work and in the community Thompson Harner has been with Ernst & Young for more than six years. In addition to his client-serving responsibilities, he plays an active role in the firm’s Beyond LGBT inclusiveness programs. From 2004 to 2009 he served as the area coordinator for the Mid-Atlantic Beyond group, and built the local membership from six to approxi-

WHO YOU ARE

New York Life is a proud sponsor of the 2010 Out and Equal Workplace Summit.

At New York Life we believe that people’s differences can be their greatest attributes. We recognize that employees’ unique qualities often lead to innovation, positive change, and a more productive and dynamic workplace.

Learn more about us at www.newyorklife.com/diversity.

© 2010 New York Life Insurance Company, 51 Madison Avenue, New York, NY 10010

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mately 100. He holds accounting, international business, and French bachelor’s degrees from Pennsylvania State University. Thompson has also played an active role with the local activities of the LGBT chambers of commerce in Philadelphia and Washington, DC.

Larry Harrington Executive sponsors: Use ‘em or lose ‘em The care and feeding of allies during the Out & Equal Summit Larry Harrington has been vice president of internal audit for Raytheon since 2004. He has also been vice president of human resources and vice president of health operations at Aetna. He is a CPA and has been chief audit executive for several global Fortune 500 companies, including Staples, Aetna, and LTV. He is a member of the Institute of Internal Auditors. Larry earned a bachelor’s degree in accounting from Bentley College in Waltham, MA, and attended Harvard Business School’s Advanced Management Program. He is a frequent speaker on auditing, change management, negotiation, and people development. He is the executive sponsor of the global LGBT employee resource group at Raytheon and has recently been selected to be the diversity champion for the company.

Douglas Harris

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Novel methods for sharing LGBT employees with your workforce Douglas Harris is a customer experience representative at Hewitt Associates, where he supports clients as a retirement specialist and on-floor supervisor. He is a leader of Hewitt’s Pride Alliance business resource group, in which capacity he is committed to supporting the company’s diversity efforts throughout the year. Douglas works with his co-leaders to create fun and educational activities for Pride month, such as video lunch-and-learns and trivia games. He also supports community involvement by regularly volunteering and coordinating volunteers for Hewitt’s partnership with The Cynthia Woods Mitchell Pavilion.

Marie Hartung Bisexuality: The impact of the workplace and the media on bisexual lives Marie Hartung is a senior diversity manager for the server and tools business at Microsoft, and is currently in her third year on the board of directors for Microsoft’s LGBT employee resource group, GLEAM. She currently holds the position of bisexual coordinator. Marie also serves on the Seattle regional Out & Equal board and has coordi-

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 © 2010 JPMorgan Chase & Co. All rights reserved.

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nated Microsoft’s presence at Out & Equal for the past three years. Passionate about diversity and especially populations underserved by typical diversity efforts, she has championed efforts to raise awareness of groups with a lesser voice. She holds a master’s degree in organizational development from Central Washington University and is a published poet, mother of two great boys, and an out bisexual.

Leonard Harvey, M.D., M.B.A. Our allies: Our champions Dr. Leonard Harvey is an AOA graduate of USC School of Medicine, and completed his residency in internal medicine at Kaiser Foundation Hospital in Los Angeles, CA. Leonard practiced internal medicine as a Southern California Permanente partner physician for 11 years before beginning private practice in Palm Springs, CA. In his current role, Leonard serves as the senior medical director for Southern California. He is licensed in the states of California, Arizona, and Nevada. Leonard received his M.B.A, summa cum laude, in 2002 from the University of Phoenix. Prior to joining Aetna, Leonard was the senior medical executive for Intracorp, a subsidiary of CIGNA in Pennsylvania, and was the senior medical director for CIGNA Health Care of Arizona for 5 years.

WORKING TOGETHER

FOR A COMMON GOAL Proud to Support Out & Equal 2010 Workplace Summit t To g e Maki n g a D i f f e re n c e

her

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F. Chase Hawkins Minimizing tension between the letters LGBT Rock the ages: Generational differences and ERGs Chase Hawkins is director of employee inclusion and cultural solutions at Raytheon’s Integrated Defense Systems (IDS) in Tewskbury, MA. He is responsible for all aspects of IDS’ diversity efforts, including engagement, education, communication, and partnerships with employee resource groups. Prior to coming to Raytheon, he spent ten years at JPMorgan Chase in roles including global diversity and leadership communications manager. Chase has been a frequent speaker at diversity conferences and seminars, including previous Out and Equal conferences.

He lives in Boston, MA, with his husband Charles.

Jaclyn Hedegard You’ve got the policy … what now? Using nonprofit partnerships to change corporate culture Jaclyn Hedegard is an account manager consultant at MetLife, administering benefit plans for corporations.

She is an active member of a number of MetLife’s affinity groups, for which she has led the 30-year celebration of MetLife’s Aurora building, the Hispanic Heritage Month celebration, Take Your Child to Work Day, and MetLife’s

annual Kick Ball Classic with the Special Olympics. For the GLAM LBGT group she is leading the Pride Month celebrations, and has organized the PFLAG “Straight for Equality” lunch-and-learns for more than 23 MetLife locations. Jaclyn has an associate’s degree from Holy Cross College in Notre Dame, IN, a bachelor’s in communications from Illinois State University in Normal, and a master’s in communication studies from Governor’s State University in University Park, IL.

Phyllis Heintz, Ph.D. The balancing act: Preserving personal authenticity in the workplace

Implementing and sustaining gender identity nondiscrimination practices Albert Hernandez is the director of employee relations at Disney/ABC Television Group. In this position, Albert oversees all employee relations efforts on behalf of the Disney-ABC Television Group, which comprises the ABC Television Network, Disney Channels Worldwide, cable networks ABC Family and SOAPnet, Radio Disney, Walt Disney Television Animation, Disney-ABC Domestic Television and ABC Studios, Disney-ABC International Television, the publishing unit Hyperion, and ABC Corporate Initiatives. He also oversees employee relations for ABC’s ten owned television stations. Previously, Albert led the West Coast Employee Relations team for Walt Disney Parks and Resorts. In this position, Albert had responsibility for all employee relations related services for nearly 20,000 Cast Members and Imagineers at the Disneyland Resort in Anaheim, including the Disneyland park, Disney’s California Adventure Park, Downtown Disney, and three hotels.

MOTOROL A and the Stylized M Logo are registered in the U.S. Patent & Trademark Office. All other product and service names are the property of their respective owners. © Motorola, Inc. 2010. All rights reserved.

Phyllis Heintz has served as an executive for national nonprofit organizations, and currently provides personal coaching and organizational consulting through Heintz Strategic Consulting Services. She is active in grassroots community organizing for the gay and lesbian community.

Her passion for gay rights inspired her doctoral studies at Fielding Graduate University, where she obtained a specialization in transformative learning for social justice.

Phyllis currently resides in Bakersfield with her partner of 17 years, Cheryl.

Albert Hernandez

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The Motorola Foundation applauds Out & Equal Workplace Advocates on its efforts to promote equality. www.motorola.com/giving 2010 Out & Equal Workplace Summit 155

bios Brandon Hernandez

The future of LGBT equality: The intersection of public policy and business leadership Brandon J. Hernandez currently oversees public affairs for Pacific Gas and Electric Company’s San Francisco Bay Area Region, where he manages relationships with civic and community leaders and acts as the company’s liaison to various local, statewide, and national environmental, LGBT, and Latino organizations. He has over ten years combined experience in the public and private sector, including serving as a key consultant to then Speaker of the Assembly Antonio Villaraigosa. Additionally, he sits on the board of directors of Voto Latino and the Gay & Lesbian Leadership Institute. Brandon holds a B.A. from the University of California, Berkeley.

Daryl Herrschaft Raising the bar: The new corporate equality index criteria and data from the 2011 report Daryl Herrschaft has overseen the Workplace Project of the Human Rights Campaign since 1998. In this capacity, he monitors and evaluates corporate policies surrounding lesbian, gay, bisexual, and transgender employees, consumers, and investors. Herrschaft has consulted with dozens of major corporations on the full range of LGBT-

related workplace policies. He is frequently called upon by national and local media, such as Time and The Wall Street Journal, as well as CNN, National Public Radio, and Voice of America.

Terry Hildebrandt Checking the box: The self-identification of LGBT employees at your business Using drama to overcome drama: Confronting our phobias and “isms” Terry Hildebrandt is an executive coach and organization development consultant. He helps senior and mid-level executives build high-performance teams and is a professional certified coach. He is also the co-founder of the Out & Equal Rocky Mountain affiliate and an Out & Equal Building Bridges trainer. Terry received his bachelor’s degree in materials science and engineering from Rice University and a master’s degree in organizational design and effectiveness from the Fielding Graduate University.

He is currently a doctoral student at Fielding, studying human and organizational systems. His dissertation is in the area of LGBT workplace equality. Terry lives in Denver, CO, with his partner, Michael, and can be contacted at 720-318-6625 or terry@terryhildebrandt.com.

Moody’s Corporation is proud to support the Out & Equal Workplace Summit and its commitment to diversity and inclusion in the workplace.

At Moody’s, we provide an environment that challenges and encourages curiosity and innovation, and gives you the opportunity to achieve your goals. We take pride in maintaining a balanced and diverse workforce and actively seek out people who enrich our talent pool.

For more information about career opportunities at Moody’s, please visit moodys.com/careers

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Marjorie Hill, Ph.D.

David Hoak

Can we talk? Partnership counseling for your ERG

Coming out to clients: Making LGBT work for you in client relationships

Dr. Marjorie Hill is the CEO of Gay Men’s Health Crisis (GMHC), the oldest AIDS service and advocacy organization in the world. GMHC provides a continuum of services to 15,000 persons annually, paired with robust public policy advocacy. She currently serves on the New York State AIDS Advisory Council, is a senior advisor to the HIV Center for Clinical and Behavioral Research at Columbia University, and is a member of POZ Magazine’s editorial board.

Joe Hoffman How we did it: LGBT employee resource group of the year finalists

Ian Hlawati, Esq. Accommodating religion and sexual orientation in the workplace: Promoting tolerance and diverse views Ian Hlawati is an attorney in the White Plains office of Jackson Lewis LLP. He has practiced labor and employment law on behalf of management for his entire career.

In addition to his practice, Ian is an adjunct professor at Manhattanville College, where he teaches graduate level coursework on legal issues in human resource management. He is twice published and has contributed to a legal casebook on labor law.

© Eastman Kodak Company, 2010

David Hoak is a consulting actuary with Towers Watson with more than 30 years of experience in providing retirement benefit solutions for large U.S. clients. He is a retired founding member of the Gay Men’s Chorus of Los Angeles. David lives in Los Angeles with his partner Kevin Duncliffe.

Joe Hoffman is the director of information systems for Sodexo and responsible for enterprise applications.

Through several mergers and acquisitions, Joe has worked for Sodexo his entire professional career, holding various management positions during his tenure.

He is the chairperson and a founding member of Pride, Sodexo’s LGBT and ally employee resource group. Under his leadership, Pride has been an Employee Resource Group of the Year and Ally of the Year Finalist for Out and Equal. He has a bachelor of science degree from Arizona State University, an M.B.A. from the University of Phoenix, and will begin his doctoral program this fall.

Diversity & Inclusion

drives innovation and success Kodak’s commitment to diversity and inclusion touches customers, consumers, employees, suppliers, shareholders, and more. While our vision is global, we focus upon the distinctive cultures and communities in which we live and work.

We champion diversity as a business imperative to help drive innovation. Working together, we create technologies and services that unleash the power of pictures and printing. Become part of our picture— and join us on our journey to enrich people’s lives.

www.kodak.com/go/diversity 2010 Out & Equal Workplace Summit 157

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Affiliates and ERGs: Get down to business Executive sponsors: Use ‘em or lose ‘em Casey Horton is a manager in Ernst & Young’s fraud investigation and dispute services practice. He assists life sciences companies with compliance and litigation support services. He has been actively involved in Ernst & Young’s LGBT employee resource group, Beyond, for the past five years. Casey currently leads Beyond in the Midwest area, which includes Chicago, Minneapolis, Detroit, and seven other Midwest locations. Casey is a member of the Out & Equal Chicagoland regional affiliate Leadership Council.

Philip J. Hoskins, Esq. The unique legal and financial challenges facing the LGBT community Philip Hoskins is an attorney in private practice in Los Angeles. He has served the community in the practice of law for more than 30 years. In that time, he has worked for the U.S. Department of Justice, managed the largest multiple-office law firm in California, and handled delicate and difficult legal matters for thousands of clients.

Philip has taught law school and other attorneys, written

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several books, and often leads educational workshops on many timely and important topics for the community. His philosophy is that an attorney should serve both his client and the community.

Terry Howard Uneasy alliances: The elusive search for common ground between diverse employee communities Terry Howard is the director of diversity and inclusion director for Texas Instruments. His work includes training, consulting, and coaching employees globally at all levels.

In 2006, Terry founded the “Diversity Connection Consortium,” with members across the globe; in 2007, he was selected by The National Society of Black Engineers as the recipient of the Black Engineer of the Year Diversity in Industry Award. A native of Staunton, VA, he is a graduate of Winston-Salem State University in North Carolina.

Becky Huber The missing link: Building an ERG scorecard for credibility and success Becky Huber is the director of business solutions testing at Blue Cross and Blue Shield of Florida (BCBSF). She is also the chair of RESPECT, BCBSF’s LGBT employee resource group, where she was instrumental in organizing and gain-

ing corporate support. Becky is also a member of the IT diversity business council at BCBSF. She lives in Jacksonville with her partner, Nancy, and their three young boys.

Jim Huberty Affiliates and ERGs: Get down to business Jim Huberty is a sales trainer for JPMorgan Chase. He previously held positions in sales, operations management, client relations, product management, human resources, and consulting. He chaired JPMorgan Chase’s Pride global employee resource group, is co-chair of the Out & Equal Chicagoland regional affiliate and attended the UCLA LGBT Leadership Institute. He holds a bachelor’s degree in psychology and sociology from Aurora University and an M.B.A. from Pepperdine University. He frequently speaks on LGBT workplace equality and leadership, and lives in Chicago.

Jody M. Huckaby The care and feeding of straight allies at work: What LGBTs must know for successful inclusion 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

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Society, New Mexico AIDS Services, and Houston’s Bering/Omega Community Foundation. His voice on equality issues has been heard in hundreds of media outlets, including The Los Angeles Times, The New York Times, and the Oprah Winfrey Show.

Joe Husman Maximizing business growth: Joining ERG efforts with advertising, marketing, and community efforts Joe Husman is the chief diversity and inclusion officer for Toyota Financial Services (TFS), headquartered in Torrance, CA. Prior to joining TFS, Joe worked for more than ten years at Toyota Motor Sales (TMS) where he held a variety of positions in the corporate planning area. Joe served as a diversity champion for TMS and participated in many business partnering groups.

I Milton Irvin Can we talk? Partnership counseling for your ERG Milton Irvin is a managing director and head of diversity and inclusion for UBS Group Americas. His primary focus

©2010 COORS BREWING COMPANY, GOLDEN, COLORADO 80401 • BEER • CCL02712809

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is to ensure that UBS is an employer of choice, in which diversity is respected across all spectrums. Before joining UBS, he spent time as president and chief operating officer of Blaylock & Partners, L.P. (a minority investment banking firm) and Imbot.com (an Internet start-up). He earned his M.B.A. from the Wharton School of Business, University of Pennsylvania.

J Kevin Janes Executive sponsors: Use ‘em or lose ‘em Kevin Janes is a partner in Ernst & Young’s advisory practice, with a focus on providing IT risk and assurance services to Fortune 500 clients. He began his career 18 years ago in the firm’s assurance practice and has held a number of leadership positions within the Chicago office. He joined Beyond, Ernst & Young’s LGBT employee resource group, last year and has recently become the executive sponsor for the Midwest sub-area, which includes Chicago, Minneapolis, Detroit, and seven other Midwest areas.

Ian Johnson Diversity sells: How to leverage LGBT support into sales internationally Ian Johnson is the founder of Out Now, and for two decades been recognized as one of the world’s foremost authorities on marketing to gay and lesbian customers. Out Now Global has been relied upon by many of the world’s leading brands, including Lloyds-TSB Banking Group, Barclays, Hilton Hotels, IBM, Toyota, the German National Tourist Office, KLM, Lufthansa, Merck, TUI, Cable & Wireless, and Citibank; and delivers a comprehensive range of gay marketing solutions, including advertising, research, strategy development, training, and public relations.

Kent Johnson Uneasy alliances: The elusive search for common ground between diverse employee communities Kent Johnson is a senior legal counsel at Texas Instruments, specializing in antitrust, medical, product liability, government transactions, intellectual property, mergers, and strategic alliances. He helped found and currently leads TI’s Christian values initiative and is a past chair of TI’s diversity network. Kent is a frequent speaker on the

Big thinking. Big network. Big possibilities.

The first moon transmissions? Ours. GPS? Ours, too. Networked battlespaces and NextGen air transportation systems?

Yes and yes. Big ideas call for big thinkers…and we have a lot of them. In fact, at Rockwell Collins we’re building a global workforce of men and women with diverse backgrounds, viewpoints and ideas who are committed to our foundation of innovation. To find out how your big ideas can lead to big possibilities, visit our website at www.rockwellcollins.com.

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topic of faith in the workplace and is a graduate of Dartmouth College and the Villanova School of Law.

Pamela Johnson Why do they need to tell me? How Citi is looking to overcome unconscious bias Pamela Johnson is the managing director and Citi’s global head for anti-money laundering and sanctions compliance. She joined Citi in 2004 as the director of anti-money laundering compliance monitoring and training and is a member of Citi’s Pride Network New York leadership and the Corporate Center Women’s Organization. She also represents Citi on the Human Rights Campaign’s business council and is a lifetime member of WIFLE (Women in Federal Law Enforcement).

Robin D. Johnson, Ph.D. Dance of leadership Diversity and trust: Alliances and betrayals Dr. Robin Johnson is a Harvard Business School-trained Ph.D. who has been an executive educator, coach, and author in leadership development for decades, teaching

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multicultural awareness, multicultural team effectiveness, leadership, and career-performance management. She wrote and developed the “Dance of Leadership, Career

by Design,” and “Organizational Behavior: A Multicultural Approach” (with Carlos Gonzales, Ph.D.). She has also produced audio programs including “Leading Your Multicultural Team to High Performance” and “Ask! Negotiation Strategies,” as well as “The Gamma Team Project,” a multicultural team video case.

Sara Johnston Giving (and getting) back: Nonprofit boards for beginners Sara Johnston is an auditor in the Seattle assurance practice of Ernst & Young. Sara spent seven years in the nonprofit sector doing fundraising and financial management before her transition to the corporate world. She has served on boards and led fundraising efforts for local nonprofits for more than ten years, with a focus on supporting anti-violence and justice work in the LGBT and people of color communities. Sara holds a bachelor’s degree in women’s studies and a certificate in accounting from the University of Washington.

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.

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B.J. Kamigaki Using drama to overcome drama: Confronting our phobias and “isms”

RESPECT LGBT employee resource group, and was the recipient of Out & Equal’s 2009 Champion Award.

Alexis Kantor Hitting the bullseye: How your ERG can engage leaders and drive business results

Randy M. Kammer

Alexis Kantor has been with Target for eight years and is currently a group manager of product development in apparel and accessories product design and development. She has been an outspoken advocate in support of all diversity and LGBT issues at Target and in her community, and currently serves as the co-lead of Target’s GLBT Business Council. Prior to Target, Alexis worked on the product development team at Victoria’s Secret.

The missing link: Building an ERG scorecard for credibility and success

Karianne Kas

B.J. Kamigaki is a quality engineering section manager and 33-year veteran of Hewlett-Packard. She is the programs manager for HP’s PRIDE employee resource group, and lives in Longmont, CO, with her partner Vickie.

She can be reached at bj.kamigaki@hp.com.

Randy Kammer is Blue Cross and Blue Shield of Florida’s (BCBSF) vice president for regulatory affairs and public policy. He represents the company before state and federal regulatory agencies. He also serves as president of BCBSF’s The Blue Foundation for a Healthy Florida, and is on the boards of several community organizations. Randy also serves as the executive sponsor of the

Strength in numbers & going global: Local labor & privacy issues when collecting data from a global LGBT network Karianne Kas is a senior executive in Accenture’s legal group, responsible for employment law in Europe, Africa, and Latin America. She leads an international team of senior employment lawyers who support Accenture in relation to a wide range of human resource and compli-

UBS is proud to support the 2010 Out & Equal Workplace Summit UBS supports fairness and inclusion in the workplace.

And in the everyday.

www.ubs.com/financialservicesinc UBS Financial Services Inc. is a subsidiary of UBS AG. ©2010 UBS Financial Services Inc. All rights reserved. Member SIPC.

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Matt Keys The missing link: Building an ERG scorecard for credibility and success Matt Keys is a cultural competence and diversity consultant at Blue Cross and Blue Shield of Florida (BCBSF), specializing in organizational consulting, strategy and scorecard development, employee resource group management, communications, event planning, and education and learning. Matt helped to identify and develop several of BCBSF’s nine employee resource groups. Matt has presented on the topics of employee resource group development and diversity scorecard design nationally.

He received his diversity management certification from Cornell University.

Kristofer Knopp Global mobility for LGBT professionals Kristofer Kopp is a senior consultant in Deloitte’s Global Employer Services Practice in San Francisco, serving

clients on the West Coast. He has over 5 years of global mobility for LGBT professionals experience, ranging from international assignment management, global mobility for LGBT professionals policy consulting, and global compensation management. He holds a bachelor’s degree from the University of Texas, Austin. He is a member of Deloitte’s Northern Pacific Regional GLOBE chapter.

Ryk Koscielski The Safe Space Program Ryk Koscielski began his career with AT&T Network Systems in 1985, after graduating with a bachelor’s degree in computer science from Purdue University, Calumet.

He also received a master’s degree in computer science from the Illinois Institute of Technology in 1989. His career has included assignments in software development, quality systems engineering, project management, technical writing, and product management. His current position is in software release project management. Ryk is now on the Global EQUAL! employee resource group board, and was co-president from 2002 to 2010. A native Chicagoan, Ryk lives in Naperville, IL, with his partner of 19 years, Todd. They spend a lot of time remodeling and landscaping their home. He enjoys bicycling, in-line skating, gardening, skiing, and scuba diving.

“PG&E” refers to Pacific Gas and Electric Company, a subsidiary of PG&E Corporation. ©2010 Pacific Gas and Electric Company. All rights reserved.

ance matters, as well as in relation to the human resource aspects of outsourcing deals, acquisitions, and other transactions. Karianne started her career in 1997 at the international law firm of Baker & McKenzie in Amsterdam.

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Setting the bar for workplace equality PG&E is a proud sponsor of the 2010 Out & Equal Workplace Summit

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Women’s leadership luncheon Sheila James Kuehl served eight years in the California state senate and six years in the state assembly, and, in 2008, left the legislature under California’s term limits statute. In her fourteen years in the state legislature, Sheila authored 171 bills that were signed into law, including legislation to establish paid family leave and establish the rights contained in Roe v. Wade in California statute.

Prior to her election to the legislature, Sheila drafted and fought to get into California law more than 40 pieces of legislation relating to children, families, women, and domestic violence. She was a law professor at Loyola, UCLA, and USC Law Schools and co-founded and served as managing attorney of the California Women’s Law Center. Sheila graduated from Harvard Law School in 1978, where she was the second woman in the school’s history to win the Moot Court competition. In her youth, she was known for her portrayal of the irrepressible Zelda Gilroy in the television series “The Many Loves of Dobie Gillis.”

Michael Lammons PSAI: What brings four fierce competitors together?

Michael Lammons is the assurance partner at Price­ WaterhouseCoopers. He is responsible for audit clients in the financial services and academic medical center industries. He has served as community relations partner sponsor for PwC Atlanta since March 2007, and on the PwC National GLBT Advisory Board since 2005, where he currently serves as chair. Michael also serves on the GLAAD national board of directors; other memberships and affiliations include the Georgia Society of CPAs, the Georgia Center for Nonprofits, and CHRIS Kids.

Madeline Lasko First steps in creating an LGB-inclusive workplace Global values for a global workforce London calling: An overview of the LGBT legal profession in the United Kingdom Madeline Lasko has been an associate of the workplace programs at Stonewall, the United Kingdom’s lead-

Southern California Edison is proud to support the Out & Equal Workplace Advocates 2010 Out & Equal Workplace Summit and salutes its dedication to equality in the workplace.

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ing organization for LGB equality, for more than three years. She works with U.K. employers to support them in improving sexual orientation equality in the workplace, as well as overseeing Stonewall’s annual Workplace Conference, Leadership Programme, Recruitment Guide, and Workplace Equality Index. Prior to joining Stonewall, Madeline worked in Brussels as personal assistant to a British member of the European Parliament.

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healthcare problems and demonstrating Aetna’s value to prospective customers. Ed is a key member of the National Accounts Senior Leadership. He holds a bachelor of science degree in public affairs from Indiana University, Bloomington, and an M.B.A. in marketing from Pepperdine University, Malibu. Ed and his partner, David, live in Los Angeles.

Elycia Lerman Creating an LGBT ERG mentoring program

Who is the outsider? Understanding microinequities from all sides Jenny Lee is an associate brand manager at McNeil Consumer Healthcare. She currently works on the adult Tylenol franchise on innovation and digital strategy.

Jenny holds an M.B.A. from the Georgetown University McDonough School of Business, and a bachelor’s in business administration from the University of Miami. Jenny lives in Philadelphia with her wife, Cristi.

Elycia Lerman is the co-chair of Johnson & Johnson’s LGBT affinity group and an active member of the women’s leadership initiative, on the multicultural women subcommittee. With Johnson & Johnson for 22 years, she is currently director, PMO knowledge management. She sits on the board of the Hunterdon Drug Awareness Program, a local nonprofit supporting substance abuse prevention and treatment. Elycia lives with her wife Anita and their two children, Sadie and Dustin, in Lambertville, NJ.

Ed Lehman

Lori Lewis

How we did it: Workplace excellence finalists

The federal workplace café: Conversations that will inform and inspire

Ed Lehman is vice president, head of sales, national accounts, Aetna. He leads the field sales organization to ensure that they are focused on solving customer

Lori Lewis has been a facilitator, mediator, and trainer for 25 years. She currently works as a facilitator for the U.S.

---------------------------------------------------In 1998, Sam Johnson and his sons, Fisk and Curt, re-experienced the amazing journey H.F. Johnson, Jr. took to Brazil in 1935.

Today the spirit of that adventure lives on in Fortaleza Hall, built to honor the adventurous spirit in all of us. A spirit that inspires the family that started a worldwide company.

Made of glass, Fortaleza Hall showcases the extraordinary story of the Carnauba adventure, including the beautiful S-38 aircraft as well as historical artifacts of the Johnson family’s 124-year history.

Join us at Fortaleza Hall so you, too, can experience an adventure that has no end. Admission is free. Reservations are required. Call or e-mail today.

262-260-2154 rondelle@scj.com scjohnson.com

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EPA. She works with a broad range of clients (governmental agencies, tribes, NGOs, community groups, businesses, academic institutions, and individuals) and uses mediation and facilitation processes to assist national and international groups in resolving environmental issues.

She continues to work toward full equality, recognition, and acceptance of LGBT employees in the federal government. Lori is an anthropologist by training and is intrigued by figuring out how people can adapt to change and broaden their thinking in a chaordic world. When not busy with the above, she can be found cycling the world.

Simma Lieberman What they don’t teach you in diversity school: How to ignite a successful diversity initiative Simma Lieberman is a noted management consultant in Berkeley, CA, who has worked with nonprofits, private industry, community organizations, and professional associations. Her clients have included Diageo, Renaissance Hotels, Pillsbury, GE, Monster, the National Association of Female Executives, McDonalds, ABM Industries, and the IRS.

Greg Ligotti Reaching out to engage employees everywhere Greg Ligotti is a finance director at The Clorox Company.

He serves on the Clorox Pride leadership team for corporate equality. Greg is a certified public accountant and has worked in a variety of finance leadership positions at companies including Deloitte, ITT Industries, and Philips Electronics. He is the chair of the audit committee for the San Francisco Gay and Lesbian Center.

Lisa A. Linsky, Esq. Promoting diversity and making waves: Implementing ERGs that drive organizational change Lisa Linsky is a partner in the New York trial department of McDermott Will & Emery, LLP, with a practice focused on complex litigation, product liability, mass and toxic tort, business investigations, trials, and civil rights. She is also McDermott’s first partner-in-charge of firm-wide diversity and the founder and chair of McDermott’s LGBT diversity committee. In 2007, she was appointed to the board of Lambda Legal, and currently serves as secretary. Lisa is the 2010 recipient of the Empire State Pride Agenda’s Equality at Work Award. In 2009, she was named a “Mover and Shaker” by the Minority Corporate Counsel

Waste Management…embracing our differences to make a difference!

Diversity & Inclusion a t

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M a n a g e M e n t

Diversity is about more than gender, race, or ethnicity.

It’s about who we are as individuals and the unique differences we bring to Waste Management every day.

Inclusion is how we embrace and enable diversity at Waste Management. Our organization, investors, vendors and customers benefit from the broad perspectives of our diverse workforce. We are committed to building our diversity efforts as well as capitalizing on the differences of our internal talent.

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Association for her contributions to diversity within the legal profession. She is also a recipient of the 2009 Safe Haven Award, presented by Immigration Equality for her work on behalf of LGBT asylum-seekers. Lisa is a member of the LGBT Rights Committee of the City Bar of New York, and serves as the diversity liaison to the LGBT community from the board of the National Association of Women Lawyers. She is a former career prosecutor who specialized in the investigation and trials of crimes involving child abuse, domestic violence, sex crimes, and homicides.

Samir Luther

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Health benefits for transgender and transsexual employees, the WPATH Standards of Care, and the CEI

Laurie B. Lippin, Ph.D.

Samir Luther is an expert on employment non-discrimination policies and benefits for LBGT workers in the United States. In his capacity with the Workplace Project, he helps employers develop and implement model practices, sets standards and benchmarks for the project’s annual Corporate Equality Index report, and generates cutting-edge resources on LGBT workplace issues. Follow him on Twitter @samirluther.

Targeted and privileged: The importance of examining whiteness within the LGBTIQ community

Steve Lyle

Dr. Laurie Lippin is a partner in Equity Action, LLC, specializing in training, consulting, coaching, and teambuilding in the areas of diversity and cultural competence. She holds a Ph.D. in adult education and is a regular part-time faculty member at the University of California, Davis. She co-authored (with Helfand) the 2001 publication Understanding Whiteness/Unraveling Racism: Tools for the Journey, now updated and re-released as Unraveling Whiteness by Kendall/Hunt.

Uneasy alliances: The elusive search for common ground between diverse employee communities Steve Lyle is the general manager of diversity, inclusion, and workforce development for Texas Instruments. He is a distinguished honor graduate of the U.S. Military Intelligence Center and School and a former U.S. Army officer.

Steve holds degrees in business administration and information technology, and is a graduate of the human resource strategic leadership course at the University of Michigan and the strategic negotiations course at Harvard.

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 2010 Out and Equal Workplace Summit.

To learn more about our commitment to diversity, visit careers.utc.com

CARRIER

H A M I LT O N S U N D S T R A N D

OTIS

P R AT T & W H I T N E Y

SIKORSKY

UTC FIRE & SECURITY

U T C .C O M

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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Our allies: Our champions Denise Lynn oversees all aspects of diversity and talent management for American Airlines. She joined American in 1989 and moved to human resources in 1992, where she led a variety of functions before moving to American Eagle to run that airline’s human resources function from 2004 through 2006. Lynn was born and raised in London and holds a degree in economics from the University of Bath in England. She married a Texan and now lives in Dallas with her husband and two teenage sons. Lynn is a member of the board of the American Airlines Federal Credit Union, and the board of trustees of Paul Quinn College.

M Robert Maitner, Jr. Out in the federal workplace: Strategies for LGBT consultants in the federal environment Robert Maitner is a senior managing consultant with IBM’s federal financial management practice. He has been

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with IBM for 11 years, and has managed several federal projects for clients including NASA and the Departments of Defense, Energy, and Health and Human Services.

Robert is an industry-recognized expert in federal financial management, and has written several articles on internal controls and financial systems implementation.

He is a Phi Beta Kappa graduate of the University of New Hampshire and holds a master’s degree in government administration from the University of Pennsylvania. He currently serves as the lead for IBM’s Washington DCarea LGBT group, Eagle.

Jeff Marootian Move over CEI, the CCCP is here Jeff Marootian is the director of community relations at the District Department of Transportation in Washington, DC. In this capacity he is responsible for the agency’s broad portfolio of public outreach and stakeholder engagement. He is a founding board member of Out for Work and has trained corporations and nonprofits in the areas of strategic workforce development and recruiting, and retaining top “Gen-Y” talent. Jeff holds a bachelor of arts degree in human services and a masters of public administration from George Washington University.

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Ken Martin The virtuous cycle: Integrate ERGs into your business plan, support profitability, and boost workforce engagement Ken Martin is senior manager for innovation in Sara Lee’s foodservice beverage division, and chair of the Sara Lee Pride network supporting LGBT and straight allies. After ten years in advertising, Ken changed careers to work for Nabisco, Kraft, and Disney Consumer Products. He splits his time between Chicago and Ogden Dunes, IN, with his husband and partner of 24 years, Professor Curt Winkle.

Kris Maybach The virtuous cycle: Integrate ERGs into your business plan, support profitability, and boost workforce engagement Kris Maybach is director, continuous improvement (CI) North America for Sara Lee Corporation, where she specializes in increasing shareholder value through integration and application of Lean/Six Sigma principles, methodologies and tools across the value chain. In this role, she leads strategic deployment of Lean management elements including hoshin/business planning, performance management, problem solving, and CI capability building across

Sara Lee NA business units. Throughout her career, Kris has successfully partnered with leaders within and across multiple industries and ERGs to help identify, align, and execute strategic initiatives to achieve financial and cultural objectives. She has been with Sara Lee since 2005 and is a contributing member of Sara Lee’s PRIDE Network.

Gregg J. McConnell The role of ERGs in healthcare organizations in promoting LGBT health Gregg McConnell is manager of corporate contract management at Cardinal Health. Prior to joining Cardinal in 2007, he was senior IT procurement analyst at Ohio Savings Bank, and vice president of vendor solutions for Chase Home Finance. Previously, he worked at Ethan Interactive, where he was manager of sales and operations, and at Applied Performance Technologies, where he was a vice president.

Jeanine McGuire The missing link: Building an ERG scorecard for credibility and success Jeanine McGuire is a Six Sigma black belt and project management professional at Blue Cross and Blue Shield

Made in every color of the rainbow.

At Volkswagen Group of America, we make our cars as different as the people that own them.

That’s because diversity isn’t just a policy, it’s a way of life. It shows in our products, our employees, and those that we do business with. And has for years.

That makes us as proud of our people as we are of our great cars and trucks.

Volkswagen Group of America is a proud Advocate sponsor of the 2010 Out and Equal Workplace Summit

www.volkswagengroupamerica.com

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of Florida (BCBSF). She serves as an internal consultant, leading deployments of business process quality management throughout the company. Jeanine is also a board member of Respect, BCBSF’s LGBT employee resource group, and has been involved in many of the company’s diversity initiatives. She has presented nationally on the topics of diversity scorecard and strategy design.

Brian McNaught Diversity and inclusion strategies beyond the United States International Roundtable: Focus on India Named “the godfather of gay sensitivity training” by The New York Times, Brian McNaught is considered the world’s leading corporate diversity consultant dealing with gay, lesbian, bisexual, and transgender issues in the workplace. He is a best-selling author of four watershed books on gay issues, all of which are used as college texts, and is featured in six popular educational DVDs that are used extensively by corporations and schools in their diversity initiatives. Since 1974, McNaught has addressed hundreds of corporate and university audiences throughout North America, Europe, Australia, India, Japan, Hong Kong, and Singapore, including those at the National Security Agency (NSA), Goldman Sachs,

Deutsche Bank, Bank of America–Merrill Lynch, CreditSuisse, Citigroup, Toronto Dominion Bank, JP Morgan Chase, UBS, Chrysler, Ford, Morgan Stanley, Merck, DuPont, Hewlett-Packard, Motorola, S.C. Johnson & Sons, Chubb, SONY, St. Paul Cos., AT&T, Lehman Brothers, Lucent, Avaya, Agilent Tech., NCR, Brookhaven National Labs, Sandia Labs, Battelle, and over 200 collegesand universities, including Harvard, Vanderbilt, Indiana University, Holy Cross, Penn State, MIT, and UCLA. Brian recently created the highly praised new corporate Web resource, “A Manager’s Guide to Gay and Transgender Issues.” He wrote a syndicated column in the gay press for 12 years, and was the mayor of Boston’s liaison to the gay community from 1982 to 1984. Brian also served as an advisor to former Surgeon General David Satcher at Morehouse School of Medicine on his national sexual health initiative. He is certified by the American Association of Sex Educators, Counselors, and Therapists (AASECT) as a sexuality educator. He and his spouse, Ray Struble, live in Ft. Lauderdale, FL, and Provincetown, MA.

Darren Meader Beat the competition: Working together for the good of the group Darren Meader joined Citi’s loans syndication team in the structured finance group in 2003, then moved into secu-

Start your new decade dance with Kate Clinton — comic without borders, wake-up artist, and the original reality gatecrasher. See Kate perform her world-famous burlesque Bubble Wrap Dance as she gleefully pops the air out of deniers and disruptors, birthers and dearthers, conservadems and bibliocrats, the -stans and the bans, spine flu and whine flu, ex-gays and A-gays, the audacity of nope and of course, the pope. All material fully digitalized and gorgeously styled by the Haus of Ha.

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rities and banking operations in London, responsible for supporting the foreign exchange and derivative trading desks. He now works in the collateral management team at Citi, margining cross products. Previously, he spent six years with Merrill Lynch Private Client. As well as his dayto-day responsibilities, Darren is co-chair of the Citi Pride network in London and is a member of the Interbank LGBT Forum committee.

Sherri Mikell The missing link: Building an ERG scorecard for credibility and success Sherri Mikell is Blue Cross and Blue Shield of Florida’s (BCBSF) vice president of claims process. In this role, she provides leadership for nearly 1,000 employees in the service organization. Sherri 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 alumna of Florida State University and holds an M.B.A. from Jacksonville University.

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Susan Miller

Entertaining brands: Reaching an LGBT audience Susan Miller is the executive producer and writer of “Anyone But Me,” the Telly, Webby and Streamy awardwinning Web series about a new generation struggling with modern relationships. Susan, an Obie award-winning playwright and Guggenheim fellow, is also the author of the critically acclaimed “My Left Breast” and “A Map of Doubt And Rescue,” among others. A consulting producer and writer on “The L Word” and “Thirtysomething,” she was honored as one of Power Up’s 2009 “10 Amazing Gay Women In Showbiz.”

Dawn Milstead The missing link: Building an ERG scorecard for credibility and success Dawn Milstead is the director of continuous quality improvement at Blue and Cross Blue Shield of Florida (BCBSF). She provides leadership and consultation for process improvements. Dawn is a certified Six Sigma black belt, and a board member of RESPECT, BCBSF’s LGBT employee resource group. She holds a bachelor of science in nursing from the University of Central Florida and an M.B.A. from Jacksonville University.

At Merck, we take pride in our LGBT colleagues and their allies.

Thanks to our LGBT colleagues and their allies for their commitment to each other, for their help in creating an inclusive workplace and for their passion for creating a healthier world.

21050590(18)-07/10-COR

2010 Out & Equal Workplace Summit 171

bios Casey Monnerjahn

Jackie Moran

Connecting our networks for greater success—locally and beyond

Why do they need to tell me? How Citi is looking to overcome unconscious bias

Casey Monnerjahn is a people team project manager in Ernst & Young’s Southwestern region. He is a founding member of Beyond, Ernst & Young’s LGBT resource network, and an avid supporter of all inclusiveness initiatives. Originally from New Orleans, Casey now lives in Dallas with his partner Bradley and their two goldfish, Oscar and Felix.

Terilyn Monroe

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 mentoring and recruitment programs for both Citi and the New York Stock Exchange.

Beyond engagement: How diversity and ERGs contribute to an inspired organization

Eleanor Mulligan

Terilyn Monroe is director of global employee engagement at Intuit. Her areas of responsibility include inclusion and diversity, employee giving and volunteerism, the Intuit Foundation, new hire onboarding, regional site events and activities, the Intuit alumni community, and human resources communications. She has also worked for Nortel Networks, Bay Networks, Amdahl, and Amdocs.

Terilyn has held several nonprofit board positions and continues to be active in her community.

LGBT issues in an international setting Eleanor Mulligan is a program manager for Google’s diversity and inclusion initiatives across Europe, the Middle East, and Africa. She is based in London, where she designs, creates, and delivers tailored and locallyrelevant diversity initiatives for a wide range of countries, languages, cultures, and laws. Her current projects include the LGBT agenda, disability awareness and pre-university outreach programs. Prior to Google, she worked at a multi-national human resources consulting firm serving a wide variety of technology clients and public sector

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.

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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.

172 2010 Out & Equal Workplace Summit

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organisations with a strong equality agenda. Eleanor has a bachelor’s degree from the University of Nottingham, England.

Scott Murphy

Damian Murphy

Scott Murphy is senior vice president of human resources for Turner Broadcasting System, Inc. (TBS, Inc.) Scott, based in Atlanta, oversees human resources needs for ad sales, distribution sales and sports, consulting with division leaders on organizational development, compensation, employee relations, performance management, and succession planning. Previously, Scott served as vice president for TBS, Inc., and provided human resource leadership to Turner’s corporate divisions including legal, finance & accounting, properties & securities, audience research, human resources, and corporate communications. Scott earned a bachelor of arts degree in marketing from Southern Illinois University and did graduate-level HR work at Georgia State University. Scott also serves as a board member with the Atlanta-based nonprofit Theatrical Outfit, an advisory board member with Out and Equal, and as a mentor to emerging female leaders participating in Pathbuilders development programs.

Managing through difficult economic times Why do they need to tell me? How Citi is looking to overcome unconscious bias Damian Murphy is responsible for the management of all Citi leadership and executive development programs across the EMEA region. His broad experience in the training, leadership, and executive development spaces has stretched over seven years in various roles. He is one of the co-chairs of the Citi Pride UK network, having been a member of the network since 2005. Primarily focused on training and education responsibilities, Damian was responsible for launching the LGBT mentoring program, now in its second year. In his spare time, he likes to experience life through social activities, travel, and volunteering. He lives in London with his partner of ten years.

How we did it: LGBT employee resource group of the year finalists

Proud HRC Partner

In 2005, Raytheon became the first defense contractor to earn a perfect score from the HRC Corporate Equality Index. Our rating hasn’t changed. Neither has our dedication to creating a diverse and inclusive workplace.

www.raytheon.com © 2010 Raytheon Company.

“Customer Success Is Our Mission” is a registered trademark of Raytheon Company.

2010 Out & Equal Workplace Summit 173

bios Todd Murray

Isabel Mychajlowycz

Real and relevant issues of LGBTQ members: Expanding how we define diversity training

Creating an LGBT ERG mentoring program

Todd Murray was adopted into a strong and loving family, but he always felt “different.” In high school, taunts turned into daily abuse, and by his junior year he signed out of public school. He moved to New York City and worked in a dental office by day and educated himself by night. Todd found himself, a sense of freedom, and what he was sure was the man of his dreams. But he stopped using protection for fear his partner would think he didn’t trust him.

After the relationship ended, he moved across the country.

On World AIDS Day 2001 his best friend asked him to go with him to get an HIV test, and Todd heard the news that would change his life. Devastation, confusion, anger, regret, and isolation quickly filled Todd’s mind. But when he started to share his story with others, he found that it had a great impact. Today, Todd is the president and founder of Hope’s Voice, an international platform for young people to share their stories and make social change.

174 2010 Out & Equal Workplace Summit

Isabel Mychajlowycz is a senior diversity specialist for Johnson & Johnson. She supports the development and execution of diversity and inclusion strategies across the organization. Isabel oversees the design of a global diversity and inclusion e-learning curriculum that delivers self-guided tools for building organizational competencies and a culture of inclusion. With more than 12 years of experience in IT project management and equal opportunity, she helps Johnson & Johnson teams implement mentoring programs that leverage diversity, enhance talent, and facilitate business outcomes.

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Stefano Nappo, Ph.D.

N

Beat the competition: Working together for the good of the group

Marilyn Nagel Changing the way we work and live: Inclusive policies, practices, and processes How we did it: Workplace excellence finalists Next-generation organizations, next-generation talent: Leveraging the changing face of LGBTA leaders and customers As Cisco’s chief diversity officer, Marilyn Nagel is responsible for facilitating the global Inclusion & Diversity (I&D) council, which sets the I&D agenda and strategy for Cisco. Marilyn also develops the strategic plan for I&D cross-functional teams and is continually looking for ways to help Cisco stay innovative, by driving policy changes to create a more inclusive environment. Marilyn has worked in academia, leadership, and organizational development for nearly 30 years. She holds bachelor’s and master’s degrees in public administration, and has an additional master’s degree in social and systemic studies.

Stefano Nappo is a Ph.D. ex-astrophysicist, and an intellectual property counsel for UBS. Based in London, he chairs UBS’ Pride committee for Europe, the Middle East, and Africa, and the Interbank LGBT Forum committee, a London-focused group of investment bank LGBT networks. A Stonewall ambassador, Youth Event volunteer, and executive role model, Stefano is committed to furthering the LGBT cause in many ways, including through UBS’ community outreach programs, and through charitable, musical, and artistic activities.

Jean-Marie Navetta You’ve got the policy … what now? Using nonprofit partnerships to change corporate culture The care and feeding of straight allies at work: What LGBTs must know for successful inclusion Why did you say that? Using perceptual identity to break through barriers in the workplace

r o v e r T

Jean-Marie Navetta is the director of equality partnerships for PFLAG, leading its Straight for Equality project.

Under her leadership, more than 4,000 people have been

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2010 Out & Equal Workplace Summit 175

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trained, many in Straight for Equality in the Workplace events. She is the former director of communications for PFLAG and also worked to make the world a better (and more attractive) place through her creative services consulting group. Jean-Marie came to PFLAG in 2005 from the American Association of University Women, where she served as media relations manager for the group’s three corporations. She holds a bachelor’s degree in philosophy from Montclair State University in New Jersey.

Elaine Newman Count me in: Including LGBT in workplace demographic data collection Elaine Newman is the CEO of the international Global Learning Group of companies, where her experience in strategic consulting and corporate learning is unparalleled. Her passion, however, is workplace diversity and inclusion; and, to this purpose, she has led her companies to build a unique team of training and consulting specialists in that area. In 2009, under Elaine’s direction, Global Learning launched a new series of critically acclaimed “Diversity Moments” trainings focused on sexual orientation and gender identity. Having traveled

the globe and lived in Washington, DC, Houston, Boston, and Philadelphia, Elaine and her family finally settled in Toronto, where she has become very involved in local nonprofit organizations and civic endeavours.

Chip Newton Does your ERG measure up? Components of a successful employee resource group Chip Newton is a manager with Deloitte Consulting’s healthcare technology practice. He is considered a senior workforce management productivity expert, with more than 15 years of professional consulting experience, and is a consulting thought leader with experience in the healthcare, retail, and education industries. Chip serves as the co-chair of the Out & Equal Atlanta affiliate, chair of Deloitte’s Atlanta LGBT business resource group, and is the executive secretary of the board of directors for AID Atlanta. He received his M.B.A. in human resources management from Georgia State University.

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Real and relevant issues of LGBTQ members: Expanding how we define diversity training Alex Nicholson was raised in South Carolina as the only son of a devout Southern Baptist and a career Army reservist. At 19, he enlisted in the Army and trained as a human intelligence collector. As September 11, 2001 occurred, he had just been chosen to cross-train in counterintelligence when a colleague revealed confidential knowledge of his sexual orientation. Despite his extensive training and linguistic abilities, Alex was honorably but involuntarily discharged. After several years of shame and embarrassment, he finally went public about his experience and founded Service Members United in 2005, which supports those suffering under the cloud of the “don’t ask, don’t tell” policy, and fights for its repeal. Alex is widely featured in the media as the voice of the gay and lesbian military, veteran, and defense community.

Frankie O’Connor Executive sponsors: Use ‘em or lose ‘em Rock the ages: Generational differences and ERGs The care and feeding of allies during the Out & Equal Summit Frankie O’Connor is a systems engineer at Raytheon’s Expeditionary Warfare Center in San Diego. She is the current president of Raytheon’s global GLBTA employee resource group, and was founder of the GLBTA-San Diego chapter. Frankie has been an activist in the LGBT community since coming out at the University of Notre Dame in 1999. She has spoken to high school and college students about being out and open in the workplace.

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bios Laurie Olson

Executive mentoring: How to navigate your career as a lesbian or gay employee Laurie Olson is Pfizer’s senior vice president of portfolio management and analytics, responsible for decision support, portfolio management, and metrics and business development valuations. She joined Pfizer in 1987 and has served in a variety of marketing leadership positions, such as U.S. launch team leader for Lipitor, Pfizer’s highestselling product. Laurie earned a bachelor of science in economics from the State University of New York at Stony Brook and an M.B.A. in marketing from Hofstra University.

Sharon Orlopp Creating the strategic partnership: Walmart and Services and Advocacy for GLBT Elders (SAGE) Sharon Orlopp is the senior vice president responsible for the entire people division of Sam’s Club for Wal-Mart Stores. With approximately 105,000 associates nationwide, her responsibilities include training and development, associate processes, event planning and communication, compensation, and all aspects of human resources development for the nation’s largest warehouse chain. She currently sits on the advisory board for the Center for Busi-

ness Women’s Research, the leading authority on women business owners and their enterprises worldwide.

Ron Owen Bisexuality: The impact of the workplace and the media on bisexual lives Ron Owen has been involved in the LGBT Community for over 30 years. Ron is founder of BiNetAZ (1998) and one of the original leaders of BiNetUSA (1984), and formedctor. Also former Director of BiNetLA. In the last ten years he has worked with LGBT groups in the AZ Democratic Party, and also helped create Rainbow Spirits, an LGBT Spiritual Community group. Ron has over 25 years in human resources and currently works as the business manager for Land of Ahhs Consignment, Scottsdale.

Previous employers include MCI, Universal Technical Institute, and US Microchip. He received an M.B.A. from Atkinson Graduate School in Salem, OR, and a B.A. in political science at UCLA. He lives in Scottsdale, AZ, with his life partner, Peter, of over 29 years. They were in triad union for 14 years with a woman and together have two children aged 14 and 19.

Connecting your organization to tomorrow’s LGBTQA workforce, today.

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Rebecca Parilla

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Can you be gay and global?

Vincent Pan Common goals: Looking across identities on issues of workplace inclusion Vincent Pan is the executive director of Chinese for Affirmative Action (CAA), a community-based social justice organization in San Francisco.Prior to joining CAA, Vincent was a consultant with the William Clinton Foundation, where he helped start treatment programs for children living with HIV/AIDS in China. Before that he was the cofounder and executive director of Heads Up, a nonprofit organization that runs after-school and summer programs for low-income children by enlisting college students to tutor and teach as AmeriCorps members. Vincent has a bachelor’s degree in economics from Harvard University, and has been a Fellow with the Center for Social Innovation at Stanford University, the Echoing Green Foundation, and the Stride Rite Foundation.Vincent serves on the board of directors of CompassPoint Nonprofit Services, and is a former member of the San Francisco Police Commission and the San Francisco Complete Count Committee for the 2010 Census.

Rebecca Parrilla leads the design and implementation of intercultural development programs at Language & Culture Worldwide, supporting organizations in their goals to incorporate cross-cultural competencies into their worldviews and inclusive behaviors into their workflows.

A native Spanish- and English-speaker, she has lived for extended periods in Asian (China), Latin American (Puerto Rico), and North American (U.S.) cultures. Rebecca received her M.B.A .from DePaul University and currently resides in Chicago with her partner, Sue. She brings a lesbian perspective to “Cultural Detective: LGBT.”

Nate Parker Tweet me L8R: Discovering the benefits of working with Gen Y Nate Parker is an operations supervisor in the treasury and securities services business at JP Morgan Chase, where he has worked for the last four years. An active member of PRIDE, the company’s LGBT employee resource group, in February he was elected the global co-chair, the first employee outside of the U.S. to hold this role. Nate has a passion for diversity and the positive

CAN we talk?

(You bet we can.)

Since 1973 PFLAG has been the voice of families and straight allies in the fight for equality. And with the addition of our Straight for Equality in the Workplace project, we’ve brought that voice to more than 4,000 people in 40 companies across the country.

Learn more about the work that we’re doing to transform workplace culture, support your work in the community, and how you (and your organization) can be part of the PFLAG and Straight for Equality family.

Join us for our sessions at the 2010 Workplace Summit, and get a chance to...

Talk about straight allies:

Talk about our communities:

Talk about ourselves:

The Care and Feeding of Straight Allies: What LGBTs must Know for Successful Inclusion

You’ve Got the Policy…What Now?: Using Nonprofit Partnerships to Change Corporate Culture

Why Did You Say That?

Using Perceptual Identity to Break Through Barriers in the Workplace

A project of PFLAG National

(Co-Presented with MetLife)

(Co-Presented with Cook Ross Inc.)

www.straightforequality.org

©

2010 Out & Equal Workplace Summit 179

impact that ERGs can have on employee development and retention.

David Parks The future of LGBT equality: The intersection of public policy and business leadership David Parks is the first openly gay member of the Nevada legislature, and remains the only publicly elected gay official in the state. He was elected to the state senate in November 2008 and had served in the Nevada assembly since 1996. He serves on the boards of numerous organizations and was appointed to the Governor’s Statewide AIDS Advisory Task Force from 1987 to 1994 and from 2002 to the present. David got his B.S. from the University of New Hampshire, and then served in the U.S. Air Force stationed at Nellis Air Force Base in Las Vegas, NV. He received his M.B.A. from the University of Nevada, Las Vegas, and worked for the City of Las Vegas and had local government experience over the years.

Bryan Parsons Raising the bar: The new corporate equality index criteria and data from the 2011 report Bryan Parsons is a manager in Ernst & Young LLP’s audit and business advisory practice, with a specific focus on strategy and operations of the financial services group.

He is responsible for quality and risk management initiatives relating to over 40 partners who service financial market clients in the New York and Boston areas. In this unique role at Ernst & Young, Bryan concentrates on best practices development and implementation.

Nicholas Patrick Executive mentoring: How to navigate your career as a lesbian or gay employee Nicholas Patrick is a manager in Pfizer’s worldwide communications division, responsible for producing print and video content for PfizerWorld, the company’s flagship corporate intranet site, which reaches a global audience of more than 100,000 Pfizer employees. He also co-chairs Pfizer’s Global LGBT Council, the governing body of the company’s site-based LGBT employee resource groups.

He joined Pfizer in 2004 and earned his B.A. in liberal arts from the City College of New York.

Sheri Paulo Why do they need to tell me? How Citi is looking to overcome unconscious bias Sheri Paulo is the managing director of employee relations and policy in the U.S, responsible for the development of employment policy and practice, as well as the appropriate resolution of formal employee relations

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matters. Her team provides education and development to HR professionals increasing their employee relations skills and capability. She was instrumental in the establishment of Citi’s employee Pride Network of the San Francisco/Bay Area. Sheri is also an executive coach for Citi’s Executive Business Leadership Program.

Nicholas Payne, Ph.D Bisexuals at work: New global survey data Nicholas Payne is an adjunct professor at the University of Cincinnati, teaching quantitative analysis. He started teaching after retiring from Procter & Gamble following a 40-year career, the last twenty as a statistician analyzing employee satisfaction surveys. He was the first straight ally on the leadership team of GABLE, Procter & Gamble’s employee resource group. He worked with company leadership to add questions relevant to LGBT employees to the employee survey. In his 40 years at Procter & Gamble, it was working with GABLE that helped him feel fuller. Nick is a trained opera singer and a volunteer with several nonprofits. Nick has a wonderful family with a wife, two children, six grandchildren, one great-grandchild, and a great mother-in-law!

Denise Penn Bisexuality: The impact of the workplace and the media on bisexual lives Denise Penn is an advocacy journalist and editor who has been covering political and social issues for alternative and LGBT press since the early ’90s. She is the associate producer and host of The Gay & Lesbian News Magazine, a weekly live cable television show in Long Beach; news editor for The Lesbian News; and a frequent contributor to the Orange County and Long Beach BLADE, IN Los Angeles Magazine, and others. She also works behind the scenes as a communications consultant, and has presented workshops on bisexuality at many conferences. She grew up in Orange County, earning degrees in English and social science from CSUF and UCI, and completed an M.S.W. at San Diego State University.

Neddy Perez Energy sector LGBT employee resource group best practices Neddy Perez is the vice president of inclusion and diversity at National Grid, one of the largest investor-owned energy companies in the world. Previously, she served as KPMG LLP’s chief diversity officer, and has implemented human resources and diversity initiatives for corporations such as Sodexo, Royal Dutch/Shell, and United Parcel Service.

Neddy is the founder of the Association of Employee Resource Groups, and one of the founders of the Inclusion & Diversity Officers Roundtable and of Latinos in Diversity & 2010 Out & Equal Workplace Summit 181

WITH TIM BENNETT AND JOHN NASH

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Human Resources. In 2009, she was named to the “Woman Worth Watching List for 2010” by Profiles in Diversity Journal, and in 2006 she was inducted into Houston’s Hispanic Women’s Hall of Fame. She holds a bachelor’s degree in public relations from the University of Florida and a master’s in human resources management and international business from Nova Southeastern University.

Mike Perillo Sexual harassment through the eyes of LGBT employees Mike Perillo is the human resource leader for Merck’s global finance division. In this role, he is responsible for creating and executing the human capital plans and programs supporting the global finance strategy, including all aspects of engaging, developing, and retaining over 3,200 employees. Mike serves as the human resources liaison of Merck’s LGBT Global Constituency Group, and the HR liaison for Merck’s Employee Resource Group Bridge. Mike enjoys boxing, spin class, and kayaking.

Susanne Perkins The federal workplace cafe: Conversations that will inform and inspire Susanne Perkins is a project manager for the U.S. EPA Region 9 in San Francisco, where she focuses on hazardous waste permits and sustainability. Along with Lori Lewis, she proudly manages the LGBT diversity program for Region 9. Susanne is a native Mainer and keeps in touch with her rural roots by keeping a few chickens and a worm bin in the backyard of her decidedly urban Bay Area habitat.

Joan Pertak Executive sponsors: Use ‘em or lose ‘em Joan Pertak is vice president and chief information officer for PepsiCo Beverages North America and Quaker Foods and Snacks. She joined PepsiCo in 1983 as a computer programmer, and transferred to the IT department in 1989. Since then, she has broadened her experience through many technology and leadership positions.

Most of Joan’s tenure has been spent in leading bottling selling systems initiatives and PepsiCo transformation projects. Since 2007, Joan has been the executive sponsor of two Chicago-based employee resource groups at PepsiCo: the Equal group, which increases awareness of LGBT diversity, and the Women’s Initiative Network (WIN), which identifies and drives solutions to key issues related to professional and personal development of women.

Joan earned her bachelor’s degree in psychology at the State University of New York in Albany. She resides in West Harrison, NY, with her husband and three children.

Durodgio Peterson

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Wake up to the new ally in town Durodgio Peterson is a native of Detroit and holds a bachelor’s degree in international studies from the University of Michigan. In the Navy, he was a part of “Operation Enduring Freedom,” and is a recent combat veteran of Afghanistan. Upon his return to the U.S., he joined the Veteran Affairs Department in Washington, DC, working in diversity and inclusion, where he founded the National Diversity LGBT Program in 2008. Durodgio also works on White House policies regarding diversity in the workplace initiatives and on executive orders.

Michelle E. Phillips, Esq. Accommodating religion and sexual orientation in the workplace: Promoting tolerance and diverse views Michelle Phillips is a partner in the White Plains office of Jackson Lewis LLP. She is the founder and chairperson of Jackson Lewis’ GLPG (Gay & Lesbian Practice Group) as well as a member of the firm’s diversity committee.

She regularly conducts diversity training regarding LGBT issues in the workplace. Michelle also regularly handles employment litigation and advises employers on best practices and legal compliance.

Ronnie Phillips, Ph.D. From marketing to outreach: How to make an ERG relevant Ronnie Phillips is a research scientist in Kimberly-Clark’s corporate research and engineering team, where he has worked for almost two years. He is currently co-chair of the Atlanta Pride employee resource group. Ronnie resides in Atlanta and holds a bachelor’s degree in biochemistry and a Ph.D. in organic chemistry from the Georgia Institute of Technology.

Todd Pierce Merging of cultures in a global company: A case study of Genentech and Roche Todd Pierce is senior vice president and chief information officer of Genentech Informatics. In this role, he leads Genentech’s IT group, including information technology strategy, planning, application development, operations and networking. In addition, he is a member of the Roche Group’s global IT leadership team. Prior to joining Genentech, Todd was chief information officer and director of information systems for the Santa Clara County Social Services Agency. He has more than 25 years of IT leadership experience from a broad range of industries, including commercial software products, health insurance, clinical care, and government. He lives in Marin with his spouse Scott.

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Is your company doing business with LGBT Business Enterprises?

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James Scott P. Pignatella

Lori J. Posner

Minimizing tension between the letters LGBT

Entertaining brands: Reaching an LGBT audience

Scott Pignatella is a senior systems engineer working in integration, test, and data analysis at Raytheon Missile Systems in Tucson. Scott is the current president of the RMS Tucson LGBT employee resource group and a member of the Out & Equal Transgender Advisory Committee.

Scott is vice president of the board of directors for, and a tenor in, Desert Voices, Southern Arizona’s LGBTS chorus. Scott shares his Arizona home with four cats.

Lori Posner is the visionary founder of YesDesignGroup, a leading creative communications agency renowned for strategic and original advertising, branding, and design.

Clients include: IHG, Wells Fargo, Hilton Worldwide, Sony Pictures Home Entertainment, NBC Universal, here! TV, The Dream Foundation, J Brand, DirecTV, and InStyle Magazine. An innovator in entertainment industry creative, YDG’s work has been featured on Entertainment Tonight and the Golden Globes’ Red Carpet Pre-show, appears in numerous graphic design publications, and has won multiple industry and creative awards.

Lynda Pires Reaching out to engage employees everywhere Lynda Pires received her M.B.A. 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 ColgatePalmolive.

Jim Price Oppression and inequality: A look within

Jessica Plock is a manager in Deloitte’s technology practice, with a focus on management and technology strategies within the federal financial services sector.

Jim Price is a vice president in human resources at Citi, a consultant, a college instructor, and an artist. Active in numerous professional and community organizations, his favorite roles focus on workplace equality and justice, talent development of marginalized groups, and strategic diversity management. He is a certified professional in human resources and a certified project management professional. Currently working on his doctorate in human and organizational systems with a focus on transformative learning for social justice, he resides in Dallas.

Kaitlin Porter, MPH

Stephanie Puentes

Does your ERG measure up? Components of a successful employee resource group

After the dust settles: Rebuilding your ERG

Jessica Plock PSAI: What brings four fierce competitors together?

Kaitlin Porter is a consultant with Deloitte Consulting’s federal practice. In this role, her focus has been on performance measurement, stakeholder analysis, and strategic planning for a large federal healthcare client. Kaitlin serves on the board of Deloitte’s Atlanta LGBT business resource group, and is the production chair of the annual Atlanta Human Rights Campaign Silent Auction and Gala.

She received her master’s degree in public health from Emory University.

David Posner, Ph.D. Changing the way we work and live: Inclusive policies, practices, and processes David Posner is a manager in global inclusion & diversity at Cisco. He has been with Cisco for ten years and currently specializes in developing broad approaches to measuring diversity and inclusion. He also focuses on business architecture for inclusion and diversity. He has a background in IT enterprise metrics, portfolio management, and business architecture, and has chaired Cisco’s GLBT & Advocates Employee Resource Group.

Targeted and privileged: The importance of examining 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 was a founding member of Hewlett-Packard’s first global employee resource group. Stephanie is a certified LGBT diversity leadership trainer with Out & Equal.

R Karina Radulescu Tweet me L8R: Discovering the benefits of working with Gen Y Karina Radulescu graduated from Rice University and currently works in the strategy consulting practice at Accenture.

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bios Reza Rahaman

How we did it: LGBT employee resource group of the year finalists Reza Rahaman leads research and development and innovation for Clorox’s Glad, Kingsford, Fresh Step, Scoop Away, Hidden Valley, and KC Masterpiece brands. He is the leader of the Clorox Pride employee resource group.

Reza has a bachelor of science degree from Imperial College, University of London, and master of science and doctoral degrees from the Massachusetts Institute of Technology, all in chemical engineering. Prior to joining Clorox, he worked for American Cyanamid/Wyeth Pharmaceuticals and for Astra Zeneca.

Reed is a summa cum laude graduate of UC Berkeley and a Montana native.

Gina Reiss Leading by example—How ERG leaders create sustainable relationships with nonprofits Two moms, two dads, Dora, Bratz, and GI Joe: Navigating the gender divide with your kids

When health care isn’t caring: Combating health care discrimination of LGBT people and PLWHA

Gina Reiss is the executive director of TrueChild, a research and action center devoted to transforming gender norms and their impact on young people. For a decade, she was managing director of the Gender Public Advocacy Coalition. She has also served as the action vice-president of NOW-NJ and executive director of the New Jersey Lesbian and Gay Coalition. She is a graduate of the University of California, Los Angeles, with a bachelor’s degree in English literature and a minor in women’s studies.

Working positively: Answers and action on HIV in the workplace

Leah Reynolds

Zahara Raine

Zahara Raine is the national community educator for Lambda Legal, the oldest and largest national legal organization committed to achieving full recognition of the civil rights of LGBT people and people with HIV. She has also coordinated programs for art and cultural organizations, including the African Film Festival and the MIX Gay and Lesbian Film Festival. Raine has served as an AIDS outreach organizer and education program coordinator at Community Impact in New York, volunteered as a counselor for the Gay Health Advocacy Project, and participated in HIV awareness campaigns with ACT UP. She completed her bachelor’s degree at Columbia University and earned a master’s degree in intercultural management from the School of International Training Graduate Institute.

Kimberly Reed “Prodigal Sons” screening Kimberly Reed is a filmmaker living in New York City.

She was named one of “25 New Faces of Independent Film” by Filmmaker Magazine, and one of “Five to Watch”

by The Advocate. Reed has been awarded fellowships at the Yaddo Artists’ Community and the Squaw Valley Community of Writers. She directed/produced “Prodigal Sons,” which SF Weekly calls a “whiplash doc that heralds an exciting talent.” “Prodigal Sons,” a co-production with BBC Storyville and Sundance Channel, premiered at the prestigious Telluride Film Festival with a record seven screenings. The film has gone on to be shown around the world in theaters, festivals, and on television, garnering more than a dozen Jury and Audience awards, including the FIPRESCI prize. She has been featured on the Oprah Winfrey Show and CNN, among other media outlets.

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Tweet me L8R: Discovering the benefits of working with Gen Y Leah Reynolds is a consultant with a passion for maximizing young talent in the workplace to achieve greater bottom-line results. She is a former national practice leader at Deloitte, where she specialized in emerging workplace trends. Through her consulting work, Leah helps leaders realize the benefits of engaging young talent, including an enhanced ability to sell to Gen-Y customers, increased application of technological efficiencies, and improved collaborative and inclusive work practices.

Rashad Robinson GLAAD media training for leaders Rashad Robinson serves as senior director of media programs for the Gay & Lesbian Alliance Against Defamation (GLAAD), and is based in New York. GLAAD is one of the largest national LGBT organizations and the only one dedicated to ensuring fair, accurate, and inclusive representation of LGBT people and events in the media as a means of eliminating homophobia and discrimination based on gender identity and sexual orientation. Rashad joined GLAAD in May, 2005.

Sebastian Rocca Diversity and inclusion strategies beyond the United States Sebastian Rocca started his directorship of the International Lesbian, Gay, Bisexual, Trans, and Intersex Association (ILGA) in May 2010. Over the last six years his work has focused on the issues of integration of black minorities and ethnic communities, sexual orientation and

gender identity, asylum, sexual health and HIV. Previous appointments include executive director of the UK Lesbian and Gay Immigration Group and head of operations of the Medical Foundation for Aids and Sexual Health.

Christina Rock Real and relevant issues of LGBTQ members: Expanding how we define diversity training Christina Rock is a nationally known speaker and has appeared at hundreds of colleges, universities, and businesses sharing her story and presenting the “Does HIV Look Like Me?” lecture.

Carol Rodriguez Reaching out to engage employees everywhere Carol Rodriguez is a member of the Clorox Pride leadership team. As a lead for advocacy, she has been pivotal in engaging large numbers of advocates in a variety of activities and in dialogue that has significantly furthered the outreach and impact of Clorox Pride.

Nick Rojeski Who is the outsider? Understanding microinequities from all sides Nick Rojeski began his career in the nonprofit sector in fundraising and development and currently works in HIV pharmaceutical sales with Tibotec Therapeutics. He has a bachelor of science degree in biochemistry and an M.B.A. from the University of Texas at Austin. He lives in Birmingham, AL, with his partner, Mike.

Diane Root Being transgendered in the workplace in a binary world Diane Root is currently a field engineer in Xerox’s customer and technical support center, located in Rochester, NY. She joined GALAXe in 2003 and is now an at-large member of the GALAXe board, looking forward to making positive contributions to the organization and to Xerox’s LGBT-inclusive work environment. Diane is currently pursuing her bachelor of science degree in telecommunications engineering technology at the Rochester Institute of Technology. In what time is left she spends time with her partner, Paula Amico, and her son Andrew, and sails on Lake Ontario.

Hope Royaltey Entertaining brands: Reaching an LGBT audience Hope Royaltey is the founder of FlagshipTV, an interactive entertainment network that develops, produces, and delivers original Web series to targeted markets with a focus on content for the global LGBT audience. She has

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written, developed, and sold TV and feature film projects to Comedy Central, Focus Features, and Regent Entertainment. With a background in entertainment advertising, Hope is executive producer, writer, and co-director of the short film series “Cashino,” and was executive producer and director of the Web sensation, “Venice The Series.”

Che Ruddell-Tabisola Census 2010: Making America’s LGBT families count Che Ruddell-Tabisola is an advisor to the U.S. Census Bureau’s national LGBT partnership outreach programs, and serves as a liaison between Our Families Count, a new campaign to get LGBT families counted, and U.S. Census partnership specialists. He formerly served as special projects coordinator for the Human Rights Campaign.

Dana Rudolph Our communities, our careers, and our families: Being an LGBT parent in the workplace Dana Rudolph is the founder and publisher of Mombian, a leading blog of news and information for lesbian moms and other LGBT parents. She writes a syndicated Mombian column for several LGBT newspapers around the country. In addition, she covers LGBT political and legal news for Keen News Service and is a contributor to Change.org and Bilerico.com. She also develops Web sites, blogs, podcasts, and other online content.

Dana began her career in online business and marketing strategies during the first dotcom boom, and has worked at both the startup and corporate levels. Most recently, she was a vice president at Merrill Lynch, involved in the launch of several key online initiatives. She was also the first leader of the firm’s global LGBT employee network.

Dana has a B.A. summa cum laude from Wellesley College and an M.Phil. from Oxford University. She lives with her spouse of 17 years and their seven-year-old son.

S Scott Safier LGBT issues in an international setting Scott Safier is a software engineer and team lead at Google. Prior to joining Google New York, he lived in Pittsburgh, where he served on the boards of the ACLU of Pennsylvania, National Stonewall Democrats, and the 14th Ward Independent Democratic Club. He founded Steel City Stonewall Democrats and the Pennsylvania Freedom to Marry Coalition. He is a past chair of the staff council of Carnegie Mellon University, where he 2010 Out & Equal Workplace Summit 187

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was active in working for equal benefits for same-sex couples. In 2004, he was on the platform committee for the Democratic National Committee, where he delivered an impassioned speech for transgender inclusion in the party. Currently, Scott is training for AIDS LifeCycle and coordinates Team Google for BrakingTheCycle.

Mark St. Cyr ERGs and employees in the beverage alcohol business: Driving for change in a conservative industry Mark St. Cyr has worked in the beverage alcohol industry for 17 years in various sales, marketing, training, and recruiting roles. Mark oversees CSG’s management development program throughout all markets, and leads all on-campus recruiting initiatives. CSG is among the largest beverage alcohol distributors in the U.S., employing 7,000 associates in 15 states. Employed by CSG since 2000, Mark works closely with suppliers, including Brown-Forman and Diageo, on social responsibility, moderation, and diversity initiatives.

Steve Salee Authenticity: Bring the best “you” to work and life Steve Salee is the founder of WildFire Strategies, an organizational development firm that helps leaders and teams perform at their best. His clients include leading organizations in financial services, the arts, human rights, publishing, law, and insurance. Steve holds master’s degrees in social work and public administration from Columbia University, and a bachelor’s degree from Brown. He serves on the leadership councils of GLSEN and Out & Equal Workplace Advocates, and lives with his family in Manhattan.

Greg Sampedro Connecting our networks for greater success—locally and beyond Greg Sampedro joined Merck in 2000. Currently he works in West Point, PA, as a senior manufacturing engineer supporting the manufacture of sterile vaccine products. Greg is co-president of Merck Rainbow Alliance, Merck’s LGBT employee resource group (one of eight affinity groups at Merck). He also is a member of the LGBT global constituency group, which is one of ten such groups that were launched in 2008.

Sameer D. Samudra Building the LGBT leadership: Cummins’ strategic vision for LGBT inclusion Sameer Samudra is currently a Six Sigma master black belt with Cummins. He has been a diversity trainer and facilitator for the last seven years. Originally from India, Sameer has worked on key diversity initiatives with 188 2010 Out & Equal Workplace Summit

global focus for Cummins. He has a strong passion for LGBT issues within people of color communities and is a moderator of an online Gay Indian mailing list. He is also a steering committee member of the LGBT and Friends affinity group at Cummins. Sameer has a master’s degree in engineering from the University of Cincinnati and an M.B.A. from Indiana University. In his spare time, he can be found in his kitchen cooking Indian food or dancing to the tunes of Bollywood. He lives with his partner, Amit, in Columbus, IN.

Vivek Saxena Can you be gay and global?

Vivek Saxena is an intercultural consultant and a coach.

He works with individuals and teams to enable them to discover meaningful approaches to living and working across different cultures. Vivek has an M.B.A. and is currently getting certified as an integral coach. He is a co-author of “Cultural Detective: Lesbian, Gay, Bisexual, and Transgender.” Vivek is currently living in Bangalore and has a family of friends.

Judy Scheer Entertaining brands: Reaching an LGBT audience Judy Scheer oversees strategic marketing and provides creative expertise for YesDesignGroup, a leading creative communications agency. With careers intersecting advertising, broadcasting, and entertainment, she has created award-winning campaigns and memorable taglines, and developed meaningful brand experiences for a range of clients, among them NBC Universal (“Friday Night Lights”), Fox Television (“Family Guy,” “How I Met Your Mother”), CBS Paramount Television, The Waldorf-Astoria Collection, Wells Fargo, The Platinum Guild International, Cone Denim, The Beverly Hilton Hotel, and Odyssey HealthCare.

Steven W. Schmitt The unique legal and financial challenges facing the LGBT community Steven Schmitt is a vice president and investment officer with Wells Fargo Advisors. In addition to being a certified financial planner, he holds the accredited domestic partnership advisor (ADPA) designation. Steven has a bachelor’s degree in finance from Pennsylvania State University and an M.B.A. from Farleigh Dickinson University. With more than 95 percent of his current clients identifying as LGBT, his practice caters exclusively to providing investment planning and asset management services to the community. Steven focuses primarily on money management services and portfolio decision-making within his team. Steven currently resides in New York City with his partner, Paul.

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Bryan Schneidmuller

Susan Silbermann

Leveraging change management concepts to maximize impact of LGBT programs

Executive mentoring: How to navigate your career as a lesbian or gay employee

Bryan Schneidmuller is a human resources manager for Raytheon in Waltham, MA, and leads human resourcesrelated matters for mergers and acquisitions activities.

He has 21 years of experience in human resources and change management. While with Raytheon, Bryan has performed in human resources leadership roles in El Segundo, CA, and Forest, MO, where he launched an LGBT employee resource group and a diversity council, and served as the human resources liaison for the Raytheon American Indian Network.

Susan Silbermann is Pfizer’s regional president for Latin America within the company’s emerging markets business unit, responsible for managing more than 4,000 colleagues and pharmaceutical operations in 30-plus markets in Latin America and the Caribbean. She joined Pfizer in 1988 and earned positions of increasing responsibility in national and international marketing. Susan earned a bachelor of science degree in biology and French from Tufts University, and a joint M.B.A./M.A. in international business and French studies from New York University.

Brad Sears LGBT diversity in the global context Brad Sears is the executive director of the Williams Institute and an adjunct professor at UCLA School of Law. He has published a number of research studies, primarily on discrimination against LGBT people in the workplace and HIV discrimination. Brad has testified before Congress and state legislatures, authored amicus briefs in key court cases, helped to draft state and federal legislation, and been cited frequently in the media. He graduated summa cum laude from Yale University and magna cum laude from Harvard Law School.

Miguel A. Sepulveda Managing through difficult economic times Miguel Sepulveda became a part of the Citi family in 1997 and currently manages client interfacing and reengineering projects within the program office at the Citibank client services site in San Antonio. In this project role, he leads business initiatives and coordinates logistical efforts, training, hiring, space allocation, and so on, all while ensuring each project maintains adequate risk from its original scope. Miguel currently serves as vice president for the San Antonio AIDS Foundation, and as co-chair of the San Antonio Citi Pride network.

Patrick Sheahan, Ph.D. Can we talk? Partnership counseling for your ERG Patrick Sheahan is head of community affairs and corporate social responsibility for UBS in the Midwest region. His work focuses on corporate social responsibility, community affairs, and government relations. He led the efforts to build Center on Halsted, Chicago’s 65,000-square-foot LGBT community center. An avid nonprofit fundraiser, he has raised more than $65 million for numerous organizations. Patrick earned his Ph.D. from the University of Illinois at Chicago, and teaches nonprofit management courses at Northwestern University.

Andy Smith How we did it: LGBT employee resource group of the year finalists Andy Smith is the director of corporate philanthropy for Texas Instruments, which he joined in 1997. He has worked for several nonprofits as public relations or development director and run for public office. He has been active in LGBT civil rights issues for more than 20 years.

Currently, he serves as the chair of the TI Pride Network employee resource group, is past board chair of AIDS Interfaith Network, is a board member of the Center for Nonprofit Management and The Senior Source, is a member of the United Way of Metropolitan Dallas’ volunteer engagement cabinet and United Way Worldwide’s global corporate leadership advisory council, as well as the Museum of Nature and Science’s corporate council. He is also a graduate of the Leadership Dallas Class of 2010.

A native Texan, Andy attended Tyler Junior College and Southern Methodist University. He and his husband, Paul von Wupperfeld, reside in the Uptown area of Dallas.

Christie Smith PSAI: What brings four fierce competitors together?

Christie Smith has more than 20 years of consulting experience in the areas of organizational effectiveness, human capital transformation, and mergers and acquisitions, focusing on human resource and business strategy, talent management, employee development, global workforce planning, leadership development, and change management. Christie currently leads Deloitte’s Women’s Initiative Network (WIN) with a focus on practitioners in the Pacific Northwest area, and is also a member of the Out & Equal executive board.

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bios Debbie Smith

Everyone transitions along with an employee: Boeing’s approach to the intersection of work and situation Debbie Smith is a personal ally to the LGBT community.

Her spouse, Michelle, transitioned in 2007, and her son Matthew recently came out as gay. She has embraced this role by devoting countless hours to Pride St. Louis and the St. Louis Gender Foundation, and by supporting her son’s exploration of sexual orientation. Debbie is very open about her LGBT connections in her workplace, where she convinced the vice president of human resources to attend an Out & Equal St. Louis training session.

Michelle Smith Everyone transitions along with an employee: Boeing’s approach to the intersection of work and situation Our communities, our careers, and our families: Being an LGBT parent in the workplace Michelle Smith is the manager of Boeing Energy’s systems integration, experimentation, and customer collaboration lab. She’s passionately dedicated to her support of the LGBT community through her roles as president of the Missouri chapter of Boeing’s BEAGLES affinity group, president of the board of the St. Louis Gender Foundation, a member of Out & Equal’s transgender advisory committee, and co-chair of the Out & Equal St. Louis regional affiliate. She volunteers regularly in St. Louis by speaking at schools and public events.

Scuba Smith Merging of cultures in a global company: A case study of Genentech and Roche Scuba Smith has been a training manager for Genentech/ Roche’s contract manufacturing organization for the past 14 years. In this role he is responsible for creating and executing a training strategy with oversight of 200 employees supporting contract manufacturing operations of commercial and clinical biologics, small molecules, and medical devices for the rest of the world. Scuba was a Peace Corps volunteer in Gabon from 1993 to 1995, and the training manager for Genentech’s Singapore start-up from 2008 to 2009. He resides with his partner in San Francisco.

Stacy Smithers Our communities, our careers, and our families: Being an LGBT parent in the workplace Stacy Smithers is the senior vice president and regional sales & marketing director for the state of Florida for Wells Fargo and Wachovia. She is responsible for developing and executing sales and marketing programs 190 2010 Out & Equal Workplace Summit

for three lines of business, and leads a staff responsible for managing statewide events, volunteerism, recognition, diverse-segment marketing, sales management and regional sales, and marketing support. Before assuming her current role in 2009, she served a variety of leadership roles in the California region, served as the publisher for McClatchy Newspapers and as a business operations manager for Research Unlimited prior to joining Wells Fargo in 1995. Additionally, she recently served on the boards of Equality California Institute and Gay and Lesbian Elder Housing. Smithers graduated from the Retail Bank School of Management at the University of Virginia.

She resides in North Miami Beach, FL, with her wife, Denise, and three of their four children.

Rebecca J. Solomon The business case for transgender-inclusive health benefits Rebecca Solomon is a vice president and senior estate tax officer at Bank of America’s U.S. Trust wealth management division. Prior to her career in banking and wealth management, Rebecca practiced law for 12 years. She is a steering committee member of Bank of America’s LGBT Pride resource group, and co-chair of its gender identity subcommittee. Rebecca is also a member of the Human Rights Campaign’s Dallas-Ft. Worth steering committee and co-chair of its workplace equality subcommittee.

Todd Solomon Promoting diversity and making waves: Implementing ERGs that drive organizational change Todd Solomon is a partner in the employee benefits department of McDermott Will & Emery LLP in its Chicago office. He counsels all types of employers with respect to their pension plans, welfare benefit plans, and executive compensation arrangements. Todd is the author of Domestic Partner Benefits: An Employer’s Guide, which is the leading publication in the area of domestic partner benefits. He is a member of McDermott’s LGBT diversity committee and the co-chair of the Chicago Pro Bono Committee.

Thomas Sondergeld Focusing on-site health clinics on diversity and inclusion Tom Sondergeld is currently the director of health and clinics, human resources, at Hewitt Associates. He has directed employee benefits for more than 15 years, and led a successful implementation of the Northwestern Memorial Hospital’s wellness program, which included condition or disease management. He has a rich history in healthcare, having moved from bedside care as a respiratory therapist into operations, specializing in employee

benefits and wellness. In his current role Tom is responsible for the implementation and operations of Hewitt’s new onsite employee clinic and wellness programs. He also serves as the PrideAlliance business resource group leader. Tom holds a bachelor’s degree in psychology and a master’s in healthcare administration.

Brian Sorge High-impact ERGs: Building a roadmap for business effectiveness Brian Sorge is managing director for Jennifer Brown Consulting, and drives business relationships and subject matter leadership related to diversity and inclusion, leadership and human resources strategies, educational program design, and cultural transformation. His consulting and coaching work has spanned most industries, including engagements with leading corporations, governmental agencies, and universities. Brian is committed to preparing next-generation leaders and developing business strategies that align with individual, team, and societal values to create positive outcomes.

Nichole Soterwood The care and feeding of allies during the Out & Equal Summit Nichole Soterwood has been working on LGBT advocacy in the defense industry since she landed there out of grad school. She has led multiple employee resource groups, served on diversity councils, created links between companies and the communities they reside in, and provided LGBT awareness training, including Building Bridges. Nichole lives in the San Francisco Bay Area, and works as a systems engineer for Raytheon. When not playing with her kids, she’s playing with the Silicon Valley Roller Girls.

Stuart Sowder Executive mentoring: How to navigate your career as a lesbian or gay employee Stuart Sowder is Pfizer’s vice president of external medical communications. In this role he leads several functions, including global medical information, publications, investigator-initiated research, and medical education. He also leads Pfizer’s transparency efforts in its clinical trial, health care provider payment, financial, and grant disclosure processes. Stuart joined Pfizer in 1997 and holds a bachelor’s degree in pharmacy from Rutgers University, a J.D. from the New York Law School, and an M.B.A. from Duke University.

Stacy J. Speer

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Minimizing tension between the letters LGBT Stacy Speer is a senior engineering manager for configuration management and data management at Raytheon Missile Systems (RMS) in Tucson. She is a past president of the RMS LBGTA employee resource group and has served on the missile system diversity council. Stacy is a long-time attendee at Out & Equal and frequent workshop presenter. Stacy lives in the Arizona desert with her partner Kathy and their ten German Shepherd dogs, which they enjoy showing and participating with in the sport of Schutzhund.

Chuck Stephens Harnessing social media for ERG outreach, awareness and engagement Chuck Stephens is a senior associate on Booz Allen Hamilton’s diversity and inclusion team. He leads the firm’s multicultural and multigenerational agenda and has oversight over the employee forums. He has extensive experience managing diversity programs and affinity groups, and has developed e-learning programs designed to promote an inclusive environment. He is an active volunteer with the Human Rights Campaign, holding national and regional roles, and is a frequent advisor for Diversity Best Practices, Working Mother, Out & Equal, and Reaching Out M.B.A.

Angela Stevens Creating an LGBT ERG mentoring program Angela Stevens is a senior client strategist for Triple Creek, the creators of Open Mentoring, and consultants of enterprise mentoring solutions. Angela holds a master’s degree in management and organization behavior, with a focus in organization development, and her master’s thesis on job satisfaction and creativity was published in the OD Practitioner. Angie leverages her ten-plus years of experience to help clients design, implement, and support strategic mentoring programs.

Randall Stieghorst Can you be gay and global?

Randall Stieghorst is a senior partner with Language & Culture Worldwide, where for the past ten years he has provided instructional design and facilitation of cross-cultural learning for global organizations, as well as translation and localization project management. A returned Peace Corps volunteer, he received his M.B.A. from the University of Chicago. Currently based in Chicago, Randall has also lived and worked extensively in the Dominican Republic, Spain, Latvia, Brazil, and Argentina.

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He brings a gay male perspective to “Cultural Detective: LGBT.”

Tyronne Stoudemire Circling the wagons: Moving from networking and social groups to business resource groups Tyronne Stoudemire is the global director for diversity and inclusion at Hewitt Associates. He partners with internal and external constituents to consult, advise, and advance the work of Hewitt’s diversity strategy. He provides the firmwide diversity strategy to effectively recruit diverse talent across Hewitt’s global landscape, and is responsible for overall strategic planning of all diversity and inclusion events. He has been awarded many accolades and honors. Tyronne is an outstanding LGBT ally.

Stephanie Strzalka From marketing to outreach: How to make an ERG relevant Stephanie Strzalka is the manager of the physical and compliance testing team at Kimberly-Clark, where she has worked for 21 years. She has been an active member of the PRIDE employee resource group for 12 years and the group’s co-chair for eight years. She received a bachelor’s degree in information technology and an M.B.A. with a marketing focus from the University of Wisconsin.

She lives in Menasha, WI, with her partner, Kathy, and their five kids (3 dogs and 2 cats).

Sarah Stuart Connecting our networks for greater success—locally and beyond LGBT issues in an international setting Sarah Stuart is a program manager on the global diversity and talent inclusion team at Google. She provides leadership for the design and development of key workforce diversity and inclusion initiatives globally, including programs related to strengthening workforce diversity, talent management, and creating an inclusive culture. In addition, Sarah is focused on efforts to support Google’s employee resource groups, including the Gayglers network and the Asian American Google Network, and the company’s diversity and inclusion presence in Asia Pacific. She has also worked in multiple roles within talent and outreach programs at Google. Prior to joining Google, Sarah worked in admissions at the Harvard Business School. She holds a bachelor’s degree from Georgetown University and an M.B.A. from UCLA’s Anderson School of Management.

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Riya Suising Gender virtualization: Biology and the bathroom for gender transitions Riya Suising is an entrepreneur in Silicon Valley. She has worked at Intel for 17 years in marketing and business development, and served as the LGBT employee resource group leader at Intel headquarters in Santa Clara. She has helped Intel establish revised corporate policies on gender identity and non-discrimination, and is active with other LGBT ERG leaders from other companies in the San Francisco Bay Area, and with Out & Equal and the Human Rights Campaign.

Connie Summers Everyone transitions along with an employee: Boeing’s approach to the intersection of work and situation Connie Summers is a cultural diversity and inclusion manager in the global diversity and employee rights organization at The Boeing Company. In this role, she provides leadership, advice, and counsel to diversity councils, affinity groups, leadership teams, and other employee groups on diversity and inclusion. Connie is the corporate representative for the BEAGLES, Boeing’s LGBT employee resource group, and is also the gender transition leader for the enterprise.

Mike Syers How we did it: Workplace excellence finalists Our communities, our careers, and our families: Being an LGBT parent in the workplace Two moms, two dads, Dora, Bratz, and GI Joe: Navigating the gender divide with your kids Mike Syers is a partner at Ernst & Young, responsible for the Northeast transaction advisory services practice.

Focusing on the real estate and hospitality industries, he provides mergers and acquisition advisory services globally to commercial real estate investors and lenders. He is a founding member of E&Y’s LGBT employee resource group and is featured in Kirk Snyder’s book The G quotient: Why Gay Executives Are Excelling as Leaders. Mike resides in New York with his partner, Darryl Hudak, and their daughter, Holly.

T Alan Taliaferro Managing global talent Alan Taliaferro is a senior manager in supply chain management at Deloitte Consulting. He speaks English, Spanish, French, and Portuguese, and has lived and worked in Mexico and Venezuela for several years with his gay partner. American-born, he has lived in Montreal for more than 20 years, and is experienced in cross-cultural communications and sensitivity. He also heads the LEAD employee resource group in Deloitte’s Montreal office.

Alan is an active member of local LGBT organizations in Montreal, including the Quebec Gay Chamber of Commerce and L’Ensemble vocal Ganymède (a gay chorus), and has held various positions for Montreal’s Gay Line, including the active listening head trainer and presidency.

John Tantillo PSAI: What brings four fierce competitors together?

John Tantillo is a partner within KPMG’s internal audit, risk, and compliance services practice. For the past 20 years, he has focused on providing external audit, internal audit, Sarbanes-Oxley, and risk and control services to financial services clients with an emphasis in the investment management sector. John is the lead partner and founder of KPMG’s internal audit director investment management network and a member of KPMG’s national and Northeast diversity advisory boards.

Eileen Taylor Diversity and inclusion strategies beyond the United States Eileen Taylor is the global head of diversity for Deutsche Bank and is based in London. Previously, she was a managing director in global markets for more than ten years. Eileen joined the firm with the acquisition of Bankers Trust, where for more than 11 years she had held numerous positions in the front office, operations, and credit departments, with assignments in New York, Tokyo, Singapore, and London. She holds a bachelor’s degree in economics and political science from Manhattanville College, and an M.B.A. in finance from Fordham University. Eileen is a trustee of the East London Business Alliance Charity, and chairs the ELBA Hackney Forum and the London Legacy 2020 Youth and Sports Board, both organizations targeted at the economic regeneration of East London. She serves on the events subcommittee for Opera Holland Park Friends and is the treasurer of Democrats Abroad UK.

Tony Tenicela

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LGBT and Asia from IBM and Goldman Sachs Tony Tenicela currently serves as a global business development executive in IBM’s Global Business Services, providing strategic advisement to multinational corporations on how to leverage diversity, and corporate social responsibility as strategic business drivers to stimulate business growth. Tony has led IBM’s market entry of commercial GLBT and workforce diversity solutions into the U.S., Europe, and Asia and has been recognized as a thought leader in adopting innovation to improve workforce effectiveness. Tony holds an M.B.A. from the Anderson School at UCLA, an M.A. in psychology from UC Berkeley, and a B.A. from the University of Pittsburgh.

Tony current resides with his partner in San Francisco and New York City.

Eric Thalasinos The Bridge: Working across ERGs Eric Thalasinos joined Merck (formerly Schering-Plough) in 2002 after graduating from Amherst College. Currently, he is a senior training specialist in the global services learning institute in charge of developing and managing global training programs. Eric has been involved in LGBT rights and community activities since high school and is the co-president of the Merck Rainbow Alliance. He recently received a master of science degree in technology management from the Stevens Institute of Technology.

Lester Thompson Giving (and getting) back: Nonprofit boards for beginners Lester Thompson is senior manager in the Detroit tax practice of Ernst & Young. He has extensive experience in working with clients as a consultant for nearly 20 years and has broad experience working with nonprofit organizations and their boards. In addition to nonprofit tax matters, Lester is an expert in the compliance and regulatory requirements of nonprofit boards of directors and employer-sponsored benefit plans. He holds a bachelor of science degree in accounting, and a master’s in tax accounting from Louisiana State University.

Kristy Thomsen Rock the ages: Generational differences and ERGs Kristy Thomsen is a senior systems engineer at Raytheon Vision Systems in Goleta, CA. She is an active member of the Diversity & Inclusion council and is dedicated to representing and promoting GLBT in the workplace.

Kristy has attended previous Out & Equal Summits and is excited to be a presenter for the first time. She and her partner of 11 years, Karen Prechtel, live in Goleta.

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Common goals: Looking across identities on issues of workplace inclusion Maxim Thorne is the senior vice president of development at the NAACP. He has served as executive director of Brooklyn Child and Family Services, as chief operating officer of the Human Rights Campaign and HRC Foundation, executive director of New Jersey Head Start, and deputy executive director of Passaic County Legal Aid Society. A graduate of Yale University and Yale Law School, Thorne practiced corporate and poverty law. He was the executive producer of two cable shows, and his intellectual writing has focused on the complex interplay of factors affecting equality, including nonprofits and private enterprise, educational opportunity, health and childcare, the digital divide, and supportive legal and political infrastructure.

Trung Tieu Executive sponsors: Use ‘em or lose ‘em Leading by example—How ERG leaders create sustainable relationships with nonprofits Trung Tieu is a project coordinator at PepsiCo, and has served as the co-chair for the Chicago chapter of EQUAL, PepsiCo’s LGBT employee resource group, since 2004.

He is the 2008 recipient of PepsiCo’s prestigious Harvey C. Russell Inclusion Award for his collaborative and innovative work with other companies’ LGBT groups. Trung currently serves as co-chair for the National Gay and Lesbian Chamber of Commerce corporate advisory council.

He previously served on the board of the LGBT Community Center of Milwaukee and as the chair of the board of directors of Windy City Performing Arts. Trung holds both bachelor’s and master’s degrees in communication from the University of Wisconsin-Milwaukee, where his research focused on coming out and identity construction.

Frantz Tiffeau, Jr. LGBT supplier diversity: How you can make an impact at work and in the community Frantz Tiffeau’s career began as a national sales manager for Ritz-Carlton Hotels, from which he moved to a 14-year career with Office Depot, starting as an account manager in Sunrise, FL. Frantz has held various position since, including as a project manager working on warehousing and logistics components, as a project manager in sales, and as a project management team manager for the Western U.S. He is currently senior manager of supply chain diversity. Frantz serves on the board of directors of Diversity Information Resources, as well as on the Southwest Minority Supplier Development Council. He also sits

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on the Procurement Council and Advisory Council of the National Gay & Lesbian Chamber of Commerce.

Beverly Tillery When health care isn’t caring: Combating health care discrimination of LGBT people and PLWHA Working positively: Answers and action on HIV in the workplace Beverly Tillery is the director of community education and advocacy for Lambda Legal. She coordinates Lambda Legal’s education and outreach work that actively engages the LGBT community and its allies in our ongoing fight for equality and justice. Beverly has dedicated the past 15 years of her career to fighting all forms of oppression and working for social and economic justice through communitybased direct-action organizing, labor organizing, human rights and political advocacy, and popular education.

Dannie Tillman GLAAD media training for leaders Dannie Tillman is director of field and community media at GLAAD. Dannie has 20 years of experience as a senior-level executive, trainer, and media strategist.

She has led international, national, and statewide communication departments and designed public education and media campaigns reaching millions of people in 180 countries. More than 25 venues have welcomed Dannie as an expert lecturer and she has served on 20 boards of directors and committees focused on social change issues.

Neil Toyota Coming out to clients: Making LGBT work for you in client relationships Neil is a corporate group benefits consultant with Towers Watson. He has over 25 years of experience in helping Fortune 1000 employers and large public sector organizations design and manage their employee health and welfare programs. Neil is based in Los Angeles.

Leslie Traub Why did you say that? Using perceptual identity to break through barriers in the workplace Leslie Traub is a respected national leader in the field of diversity, inclusion, and change management. She specializes in customizing and facilitating training programs, executive-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.

V Sophie Vandebroek, Ph.D. Diversity and inclusion strategies beyond the United States Dr. Sophie Vandebroek is Xerox’s chief technology officer and the president of the Xerox Innovation Group, where she oversees Xerox’s worldwide research centers and maximizes the company’s returns on investment in research and technology. Previously, she was chief engineer of Xerox Corporation and vice president of the Xerox Engineering Center. Sophie is a Fulbright fellow, holds 12 U.S. patents, and serves on several university and professional advisory boards. Born in Leuven, Belgium, she earned a Ph.D. in electrical engineering from Cornell University. She lives in Lincoln, MA, with her husband and their six teenage children.

Victor Viramontes Common goals: Looking across identities on issues of workplace inclusion Victor Viramontes serves as MALDEF’s national senior counsel, where he supervises litigation in each of MALDEF’s regional offices. He has returned after serving as a MALDEF staff attorney for four years earlier in his career. Before returning to MALDEF, he worked as a senior trial attorney at the United States Equal Employment Opportunity Commission, where he litigated complex employment class action suits for five years.

Victor is currently MALDEF’s co-lead counsel in its suit against Arizona’s anti-immigrant statute, SB 1070, and its lead counsel in its class action suit against the 24 Hour Fitness gym chain. Previously, at MALDEF, Victor sued in support of a plan to build a school on the site of the Ambassador Hotel, challenged the California Polytechnic State University, San Luis Obispo, admissions system, challenged California’s Proposition 54 ballot measure and ballot description, and drafted the amicus brief on behalf of Latino organizations supporting affirmative action in the Supreme Court case, Grutter v. Bollinger.

Victor graduated from Stanford University, and received his law degree from Yale Law School. Victor served as a law clerk to the Honorable Carlos R. Moreno of the U.S. District Court for the Central District of California.

Silvy Vluggen

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Diversity and inclusion strategies beyond the United States Silvy Vluggen is the global LGBT program manager at IBM, where she has worldwide responsibility for the development and implementation of IBM’s LBGT policies and programs. She works with senior leaders around the globe to focus on the strategy and challenges connected with the LGBT constituency. Silvy also has global responsibility as a program manager for cultural intelligence. In this capacity she is responsible for enhancing the cultural awareness level of all IBMers and ensuring that every IBMer is capable of working and achieving results in a multicultural environment. Silvy studied computer science and engineering in Heerlen, the Netherlands. She lives just outside Paris with her partner, Sylvie, and their daughter, Kay.

Nadine O. Vogel The disability community and the LGBT community: Similarities, differences, and alliances Nadine Vogel is founder and president of Springboard Consulting LLC. Springboard works with global corporations, the federal government, national organizations, and educational institutions on how to appropriately support employees who either have a disability or who have a child or other dependent with special needs, through diversity, work life, and human resources initiatives (workplace/workforce) as well as how to market their products and services to the largest minority market in the world (marketplace).

W Andrew Wallace Can we talk? Partnership counseling for your ERG Andrew Wallace is an executive director at UBS, the global financial services firm. He works in human resources in New York, where he is responsible for strategic workforce planning within the recruitment function. He is also Americas steering committee chair for Pride, the firm’s employee resource group. Originally from London, Andrew now resides in New York with his husband Alex.

Megan Wallent How we did it: Workplace excellence finalists Megan lives in Seattle, Washington and is the partner of Anh, the parent of Peri, John, and Samwich, a general manager at Microsoft Corporation in Redmond, and, until 2010 Out & Equal Workplace Summit 195

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November of 2007, was known to all as Michael. During her 11+ years at Microsoft, Megan 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. In her role at Microsoft, Megan is a frequent conference speaker and represented Microsoft in congressional testimony on internet privacy issues in the summer of 2001. Megan transitioned on the job in the late fall of 2007, and has documented her experiences on meganwallent.com, which has attracted a wide and varied readership. Fundamentally, Megan’s transition is a story of reaching the “New Normal” with humor, self-discovery, and surprising normalcy. Megan is a private pilot, a fervent Red Sox fan, and is a frequent traveler, and very much enjoys exploring all that this world has to offer with Anh and her family.

Aaron Walton Maximizing business growth: Joining ERG efforts with advertising, marketing, and community efforts Aaron Walton is co-founder of Walton | Isaacson, a full service brand-building firm, with offices in Los Angeles, Chicago, New York, and Tokyo. With over 20 years experience, he has created some of the most successful, high-profile partnerships in the industry, including Pepsi/Michael Jackson, Pepsi/Britney Spears, and AT&T/ Whitney Houston, to name a few. In 2005 Aaron started Walton | Isaacson with a mission to become the planet’s most interesting agency.

Stephen Ward London calling: An overview of the LGBT legal profession in the United Kingdom Stephen Ward was appointed communications director of the Law Society in June 2007 and has been the Society’s diversity champion since mid-2008. He is responsible for all communications work, including public affairs, branding, marketing, and public relations, with the aim of developing a closer relationship between the Society and its members. He also drives the Society’s work on equality and diversity as an employer and as a representative body. He has transformed the Society’s approach to diversity, launching the diversity and inclusion charter in 2009 and its associated toolkit in 2010. He was recently described by Stonewall as a role model for diversity in the legal sector. Stephen has a background in policy and communications in the civil service (cabinet office, European Commission) and political campaigning.

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Elisabeth Warren Next-generation organizations, next-generation talent: Leveraging the changing face of LGBTA leaders and customers Elisabeth Warren has over 14 years of healthcare/biotech experience and is currently an associate director in the Genentech Research and Early Development (gRED) group at Genentech. In this role, she is responsible for supporting the project teams that maximize the value of gRED’s product portfolio, and providing leadership and management for cross-functional teams. Lis joined Genentech in 2001, and has held positions of increasing responsibility across the development and portfolio groups. She is co-chair of Genentech Women Professionals, a collaborative and supportive forum aimed at educating, supporting, and mentoring on issues unique to women in biotech. Prior to joining Genentech, she held multiple roles across companies in the pharma/biotech industry, including Quintiles and ePocrates.

Lis received her B.A. with honors in human biology from Stanford University, and her M.B.A. from the University of California at Berkeley. Lis lives in the San Francisco Bay Area with her partner and their 75-pound lapdog.

Michael Wascom LGBT legislative issues and brand reputation Michael Wascom serves as the managing director, international and government affairs, for American Airlines.

He works with members of Congress and federal government agencies, including the Department of Transportation, the Department of Homeland Security, the Department of State, the Federal Aviation Administration, and the Transportation Security Administration on issues related to domestic and international aviation. He reports to Will Ris, senior vice president for government affairs.

Michael is a 1988 graduate of Louisiana State University with a degree in business administration.

Adam D. Wasserman Next-generation organizations, next-generation talent: Leveraging the changing face of LGBTA leaders and customers Adam Wasserman has been in the advertising industry for five years. At Digitas, he leads the North American Employee Network Organization for all of Digitas and Digitas Health. As founder of the Publicis Groupe LGBT Network in New York City, Adam brings together over 130 people across 16 agencies for networking, shared learning, and business-building engagements. Adam is a strong advocate and spokesperson in the LGBT community for the advertising industry.

Midge Waters Maximizing business growth: Joining ERG efforts with advertising, marketing, and community efforts Midge Waters, national manager of diversity and inclusion at Toyota, is responsible for aligning strategies among Toyota’s North American affiliates and executing the strategy for Toyota Motor Sales USA. Prior to joining the diversity and inclusion group, she was one of the founding members of the University of Toyota, responsible for leadership, diversity, and cross-cultural education. Midge joined Toyota as the leader of education and development for Toyota Financial Services.

Jack Watters, M.D. Executive mentoring: How to navigate your career as a lesbian or gay employee Dr. Jack Watters is Pfizer’s vice president for external medical affairs. In this role, he is responsible for relations with medical societies, academic institutions, and government health bodies worldwide, and also represents Pfizer on corporate responsibility and human rights issues. He joined Pfizer in 1994 and was an architect of the landmark Diflucan Partnership Program, which is now active in 60 countries. Jack trained in medicine at the University of Edinburgh, Scotland.

Andrew Werner Who is the outsider? Understanding microinequities from all sides Andrew Werner began his professional career teaching leadership and communication skills to university students and working on state-level policy and resource development. For ten years, he has been in HIV pharmaceuticals, with the last three as an executive virology sales specialist with Tibotec Therapeutics. Drew holds a bachelor of arts degree in English and Portuguese, and master of science and specialist in education degrees in higher education. He lives in Miami Beach with his husband, Fernando.

Kristina Wertz Bringing the T to the ERG: Advocating for a transgender-inclusive workplace Kristina Wertz, legal director at the Transgender Law Center (TLC), provides legal counsel to transgender people and their families as well as technical assistance to lawyers for transgender clients. She oversees many of TLC’s public policy advocacy programs, including economic justice, health care access, leadership development, and student safety. She conducts training for community members, employers, attorneys, service providers, health

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care providers, and others. Kristina is a graduate of New York University and Brooklyn Law School.

Lisa J. Wicker Common goals: Looking across identities on issues of workplace inclusion Appointed to her current position in June 2009, Lisa Wicker is responsible for the overall design, development and deployment of Chrysler’s corporate diversity strategies, talent management, and leadership development programs.

This includes facilitating strategies for implementing cultural change in all aspects of how the company leverages talent for competitive advantage. In addition, she is responsible for EEO compliance and governance and work/life effectiveness policies and programs. Prior to this, Wicker was director, global diversity office, Chrysler LLC, where she was responsible for the overall design, development, and deployment of Chrysler’s corporate diversity strategies.

Patricia Wiley Coming out to clients: Making LGBT work for you in client relationships Identifying, building, and developing an LGBT pipeline of rising stars Patricia Wiley is recently retired as a principal in Ernst & Young’s employee financial education and counseling group, which provides financial counseling and education to employees of her corporate clients. She was an executive sponsor to Beyond, Ernst & Young’s LGBT employee resource group, and continues as an adviser while preparing for her next career. She resides in New York with her partner, Wendy.

Scott Willoughby Reaching out to engage employees everywhere Scott Willoughby is senior corporate counsel at The Clorox Company, where he represents the company on M&A transactions and advises its international subsidiaries on all legal matters. He also directs the company’s compliance and ethics program and serves as chief of staff of the Clorox Pride ERG. Prior to Clorox, Scott was a corporate/securities associate in the San Francisco office of Latham & Watkins LLP. Scott received his law and undergraduate degrees from the University of CaliforniaBerkeley.

Lou Willsea ERGs and employees in the beverage alcohol business: Driving for change in a conservative industry Lou Willsea generates consumer insights for Brown-Forman brands, including Jack Daniel’s Tennessee Whiskey, 2010 Out & Equal Workplace Summit 197

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Southern Comfort and Chambord liqueurs, El Jimador Tequila, and Korbel champagne. He is a founder and colead of BYOD (Bring Your Own Diversity), Brown-Forman’s LGBT employee resource group. Lou’s background includes 20 years of marketing, research, product development, and organizational optimization experience in the wine and spirits industry. A California native, he holds a bachelor’s degree in communications from San Francisco State University, and resides in Long Beach.

André Wilson Health benefits for transgender and transsexual employees, the WPATH Standards of Care, and the CEI André Wilson consults with employers, advocates, and health professionals seeking to provide trans-inclusive health services and workplace benefits. He serves on the Michigan Department of Community Health Family Planning Advisory Council, the Michigan Department of Education Sexual Minority Youth Working Group, and the Ann Arbor Human Rights Commission. Currently completing a master’s in social work in social policy, Wilson is past chair of the NASW-Michigan TBLG special interest group and received the 2008 Michigan Pride Banquet Unity Award.

Angie Wilson Coming out to clients: Making LGBT work for you in client relationships PSAI: What brings four fierce competitors together?

Angie Wilson is an assurance partner with Ernst & Young with more than 16 years of experience. She leads the firm’s health sciences practice in Los Angeles and the firm’s LGBTA inclusiveness and diversity efforts for the West sub-area. Angie is a member of the American Institute of CPAs and recently joined the Out & Equal board of directors. Angie and her partner, Sofie, reside in Pasadena, CA, and have two children.

Marcus A. Wilson Who is the outsider? Understanding microinequities from all sides Marcus Wilson is the Midwest community liaison manager for professional affairs at Tibotec Therapeutics. He collaborates with community members, infected and affected by HIV and AIDS, by collaborating with allied healthcare professionals. Marcus completed the Harvard Business School management training program and holds a bachelor’s degree in telecommunications and music performance from Michigan State University.

Marcus resides in Chicago with his partner, Jih-Chiun, and their daughter.

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Liz Winfeld Let the spirit move us all Liz Winfeld is an expert in diversity education. Her areas of expertise are sexual orientation, gender identity and expression, and domestic partner benefits.

She consults on recruitment and retention, builds and delivers customized education programs, and helps organizations formulate transition strategies. Liz also does extensive work with employee business networks as well as one-to-one coaching for people at all levels of an organization. She is author of the award-winning Straight Talk About Gays in the Workplace, and can be reached at common-grnd.com.

Daniel K. Winterfeldt, Esq. First steps in creating an LGB-inclusive workplace London calling: An overview of the LGBT legal profession in the United Kingdom Daniel Winterfeldt is a U.S. securities partner and the corporate responsibility and diversity partner in the London office of Simmons & Simmons, an international law firm.

With more than 12 years experience in the London and New York markets, Daniel is the founder of the Forum for US Securities Lawyers in London, a trade association representing more than 1,000 U.S.-qualified lawyers and capital markets participants. Daniel is also the founder of the InterLaw Diversity Forum for LGBT Networks, an interorganizational network for the LGBT community in the London legal sector, with more than 800 members and supporters from 70-plus law firms and 45 corporations and financial institutions.

Bob Witeck Census 2010: Making America’s LGBT families count Bob Witeck is CEO of Washington, DC-based WiteckCombs Communications, since 1993 the nation’s premier marketing firm consulting for companies reaching the LGBT consumer market. In April 2003, in their 25th anniversary issue, the editors of American Demographics magazine selected Bob Witeck and Wes Combs as two of 25 leaders who have made significant contributions to demographics, market research, media, and trend spotting for their pioneering work on America’s LGBT population.

James Witek, M.D., FACP LGBT health disparities: Another case for partner benefits Dr. James Witek is a senior director at Tibotec Thera­ peutics, a Johnson & Johnson company. He is responsible for the development and execution of the U.S.

clinical affairs strategy. Previously, Jim spent 13 years in academia at Drexel University College of Medicine as an associate professor and acting chief in the Division of HIV/AIDS Medicine. He has researched, published and lectured in the area of HIV practice, quality of life and healthcare delivery.

Adam Wolf Using drama to overcome drama: Confronting our phobias and “isms” Adam Wolf is the manager for customer advocates at Hewlett-Packard’s customer loyalty center in Conway, AZ. In this role he manages an organization of eight teams focused on customer satisfaction and technical escalations.

He has been with HP for 14 years, and most recently was the district manager for Washington, DC, and northern Virginia. Adam lives in Little Rock and enjoys spending time with his partner and friends hiking, camping, and snowboarding.

Chuck Wolfe

Christopher Wyble

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Going deeper: Engaging your members and allies with social software Christopher Wyble is the program manager for IBM’s technology adoption program (TAP), and the technology manager for both TAP and IBM’s Ideas Program. In that role, he is responsible for motivating and enabling a culture of innovation, and provides resources to IBM’s innovator community. Since joining TAP in 2006, he has helped the program grow to 121,000 members and over 1,200 innovations. Chris holds a master’s degree in management from Rensselaer Polytechnic Institute, a bachelor’s in computer science from Lehigh University, and a certification in project management from the Project Management Institute. He is also the co-chair of the MidHudson Valley Out@IBM employee resource group.

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The future of LGBT equality: The intersection of public policy and business leadership

Helga Ying

Chuck Wolfe is the president and CEO of the Gay & Lesbian Victory Fund and Leadership Institute. He served on the Victory Fund’s board of directors for four years prior to joining the staff. Chuck has an extensive background in politics, issue advocacy, and organizational development. He entered the public sector as an appointee to the late Florida Governor Lawton Chiles. In addition to serving on the governor’s 1994 reelection campaign as operations manager, he served the governor for seven years in such capacities as director of external affairs, director of tobacco control, and executive director of the Miami Financial Oversight Board. Chuck is a 1985 graduate of Stetson University in Florida and completed the Negotiating Skills Seminar at the J.F.K. School of Government at Harvard University in 1997. A native of Florida, he has resided in Washington, DC, since 1999.

Helga Ying is director of worldwide government affairs and public policy at Levi Strauss & Co. Her responsibilities include international trade and corporate citizenship (environmental sustainability, HIV/AIDS, labor and worker rights), brand protection, and other issues that promote Levi Strauss’ business success and social responsibility.

Helga holds a master’s degree in international relations and economics from the Johns Hopkins University Paul H. Nitze School of Advanced International Studies, and a bachelor of arts from Macalester College.

Aaron Wright Cross-team effectiveness in a diverse and geographically dispersed organization Aaron Wright, CPA, is an audit manager with Deloitte in Indianapolis. Within GLOBE, Deloitte’s LGBT and ally business resource group, he has served as the North Central regional chairperson as well as currently representing Deloitte within the accounting group of the Professional Services Alliance for LGBT Inclusion. He is also a founding member and currently serving as chairperson of Out & Equal Indiana. Aaron lives in Indianapolis with his husband, Russ.

LGBT legislative issues and brand reputation

Dwain Young How to “engay” your community Dwain Young is a human capital consultant with Accenture in Washington, DC, where he focuses on change management practices. He has been the corporate citizenship lead for the Accenture’s D.C. LGBT group for two years, and has built positive relationships through various community initiatives such as quarterly events to serve food to the homeless, office-wide coat drives, skill-based volunteer efforts with LGBT nonprofits, and fundraising efforts for LGBT nonprofits in the Washington, DC, area.

Previously, Dwain served on the board of directors for Big Brothers/Big Sisters and was a Big Brother for three years. Outside work, Dwain enjoys living in the D.C. area, cooking, piano, traveling, and spending time with friends.

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Kyle D. Young The unique legal and financial challenges facing the LGBT community Kyle Young is an associate vice president and investment officer with Wells Fargo Advisors. In addition to being a certified financial planner, he holds the accredited domestic partnership advisor (ADPA) designation. Kyle earned his bachelor’s degree in economics from Rutgers University. With more than 95 percent of his current clients identifying as LGBT, his practice caters exclusively to providing investment planning and asset management services to the LGBT community. Kyle primarily focuses on fixed-income portfolio decisions and the construction of individualized financial plans for his clients. He is currently the co-chair for Out & Equal’s NY-Metro regional council and resides in Somerset County, NJ, with his partner, Michael.

Michael J. Young Going deeper: Engaging your members and allies with social software Michael Young is a software engineer with IBM’s System z (mainframe) support division. His focus there is application enablement and mainframe modernization. He is a published resource for enterprise-level Java development, and for legacy application migration. Mike 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. He is also the cochair of the Mid-Hudson Valley Out@IBM chapter of IBM’s LGBT employee resource group.

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Louise Young is a senior software engineer at Raytheon in Plano, TX. A lesbian activist since 1971, she is the founder of Raytheon’s LGBT employee resource group and has received numerous awards and honors, including Out & Equal’s 2002 Trailblazer Award. A former cochair of the Human Rights Campaign’s Business Council, she has presented to major corporations, universities, and general audiences. She and her partner of 39 years, Vivienne Armstrong, live in Dallas. Contact Louise at (972) 344-0506 or louise_young@raytheon.com.

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Fauzia Zaman-Malik Strength in numbers & going global: Local labor & privacy issues when collecting data from a global LGBT network Fauzia Zaman-Malik is the legal lead of the Accenture healthcare client services group in North America. She is based in New York, where she leads a team of lawyers supporting Accenture in a the wide range of healthcare transactions and compliance matters, including acquisitions. Fauzia began her career in 1997 at ReliaStar Financial Group and, prior to joining Accenture, was an associate at DLA Piper. She is fluent in Urdu, Hindi, and English.

Sandra Zurawicz Transgender 101: Transgender information for the nontrans community Sandra Zurawicz is vice president for operations and technology at Northern Trust Bank. She works in the technology group that monitors the activity and health of Northern Trust’s global network. She is also the employee relations chairperson for Northern Trust’s LGBT business resource council, which acts as a liaison for the company’s LGBT partners and allies. Sandra resides in the Chicago suburbs with her partner Patricia, son Robert, and daughter Jennifer.

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PROGRAMS

Our mission Our vision Our programs Twenty Steps Leadership Councils

Founded by Executive Director Selisse Berry, Out & Equal Workplace Advocates is the nation’s premier nonprofit organization dedicated to achieving workplaces where full equality extends to people of all sexual orientations and gender identities. For more than a decade, Out & Equal has been working with organizations to create places of employment whose cultures embrace the contributions of lesbian, gay, bisexual and transgender employees and those who support them.

Out & Equal provides widely recognized value to individuals and organizations through a range of programs designed to educate and empower, including our Build­­­ing Bridges, LGBT Diver­ sity Training, and Out & Equal Uni­­­versity webinar 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.

Through LGBTCareerLink, an online job search and career development portal, Out & Equal

serves diversity-friendly employers and LGBT job seekers.

Out & Equal has earned the trust and respect of LGBT employ­ ees and employers for producing the best attended, most informa­ tive and most inspiring summit on LBGT workplace issues.

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.

Workplace Summit The Out & Equal Workplace Summit is the world’s premier conference on LGBT workplace equality, providing attendees with the information and resources 2010 Out & Equal Workplace Summit 203

Out & Equal

Out and successful: Nearly fifty LGBT executives from across the country participated in the 2010 Out & Equal Executive Forum, held in New York City in April. [photo: Anton Frid]

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 connec­ tions, share best practices and formulate a strategy that allows for a clear 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 combine to create an experience that has been described as “an enlightening watershed of information.”

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Out & Equal Executive Forum The Executive Forum is a unique opportunity for out and success­ ful executive leaders to come together over the course of a multi-day conference to learn from one another and share their best practices. Since the inau­ gural Forum in 2008, nearly 100 LGBT executives have participat­ ed in the annual event.

The focus of each forum is different. In the past, participants have discussed the unique chal­ lenges of being openly LGBT in high-level positions, the barriers to more equitable LGBT repre­ sentation at the senior executive level, the demands on businesses in a tough economy, the business

case for equality, and the challenge of being examples for future generations of LGBT leaders.

Plans are already underway for the next Executive Forum, which will be held in March 2011 in San Francisco. For information on how to apply, contact Deputy Director Kevin Jones at kjones@ outandequal.org or 415-694-6536.

LGBTCareerLink Since its creation in 2008, Out & Equal’s LGBTCareerLink has become the key career resource for both LGBT profes­ sionals and employers. This unique job search and profes­ sional networking website currently receives thousands of

Acknowledgements reflect support received from July 15, 2009 through July 15, 2010

Special thanks Out & Equal is grateful to the many individuals and regional sponsors who support our work.

Individual Leadership Contributors

John R. Alchin Elena Baca Alan Baer Brenda Barr Selisse Berry & Cynthia Martin Les Borzy Daniel Brennan & Rodney Frazier Elaine Brown Tara Bunch & Susan Pfeuffer Carlos E. Campoy Tom Christofferson Mike Craig Jerome Dumaine Mike Feldman Michael Guest Melinda Hagg Dean Hall Eldon R. Hills Julie Hogan Tom Johnson Kevin Jones & Tony De Sousa Paula S. Jones Randy M. Kammer Ronald Kennedy Scott Kenney Rita Lane Dale A. Lietzke & Dave Bueche

Kirsten E. MacPherson Peter May Kenneth McNeely Eleanor Mercado Tom Mielke Edward Offshack Tony Pruitt Tina Reynolds Marcelo Roman Kathy Ruess Deborah J. Schmall Steve Sears Rayona Sharpnack Kayla Shell Lisa Sherman Amanda R. Simpson Christie Smith Wayne Sobon & Robert McDonald Cindy Solomon Kyle Spainhour Tamara Srader Leal Thomas Toby Thomas Atticus Tysen Sophie Vandebroek Megan Wallent Michael Welch Angela Wilson & Sofie Eriksson Mathew Wood William Yates

Join us today! www.OutandEqual.org

Regional Affiliate Event Sponsors

7sur.com AAA of Northern California, Nevada and Utah Aramark Bank of America Blue Cross Blue Shield of Florida Campbell Soup Chevron Comcast Ernst & Young Genentech Hershey’s HRC IBA ING InterContinental Hotel Group Americas JPMorgan Chase Kimpton Hotels & Restaurants

LEAGUE at AT&T (Georgia) Macy’s Merck Omni American Bank Options Foundation Paul, Hastings, Janofsky & Walker Pfizer Pacific Gas & Electric PricewaterhouseCoopers Raymond James & Associates Sodexo Texas Instruments The Nielsen Company Times Ten Cellars Turner Broadcasting System UCLA Anderson School of Management Verizon Walt Disney World

Out & Equal National Development Leadership Committee

Tara Bunch, Chair Hewlett-Packard Lisa Mazzola Daniel Brennan Wells Fargo Dell Cindy Solomon Michael Guest Solomon & Associates Council for Global Equality Kyle Spainhour Julie Hogan Motorola Xerox

Out & Equal job postings from more than a dozen leading corporations every month. Unlike other job boards, LGBTCareerLink allows users to upload jobs, ads, articles and tips from professional communities.

This free site is also designed to expand members’ career-building networks by directly connecting them with job seekers and employment recruiters in search of the best talent.

In addition to matching LGBT employees with employment opportunities, LGBTCareerLink offers a series of career-related professional development webi­ nars for the LGBT workforce, as well as a monthly e-newsletter, CareerTalk, which provides timely

The Outies

updates and opportunities to participants around the country.

LGBTCareerLink is always welcoming new corporate spon­ sors; information about becoming a corporate sponsor can be found at LGBTCareerLink.com/ marketplace Find your next great opportu­ nity, visit LGBTCareerLink.com For more information, contact Associate Director of Career Development Resources Julie Beach at jbeach@outandequal.org or 415-694-6538.

The Out & Equal Workplace Awards—“The Outies”—are a celebration of the most notewor­ thy organizational achievements in LGBT workplace equality and an opportunity to appreciate those individuals who are dedi­ cated to creating a fully inclu­ sive workplace. The awards are traditionally given in five different categories with two recognizing individuals and three recognizing organizations. The 2010 Work­ place Summit includes a new Workplace Award category: Regional Affiliate of the Year.

Out & Equal Leadership Celebration The Out & Equal Leadership Celebration honors workplace courage and support of LGBT equality, specifically those organizations and individuals who take the lead on fundamen­ tal issues of equal rights outside the workplace.

The winners and honorees are true role models and advo­ cates, encouraging businesses and others to get involved through their leadership.

Plans are underway for the next Leadership Celebration, which will be held in San Francisco in March 2011.

Employee Resource Group Registry Advocate and hero: 2010 Out & Equal Advocacy Award honoree Julian Bond addresses the audience in New York City at the 2010 Out & Equal Leadership Celebration. [photo: Anton Frid] 206 2010 Out & Equal Workplace Summit

The Out & Equal ERG Registry is the largest online community of LGBT employee resource group leaders in the world. With more than 350 members, the secure

Programs

Registry features ERG directory information and a network of ERG leaders worldwide, provid­ ing an electronic forum for them to share ideas as well as best practices.

Out & Equal’s ERG Registry offers: • Connections to an international network of more than 350 LGBT ERGs that work to create out and equal workplaces, search­ able by industry, location and size, among many other demo­ graphics • Sector-based subgroups for industry connections and specialized practices

• 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 • 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 outandequal.org/ resources/groups.

For additional information, please 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 commu­ nity 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 program­ ming for Out & Equal, helping to serve the needs of individual employees, leaders of employee 2010 Out & Equal Workplace Summit 207

Out & Equal 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 outandequal.org/ regional-affiliates. For more information, contact Associate Director of NETWORKS! Stephen Gould at sgould@outandequal. org or 415-694-6506.

Town Call Webinar Series The Out & Equal Town Call webinar series features guest speakers presenting on current LGBT topics in a one-hour webinar or teleconference-type format. A Q&A session follows each presentation, creating an interactive learning experience.

This free program is designed to meet the needs of busy working professionals, human resources departments and employee resource groups in any location.

You can also review past Town Calls at outandequal.org/ town-call-archives.

Training Programs Overview Out & Equal Workplace Advocates offers diversity training, educational resources and consulting services to senior management, human resources professionals, employee 208 2010 Out & Equal Workplace Summit

resource groups and individual employees to promote lesbian, gay, bisexual, and transgender (LGBT) workplace equality. Pro­ grams are designed and tailored for a wide variety of audiences including corporations, mid/small businesses, educational institu­ tions, faith communities, govern­ mental agencies, community groups and nonprofit organiza­ tions. Training is available in traditional classroom interactive lectures or online live webinar formats. Courses are offered through Out & Equal University and include beginning and advanced tracks to meet your training needs. More information about all of these programs and a schedule of the current class schedule can be found at outandequal.org/trainingprograms.

Training programs offered include:

Building Bridges toward LGBT Diversity in the Workplace Building Bridges toward LGBT Diversity in the Workplace training is the cornerstone to any LGBT diversity program. The course can be used as an in-depth four-hour workshop that trains Employee Resource Groups and HR Profes­ sionals on LGBT Cultural Compe­ tency, creating a solid business case for LGBT inclusion in the workplace and action planning.

There is also a 90 minute over­ view session targeted for senior executives, managers, human resources, diversity professionals,

customer service representatives and the general employee popu­ lation. This shorter course covers the LGBT Cultural Competency and business case and discusses the need for additional action planning.

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 work­ place, where all employees are engaged in the mission of the organization, increasing the level of comfort for all, and improving communication between LGBT and non-LGBT employees and the customers they serve.

Train the Trainer This course is the next step in developing an LGBT diversity workplace program. It is de­ signed to certify trainers from within your company to teach Out & Equal’s LGBT Diversity Leadership business case materials. The target audiences are Employee Resource Groups and HR professionals responsible for creating training programs 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, trainers are certi­ fied to present the 60-90 minute LGBT Diversity Leadership course materials in their workplace.

Many corporations use this

Programs course to roll out LGBT inclusion to all levels of the organization.

Trainers have access to an online Trainer’s Network and monthly Trainer’s Forum webinars.

Many trainers become more involved and can assist Out & Equal certified staff to present other courses. Certifica­ tion to teach the LGBT Diversity Leadership class lasts for two years from course completion.

Certified Out & Equal Trainers who have completed Train the Trainer, address ex­ panding diversity in the work­ place as well as reviewing the LGBT-related policies, benefits and workplace climate of their business or organization.

Course materials are provid­ ed on the Trainer’s Network and the training can be customized for each workplace.

LGBT Diversity Training

Transgender Intensive

LGBT Diversity Training is the business case course which is the foundation for overcom­ ing obstacles and fostering communication between LGBT employees, their allies and their co-workers.

Gender identity and expression are new concepts to many corpo­ rations, and this course provides the tools to understand how to en­ sure full LGBT workplace inclusion.

The Transgender Intensive is a four-hour 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 and cus­ tomer service representatives and the general employee population.

This course provides basic under­ standing of the culture, terminol­ ogy 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

Allies at Work

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A 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.”

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

Order your copy now! www.OutandEqual.org 2010 Out & Equal Workplace Summit 209

Out & Equal

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Out & Equal University (online training) All of the above classes are provided online both through live webinars and recorded train­ ings. It allows for LGBT Diversity training on your schedule to meet your training needs. In addition to the basic core courses taught

by Out & Equal, advanced track course are offered that cover a wide range of topics from allies to cultural competency. Courses are set up for individual or group registrations and provide a cost effective way to begin working toward an LGBT workplace equal­ ity program. A complete list of recorded programs is available at outandequal.org/universityarchive.

For more information about Out & Equal training programs, contact Associate Director of Training & Professional 210 2010 Out & Equal Workplace Summit

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Development Pat Baillie at pbaillie@outandequal.org or 415-694-6521.

Book: “Allies at Work” Out & Equal Workplace Advocates and distinguished corporate diversity trainer Dr. David M. Hall produced an essential guide to lesbian, gay, bisexual and transgender inclusion in the workplace—and the important roles that allies play in creating a more equitable environment.

The book, “Allies at Work: Creating a Lesbian, Gay, Bisexual and Transgender Inclusive Work Environment” details crucial steps in shaping workplace climates, guidelines for developing strong ally programs in the workplace and insight to understand the impact of living in the closet.

In “Allies at Work,” Hall pro­ vides the framework for teaching what he calls “cultural compe­ tency” – the creation of environ­ ments in which everyone is equal.

Throughout the book, Hall references the personal struggles and daily challenges of lesbian, gay, bisexual, and transgender people in order to underscore the need for straight allies to actively work toward creating equality in the workplace.

Dr. David M. Hall’s book is a key tool in developing work­ place solidarity and support.

“Allies at Work: Creating a Lesbian, Gay, Bisexual and Transgender Inclusive Work Envi­ ronment” is available for purchase at the Outie Store in the Exhibit Hall, and online at outandequal.org or amazon.com.

Programs 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-discrimi­ nation 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 fami­ lies with equal access to all company benefits • Ensure that global health coverage includes com­ plete 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 diver­ sity program objectives

Corporate responsibility & advocacy • Be a visible role model for LGBT workplace equal­ ity 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 LGBTCareerLink.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 work­ place 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 effec­ tiveness 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

2010 Out & Equal Workplace Summit 211

Out & Equal Out & Equal Leadership Council (as of July 30, 2010) The Leadership Council is comprised of dedicated individuals who have committed themselves to forwarding our mission as volunteer leaders of their Out & Equal regional affili­ ate. The members of the Leadership Council bring programming and net­ working opportunities to their regions, and support the Out & Equal mission of workplace equality.

Atlanta

Greater Philadelphia

D. Chip Newton, Co-chair Sylvia Tansill, Co-chair Dawn T. Buannic Cat Chartier Clay Fisher Louis A. Gary Chris Gorman Brandon Hornibrook Troy E. Murray Elizabeth Noe Tonie B. Tobias

Brent Reinhard, Chair Sherri L. Bassner Chris Eagan Stasha N. Goliaszewski Brian Green David M. Hall Corbett Klein Amy Niedzalkoski Sharon Paige Drusilla A. Quilley Matthew Woodcock

Chicagoland

Greater Portland/Southwest Washington

James R. Huberty, Co-chair L. Patrick Le’Flore, Co-chair Lori M. Fox Casey J. Horton Greg Rohner Nydia J. Sahagun Kyle Spainhour Greg P. Woulf

Dallas-Ft. Worth Jeff Snook, Chair Adib Abraham Ron Ausemus Evelyn Caldwell John F. Connell Debra J. Davis Michael J. DeGroot Jeffrey Gorczynski Sherry G. Hooten Heather Lueth Rafael McDonnell Mark Quigley Ted van Trabert Paul von Wupperfeld Russell Wallace 212 2010 Out & Equal Workplace Summit

Brian Craig, Interim co-chair Jeff Parker, Interim co-chair Douglas Wendt

Houston Gemma M. Burns, Co-chair Mike Craig, Co-chair Fiona J. Dawson Christine Derham Regina Dotson Kimberly Frederick Timothy L. Garippa Robert Lee Chad Libertus Matthew R. Sontag Elisa J. Vega-Burns

Indiana Aaron Wright, Chair Brenda F. Corbello Lisa J. Gutierrez William H. Hendrix Ted Letherer Carole A. Terry

Programs Kansas City

San Francisco Bay Area

St. Louis

Don Maish, Interim chair Ellen Karp Karlene Wagner-Jackson

Christy Gaughan, Co-chair Alexis McKeown, Interim co-chair Toni R. Battle Michael Coyle Lynn Hall Aysha Handley Joseph E. Higgins Lynda Pires Randy Reyes Eric Truong

Laura Morrison, Co-chair Michelle J. Smith, Co-chair Ashley K. Alvarado Michelle Brown Michael Dunning Robert Woolsey Glen Zahn

Metro New York Tom Kulaga, Co-chair Kyle Young, Co-chair Stephanie Battaglino Jennifer E. Brown Jeremy Gaylord Carol Heller Sally Nadler Gerald Roop Steve Salee Naomi Starr Juan F. Vasquez Janet Wigfield

NY Finger Lakes Catherine Lewis, Chair Ralph Carter Janet T. Donner L.T. Fox Sandra F. Heerkens Emily Jones Marcus W. Kroll Laurie M. Mancuso Stephanie M. Samuel Susan L. Schiefelbein Vitamarie Trincali Kelly L. Williams Jorge Yacila

Rocky Mountain Patrick Geiger Terry Hildebrandt Michelle Simons Kari Tekle

Seattle Marie Hartung, Co-chair Elayne Wylie, Co-chair Kevin G. Carothers Richard J. Cross Bud Cudmore Keith Dussell Daniel Fife Corrinalyn Guyette Brian Murphy Tracy Schultz Geoff Tucker

Southern California Judy Jbara, Co-chair Garth Steever, Co-chair Reta Anderson Lyn Diaz Justin Hesketh Jason Mannino Lisa Mazzola Samuel Morales Ronora Sayaman Steve D. Simon Matthew Steiger Peter Theodore

Tampa Bay Cheryl Madelle, Co-chair Anthony Virostko, Co-chair Curtis Brown James W. Casey Anthony Chuchman Seless Emanuels Jason M. Fromi Michele Koehler Nick S. Kouris Anthony Rivera Jeffrey Sterrett

Washington, DC Adrian Colborn, Co-chair Ed Glasscock, Co-chair Amy L. Anderson Scott A. Ballina Anita Broccolino Wesley Combs Brian Fruchey Leonard P. Hirsch Jessica McKinnon John-Anthony D. Meza Todd Peterson

2010 Out & Equal Workplace Summit  213

Workshop Track

Room Assignment

Workshop Title

WEDNESDAY, OCTOBER 6 SESSION 1, 11:00 am – 12:30 pm Featured panel

Bisexuality: The impact of the workplace and the media on bisexual lives

502-B

Featured panel

How we did it: LGBT employee resource group of the year finalists

515-A

Featured panel

Next-generation organizations, next-generation talent: Leveraging the changing face of LGBTA leaders and customers

502-A

Featured speaker

LGBT demographics

411-Theatre

Diversity & community

Homophobia in the black community: What’s up with DADT?

518

Diversity & community

Oppression and inequality: A look within

501-C

Diversity & community

Real and relevant issues of LGBTQ members: Expanding how we define diversity training

512

ERG engagement

Beat the competition: Working together for the good of the group

505

ERG engagement

Connecting our networks for greater success—locally and beyond

504

ERG engagement

Does your ERG measure up? Components of a successful employee resource group

408-A

ERG engagement

Executive sponsors: Use ‘em or lose ‘em

513

ERG engagement

Out in the federal workplace: Strategies for LGBT consultants in the federal environment

410

ERG engagement

Promoting diversity and making waves: Implementing ERGs that drive organizational change

409-B

International

Expanding equality in the global workplace

503

International

Global mobility for LGBT professionals

501-B

Law & policy

Everyone transitions along with an employee: Boeing’s approach to the intersection of work and situation

408-B

Law & policy

Sexual harassment through the eyes of LGBT employees

501-A

Law & policy

So what do we do now? A guide to transgender workplace transition for LGBT and allies

511-B

Personal & professional development

Entertaining brands: Reaching an LGBT audience

511-C

Personal & professional development

Move over CEI, the CCCP is here

506

Personal & professional development

A tale of two mommies (and daddies too): Unique challenges faced by LGBT parents in the workplace

507

Personal & professional development

Using drama to overcome drama: Confronting our phobias and “isms”

409-A

Workplace climate—policies to practice

Bling bling: How to bedazzle your LBGT recruiting event and use technology to attract diverse audiences

511-A

Workplace climate—policies to practice

You’ve got the policy ... what now? Using nonprofit partnerships to change corporate culture

510

SESSION 2, 3:00 – 5:30 pm Featured event

“Prodigal Sons” screening

515-B

Featured panel

Common goals: Looking across identities on issues of workplace inclusion

502-A

Featured panel

Our communities, our careers, and our families: Being an LGBT parent in the workplace

502-B

Featured speaker

LGBT diversity in the global context

411-Theater

Diversity & community

Bisexuals at work: New global survey data

510

Diversity & community

LGBT legislative issues and brand reputation

409-B

ERG engagement

The care and feeding of allies during the Out & Equal Summit

410

ERG engagement

Harnessing social media for ERG outreach, awareness, and engagement

408-B

ERG engagement

Hitting the bullseye: How your ERG can engage leaders and drive business results

408-A

ERG engagement

How to “engay” your community

506

ERG engagement

Leading by example: How ERG leaders create sustainable relationships with nonprofits

501-A

214 2009 Out & Equal Workplace Summit

Workshop Tracks Workshop Track

Workshop Title

Room Assignment

ERG engagement

Uneasy alliances: The elusive search for common ground between diverse employee communities

505

ERG engagement

The virtuous cycle: Integrate ERGs into your business plan, support profitability, and boost workforce engagement

512

International

Global values for a global workforce

503

International

LGBT and Asia from IBM and Goldman Sachs

511-B

Law & policy

Census 2010: Making America’s LGBT families count

511-C

Law & policy

The unique legal and financial challenges facing the LGBT community

511-A

Personal & professional development

Authenticity: Bring the best “you” to work and life

409-A

Personal & professional development

Out & Equal Leadership Council orientation

507

Personal & professional development

Transgender 101: Transgender information for the non-trans community

504

Workplace climate—policies to practice

Building bridges toward LGBT diversity

501-C

Workplace climate—policies to practice

Raising the bar: The new corporate equality index criteria and data from the 2011 report

501-B

Workplace climate—policies to practice

Why do they need to tell me? How Citi is looking to overcome unconscious bias

518

THURSDAY, OCTOBER 7 SESSION 3, 11:00 am – 12:30 pm Featured panel

Diversity and inclusion strategies beyond the United States

515-A

Featured panel

Our allies: Our champions

515-B

Featured speaker

Diversity and trust: Alliances and betrayals

411-Theatre

Diversity & community

Novel methods for sharing LGBT employees with your workforce

505

Diversity & community

Wake up to the new ally in town

409-A

Diversity & community

What they don’t teach you in diversity school: How to ignite a successful diversity initiative

409-B

Diversity & community

Who is the outsider? Understanding microinequities from all sides

502-B

ERG engagement

Affiliates and ERGs: Get down to business

506

ERG engagement

Beyond engagement: How diversity and ERGs contribute to an inspired organization

507

ERG engagement

High-impact ERGs: Building a roadmap for business effectiveness

510

ERG engagement

Managing through difficult economic times

408-A

ERG engagement

Maximizing business growth: Joining ERG efforts with advertising, marketing, and community efforts

408-B

ERG engagement

The missing link: Building an ERG scorecard for credibility and success

501-C

ERG engagement

PSAI: What brings four fierce competitors together?

502-A

International

Managing global talent

503

Law & policy

Eliminating exceptionalism when implementing LGBT strategies

518

Law & policy

Focusing on-site health clinics on diversity and inclusion

504

Law & policy

Gender virtualization: Biology and the bathroom for gender transitions

501-A

Personal & professional development

Let the spirit move us all

410

Personal & professional development

Why did you say that? Using perceptual identity to break through barriers in the workplace

501-B

Workplace climate—policies to practice

Being transgender in the workplace in a binary world

511-B

Workplace climate—policies to practice

Changing the way we work and live: Inclusive policies, practices, and processes

511-C

Workplace climate—policies to practice

Minimizing tension between the letters LGBT

511-A

2010 Out & Equal Workplace Summit 215

Room Assignment

Workshop Track

Workshop Title

Featured panel

How we did it: Workplace excellence finalists

502-B

Featured panel

Implementing and sustaining gender identity non-discrimination practices

502-A

Featured panel

Strength in numbers and going global: Local labor and privacy issues when collecting data from a global LGBT network

515-A

Featured speaker

Dance of leadership

411-Theatre

Diversity & Community

Targeted and privileged: The importance of examining whiteness within the LGBTIQ community

410

ERG engagement

Circling the wagons: Moving from networking and social groups to business resource groups

518

ERG engagement

Collision course: Religious and LBGT interests in the workplace

409-A

ERG engagement

Creating an LGBT ERG mentoring program

504

ERG engagement

Cross-team effectiveness in a diverse and geographically dispersed organization

501-A

ERG engagement

Is the ERG obsolete? How to keep your ERG relevant in a rights-friendly environment

409-B

ERG engagement

The federal workplace cafe: Conversations that will inform and inspire

506

ERG engagement

From marketing to outreach: How to make an ERG relevant

511-B

ERG engagement

The role of ERGs in healthcare organizations in promoting LGBT health

512

International

Can you be gay and global?

501-C

International

First steps in creating an LGB-inclusive workplace

503

International

International Roundtable: Focus on India

408-B

Law & policy

Checking the box: The self-identification of LGBT employees at your business

511-C

Law & policy

Working positively: Answers and action on HIV in the workplace

501-B

Personal & professional development

The balancing act: Preserving personal authenticity in the workplace

510

Personal & professional development

Coming out to clients: Making LGBT work for you in client relationships

505

Workplace climate -policies to practice

Allies at work

507

Workplace climate -policies to practice

Executive mentoring: How to navigate your career as a lesbian or gay employee

513

Workplace climate -policies to practice

Merging of cultures in a global company: A case study of Genentech and Roche

514

SESSION 4, 3:00 – 5:30 pm

FRIDAY, OCTOBER 8 SESSION 5, 9:00 – 10:30 am Featured speaker

From corporate policy to Capitol Hill

411-Theatre

Diversity & community

The disability community and the LGBT community: Similarities, differences, and alliances

511-C

Diversity & community

When health care isn’t caring: Combating health care discrimination of LGBT people and PLWHA

501-A

ERG engagement

The bridge: Working across ERGs

510

ERG engagement

The care and feeding of straight allies at work: What LGBTs must know for successful inclusion

507

ERG engagement

Energy sector LGBT employee resource group best practices

504

ERG engagement

Going deeper: Engaging your members and allies with social software

505

ERG engagement

Identifying, building, and developing an LGBT pipeline of rising stars

512

ERG engagement

Reaching out to engage employees everywhere

408-B

International

Diversity sells: How to leverage LGBT support into sales internationally

513

Law & policy

Accommodating religion and sexual orientation in the workplace: Promoting tolerance and diverse views

518

Law & policy

The business case for transgender-inclusive health benefits

511-B

Law & policy

LGBT health disparities: Another case for partner benefits

408-A

216 2010 Out & Equal Workplace Summit

Workshop Tracks Workshop Track

Workshop Title

Room Assignment

Personal & professional development

Twitter for human resources staff: Minimize your time, maximize your return

501-C

Workplace climate—policies to practice

Building LGBT leadership: Cummins’ strategic vision for LGBT inclusion

511-A

Workplace climate—policies to practice

The Safe Space Program

506

Featured panel

Intersections: Religion, sexual orientation, and gender identity in the workplace

515-A

Featured panel

The future of LGBT equality: The intersection of public policy and business leadership

515-B

Featured speaker

Anti-discrimination: From policy to practice

411-Theatre

Diversity & community

Creating the strategic partnership: Walmart and Services and Advocacy for GLBT Elders (SAGE)

511-C

Diversity & community

I love you, may it please the court

511-A

Diversity & community

Rock the ages: Generational differences and ERGs

408-A

Diversity & community

Two moms, two dads, Dora, Bratz, and GI Joe: Navigating the gender divide with your kids

512

ERG engagement

After the dust settles: Rebuilding your ERG

409-B

ERG engagement

Bringing the T to the ERG: Advocating for a transgender-inclusive workplace

503

ERG engagement

Can we talk? Partnership counseling for your ERG

507

ERG engagement

ERGs and employees in the beverage alcohol business: Driving for change in a conservative industry

410

ERG engagement

GLAAD media training for leaders

511-B

ERG engagement

Leveraging change management concepts to maximize impact of LGBT programs

505

International

LGBT issues in an international setting

518

International

London calling: An overview of the LGBT legal profession in the United Kingdom

502-B

Law & policy

Health benefits for transgender and transsexual employees, the WPATH Standards of Care, and the CEI

409-A

Law & policy

LGBT supplier diversity: How you can make an impact at work and in the community

501-A

Personal & professional development

Giving (and getting) back: Nonprofit boards for beginners

506

Personal & professional development

Tweet me L8R: Discovering the benefits of working with Gen Y

510

Workplace climate—policies to practice

Count me in: Including LGBT in workplace demographic data collection

501-C

SESSION 6, 11:00 am – 12:30 pm

2010 Out & Equal Workplace Summit 217

Notes

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2011 Out & Equal Workplace Summit October 25–28 in Dallas

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March 28–30, 2011 San Francisco

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2011 Out & Equal Workplace Summit October 25–28 in Dallas

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