LGBTQ+
Sexual orientation, gender identity, and gender expression—not to be confused with sexual activity or behavior—are personal characteristics that everyone has. Including LGBTQ+ employees is a vital component of a comprehensive diversity and inclusion strategy. Successfully recruiting, retaining, developing, and advancing LGBTQ+ employees helps organizations compete effectively for talent, minimize attrition costs, and better access LGBTQ+ consumer markets.
Results
Ask Deborah: What Have You Learned From The Fight For LGBT Rights? (Blog Post)
In honor of LGBT Pride Month, we are using June’s column to share Deborah’s personal experience with LGBT advocacy and her advice on how to be an ally in this critical area.
What Is Covering? (Infographic)
People often "cover" stigmatized parts of their identity to fit in. Learn how it affects their sense of self.
Chevron Australia – PRIDE: LGBT Inclusion, Intersectionality, and Collaborative Partnerships (Practices)
PRIDE, Chevron’s LGBT employee network, was developed as a grassroots employee effort. The group has evolved over its more than 20-year history to collaborate with other internal and external partners […]
Infographic: It’s Not Easy Feeling Different
Learn how feeling different from our coworkers can have unique disadvantages in the workplace.
The Chubb Corporation – The Working Parents Network: Embracing Diversity Across the Caretaking Spectrum (Practices)
Learn about Chubb's work-life effectiveness through its ERG for parents.
Lloyds Banking Group – Championing Diversity to Build a Strong Talent Pipeline (Practices)
When Lloyds and HBOS merged to become Lloyds Banking Group in 2009, executives used it as an opportunity to review gender diversity programs and assess its progress since 2000. In […]
Sydney Gay and Lesbian Business Association (SGLBA) Inc. – LGBT Business and Social Networking in Australia (Practices)
The Sydney Gay and Lesbian Business Association (SGLBA) was founded in 1981 as The Gay Business association. SGLBA expanded to include women in 1994, and currently has over 400 members. […]
Whirlpool Corporation – PRIDE: Lesbian, Gay, Bisexual, Transgender and Allied Inclusion (Practices)
Whirlpool Corporation strives to create an internal workplace culture that allows and encourages its personnel to bring their full selves to work. This means an open, supportive, and inclusive environment […]
Associação Brasileira de Turismo para Gays, Lésbicas e Simpatizantes (ABRAT GLS) – Deepening Social Inclusion, Reducing Discrimination, and Promoting Business Through LGBT Tourism (Practices)
To build a bridge between Brazil’s tourist attractions and the traditional hostile attitudes toward LGBT individuals, the Associação Brasileira de Turismo (ABRAT) para Gays, Lésbicas e Simpatizantes, or the Brazilian […]
Hewlett-Packard Company – Reciprocal Mentoring with PRIDE (Practices)
Hewlett-Packard (HP) has a long history supporting the lesbian, gay, bisexual, and transgender (LGBT) community. In fact, it was the first company to start an employee resource group specifically for […]
Ford Motor Company – GLOBE: Fostering LGBT Inclusion, Valuing Diversity, and Empowering Authenticity (Practices)
Workplace diversity and including lesbian, gay, bisexual, and transgender (LGBT) employees is a key component of Ford’s business strategy and work culture. Given its importance, diversity at Ford is operationalized […]
Fruits in Suits – LGBT Networking and Mentoring in Hong Kong (Practices)
Fruits in Suits (FinS) is an informal professional network for LGBT individuals. The organization was founded in 2004 in Hong Kong and holds monthly meetings with a growing number of […]
Toronto Dominion Bank Group – Creating Leaders and Unlocking Human Potential: LGBTA Inclusion at TD (Practices)
TD Bank has long focused on diversity and inclusion efforts. The company’s Diversity Office and Diversity Leadership Council are composed of senior business leaders across TD who drive enterprise-wide diversity […]
Google Inc. – LGBT Inclusion in India: Globally Connected, Locally Relevant (Practices)
LGBT inclusion in India, as elsewhere, was viewed as a “non-negotiable”; an imperative for Google’s approach to building truly inclusive workplaces. By the time programs for LGBT employees—affectionately referred to […]
McKinsey & Company – Global LGBT Inclusion (Practices)
As a management consulting firm, McKinsey relies on the knowledge and skills of its employees, and prides itself on attracting the world’s top talent regardless of sexual orientation, gender identity, […]
Kaiser Permanente – Achieving Our Mission and Growing the Business Through the National Diversity Agenda (Practices)
Kaiser Permanente’s initiative, Achieving Our Mission and Growing the Business Through the National Diversity Agenda, makes diversity and inclusion central to the organization’s competitive advantage and its ability to deliver […]
KPMG LLP Canada – Lesbian, Gay, Bisexual, and Trans-Identified (LGBT) Inclusion at KPMG LLP Canada: pride@kpmg (Practices)
pride@kpmg supports the needs of LGBT-identified employees by acting as an informational resource, functioning as a formal network, and providing informal mentoring opportunities.
The Chubb Corporation – Lesbian, Gay, Bisexual, and Transgender (LGBT) Inclusion at Chubb (Practices)
Chubb’s LGBT-inclusion initiative, along with its other diversity initiatives, was created to build a truly inclusive workplace environment where every employee feels welcome and comfortable.
Scotiabank – Lesbian, Gay, Bisexual, and Transgender Inclusion at Scotiabank: Scotia Pride (Practices)
Scotia Pride encourages employees from branches across the country to become involved in Scotiabank’s broader community outreach, which enhances brand recognition as an employer and bank of choice where diversity is celebrated.
Ernst & Young LLP – Lesbian, Gay, Bisexual, and Transgender Inclusion at Ernst & Young: bEYond (Practices)
Engaging allies is a vital piece of the E&Y LGBTA initiative.