Posted by: outandequal | September 4, 2012

2012 Out & Equal Workplace Summit – New Workshops for 2012, part 2

In a previous blog, we touched on the importance of workshops at the Out & Equal Workplace Summit. Every year, approximately 120 workshops are presented at the Summit, offering attendees ways to connect, learn, teach, and share.

Here are the remaining workshops that are being presented for the first time at Workplace Summit. Click here to see the first part of the list.


Increasing Engagement between Corporations and Campuses: LGBTQA Strategic Planning Workshops
We have developed a process for helping colleges and universities do strategic (5- to 10-year horizon) planning, drawing on tools and methodologies used in large corporations. It not only brings value to the school and community, but also increases the level of engagement between LGBT employee groups and those institutions – paving the way for reconnection with alma maters, sources for recruiting new employees, and opportunities for shared university research. The cost to implement this process is minimal. Through this workshop, attendees will hear a case study, get a copy of the methods and materials used, and leave with an action plan for their own engagement to an alma mater or school from where their employer does recruiting.

Film showing “Out of Annapolis” with Discussion Panel, Including Director
“Out of Annapolis,” is an important film about lesbian and gay alumni of the US Naval Academy and their subsequent service in the military.  It highlights the conflict between commitment to their country and commitment to themselves focusing on the experiences of eleven midshipmen, both pre and post Don’t Ask Don’t Tell (DADT) and recounts their personal experiences; the pride they shared in the jobs they were performing and the darker side of being discovered and involuntarily discharged and forced to resign.  While each story is personal, each interview paints a picture of struggle, honor and conflict. Film viewing with a 4 person panel discussion to include three Northrop Grumman employees  and the film’s director.  Q and A to follow.

Challenges in GLBT Global Mobility: Case Studies and Solutions
This workshop will highlight the common challenges when deploying GLBT professionals globally.  “Real life” case studies will be used to illustrate the issues and solutions in immigration, tax compliance, and international assignment policies.

Cracking the Case: A Deeper Dive into Religious Diversity
This workshop will explore issues that emerge between increasingly diverse religious employees, lesbian, gay, bisexual, and transgender employees, and allies in the workplace. In small groups, participants will work scenarios around key issues like the role of Employee Resource Groups (whether lesbian, gay, bisexual and transgender or religious-based or both), allies’ programs, and religious accommodation requests and how these topics can both exacerbate and mitigate intergroup tensions.  For each case activity, groups will receive a complete resource packet to review and analyze, which will include relevant materials like email correspondence, company policy, and court summaries. In collaboration with their peers, participants will use Tanenbaum’s strategies and models to develop recommendations for better practices, and brainstorm ways to support and encourage inclusive behaviors from employees.

Dialogue at the Intersection of Race, Gender, and Sexual Orientation
How does who we are impact how others relate to us and frame our perspective of the world? In this session, participants will investigate how the dimensions of race, gender, and sexual orientation intersect to establish a matrix of privilege and oppression. A learning environment will be created to allow for dialogue across differences with the goal of each participant sharing in personal insights about each other’s experiences. Through dialogue we will explore our own assumptions about the experience of others and how our personal world view influences our thoughts, preferences, and actions. People will have the opportunity to share their personal stories in a safe environment, but more importantly, they will have the opportunity to experience the stories of others.

Completing the Circle of Diversity: ERG Business Case for Supplier Diversity
Learn how to build the business case for LGBT supplier diversity and complete the Circle of Corporate Diversity by bringing parity to a company’s diversity practices. Like programs for ethnic minorities, women and other underutilized or marginalized communities; adding LGBT-owned businesses to a company’s supplier diversity program ensures that its diversity practices are uniform across segments. LGBT supplier diversity confirms that a corporation’s supply chain mirrors the diverse customer and employee base that the company has or that it is trying to attract. As of 2011, the Human Rights Campaign’s Corporate Equality Index scores corporations on their LGBT supplier diversity efforts.

LGBT Recruiting: A Competitive Advantage in a Changing Economy
Cautious optimism is emerging from executives as the economy improves. While businesses will need to recruit and retain critical talent to manage the expected upturn in economic environment, they also need to address expected talent shortages over the next year. Strategies which include a focus on attracting and retaining diverse employees, especially LGBT employees, may provide companies with the edge necessary to build a talented workforce in a competitive environment.  The LGBT community represents a highly motivated and educated workforce, currently facing higher than average unemployment rates. This workshop will provide an overview of innovative recruiting and retention practices that will be critical in tapping the LGBT talent pool and building a workforce that will help companies achieve a competitive advantage in 2012 and beyond.

Healthcare Disparities for LGBT Employees
Healthcare disparities exist for many different groups, but none more under-researched than the LGBT commuity. This workshop will explore and define some of the common disparities in healthcare and treatment for LGBT employees, such as obesity and breast health for lesbians, chronic conditions and medication, and depression and anxiety for LGBT youth, and drug and alcohol abuse in the adult LGBT community. We will then offer simple suggestions for how these can be addressed and combatted through wellness activities, education about healthcare, and understanding benefit design. We will also include ways that technology plays a part in managing your health care. This workshop is designed for HR professionals and employees alike.

Care With Pride: J&J, Walgreens and PFLAG Stand Against Bullying
This workshop will take attendees through the development and execution of Care With Pride, a first-of-its-kind strategic initiative led by J&J GLOBAL that ties LGBT community support to bottom line sales.  Care With Pride involved nearly 20 different J&J brands and was executed in association with Walgreens.  All promotional components of the initiative such as advertising, in-store retail support, PR, social media and Pride activations aligned behind PFLAG’s “Cultivating Respect: Safe Schools For All” program designed to help combat bullying.  Those who attended the “Good To Great” workshop in 2011 will find this a “part two” of the story behind GLOBAL’s marketing efforts within J&J that was presented at last year’s conference in Dallas.

Strategies to Gain Support for Transgender Healthcare and Tax Equality
Participants will learn how to strategically advocate for benefit equality in the workplace, specifically through the use of Affinity Groups and Employee Resource Groups (ERGs). Co-Chairs of Yale’s LGBTQ Affinity Group will describe their processes and lessons learned in successfully garnering support for benefit equality at Yale. Participants will identify policy issues and strategies to tackle these issues in their own workplaces. Attendees will leave with practical advice and tools for their own advocacy efforts.

Running a Successful Employee Resource Group(ERG)/Pride Network in Corporate America
Ever wonder why one ERG has 300 members and another has 35? Our panel of experts will include network chairs, business sponsors,  HR professionals, and executive allies in an interactive panel discussion on what it really takes to start and keep members motivated. We will also incude ideas on executive sponsorship “asks” and getting ally executives to participate.This workshop will give participants a better understanding of providing professional development and mentoring programs for members and teaching participants how to participate, in partnership with the businesses, in community outreach activities and focus on initiatives that will highlight Gay, Lesbian, Bisexual, and Transgender (GLBT) history and cultural  awareness for all employees.

Stand Up & Be Counted: Building Your Ally Campaign
Most LGBT groups have a few allies that are engaged regularly, but the fact of the matter is that there are far more LGBT allies at your company that would be willing to say “I support you” but have not been given the opportunity.  This workshop presents a case study of a successful campaign at Raytheon Company’s Aurora Colorado site that resulted in more than 150 employees to “Stand Up & Be Counted” as allies of their LGBT co-workers. The focus will be on the logistics, best practices, and potential challenges inherent in implementing an ally campaign in your workplace.

The BHAG- How to navigate through a large corporation.
Inspired by Jim Collins book Good to Great, this work shop shares how maneuvering the best ideas through a large corporation can be daunting.  Walt Disney Company’s video project – It Gets Better  a message of encouragement from Disney! is a perfect case study addressing the challenges and resources to make the dream come true.

Presentation Skills for LGBT Advocates
In order for someone to be a successful advocate for LGBT equality, they must be able to communicate their message in an effective, concise, and memorable way. Speakers need one set of skills to create a great message, and then need a completely different skill set (and a healthy dose of confidence!) to effectively deliver that message to an audience. Developing presentation and speaking skills can help increase message acceptance, audience engagement, memorability, and much, much more. The better we, as LGBT advocates, can be as presenters the more effective our message of change will be accepted within our respective organizations.

Inside Out-Connecting your Corporate Office to your Field Employees
Field employees often feel isolated from their corporate offices.  Often, the farther away they work from where your ERG operates on a regular basis, the less chance they will have to be involved in social activities,and networking with the LGBT employees in the  corporate office.  However, the field employees are often the ones with the most direct access to your customers.  This workshop is aimed at finding the best ways to engage employees outside of the corporate headquarters to get involved and network with other LGBT employees and allies.  We are looking to brainstorm better ways to reach field employees and connect them into existing networks, and to share our experiences working to mobilize a national field sales force.

A Broader Diversity Story: Strategies for Connecting with other ERGs
This workshop will explore opportunities for collaboration with other ERGs using Deloitte’s Greater Washington Area BRG as a “case study.” We will discuss how to find common goals with other diverse groups and how to leverage funding and other resources allocated to diversity efforts. Last, we will talk about maximizing the return on your investment including how to tell a broader story about diversity with such efforts and how such partnerships provide a broader audience for the LGBT community.

Connecting Your ERG & Recruiting Team With LGBTQ-Inclusive Career Centers
This session will provide attendees with an opportunity to assess their organization’s recruitment strategies within the LGBTQ community. Companies will be able to share their best practices with targeting LGBTQ identified students in their recruitment efforts and how it compares with other efforts. Attendees will learn how OUT for Work and the Career Center Certification Program can benefit their recruitment within the LGBTQ population. Attendees will discuss challenges that face LGBTQ students in applying for positions within their companies. Attendees will also have an opportunity to review questions being asked of career centers and how these are relevant to the strategies within their own organizations and be given the opportunity to learn how to be involved with the OUT for Work Career Center Certification Program.

How to be Out in Uncomfortable Situations
Video vignettes and facilitated discussion that teaches skills on how to respond to situations that are uncomfortable for an LGBT person but would not be uncomfortable for a straight person.   What do you say in uncomfortable situations to turn them into opportunities to raise LGBT awareness and embrace who you are. Example situations: -Dinner with your manager who probably does not know your orientation. She asks about your dating life. -Discussion with client who you know is conservative. They are discussing something they heard on the news about gay marriage. -Dealing with a peer that has said something homophobic. “That’s so gay.” -Responding to a subordinate/mentee when they ask about how you maintain work life balance in your personal relationship.

The Personal and Organizational Effects of Late Career State Decisions by Gay and Lesbian Executives to Come Out in the C-Suite
Scholarly research on gays and lesbians in the executive  suite  is almost non-existent. A qualitative inquiry on decisions by gay and lesbian senior executives to come out in their organizations at late career stages  revealed positive organizational outcomes of personal intentional change when gay executives leverage their status to promote policy and culture reforms.

Nuts and Bolts of Creating a Domestic Partnership Benefits Program
Employers increasingly are making the decision to establish benefits for same-sex partners and spouses of employees, or to update their benefits program for these employees.  This workshop will assist employers thinking about establishing or modifying such a benefits program by leading them through a discussion of what they should consider when setting up a benefits program, walk them through the necessary components of a benefits program for same-sex partners and spouses of employees, and explore the potential tax implications of such program.

From Sinners to Saints: How Heterosexual, Evangelical Christians Become Allies
Learn how LGBT coworkers, along with out, LGBT Christians (yes, you can be both LGBT and Christian!), play a key role in enabling heterosexual Christians to become allies and advocatesat work and at church. Also learn how to recognize the stages of the journey from anti-gay to pro-gay based the findings of a recent qualitative doctoral research study. Hear the emotional, compelling stories of the study participants and understand the key events that changed their attitudes and beliefs. Understand the concerns and dilemmas that many Christians struggle with regarding LGBT acceptance and learn how you can effectively support them in resolving these concerns. Explore in small group breakouts supportive actions that you can take at each stage of their journey from anti-gay to pro-gay.

Have Faith! Navigating LGBTA and Religion Issues at Work
There are few topics that cause as much stress as putting LGBT equality and religion in the same discussion. At work, this conversation often seems magnified as both LGBT ERGs and faith-based ERGs gain popularity. And even in organizations without faith-based ERGs, the conflict  both real and perceived  between diversity and inclusion efforts aimed at LGBT equality and people’s religious beliefs remains a hotbed of debate. Find out how to move this debate back to a conversation, identify ways to find common ground between LGBTAs and people of faith at work, get resources to help in the effort, and even find ways to use common ground as a starting point for workplace programs that promote inclusion for LGBTAs and people of faith together.

IBM’s approach to LGBT in the more difficult countries
Workshop will be about IBM’s approach of LGBT in the growth markets (China/India/other “difficult” countries). We think IBM’s approach is unique as Tony can talk to it from a business development perspective and I can talk to it from a HR perspective.

Cognitive Inclusion: Creating Safe Space for Difference in Your Organization
When it comes to cognitive diversity, the extent to which a group reflects differences in knowledge, beliefs and perspectives, business leaders often talk a good game. Few, however, are equipped to successfully manage teams of people who “think different” — particularly when it comes to social issues — and the business case for cognitive diversity rarely addresses fears raised by including people who might “rock the boat.” These shortcomings affect the everyone’s experience but have a disproportionately negative impact on LGBT workers. In this session, participants will learn to recognize natural barriers to cognitive inclusion, understand how leaders can inadvertently contribute to the conformity culture, and develop strategies to improve climate, increase teamwork, inspire creativity and attract the kind of talent your company’s future needs.

Engaging LGBT Older Workers
By 2030 the US Census estimates that older adults will make up 10 percent of the population.  Whether by choice or necessity older adults are remaining in the workplace longer.  A  economy has forced many retirees back into the workplace.    Employers are now rethinking the lenses through which older adults are seen.  Many employers actively solicit the  workers.  To address the needs of older adults, SAGE has implemented the nation’s first LGBT Work Readiness program.   Join us for a panel discusssion as we examine the unique contributions and impact LGBT older adults can have on the workplace

“Out in the Open”: Effective Integration of Work and Self
The workshop will demonstrate how a roadshow was used to bring discussions of LGBT inclusion to managers across an entire divsion by pairing an LGBT employee with a Straight Ally. This innovative outreach increased awareness of LGBT issues across an organization, highlighting the impact of partnering with allies to promote understanding between LGBT and straight professionals. The first 60 minutes of the workshop will provide an overview on the roadshow and the firm’s approach for changing the workplace climate in the Operations division and throughout the firm, and the remaining 30 minutes will offer workshop participants an opportunity to brainstorm and discuss ways in which they can practically leverage and apply some of the ideas shared to effect change in their own organizations.

LGBT Executives – What is it like to be LGBT and an executive at a Fortune 500 company?
Panel will include leaders from Fortune 500 companies sharing their stories from their leadership roles, including coming out stories, what changed when they came out, how coming out impacted their careers / life, how they are leading the charge for change in LGBT understanding at their companies. Working with Pat Baille on details.

Work-Life Balance – Empty Words or Promising Pathway?
This workshop willl examine what Work-Life Balance is and reference examples from Chevron policies and practices. We will explore the concept of ‘bringing your whole self’ to work including your family with a focus on what the GLBT family is.   Acceptance of difference is not a stagnant thing much like technology, it evolves and changes albeit sometimes slower than we would wish.  As Gay individuals find more support in the wider community and our Workplaces they begin to be able to see a reality in hopes and dreams that in the past they could not envision.  The faces of our families is changing and we will look at how Diversity can be supported and encouraged to create inclusive Workplaces.

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Responses

  1. […] course, we welcome you to explore all of our workshop opportunities here and here, to customize your Out & Equal Summit […]

  2. […] all of our current workshop opportunities, including the new workshops this year,  here and here, to customize your Out & Equal Summit […]

  3. […] For 2012 Summit Workshop descriptions. […]

  4. […] Visit past blogs or the web home for everything Summit for a comprehensive list of the 2012 workshops. […]


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