Removing Workplace Closet Doors

Transcription

1 Removing Workplace Closet Doors RANGE Consulting is a program of The GLBT Community Center of Colorado a 501(c)(3) nonprofit organization committed to engaging, empowering, enriching, and advancing the gay, lesbian, bisexual, and transgender community of Colorado

2 We understand that in order to sustain long-term success and offer our clients the very best level of service, we must continue to make diversity and inclusion a business imperative. Roger Ferguson, President & CEO, TIAA-CREF RANGE Consulting shifts workplaces from a simple EEOC statement to incorporating LGBT inclusion into every aspect of their business and strategic plans. RANGE is Colorado s only workplace training organization dedicated solely to the needs of LGBT employees and the workplaces in which they are employed. Partnering with hundreds of corporations, non-profits, and government entities across the state, RANGE assists employers in creating inclusive policies and systems, solving common LGBT related workplace issues, and maintaining legal compliance. We work with every size of organization and every level of management from CEOs, to HR professionals, to employee resource groups. We believe that our job is not only to teach the methodology, but to assist employers in implementing our strategies to create workplaces that are free from discrimination and harassment. As a 501(c)(3) social enterprise, we place impact above profits. LGBT employees deserve to bring their whole selves to work and to be fully valued as contributing and impactful employees. Our goal is to eliminate LGBT discrimination in Colorado s workplaces. Thank you for considering RANGE for your workplace training needs. We look forward to working with you. Ryann Peyton Director, RANGE Consulting rpeyton@glbtcolorado.org

3 RANGE Consulting Services Training A special seminar or class at your location. The programs will be customized to align with your company s policies and culture. The programs are designed to get to the point but also provide a conceptual, legal and operational framework. Trainings include EEOC/Compliance, any issue related to the LGBT community, and summary diversity and inclusion training Consulting Beginning with our Just the Basics Package and extending to our LGBT Strategic Consulting Package, your organization can create a customized package of services to best meet your organization s competency needs. Consulting packages range from 10 hours to 40 hours in length and include assessment and metrics reports. Full Day, Half Day, and Hourly Training Options Available Online Resources Subscription includes: Unlimited online access to substantive inclusiveness toolkits; Case studies; A comprehensive list of best practices; Advice from national experts; Access to videos on timely topics; Tips for engaging leaders in an inclusiveness initiative, overcoming apathy, and fighting diversity fatigue; and Up-to-date news and resources related to diversity and inclusiveness Assessment & Metrics Organizational Assessment Report: A custom written report containing data and analysis outlining organizational strengths and vulnerabilities as it pertains to inclusiveness. Included is a strategy map outlining the process to address areas of concern to the organization. Inclusivity Metrics Report: A custom report containing data, analysis and recommendations on any single inclusion metric. Examples: diversity equity, retention, leadership/promotion, etc. **We also offer workplace mediation and litigation support for LGBT related issues**

4 Return on Equality The Business Case for Inclusiveness While improving workplace inclusivity is simply the right thing to do, there is also a proven financial reason for organizations to adopt LGBT-inclusive workplace policies. The 2014 Workplace Equality Index analyzed the stock performance of companies before and after their adoption of LGBT-inclusive workplace policies and compared that data to control groups comprised of similar companies traded on the S&P 500 Index. The study found that companies which adopt LGBT-inclusive workplace policies show a significant and long-term financial outperformance of sector peers after adopting LGBT-inclusive workplace policies. 1 As a result, there is a proven Return on Equality when organizations create inclusive workplaces. Additionally, inclusive workplaces reduce the estimated $64 billion annual attrition cost associated with the nearly two million American workers who leave their jobs each year due to unfairness and discrimination. Finally, inclusive workplaces allow organizations to more effectively market to and capitalize on the $800 billion purchasing power of the LGBT and LGBT-allied community. LGBT employees working in organizations with inclusive policies and systems have greater career satisfaction and commitment, increased perceptions of value, and better relationships with coworkers and managers. Both the organizations and the employees benefit from LGBT inclusion. Employees who do not experience discrimination are more satisfied and committed, and both of these characteristics are linked to higher productivity and profitability. LGBT employees can further support organizational efforts to become employers and providers of choice and to reach new markets when their diversity is effectively leveraged. 1 Return on Equality: The Shareholder Case for LGBT Workplace Equality, 2014, Workplace Equality Index

5 What Our Partners Have to Say They are excellent at what they do and the training is an ethical imperative... [the training] raised awareness about policy changes needed in our department (e.g., changes in language, communication styles, etc.) Patricia Uris Patient Manager Denver Health Medical Center Your courage and authenticity are inspiring and empowering. Your work with us last week and in the days to come is seminal. Thank you for helping to equip us and to channel our desire to well serve team members broadly and inclusively. Nate Mabe HR Analytics Administrator Our organization received a deeper level of understanding about transgender issues and the transition process. This was not necessarily an easy experience for all participants, as we know there is either a lack of knowledge or even transphobia anywhere we go. The facilitator recognized the difficulty that some individuals have with understanding gender identity scenarios that may not align with their own and did a very nice job of honoring people where they were. I would absolutely recommend you and would say that you have the capability to do training at the basic level all the way to the advanced level on issues related to the GLBTQ community. Nita Mosby-Henry Chief Human Resources and Inclusion Officer Children's Hospital Colorado

6 Building Inclusive Workplaces: Recommendations and Practices Step One: Identify Organizational Issues Related to LGBT Employees Organizations should collect internal and external data regarding LGBT issues in all regions in which they conduct business. This data will help build the foundation for an organizational LGBT-inclusion strategy. Effectively sharing this information across the organization may also support LGBT employees career planning. Organizations should proactively build knowledge about how to support LGBT employees. For example, they should be aware of whether transgender-specific health needs are provided for through employer-sponsored health benefits and what message this sends to employees about inclusion. Leadership should also identify the potential barriers to career advancement for all employees. Step Two: Dispel Myths and Stereotypes through Diversity Training Diversity training can play an important role in increasing awareness, dispelling myths and stereotypes, and encouraging dialogue about inclusion. Diversity training is designed to increase awareness of issues faced by people from various groups, usually based on characteristics or demographics such as gender, race, and LGBT identity. Step Three: Create and/or Enforce Policies A necessary first step is to establish comprehensive anti-discrimination policies. Once these efforts are in place, senior leaders must ensure that they are enforced, and they may need to establish appropriate checks and balances so that employees are informed about the programs and adhere to the policies. Step Four: Create LGBT Inclusive Practices and Programs Help LGBT Employees build employee resource groups and find mentors Allow LGBT employees to give back to LGBT communities Develop strategies for including LGBT identity in diversity metrics Step Five: Communicate the Organization s LGBT Policies and Programs Organizations should communicate at all levels the policies and programs that affect their LGBT employees. They can use varied communication methods such as newsletter, employee handbooks, intranet pages, and information sessions. Extending communications to employees who may not be out at work allows them to gain access to resources without having to come out rpeyton@glbtcolorado.org