LGBT - NC Employee Assistance Professionals Association

Total Engagement Consulting
By Kimer
LGBT (Lesbian, Gay, Bisexual, Transgender)
Diversity – Business and EAP Ramifications
Presented at the NC EAPA 36th Annual Conference
March 19, 2015
By Stan C. Kimer, President and Owner, Total Engagement
Consulting by Kimer
http://www.TotalEngagementConsulting.com
[email protected]
Office: (919)-787-7315
Cell: (919)-215-5761
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Introduction – Total Engagement Consulting by Kimer
• Formed in 2010 by Stan C. Kimer after 31-year IBM career
• Included executive role of overseeing career development for IBM’s 3000
Sales Operations personnel around the world
• Career included stints in sales, marketing, finance and human resources
(LGBT diversity)
• Current consulting offerings include:
• “Total Engagement Career Mapping” Services – an innovative methodology
for engaging employees in longer range career management
• Diversity management with a specialization in the LGBT workplace and
marketplace
• Outside community involvement
• National SHRM member as well as TSHRM (Triangle, NC) and Raleigh/Wake,
NC chapters
• Kimer – Kamba Community Center (HIV/AIDS outreach, economic
development) in Mtito Andei, Kenya
• Triangle Business Journal “Leaders in Diversity – Role Model” Award 2013
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Agenda
• Basic Definitions
•
A little more on a super-hot area: Transgender people
• Why is discussing LGBT important? Do we really need to talk about sexual
orientation and gender identity in the workplace?
•
•
An interactive exercise
The Business Case
• The many ways enterprises can implement LGBT inclusiveness
•
Deeper Dive – inclusion in corporate Employee Assistance Programs
• Interacting with LGBT People / False Assumptions
• LGBT Community Organization / Resources
• Summary and Closing – and then Qs and As / Prize Drawing
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Definitions
Sexual orientation refers to the gender a person is sexually attracted to, which could
be male, female, or both (bisexual).
Gender identity refers to the way a person feels internally about who they are –
whether male, female, or something in between (androgynous).
Gender expression refers to the manner in which a person communicates his or her
gender identity to others by clothing, hairstyle, voice and body characteristics.
Transgender is an umbrella term for a spectrum of people whose gender identity or
expression doesn’t conform to society’s expectations or male and female.
Gender non-conforming refers to individuals whose gender expression differs from
societal expectations based on gender stereotypes.
LGBT (or GLBT) is the common abbreviation for the entire community. Some add “a”
for allies and “q” for questioning. Some younger communities have now re-embraced
“queer” as an all encompassing word.
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It’s in the news! It’s everywhere!
National
• The demise of “Don’t Ask, Don’t Tell” (US Armed Forces)
• Inclusive Hate Crimes bill passed (National)
• President Obama’s early July executive order on LGBT
protections for federal employees and contractors
• Gov McCrory’s omission of same in state exec order
• Gender transition of Chas Bono
• New York and California become the largest states to
provide gay marriage
• More states now offering “same gender” marriage,
including NC!
• Supreme Court hearings – California Prop 8 and
constitutionality of DOMA, latest state and district court
rulings
Global
• Various countries continue to provide gay marriage
• The UN endorses the rights of LGBT people
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Gay bullying often leads to isolation
and in many cases suicide
In December, 2010, President
Obama signs the bill that ends
“Don’t Ask, Don’t Tell”
...but do we really need
to discuss this in the
work place ????
5
... But I don’t tell people I’m Straight
What are we wearing?
What comes up in daily
conversation?
From “What your desk says about
you” Photographs of family and
friends are perhaps the most common
desktop embellishments.
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Dyad Exercise
When you can’t just tell the story
Courtesy of Out
and Equal
Workplace
Advocates
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Pronouns:
He/She
Him/Her
His/Hers
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Who are the LGBT people within our enterprises?
Census Item
Same Sex
Married
Racially & ethnically diverse
34%
29%
Both Employed
78%
65%
College Graduate
47%
28%
Raising Children
25%
43%
Veterans
11%
19%
Partner who is disabled
21%
19%
Age 55+
13%
35%
$49,200
$59,600
Median Family Income
Interesting Fact: over 99% of US counties have at least one same-gender household.
Various Sources: Out and Equal Workplace Advocates, Diversity-General Social Services
2008-2010, Williams Institute (2000), 2010 Census Data, The Momentum Project (2011)
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Canbe
you fired
be firedfor
for being
LGBT?
Can you
being
LGBT?
FACT: 61%
heterosexual &
29% LGBT not
aware that there
are no federal
protections
protecting LGBT
employment –
2008 Out & Equal
Workplace Survey
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Competing for Diverse Market Share
• 15 million LGBT (estimated 6% of US adults over 18)
– Variation based on data source – census data (couples only)
– Willingness to reveal sexual orientation/gender identity
• Minority Buying Power/Discretionary Income (hot money)
Population Estimate
Buying Power
African-American
36 Million
$688 Billion
Hispanic
41 Million
$653 Billion
LGBT
15 Million
$660 Billion
Asian-American
12 Million
$344 Billion
Sources: Witeck-Combs Market Research/Harris Interactive,
Selig Center for Economic Growth (2006 data)
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The Deeper Into the Transgender Area
Transgender people are
becoming much more:
• Prevalent in our workplaces
• Larger in numbers
• More transgender teens
with supportive families
• Much more visible in our
communities
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There is a wide range of transgender people in our world today
...and it is an increasing growing group
Chaz Bono, now son of
famous singers Sonny &
Cher
Jamison Green, early
leader and educator in
the transgender rights
movement
Dr. Christine McGinn, one of the
world’s leading transgender surgeons
 Janet Mock, writer, speaker,
transgender advocate
Chinese singer Chris Lee
(formerly Li Yuchun) 
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Typical Options for Transgender People and their
profession
• Totally geographically move and start all over
• Stay with company but transfer locations and/or position
• Good Option for large multi-location corporation
• “Stay where I am”
• Tends to be more of the trend
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The Transition Process
Transgender is an umbrella term for people whose gender identity, expression, or
behavior is different from that typically associated with their assigned sex at birth
(includes but not limited to transsexual people, cross dressers, androgynous people,
bi-gendered, two-spirit, genderqueer, gender fluid and gender non-conforming
people)
Transgender people who decide to go through the gender transition process do not
do this lightly – they are making a huge personal commitment.
The process involves a rigorous set of medical regimen
• Year or longer of psychological counselling
• Trial period of presenting in new gender
• Hormone treatment
• Social coaching – dressing, make up etc
• Voice coaching
• Various surgical procedures
A question to ponder: Would you undergo gender transition now for $1M?
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The Details of an LGBT Diversity Initiative
LGBT Equality in your organization
matters for:
1)
2)
3)
4)
5)
Recruiting
Retention & Performance
Diversity of Ideas & Talent
Marketing / Sales / Customer Service
Social Responsibility & Agency Reputation
Diversity – the bridge between the
workplace and the marketplace
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(1) Recruiting
• Recruiting the best
• Corporate Social Responsibility benchmark
• Criteria for LGBT Employees
– Reputation
– Corporate Equality Index (CEI)
– Benefit Package
• DP benefits
• Transgender Health benefits
FACT: 89% of Fortune 500 companies include sexual orientation and 66% include gender
identity in EO policy. 71% offer DP benefits and 53% offer some form of transgender /
transition health benefit.
HRC State of the Workplace (2014-2015)
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(2) Retention and Performance
• Leaving a job
– #1 Reason to Leave – negative relationship
– Replacement employee costs 150% of annual salary
• Successful Performers:
–
–
–
–
–
Are in the right job – right skills, talents & interests
Understand the organization’s mission/values
Are valued their unique contributions and are part of the team
Bring their whole selves to work every day
Focused on their job, not workplace distractions
• Goal is 100% engaged at work
FACT: 68% of gays and lesbians have faced discrimination at work .
2008 Out & Equal Workplace Survey
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Types of employees with greatest impact on work environment
for LGBT employees.
How much impact does the following have on your work environment as an LGBT employee?
Co-workers
Direct Supervisor
Senior Mgt
Other LGBT employees
Customers / Clients
Subordinates
Human Resources
0
10
20
30
40
This shows the importance of cultivating an entire corporate culture from top to bottom that values openness
and diversity.
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(3) Diversity of Ideas & Talent / Product Development
• The most successful organizations are:
–
–
–
–
Diverse
Inclusive
Team Oriented
Goal Focused
• Diversity brings
– More new ideas for products and services & solutions
– Awareness of LGBT consumer needs
– Higher productivity when 100% engaged
FACT: 46% of companies on the CEI have LGBT engagement survey
questions. 2014 - 2015 CEI Report
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( (4) Marketing / Sales
• LGBT Consumers - a target market
– Checking companies out
• Evaluate vendors prior to purchasing
• Looking for visible presence in ads/online
• Use “Buying for Equality” 2010 Guide
– Potential customers
• Potential higher per-capita disposable Income
• Sensitive to customer service response
• Support LGBT visible brands
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Brand Loyalty (US Data)
• Loyal to companies who are LGBT friendly
– 50% will research before they buy
– 70% purchase from companies that advertises in LGBT
community or has LGBT friendly practices.
– Avoid companies that aren’t supportive of their LGBT employees
or the community.
– This is higher than other constituencies
2007 Harris Interactive/Witeck-Combs
Communications
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(5) Social Responsibility / Agency Reputation
• More than your services
• Where do you stand on
– Environment
– Global economics
– Supporting emerging groups
– Ethics & fair policies
• Opportunity to impact in a positive way for change
• Trying to find best practices to get involved in LGBT equality
FACT: 79% of CEI reporting companies have some form of external engagement
with LGBT community. 2014 - 2015 CEI Report
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Why is this important? Sample Business Case
Figures for Investing in LGBT Diversity
Sample estimated return on implementing a comprehensive LGBT diversity initiative (for
example: 2,000 person business, average annual salary $40,000, $250M annual
revenue)
•
If 6% of your employees are LGBT and the initiatives make them 5% more productive:
Productivity gain: $240,000 (2,000 x .06 x .05 x $40,000)
•
If 6% of your employees are LGBT and the initiative can keep 5% of them from departing, the
savings in recruiting / training new employees (assume cost is 2/3rds year of salary): Potential
savings: $160,000 (2,000 x .06 x .05 x $40,000 x 2/3)
•
If 6% of your sales revenue comes for the LGBT constituency and these efforts can drive just a
5% increase in sales to that segment: Potential additional revenue: $750,000 ($250,000,000 x
.06 x .05)
In addition, there are various “soft benefits”
• Higher employee morale
• Easier to recruit top talent – word spreads, become the “employer of choice.”
• Community good will
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EQUALITY
A quick introduction - The Advocacy Frontier –
Programs / Policies
LGBT workplace
legislation advocacy
Global Policies
Full spousal
equivalency in
benefits
Complete
transgender
health benefits
Inclusive
Diversity
Training
L-1
LGBT recruitment
and mentoring
Support for LGBT
organizations
Domestic Partner
Benefits
Supported LGBT ERG
L-3
LGBT Event
Sponsorship
L-4
LGBT Diversity objectives
in performance goals
LGBT images in
mainstream
marketing
LGBT
Marketing
L-2
Inclusive NonDiscrimination
Policies
(SO/GI&E)
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Climate Surveys
that include LGBT
questions
LGBT Employee
Leadership
Development
LGBT Supplier
Diversity
Share Best
Practices
LGBT recruitment
& career
development
metrics
Leading corporate
voice on LGBT
workplace
equality
Stan’s #21: Include LGBT support resources in Employee Assistance Programs
Total Engagement Consulting by Kimer
PROGRESS24
Key executional items for holistic diversity
EQUAL
POLICIES
&
BENEFITS
COMMUNITY
COMMITMENT
ADVOCACY
&
CORPORATE
RESPONSIBILITY
The steps to
full inclusive
diversity
TALENT
MANAGEMENT
&
PROFESSIONAL
DEVELOPMENT
WORKPLACE
CLIMATE /
TRAINING
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20 Steps to an Inclusive Workplace - Details (1 of 2)
LV
Sales
Empl.
Prod.
Recruit
&
Retain
Include sexual orientation and gender identity & expression in nondiscrimination and anti-harassment policies
1
X
XX
XX
Offer “basic” domestic partner benefits (health care, bereavement leave ...)
1
X
XX
XX
Complete health benefits for transgender employees
3
XX
XX
Full spousal equivalency in benefits including many of the “soft benefits”
3
XX
XX
Expanding the equal policies and benefits globally
4
XX
XX
XX
X
Equal Policies and Benefits
Talent Management and Professional Development
Establish and support LGBT employee resource groups
1
Recruit, hire and offer mentoring to LGBT through LGBT example: targeted
on-line tools
2
X
XX
Provide leadership development experiences specifically for LGBT employees
3
XX
X
Track recruitment and career development metrics for LGBT employees who
choose to self identify
4
XX
X
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X
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20 Steps …Details (2 of 2)
LV
Sales
Empl.
Prod.
Recruit /
Retain
Provide diversity training with specific reference to LGBT issues
2
X
XX
X
Use anonymous climate surveys to measure effectiveness of LGBT diversity
policies and programs
4
XX
X
Include LGBT diversity objectives in management performance goals
4
XX
X
Workplace Climate
Community Commitment
Support nonprofit groups working for LGBT equality
2
XX
X
X
Visible participation in / sponsorship of LGBT cultural events
2
XX
X
X
Include LGBT images in marketing and advertising strategies
3
XX
X
X
Include LGBT owned businesses in supplier diversity program objectives
3
XX
X
X
Include LGBT images in mainstream marketing
4
XX
X
X
Share leading practices via groups like the SHRM, Out and Equal, NDC
3
X
X
X
Support public policy efforts that protect LGBT workplace equality / visibly
oppose anti-LGBT legislation
4
XX
X
X
Become a leading corporate voice on LGBT workplace equality
4
X
X
X
Advocacy and Corporate Responsibility
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Recommendations on LGBT inclusion in Employee Assistance
Programs
Ideas on how LGBT can be included within EAPs:
•
•
LGBT – friendly and trained counsellors to assist with issues (coming out as gay or
trans, family member / child coming out, etc.)
Resources or “tip sheets” that employees can access on various LGBT topics
•
•
•
•
•
•
Coming out personally
Dealing with a love one coming out
Supporting a teen experiencing bullying
Community Resources
How to respectfully interact with LGBT people – what to say and not say, inclusive
language etc.
Growing area – everything around gender transition
You may want to involve a company’s Employee Resource Group for
recommendations and review
The surf’s up for including LGBT
support in Employee Resource
Programs 
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Interaction: Five things to never say to a gay person
•
Referring to it as “sexual preference” or “a lifestyle”. The correct term is “sexual
orientation”
•
Calling my spouse / significant other “my room-mate” or “friend”. Don’t be
afraid to ask a gay person what they would like their “partner” called.
•
Using certain charged words (unless you have built a level of trust or closeness)
– queer, dyke etc.
•
Telling me you “love the sinner” but “hate the sin” and assume I am a hedonistic
faithless person
•
Attributing broad societal issues to the LGBT community (i.e. child molestation,
AIDS….)
Summary: Always be respectful and do not be afraid to ask.
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Interaction: Five things to never say to a trans person
•
Asking “do you have a penis or vagina?” Or asking them “when did you have the
surgery?”
•
Calling a person by the wrong pronoun. Or asking “what is your REAL name?”
•
Asking “ when did you decide to become transgender?” or “When did you
choose to be a transgender person” assuming it is a choice and not something
someone is born with.
•
Asking “are you straight or gay? Do you like men or women?”
•
Being sexually intrigued by them, perhaps suggesting participating in kinky
games, thereby reducing them from a total person to a sexual curiousity.
Summary: In general, treat a transgender person respectfully as you would
anyone else of the gender they are presenting in.
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A little fun: Five common misconceptions about GLBT people
•
It’s a “white people’s” thing
•
Gay people don’t have kids. The demographics are continually shifting - FACT:
the percentage of same-gender household raising children increased from 17%
in the 2000 US Census to 25% in 2010! This can have ramifications on benefits
programs
•
All gay people think about is sex – sex – sex. No, unfortunately we think about
careers, money, family....
•
If I am straight, all my gay friends want to hit on me.
•
All gay men are overly feminine and all lesbians are overly masculine. This
stereotyping is very dangerous, especially to teens and children.
Summary: Don’t make assumptions and get to know LGBT people as people
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GLBT Community Organizations
There are now many GLBT community organizations and this is a partial list:
•
Astraea Lesbian Foundation for Justice
•
Equality NC
•
GLAAD – Gay and Lesbian Alliance Against Defamation
•
GLSEN – Gay, Lesbian and Straight Education Network
•
HRC – Human Rights Campaign
•
IGLHRC – International Gay and Lesbian Human Rights Commission
•
Lambda Legal
•
National Center for Transgender Equality
•
NGLTF – National Gay and Lesbian Task Force
•
Out and Equal Workplace Advocates
•
PFLAG – Parents, Families and Friends of Lesbians and Gays
•
Transgender Law and Policy Institute
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Summary
• LGBT visibility in increasing dramatically locally, nationally, globally,
including in the workplace, especially the “T” as of late
• LGBT people are an important diversity demographic to consider
strategically for our enterprises
–
–
–
–
Larger pool of new employees
Reduce urge to look for another job
Move closer to 100% engaged
Better use of internal resources
• Increased effectiveness in reaching customer base
• There are a wide range of programs to be executed to become a fully LGBT
inclusive enterprise ... And additions to EAPs should be considered
• And yes, there is a distinct and developing LGBT culture, and also a sensitive
way to interact wit LGBT people.
So take the necessary actions to build LGBT diversity as a strategic
initiative where you are!
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Now Time for Your Qs and As and Drawing!!!
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