Training e-Newsletter
August 2012 - October 2012

 

Check out the 

Out & Equal blog 

 

Join us for these great upcoming learning opportunities:

 

Town Calls

    
August 30 - Taking the Theory of Community Partnerships to Reality: Using the Business of Change to Expand Corporate Social Responsibility

September 27 - Bottom Line: What's Your ERG Value? and, Building LGBT as a Value Added Proposition

October 18  - What's New and Relevant on the Legislative Key Bills - update just in time for the election!


Classroom Trainings/Events

  

September 4 
Training in Salina, KS
September 6
Training in Germany
September 10 & 11 Training in Houston, TX
September 18 & 19  Training in Atlanta, GA (No Dumb Questions Road Show with Atlanta RA)
October 3-7
Training in Boston, MA
October 21 - 24
SHRM Diversity & Inclusion Conference (Chicago)
Octeber 15 - 28
OutServe Conference (Orlando)
October 29 - Nov 1
2012 Out & Equal LGBT Workplace Summit (Baltimore) 



Online Training

*All courses will be recorded and available on demand after the class date    

August 9, 16, 23  This online course is being rescheduled - Creating an LGBT Marketing Program 




Featured Out & Equal University Archive Course


Developing a Strong LGBT Ally Program 

$99.95 registration ($84.95 for non-profit, government or educational groups) - Click here for registration information.   




Archived training and LGBT Core Courses Package available for details on all courses click
here. Email Pat Baillie, Director of Training, for additional discounts for groups of 5 or more or licensing for Workplace Accreditation and details on the LGBT Core Courses. 

 [Out & Equal webinars and classroom courses are usually submitted to the Society for Human Resources Management's Human Resource Certification Institute.  Check to see if you can receive continuing education credits for your participation.]

Trainer's Forum

Monthly Trainers' Forum Webinar 

Monday, Aug 20,10:00am (PDT)     
Moderated by Pat Baillie 


Upcoming dates for 2012 Trainers Forum

Tuesday, Sept 18, 12:00pm (PDT)  

Trainer's Forum Archives     

  


 
CareerLink button
Monthly Insights
Thoughts from
Pat Baillie, Director of Training & Professional Development
 

I hope everyone enjoyed my "Where in the World is Pat?" blog series last month. I am back on San Francisco time and catching up on emails slowly but surely. I actually was back out on the road the beginning of August to teach at two Equal Employment Opportunity Commission (EEOC) events. One was in DC and the other in Dallas. A 4-hour flight seemed like a piece of cake after the cross Atlantic flights. 

  

The workshops I presented were on best practices and insights that corporations have been learning over the last 15 years, and how government agencies could apply these principles in their offices. In researching for the course, I compiled a long list of changes that have been made over the last 4 years that make a difference to LGBT employees and their families. From lifting the travel ban on HIV positive people by Health and Human Services to including LGBT families under the Housing & Urban Development benefit definitions, there has been steady progress to include LGBT Americans to the full extent of the current laws. Despite the fact that the Employment Non-Discrimination Act (ENDA) and the Defense of Marriage Act (DOMA) prevent many changes, the current administration is working to overcome the limitations we face each day. 

 

One of the most exciting developments has been the April 20, 2012 decision by the EEOC that included gender identity and being allowed to file a complaint of discrimination under Title VII at the federal level (Mia Macy v. Dept of Justice, EEOC Appeal No. 0120120821). This is a significant step to gender identity inclusion in the workplace. The EEOC attendees heard extensively on this new decision from Commissioner Chai Feldblum during her plenary at the Dallas event.

 

Each and every small step makes a difference and provides more facts to help build allies who understand the issues facing LGBT employees in the workplace. The value of being out and asking questions on policies and benefits do make a difference, and is something each of us can do! 

 

 

Sincerely, 
Pat Baillie 
Trainers' Corner

News for Out & Equal Certified Trainers

 

No Training Viewpoint in July!   


Workshops for the Annual Summit in Baltimore have been selected and the plans for the plenary and featured sessions are well underway. October 29 - November 1 is only two months away! We hope that many of the trainers will be able to attend this year. We have been looking at the workshops from a track perspective and will have the workshops posted up on the web site soon. Until then, here are the tracks that will be part of Baltimore:

Research & Metrics
Policy & Benefits
Employee Resource Group
Beyond LGBT Diversity
Changing Workplace Climate 
Global Perspectives
Allies
Coaching & Mentoring
Case Studies
Organizational Excellence
Personal Development
Strategic Planning
Sponsor Series
Federal Perspective
General

Join us for our next monthly Trainers' Forum webinar on August 20,
10:00 am
(PDT).
Contact Pat Baillie for more information. 

 

Current Research

Study of the Month:  LGBT-Supportive Organizational Policies and Organizational Attractiveness 

 

The "Study of the Month" column features LGBTA-related research studies conducted by members of the Society for Industrial & Organizational Psychology (SIOP). SIOP is the premier membership organization for those practicing and teaching Industrial-Organizational Psychology, the scientific study of the workplace. For more information about SIOP, please visit www.siop.org.

Lesbian, gay, bisexual and transgender (LGBT) supportive organizational policies and practices range from explicit nondiscriminatory statements to diversity training and same-sex partner benefits. Some of those policies and practices are relatively more passive in nature (such as inclusion of sexual orientation in diversity definition) whereas others are active and more visible (such as support and network groups or partner benefits). Less is known about how different types of LGBT supportive organizational policies and practices contribute to the attractiveness of the organizations for heterosexual individuals with varying attitudes toward LGBT people.  

 

In the current study, participants first read a hypothetical company description that either has general policies and practices (no acknowledgement of sexual orientation in diversity definition), passive LGBT supportive policies and practices (explicit appreciation of sexual orientation in diversity definition), or active LGBT supportive policies and practices (explicit statements regarding to partner benefits, diversity training and partner presence in organizational activities). The participants then reported how much they were attracted to the organization in question. Results showed that the presence of LGBT supportive organizational policies and practices is important to attract talent, especially for those with favorable attitudes toward LGBT individuals. On the other hand, for those with unfavorable attitudes toward LGBT individuals, the presence of active LGBT supportive policies and practices may decrease the attractiveness of the organizations. The findings suggest that adopting LGBT supportive policies and practices should depend on the organizational culture and they can determine who is less likely to fit with the organization.

This study was presented at the annual Society for Industrial & Organizational Psychology conference in April of 2012 by Soner Dumani, Evgeniya Pavlova and Zhiqing Zhou. For more information, please contact Soner Dumani at sdumani@mail.usf.edu.  

Out & Equal Workplace Advocates™ is a national nonprofit 501(c)(3) organization.

Out & Equal is committed to ending employment discrimination for lesbian, gay, bisexual, and transgender employees. We believe that people should be judged by the work they do, not by their sexual orientation or gender identity. Every day, we work to protect and empower employees to be productive and successful-so they can support themselves, their families, and contribute to achieving a world free of discrimination for everyone.