Training e-Newsletter
January 2013 - March 2013

 

Join us for these great upcoming learning opportunities:

 

Town Calls

(Calls start at 12pm Pacific for one hour)
January 31 -  Have Faith! Navigating LGBTA and Religion Issues at Work

February 20 -Out & Equal 2013 Annual Workplace Summit Kick Off

February 28 - What ERGs Need to Know About the Inclusion of People of Color

Want to sponsor the 2013 Town Call series? Contact us for details!

Classroom Trainings/Events

    

January 23 - 27 - Creating Change, (Atlanta, GA)

Feb 15 -17 - Center for Excellence in School Counseling and Leadership [CESCAL], (San Diego, CA)



Out & Equal University Online Training

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

Until January 15!  Purchase OEU Core Course Bundle of webinars at a reduced price! Take Building Bridges, Dialogues on Gender Identity, Developing Allies and Building Employee/Business Resource Group Value for one price in 2013!  

  January 15, 22, 29 at 1:00pm Pacific for 75 minutes - Building Bridges Toward LGBT Diversity (LGBT 101 Cultural Competency) - prerequisite for Train the Trainer

February 6, 13, 20 at 1:00pm Pacific for 75 minutes - Marketing to the LGBT Community (Bob Witeck and GLAAD)

February 7, 14, 21 at 1:00pm Pacific for 75 minutes - Train the Trainer Certification for LGBT Diversity/Ally Development

Want to sponsor the 2013 Out & Equal University online courses? Contact us for details! 

  

February  5, 12, 19, 26 + March 5, 12 at 12:00pm Pacific for 75 minutes - Virtual Summit/Hurricane Series - 6 of the best rated and cancelled workshops from the 2012 Summit presented as live webinars (archived webinars will be available after the series) 

March 19 & 26 at 1:00pm Pacific for 75 mins - Developing ERG Value 
 
Want to sponsor the Hurricane series? Contact us for details!


Featured Out & Equal University Archive Course



How do you encourage allies in your company and get them to think about LGBT workplace equality? You can purchase licenses for archived Out & Equal  courses or provide training through your Learning Management System (LMS). A cost effective way to expand the LGBT workplace equality conversation in your workplace. Contact Pat for more details! Discounts for 5+ licenses.  



 
Current Research
 Heterosexist Harassment

 [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.]

Trainers' Corner

Thursday, January 17 2:00 pm PST        

Monthly Trainers' Forum Webinar    

Moderated by Pat Baillie 


Upcoming dates for Trainers Forums:

Tuesday, February 19 at 2:00 pm, PST    

Monday, March 18 at 2:00pm, PST  

Become an Out & Equal Certified Trainer and join the Trainer's Network 

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Monthly Insights
Thoughts from
Pat Baillie, Director of Training & Professional Development
 
Welcome to 2013! I hope everyone had a chance to rest and get re-energized over the holidays. This is the time of year where we make new year resolutions that often carry over to the workplace.  Isn't that what strategic planning is all about? We made a lot of progress in 2012. From Pride celebrations at the Pentagon, to the President speaking out in favor of marriage, to Title VII protections for gender identity in job applications. So what's next?

We have already been getting an increase in requests for training from companies who are not traditionally engaged in LGBT workplace equality. The discussion about benefits and policy is extending across the country and around the world. The connections that were made at the Global Summit are creating discussions about the meaning of the work we do and how to create best practices while finding ways to adapt to different cultures and climates.

If you have already taken many of the Out & Equal courses or attended the Summit, see if you can connect Out & Equal with others who could take advantage of the shared knowledge. If you are part of an ERG, be sure that all the members have the basic cultural competency to bring these discussions into the workplace. If you have more ideas for courses, be sure to let us know so we can add them into the strategic plan and support the equality efforts you make every day at work!

Sincerely, 
Pat Baillie 
Trainers' Corner


News for Out & Equal Certified Trainers

 

When you think about training, what parts are you most comfortable with? As trainers, we tend to spend more time on the areas of a course that feel more comfortable or familiar and that we feel we have mastered. These are the areas that make us feel we can answer any questions that come along and that energize us to dig deeper and learn more about these topics.

But what about those areas that you might dread or worry about when you review the materials. We tend to want to move through those parts of the course as quickly as possible and breathe a sigh of relief when no questions come up. When you evaluate your responses, these may be areas on which you need to spend more time and of which you need to gain a deeper understanding. This is the chance to partner with someone who might know more on these areas and gain their perspectives. For instance, talking about transgender issues brings this up for many of us who are LGB. We need to take every chance to have discussions, be an ally, and expand our ability as an instructor. We want to be sure that our audiences don't interpret hesitation as a judgment on the importance of the material. Take some time, as you start out 2013, looking at the areas that challenge you, and step outside your comfort zone.

Please join us for our next monthly Trainers' Forum webinar on Thursday, January 17 at 2:00 pm (PST). Contact Pat Baillie for more information. 

ResearchCurrent Research

Heterosexist Harassment  

 

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

 

As with nearly any type of workplace incivility, heterosexist harassment - harassment based on sexual orientation - can hold significant negative implications for both the workers and the organization. As part of a larger project examining multiple predictors and outcomes of heterosexist harassment, this study sought to explain some of the mechanisms by which this harassment impacts turnover intentions. To start, we found that as levels of harassment increased, employees were increasingly more likely to express a desire to leave their job. Interestingly, this effect was not seen only among targets of the harassment; merely witnessing such events had a similar negative impact. One factor that potentially mitigates this, however, is the level of engagement of the employee, that is, the degree to which the employee feels immersed, enthusiastic, and energized by his/her work. We found that the effect of harassment on intent to quit occurred via a change in employee engagement: the harassment decreased worker engagement, which in turn increased intent to quit. This suggests that, if struggling with incidences of heterosexist harassment, organizations can potentially address engaging their workers so as to better shield them from negative consequences of the harassment and improve their overall well being.

This study was presented at the annual Society for Industrial and Organizational Psychology conference in April of 2012 by Daniel Herres and Vicki Magley.  For more information, please contact Daniel at daniel.herres@uconn.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.