February 25, 2021
(updated February 25, 2021)
Published by Dennis Velco
New research (Feb 2021) from the CIPD has confirmed that LGBT+ employees experience higher level of work-based conflict, and almost one in five transgender workers feel psychologically unsafe at work.
The CIPD’s recent report, Inclusion at work: perspectives on LGBT+ working lives confirms that while workplace inclusivity is fundamental to good, fair work and positive employee outcomes, many organisations have been slow to make headway to support their LGBT+ workforces.
Unfortunately, LGBT+ employees are more likely to experience workplace conflict and harassment than their heterosexual, cisgender counterparts. In particular, 40% of LGB+ workers and 55% of transgender workers have experienced workplace conflict in the last 12 months, compared with 29% of heterosexual, cisgender employees. When conflicts occurred, many reported that their issues hadn’t been fully resolved. Close to half (44%) of LGB+ workers who had experienced being undermined or humiliated said this had not been resolved, and almost four in ten said this had only been partly resolved (38%). Close to a quarter (23%) of transgender workers said they had experienced discrimination because of their sexual orientation or gender identity. Additionally, 16% of LGB+ workers feel psychologically unsafe in the workplace compared with heterosexual workers (10%). For transgender workers, this figure is even higher at 18%.
All of this suggests that employers’ handling of conflict and harassment towards LGBT+ workers must improve. It is further clear that employers need to develop a greater understanding of the specific experiences – and needs – of their LGBT+ workforce.
All of this news is obviously disappointing to hear, and disappointing to hear while we remain in a pandemic, where the majority of workers remain working from home, many of whom feel lonely and isolated – particularly those within the LGBT+ community.
The current status quo therefore must change, not just for the LGBT+ community but for all. There is no more an important time to do this as we seek to recover and thrive after the pandemic. Recommendations for all in this area therefore include the following:
Reviewing and ensuring that anti-discrimination policies and practices are fit for purpose, well understood, and carried out throughout the organisation. These should set clear expectations of what is and is not acceptable behavior, with practical examples, and provide robust guidance to managers on how to report and deal with incidences of conflict. A zero-tolerance approach to discrimination is fundamental for all employers regardless of size. Employers have legal obligations to prevent and address discrimination and should take a zero-tolerance approach to this.
Create visible leadership in this area, supportive and knowledgeable about the difficulties that LGBT+ workers may face at work. Reciprocal mentoring is encouraged, to enable both groups to learn from each other. Gaining true buy-in and support from senior leadership is vital for building more inclusive workplaces.
Provide training to enable the entire workforce to recognize where conflict exists or may exist and the value of equal opportunity, diversity, and inclusion. Understanding people’s differences, why they are important, and why they should be protected is key and will enable the creation of positive and inclusive work relationships.
Encourage the reporting of any and all forms of conflict and ensure that all such matters are properly and seriously investigated.
Offer support through the use of LGBT+, and allyship, networks. These can be used for LGBT+ workers to discuss difficult matters with other like-minded people. Appropriate training is of course necessary here, particularly for signposting purposes as network members should not act as counselors or dispute resolution experts. Such networks also allow LGBT+ workers to collectively raise important issues and suggestions to improve inclusion and diversity within the organization.
Leverage OutBüro’s (www.OutBuro.com) LGBTQ Employer Branding platform to share your organization’s strides and process with current and prospective employees. Utilize its employee reviews to create an open dialog while demonstrating your organization takes their feedback seriously and is striving to be a welcoming workplace where all are respected equally.
Employers are therefore encouraged, off the back of the CIPD’s report, and as prompted by LGBT History Month, to improve their understanding of challenges faced by their LGBT+ workforce, to combat all possible opportunities for conflict or prejudice in this area, and thereafter to celebrate their diverse and inclusive workforces. The fight for LGBT+ rights and equal opportunity is clearly not over yet; we all have an important role to play to ensure that everyone is treated equally and fairly.
Increased brand positive LGBTQ and ally perception
Increase in financial performance
So, supporting LGBTQIA+ employees is not just the right thing to do, it is good for business too. Here are some steps toward supporting your LGBT employees and attracting great talent candidates. Your LGBTQ employees and your clients/customers are tightly linked check out the LGBTQ Consumer and Employer Branding are Commingled article for more on that.
US Supreme Court Decision: Great Step But Still Work Remains
In July 2020, the US Supreme Court ruled that sexual orientation and gender identity are now covered under the US Equal Opportunity Employment Act for Non-Discrimination. That is cause for celebration, yet does not automatically transform all employers into workplaces that respect diversity, embrace inclusion, or have a work culture that is welcoming. In just the United States, based on other issues such as gender equality, racial equality, and sexual harassment, one can without much effort extrapolate that it may be decades before LGBT employees are fully and openly accepted in all workplaces, in all industries, and in all locations – if ever. We believe firmly in being the change and benefiting from it. Also, please keep in mind that in over 50% of the states in the US it is still legal to discriminate against LGBTQ persons in housing, finance, hate crime against LGBT persons is not criminalized, and many other issues that devalue and dehumanize the LGBT citizens. There is much work to do in the United States and countries around the world.
Your efforts to create a safe and welcoming workplace where all are treated equally with the same opportunities to contribute, grow and thrive are greatly appreciated.
Diversity, Inclusion & Welcoming
Diversity is about ensuring you have people of different backgrounds and experiences represented in the workplace. Inclusiveness takes it a step further by creating an environment where people’s differences of thought and experience are actually appreciated. Welcoming enables employees to be their authentic selves where their uniqueness may shine adding perspectives that are respected and potentially individually or collectively a business advantage.
A simple analogy is:
Diversity is being invited to a party.
Inclusive is while at the party, a cute person asks you to dance.
Welcoming is dancing like you have no cares in the world and no one is watching. Dang, check out those moves!
World-class is you inspire everyone to jump up to dance just as openly and boldly.
Everyone raves what an amazing party it is. Selfies are snapped and shared. It goes viral on social media. Your brand becomes the hottest epic party.
Ok, in this example eventually the neighbors may call the cops to shut the party down, but in business, it attracts top talent, employee satisfaction is high, employee retention is high, customer attraction and retention are high. You and your amazing team are crushing it.
So, how to get there?
1. Authenticity and Clear Mission
Being authentic in all aspects is critical. All too often we have heard of reports by employees that their employer launched a drive to obtain an LGBT Corporate Equality rating and once obtained management support nearly vanished and previous funding dissipated to a fraction. It makes the employees feel disenfranchised and like used pawns in the corporate goal to receive external publicity. Understand that true D&I can lead to great financial rewards, but if not deeply rooted in respect, value, and authenticity, you can do harm to your brand, employee morale, and customer perception. If issues arise it can leave a damaging scare that can take years to recover from, if ever. Don’t be that kind of organization. It is not necessary. As linked above, being authentic in supporting diversity and inclusion is proven to improve the company’s financial performance for many reasons. But why is a mission necessary? Because diversity alone does not necessarily mean there is the inclusion or a welcoming work culture. A clear mission will outline the objective and measurements. The LGBT community is very savvy so if striving to attract the LGBT customer market, they care about how you treat your LGBT employees and your authentic engagement in the community.
2. Top-level support
Ensure that LGBT employee support is a priority at the top senior management level. Have a top management staff person take the lead on LGBT employee inclusion. That person may not be LGBT themself, but an ally. This senior manager should be the LGBT employee resource group (ERG) executive sponsor. This person may be from any department. Indicate who your most senior-level employee who identifies as LGBT is on your OutBüro employer listing.
3. Take LGBT Reports of Discrimination and Harassment Seriously
Yes, in the United States it is now illegal to discriminate based on sexual orientation or gender identity. Is that enough? Do you feel that now covers you so there is no need for a company/organization non-discrimination policy based on sexual orientation or gender identity? If so, I bet your company/organization has policies covering gender, race, and religion. This is the same. I am also 99.9% sure you have a sexual harassment policy too, along with required annual training. This is no different. Your organization should have a strong non-discrimination policy in place, ensure it clearly states that it covers your recruitment and promotions. Create a communication plan to be sure all employees know what is not tolerated in the workplace. Not if, but when, homophobic bullying, discrimination, or harassment happens to acknowledge the validity of the concern raised, promptly follow procedures to investigate and take appropriate action. Ensure employees feel safe in making reports.
Have all reports reviewed by a team to reduce biases from even the HR staff. Do not assume that all human resources staff lack biases. Research and court case prove otherwise. Many discrimination lawsuits are based on the lack of action by the HR department. So take extra steps in training all HR staff and put teams in place with checks and balances instead of relying on just one gatekeeper. On your OutBüro employer listing link to your sexual orientation and gender identity non-discrimination policy. Make it easy for candidates to find it when researching you as a potential employer.
4. LGBT Employee Resource Group
Having an organized formal Employee Resource Group can go a long way in fostering an inclusive and welcoming work culture. It provides an opportunity to network and builds a sense of camaraderie. Many ERGs meet up during normal work hours to discuss work-related topics as well as off-hours social events to further the personal bonds that will translate into great working relationships. It is a great way to foster career development through mentoring. Encourage senior employees to mentor junior employees. If you support employee volunteering, the LGBT ERG could expand the organization’s LGBTQ community involvement by using their corporate volunteer hours in helping local LGBTQ charity nonprofit organizations and events. Encourage and support LGBT employees to participate in seminars and conferences. Encourage and support employees to participate in industry networking groups, LGBT professional associations, and to participate in content and groups on www.OutBuro.com – the LGBT professional and entrepreneur platform.
Having open and consistent dialogue with your LGBTQ employee resource group will improve employee engagement, company culture, and provide valuable information on ways to further innovate in the workplace. Create a company/Organization group on OutBüro where employees from around the globe can interact off company resources. Be an open group where prospective candidates may also join to connect with current employees, ask question, and get a great sense of you as an employer. Ask key ERG members to join the ERG Connections group on OutBüro. This is meant to be a Super Group for cross organization networking, sharing, learning and growing an LGBTQ ERG.
5. Support the Local LGBT Community
Show your support to the local LGBT community where you operate by providing information to employees about local events, groups, and resources. Sponsor a Pride Party, or even sponsor your LGBT ERG to participate in local Gay Pride events, have a corporate booth, use it for customer leads, and talent recruiting. Celebrate National Coming Out Day. Create a video series of employees sharing their stories of coming out personally and yet again professionally. Encourage volunteering at LGBT events throughout the year. Sponsor local organizations, from general support agencies, to those that provide needed services to the homeless, youth, seniors, persons living with compromised immune systems, students, and more. Sponsor local or national sporting leagues or teams. Sponsor the local gay men’s chorus or other cultural groups/events. Invite LGBT speakers to share their experiences with your team. There are also national and international organizations that support equality and human rights. The LGBT nonprofit sector operates on shoestring budgets and desperately could use your in-kind and financial support.
List and link to all the LGBTQ organizations and non-profits you support in whatever manner on your OutBüro Employer listing. So many companies do great things yet no one other than the benefiting organization has any clue. Show it. Tout it. It makes LGBT employees proud to work for you and it demonstrates to LGBT candidates, as well as customers, that you are involved in the community and therefore likely a super fantastic place to go to work or as a customer spend their money with.
6. Support LGBT Entrepreneurs
Sponsor the local LGBT chamber of commerce. Encourage LGBTQ employees to get involved to represent the company in the LGBTQ Chamber. If and where possible allow the employee to mentor small business owners. Sponsor LGBT founded startups – with funds, product/services discount or as in-kind sponsorship to help the small business grow. Add LGBT friendly procurement policies and actively seek products and services by LGBTQ owned businesses. Consider providing a workshop on how to do business with your company, the steps to becoming an approved small business vendor, if NGLCC certification is required or what other factors may help them secure a vendor agreement with you. The NGLCC has an LGBT certified business accreditation. That is great, but it is far from representing all LGBTQ business due to many factors. In your supplier diversity program certainly include NGLCC accredited LGBTQ suppliers, but be open to non-accredited ones too who as a startup not yet meet some of the accreditation requirements such as years in business with positive cash flow. Consider the merits of the business and found and advise them on how best to move forward.
List and link to all the organizations you support of LGBTQ owned business in whatever manner on your OutBüro Employer listing. So many companies do great things yet no one other than the benefiting organization has any clue. Show it. Tout it. It makes LGBT employees proud to work for you and it demonstrates to LGBT candidates that you are involved in the community and therefore likely a super fantastic place to go to work.
7. LGBT Inclusive Employee Surveys
On your periodic employee surveys allow the option for employees to anonymously identify as LGBTQ and ask specific questions regarding their experiences and feedback. Do not assume everyone will be open. Did you know that a recent study found that a whopping 29% of Americans under 30 years old identify as “heteroflexible”? So how you treat you open full out loud and proud LGBTQ employees has a much larger base than most assume and more than you will like ever truly exactly know.
8. LGBT Employer Rating/Reviews
Just like the employer reviews on Glassdoor.com, Indeed.com, Monster.com, and others, OutBüro (https://www.OutBuro.com) offers LGBTQ employees the ability to anonymously rate/review the current and recent past employers. Employers are strongly advised to claim their listing if already present or proactively add your employer listing. It is important to engage with reviews as you would on any other platform. It is advised to make all employees aware that you are participating in OutBüro. You may use the opportunity to reinforce your open and safe reporting policy while welcoming ratings/reviews on OutBüro. Such ratings/reviews can be a great source of insights as potential candidates seek information about you as an employer before applying. Check this article out: Company Reviews – Good for Companies and Their LGBTQ Employees
OutBüro logged in users may leave comments or questions on your OutBüro Employer listing or in groups. It is an opportunity to engage with potential candidates and customer. It should not be left ignored.
9. LGBTQ Competency Training
Having ongoing LGBTQ awareness training is important to fostering an inclusive and welcoming work environment. The content should be progressive and continual. If you don’t already, consider adding corporate notable figures and society historical figures to company communications regularly. It may feature persons who helped shape the company in the past or present. Feature diverse employees. The thing about LGBTQ employees is that unlike age, race, or gender, all, for the most part, are typically apparent. Being LGBTQ is not always as apparent and therefore if your culture is welcoming and the employee is okay with it, clearly state the employee’s LGBTQ identity along with all the great stuff they are doing within and for the company/organization.
This creates awareness as well as clearly demonstrates to all employees that the company/organization values the contributions of its employees including LGBTQ employees. Depending on the size of the company, I normally recommend featuring an employee once a week. Creating a video interview or video story is most ideal. For those features that are LGBTQ employees, you now have LGBTQ employer branding content. Share all via your YouTube channel. For LGBTQ features, add them to your OutBüro Employer listing too. This is a morale booster for other LGBTQ employees as well as a clear message that discrimination and/or harassment is not tolerated here. I recommend coupling this and/or other creative ideas with traditional training. It is a message however that reinforces the training provided and I consider it to be a micro lesson.
How about regular games that could become a tournament? Foster employee engagement activity where you can use an online quiz/survey tool to create a trivia knowledge game. Be creative and make it your own. Invite all staff to submit questions to be included. Heck, you might grow it into being quarter Family Feud like shows. Live Stream it to all offices, post on social media. Show what an inclusive, wicked smart team and fun culture you have. The point here is that LGBT biases, like others, are learned from a young age and deeply engrained. Creating new habits, and un-programing those deeply held biases take effort, energy, and but it can be fun and engaging.
Do you need help? We are happy to assist you and/or make recommendations to D&I consultant around the globe.
10. Offer LGBT-Friendly Benefits
For job seekers, today, inclusive benefits packages and non-discrimination clauses are some of the most important considerations when researching potential employers. In studies, it was found that having LGBTQ benefits also is important to young heterosexual job seekers. Overall job seekers want to feel they are working for an employer who is fair, socially, and environmentally responsible. Not being so can cost you in by reducing your chances of attracting top talent.
Be sure not to unintentionally exclude LGBTQ families and transgender individuals. Offer equal benefits to all employees, regardless of their sexual orientation, including parental leave, adoption leave, and time off to take care of dependants. Gendered language can cause parental benefits to unintentionally exclude LGBTQ families. Make your benefits inclusive of all employees by being conscious of what words you use in your coverage and favoring gender-neutral terms. it is the right thing to do for all employees as it is gender equality focused too. Today, in opposite-gender relationships, it is not uncommon for the male to be the child care provider while the female works.
Sexual orientation non-discrimination
Gender Identity non-discrimination
Domestic partner benefits
Transgender inclusive health benefits
11. Foster a Gender-Neutral Environment
Create a gender-neutral environment by making some simple changes such as establishing unisex toilets and using gender-neutral language, like ‘partner’ instead of husband or wife, and asking all employees to list their preferred pronouns on email sinatur blocks and employee directory listings.
12. Keep Track, Evaluate, & Improve
Celebrate your successes and monitor your progress by tracking things such as the number of employee grievances naturally with details of the type, persons involved, location, department, and such. No matter how small or outcome, track it. This could lead to identifying trends over time that need to be addressed. Of course, as in all employee training, track D&I training by course completed inclusive of LGBT competency training. If legally able track who is an out self-identified LGBTQ employee and when they publically came out. The more that comes out is a direct relation to the success of the organization in creating a safe and welcoming space. Tract ERG involvement likewise. If active participation falls or doesn’t attract employees to participate, why? Do they not feel safe? Is the ERG doing things that are attractive to employees? How does it compare with other company ERGs? Have you networked with other company LGBT ERG leaders with strong employee participation to gain insights on how to be effective?
13. Support Transgender Employees
As transgender visibility within the LGBTQ community has increased over the past few years, it has become clear that transgender people face a unique set of experiences and challenges. Learn what steps to take after an employee comes out as transgender to create a supportive and encouraging environment. Human Resource is an important player in assisting transgender employees during the complex and lengthy process of transitioning. We recommend special training from trainers who are themselves, transgender. We are happy to connect your organization with outstanding transgender coaches.
14. Post your own LGBT focused company and employee content
Increase your employer brand awareness with LGBTQ professionals. With an OutBüro Employer Listing subscription, the organization may post content directly to our blog as an author. We’d strongly recommend the content be LGBT professional life-related in some way. Perhaps it’s articles about what local, regional or national LGBT related events the organization has sponsored. Or maybe articles and videos featuring LGBT employees or customers. The article will list the authorized person/person as the author in an author bio box that will link all other past submissions posted.
If there have been negative reviews/ratings, an article might address what the organization is doing or has done to improve. It’s also a great way to feature what activities and such the organization’s LGBTQ employee resource group is doing on a monthly or quarterly basis. So many possibilities for your organization to be proactive. Some of this may be in the form of press releases. All submissions will be reviewed for approval before going live to ensure it’s appropriate for our audience and in line with the goals of OutBüro.
15. Bonus Tip – Strategic Talent Acquition: Recruiting LGBTQ Candidates
This topic has been mentioned in numerous articles here on OutBüro. It is a topic that wide and deep thus we have dedicated a full article to it. Please refer to the Strategic Talent Acquisition: Recruiting LGBTQ Candidates article for more. Will link once completed later this week.
Be sure to check out these additional resources and search OutBüro for other related topics of interest to you. Please place questions and desired article/video suggestions in the comments. We are happy to add suggested topics to our content calendar that fit our broad focus. You are also welcome to post via the activity stream, articles, and more. This is your community. Jump in.
OutBüro is a growing valuable tool for gay, lesbian, bisexual, transgender, queer professionals for networking and as passive or active job seekers. OutBüro is here to help you to demonstrate all the great things you do to support your LGBTQ employees and attract LGBT talent as candidates to join your team.
July 30, 2019
(updated January 7, 2020)
Published by Dennis Velco
Any employer. Any size. Anywhere in the world. YOUR voice for LGBTQ corporate equality.
This is a transcript of the video and slightly edited for clarity in text form. The text is in the order of the discussion dialog, which is not exactly in the best structure of article content writing. You know, I said “you know” about 1,000 times in the video so I edited those out in the text to make it cleaner, ya know. LOL.
Hi, I’m Dennis Velco founder and CEO of OutBüro as well as founder and moderator of OutBüro on LinkedIn that’s been running around for 11 and a half years. As of the time of this video recording (July 2019) the OutBüro on LinkedIn group has over 46,300 Global members. I am very proud of that. I built that (OutBüro on LinkedIn) 100% voluntarily on my time and my funds. There has been barely a handful of days over the last 11 years where I have not been actively working inside of that LinkedIn group to hone it and make sure that it stays on course. That is why it has a high amount of engagement and participation.
Any employer. Any size.
You are tuning into this likely because you are an employer of some type. You are either an entrepreneur or company/organization and you’re wondering, what is OutBüro and what can it do for me and our company/organization? Maybe you have a couple of employees say, you know, 15-16 employees or you’re an employer of 500, 1000, 5000 or 200,000+. That is a key thing about OutBüro, it is for all employers and all types of employers.
You are tuning into this likely because you are an employer of some type. You are either an entrepreneur or company/organization and you’re wondering, what is OutBüro and what can it do for me and our company/organization? Maybe you have a couple of employees say, you know, 15-16 employees or you’re an employer of 500, 1000, 5000 or 200,000+. That is a key thing about OutBüro, it is for all employers and all types of employers.
So let me clarify that for you. And by the way, I’m going to talk more about the actual features for you as an employer and having your listing on OutBüro in the next video. So I’m going to try really really, really, really hard not to get into the nitty gritties of features in this particular video here.
OutBüro is pronounced just like “out bureau”. Büro with the umlaut, which is the two dots, is German meaning office. So “out office” also, of course, hearing the words “out büro” you can think of newsdesk reporting and so forth. So I wanted, an English / American word as well as a more European based word. I happen to have lived in Germany serving in the US Military (Army) and as a US Department of Defense civilian for five and a half years. That’s why I chose that word. Also, it is a nice, short and sweet URL so that you can type it very quickly and get to it.
Back to the who
So getting back to who it’s for – it is for any employer any size anywhere in the world. So let’s talk about for first types of employers. Okay, so you could be a for-profit entity of any size, again one-three people all the way to a huge organization with 200, 250, 300 thousand employees globally. The platform as it grows and adapts will be trying to fit all different levels. We’ll be honing it to try to tailor the interface based on the size of company/organization as well as we move forward.
Tech issues addressed – focused on building value
It’s a fairly new site in that it’s about a year and a half old. Recently we overcame some technical difficulties that I was having (not being a “real developer myself) and had to bring in a web applications developer earlier this year to assist. Since those issues were solved, over the last three months (as of this taping) we have been focused on honing the site toward its vision. We’ve been zeroing in on getting it down to something of value for both the employees as well as the employers. Hopefully, after this dialogue and learning a little bit more in the next video, you will hear an overview of the current set of features for you as an employer. My goal for this video is to convey its intent and value.
I’m always open to constructive feedback on how to make it more useful and beneficial for you. So when you’re reviewing it adding your Employer listing, if you have ideas and you think things should be done this way or that way or added additional fields for input and so forth please let me know. Contact me through our support contact form. Once you get to know me a little bit, shoot me a direct email and let me know what your thoughts are providing the constructive feedback for us to make a make the system more effective for you because it’s for you.
For LGBTQ employees and employers
It’s predominantly geared for the LGBTQ employees as in information service and for companies/organizations as an LGBTQ employer branding and review monitoring system. [Lamp flickers] Okay, and I’m sorry about that. The light keeps flickering. It’s a little distracting for me. But I don’t want to turn it off. Hopefully, just laugh at it or something.
So as an employer, again getting back to that, you can be a for-profit company. You can be a sole proprietor. You can be a non-profit. You can be a political action committee (PAC). That’s what we call here in the United States a political action committee. You can be a government entity federal/national, state/province, county/regions or city/town level government and so forth.
Within that for example, I happen to live in the Fort Lauderdale area. So I’ve already added the City of Fort Lauderdale. I’ll be adding the police department and Fire Department too along with the education department and so forth.
So think about that and think about all the potential employees out there who are affected. So any organization of any size and any type as well also anywhere on the planet. OutBüro is not limited to the United States or to England, India, Australia, or Japan. It’s everywhere. Some of our future features will be making it multilingual as well. I’m going to try not to get into features. I have a really bad habit of doing that.
Why is this important?
So just a little bit about the why. How did this come to be? And why is it important for me, important for you, and your employees? There are several, employers / corporate equality indexes around the globe. From what I have seen and from what I have gathered through various sources my perception is, and I don’t believe I am incorrect and I happily accept additional information, but they are all focused for the most part on the Fortune 1000 level. Obviously, I would love for all of the Global Fortune 1000 level organizations to join and participate OutBüro and be rated by their employees.
Current corporate equality indexes narrow in scope
Here’s the thing, just looking at the United States where I live Fortune 1000 level companies employ approximately eight percent of the United States’ population. What about the other ninety-two percent, right? Granted, I understand why those entities have taken on and focused on the Fortune 1000. I understand. I truly do. Because it is when politics and laws are not moving fast enough, you can still create, protections and so forth for people through their employer. I get that totally 100% and I applaud all of those organizations out there who have been working with the Fortune 1000 because I know it is not easy. My past clients for 13 years was Fortune 1000 level and I consulted on change in processes in and around taking old processes to new processes and then implementing the systems to support those new processes. I totally understand how difficult that that is. But at the same time, focusing for 5, 6 and 10 years on only the fortune 1000 has left 92 plus percent of not only the US population but even more across the globe kind of just out there floating. Who’s paying attention to them and that’s where OutBüro, and I in creating OutBüro predominantly have seen the opportunity. That there’s a huge vast void of an opportunity for all employers to be able to share what they doing the realm of LGBT inclusivity and creating a welcoming and belonging environment.
“(OutBüro) is fascinating and much more aligned with the UN’s Global LGBTI Standards for Business than most indexes! – Fabrice Houdart – Human Rights Officer @UN” user=”OutBuro” hashtags=”#LGBTQ #WorkPlaceEquality #CorporateEquality”
One of the things I like to share and I use it as an example pretty often is while I was living in Clearwater, Florida, there was a small Mexican baker about two blocks from where I lived. I loved their pastries. They were absolutely phenomenal. So I went there about once a week and got friendly with some of the staff. One of the staff was clearly gay – flamboyant. You could tell, you could just tell, that he loved his job. He absolutely loved everyone that he worked with they loved him. There’s nothing at all wrong with that. They probably employed, in and around 12-13 people or so. A company of that size probably didn’t have an official non-discrimination policy. They most likely didn’t have transgender-inclusive health care benefits and so forth. So, under the current equality measurements, they would be dismally scored. They’d be like zero even if they responded to the surveys – but they’d never be included due to their size. At OutBüro yes, we want you to have those policies, procedures and benefits and all of that stuff especially as you’re a larger organization, but, you know even small companies even though they don’t have those in place they can still be an incredible place for an LGBTQ employee to go to work and thrive. On OutBüro that employee can add that employer for at no cost (with limited features), that employer may claim their listing or add their listing themselves and take advantage of all the features and still have a positive employee based review on OutBüro.
A little background
So clarifying a little bit about why and how. As I mentioned over 11 years ago, I started the first LGBTQ group on LinkedIn and that was before they had the blue button to for anyone to start a group. It didn’t exist. I actually contacted LinkedIn customer support and had about two weeks worth of email exchange with them. I basically volunteered to moderate the group and they agreed and started it. As agreed they assigned me as the moderator.
Also for several years, I have been involved at least in a passive capacity and most recently with OutBüro, starting to post in about five or six groups on LinkedIn for diversity and inclusion professionals. These groups represent, I’m sure there’s some member overlap there in the various groups, but they represent in and around 60,000 diversity and inclusion professionals around the globe. So between the OutBüro on LinkedIn LGBTQ professional group and the diversity and inclusion groups, I get a lot of information.
Group members reach out for advice
Over the years I’ve had individual people contact me a couple of times a month asking me for help, advice and so forth. All of that ranges from people seeking asylum and how do they go about it. Business owners both in the United States and around the world will contact me for information, about seeking funding for their business. I’ve also have had people contact me and say, how they work for such and such company. Then when they (the company) reached the 100% score on a current corporate equality index management backs off funding, all the top management who were so focused on that now is off on the next big project/initiative. I get that but it left the employees feeling a little disenfranchised. It caused them concern and to question WTF happened? As a company, many take two steps forward then one step back, two steps forward again and one step back. We all do it. We grow and we make mistakes. So I also want to be very very clear, I don’t expect any business/corporation/organization to be perfect. I’m not perfect. How can I expect you to be perfect? We’re human and businesses/corporations/organizations are made of humans.
US Supreme Court and LGBTQ workplace-corporate equality
So that gets me to the next point as to why OutBüro is so important. Coming up here in December of 2019 there is a US Supreme Court case about LGBTQ protections from employment discrimination. They are supposed to hear that case and possibly vote. I hope they’ll vote positively on this making LGBT discrimination in the workplace across the entire United States illegal. Wonderful. I hope it happens. Currently, in the United States, LGBTQ protection laws are spotty leaving 50% of US LGBTQ vulnerable to legal discrimination.
Sexual harassment and LGBTQ corporate equality
To remind you we have had sexual harassment laws on the federal books since 1978. Most states followed within one to two years of that. If you employ more than say 500 people your organization it likely has a sexual-harassment policy. You likely have anti-sexual harassment training and you likely every year require your employees to sign off affirming awareness. Whether it’s electronic or on paper that they know that sexual harassment will not be tolerated in the workplace. Okay, however, turn on the news almost weekly. It’s really sad how many cases of sexual harassment right here in the United States, almost on a weekly basis, makes prime news. Now if sexual harassment has been illegal for 40 years and almost every call it at least 80% of all employers in the United States has all of those policies and procedures – laws, policies, training, procedures and all that has been going on for 40 years. How come that’s happening?
they found that:
81% of women in the United States experienced workplace sexual harassment according to a 2018 NPR survey
So by that example, it is clear that laws, policies, training, and procedures are not 100% effective at eradicating sexual harassment.
Although having these LGBTQ policies and benefits are absolutely amazing. I applaud you for having them. However, if we just take sexual harassment and the 40 years since that was enacted as an example then it’s going to be decades for full LGBTQ corporate equality. I hope it won’t be that long and I hope OutBüro will be a mechanism to help speed up the process of true LGBTQ corporate equality where LGBTQ employees will feel welcomed, safe and protected in their workplace in the US and everywhere in the world.
Employees have deeply rooted learned prejudices
Let’s say you’re an organization of 10,000 employees. Wow, that’s a lot of people right? If you’re an organization of 50,000 or 100,000 or more just think of the complexities. Here is the thing. You’re employing people. People come with lifelong learned ingrained mindset learned from their parents and their environment. So when they come to work, you might have all these fantastic, policies, benefits, training and specifically LGBT sensitivity training and so forth, but you’re trying to unlearn deeply rooted engrained attitudes. You’re trying to take those employees and erase a lifetime of learned prejudices. That’s really tough. People just don’t switch that off after a mandatory once a year one hour LGBTQ sensitivity training.
Just like when sometimes people will say, “Oh, I’m not racist“. But then you hear the next thing out of their mouth five minutes later. It’s like that or they would never do sexual harassment, but then something falls out of their mouth that makes you go. “Wow. I just can’t believe you said that.” I understand you are working on LGBTQ corporate equality and striving to create a welcoming environment I applaud you because you have a very very tough job. You are trying to create the precedent and the intention of the company, but you have all these people who work for you who bring their discrimination from their learned prejudices and all their baggage to work with them. You are asking and training them and hopefully giving them enough negative incentive that they’re going to realize they need to clamp it. Keep it shut. Keep it to themselves or walk out the door. It’s tough.
OutBüro employer branding timely feedback tool
OutBüro can be a mechanism for you to get timely and frequent feedback. I need to move forward because I’ve already been doing about 22 minutes here, but I wanted you to understand that I understand and I get it’s a tough job. So let’s talk about how you can utilize OutBüro with all that information to benefit your LGBTQ corporate equality efforts.
Customer branding too
Okay, let’s get started on employer branding. What you’re going to see in the next video as we break down is a discussion about the features. OutBüro is a platform where you may consolidate all of your branding messages to your LGBTQ current and prospective employees. Also as a ratings/review site, your customers may also see the content and ratings/reviews. There’s one company added to the site about a month ago that is an online retail company. And all of a sudden recently their listing is receiving like they’re it’s like 5-7 hits a day. Right now that is a lot. I was curious about that. I think it’s because people are coming to OutBüro because they are an online retailer and I think it’s potential customers looking for reviews about that company – [based on web analytics].
LGBTQ employer-corporate rating monitoring
As employees start rating that company for their workplace-corporate equality from the employee perspective current and potential clients/customers are also going to see those ratings. People like to do business with (and shop/purchase from) companies that they can identify with and feel good about. Having a presence on OutBüro and putting your best foot forward on OutBüro not only can be beneficial in your employer branding, but it also can be beneficial in your client/customer marketing and branding as well.
For employers, OutBüro employer branding is one of the main site feature and benefit. It’s also employer review monitoring. As an employer, you won’t be able to edit what a reviewer says but you’ll be able to flag it for a potential administrative review if for some reason you feel a review/rating needs to be brought to our attention for potential moderation. You will be able to after claiming or adding your Employer listing you are in control of the content that is representing your company. You will have a contact record and also will be able to anonymously interact with the raters/reviewers
Timely LGBTQ employer review/rating insight
OutBüro can be a timely pulse on your state of LGBT inclusivity. The reason I say it’s a timely pulse is that once someone posts a review/rating <<BAM>>, it’s instantaneously online. Additionally, an employee reviewer/rater may post a review/rating every 4 months on their own unique timeline.
So let’s say you’re a company/organization of 100,000 employees for simple math sakes. Let’s say 10% of your employee base is LGBTQ, heteroflexible and so forth whether they’re out at work or not. so 10% of 100,000 is 10,000 LGBTQ+ employees. Each of those employees come on board OutBüro partly from you make it known that your company/organization/government/corporation/non-profit/PAC, etc, has claimed/added your Employer listing on OutBüro. Although you don’t incentivize them to leave you a review/rating you make it known you are on OutBüro and you embrace feedback and hope that they will review/rate you in whatever capacity that they see fit. So as each employee begins rating/reviewing you potentially as frequently as every 4 months as your company makes improvements or falls (has an incident). You’re going to see your OutBüro score go potentially up or down based on that immediately and continuously. So it’s a timely pulse for you.
LGBTQ candidate active recruiting
With OutBüro’s employer branding you are able to demonstrate your active recruiting of LGBT employees/candidates/job seekers. Even other LGBTQ workplace/corporate equality indexes around the globe are wanting to see that you are actively recruiting LGBTQ candidates. Social prove it by linking to the job/career fairs you participate in, show your LGBTQ employee testimonials, and link to the LinkedIn profiles of company recruiters focused on LGBTQ candidate/job seeker recruiting.
Social proof of your LGBTQ diversity and inclusion efforts
You’re also able to show off and consolidate your LGBT diversity inclusion messaging as I mentioned earlier by linking/social proving. It’s not you just saying that you have a transgender-inclusive health care benefits for example, but actually linking to your website where that is stated publicly. And so most of the fields on OutBüro you are able to leverage social proof. This is very important because again it’s not just you saying it or it’s not just some report saying that you have it. You are proving it.
LGBTQ Active Recruiting Marketing
LGBTQ Employer Corporate Political Donations
Corporate LGBTQ Community Support
Corporate LGBTQ Inclusive Marketing
LGBTQ Employer Diversity & Inclusion Attributes
Corporate LGBTQ Community Involvement
Pro-LGBTQ and anti-LGBTQ political contributions disclosure
Also on OutBüro, you’re able to annotate your political contributions at a city, county/region state/province and a national/federal level. Very important that both your political contributions to known pro-LGBTQ political candidates or currently in office political folks as well as anti-LGBTQ politicians. Not only indicate that you do donate but you may explain why it was important to your business/organization to do so. We know that sometimes you have to do business with and/or “grease the palm” of politicians that you really don’t necessarily agree with all of their stances on every issue. But because of the position that they’re in such as a chairperson of particular committees, you have to deal with them. All right, it’s okay. We all have to deal with people that we don’t like or we would rather not. But we have to because of our job, company/organization needs. Just give a proactive statement on OutBüro as to why that was important to the company and how that benefits your organization and then therefore how it benefits your employees and your customers.
So, you know, I’m not here to beat you up over donating two and a half million dollars to anti-LGBTQ US congress members AT&T. I know they’re probably sitting on or chairs of committees that affect your business. Okay, you can’t control that that person is still in a position of power and influence. You have to do it. I get it. But then you also now have the opportunity to proactively briefly explain yourself on o OutBüro. Annotate it right next to the positive things that you are doing and the entire record is about the positive and the balance. It’s just reality. None of us can just deal with unicorns and rainbows our entire career/business life and be successful. Sometimes we have to deal with companies/organizations, politicians, people and entities that don’t always follow our own core values, but we still got a deal with them. All right, so just explain it proactively on OutBüro as your space to do that. I recommend that you do it as soon as you know that those donations are happening. Come to your OutBüro Employer listing and make a statement here. Get in front of the conversation before all the reporters and LGBTQ rights activists try to rip you apart. You then say, “Oh I/we have already disclosed that on OutBüro.
LGBTQ inclusive marketing social proof
As part of your LGBTQ employer branding on OutBüro, we also have the ability and want you to include demonstrating your LGBTQ inclusive marketing naturally with social proof. That is the company/organization’s customer-facing marketing. It allows you to indicate the months in which your LGBTQ inclusive market is active. Social prove it by providing links to, videos, websites and uploading images so that a whole picture is seen in a consolidated view.
Bi-directional sponsor and sponsors indication
LGBTQ Own Business and Non-Profit Support/SponsorshipOn OutBüro you may indicate what LGBTQ owned businesses and non-profits you support and sponsor. Then also who sponsors you perhaps you’re a small organization like some friends of mine, Debt-free Guys. They run a personal finance blog for the LGBT community. They are sponsored by some outstanding financial institutions like Prudential, MassMutual, and CaptialOne. Thank you for that. And so those organizations can indicate that they sponsor the Debt-free Guys. Then on Debt-free Guys record, they can indicate who sponsors them. So it’s a cross-reference opportunity that it kind of a little bit of a check and balance there. So that goes both ways.
Seeking Funding and Funding Available
You’re able to indicate whether if you are an organization seeking funding there are multiple types of funding to indicate you are interested in. I’m going to get in the features later and the next video different kinds of funding that you’re seeking grants loans venture capital., etc.
As an organization, if you have funding, grants, provide small business loans, sponsorships, donations, are an investor, etc. I’ll talk about that next but on both sides of the fence whether you need or seeking funding or whether you have funding available you’re able to indicate that on your Employer listing record.
We’ll be adding search features so that if you’re an organization, you could search for a new nonprofit or new small business to support and vice versa if your nonprofit or a small business looking for funding you can then search organizations that have it available
As mention above, indicating who sponsors your company/business/organization is both saying thank you and also helping that organization demonstrate their LGBTQ community support. W
LGBTQ employer reviews monitoring
You’re able to flag reviews if something comes up that you feel needs moderation. We do have employer ratings/reviews guidelines and if you’d like to look at the employee-focused video that I did about posting ratings/reviews. Together they cover the do’s and don’ts and the whys and the how’s and so forth.
There are incredible benefits to being LGBTQ inclusive and welcoming. Not only are you providing a welcoming space for your employees, but there are also many studies about this I wrote about. Organizations no matter what size they are who focus on inclusivity and creating a welcoming space for all their employees, magic and miracles begin to happen because people are able to bring their authentic self to work. They are able to feel that their ideas are welcomed that they don’t have to hold anything back. Communication is improved when you have happy employees. Happy employees create a positive experience for your customers and your clients. You then get repeat business that leads to more money. That is more money in your pocket or more money for your shareholders. Everybody wins. So it’s a lovefest.
No one and no organization is perfect. Learn, adapt and improve.
Focus on LGBTQ workplace and corporate equality utilizing the OutBüro platform to help you get the to your message out in a consolidated platform. Receive that employee provided feedback rating/review as a timely pulse on how you’re doing, learn, adapt and improve. Remember you’re not perfect. I’m not perfect. Your organization isn’t perfect. We all make mistakes. We all make blunders we make errors. That is not what defines us. It’s not what defines me it is not what defines you. It is what we do with that.
OutBüro pricing and value
Let’s talk a little bit about value right here, OutBüro is priced on an annual subscription basis based on the total number of employees. To send our LinkedIn group of 46,000+ global members via LinkedIn’s marketing platform it would cost over $23,000 no matter the size of your organization. OutBüro provides so much more ways to communicate your employer brand to our current and growing LGBTQ professional target audience.
For an organization over 30,000 employees, OutBüro is about half that LinkedIn one-shot price. On OutBüro could build and consolidate your entire LGBTQ employer branding and get all the benefits that are associated for example posting regular articles on the site. So it’s not just about your listing when you are a subscriber you also then can post content. Posting content could be employee features, it could be highlighting a customer, it could be highlighting you at Pride somewhere, quarterly updates on your efforts, OR the quarterly activities of your LGBTQ employee resource group.
The field is open on what you can post but want it to remain, LGBTQ centric. For example, if you work for NASA please don’t post your new rocket system and its propulsion capabilities, unless highlighting LGBTQ employees on the project.
Ratings/reviews will happen. Get in front and shine.
Remember, any current or recent past (up to 5 years) employee may add your company/organization for free with limited feature and then rate/review you. You have no control or input over that. You may claim your employer listing if already present or add it if not already on OutBüro.
It’s your choice whether you are going to be proactive and take control of the conversation/your brand and join us and partnering to help you shine as much as possible understanding that blunders will happen. But it’s what we do with it that matters.
OutBüro Ambassador program
We have an ambassador program. Where if you as an organization, an individual or a company of any size, or a non-profit, or a political action committee (PAC), or a chamber of commerce, or Community Center anyone, anywhere may participate.
Let’s say you have contacts in the business world and you sign up for the OutBüro ambassador program- it is an affiliate marketing system. It is a very transparent system. You have the ability to earn a percentage of the annual subscriptions for those employers that you bring on board to OutBüro. It’s not just the first year. It’s every year that they maintain their subscriptions. So it’s a way to create an immediate income and residual income. So it’s great for organizations that are looking to supplement or increase their revenue.
Thank you so much for tuning in thus far and I hope you will join us. I’m a little I’m a little windy. I hope you can tell I’m just a plain person like you. I’m just trying to do something for my community that benefits the companies/organizations and LGBTQ employee of the world. But you know, hey, I have my issues too and one of them is I’m a bit chatty. So I’m going to end this now and we’ll see you in the next video talking more about the actual features on an employer listing. Thank you so much, and I look forward to getting to know you and your organization better as we move forward in the future. Thank you.
With the majority of US states not granting legal protections and rights for LGBT people along with this administration doing everything they can roll back the few protections in place, it’s left to companies to lead the charge by providing an LGBTQ-friendly work environment through corporate policies and benefits.
OutBüro is a Glassdoor.com-like resource where you may share your experiences what it’s like working for your current and recent past employers – up to 5 years past.
Why Rate Your Employer?
Studies have proven that the more diversity-focused a company is the more profitable they are
Current measurements of Corporate LGBT Equality is Fortune 1000 level only and HR/Marketing department head SELF REPORTED with no/zero EMPLOYEE FEEDBACK.
Your review may provide public accolades for progress already achieved by their current focus on LGBTQ Corporate Equaity
Shine a light on problems – Is the company/organization not quite living up to LGBTQ Workplace Equality? Let them know anonymously.
You are making it a better environment for yourself, current and future co-workers
You are providing a resource for job seekers to make informed decisions about where to work
You are helping the company’s employer branding
You are helping it become a more profitable company improving shareholder value
You are a SUPERHERO
OutBüro is striving to be a global resource for the LGBTQ community by empowering LGBTQ people with a voice to influence business, company and corporate culture to improve the work-life for all both now and in the future. It is a feedback system for companies to gauge their real progress toward full LGBTQ workplace equality.
Every company listing in the CompanyReviewsEmployer Listing is required to indicate if the company has the following policies, benefits, and programs in place or not.
Sexual Orientation Non-Discrimination Policy
Gender Identity Non-Discrimination Policy
Domestic Partner Benefits
Has an LGBT Employee Resource Group
Public Commitment to LGBT Equality
LGBT Inclusion Competency Training
If it operates in more than one country has the same policies and benefits globally
Requires all vendors and contractors to have similar policies and benefits Indicate the number of diversity in management
Indicate the number of LGBT in management
Are LGBT-Friendly Policies Enough?
Simple answer – No. Having LGBTQ-friendly policies are wonderful and appreciated – but not the full picture. Remember, in the US Sexual Harassment policies have been in place since the late 70’s and still today it continues to happen. Just turn on the news. Now consider all the cases that do not make the news and those that go unreported. Discrimination and harassment of LGBTQ employees are no different. Just having policies is not enough. We must provide visibility and insight to make the change and ensure it is effective in its goals to protect.
December 10, 2018
(updated October 13, 2020)
Published by Dennis Velco
Hilton has been recognized as the #1 best workplace for Diversity and Inclusion just one week after also being ranked the #1 best workplace for Parents by Great Places to Work. These extraordinary acknowledgments underscore the sense of family and belonging that are the foundation of outstanding workplace culture.
Hilton offers programs to help all Team Members – both hourly and salaried – thrive personally and professionally. Benefits supporting working parents include flexible working environments, parental leave, adoption assistance, GED support, and 10-day advanced scheduling that provides hotel Team Members the flexibility to plan their lives.
“At Hilton, we know how important it is to create a great place to work for all, so that our workforce can truly reflect and connect with the communities where we live and work,” said Christopher J. Nassetta, president & CEO of Hilton. “I hear inspiring stories every day about the experiences our Team Members have with us, and it’s clear by investing in our Hilton family, we are making the world a better place for our Team Members and guests.”
Programs that foster diversity and inclusion include Team Member Resource Groups, Regional Inclusion Groups, Leadership and Career Development Tools and supplier diversity programs that has allowed Hilton to cultivate relationships with more than 3,000 women-, minority-, Veteran-, and LGBTQ-owned businesses.
“We’re deeply committed to recruiting and retaining Team Members who represent many different backgrounds, cultures and perspectives,” said Matthew W. Schuyler, Chief Human Resources Officer, Hilton. “Our goal is to be the most hospitable company in the world and the most inclusive place to work. Empowering a diverse workforce is fundamental to our success.”
These recognitions demonstrate Hilton’s ongoing journey to create a great place to work for all. Recent distinctions include: #2 on the World’s Best Workplaces list, #14thBest Workplace for Women in the U.S. and a Best Workplace for Millennials in Italy (#6). Hilton has also been recognized as a “Great Place To Work” in 12 countries: Australia (#4) China (#6), Colombia (#12), India (#18), Italy (#2), Netherlands (#11), Peru (#3), Turkey (#2), United Arab Emirates (#7), United Kingdom (#6), Mexico (#4), Brazil (#17) and United States (#33).
Hilton (NYSE: HLT) is a leading global hospitality company with a portfolio of 15 world-class brands comprising more than 5,500 properties with nearly 895,000 rooms, in 109 countries and territories. Dedicated to fulfilling its mission to be the world’s most hospitable company, Hilton earned a spot on the 2018 world’s best workplaces list, and has welcomed more than 3 billion guests in its nearly 100 year history. Through the award-winning guest loyalty program, Hilton Honors, nearly 82 million members who book directly with Hilton have access to instant benefits, including digital check-in with room selection, Digital Key, and Connected Room. Visit newsroom.hilton.com for more information, and connect with Hilton on Facebook, Twitter, LinkedIn, Instagram, and YouTube.
October 10, 2018
(updated October 13, 2020)
Published by Dennis Velco
In 2017, reversing prior Department of Justice policy, the Trump administration proclaimed employment discrimination protections do not extend to lesbian, gay, bisexual, transgender and queer (LGBTQ) individuals in the workplace. At the same time, several lawsuits alleging employment discrimination on the basis of sexual orientation are winding their way through the federal court system with mixed results based on this uncertainty. These legal disputes will continue to play out nationally as the current cases proceed as new cases are brought forth.
To examine this further, statistics from the U.S. Equal Employment Opportunity Commission provides insights into complaints related to gender identity and sexual orientation in recent years. It demonstrates how LGBTQ people are increasingly willing to step forward and make formal legal complaints, the increase in frequency they happen along with their success rate at winning their discrimination cases.
Taking a look first at geographical patterns of EEOC charges citing sexual orientation or gender identity the regional differences are easily apparent, with a heavy concentration in the Southern states. Georgia and Mississippi was near the top of the list, with roughly four charges per 100,000 residents each. Based on those states current policy records on LGBTQ issues it’s not surprising. These states lag far behind the rest of the country in terms of legal protections for gay. lesbian, bisexual, transgender, queer people.
What was a bit of a surprise is that Washington, D.C., had the most complaints related to gender identity and sexual orientation per capita, even though it has a long history of activism by LGBTQ community in the nation’s capital.
From 2014 to 2017, legal charges of discrimination on the basis of sexual orientation were significantly more common than allegations of gender identity discrimination. Thatis is not surprising and seems to reflect the relative size of the respective communities. While estimates of the transgender population vary, a greater number of people identify as gay, lesbian, or bisexual. In a small portion of cases (roughly 3%) complainants alleged both sexual orientation and gender identity discrimination together.
Cumulatively, LGBTQ-related discrimination complaints increased substantially between 2014 and 2015 and continued to rise between 2015 and 2016. In 2017, however, complaints declined slightly from 2016. That statistic provides an interesting counternarrative to research suggesting a surge in anti-LGBTQ sentiment among heterosexual people in 2017. But this decline could also be attributable to hesitation on the part of the LGBTQ community to file complaints with the EEOC, given the uncertainty of protections under the Trump administration and the media attention anti-LGBT action receives.
Equality: A Work in Progress
This study suggests hundreds of thousands of people encounter workplace discrimination each year on the basis of sexual orientation and gender identity. Although discrimination is clearly unacceptable in any professional setting, the volume of these charges may indicate LGBTQ empowerment. Rather than suffering in silence, LGBTQ employees are making use of a valuable legal resource to claim their rights for equality. Although discrimination remains an unfortunate part of America’s employment landscape, we should celebrate those with the courage to combat it.
One way to combat discrimination even if you as an employee don’t feel comfortable making is making it publically known by joining OutBüro for free, then adding the company to the directory and rating it anonymously. Your feedback will be helpful to the company and to countless future prospective LGBT job seekers considering working there. See this article for more information: Be a Superhero – Your Voice has the Power to Create Change
The research calls for employers to break the culture of silence that surrounds discrimination and harassment. Check out the below article for more information:
June 19, 2018
(updated June 18, 2019)
Published by Dennis Velco
Coming out is hard. Coming out at work is another level for many. Having an employer that is LGBT+ supportive goes a long way to support the individual and the community by creating visibility and awareness. Join us and rate your employer anonymously from your LGBT perspective at www.OutBuro.com.
Any employer. Any size. Anywhere in the world.
LGBT Friendly policies are wonderful and appreciated. They, however, do not 100% guarantee an LGBT+ work-life experience of unicorns and rainbows. If sexual harassment policies that have been in place in the US since the late 1970’s and weekly news of high profile cases are evidence. It’s clear that policies alone are not enough. Additionally, self-reporting by management is not enough. All things to be and maintain greatness needs a level of checks and balances. Management needs to hear what they are doing great as well as what needs attention. We allow this while maintaining your anonymity. Just keep it professional with facts. (See below: Is OutBüro a site for disgruntled LGBT current and past employees to just rant and vent?)
Click the JP Morgan Chase logo to be taken to their company rating listing. Just log in or create a free account. Be sure to review the Company Rating Guidelines as well as the articles below for a good overview.
Do you work for another company and would like to review them? AWESOME.
Navigate to the OutBüro Companies and Reviews page. Search for your recent past and current employers. If not present just add them using the Employee option for free. Then when it’s approved search for the company and then ADD A REVIEW. Simple as that. Remember this portion of the site maintains your anonymity. Just don’t provide too much detail in your review that the employer can easily identify you if you believe it will be an issue.
March 28, 2018
(updated October 12, 2020)
Published by Dennis Velco
OutBüro (OutBuro.com) launches filling a void in the gay, lesbian, bisexual, transgender, and queer working and professional community by offering a Glassdoor.com-like service in where LGBTQ employees may review their employers on not only general employee-related areas but those specific to the employer’s LGBTQ policies, benefits, culture, work-life balance, job security, CEO performance and more. Reviews include a free-form text review along with prompting for pros and cons as well as a message to the CEO. Registered members’ ratings are displayed anonymously. Reviews must adhere to our Community and Company Reviews Guidelines. Other members may indicate a rating as helpful as well as flag inappropriate content for community self-governance. OutBüro’s founder, Dennis Velco, built and moderates LinkedIn’s largest LGBT professional group with 47k global members now as a service of OutBüro.
OutBüro empowers every LGBTQ person to add their past employers, if not already present. We are open to all company sizes from the small local business to Fortune 100. OutBüro’s Company Reviews directory is world-wide. No matter where an LGBTQ person lives and works they can have a voice in praising their employer or offering constructive feedback to be a catalyst for change.
Companies may claim their listing to gain additional features and ensure their information is correctly represented including the required responses to the presence of the following policies and practices:
Sexual Orientation Non-Discrimination Policy
Gender Identity Non-Discrimination
Domestic Partner Benefits
Supports LGBTQ Equality Globally (if operates in more than one country)
LGBT Inclusion Competency
Public Commitment to LGBTQ Equality
Requires Similar Policies for Contractors and Vendors
Add your employer and review them today.
OutBüro (OutBuro.com) is a start-up company providing the LGBTQ workforce, professional a voice in improving our future. Our platform provides the ability to connect and dialog with others one on one and via topically focused groups at all levels of career phase from entry-level, professionals through entrepreneurs. OutBüro’s Job Portal enables employers to attract quality LGBTQ candidates while demonstrating their commitment to the LGBTQ community. Job seekers may add their resume/CV to the growing search-able repository in an active and passive job search.