Cushman & Wakefield Releases 2020 Corporate Social Responsibility Report

CHICAGO–(BUSINESS WIRE)–#CWSustainability–Cushman & Wakefield (NYSE: CWK), a leading global real estate services firm, today released its annual Corporate Social Responsibility (CSR) Report covering the firm’s efforts and progress across key areas of environmental, social and governance (ESG) for the fiscal year 2020.

“I’m pleased to introduce our 2020 CSR Report, which shows how we led the way for our many stakeholders through the pandemic during one of the most challenging years our industry has experienced – from our frontline workers whose courage and diligence kept buildings safe and operational, to the COVID-19 recovery readiness insights and services we delivered to clients,” said Brett White, Executive Chairman & CEO of Cushman & Wakefield. “In 2021, we look forward to continuing to make an impact by setting ambitious sustainability targets aligned with climate science that will make a meaningful contribution to a sustainable future.”

Some of the firm’s 2020 CSR highlights include the following:

  • Committed $5 million to support employees impacted by COVID-19, with more than 5,000 grants distributed in over 20 countries as of June 2021 through the firm’s Global Employee Assistance Fund
  • Produced 2,800+ research reports and insights, including thought leadership on COVID-19 recovery readiness
  • Welcomed first Chief Diversity, Equity & Inclusion Officer, Nadine Augusta
  • Named a Best Employer for Women by Forbes
  • Continued focus on building a more gender equal workplace: Women represent 42% of people managers, 40% of new hires, 39% of total workforce and 33% of the Board of Directors
  • Named a Best Place to Work for LGBTQ+ Equality by the Human Rights Campaign
  • Received ENERGY STAR® Partner of the Year Sustained Excellence Award from the U.S. Environmental Protection Agency
  • Between 2019 and 2020, achieved:

    • 1.1% absolute reduction in scope 1 and 2 (market-based) greenhouse gas (GHG) emissions
    • 2.5% absolute reduction in scope 3 GHG emissions
    • 14% reduction in total scope 1 and 2 GHG emissions per million square feet of office space
  • 92% of employees completed Global Code of Business Conduct training

The firm conducted a materiality assessment to determine the focus of the report and to inform its path forward to enhance future management and disclosure of ESG topics. Overall, Business Ethics and Integrity ranked highest among all stakeholder groups, and Innovation and Technology was ranked highly by all. Employees ranked social topics like diversity, equity and inclusion (DEI) and wellbeing as very important, while clients emphasized environmental topics. Further details can be found in the report.

“Our people across the firm came together in a tremendous way in 2020 and we’re proud to highlight their accomplishments in our CSR Report,” said Michelle MacKay, Chief Operating Officer of Cushman & Wakefield. “As we celebrate our progress across ESG topics, we’re also looking ahead. Our path forward is rooted in strategic decisions that will create sustainable, long-term change in our firm and industry while remaining true to what’s important to our business and clients.”

The 2020 CSR Report serves as Cushman & Wakefield’s Communication on Progress for the United Nations Global Compact (UNGC), the world’s largest corporate sustainability initiative, and demonstrates the firm’s commitment to six UN Sustainable Development Goals. Since 2018, the firm has aligned its strategies and operations with the UNGC’s ten principles in the areas of human rights, labor, environment and anti-corruption.

The report is prepared in accordance with the GRI Standards: Core option and contains disclosures recommended in the Real Estate Services standards that were developed by the Sustainability Accounting Standards Board (SASB).

Download Cushman & Wakefield’s 2020 CSR Report.

About Cushman & Wakefield

Cushman & Wakefield (NYSE: CWK) is a leading global real estate services firm that delivers exceptional value for real estate occupiers and owners. Cushman & Wakefield is among the largest real estate services firms with approximately 50,000 employees in over 400 offices and 60 countries. In 2020, the firm had revenue of $7.8 billion across core services of property, facilities and project management, leasing, capital markets, valuation and other services. To learn more, visit or follow @CushWake on Twitter.


Grace Wilk
Corporate Communications

+1 312 470 1848

Blackstone Hires Global Head of Diversity, Equity and Inclusion

NEW YORK–(BUSINESS WIRE)–Blackstone (NYSE:BX) today announced that Devin Glenn has joined as Global Head of Diversity, Equity and Inclusion (DEI). Glenn will be a Managing Director responsible for continuing to implement policies and initiatives that will help Blackstone achieve a more diverse and inclusive workplace at Blackstone and its portfolio companies.

Paige Ross, Global Head of Human Resources, said: “We’ve long been committed to increasing diversity, equity and inclusion at the firm. In recent years, we’ve expanded our recruiting pipeline, introduced new programs to increase engagement and retention of employees and set goals for more diverse boards. I’m thrilled to welcome Devin to the firm as we continue to push ourselves to be a leader in this area.”

Devin Glenn, Global Head of Diversity, Equity and Inclusion, said: “I look forward to helping Blackstone continue to integrate DEI principles into the workplace culture and the various talent and business functions, and also ensure that we leverage its expansive platform to promote diversity, equity and inclusion in the industries and communities it serves. The firmwide commitment has impressed me and I’m excited about what we can accomplish in the coming months and years.”

Glenn joins from Skadden, Arps, Slate, Meagher & Flom LLP where she was the Assistant Director of Diversity, Equity and Inclusion. In that role, she advanced and increased awareness of the firm’s global diversity, equity and inclusion strategy, executed recruiting, retention, and client development initiatives, and launched an industry-leading diversity pipeline program for high-potential first-year law students. Prior to that, she spent the last decade in various positions related to diversity and inclusion at the law firm, as well as working as an associate in its banking and institutional investing division. She received a BA from the University of Virginia and a JD from Columbia Law School. She is a member of the New York State Bar and the Association of Law Firm Diversity Professionals.

Blackstone has been focused on widening its funnel of applicants, broadening the schools it recruits from up to 44, including more Historically Black Colleges and Universities. Across its portfolio, Blackstone launched a firmwide mandate in 2020 targeting at least one-third diverse representation on portfolio company boards for new control investments starting in the U.S. and Europe. It also started Career Pathways, a pilot program run by Marcus Felder, Vice President in Portfolio Operations, designed to create employment opportunities and career mobility at Blackstone’s portfolio companies for people from underserved communities. In addition, Blackstone LaunchPad, the Blackstone Charitable Foundation’s student entrepreneurship and career readiness program, announced a $40 million commitment to expand from 30 to 75 campuses over the next five years, focusing on colleges and universities with a majority diverse population or serving under-resourced communities. To learn more about Blackstone’s efforts, please see its Diversity & Inclusion Report here.

About Blackstone

Blackstone is one of the world’s leading investment firms. We seek to create positive economic impact and long-term value for our investors, the companies we invest in, and the communities in which we work. We do this by using extraordinary people and flexible capital to help companies solve problems. Our $649 billion in assets under management include investment vehicles focused on private equity, real estate, public debt and equity, life sciences, growth equity, opportunistic, non-investment grade credit, real assets and secondary funds, all on a global basis. Further information is available at Follow Blackstone on Twitter @Blackstone.


Media Contact
Emilie Stanton

PPG Furthers LGBTQ Inclusion Commitments with Pennsylvania Values Business Pledge

PITTSBURGH–(BUSINESS WIRE)–PPG (NYSE:PPG) today announced it has signed the Pennsylvania Values Business Pledge, an effort to bring businesses together to promote a thriving, welcoming, and economically-strong commonwealth for everyone, regardless of sexual orientation or gender identity.

Created by The Pennsylvania Youth Congress, Pennsylvania Values is a coordinated effort to urge the General Assembly to enact comprehensive LGBT-inclusive non-discrimination protections. This legislation will update the Pennsylvania Human Relations Act of 1955 to add sexual orientation and gender identify or expression to be included along with the 11 existing protected classes.

“The Pennsylvania Values Business pledge will help create a more diverse and inclusive environment not only in Pennsylvania, but across our society,” said Marvin Mendoza, PPG global head of diversity, equity & inclusion (DE&I). “Non-discrimination protections are not only the right thing to do, but they will strengthen businesses and help to keep talent in our cities. At PPG, we strive to recruit and retain the best talent, because we know that a diverse and inclusive workforce equips the company to drive superior innovations and generate greater value for our global customers, partners and shareholders.”

“We are delighted to have PPG’s support during this crucial moment in time,” said Preston Heldibridle, executive director of the Pennsylvania Youth Congress. “LGBTQ communities work tirelessly to ensure that basic dignity and equality are guaranteed for all. We know with PPG’s public commitment we will continue to change hearts and minds across the country, and hopefully the world.”

PPG recently received a score of 90% on the Human Rights Campaign Foundation’s 2021 CORPORATE EQUALITY INDEX®, which is a national benchmarking survey and report on corporate policies and practices related to LGBTQ workplace equality. The company’s Workplace Gender Identity and Transition Guidelines, for example, address the needs of transgender employees to ensure their safety and fair treatment, maximize their workplace integration and minimize stigmatization. To learn more about PPG’s ongoing focus on diversity, equity and inclusion, visit

For additional information regarding the Pennsylvania Values Business Pledge, visit


At PPG (NYSE:PPG), we work every day to develop and deliver the paints, coatings and materials that our customers have trusted for more than 135 years. Through dedication and creativity, we solve our customers’ biggest challenges, collaborating closely to find the right path forward. With headquarters in Pittsburgh, we operate and innovate in more than 70 countries and reported net sales of $13.8 billion in 2020. We serve customers in construction, consumer products, industrial and transportation markets and aftermarkets. To learn more, visit

We protect and beautify the world is a trademark and the PPG Logo are registered trademarks of PPG Industries Ohio, Inc.

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PPG Media Contacts:

Greta Edgar

Corporate Communications


Mark Silvey

Corporate Communications


IBM Study: LGBT+ Discrimination in U.S. Workplaces Remains High, Despite Global Focus on Social Justice

ARMONK, N.Y., June 9, 2021 /PRNewswire/ — Despite a year of intense global focus on social justice issues, nearly half of lesbian, gay and bisexual Americans recently surveyed by the IBM (NYSE: IBM) Institute for Business Value (IBV) stated they believed that their employer discriminates against people of their sexual orientation.

The new IBM study “Striving for authenticity,” conducted with Out & Equal Workplace Advocates and Workplace Pride, also found that discrimination is more pronounced where race, gender, and sexual orientation intersect. Across all surveyed racial identity groups, lesbian, gay and bisexual respondents see their sexual orientation as the primary driver of the discrimination they’ve personally experienced in the workplace.

Strikingly, a global IBM study of CEOs from earlier this year showed only 17 percent of CEOs surveyed ranked diversity and inclusion among the most important organizational attributes for engaging employees.

“There is much more corporations can do to support LGBT+ people’s career aspirations and allow them to bring their full selves to work,” said Ella Slade, IBM global LGBT+ leader. “Empathetic leadership and support for employees’ mental health with programs like Safe Spaces to Talk – which give employees in the LGBT+ community and others a safe place for sharing their experiences and gaining support – can help especially during the COVID-19 pandemic.”

“What we’re seeing is an authenticity gap. Too many LGBT+ people can’t show up as their authentic selves at work without facing negative consequences,” said Deena Fidas, Chief Program and Partnerships Officer for Out & Equal. “Too many can’t express their true gender identity. We are shining a light on this problem and providing employers with a roadmap they can use to address it.”

Respondents’ experiences of discrimination based on sexual orientation stratified along race lines
The study found that 74 percent of Black lesbian, gay and bisexual women surveyed believe their identity group is less successful than the general population. By contrast, among White men surveyed who did not identify as gay or bisexual, that figure drops to four percent.

In addition, while almost half of White lesbian, gay and bisexual respondents say they have experienced some discrimination based on their sexual orientation, only four percent respondents say they were discriminated against to a very great extent. For lesbian, gay and bisexual People of Color surveyed, this figure is closer to 20 percent.

Better support for LGBT+ professionals’ career growth is critical
According to the study, LGBT+ people continue to be underrepresented on executive teams in the U.S. – only seven percent of senior executives surveyed identify as lesbian, gay or bisexual. In addition, more than two in three lesbian, gay and bisexual respondents reported they don’t feel equipped to overcome professional challenges, and nearly two in three respondents said they have had to work harder to succeed because of aspects of their identity.

The COVID-19 pandemic placed an outsized burden on many lesbian, gay and bisexual caregivers surveyed

Though the COVID-19 pandemic’s massive shift to remote work and school affected many professionals with caregiver responsibilities, 43 percent of lesbian, gay and bisexual respondents said they have struggled balancing working from home with taking care of other family members amid the COVID-19 pandemic, compared with 34 percent of non-lesbian, gay or bisexual respondents.

Action guide
The study provides recommendations on how organizations can help make sustainable progress in creating more inclusive workplaces:

  • Fill the LGBT+ leadership pipeline. Corporate sponsorship and mentorship programs can elevate the voices of out members of the community and begin to address the LGBT+ leadership gap.
  • Set clear expectations for employees. Communicate the need for respect and the business value of belonging in the workplace, and ensure leaders understand intersectionality—how different layers of oppression overlap in people’s lives. Organizations can offer guidance on how to use inclusive language, such as gender-neutral pronouns. A poll conducted during the Global LGBT+ Innovation Jam* found that 82 percent of participants surveyed said they feel more comfortable at work when other employees display their pronouns in email signatures and/or on messaging platforms.
  • Institute non-discrimination policies and practices. From gender-neutral restrooms and dress codes to LGBT+-friendly family leave policies, corporate offerings can help create a more equal workplace. Leaders should conduct regular “equity” reviews of employer-provided benefits, including transgender-inclusive healthcare coverage, family benefits, retirement, travel and relocation, and more.
  • Use brand eminence as a tool for positive change. Leverage the power of the corporate brand to support LGBT+ rights around the world. For example, partner with trade associations and NGOs, issue position statements, and directly lobby to further LGBT+ rights around the world.

IBM has a rich heritage in diversity and inclusion and continues to learn, grow, and make progress. IBM designs and implements many inclusive policies, collaboration tools and benefits to support IBM’s LGBT+ community, allies and families, from transgender-inclusive healthcare benefits to training and certification programs about LGBT+ inclusivity to more than 50 LGBT+ employee resource groups around the world. IBM has also worked globally to secure equal rights protections for the LGBT+ community, including in the U.K., Hungary, Poland, Costa Rica, and Panama.

The “Striving for Authenticity” study polled more than 6,000 United States-based professionals, including 700 individuals who self-identified as gay or lesbian (73 percent) or bisexual (27 percent). 24 percent of respondents identified as Black, 24 percent of respondents identified as Hispanic, 24 percent of respondents identified as White, 24 percent of respondents identified as Pan-Asian and four percent of respondents identified as Native American.

*In addition to the quantitative survey, the IBV hosted a global two-day virtual conversation – the Global LGBT+ Innovation Jam – in cooperation with Out & Equal and Workplace Pride, in which  more than 2,000 business leaders, subject matter experts, and thought leaders—LGBT+ and allies—provided additional perspective. The survey results did not allow us to assess the multitude of gender identities across the spectrum. The qualitative data from the Jam better articulates these experiences.

The full IBV study is available at

About the IBM Institute for Business Value 
The IBM Institute for Business Value (IBV) delivers trusted business insights from our position at the intersection of technology and business, combining expertise from industry thinkers, leading academics, and subject matter experts with global research and performance data. The IBV thought leadership portfolio includes research deep dives, benchmarking and performance comparisons, and data visualizations that support business decision making across regions, industries and technologies. Follow @IBMIBV on Twitter, and to receive the latest insights by email, visit:

About Out & Equal Workplace Advocates 
Out & Equal is the premier organization working exclusively on LGBTQ workplace equality. Through worldwide programs, Fortune 500 partnerships and the annual Workplace Summit conference, it helps LGBTQ people thrive and supports organizations creating a culture of belonging for all.

Media Contact:
Michelle Mattelson
IBM External Relations



Dennis Velco Employer Brandin Reaching LGBTQ candidates lgbt professionals gay lesbian queer community (1)

Employer Branding: Reaching LGBTQ Candidates

Let’s face it. To attract and retain top talent today you and your organization must adapt, expand, and grow. Today, candidates, and we’ll say in particular LGBTQ candidates, evaluate your organization as a potentially good fit for them personally and professionally. The LGBTQ community in particular will often prefer an employer with great LGBTQ welcoming policies, benefits, and business practices over a competitor with less but a sexier role. They want to know that the prospective employer values them, their skills and the unique perspective they hold. It has been proven time and again that companies that whole embrace diversity financially thrive.Sure, they want to be valued and have a great career path, but when push comes to shove being valued authentically wins hand down. This means that no matter the size of the organization, or the roles you offer, building your culture matched with supporting policies and benefit is key to attracting and creating top LGBTQ talent.

You are Awesome. Are Candidates Aware?

In the 14 Ways to Support LGBT Employees article I described the differences between diversity, inclusion and being welcoming as:

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.

What is Employer Branding

Employer branding is the company’s reputation in the job market. It influences whether candidates view the employer as a “preferred employer”. This will ultimately make them decide whether to apply to the job position, or not. The right employee value proposition can thus make or break a hiring situation. Employee value proposition (EVP) is nothing but what you are offering your potential future employees—good culture, LGBTQ friendly policies, benefit and practices (which can include inclusive supplier diversity, inclusive marketing, political donations a d more), emploer perks (tuition reimbursement, etc), competitive compensation, work-life balance, community I volvement(sponsoring LGBTQ no -profits and businesses, if there is an LGBTQ employee resource group and it’s activities (such as outtings, mentorship, participation in Pride, etc) and more.

What OutBüro has found is that even those employer who are generally know as great employers for LGBTQ have extremely poor visibility of all their activity and efforts. Meaning they have poor Employer Branding targeting LGBTQ canidates. We searched and searched for Company X plus LGBT and many variations seeking employer positive content as a candidate might and usually found very little and in most cases nothing at all. So, how are candidates supposed to know? Effective employer branding speaks to and reaches the target candidates. For LGBTQ candidates, OutBüro is your best choice. Although a fairly new company the founder of OutBüro, Dennis Velco, has over 12 years serving, reaching, and building the LGBTQ professional community. The OutBüro site is your tool to consolidate your employer branding message, demonstrate all you do today while on your path to maturity as an employer. Communicate your messages, engage with business owners, industry professionals and potential candidates. We are here to help and guide through our professional consulting services directly or as needed through our approved network.

Getting the right people to apply not only optimizes recruiters’ efforts and hiring costs but also improves later-on new hire engagement. But this process begins much before the recruiter even sees the candidate profile or meets him or her. It starts at the employer branding stage.

Continuing with the party analogy, Employer Branding is:

  • The idea to have a party
  • The planning, and preparation, cooking the food on the grill, getting the drink station set up, setting up the sound system and getting the music linned up (will there be a live DJ or streaming music), cleaning the house and pool, ensuring enough supplies all around (plates, cups, utensils, ice, napkins, toilet paper, garbage bags, etc), setting up additional seating, dramatic lighting, and depending on your party the list could continue.
  • Plan for parking, clean up, and more.
  • Inviting all the guests, extending it to their choice of plus one or more. You might want to notify the neighbors.
  • Being ready to ask a rude part guest to leave.

So let’s delve into that in case it’s not clear. Opening your doors as a business and choosing to focus on being conscious of your efforts to be an employer that embraces diversity is the idea to have the party.

For planning it, checkout these articles:

Get Started

At OutBüro, we don’t expect you to be perfect. Showing up and starting is what is important. Mistakes happen, it’s how you grow from them that defines you. No matter where you are in your openly embracing LGBTQ equality, OutBüro is for you and ready to help. The important thing is to begin. Any current or recent past employees may add your organization. Meaning your organization may start receiving rating/reviews even if you aren’t officially present. The best approach is to be proactive, control what is on your employer listing, receive customer and candidate inquiries, and engage on the platform.

  • Register for your individual professional membership.
  • Begin checking out the site.
  • Add your organization with a 45-day free trial.
  • Schedule a conversation with our team so we may get to know each other and answer questions you might have and get you started out on the right track.
OutBuro Voices 1-24 Fabrice Houdart LGBTQ equality corporate responsibity professionals pinkwashing lgbt

Fabrice Houdart: LGBTQ Equality & Corporate Responsibility

In this episode host, Dennis Velco chats with Fabrice Houdart about LGBTQ equality and corporate responsibility. Fabrice has had a fascinating career championing for lesbian, gay, bisexual, transgender, intersex, and queer rights and equality. Currently, he is the Managing Director, Global Equality Initiatives at Out Leadership.

Out Ledership Fabrice Houdart LGBTQ professionals corporate equality
Fabrice Houdart LGBTQ equality and rights champion

Fabrice Houdart was previously Human Rights Officer at the United Nations in New York, and for the past four years, he worked on Free & Equal, an unprecedented United Nations campaign for LGBTI equality. He co-authored and led the United Nations Global LGBTI standards of conduct for Business, the largest corporate social responsibility initiative on LGBTI issues in the World. To date, more than 270 of the largest companies in the world have expressed support for the initiative. From 2001 – 2016, Fabrice was Senior Country Officer at the World Bank. At the Bank, he authored economic development analyses on Yemen, Uzbekistan, Tajikistan, and Tunisia and provided contributions to the 2012 Gender World Development Report (WDR) and the 2011 Conflict, Security, and Development WDR. He holds a B.A. in economics and management from Dauphine University in Paris and an MBA from American University in DC. Fabrice volunteers on the Board of Outright Action International, Housing Works, the NYC Gay Men’s Chorus, Alturi, the KindRED Pride Foundation, Witness to Mass Incarceration, and the Institute of Current World Affairs (ICWA). In 2019, he received the Golden Gate Business Association Award, the IGLTA Pioneer Award, and the Alan Turing LGTBIQ Award for his work on LGBTI rights. He was ranked 2nd by Yahoo Finance among LGBTI public sector executives globally in their 2019 Outstanding list. He was interviewed by The Economist, quoted in the New York Times, Foreign Policy Magazine, and The Guardian on issues pertaining to the human rights of LGBTIQ people. He lives in New York City with twin sons 6-year old Maxime and Eitan.

Connect with Fabrice on OutBüro

  • 01:00 Fabrice Houdart’s introduction – exploration at the World Bank how LGBTQ rights impact the economic development of businesses and the economies of countries
  • 02:45 Joins the Office of High Commissioner on Human Rights at the United Nations in 2016
  • 00:30 Describes how he works toward helping corporations to understand LGBTQ rights
  • 06:30 Explains how children suffer by not being able to be themselves with family and at school
  • 11:00 Corporations and employers have a rare opportunity to have a positive impact on society
  • 14:00 Only around 17,000 persons in the US gives more than $1,000 a year to support LGBTQ non-profits
  • 16:00 LGBTQ rights are the “canary in the coal mine” for broader human rights issues
  • 17:00 How the employees/public/consumers/investors play a role in influencing employers/companies
  • 18:00 The current struggle between conscience social responsibility versus only focused on profit over all else
  • 23:00 The complexity of companies can be confusing where they can be leaders in one area while in other areas seem quite opposite.
  • 26:15 Examples
  • 27:00 The LGBTQ equality footprint is Pro-LGBTQ support minus anti-LGBT support.
  • 29:30 OutBuro LGBTQ employer ratings have the potential to be an impact for good where all win
  • 30:15 Boycotts have little impact I immediately, but can have a significant impact over time affecting the growth
  • 33:00 Using your power to affect change
  • 36:00 Having a lot of LGBTQ employees is not a direct indication of the employer’s LGBTQ equality
  • 37:30 LGBTQ in management and at the board level. In the US total of 5670 Fortune board seats. Of those only 24 out LGBTQ persons and a few are overlapping by the same people.
  • 39:45 Must be careful to not allow LGBTQ equality to mask other social responsibility issues
  • 42:00 As LGBTQ is our responsibility to leverage our strength to affect positive change supporting everyone and our environment.

Join Martin on OutBüro, the LGBTQ professional and entrepreneur online community network for gay, lesbian, bisexual, transgender, queer, a.lies and our employers who support LGBTQ welcoming workplace equality focused benefits, policies, and business practices.

Would you like to be featured like this? Contact the host Dennis Velco.

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Queer Staff Network Berlin with Dr. Markus Loew

In this episode, host Dennis Velco chats with Dr. Markus Loew about the Queer Staff Network of Berlin. Dr. Loew describes the group as an LGBTQ professional network of networks. It is a coming together of all the LGBTQ employee resource groups (ERGs) from all corporate employers with offices operating in Berlin. They have 3-4 meetings a year where they discuss issues, strategies, opportunities, collaborate, and share to advance lesbian, gay, bisexual, transgender, and queer equality, workplace belonging, career advancement, and how to assist their employers to be a better citizen in the LGBTQ community at large. Join the Queer Staff Network of Berlin group on OutBüro:

Queer Staff Network Berlin 1
  • 01:00 Introduction of Queer Staff Network of Berlin
  • 05:00 Discusses the new direction to expand to LGBTQ entrepreneurs
  • 06:30 Advocating Corporate Supplier Diversity a mutual benefit
  • 13:00 Leveraging for Employer ERGs through online groups
  • 14:20 Questions for companies – are you maximizing the opportunities?
  • 18:00 A company thought they were in the LGBTQ consumer market, yet was not positioned well
  • 19:00 Inclusion and diversity with authenticity can lead to opportunity
  • 24:15 Pinkwashing – Bad for corporate image and business – be authentic – example

Connect with Dr. Markus Loew on OutBüro:…

Currently, Germany has one LGBTQ chamber of commerce located in Köln (Cologne). The Queer Staff Network of Berlin is bridging the lack of a formal LGBTQBerlin Chamber of Commerce to invite local and regional small and medium LGBTQ entrepreneurs to join the group. They are mentoring the business owners on how to do business with the large corporations, what products and services are needed and how the LGBTQ owned businesses can participate in the procurement process and hopefully win the contracts. On the inside, the corporate members of the Queer Staff Network of Berlin are raising awareness of the need and value of supplier diversity. They are internal champions for the small and medium LGBTQ owned businesses. It is a “Hey Dir of Procurement, we use/need X, and here’s an LGBTQ owned business that can supply that for us”. This level of collaboration, commitment, mentorship, and advocacy is a bright shining example of DOING IT RIGHT! APPLAUSE!

Join Markus on OutBüro, the LGBTQ professional and entrepreneur online community network for gay, lesbian, bisexual, transgender, queer, allies and our employers who support LGBTQ welcoming workplace equality focused benefits, policies, and business practices.

Would you like to be featured like this? Contact the host Dennis Velco.…

LGBTQ Corporate Equality Overview - OutBuro LGBT Virtual Career Fairs - Employer Branding Ratings Reviews gay lesbian Recruiters Job Search Seeking

LGBTQ Corporate Equality Overview

LGBTQ corporate equality is the fair and equal treatment of LGBTQ employees by their employers. It can also be more broadly called LGBTQ workplace equality to be inclusive of all employer types. It is achieved when LGBTQ employees are able to access and enjoy the same rewards, resources, and opportunities without regard to sexual orientation, gender identity, or gender expression.

Many studies around the world have clearly demonstrated the benefit of supporting LGBTQ corporate equality.  In summary, the studies demonstrate that championing LGBTQ workplace equality improves employee morale, increases productivity, improves LGBTQ employee and customer loyalty, employee engagement, increased creativity and problem solving and team/customer/client interaction all leading to a proven increase in the financial performance of the organization. Also, see “What is LGBTQ Corporate Equality“.

Most western countries worldwide have made significant progress towards LGBTQ equality in recent decades. However, not enough. For example, as the writing of this article, the United States is still a patchwork at the state level where half the state does not offer full legal protection for their LGBTQ citizens.  A study from the University of Surrey found that LGBT people less likely to be hired, paid less, and not promoted.

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LGBTQ Corporate Equality Indexes

The concept was spurred by several LGBTQ rights organizations seeing that government laws to protect LGBTQ persons at work and beyond were not moving at the desired pace. Led by the USA there are several others around the globe who model themselves after the US index. These organizations decided to focus on primarily large fortune 1000 level corporations to provide guidance and scoring index of those companies’ LGBTQ friendly policies, benefits and business practices such as having the following in place:

There are some pros and cons to such rating indexes. The primary ones are they are limited to only Fortune 1000 usually and are self-reported with no employee input about the actual work environment and work culture. Check out “LGBTQ Corporate Equality Ratings – A New Approach for All Employers“. For any employer wishing to start or enhance their current LGBTQ workplace equality efforts check out “6 Steps – Enhance LGBT Workplace Equality

Does Implementing LGBTQ workplace equality have a cost?

Sure there is some employer expense in providing equal benefits. As mentioned above the organization will benefit financially which will offset those costs. Again, many studies around the world have clearly demonstrated the benefit of doing so. It is also is a risk mitigation by creating a welcoming environment with clear non-discrimination policies thus reducing the opportunity of future LGBTQ discrimination and harassment lawsuits. Simply, it’s the right thing to do.

Want to learn more?

Check out the following articles to learn more:

Gay Marketing Association Names OutBuro 2020 Business of the Year for LGBTQ Corporate Equality Employer Branding Ratings Reviews Monitoring

Gay Marketing Association Names OutBuro as 2020 Business of the Year for LGBTQ Corporate Equality

On December 30, 2019, the Gay Marketing Association awarded OutBuro the 2020 Business of the Year for LGBTQ Corporate Equality.

Gay Marketing Association Awards OutBuro 2020 Business of the Year for LGBTQ Corporate Equality - Employer Branding Ratings Reviews Monitoring Gay Lesbian Careers

Gay Marketing Association proudly awards the GMA 2020 Business of the Year Award: LGBTQ Corporate Equality to OutBüro!

Why this matters to us: LGBTQ workplace equality is especially important for the founder of Gay Marketing Association, Will Senn, who was previously terminated for coming out as gay at work and created a group he always wanted with Gay Marketing Association.

How does Outbüro most contribute to the LGBTQ community?

Recently, Fabrice Houdart, a top Human Rights Advocate for the United Nations publicly said via a posting on LinkedIn, ”This (Outbüro) is fascinating and much more aligned with the UN’s Global LGBTQ Standards for Business than most (any) indexes! (LGBTQ Corporate Equality Indexes)”.

United Nations Human Rights Officer Fabrice Houdart - In LinkedIn Group 2019-07-03 OutBuro More Aligned with UN LGBTQ Business Standards than most Corporate Equality Indexes

Outbüro’s mission is to connect the world’s LGBTQ employees, professionals, and entrepreneurs with opportunities to grow in their careers and grow their companies. We strive to connect companies and organizations that support LGBTQ Corporate Equality with quality candidates while providing a voice and insight into workplace culture and LGBT workplace issues.

LGBTQ employees ratings/reviewing their employers to improve LGBTQ Corporate Equality, and impact the economic growth of individuals and the LGBTQ community as a whole. It also provides a LinkedIn-style professional online community. Employers of any size, any type and anywhere in the world may participate leveraging the employer branding to convey in a consolidated platform all they do for their employees, clients/customer and the community. They also may utilize the site as a review/rating monitoring and interaction platform to stay abreast of what LGBTQ current and former verified employees think of them as an employer.

How does Outbüro feel about winning the GMA 2020 Business of the Year Award for LGBTQ Workplace Equality?

I am honored to be nominated and receive the recognition of this award. I started the first LinkedIn Group for LGBTQ professionals and entrepreneurs 12 years ago 100% voluntarily. After I began working to build Outbüro ( I branded the LinkedIn group as a service of Outbüro.

I am so grateful that the community, including the Gay Marketing Association, is starting to take notice. Not for me, but for the entire LGBTQ community. Outbüro is where you belong and your voice matters.

Do you have any exciting plans for Outbüro in 2020? How will the organization expand?

Like most businesses, we had some early hurdles to overcome. Outbüro around 6 months behind where I wanted to be. So I am considering 2018-19 a soft launch and January 2020 it’s official launch.

So our exciting plans for 2020 is to be 100% fully functional by the end of January. There is just a small part to reach that. Then to start aggressively reaching out to employers of all types and sizes to join.

We will be expanding our grassroots marketing to attract more LGBTQ professionals and entrepreneurs to leverage the employer ratings/review platform where verified current and recent past employees may anonymously rate their employer on not only LGBTQ focused topics such as discrimination and harassment, but also general areas such as how happy are you to go to work each day, effectiveness of meetings and more. It is a tool to provide employers the accolades for supporting LGBTQ workplace equality. Posted ratings and review provides LGBTQ job seekers the information they need to find their next amazing employer.

Additionally, Outbüro is launching LGBTQ Virtual Career fairs bringing LGBTQ friendly employers together with quality LGBTQ candidates. Although not only a job site, we believe this will create a great value proposition for employers to get on board and LGBTQ professionals to join the site. The first 12 planned virtual career fairs are already listed on the site – easily found in the top navigation menu.

LGBTQ Corporate Equality Proactively List Your Political Donations [Video] - OutBuro LGBT Employer Branding Company Ratings Reviews Monitoring

LGBTQ Corporate Equality – Proactively List Your Political Donations

Does your company donate to Pro-LGBT and anti-LGBT politicians at any level of government from city, county, state/region to federal/national? Utilize as your employer branding platform to proactively list your political donations with a brief reasoning why it was important to the company. We don’t always agree with every political stance of a politician and in life and business sometimes has to interact with persons or organizations who may not share 100% of our own views.

Politicians who are known to be anti-LGBTQ may be in a position that s/he is still important to the company and its ability to grow and thrive. By being proactive and annotating it on your OutBüro LGBTQ Employer Branding record you are getting ahead of the conversation before LGBTQ organizations and journalists report about you negatively. Provide a full record annotating everything that you do for your LGBT employees and the community so that it is easy to see how great of an employer you are. Be proactive. We want you to shine.

Pro and Anti-political donations LGBTQ corporate equality employer reviews ratings monitoring branding Workplace social proof - OuutBuro - diversity inclusion discrimination

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