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Your Voice has the Power to Create Change – LGBTQ+ Employees Rate/Review Your Employer

LGBTQ+ EmployeesReview/Rate your employers in support of LGBTQ Corporate Equality.

With a mask of anonymity, you can:

Any Company/Organization

Any Size – Large or Small

Any Location – Worldwide

Your Voice – Anonymously

Our Future

With the majority of US states not granting legal protections and rights for LGBTQ+ 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 LGBTQ+ 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 Equality
  • 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 CompanyReviews Employer 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
  • Transgender-Inclusive 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.

Grab Your Spandex, Cape, and Mask 

Review your employer today

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University of Phoenix Employees Celebrate Phoenix Pride Parade

Employee Resource Group leads participation in Phoenix community event

PHOENIX–(BUSINESS WIRE)–University of Phoenix employees support the Phoenix Pride Parade, held November 6, the annual celebration of the LGBTQ+ community held in Phoenix, Arizona. University of Phoenix Employee Resource Group (ERG), Allies of Pride, with over 500 members, promotes the event to staff, students and faculty and provides volunteer support.

During the pandemic, many similar celebrations and in-person community events and support opportunities were cancelled or delayed.

“It’s important to remember that Pride is not just a parade or a specific month in which we celebrate. Pride is what we do every day. It’s what’s inside us, how we live our lives open and honestly and how we support each other. Pride is never cancelled,” shares Julie Fink, vice president of Human Resources at University of Phoenix. “However, we are excited to have a visual and in-person celebration of our community and support for each other, which is so critical as we emerge from a very difficult year and a half. This parade is an opportunity to celebrate, be together, and to support our loved ones, family members, and each other.”

The purpose of Allies of Pride employee resource group is to promote awareness within the University and community of LGBTQ understanding and acceptance. Additionally, the goal is to attract “allies” who support LGBTQ causes and rights to create a stronger support network both internally and externally of the organization.

“The University of Phoenix is dedicated to the work of advancing inclusion as part of its focus on Diversity, Equity, Inclusion and Belonging (DEIB),” Fink states. “It has received perfect successive scores on the HRC Corporate Equality Index. This highlights the University’s willingness to review practices to make changes or adapt to evolving nondiscrimination views.”

The HRC Corporate Equality Index is a self-reported system that evaluates workplace equality in regard to specific criteria, including workforce protections, inclusive benefits, supporting an inclusive culture and corporate social responsibility, and responsible citizenship. University of Phoenix has received a perfect Equality Index score consecutively over the past four years.

Learn more about the Phoenix Pride Parade here.

About University of Phoenix

University of Phoenix is continually innovating to help working adults enhance their careers in a rapidly changing world. Flexible schedules, relevant courses, interactive learning, and Career Services for Life® help students more effectively pursue career and personal aspirations while balancing their busy lives. For more information, visit phoenix.edu.

Contacts

MEDIA CONTACT: Sharla Hooper

University of Phoenix

[email protected]

Queer News Tonight Sept 7 2021 OutBuro LGBT professional entrepreneur online networking community gay lesbian bisexual transgender nonbinary

Tue, Sep 7, 2021 Daily LIVE LGBTQ+ News Broadcast | Queer News Tonight

In this episode:
– Alphonso David Fired by Human Rights Campaign After Cuomo Firestorm
– Catholic schools can’t fire teachers for being gay, federal court rules
– Tens of thousands protest for gay marriage in Switzerland
– Fourth Circuit Rules NC Can Be Sued for Violating ACA Over Anti-Trans State Employee Health Care Plan
– Canada’s Drag Race star ‘told not to discuss trans identity’ by producers
– Queer News Tonight Q&A On LGBTQ+ Health & Pandemic, 9/7/2021
– The LGBTQ+ Legacy of 9/11
– The LGBTQ+ Generational Wealth Gap Is a Serious Issue
– Fans Love Candyman’s Refreshing Portrayal of a Gay Couple
– Pete & Chasten Posted The First Photo Of Their Babies & Shared Their Names

Get the top headlines from the LGBTQ+ perspective with anchors Al Ferguson, Jasmine Pryce Lords, Gregg Shapiro, Jasmine McKenzie, and Kishi Chad.

️ We need your support! Become a patron: https://www.Patreon.com/QNewsTonight

Missed our most recent video? Catch up here: http://bit.do/QNT-New
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Queer News Tonight is a product of Happening Out Television Network, a collection of powerful brands that deliver diverse and engaging content. Sister shows include:
– It’s Happening OUT , the World’s Most Popular LIVE Gay Television Show. www.YouTube.com/ItsHappeningOut
– TRANSlation, the first show BY the Transgender community FOR Trans allies. www.YouTube.com/TRANSlationTalk

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Fleishers butcher shops closes after staff walks out when owner yanks Pride flags from stores

Fleischer’s, a chain of high-end butcher shops around the New York City area, is temporarily closed after dozens of staff members walked out when the company’s CEO removed Pride flags and Black Lives Matter signs from the stores. People of color and queer people make up about half of the CEO John Adams’s employees. He learned about the consequences of his actions the hard way when three dozen employees walked out. Members of the butcher shops’ staff say Rob Rosania, a major investor in the chain, called Adams after a friend called to complain about a BLM sign that “offended” him. Rosania demanded the sign be removed. Adams complied, traveling to Connecticut and New York City to remove the banners and signs. Staff rebelled, castigating Adams directly and taking their outrage to social media. Adams had promised to bring more “accountability to the company,” and his employees wanted him to know he’d failed in a major way.

?️ We need your support! Become a patron: https://www.Patreon.com/QNewsTonight

? Missed our most recent video? Catch up here: http://bit.do/QNT-New

Want to hear more news that affects the #LGBTQ Community?
Tune in daily for Queer News Tonight LIVE at 8pm Eastern. Catch up on-demand on YouTube. If LGBT Content is important to you, remember to subscribe and ring the bell: http://bit.do/subQNews

Facebook: https://www.facebook.com/QueerNewsTonight/
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Queer News Tonight is a product of Happening Out Television Network, a collection of powerful brands that deliver diverse and engaging content. Sister shows include:
– It’s Happening OUT , the World’s Most Popular LIVE Gay Television Show. www.YouTube.com/ItsHappeningOut
– TRANSlation, the first show BY the Transgender community FOR Trans allies. www.YouTube.com/TRANSlationTalk

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LogDNA Named to Fortune Best Small and Medium Workplaces List for Second Consecutive Year

Rapid-growth company recognized for its commitment to sustaining a cohesive, high-performing culture where everyone is supported.

MOUNTAIN VIEW, Calif.–(BUSINESS WIRE)–#ApplicationDevelopersLogDNA, the leading log management solution for teams that embrace DevOps, today announced it was selected by Great Place to Work® and Fortune magazine as one of the 2021 Best Small & Medium Workplaces™. This is LogDNA’s second time being named to this prestigious list.

Earning a spot means that LogDNA is one of the best companies to work for in the US. In fact, 96% of employees at LogDNA say it is a great place to work, compared to 59% of employees at a typical US-based company.

“Taking care of our employees is deeply important to LogDNA leadership. This award shows that in the midst of an unpredictable year, our employees told the world that working at LogDNA was a positive experience,” said Tucker Callaway, CEO of LogDNA. “The pandemic reinforced how important our focus on culture has been in building a thriving, resilient business. Now, LogDNA is at a point of massive growth, and we are doubling down on our investments in our people. It is our vision to create and sustain a cohesive, high-performing culture where everyone is supported.”

LogDNA is a remote-first company with employees across the globe who come together each day to build a product that makes developers’ lives better. The company works to create an environment where:

  • People have the opportunities and resources to do their best work and grow their careers;
  • Teammates can achieve outstanding business results together;
  • Teams are made stronger by individuals’ differences, compassion, and desire to grow;
  • Employees are champions for diversity, equity, and inclusion in the community.

LogDNA’s guiding principles include commitments to work-life balance, freedom and flexibility, productivity and impact, well-being, work satisfaction, and diversity, equity, and inclusion (DEI). LogDNA’s new Director of Talent Acquisition Anna-Marie Gutierrez-Lee has set new goals for improving DEI efforts. The company has also created Employee Resource Groups to celebrate the diversity of employees and provide opportunities to engage with the communities that built them. A few examples include Women in Tech, PrideDNA, and LogDNA’s Asian Pacific Society.

In addition to being Great Place to Work Certified for two consecutive years, LogDNA was also selected as a Y Combinator Top Company for the second time. Together, the companies on July’s list are valued at more than $400 billion and have created more than 70,000 full-time jobs. LogDNA is growing quickly with nearly 20 job positions open across nearly every area of business. Visit the LogDNA Career and Culture center to learn more.

About LogDNA

LogDNA is a centralized log management solution that enables frictionless consumption and actionability of log data so developers can monitor, debug, and troubleshoot their systems with ease. Launched in Y Combinator’s Winter 2015 cohort, LogDNA is the sole logging provider for tech giant IBM Cloud, and it fuels massive productivity gains for modern engineering teams at hyper-growth startups and Fortune 500 companies alike, including Asics, Better.com, Sysdig, and 6 River Systems. The company has been recognized as one of Forbes’ Cloud 100 Rising Stars, Gartner’s Top 25 Enterprise Software Startups to Watch, CRN’s 10 Hottest Cloud Startups, and Fortune’s Best Small and Medium Workplaces, and it received the IBM Cloud Embed Excellence Award. Visit www.logdna.com and follow on GitHub, Twitter, and LinkedIn.

About the Best Small & Medium Workplaces™

Great Place to Work® selected the Best Small & Medium Workplaces™ by gathering and analyzing confidential survey responses from more than 280,000 employees at Great Place to Work-Certified™ organizations. Company rankings are derived from 60 employee experience questions within the Great Place to Work Trust Index™ survey. Read the full methodology.

To get on this list next year, start here.

About Great Place to Work®

Great Place to Work® is the global authority on workplace culture. Since 1992, they have surveyed more than 100 million employees worldwide and used those deep insights to define what makes a great workplace: trust. Their employee survey platform empowers leaders with the feedback, real-time reporting and insights they need to make data-driven people decisions. Everything they do is driven by the mission to build a better world by helping every organization become a great place to work For All™.

Learn more at greatplacetowork.com and on LinkedIn, Twitter, Facebook and Instagram.

Contacts

Media contact:
Jennifer Tanner

Look Left Marketing

[email protected]
229-834-3004

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GE Appliances Earns 2021 Great Place to Work Certification™

Designation shows GE Appliances is one of the best companies to work for in the country

LOUISVILLE, Ky.–(BUSINESS WIRE)–GE Appliances, a Haier company, today announced it has earned the global Great Place to Work recognition, a prestigious award based entirely on what employees have to say about their work experience.


This year, 81% of employees said GE Appliances is a great place to work – beating the national average of 59% for a typical U.S.-based company by 22 percentage points. Results also showed 89% of employees said they felt welcome upon joining the company.

This is a tremendous win that underscores a fundamental priority of our company: taking care of our people,” said Kevin Nolan, president and CEO of GE Appliances. “We know that building world-class appliances for our customers and owners starts with world-class people behind our products—and we appreciate all that our employees do. At GE Appliances, we strive to offer a culture and experience that supports the ideas, aspirations, and wellbeing of everyone and helps us become the employer of choice for top, diverse talent globally and across the U.S.”

Great Place to Work® is the global authority on workplace culture and employee experience. Since 1992, they have surveyed more than 100 million employees worldwide and used those deep insights to define what makes a great workplace: trust.

Great Place to Work Certification™ isn’t something that comes easily – it takes ongoing dedication to the employee experience,” said Sarah Lewis-Kulin, vice president of global recognition at Great Place to Work. “It’s the only official recognition determined by employees’ real-time reports of their company culture. Earning this designation means that GE Appliances is one of the best companies to work for in the country.”

GE Appliances believes in putting people first. In addition to a comprehensive and flexible benefits package, the company offers several programs that help employees focus on their wellbeing and the health of their families. These include its award-winning “WellWithin” initiative and a paid parental leave policy providing up to 12 weeks leave for new parents.

The company has also earned the “Best Place to Work for LGBTQ Equality” from the Human Rights Campaign four years in a row and has been recognized as one of the “Healthiest Workplaces in America” by Healthiest Employers.

We’re Hiring!

Looking to grow your career at a company that puts its people first? Visit our careers page at https://careers.geappliances.com/

About GE Appliances

GE Appliances strives to make the world a better place and is committed to leading in the communities where its 14,000 employees live and work. A purpose-rooted and passion-driven organization, GE Appliances believes there is always a better way. Its corporate headquarters is in Louisville, Ky., and it sells products under the Monogram®, Café™, GE Profile™, GE® Appliances, Haier, and Hotpoint brands. Its appliances, which are in half of all U.S. homes., include refrigerators, freezers, cooking products, dishwashers, washers, dryers, air conditioners, water filtration systems, water heaters, wine & beverage centers, and small appliances.

About Great Place to Work Certification

Great Place to Work® Certification™ is the most definitive “employer-of-choice” recognition that companies aspire to achieve. It is the only recognition based entirely on what employees report about their workplace experience – specifically, how consistently they experience a high-trust workplace. Great Place to Work Certification is recognized worldwide by employees and employers alike and is the global benchmark for identifying and recognizing outstanding employee experience. Every year, more than 10,000 companies across 60 countries apply to get Great Place to Work-Certified.

Follow us on LinkedIn, Twitter, and geappliancesco.com for more news and updates from GE Appliances.

Contacts

Daniel Kemp, Senior Specialist, Corporate Citizenship Communications

[email protected]

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Understanding the LGBTQ+ Workplace Experience

With the current mass job migration in where recent studies have found that around 70% of employees are considering a job change employers need to focus on work culture, benefits, and equality in its full spectrum to retain and attract top talent. Check out our page for employers with numerous employee statistics based on studies to gain a clear perspective. Focusing on diversity, equity, and inclusion is a key metric that most job candidates are seeking. Fabrice Houdart, the co-author of the United Nations’ Business Strategies for LGBTQ+ Inclusion stated in a recent interview with OutBüro that. “LGBTQ+ inclusion is like the canary in the coal mine. If an organization is not doing that well, they likely aren’t doing well diversity and inclusion at all.”

IBM has been a global leader in the space of LGBTQ+ workplace inclusion for a long time. Its earliest LGBTQ+ champion was Stan Kimer, now the VP of Training at the US National Diversity Council. OutBüro had the honor to interview him and he now is part of the OutBüro Advisory Board. Gain an understanding of the transgender experience through hearing from Celia Daniels who is also. on the Advisory Board.

Interviews to further your diversity, equity, and inclusion understanding:

United Nations GLOBE President Gurchaten “Nanoo” Sandhu – LGBTQ+ Leader

Actions employers can take to create inclusive workplaces

Employees are to be more willing than ever before to change employers to find an environment where they can bring their full selves to work, so it is essential for organizations to be proactive to retain and attract top talent.

Around the world we are much more aware of the impact of intersectionality discrimination becomes more pronounced where race, gender identity, gender expression, and sexual orientation intersect.

Discrimination and harassment remain all too real for LGBTQ+ employees and job seekers.

Nearly half (45%) of lesbian, gay, and bisexual Americans surveyed by the IBM Institute for Business Value say their employer discriminates against people who are LGBTQ+. More than 66% of the study respondents say they don’t feel equipped to overcome professional challenges. Underrepresentation of LGBTQ+ in workplace leadership roles continues – only 7% of senior executives surveyed identify as lesbian, gay, or bisexual.

Retaining and attracting top talent is a company’s greatest competitive advantage. COVID has made employee question their current employers. As mentions employees today seem to be more willing than ever before to change employers to find an environment where they can bring their full selves to work and feel aligned with the company’s values and purpose. This makes it even more critical for employers to be proactive and diligent in creating an inclusive work culture and safe workplace environment for employees to thrive.

IBM’s new study, created in collaboration with Out & Equal, calls out a few of the most important actions HR leaders should consider creating more inclusive workplaces and cultures for the LGBTQ+ community and beyond.

Set clear expectations and show employees how they can create an inclusive environment

Organizations need to be very clear about what they expect from employees and leaders in creating a working environment where everyone can be themselves. Key to this is providing education and training for all employees, but especially managers, on LGBTQ+ inclusivity, empathetic leadership, and identifying and addressing unconscious bias.

HR leaders should also share formal guidance on how all employees can use inclusive language, such as gender-neutral greetings (e.g. hi everyone vs hi ladies and gentlemen) and sharing pronouns. An online poll of nearly 600 people conducted supporting the IBM study found that 9% do not feel that the gender they express at work matches their true gender identity, which shows that we still have a long way to go to ensure transgender and non-binary employees feel able to bring their whole selves to work.

Another poll from this study showed 82% of respondents feel more comfortable at work when other employees display their pronouns in email signatures and/or on messaging platforms. At IBM, for example, we have a feature that enables IBMers to display their pronouns on their profiles in our global intranet employee directory and also encourage IBMers to share their pronouns on their email signature and Slack. These changes in language are vital to ensure everyone feels seen, heard and included.

Institute non-discrimination policies and practices

In addition to formal non-discrimination policies, corporate offerings like gender-neutral restrooms, gender affirmation treatment benefits or family leave policies that are LGBT+-friendly are critical. On this front, engaging in ongoing dialogue with LGBT+ employees is crucial to understanding what is working and what is not and what the community needs around the globe. That can include everything from regular virtual meetings to quick pulse surveys. Employee Resource Groups are great communities to tap into to get this feedback.

Use brand eminence as a tool for positive change

Minority groups need to know that their organization supports their human rights, and this goes far beyond the internal policies, training, and benefits. This means that it is critical for organizations to have a deep understanding of the legislative issues facing their employees and to be working towards positive change. I’m proud that at IBM, we have continually supported and pushed for the passage of the Equality Act in the United States, for example.

Invest in filling the LGBT+ leadership pipeline

I strongly believe in the power of role models, as well as sponsorship and mentorship programs to address the LGBTQ+ leadership gap. They are critical tools to help raise up the ideas and concerns of out members of the LGBTQ+ community, and help them overcome challenges they may be facing. From personal experience, I know how helpful it can be to have a senior leader in your corner, and I have also learned a lot from my own mentees. Additionally, by having conversations with my straight, cisgender colleagues about the LGBTQ+ community, I am teaching them new things and giving them an insight into a community they are not a part of. My hope is that those conversations have a ripple effect, and the information is shared with their friends, family members, and colleagues.

Have a clear LGBTQ

+ Employer Branding and Talent Acquisition Strategy

Learn more about how OutBüro can be a tool to showcase your organization through LGBTGQ+ targeted employer branding and talent acquisition at https://outburo.com.

Cultivating a truly diverse and inclusive workplace where all people can thrive is a high bar, but it’s worth the effort.

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Breaking Queer News: Exclusive interview with LGBTQ+ residents of Cuba during the protests.

HappeningOut has had a long-standing relationship with LGBTQ Cubans. Since the recent citizen protest and the government turning off all access to the internet striving to keep Cuban citizens from knowing what the rest of the world is saying about the protests. HappeningOut had the honor of reaching one of their LGBTQ Cuban contacts through special means to ask how things are in general and especially for the LGBTQ Cuban Community.

Windstream’s Diversity Efforts Recognized by Black EOE Journal

LITTLE ROCK, Ark.–(BUSINESS WIRE)–Windstream, a privately held communications and software company, has been named a Top Employer, Top LGBTQ+ Employer and Top Supplier Diversity Program for 2021 by Black EOE Journal.

We are honored to be recognized for our diversity and inclusion initiatives by Black EOE Journal,” said Mary Michaels, chief human resources officer at Windstream. “Our company celebrates the authenticity and uniqueness of our people and their ideas. The diverse voices of our employees fuel our innovation and the inclusive culture we are building empowers each one of us to better serve our customers.”

Black EOE Journal is published by DiversityComm, Inc.

Each year, DiversityComm, Inc. (DCI) and its six diversity magazines conduct select evaluations of the nation’s Employers, Supplier Diversity Programs, Industry Leaders, Law Enforcement & Government Agencies and Schools. The evaluations also integrate findings by each magazine independently to identify “Best of the Best” in relation to outreach and accessibility to the minority, veteran, female, people with disabilities and LGBTQ+ population. These non-biased studies are a valuable resource for the publication’s readers, jobseekers, business owners, students, senior management, and consumers.

We strive to encourage other companies to follow the lead and ultimately create a more diverse workforce,” said Mona Lisa Faris, president and publisher of DCI.

More information about DCI’s “Best of the Best” can be found here.

About DiversityComm, Inc.

DiversityComm, Inc. (DCI) is the proud publisher of six nationally recognized diversity focused magazines: Black EOE Journal, HISPANIC Network Magazine, Professional WOMAN’s Magazine, U.S. Veterans Magazine, Diversity in STEAM Magazine and DIVERSEability Magazine. We are dedicated to inform, educate, employ and provide equal opportunity within corporate America in order to create a more diverse workplace.

About Windstream

Windstream Holdings is a privately held communications and software company. Windstream offers managed communications services, including SD-WAN and UCaaS, and high-capacity bandwidth and transport services to businesses across the U.S. The company also provides premium broadband, entertainment and security services through an enhanced fiber network and 5G fixed wireless service to consumers and small and midsize businesses primarily in rural areas in 18 states. Additional information is available at windstream.com or windstreamenterprise.com. Follow us on Twitter at @Windstream.

Contacts

Windstream Contact:
Scott Morris, 501-748-5342

[email protected]

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United Nations GLOBE President Gurchaten “Nanoo” Sandhu – LGBTQ+ Leader

In this episode of OutBüro Voices featuring LGBTQ professionals, entrepreneurs, and community leaders from around the world, host Dennis Velco chats with the United Nation’s LGBTQ+ personnel leader Gurchaten “Nanoo” Sandhu. His reach incorporates 70 UN organizations in a unique personnel bargaining way.  

This is just the text description is just a brief overview, so be sure to listen or watch and post any questions you might have for Nanoo in the comments.  

Nanoo who is a British citizen by birth, his parent immigrated comes from Northern Indian with Punjabi heritage and a with a Seik spiritual upbringing. See the separate short video of our discussion on being LGBTQ and Sikh by upbringing and faith which was an educational lesson for me.   

Nanoo, which is what people close to him call him, started out as an intern at the United Nations.  When he arrived in Switzerland 15 years ago it was just for that 6-month internship. Yet he hasn’t left – other than for holiday. He converted to a full-time employee of the United Nations International Labor Organization (ILO) in where he’s had the opportunity to work on the policy of international labor rights and equality.  

His early career at the United Nations was fraught with homophobia and being specifically told by another gay colleague to stay in the closet, this is not a place you will thrive and be out as gay.  Like all organizations, change happens over time. One of the additional challenges of working at the United Nations as personnel is that all policies and benefits for each of the 70 organizations are reviewed and fate determined by its operational board which consists of the member state/country representatives.  So, if those happen to be countries that criminalize same-gender relationships, it can be difficult to achieve complete LGBTQ inclusive policies and benefits in those organizations.  

As Nanno described, the United Nations GLOBE is quite interesting. It is not a traditional Employee Resource Group like what is found in many for-profit companies around the developed world. It operates on a completely voluntary basis with ZERO funding from the United Nations or any of its 70 organizations.  It is a personnel lead, managed, and self-funded organization. It operates somewhere between an employee resource group and a staff bargaining union.   

Anytime there is any discussion of human resource policy or benefits within any of the UN 70 organizations, the UN GLOBE demands a seat at the table to ensure for the benefit of all personnel that the needs of LGBTQ personnel are addressed, often to the benefit of their heteronormative colleagues as well.  Being a truly global organization has presented many challenges. For example, when a staffer is offered a post in a country that is not LGBTQ+ friendly or it is criminalized in the potential destination country, what are the options the UN can achieve. In some cases, if the staffer chooses not to take the assignment it can be a career-limiting choice. We all have tough choices to make, but living as one’s authentic self as safely as possible is of course the best choice. There will be other job advancement opportunities in the future.  

I am fascinated by this model and feel it can be an inspiration to others. Regardless of the employer’s buy-in, organize, educate, connect, and create change on your terms. Your and the UN Globe are an inspiration. 

Join me and Nanoo 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.  https://www.OutBuro.com  

Would you like to be featured like this? Contact the host Dennis Velco.  https://outburo.com/profile/dennisvelco/

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