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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

sharla.hooper@phoenix.edu

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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.

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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

logdna@lookleftmarketing.com
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.

Great Place to Work release photo
GE Appliances a Haier company logo

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

Daniel.Kemp@geappliances.com

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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.

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

scott.l.morris@windstream.com

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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/

Great Western Bank Announces Appointment of Director of Diversity, Equity and Inclusion

SIOUX FALLS, S.D.–(BUSINESS WIRE)–$gwb–Great Western Bank (GreatWesternBank.com) is pleased to announce the appointment of Macala Carter as the Bank’s first Director of Diversity, Equity and Inclusion (DEI). In this new role, Ms. Carter will spearhead the Bank’s DEI strategy and develop measurable institutional outcomes in support of an inclusive and diverse workforce and culture reflective of the Bank’s communities.

Ms. Carter joined Great Western Bank in 2012. Ms. Carter was appointed Chair of the DEI Council in early 2021 and has already led several impactful initiatives, including the seven week #BeU Campaign where Bank employees pledged to support DEI efforts, participated in volunteer opportunities, training, the World Day of Cultural Diversity and Cultural Culinary Experiences; speaking events surrounding awareness and education for Juneteenth; and this month’s Pride Month Campaign that includes training, LGBTQ speaking events and Drag Queen Story Time.

“Macala’s passion for DE&I is infectious,” said Chief Executive Officer, Mark Borrecco. “She is the right leader at the right time.”

Ms. Carter’s commitment to DEI includes her work on various volunteer initiatives and community organizations in Nebraska. Ms. Carter serves as the Treasurer on the Board of Directors for Leadership Lincoln, an organization that is dedicated to developing diverse leadership; Vice President of the Board for the Lancaster Foundation for Adults with Mental Disabilities, an organization devoted to helping individuals with mental challenges; the President-Elect of the Board of Directors for Family Services of Lincoln, which provides quality programs and services to assist and strengthen individuals and families; and has also volunteered on the Boards of Girl Scouts USA and NetWorks. She is also a graduate of the Nebraska Bankers Association and is a Selected Participant of Leadership Nebraska.

Ms. Carter stated, “My commitment is to reinforce a culture that recognizes what makes each of us both common and extraordinary and to recognize and celebrate differences. In a truly diverse and inclusive work environment, there’s increased job satisfaction, a deepened level of trust, and heightened employee engagement. It’s a simple equation; supporting diversity and inclusion is about adding to, not taking away.”

About Great Western Bank

Great Western Bank is a full-service regional bank focused on relationship-based business and agribusiness banking. Great Western services its customers through more than 170 branches located in nine states: Arizona, Colorado, Iowa, Kansas, Minnesota, Missouri, Nebraska, North Dakota and South Dakota. Great Western Bank offers small and mid-sized businesses a suite of financial products and a range of deposit and loan products to retail customers through several channels, including the branch network, online banking system, mobile banking applications and customer care centers. Great Western Bank is a wholly owned subsidiary of Great Western Bancorp, Inc. (NYSE: GWB). To learn more about Great Western Bank visit www.greatwesternbank.com.

Contacts

Alexis Feterl, Communications Director

Alexis.Feterl@GreatWesternBank.com
605.978.5829

Pride Lives Here: BMO joins the Tent Partnership for LGBTQ+ Refugees

  • BMO Pride Enterprise Resource Group to mentor 50 LGBTQ2+ newcomers to North America

TORONTO and CHICAGO, June 17, 2021 /CNW/ – BMO Financial Group announced today that it will be joining the Tent Partnership for Refugees, a global business network which mobilizes companies around the world to support refugees. Through this program, BMO and the BMO Pride Enterprise Resource Group are committing to mentoring 50 LGBTQ2+ newcomers to Canada and the U.S. over the next 3 years.

“Joining the Tent Partnership for Refugees supports our Purpose-driven commitment to grow the good for society with zero barriers to inclusion,” said Tracie Morris, U.S. Chief Human Resources Officer, BMO. “By joining this global network, we are providing access to opportunities and enabling growth for our colleagues, our customers and the communities we serve.”

Founded by Chobani’s founder and CEO Hamdi Ulukaya in 2016, the Tent Partnership for Refugees rallies the business community to improve the lives and livelihoods of 30 million refugees forcibly displaced from their home countries. Tent believes that companies are uniquely positioned to alleviate the global refugee crisis by leveraging their networks, resources, innovation, and entrepreneurship to integrate refugees into the global economy. To date, over 160 global companies are currently members of the network.

“We’re thrilled to have BMO join the Tent network of over 170 global companies committed to supporting refugees by mobilizing their businesses,” said Scarlet Cronin Acting Executive Director at the Tent Partnership for Refugees. “BMO has shown great leadership over the past several years through its commitments, and we look forward to making a difference together into the future.”

In September 2020 BMO announced its Zero Barriers to Inclusion 2025 strategy, aimed at driving meaningful change and addressing representation gaps for BIPOC and LGBTQ2+ employees, customers, and communities. BMO has set a LGBTQ2+ representation goal of 3 per cent of its workforce.

Additional initiatives and highlights of BMO’s work to support and advance LGBTQ2+ rights can be viewed here.

For more information on BMO’s Diversity Equity and Inclusion commitments, visit: https://our-impact.bmo.com.

To learn more about the Tent Partnership for Refugees and to see its full list of members, visit www.tent.org/members.

About BMO Financial Group 
Serving customers for 200 years and counting, BMO is a highly diversified financial services provider – the 8th largest bank, by assets, in North America. With total assets of $950 billion as of April 30, 2021, and a team of diverse and highly engaged employees, BMO provides a broad range of personal and commercial banking, wealth management and investment banking products and services to more than 12 million customers and conducts business through three operating groups: Personal and Commercial Banking, BMO Wealth Management and BMO Capital Markets.

About Tent
With more and more refugees displaced for longer periods of time, businesses have a critical role to play in helping refugees integrate economically in their new host communities. The Tent Partnership for Refugees mobilizes the global business community to improve the lives and livelihoods of 30 million refugees who have been forcibly displaced from their home countries. Founded by Chobani’s founder and CEO Hamdi Ulukaya in 2016, the Tent Partnership is a network of over 170 major companies committed to including refugees. Tent believes that companies can most sustainably support refugees by leveraging their core business operations — by engaging refugees as potential employees, entrepreneurs, and consumers. Find out more at www.tent.org.

SOURCE BMO Financial Group

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CONTACT: For News Media Inquiries: Natasha Boeck, BMO Financial Group, Toronto, Natasha.Boeck@bmo.com, (416) 867-3996

Blue Cross and Blue Shield of Illinois Celebrates PRIDE

CHICAGO, June 17, 2021 /PRNewswire/ — Blue Cross and Blue Shield of Illinois (BCBSIL) is marking Pride month with community engagement, education and other supports for the LGTBQ+ community. It’s part of our commitment to diversity, equity and inclusion that helps us address health and economic inequities in the communities we serve, the products and services we offer and the support we provide local organizations and providers making a meaningful impact.

Blue Cross and Blue Shield of Illinois Celebrates PRIDE
Blue Cross and Blue Shield of Illinois Celebrates PRIDE

Community Engagement
June 18-20, our headquarters building will display “PRIDE” and feature rainbow accent lights, visible across Chicago’s Millennium Park.

June 28, BCBSIL ‘s Blue Door Neighborhood Center®(BDNC) locations are hosting a virtual webinar, “Pride Month: The Fight Continues”, from noon until 1pm. This community discussion features BCBSIL’s Pride Alliance – an HCSC business resource group – and the Potocsnak Family Division of Adolescent & Young Adult Medicine at Ann & Robert H. Lurie Children’s Hospital of Chicago.

June 29, the Blue Door Neighborhood Centers are joining with Above & Beyond for “Taking Pride: Mental Health within the LGBTQ+ Community”. This virtual discussion will examine the relationship between stress, mental health and substance use disorders within the LGBTQ+ community.

Additionally, our employee volunteerism program, Blue Corps, has curated opportunities for employees to support Pride-month activities such as a Pride Month Senior Food and Greeting Card Drive with the Center on Halsted and Pride Month Tie-Dye project with Ignite.

June is recognized as Pride month in commemoration of the 1969 Stonewall Uprising in New York City, a series of demonstrations by the lesbian, gay, bisexual, transgender, queer or questioning community.

“PRIDE month activities are a great way to demonstrate our supports for LGTBQ+ communities, but PRIDE is more than a month,” said Krishna Ramachandran, vice president, provider performance for BCBSIL. “Year-round we support our employees, our members and our families and work to ensure we are promoting a culture of commitment to equity, diversity and inclusion.”

Through our grant and sponsorship programs, BCBSIL has provided nearly $750,000 in funding over the last 10 years to organizations focused on supporting LGBTQ+ communities and causes, including: Springfield PrideFest, AIDS Foundation Run & Walk Chicago, Peoria Proud’s River City Pride Fest and Howard Brown Health Center’s 63rd Street  location, serving Chicago’s Englewood neighborhood.

Employee Empowerment

Our Business Resource Group, Pride Alliance, is a lesbian, gay, bisexual, transgender, and allies group that fosters diversity through educational seminars, an open membership policy, networking, mentoring, community outreach efforts and employee cultural awareness activities. In addition to partnering on the June 28th BDNC webinar with the Blue Door Neighborhood Center, Pride Alliance is hosting a series of educational employee seminars this month on topics such as Transgender Programs and Resources, LGBTQ+ Inclusion in Healthcare as well as a webinar sponsored by Diversity Best Practices, one of BCBSIL’s diversity and inclusion partners.

BCBSIL has been a longtime sponsor and participant in Chicago’s annual PRIDE parade, usually held in June. This year, the parade has been postponed until October – giving our employees another opportunity to celebrate PRIDE and honor the contributions of LGBTQ+ individuals in their fight for equality.

SOURCE Blue Cross and Blue Shield of Illinoismt

CONTACT: Colleen Miller, Colleen_Miller@bcbsil.com

Related Links

http://www.bcbsil.com

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 www.blackstone.com. Follow Blackstone on Twitter @Blackstone.

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