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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

Ella Slade - IBM's LGBTQ+ Global Leader Discusses New Study OutBuro lgbtq professionals entrepreneurs community gay lesbian transgender queer bisexual online community

Ella Slade – IBM’s LGBTQ+ Striving for Authenticity Report

In this episode of OutBüro Voices featuring LGBTQ professionals, entrepreneurs, and community leaders from around the world, host Dennis Velco chats with Ella Slade who is the LGBTQ+ Global Leader at IBM. We discuss the recently completed LGBTQ+ Striving for Authenticity report by IBM with support from LGBTQ+ organizations Out&Equal and Workplace Pride (link below). Be sure to watch or listen to this lively and insightful conversation.  

Ella started her career at IBM first as a college intern working in recruitment marketing covering Europe. They have been very involved in the LGBTQ+ and were active in the IBM LGBTQ+ employee resource group. They loved IBM’s culture and was able to return to IBM after completing their degree entering the global recruitment team. Within that role, they began focusing on diversity in its full spectrum yet with a keen interest in LGBTQ+ talent. Ella spearheaded getting IBM involved in Pride Month to market career opportunities. In doing so, Ella saw their future dream job which they now hold. They support all LGBTQ+ issues and groups for IBM around the globe. Listen in for their full description.  

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Link to full the full report (or click the IBM logo): https://www.ibm.com/thought-leadership/institute-business-value/report/lgbt-inclusion 

In creating the LGBTQ+ Striving for Authenticity report, IBM conducted a survey and a jam. Ella explains that a jam is like a musical jam where musicians play their instruments and through the chaos, a beautiful melody emerges. It’s taking that concept and applying it to other things. The jam was an online advanced forum with different threads including people from all over the world over a 34 hour period. It provided a deep level of contextual understanding layered with the survey.  

The report reconfirms what other studies have indicated that 45% of LGB employees still face discrimination base on sexual orientation. This is coupled with only 46% of LGBTQ+ employees are out at work.  9% of all Jam participants communicated that they do not represent their gender authentically at work. 65% of LGB respondents felt they had to work harder than their coworkers to succeed. the COVID-19 pandemic has placed an outsized burden on LGB caregivers. 43% of LGB respondents say they have struggled balancing working from home with taking care of other family members, compared with 34% of non-LGB people. More than two-thirds of LGB people say they don’t feel equipped to overcome professional challenges, which speaks to a need for stronger support and enablement networks.  The report provides clear actions employers can do to foster an inclusive work culture that benefits all employees. These included policies, benefits, employee training, use inclusive language, using pronouns of choice, and using the brand for good.  

Join me and Ella 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/

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.

Methodology
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 https://www.ibm.com/thought-leadership/institute-business-value/report/lgbt-inclusion

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: www.ibm.com/ibv.

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
morrison@us.ibm.com

SOURCE IBM

mt

http://www.ibm.com

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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 https://www.outburo.com/profile/fabricehoudart/

  • 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. https://www.OutBuro.com

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

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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: https://www.outburo.com/community/groups/queer-staff-network-berlin/

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 www.OutBuro.com 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: https://www.outburo.com/profile/marku…

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. https://www.OutBuro.com

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

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: