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The Value of LGBT Networks within Organisations

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  • I (Marion) We (CPP) You
  • The Platform’s main activities include providing a point of reference for employee networks to exchange their experiences and gain support, to increase knowledge on LGBT workplace issues and to define and progress the LGBT corporate agenda in the Netherlands and Europe, through:
  • Companies have a potentially rich resource in house: the networks of their employees. Most companies barely scratch the surface of what they can do with the informal networks of their employees, and most do not even fully commit to getting the most out of their formal employee networks. This is a finding of recent research into how corporate gay and lesbian networks and human resource departments work together in six large multinational corporations in the Netherlandsi. What the networks can offer, if managed as network resources, is the holy grail of human resource management: centers of innovation creating unique knowledge that gives the company an edge on its competitors
  • Transcript

    • 1. The Value of LGBT Networks within Organisations LGBT Professional Network Forum 15 April 2011 Vienna Marion Mulder [email_address]
    • 2. Introduction
      • I - How I make LGBT workplace pride my business
      • We - How we (CPP) make it our business
        • What we do (vision & mission)
        • How we got where we are (History)
        • How we fit it (other orgs)
        • Activities
        • Our future goals
      • You - Why I believe you should make it your business
      • Conclusion & recommendation
    • 3.
      • Out at work since late 90ies
      • Co-founder ING Gala in 2004
      • Currently Global Chair Gala network
      • Co-founder (2007) & board member CPP
      • Driver behind Lesbian Empowerment in Business (LesBizz)
      • Featured in Zij aan Zij magazine
      • I manage the twitter accounts and LinkedIn groups for CPP and Lesbizz
      • And yes I have a day-job too 
      How I make it my Business
    • 4. 2004 2005 2006 2007 2008 2009 2010 2011 Launch ING Gala
      • ING comes out at Amsterdam Gay pride
      • Outgames Montreal
      • 100% CEI score US
      • Company Fleet
      • 1 st Conference at ING House
      • launch of CPP Foundation (Gala founding member)
      • Company Fleet
      • Minister OCW announces Gay-Straight Alliance at CPP Conference
      • ING main sponsor Amsterdam Pride
      • Company Fleet
      • Heemskerk EZ announces research at CPP Conference
      • IGLCC Index
      • Gala Member Survey
      Social events such as Sail Amsterdam
      • Company Fleet
      • Board Member sponsor
      • focus on Community Building, Education and Awareness,
      • Professional Development and Networking
      • New Poster campaign
      Gala at ING
      • Company Fleet
      • Align with new organisations
      • Our EB member to speak at CPP conference
      • … .
    • 5. Exposure: Amsterdam Gay Pride
      • ING among the first Corporate Boats to participate in Gay Pride parade since 2006, setting the tone for many to follow.
      • Gay Pride Amsterdam:
      • Gay Pride in Amsterdam is one of the best in the world: a unique floating canal parade through the famous Amsterdam canals 82 boats
      • Over 500.000 spectators !
      • Since 2010 also extensive coverage on national TV
      • Positive live media coverage on AT5 (Amsterdam’s local TV network) where commentator applauded ING participants and trainer during live TV program and Commentator also mentioned that he is proud of his bank, ING (mortgage)
    • 6. Exposure: Conferences
      • Senior mgmt. represents ING at Outgames International LGBT Human Rights Conference, Montreal 2006
      • Company Pride Conferences (2007, 2008, 2009, 2010, 2011 )
      • Outgames LGBT Human Rights Conference Copenhagen 2009
      • EGMA & Europride Conferences Zurich 2007, 2009
      • Out & Equal USA
      • Rainbow Awards at ING Brussels 2009
      • CPP New Years reception 2010
    • 7. How we (CPP) make it our business
      • The Company Pride Platform (CPP) is a non-profit foundation consisting of 17* LGBT (Lesbian, Gay, Bisexual, Transgender) employee networks in companies and organizations. The CPP aims to stimulate the formation of new LGBT networks in the working environment and make them more effective by offering a platform to share knowledge and best practices
    • 8. CPP Vision & Mission
      • Our Vision:
      • Lesbians, Gays, Bisexuals and Transgenders (LGBT) are fully visible, accepted and valued in the workplace and in society, leading the way for others
      • Our Mission:
      • To Advance the CPP vision through:
      • Stimulating the creation of new LGBT employee networks
      • Connecting, empowering, and representing LGBT employee networks
      • Increasing awareness for issues specific to LGBT employees
      • Ensuring constant progress with these issues
      • Setting the standard for LGBT corporate research and policy formation
      • Serving as a centre of knowledge for LGBT workplace issues
      • Ensuring that LGBT issues are included in corporate diversity and inclusion policies and practices
      • Stimulating the exchange of corporate best practices for LGBT issues
    • 9. How we fit in IGLCC (Global) NGLCC (national US) LGBT Professionals LGBT Employee Networks LGBT Business(es) LesBizz (NL+) Wirtschaftswiber (D) Wybernet (ZW) Stichting Ondersteboven (NL) FemFusion (NL) L-World in Business (Europe) Ladies fuel (NL) Zij aan Zij (NL +BE) Lesbisch.nl (NL) SisZta.nl (NL) Progay (NL) ILGA (Global) OUT&Equal (USA) Stonewall (UK) HRC (USA) COC (NL) Çavaria/ Holebi Federatie (BE) Rainbowhouse Brussels (BE) Genius (NL) L’autre ciecle (F) Network (ZW) Proud at Work (D) EGMA (europe) BBA (BE) Special Interest Company Pride Platform Women Focus Transgender TNN Transfusion
    • 10. CPP Activities
      • Connecting Networks Event
      • Conferences featuring Dutch, European & International political and business figures
      • Fostering research focusing on LGBT workplace issues
      • Projects with Dutch governmental agencies
      • Offering advice to businesses on LGBT workplace issues
      • Working with Partner organizations domestically & internationally
      • Monthly networking in 3 major cities
      • Active communities on LinkedIn and Facebook
      • Participation in Amsterdam Pride
    • 11. Taskforces
      • Finance & Accounting / Annual Report
      •   Connecting Networks Event
      • CPP Canal Parade Boat
      • Communications, Media & Public Education
      • Lesbian Empowerment
      • Transgender issues
      • Social Events
      • CPP/FNV OCW Project
      • Research & Knowledge
      • LGBT International Business Conference
      All run by volunteers
    • 12. Make it your business advantage Making LGBTs more visible
      • As HRM allies
      • To each other (network)
      • As consumer group
    • 13. LGBT networking
      • A diverse group of people with an instant binding factor of recognition: their sexual orientation & gender identity
      • Helping each other in business
      • Making new friends internationally
      • 6 degrees of separation – the strengths of weak ties
      • Very active online
    • 14. Corporate networks natural allies HRM
      • A study 2009 by Lin McDevitt-Pugh among CPP partners found that corporate LGBT networks contribute in five ways to HR strategies:
        • Corporate LGBT networks contribute to finding the right people for the company
        • LGBT networks help utilize employees
        • LGBT networks build social capital
        • LGBT networks create economic and reliable business resources
        • LGBT networks link and leverage knowledge within the company.
      • It also found that both networks and HR believed that more mileage could be gained from the networks if
        • The networks are used more in recruitment strategies
        • The networks more purposefully act to build bridges
        • The networks are used in leadership development
    • 15. What can you do
      • Often when LGBTs are not visible in organisations, this might lead to the conclusion that “there are none”, “there is no problem” or “it’s not an issue in our organisation”.
      • Check why employees are not visible/ not out (possible indication of intolerant or unsafe climate?)
      • Check if your company has a Diversity & Inclusion Policy and if this includes LGBT
      • Appoint and promote a contact person within your organisation
      • Check if an LGBT network already exists in your organisation, and if not, start one
      • Empower your LGBT network
      • Look for and promote role models, or be one yourself
      • Dare to be out and bring your whole self to work
      • Join a network
    • 16. You make the difference
      • It’s you who make the community
      • You make the difference !

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