In March 2007, a group of Symantec employees launched an LGBTA affinity group to increase inclusion for LGBT employees. They recommended changes to improve the workplace environment, including participating in the Corporate Equality Index survey. Symantec implemented the recommendations and scored 100% on the 2008 survey. The launch of the official LGBTA group in 2009 with David Thompson as the executive sponsor reinforced Symantec's commitment to diversity and inclusion.

1. LGBTA Affinity Group Launched at Symantec by Eric J. Roberson
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LGBTA Affinity Group Launched at Symantec
By Eric J. Roberson
In March 2007, a small group of employees at Symantec came together to discuss the
challenges faced by members of the Lesbian, Gay, Bisexual, and Transgendered (LGBT)
community in the workplace. Their goal was to increase the climate of inclusion at Symantec for
members of their community. They began by preparing a series of recommendations which were
presented to Symantec’s Diversity & Inclusion Office. “Up until March, 2007,
the work of the D&I office was primarily focused on women and minorities,”
said Ellen McLatchey, Global Director of Diversity & Inclusion. “The
progress we have made in building a more inclusive workplace for members of
our LGBT community is a direct result of the open dialogue we have had with
members of the LGBT community. Their passion and commitment to change
have had a remarkable impact.”
To improve quality of work life, one of many recommendations made
by the group was that Symantec participate in the Corporate Equality Index (CEI) survey. This
survey is administered by a gay rights advocacy organization called the Human Rights Campaign
and is used to rate American businesses based on their commitment to building an inclusive
work environment for LGBT employees. Before 2007, Symantec had never participated in the
CEI. The group wanted Symantec to earn top recognition on the CEI, so they recommended
changes in policy and practices which were presented to Symantec’s Diversity & Inclusion
Executive Steering Committee. The recommendations were approved and, as a result, Symantec
scored 100% on the 2008 CEI survey – a tremendous accomplishment.
To receive a 100% score, a company must pass a rigorous assessment of their workplace
policies as they apply to LGBT employees. In addition to domestic partner benefits for same-sex
David Thompson is
the Symantec
LGBTA group
executive sponsor.

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couples and the existence of an affinity group for LGBT employees, a company must positively
engage the LGBT community. To score high on the CEI, a company must also include both
sexual orientation and gender identity in its non-discrimination policy. Symantec meets or
exceeds all of these requirements which is how Symantec earned a perfect score.
Many companies realize the importance of fair marketing practices to the LGBT
community. According to a Witek & Combs press release, the LGBT community will have a
projected expendable income that will exceed $835 billion by 2011, making it a market ready to
be engaged. Not only do LGBT people have significant amounts of expendable income, they are
also more brand-loyal than their heterosexual peers. Symantec is well positioned to benefit from
their commitment to LGBT employees.
Identifying reasons to create a welcoming workplace for LGBT employees comes down
to good business—from recruitment advantages to competitiveness. Like other companies,
Symantec wants to attract and retain the best talent. On March 9, 2009, the company launched a
new LGBTA affinity group with more than 60 people attending from across North America.
David Thompson, Symantec’s Chief Information Officer, is the LGBTA group’s executive
sponsor. The meeting was led by the group’s coordinator, Rossana Monzon. The LGBTA group
sends a clear message to applicants and employees that Symantec is committed to diversity and
inclusion throughout the organization. As a result, Symantec is able to empower, retain, and
attract LGBT employees thereby maximizing their potential.
The “A” in LGBTA stands for allies. Symantec’s commitment to LGBT employees goes
beyond many other companies with the realization that heterosexual allies have a vested interest
in making the company a safe and welcoming place. Allies lend merit to Symantec’s LGBT
diversity and inclusion goals. True equality measures cannot be taken without the support of

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these allies, and cultural change inclusive of sexual minorities cannot be attained without specific
diversity and inclusion initiatives supported by company leadership.
While much progress has been made, Symantec wants to continue the trend. Symantec is
looking forward to growing the LGBTA employee resource group. Workplace equality
initiatives such as the LGBTA group can help foster a cultural shift to help people feel included
and safe to be themselves, in turn increasing employee productivity. The LGBTA group sends a
convincing message to employees, competitors, shareholders, and customers that Symantec
welcomes diversity, champions inclusion, and embraces equality. “At Symantec, diversity is a
business attitude that encompasses respect, open-mindedness, and a commitment to professional
and personal growth for all employees,” says Ellen McLatchey. “While there is certainly more
work to be done, Symantec is proud of the progress it has made for the members of its LGBT
community.”
As Gay Pride Month approaches in June 2009, the Symantec LGBTA group will be
planning events for several Symantec sites across the United States. Employees can become
involved with LGBTA; please contact the group’s coordinator, Rossana Monzon, at
rossana_monzon@symantec.com. More information is also available on SymCity, Symantec’s
internal social networking site at http://communities.ges.symantec.com/syminfo. At the bottom
of the page, click “Global Diversity and Inclusion Groups,” then click “LGBTA Affinity Group.”
If anonymity and confidentiality is a concern, an external site called the SymPRIDE Network is
available. Visit http://groups.yahoo.com/group/sympride.