Butch Dyke Lesbian – Plea to Employers

My life has always been against the grain. Music was my choice, my love, my passion. I started playing music at the age of 9 and playing clubs by the time I was 11. I made it through the music industry without becoming an addict or alcoholic. But this was also my first taste in going against the grain.

I was younger than everyone else in the bands around me. I had to stand outside the clubs and wait for my band to enter the stage before I was allowed inside. My band members couldn’t have any drinks on the stage, not even water because I was underage. Being young wasn’t the only thing making it hard, being female was taboo. Female musicians weren’t even a novelty…yet. But I did it. I played music. I played with mostly male bands. I got to tour and do what I loved.

But there was a part of me that I couldn’t be unless I had a deathwish. Back in those days, I was surrounded by gay-bashing. Everyone from my band members to promotors, audience members, etc. I would hear jokes “Where’s the dyke?” “She’s on stage.” So I lived in a bubble that didn’t identify all of me. All I was at that time was music.

Unable to be the true me. I didn’t come out until I was 19 years old. I played in an all-female band and was finally comfortable since members of the band were gay or bisexual. But, our contract had stipulations. I wasn’t allowed to wear my leather jacket with my band name into gay bars and I wasn’t allowed to promote my band to the LGBT community.

As time went on and I retired from the music industry and I came out of the closet in a big way. I didn’t care who knew or what they thought. I wanted to be my authentic self. I thought it was tough being young and female in the music industry. But now looking back, it was probably the easiest I ever had it.

Trying to enter corporate America has been and still is the biggest challenge of my life. I do phone interviews and they are ready to hire me – sight unseen. But something happens when we get face to face. They don’t know what to do with me. I am a tattooed butch woman. Yes, my tattooed are covered in long sleeves and professional clothing. But my short masculine hair and questionable gender are uncoverable. Being my authentic self seems to put me in a category that lets my skill and talent go unacknowledged and it’s killing me slowly. I can do anything, I’m spirited, smart, a problem solver, team builder, technology savvy, empathetic get it done human! But all they see is someone who isn’t like them. The job gets backpedaling on the pay rate, I’m overqualified or I just never hear back from them.

What am I left with? Am I supposed to tuck my tail and go back inside a closet? Or become homeless because society doesn’t accept me. Change my appearance? Well.. In all honesty, I am growing my hair out even though I hate it. But I hate being unemployed more.

I ALWAYS do my diligence before even applying for a job. I research who the hiring manager is, I see what the companies core values are and if they actually apply them.

  • Do they have or have they ever employed homosexuals? Do they seem like an open-minded company?
  • Is going to an interview a waste of time, money, gas and self-esteem?

Should I have to do this? No!

Should I be hired for my talent? Yes!

And here I sit, 8 hours a day 7 days a week searching job sites, researching companies, core values, and employees even before sending out my resume. It shouldn’t be this hard. I should be hired on my ability to get a job done. And that’s what I do, for those that see me for my skills and talent. Once I’m hired I always exceed in my position. I win everyone’s hearts and build teams that work together. I’m a motivator, a teacher, and always willing to help get the job done.

If you are an employer or hiring manager, take a look at those who don’t fit your mold. Think outside of the box. Hire with diversity. If your organization employs everyone with the same background, it creates monotony while working together. It’s ok to accept us, it doesn’t make you gay. We aren’t contagious. We just want to find great employers who allow us to bring our full selves to work along with our energy, creativity, and drive to excel.

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.

Ratings 13 - LGBTQ Corporate Equality Workplace Employees Rate Employer Branding Reviews monitoring Company OutBuro - Diversity Inclusion Gay Lesbian Queer

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:

  • Sexual orientation non-discrimination
  • Gender Identity and Gender Expression non-discrimination
  • Domestic Partner Benefits
  • Transgender inclusive healthcare benefits
  • LGBTQ awareness education for all employees
  • Requiring the same level of policies and benefits in vendors/contractors
  • LGBTQ employee resource group
  • Proactive LGBTQ candidate recruiting

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:






Gender Idendity Attraction Sex Express Model - OutBuro - LGBTQ Corporate Equality Employer Branding Reviews Ratings Gay Lesbian Transgender

Understanding Gender Identity and Expression 101

Understanding gender identity and expression to support education in LGBTQ corporate equality for a welcoming workplace.

Most people when they hear – LGBTQ – they think of it is a group of individuals who are attracted to members of the same sex to some degree. Interestingly, most don’t realize that the “T” does not directly relate to a person’s sexual attraction at all. It is separate and refers to a person’s sense of gender. Inside, do they feel like a male or female or even somewhere in between the two. This is referred to as gender identity.

Before the 19th century, the terms gender and sex were interchangeable. It was believed was what you physically appeared as at birth was cut and dry. Binary. Female or male from birth in body, mind, and soul.

Around 1925, a sexologist named Magnus Hirschfeld from Germany published an article. In it, he described for the first time the difference between the sexual desire for persons of the same gender compared to a deep desire to live and/or dress as the opposite gender because it matches how you feel and view yourself.

In the 1950s the concepts and theories about gender, gender roles, and gender identity were introduced and defined in the psychological literature. Psychologists, such as Jerome Kagan and John Money, initially believed that gender identity was simply a degree a person felt feminine or masculine coupled with the ability to live openly and freely as who they are supporting a secure sense of self.

From around 1965 through 1985 researchers such as Sandra Bem, Richard Green, Harry Benjamin, and, Robert Stoller furthered the understanding of gender and gender identity. Green, Benjamin, and Stoller pioneered gender identity clinics, as well as gender-related medical and surgical treatments.

The ongoing work of these and other pioneer researchers in the field of gender identity development raised awareness that gender is not exclusively determined by assigned sex at birth but determined by a person’s sense, belief, and the ultimate expression of self.

A bit more to understand

The term transgender is an overall term for people whose gender identity, expression and/or behavior is different from those typically associated with their assigned sex at birth. Since the 1990s, transgender has also been used to describe:

  • transsexuals
  • crossdressers
  • androgynous people
  • genderqueers
  • gender non-conforming people

Transgender men had or have female body parts; however, they may identify and/or express themselves as male. Female to male or F2M.

Transgender women had or have male body parts; however, they may identify and/or express themselves as female. Male to female or M2F.

Research shows that gender identity, in many cases, is independent of sexual orientation.

  • Androphilic are people that were born with a male body, have a female gender identity, and are attracted to men. My understanding is like this:
    • M2F Straight
    • F2M Straight.
  • Gynephilia is people that were born with a male body, have a female gender and are attracted to women. My understanding is like this:
    • M2F Lesbian
    • F2M Gay
  • Cis-Gender, is a person who feels that how they mentally identify matches their physical body.
    • Cis-male
    • Cis-female

See: List of LGBTQ+ terms with definitions

Marketors, employers, prevention specialists, and healthcare providers should be aware that beliefs impact almost all areas of a person’s life, their feeling of accepted and being welcomed.

Think about not only your own beliefs and attitudes but how can you impact your place of business, your working environment, policies, benefits. How can you make your company, business, institution more accessible and in some cases safe?

If in my attempts to simplify for the sake of understanding a very complex field I’m happy to be constructively corrected and happy to edit the content if necessary. Please add your comments below.

I’ve already written about the Surrey University study demonstrating a clear bias against persons who are perceived as LGBT in the hiring process, promotions, and salary. Added to the stress of work anyone faces, adds being verbally harassed or worse not just at work but everywhere.

At this point, it’s – Duh!. In order to understand you have to get to know.

If you work for a company if not already happening, suggest or start social gatherings to get to know others out of the work environment. Maybe host a company talent show or other activities that foster interaction embracing the differences. The biggest is connect with others and be open and willing to give everyone an opportunity to shine. Listen carefully. Do you have interests in common? Do you hear an opportunity to partner on a project to help each other and maybe others in the company or community?

OutBüro’s Gender Identity and Expression Model

The concept of gender identity and expression graphic to help explain the concepts is not new. Hower, OutBüro decided to create our own with some modifications to past models to help further clarify the concepts.

Most models to date have a scale with feminine on one end of a spectrum and masculine on the opposite. We believe that having them separately represented is more accurate was of thinking and helps to better understand.

Meet Chris – the OutBüro Gender Identity and Expression Model

In the diagram below consider the lines noting masculine and feminine as each independent sliding scales from 0 to 100%.

Gender Idendity Attraction Sex Express Model - OutBuro - LGBTQ Corporate Equality Employer Branding Reviews Ratings Gay Lesbian Transgender

Gender Identity

Gender Identity is how you, in your head, experience and define your gender, based on how much you align (or don’t align) with what you understand the options for gender to be. Common associations: personality traits, jobs, hobbies, likes, dislikes, roles, expectations

Gender Expression

Gender Expression is how you present gender (through your actions, clothing, and demeanor, to name a few), and how those presentations are viewed based on social expectations. Common associations: style, grooming, clothing, mannerisms, affect, appearance, hair, make-up

Anatomical Sex

Anatomical Sex is the physical traits you’re born with or develop that we think of as “sex characteristics,” as well as the sex you are assigned at birth. Common associations: body hair, chest, hips, shoulders, hormones penis, vulva, chromosomes, voice pitch

Attraction

Attraction is how you find yourself feeling drawn (or not drawn) to some other people, in sexual, romantic, and/or other ways (often categorized within gender).

12 Tips Getting the Most Out of OutBuro LGBTQ Virtual Career Fairs - LGBT Corporate Equality Employer Branding Ratings Recruiters Job Search Seeking

12 Tips: Getting the Most Out of an OutBüro LGBTQ Virtual Career Fair

Traditional in-person career fairs are great but they have limitations. You must leave work for several hours if not take the full day off, fight traffic, or traveling to the location (incurring travel-related expenses), search for parking, navigate your way through the crowd. Wait in line for a chance to speak with employers. In addition, you likely don’t have any idea if the employers are truely committed to LGBTQ corporate equality.

This is the way traditional career fairs have always been.

However, OutBüro launched LGBTQ focused virtual career fairs to bring quality LGBTQ candidates together online (virtually) with employers who actively want to hire LGBTQ employees!! For jobseekers like yourself, virtual career fairs make connecting with LGBTQ friendly employers convenient. Participate even while on your lunch break.

What can you expect at a virtual career fair? 

The OutBüro virtual career fairs are just like traditional ones, where LGBTQ friendly employers gather to meet with LGBTQ job seekers and discuss employment opportunities. The only difference here is that it’s held virtually on our interactive mobile-friendly platform.

Virtual career fairs feel similar to online discussion posts. After you log in, you can choose to “enter” various rooms/booths within the virtual career fair. Each room/booth is hosted by different LGBTQ friendly employers participating in the career fair. When you enter a room/booth, the employer receives a notification. You may choose which employer recruiter you would like to chat with

LGBTQ friendly employers recruiters in OutBüro virtual career fairs are very engaging. They’re there because they’re eager to hire quality LGBTQ candidates like you.

Others already in the virtual room may be in the midst of a conversation and you are welcome to chime in. You can also opt to chat privately with an employer, where you may ask about open positions, details about the organization and your qualifications. Employers may even want to video chat with you face to face.

Before the OutBüro virtual career fair

Don’t “walk” into an OutBüro virtual career fair with zero preparation. These are the things you’ll want to do ahead of time to set yourself up for success.

1. Register ahead of time

You’re going to want to register beforehand. Registration for each event opens around 4 weeks prior to the event date. Not only will this prevent any last-minute hiccups before the career fair, but it will allow you to get a look at the employers participating in the fair.

2. Research participating organizations

After registering, take some time to review the organizations attending the career fair especially their OutBüro employer listing. You’ll want to get an idea of some of the companies you’d like to meet with and how publically LGBTQ friendly they are. You also don’t want to walk in unprepared—learn about the companies and think of questions you’ll want to ask.

3. Prepare your resume

This is a no-brainer, yet so important. Because you’re going to provide your resume/CV to employers you meet with, you’re going to want it up-to-date and spotless for the optimal first impression. Be sure to check out resume tips on OutBüro.

The same goes for your LinkedIn account or a portfolio of your work samples. If the platform allows, upload your resume to your account so it is accessible and ready to hand over to any employers you meet with at the career fair.

4. Practice your pitch

How will you introduce yourself? Why are you interested in the company? What types of positions are you seeking? How is your previous work experience relevant? What do you plan on asking the representatives at the virtual career fair? Know that employers in OutBüro virtual career fairs are seeking you. They also are open and ready to answer questions you may have about how LGBTQ friendly they are. Keep it focused yet bring your authentic self to the table.

5. Make sure your tech is ready to go

You’ll want to make sure your laptop, tablet or smartphone is capable of supporting you in the virtual career fair. It is definitely advised to have camera capabilities in case an employer would like to launch a one-to-one video chat.

You should log on at least the day before and check out the employers, their key listed jobs and ensure your device you intend to use during the OutBüro LGBTQ career fair works.

Plan where you will be when you attend. You want to be in a quiet space with no distractions. Wear headphones with a built-in speaker to ensure the recruiters can hear you during video chats.

At the virtual career fair

Once you log in, how can you stand out from the crowd at a virtual career fair? Here are a few pieces of key advice.

6. Wear a professional outfit at least from the waist up

You can expect to interact with employers at an OutBüro virtual career fair through chat functions. However, some employers may wish to video chat with you face to face via the on-to-one. Make the most out of this opportunity to make a connection by looking professional and presentable. Be sure you are wearing professional clothing and that the background in a video chat is simple, professional and positive.

7. Attend from a distraction-free environment

In addition to your professional attire, you will also want to plan out where you’ll be attending the OutBüro virtual career fair from. A quiet location is ideal—and camera capabilities mean that you’ll want to ensure it’s distraction-free for employers.

Even on a small screen, potential employers can still see plenty of background. Make sure the room you’re in is clean, quiet and well lit. Lighting is important. If at home, grab two additional lamps from the living room and set them on both sides of your desk. Take the lamp shades off and have them on during your virtual career fair time. This will help ensure you are well lit looking your best.

8. Be ready to put yourself out there

During OutBüro virtual career fairs, it’s important to exert yourself to make connections. Be assertive. Initiate conversations. Request one-on-one chats with recruiters. DO NOT BE PASSIVE.

Once an employer recruiter engages you in a chat, the ball is in your court to introduce yourself and ask questions about the organization and open positions.

9. Use clear, professional business communication

Being a virtual career fair, much of your communication will be done through written interactions in the chat function of the platform. To make a great first impression, you’ll want to demonstrate articulate written communication.

Grammar matters. Consider using the online grammar checking tool Grammarly.com. Text as if you are having a live in-person interview.

10. Demonstrate strong body language in video chats

Just like in a traditional career fair, you’ll want to present yourself as a confident and competent job seeker. One way that employers pick up on this is through your body language. If you’re on a video chat with a recruiter at the virtual career fair, you’ll want to stay conscious of your body language.

On camera, hold eye contact with the recruiter you’re interacting with. Speak clearly and avoid slouching. Again, treat it like you are in the room with the recruiter – because you are.

11. Ask for next steps and contact information

When talking to recruiters at the career fair, don’t hesitate to be forward and offer to send a copy of your resume. Request his/her direct contact information. You can also ask about the next steps in the process—whether that means getting in touch with human resources, filling out a job application on their site, a next more detailed phone call or an in-person formal interview. Let them know you are interested and want to take it further.

After the virtual career fair

Don’t let your efforts go to waste by neglecting to follow up with the recruiter after the OutBüro virtual career fair.

12. Reach out the next day with a thank you

Because recruiters at career fairs come in contact with many candidates follow up the next day. Whether it’s an email, phone call or a hand-written thank-you note, be sure to reach out to the connections you made at the career fair, thanking them for their time and let expand on how you are a great fit and that you are strongly interested and why. Request a direct connection on LinkedIn and a friend invite on the OutBüro website.

Get excited for the future of career fairs

Employers participate in the OutBüro LGBTQ virtual career fairs because they’re looking for LGBTQ job seekers like yourself. Just because they’re held virtually doesn’t make that any different.

With this advice in mind, navigate the OutBüro virtual career fairs with confidence. We hope you land the job of your dreams.

Best wishes to you in your job search!

OutBuro Launches LGBTQ Virtual Career Fairs - LGBT Corporate Employer Branding Company Ratings Recruiters Job Search Seeking Reviews Monitoring

OutBüro Launches LGBTQ Virtual Career Fairs

We are super stoked! OutBüro launches virtual career fairs focused on helping LGBTQ professionals advance their careers with LGBTQ friendly employers who are committed to LGBTQ corporate equality. We currently have 12 virtual career fairs planned in the first half of 2020. Check them out.

Are you actively looking for an LGBTQ friendly employer or passively open to new career opportunities? The new OutBüro virtual career fairs are for you.

While reviewing technology partners to bring this exciting service to the LGBTQ community every single potential solution partner stated, “I’ve been in this industry a very long time and I have never heard of any other LGBTQ focused virtual career fair. This is the first”. Additionally in chatting with recruiters and human resource directors, so far they have made similar comments. Further, each one so far as stated they are excited about this new approach to finding great new talent who happen to be LGBTQ.

Create your professional profile on www.OutBuro.com today so that recruiters can find you, knowing they are seeking quality LGBTQ candidates!

The OutBüro virtual career fair platform is intuitive and mobile-friendly making it possible for you as the job seeker to even participate while on your lunch break. In addition to interacting with employer recruiters via text chat, the recruiters may invite you to a one-on-one video chat. So please be dressed appropriately – even if just from the waist up. LOL Be in a quiet setting without lots of distractions.

Job seekers check out:

12 Tips: Getting the Most Out of an OutBüro LGBTQ Virtual Career Fair

LGBTQ Corporate Equality Focused Employers Want to Hire You

Once you complete your virtual career fair profile, it will be usable in all future OutBüro virtual career fairs you participate in it. You may update your information at any time.

Employers, learn more about the OutBüro virtual career fairs focused on assisting your organization with its diversity and inclusion recruitment marketing to attract quality candidates who happen to identify as LGBTQ:

OutBüro’s mission is to connect the world’s LGBTQ employees, professionals, and entrepreneurs with opportunities to grow in their careers and grow their companies. We strive to connect companies and organizations that support LGBTQ Corporate Equality with quality candidates while providing a voice and insight into workplace culture and LGBT workplace issues.

Employers also check out:

Employers contact us to discuss your needs, targets and learn more about how we may collaborate to help you attract quality LGBTQ candidates.

Virtural Career Fair - Request a qoute as employer

Use this contact form to initiate a dialog and request a quote.
  • This is the total number of employees for the legal entity.
  • Each virtual career fair booth may have up to 3 assigned recruiters or hiring managers participate. Your quote will be based on this. Example: 5 recruiters would be 2 booths.. The fee is based on the number of booths.

There’s no excuse for lack of diversity in talent sourcing

Just wanted to post the lead article in Chief Learning Officer this month is by AMN Healthcare’s CTO – Julie Fletcher.(I did help with the content 🙂 )
https://www.chieflearningofficer.com/2019/12/16/theres-no-excuse-for-lack-of-diversity-in-talent-sourcing/

There are many simple actions organizations can take to help attract more diverse candidates.

Sourcing and including diverse candidates in all hires and promotion considerations is a vitally important way to make sure your team comprises the highest-quality talent. If any group is left out in talent selection — for whatever reason — an organization is short-changing itself. To get the best talent possible, you need the widest and deepest pool of candidates possible.

Ensuring that you have diverse candidates for new hires and promotions may require a little more work at first, but it quickly becomes part of your everyday talent sourcing processes and the branding of your organization.

Sadly, some companies make excuses such as “we just didn’t get any diverse candidates applying for the job” or “our industry is made up mostly of white men, so that’s who we hire.” This is unconscious bias that ultimately hurts an organization. In addition to missing out on quality candidates, an organization also misses out on new and beneficial ideas, viewpoints, and solutions that you can only get from a diverse team. Organizational efforts to achieve diversity, equity and inclusion can improve productivity and outcomes.

There are many simple actions to help attract more diverse candidates, such as including a statement of commitment to diversity in every job ad, so that all people skimming a job board can see this might be a place where they feel comfortable working. This can be something as simple as: “We encourage minority and female applicants to apply.” Everybody’s ads say they are an equal opportunity employer that does not discriminate, but why not be more assertive? State clearly that you want diverse candidates to apply.

You also need to make sure to get your postings in front of the eyes of people you want to apply. There are more than 100 diversity job boards, along with third-party service providers who will make sure your ads get in the optimal places for visibility of your organization. Job ads aren’t the only thing candidates see about an organization. Websites, press releases and other forms of communication and branding can include your DEI vision. Most important may be for the executive team to speak out in the community and the marketplace on their organization’s commitment to diversity.

Talking about DEI is important, and so is action. Active support and sponsorship of diversity events in the community — and engaging your workforce in these efforts — are critical. It’s also important to take part in marketplace efforts, such as joining the growing variety of diversity business groups and aligning with investor indices that promote diversity. Internal programs to support and celebrate diversity at your organization are necessary. Diverse people will hear about your organization and want to work for you.

Transparency is important for the same reason. At AMN Healthcare we post our diversity metrics on our website every quarter, and we are very open about our progress on the path to DEI. Our action strategies for DEI are based on our metrics, and we change those strategies if we are not making enough measurable progress.

One important part of DEI programs is unconscious bias training. This can help eliminate unseen roadblocks to hiring diverse candidates by deconstructing the stereotypical excuses that may be holding back an organization from embracing diverse talent sourcing. Unconscious bias affects everybody, so programs to address it are never punitive but instead open up deeper understanding of ourselves.

The most direct DEI action is to require diversity on candidate slates for all roles. Recruiters should be held accountable for finding and reaching out to diverse candidates, which takes a little more work but is entirely doable. There are lots of diversity groups for recruiters, many avenues for researching diverse candidates and simple strategies for tracking diverse candidates over time. These should become part of the responsibilities and objectives for each recruiter.

If an organization is not getting diverse job candidates, it’s not making it a priority. Organizational leadership needs to be held responsible for advancing DEI and for moving diversity metrics in the right direction.

Without decisive efforts, unconscious bias can result in diverse groups being left out of talent sourcing. When that happens, quality is compromised because the candidate pool is limited and the diversity of ideas, viewpoints and solutions necessary for progress and innovation is lost.

What is LGBTQ Corporate Equality - OutBuro Employer Branding LGBT workplace ratings reviews Company Monitoring gay lesbian transgender employees

What is LGBTQ Corporate Equality?

LGBTQ corporate or workplace equality at its simplest is an employer committing to creating a diverse, inclusive and welcoming work culture. It is an environment where all feel valued, safe in being themselves. Where it is safe to bring opportunities for improvement along with notifying appropriate management when they feel they are being discriminated against or harassed without fear of reprisal and that management take action to properly investigate and take corrective action in a timely manner. Many studies around the world have clearly demonstrated the benefit of doing so. It fosters ensure all employees. Check out the article on 6 Steps – Enhance LGBT Workplace Equality.

Corporate or Workplace Equality

LGBTQ corporate equality should really be called LGBTQ workplace equality. The term has been heavily associated with equality indexes around the globe who primarily focus their energies on the large corporate fortune 1000 level companies. Those indexes rate the companies on the presence of LGBTQ friendly policies, benefits, business practices, and internal education in an employer self-reported survey method. See our recent article titled “LGBTQ Corporate Equality Ratings – A New Approach for All Employers” for an overview of how OutBüro is different.

LGBTQ Corporate Equality Workplace Employees Rate Employer Branding Reviews monitoring Company OutBuro - Diversity Inclusion Gay Lesbian Queer

It Starts in HR

It starts in the recruitment process. Taking action to actively recruit LGBTQ employees and opening demonstrating that is the first impression to potential new hire candidates who have the great skills you seek yet to happen to identify as being LGBTQ. More and more LGBTQ candidates want to know how LGBTQ friendly is a potential employer before they submit their resume. They have potentially faced harassment and/or discrimination working at past employers and therefore want to clearly understand the employer’s full spectrum of LGBTQ inclusiveness. Education is a key component to address unconscious bias in all levels of staff but particularly everyone in the Human Resources department and all levels of management. Unconscious biases are social stereotypes about certain groups of people that individuals form outside their own conscious awareness. It is the prejudices and biases that were learned from a very young age. Everyone holds unconscious beliefs about various social and identity groups, and these biases stem from one’s tendency to organize social worlds by categorizing. A study from the University of Surrey found that LGBT people less likely to be hired, paid less, and not promoted.

It is Costly to Not be LGBTQ Inclusive

Dissemination and harassment is costly to the organization in the form of LGBTQ lawsuits, reduction of employee morale, reduction of other LGBTQ staff feeling safe. It is also costly due to lack of leveraging the well-proven fact that being fully diverse, inclusive and welcoming has a financial gain to the organization’s financial bottom line. Again, many studies around the world have clearly demonstrated the benefit of doing so. In summary, it 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.

Employee and Consumer Branding

LGBTQ employer branding and consumer branding are tightly woven. In today’s marketplace, a company’s or organization’s consumer marketing to the LGBTQ community is tightly commingled with its employer branding. A recent clear example of this the backlash many companies experienced during the Pride month of June in where they altered their company logo to incorporate the rainbow – a symbol of the LGBTQ community.

Transparent Feedback is Good for Business

As outlined in the article titled “LGBTQ Corporate Equality Ratings – A New Approach for All Employers” Current corporate equality indexes are limited in scope, depth, and transparency. Leveraging the LGBTQ focused OutBüro Employer Branding and Ratings/Reviews platform provides your organization of any size and any location in the world the opportunity to demonstrate and social proof all that the organization has been and currently doing to foster an LGBTQ inclusive environment for both employees and customers. Check out this article with a video discussion overview of all the site’s features for the employer. Additionally, take a look at this article that describes the site for the employee perspective. Continue to explore the OutBüro blog and site for more great informative articles to help you understand this better.

Contact Us for more Information and Recommendations

Want additional information on how to get started on your organization’s journey to being LGBTQ inclusive? Contact us. We’d be honored to speak with you, learn more about your organization, provide information and recommend Diversity and Inclusion consultants who are not only generalists but also have an LGBTQ focus.

LGBTQ Corporate Equality Workplace Employees Rate Employer Branding Reviews monitoring Company OutBuro - Diversity Inclusion Gay Lesbian Queer

LGBTQ Corporate Equality OutBüro for Diversity and Inclusion Professionals LGBT Employer Branding [Video] - OutBuro LGBT Company Ratings Reviews Monitoring

OutBüro for Diversity and Inclusion Professionals – LGBTQ Corporate Equality

Are you a diversity and inclusion consultant or a diversity inclusion professional at an employer? OutBüro is for you. From seeking LGBTQ employee candidates to leveraging the site as an Employer Branding platform indicating all the company/organization LGBTQ friendly policies, benefits and business practices from proactive LGBTQ employee recruitment, political contributions, LGBTQ inclusive marketing, sponsorship of LGBTQ owned business and/or community organizations, monitor ratings/reviews from LGBTQ current and recent past employees, to hosting your LGBTQ Employee Resource Group online in an OutBüro Group, and more.

We want you and your organization to shine. Any employer. Any size. Anywhere in the world. Invite your employees to rate/review your organization today. Contact us to learn more.

See the Support page for access to all current site user guides.

Employer Branding screenshots – not 100% of the system. See links above for a full overview.

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LGBTQ Corporate Equality - Do You Fund LGBTQ Owned Busineses Non-Profits [Video] - OutBuro Employer Branding Company Ratings Reviews Monitoring

Do You Fund LGBTQ Owned Businesses or Non-Profits?

Are you an angel investor, venture-capital fund or company that is opened and or proactively seek out LGBT owned businesses to invest in or sponsor? www.OutBuro.com is a platform for you to find LGBTQ owned businesses to consider. Indicate on your OutBüro LGBTQ professional profile that you are an angel investor or venture-capital fund or another funding resource so that business owners may search for you.

Leverage the system to seek those looking for funding too. Add your OutBüro LGBTQ employer listing for your company and indicate who you sponsor and/or fund. Those businesses or non-profit organizations can in return on their OutBüro LGBTQ employer listing indicate that you are their funding source. Join today. Your professional profile is free and your employer record is based on the number of employees that you have in your direct legal entity.

Indicating Investor or Sponsor Funding on Your Profile

1. Choose About to view your professional profile.

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2. Scroll down to locate the Business Funder section. Click the Edit button.

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3. Make your selection(s) from the drop-down then click the Save button.

The options are:

  • Nope not me
  • Individual Investor
  • Angel Investor
  • Venture Capital Investor
  • Business Loans
  • Business/Organization Sponsor
  • Grants
  • Other
LGBTQ Owned Business Funder Funding Options - OutBuro - LGBT Corporate Equality Employer Branding Company Ratings Reviews Monitoring gay lesbian Professional Profile

4. The field visibility option is set administratively as viewable by site members only.

Employer Listing – Funding Available for LGBTQ Owned Businesses or Organizations

For companies and investors, also claim/add your Employer Listing to indicate your funding types for LGBTQ owned businesses and/or non-profits.

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LGBTQ Corporate Equality Ratings – A New Approach for All Employers

There are several LGBTQ corporate equality indexes around the globe. They all appear similar in their approach and model. Since I live in the United States I’ll briefly discuss the Human Rights Campaign Fund’s (HRC) Foundation’s Index.

I applaud HRC for leading the way in establishing LGBTQ friendly policies, benefits, and practices in the USA with Fortune 1000 level companies. Each of the 10-11 years they have produced their annual report they’ve added additional criteria making companies who scored 100% last year further improve to maintain that coveted score.

I’m more than open to being corrected and provided with more information. But here are the facts as I understand them:

In order to produce the report, the HRC PAC (Political Action Committee) formed the HRC Foundation, after all a PAC focuses on politics, not corporations. The LGBTQ Equality Index is a huge income source for HRC. According to their public tax records, the HRC Foundation alone generated in 2107 $20.5 million. In 2018 $20.7 million. While the PAC side in 2017 pulled in $49.7 million and in 2018 $52.3 million. This means the HRC Foundation’s income from the LGBTQ Corporate Equality Index represented 29.2% in 2017 and 28.3% in 2018 of HRC’s total income.

  1. For as long as it’s been produced it is limited to only the US Fortune 1000 and their top law firms which is less than 0.01% of the US employers.
  2. The US Fortune 1000 employ 8% of the US population – this leaves the remaining 92% of the US employees not represented and left behind.
  3. 99.99% of US employers don’t have the opportunity to show how great they are since not included.
  4. The once a year survey is sent to the HR director.
  5. Fortune 1000 companies can choose to participate or not – if not they get scored 0%.
  6. The HR Director (or appointed HR staff person) completes the survey and provides any necessary documentation. It is self-reported by management.
  7. HRC can at any time choose to boot a company off the upcoming year for actions or inactions as they themselves determine.
  8. It takes into account if the Fortune 1000 company has LGBTQ friendly policies, benefits, and other attributes. Which are all 100% amazing to have. But it does not include any (ZERO) input from actual LGBTQ employees regarding the reality of the working environment.

With all the above, the HRC LGBTQ Corporate Equality Index was a great start in building the momentum of creating LGBTQ inclusive safe workplaces. Over the course of 10 years and over $200 million, it is appreciated but not enough for today and moving forward.

OutBüro is your alternative and opportunity

United Nations Human Rights Officer Fabrice Houdart - In LinkedIn Group 2019-07-03 OutBuro More Aligned with UN LGBTQ Business Standards than most Corporate Equality Indexes

OutBüro is a comprehensive employer branding and review monitoring platform for all employers, any type, any size and anywhere. OutBüro does not rate/score your organization. Your employees do.

  1. OutBüro is for any employer – for-profit, non-profit, government of all levels, universities, colleges, PACS, etc.
  2. OutBüro is for any size employer from Fortune 1000 to an employer of 10 people.
  3. OutBüro is for anywhere. No matter what country, state/province, region/county, or city. Technically anywhere in the universe connected to earth’s internet. 🙂
  4. Indicate if you have or not and then link to and/or upload the following:
    1. Sexual orientation non-discrimination policy
    2. Gender identity non-discrimination policy
    3. Domestic partner benefits
    4. Trans inclusive health benefits
    5. LGBTQ employee resource group (ERG)
    6. If the organization publically supports LGBTQ Equality and Inclusiveness
    7. If the organization has all the same in all regions is operates
    8. If the organization requires the same level in vendors/suppliers/contractors
    9. If the organization has LGBTQ inclusion/awareness training for all employees
  5. 90% of the data you provide about your organization must accompany social proof – link to it or upload it. This gains your organization credibility as you are not just saying you have it, you are showing you have it.
  6. Consolidate and showcase all the great things the organization does for its employees, its clients/customers by linking to content, uploading photos, linking to videos, posting articles.
  7. Indicate how the organization supports the community linking to other sites, uploading images, linking to videos, posting articles.
  8. Indicate the LGBTQ organizations such as non-profits and small businesses you support linking to their OutBüro employer listing.
  9. Link to and/or upload your LGBTQ inclusive customer-facing marketing.
  10. Describe and link to the LGBTQ inclusive recruiting employee candidate career fairs and such that you participate in and support.
  11. Link/upload LGBTQ employee video testimonials.
  12. Link to your primary online job posting site.
  13. Link to the profiles of your staff recruiters dedicated to seeking LGBTQ candidates
  14. Indicate the number of total employees, the number of all diversity categories in positions of management and the number of LGBTQ persons in positions of management.
  15. Host your LGBTQ Employee Resource Group on OutBüro community groups
  16. Use the community profiles to seek out qualified LGBTQ candidates.
  17. Add LGBTQ centric press releases on the OutBüro blog – news announcements, employee or client/customer stories, monthly/quarterly LGBTQ ERG activity announcements and so much more.
  18. OutBüro does not rate/score your organization. Your employees do.
  19. OutBüro will never boot your organization off the site.
  20. Your organization may be added to the site even if you as an organization choose to not claim your listing – employees may still rate you. Case in point, Publix has refused to participate with HRC, we simply added them. Employees may add any employer for free with limited listing features and then rate them.
  21. It’s affordable. It’s based on the total number of employees so small and medium organizations get all the same features as a large organization at a scaled annual subscription.
  22. It is timely – get feedback from employees up to every 4 months on their unique timeline.
  23. Lead as the admin/moderator a topical, industry, company, or regional group.