OutBuro Launches Ambassador Affiliate Program - Promote LGBTQ Workplace Equality Earn - GLBT LGBT Employer Reviews Company Ratings Branding Corporate Diversity Inclusion

OutBüro Launches Ambassador Program

Promote LGBTQ Workplace Equality and Earn

We would like LGBTQ workplace equality to spread like wildfire and we applaud entrepreneurs, so today OutBüro launches it’s OutBüro Ambassador program.

What is the OutBüro Ambassador Program

It is an affiliate marketing system that anyone may register for. It is a system that is transparent providing each Ambassador with a unique URL that is customizable to share with prospective employers to use when claiming or adding their OutBüro Employer Listing. Employer listings subscriptions fees are based on a sliding scale depending on the number of current employees worldwide. Therefore it’s cost effective for companies/organizations of any size from 3 – 300,000 or more.

See the OutBüro Ambassador program overview for more information on how it works and the management area just for Ambassadors to track your clicks and successful Employer Listing subscriptions.

Register Now OutBuro Ambassador Program Affiliate Marketing B2B Non-Profit Business Revenue New Career Work for self entreprenuer side income

Currently, the Ambassador program offers a 10% commission on successful Employer listings that are claimed or added. The commission is not only on this initial annual subscription yet continues annually for as long as that Employer listing remains active. Therefore you earn an initial plus residual income.

You share your unique link with prospective employers. When they click through your Ambassador account is attributed for up to 90 days. It is in all our best interest to have them sign up as quickly as possible. If another Ambassador shares their link with the same employer you run the risk of the 2nd Ambassador being attributed with the signup. See the Ambassador program description for more detail on this.

Believe you can pull lots or big fish?

Do you believe you can attract a significant number of employers and/or very large employers? OK – contact us to discuss the opportunity.

Who can be an OutBüro Ambassador?

Anyone or any entity really. But some ideal Ambassdors would be the following:

  • An individual who already markets to businesses of any size.
  • A company who already markets to businesses of any size.
  • A company/organization LGBTQ employee who would like to champion their employer to claim or add their Employer listing to OutBüro. Perhaps this is on behalf of an LGBTQ employee resource group.
  • Any for-profit or non-profit that advocates LGBTQ workplace equality.
  • Any non-profit with a membership base such as community centers, chambers of commerce and so forth.
  • Again, really anyone or any entity may become an OutBüro Ambassador.

Are there any restrictions on the the earned commission may be used?

OutBüro does not place any restrictions on how the funds you, your company, or your organization uses the funds earned but here are some ideas:

Diversity and Inclusion Consultants

Same as all below and a very pertinent offering to expand the outstanding services you are already doing. It’s one more thing you bring to the table and earn.

Individual person

  • Hey, use the funds any way you like. Pay bills, add to a vacation fund.
  • Pay your health insurance.
  • Pay other your debt down.
  • Pay for college tuition, book, rent, food, nights out.
  • Take that needed vacation.
  • Donate it to local LGBTQ non-profit charities.
  • It’s 100% up to you.

Small business – B2B marketing

  • Grow your business adding this as one more revenue stream.
  • Add needed hardware – buy a new laptop, etc
  • Pay company bills.
  • Throw a holiday party for staff and/or clients.
  • Invest in your business
  • Take a needed vacation.
  • Donate it to local LGBTQ community non-profits.
  • It’s 100% up to you.

Medium sized business B2B marketing

  • Same as Small Business
  • Support your internal LGBTQ workplace equality efforts
  • Launch an LGBTQ employee resource group
  • Expand your marketing and your exposure
  • It’s 100% up to you

LGBTQ Non-Profits

  • Promote OutBüro to your membership base. They’ll also then be supporting your organization now and every year they retain their membership.
  • Get that needed website update accomplished.
  • Invest in technology to improve internal operations, security and other needed areas.
  • Add paid positions.
  • Expand your service offerings
  • Allocate the funds to annual project goals
  • It’s 100% up to you

OutBüro Gives Back Program

As soon as OutBüro starts a positive revenue track, which with your help as an Ambassador we hope will be soon. We’ll be allocating a percentage of quarterly profits to be donated to global, national and local non-profits that support LGBTQ workplace equality, opportunities for career advancement and training and general LGBTQ community support organizations.

You’re being an Ambassador can do so much good for you, your organization an the community at large.

Review the following to get up to speed

Review the following article from OutBüro to expand your knowledge so that you are ready to talk with employers about the value of being an open and welcoming LGBTQ workplace. Naturally, seek out other resources too for general information on diversity and inclusion.

6 Steps to enhance LGBTQ workplace equality with OutBüro

Beyond the scope, depth and reach of the HRC Corporate Equality Index – OutBüro is an LGBTQ employee driven ratings/review platform for any employer, any size, anywhere in the world. Not just for US Fortune 1000 companies.

LGBTQ employees be a super hero – Your voice matters – rate/review your current and/or recent past employers to applaud them creating an amazing LGBTQ inclusive and welcoming workplace or shine light on areas they can improve.

According to many studies, employers who adopt LGBTQ workplace friendly policies, benefits, and business practices see significant improvement in productivity, creativity, problem-solving, employee happiness and customer loyalty.

Don’t stop there, check out the LGBT Studies area on the OutBüro blog for more great information to prepare you for your employer conversations.

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We are super duper excited

I am so excited to have you considering becoming an OutBüro Ambassador. I’ve built OutBüro and the OutBüro on LinkedIn group with currently over 46,000 global members 100% on my own. It’s been my own time, energy and money to try to build a global resource for the LGBTQ community.

I can no longer do this alone and need you and your business connections. Naturally, I hope you also make every LGBTQ working professional no matter what job they do aware of OutBüro so they come review/rate their employer(s). As the employers are added and employee submits ratings/review OutBüro will become a valuable resource for both the employers, their employees, and future job seekers.

I so much apprecite you.

Dennis Velco
OutBüro – Founder, CEO

Beyond Scope HRC Corporate Equality Index - LGBT Employees Rate Review Company Empoyer Branding - OutBuro - GLBT gay lesbian queer diveristy inclusion ratings

Beyond Scope, Depth and Reach of HRC’s Corporate Equality Index

A simple way to describe OutBüro is as a mashup of Glassdoor.com and HRC’s Corporate Equality Index while OutBüro moves beyond the scope, depth and reach of the HRC’s Corporate Equality Index.

OutBüro relaunches to enhance LGBTQ employees ability to anonymously rate/review their current and recent past employer(s) at no cost to the employee. The ratings capture many factors both unique to their LGBTQ work-life experience and general employee satisfaction with an intuitive user interface and user guides to make it simple.

72% of LGBTQ employees report mental health issues due to work environment often caused by discrimination and harassment. Today, even in the United States in many states it is still legal to discriminate against LGBTQ workers. Companies and organizations that create an LGBTQ friendly work environment reap the financial benefits according to many studies.

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OutBüro aims to be the open and employee reported source for insight into the LGBTQ friendliness of every employer everywhere. OutBüro is inclusive yet not limited to US Fortune 1000 companies. OutBüro is available to all employers, any type, any size, and anywhere in the world. In the US, most Americans work for small and mid-sized companies as well as government, non-profits, and educational institutions to name a few.

Not only does it indicate if an employer has the following LGBTQ friendly policies, benefits, resources and practices, but it enables the employer to provide links to employer’s and 3rd party sites to socially prove it:

  • Sexual orientation non-discrimination policy
  • Gender Identity non-discrimination policy
  • Domestic partner benefits
  • Transgender-inclusive benefits
  • LGBTQ employee resource group
  • Requires same LGBTQ equality standard in contractors and vendors
  • LGBTQ inclusion competency training
  • Has same policies, benefits, resources and practices throughout the globe and subsidiaries
  • Publicly demonstrates support for LGBTQ quality Globally, Nationally and Locally
  • Appropriately leverages LGBTQ content in it’s marketing year round – not just Pride month

Manage Your Employer Reputation and Brand

Employers may claim their listing if previously added by a current or recent past employee with limited feature. Or an employer may add a new listing themselves to control the content representing their company/organization. It also allows the appointed contact to interact with the anonymous employee reviewers while not having the ability to alter what has been posted. Claim or add your Employer listing now.

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To learn more and get started today visit www.OutBuro.com.

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The Gay Veteran Entrepreneur Behind LinkedIn’s Largest LGBT Professional Group

By Andy Smith – Updated May 14, 2019, for current accuracy by Dennis Velco.

First appearing on Edge Media Network

Since 2008, Dennis Velco founded and has nurtured  LinkedIn’s largest LGBTQ networking group from a concept to an international networking resource with over 46,000 global members – that grows daily.  Velco is a social entrepreneur with a passion for the gay, lesbian, bisexual, transgender, and queer community. OutBuro on LinkedIn 46000 global members- Largest LGBT Professional Entrepreneur Networking Community Group Gay Lesbian Bisexual Queer Transgender Network

It was the driving force for Velco to launch the LGBT media crowd-sourced corporate social justice tech startup OutBüro.  Additionally, OutBüro is a growing site of LGBT related business news, information, resources, and stories of careers and business owners.

Velco continues to moderate and grow the LinkedIn group yet now branded as and supported as a service of OutBüro.

For Dennis, creating, cultivating and growing the OutBüro on LinkedIn group has been a persistent and passionate endeavor.

OutBüro on LinkedIn welcomes gay, lesbian, bisexual, transgender (GLBT), queer, intersex and questioning professionals and entrepreneurs, along with friends, allies, recruiters and diversity professionals seeking to connect, network and communicate to advance their careers.

A Persistent Pioneer – How it began

“I’ve been on LinkedIn since way before people knew what it was, when I was living in New York City 16 years ago,” says Velco, now based in Fort Lauderdale, Florida. “Back then it wasn’t as prominent as it is today. I put it on the backburner for a couple of years. As more clients began to mention it in casual conversation in late in 2007, I got more involved and did what most people do-I filled it out like a resume and began to prospect on it.”

As he became more involved, Velco began noticing other features of the networking service, especially the preponderance of collegiate alumni association groups listed on people’s profiles.

“I scoured LinkedIn searching for an LGBT Group and looking up very prominent LGBT community members to see if their profiles had any LGBT group listed. I found nothing,” he says. After several patient inquiries and a few months of back and forth, it turned out the site wasn’t hosting an LGBTQ networking group.

Velco contacted LinkedIn providing a strong case for an LGBT group on the site. Eventually, LinkedIn gave the green light, and Velco agreed to be the group’s owner and moderator voluntarily donating his time and resources.

He approached the project with fervor and a sense of mission. “I felt and continue to feel it is vital to have a strong open and out LGBT presence on the world’s largest professional networking site,” he says. “People are much more likely to be out on Facebook yet still hesitant to be out on LinkedIn.” At Velco’s request, all groups on LinkedIn offer the option to hide a group’s membership on public profiles.

Adding Members & Content 

Once LinkedIn signed off, Velco jumped in with both feet, embracing the project, donating hours of time each day – including weekends – to building the group, taking a labor-intensive, trial-and-error approach.

“I would search LinkedIn and find profiles of people that had ‘LGBT, GLBT, Gay, Lesbian, Bisexual, Queer and so forth’ in their listing and send them invitations to join the group. I’d have to be careful to weed out people who have ‘Gay’ in their names,” he says. “I then would send each person a personalized invitation to join the group.”

Building and maintaining this group has been a labor of love. “My past life partner thought I was crazy in the beginning of building it due to the amount of time and personal money I was investing in the group. The first several years I would spend anywhere from two to six hours a day combing the Internet for pertinent content to post,” Velco recalls.

“March 2018 will mark ten years that I’ve done this voluntarily,” he says.

In addition to writing pieces for the group, Velco searched international news sites to curate LGBTQ-focused, business-oriented pieces. “I would strive to stay non-political and avoid content that would alienate members,” he says. “I’d try to get global content because I didn’t want it to just be an echo chamber of U.S. and Canadian content. I can’t wait until LinkedIn gets automatic translations because I would like all members to be able to contribute, view and participate in their native language. I believe that being an English only site is a deterrent to many. Having such a feature I believe would increase member active participation.”

Nixing NSFW Content

Despite what a handful of aspiring members might think, LinkedIn is not an adjunct to Grindr or a Circuit Party Facebook page. Deflecting accusations of being sex-negative, Velco has spent a fair amount of time screening out applicants who submit genital images as their profile photos. As a business-oriented (rather than social) site, even shirtless pictures are typically verboten.

“Policing the group is important because while Facebook is typically banned at most businesses via the company internet, LinkedIn is not,” he emphasizes.  I want OutBüro main site and our channels such as OutBüro on LinkedIn to remain Fortune 1000 level office friendly.

“I hold to LinkedIn’s terms of service. I’ve had to moderate and get involved with spats and even had a stalker who ended up banned from LinkedIn for life. I’ve had blatant anti-LGBT content in profiles. Every single person’s profile in the group must be reviewed by me to a degree.”

Worthy Endeavors 

Today he’s exploring his new home town of Wilton Manors and the Fort Lauderdale, Florida area.

The group has from high school students through White House staff of both the Obama and Trump administration and every role in between. “Knowing that people at that level value the group enough to have an open LGBT or they are friendly representatives present makes me feel great.  My effort to date has been well spent.”

Nevertheless, Dennis and his passionate quest continue with OutBüro being part of the evolution.  He states, “I feel good because OutBüro is about helping people and companies/organization be better and make good decisions be being a resource and a tool of communication, growth, and change.”

Directly connect with Dennis Velco on LinkedIn.  Use the contact form to send a message or request a 30-minute phone or skype introduction call with him.

Join the LinkedIn LGBT group here.

Same-Sex Partners 73 percent Discriminated Against by Mortgage Lenders - LGBT Study Iowa State University - OutBuro - Gay Lesbian Business News Professional Netowrk Information

Same-Sex Partners 73% Discriminated Against by Mortgage Lenders

Purchasing a home is a significant life event for most. The process is both exciting and stressful To add to that stress a new study suggests home mortgage lenders are less likely to approve gay and lesbian same-sex couples.

Same-sex borrowers may perform better – Gao

The study, by researchers at Iowa State University’s Ive’s
Ivy College of Business, focused on national mortgage data from 1990 to 2015 and found the approval rate for same-sex couples was 3 to 8 percent lower. The research also included more detail dive about applicants’ work history and creditworthiness analyzed from a smaller dataset. Based on this data, same-sex applicants were 73 percent more likely to be denied than heterosexual couples.

Hua Sun portrait

Hua Sun

Gay and lesbian same-gender couples who were approved paid higher interest and fees. Co-authors Hua Sun (pictured right) and Lei Gao (pictured in featured image), associate and assistant professors of finance, respectively, say the difference in finance fees averaged less than .5 %, but combined added up as much as $86 million annually.

Another research study published by the Proceedings of the National Academy of Sciences, found no evidence that gay and lesbian couples had a higher risk of mortgage default.

“Lenders can justify higher fees, if there is greater risk,” Gao said. “We found nothing to indicate that’s the case. In fact, our findings weakly suggest same-sex borrowers may perform better.”

Protection needed

While mortgage applicants are not required to disclose their sexual orientation, however when two women or two men walk in for a home loan through information causally shared while the couple is just being themselves can lead to discrimination. As indicated in another study by the University of Surrey, indicating that during an employment hiring process, LGBT people are discriminated against based solely on their appearance and/or speech. The Surrey study found that person who may or may not be LGBT but are preceived as being so are less likely to be hired, promoted and paid less than their heterosexual counterparts. This perception is just as damaging in terms of discrimination in the mortgage lending process the researchers say.

Check out this related study by Prudential on the financial health of American by gender, race and sexual orientation.

Sun and Gao say the findings of their Mortgage Lending study illustrate a need for change to make the lending laws fair for everyone. Loan decisions should be not be based on, not skin color, sexual orientation or gender. Lending should be based only on fundamental economic factors. Sun says making sexual orientation a protected class would limit potential discrimination.

The Fair Housing and Equal Credit Opportunity acts prohibit discrimination based on a borrower’s race, gender, marital status or religion, however, neither specifically, list sexual orientation.S

“Policymakers need to guarantee same-sex couples have equal access to credit,” Sun said. “Using our framework, credit monitoring agencies also can take steps to investigate unfair lending practices.”

Mortgage lenders though can move ahead of government and as a business ensure their company polices include being open, welcoming and fair to the LGBT community in their lending practices.

Sun and Gao used data from the Home Mortgage Disclosure Act, the Federal Reserve Bank of Boston and Fannie Mae Loan Performance to test whether perceived sexual orientation affected mortgage approval, cost and performance. Utilizing these datasets allowed researchers to validate their findings and control for factors such as income, variations in lenders’ underwriting standards and property type, which may influence approval rates.

Co-applicants with the same gender were identified as same-sex couples for the study. The researchers used Gallup and Census Bureau data of geographic distributions of LGBT adults to verify their identification strategy and reported a good matching quality.

Location, location, location

Previous research has shown that recent home purchases or refinancing in a neighborhood can predict defaults, which influences mortgage lending approval and interest rates. To determine if the percentage of LGBT individuals living in a neighborhood contributed to the disparity in approval rates, Sun and Gao looked at county-level percentages of same-sex applicants each year.

What they found was somewhat surprising. In neighborhoods with more same-sex couples, both same-sex and different-sex borrowers seem to experience more unfavorable lending outcomes overall. The researchers say the findings should raise enough concern to warrant further investigation.

New Jersey LGBT Chamber of Commerce Business Owner Access to Capital Event - LGBT Employees Rate Employer Review Company Employee Branding OutBuro - Corporate Workplace Equality Gay Lesbian Queer Diversity Inclusion

NJ LGBT Chamber: “Business Owner Access to Capital Event”

The New Jersey LGBT Chamber of Commerce and TD Bank Partner to Support LGBTQ+ and Allied Business Owners

The New Jersey LGBT Chamber of Commerce in partnership with TD Bank is proud to host an “Access to Capital” event to help support business owners throughout New Jersey.  Steven Garibell, Vice President of Business Development for the LGBTQ2+ Community at TD Bank will be hosting the workshop to help business owners identify their company’s financial status, future financial needs, and what financing options are available to them. Light refreshments will be served and time will be built in for attendees to network with fellow professionals.

The NJ LGBT Chamber of Commerce serves to connect LGBTQ+ and allied business owners and professionals with the resources they need to succeed while also to connecting them with New Jersey’s LGBTQ+ community at large. For more information, visit njlgbtchamber.org/.

“TD Bank has a long-standing commitment to our small business community,” says Garibell. “By working with organizations such as the NJ LGBT Chamber, we are able to bring our Small Business WOW! Zone classes to small business owners in diverse communities. Our work will help LGBT Business Enterprises ® gain greater access to capital thereby strengthening the communities they serve.”

As an affiliate of the National Gay and Lesbian Chamber of Commerce (NGLCC), the NJ LGBT Chamber offers LGBT Business Enterprise Certification ® as benefit of membership with the organization. Certified LGBTBEs are routinely sought after by over 250 NGLCC Corporate Partners who are looking to increase their spend with the LGBT business community. Certified LGBTBEs are also eligible for scholarship programs, mentorship and leadership training, and other business development tools following one year.

“LBGT Business owners generate over $1.7 trillion in economic impact (per NGLCC’s groundbreaking America’s LGBT Economy Report), create jobs and innovate business solutions nationwide,” says NJ LGBT Chamber of Commerce Board Member, Stephen Blazejewski. “We actively seek to work with corporate partners like TD Bank to host educational events that are critical in ensuring professional success for our Members and Future Members throughout the state of New Jersey.”

On May 1, the Business Owner Access to Capital event will take place at TD Bank’s Jersey City Branch;  125 18th St, Jersey City, NJ from 6-8 p.m.

Interested attendees should RSVP here. Questions related to the event can be emailed to [email protected]

About NJ LGBT Chamber of Commerce: The NJ LGBT Chamber of Commerce is New Jersey’s only LGBTQ business organization dedicated to strengthening LGBT businesses in the New Jersey tri-state area. The New Jersey LGBT Chamber of Commerce increases the economic staying-power of its members and allies and facilitates successful business collaboration. We are a platform for business visionaries, and the first stop for LGBT entrepreneurs and allies seeking to advance and access opportunity and resources. Join the New Jersey LGBT Chamber of Commerce to connect, collaborate & leverage business opportunities. For more information, please visit http://njlgbtchamber.org or connect with the NJ LGBT Chamber of Commerce on FacebookInstagram, and Twitter.

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Healthcare Medical Savings Plans for the LGBT Community

March 15, 2019

Officially launched today, OutBüro Care+Plan is a pre-negotiated healthcare discount savings plan leveraging trusted national networks of service providers. It is unique in that it is specifically targeting the lesbian, gay, bisexual, transgender, and queer (LGBTQ) community. Believed to be the first of it’s kind.

OutBüro Care+Plans are for individuals, couples, and families residing in the United States regardless of citizenship status. It has opportunities for independent entrepreneur, small business owners and non-profits with a member base. OutBüro Care+Plans is focused on the LGBTQ community, however it’s not exclusive – we aren’t meanies. We’d welcome anyone to the OutBüro Care+Plans who meet the general plan requirements.

OutBüro Care+Plan is a result of the partnership between OutBüro and Atlas Benefits.

Why focus on the LGBTQ community?

There are other similar plans out there that anyone may use. OutBüro’s focuses its content and service on the LGBTQ professional and entrepreneur community. It is difficult or impossible to be your best on the job or tending to your client as an LGBTQ entrepreneur when you have health concerns. Your sinuses may be killing you, or you met a hot guy and all you can think about is your erectile dysfunction.

“When AtlasCare management reached out to me, within our first call my interest was high. I had already written articles based on studies including lack of access and high health risk LGBTQ people face,” Velco states.

An LGBTQ person who has a fear of going to medical facilities due to past negative experiences, for many things may utilize the medicine doctor as part of the plan, stop by a lab if ordered, and have their prescription mailed or picked up locally. But anyone on the OutBüro Care+Plan can typically save time and money leveraging the Telemedicine option.

Discounted services through nationwide networks

  • Doctor Visits
  • Patent Advocacy
  • Hospitalization
  • Prescriptions
  • Laboratory
  • MRI & Imaging
  • Dermatology
  • Dental
  • Vision
  • Hearing
  • Chiropractic
  • Diabetic
  • Telemedicine

For more information visit https://www.outburo.com/outburo-careplans-info-sign-up

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Americans dropping health insurance

Recent reports indicate that a large number of persons residing in the United States don’t have health insurance or are considering dropping it in 2019. This is partially in part due to the Affordable Care Act (ACA) mandate repeal that removed penalizes Americans on federal taxes. LGBTQ persons are part of that group although we have not found any study quantifying that to date.

Health insurance as emergency only plan

Velco states, “I personally know many people who have health insurance but due to the every rising costs they can only afford a plan with a very high annual deductible, say $5,000. They treat their health insurance as an emergency only plan.

They could leverage the OutBüro Care+Plan for out of pocket cash payment discounts that can still count toward the health insurance annual deductible. Why pay full walk-in or insurance billing rates when you are trying to reach your high heath insurance annual deductible if under normal routine care you likely won’t reach it?

Undocumented immigrants

There are LGBTQ immigrants and likely some are undocumented too. For most in that status it can be challenging to impossible to even get health insurance no matter how much they are willing to pay. The OutBüro Care+Plan is not an insurance plan, but it can help reduce costs.

My own proof

Velco continues, “As I learned more I quickly added up my own health care cost I racked up over the past 3 months and found that had I had this plan, I would have used the exact same vendors and would have saved enough to have covered a full year of cost of the plan. I thought that if this makes no brainier sense to me it’s going to hit home with others.”

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Personal Financial Training for LGBTQ Community

Debt Free Guys, David Auten and John Schneider III, have recently launched the first in a planned series of witty, informative and results-oriented online courses. Debt Free Guys focus their personal finance insight on the LGBTQ Community. Learn a little more about Debt Free Guys in a past article we wrote about them.

Where to start?

David and John felt that starting with How to Pay Off Credit Card Debt is something a vast majority of Americans deal with and know it’s a problem in the gay, lesbian, bisexul, transgender and queer community.

In the first course you are :

  • provided a QUEER MONEY view on finances
  • taught how to change financial behaviour
  • will complete it with an actionable plan
  • grow toward personal financial freedom

Take Action

Join David, John and your LGBTQ peers in creating peronsonal and community strenght through personal financial health.

>> Learn More & Enroll NOW <<

When you enroll, use the code DEBTFREE2019 for $100 off the already low course price.

Queer Money is a trade mark of Debt Free Guys

Prudential study explores financial lives of Americans by race gender sexual identity caregiver status - LGBT Employees Rate Employer Review Company Employee Branding OutBuro - Corporate Workplace Equality Gay Lesbian Queer Diversity Inclusion

Prudential study explores financial lives of Americans by race, gender, sexual identity, caregiver status

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Rate Prudential Financial as an LGBTQ employee

Bright spots and areas of optimism exist within traditionally underserved groups in the face of income inequality, retirement insecurity and household debt, new data from Prudential Financial reveals. The in-depth exploration of data from Prudential’s Financial Wellness Census™ highlights the dramatic differences in the experiences of diverse populations within the U.S., many of whom were disproportionately impacted by the 2008 financial crisis.

The report, “The Cut – Exploring Financial Wellness Within Diverse Populations,” is based on a survey of more than 3,000 U.S. adults and examines the financial lives of a diverse group of Americans: women, black Americans, Latino Americans, Asian Americans, caregivers, and the LGBTQ community.

“Resilient and diverse communities are the foundation of a stable and strong economy. Their progress enables our progress,” said Judy Dougherty, Prudential’s financial wellness officer. “This new analysis presents a layered portrait of the financial lives of Americans and exposes factors that underlie and sometimes impede our ability to achieve financial security. These insights are critically important to Prudential’s businesses, informing our efforts to develop products and services that help more Americans improve their financial health.”

The data highlights challenges and opportunities

The research details the wide range of outcomes, experiences and attitudes among traditionally underserved communities. For example:

  • By significant margins, black Americans at all income levels are more likely than the general population to prioritize helping others financially: taking care of parents or other family members, providing college tuition for their children, helping children with a down payment on a home, leaving an inheritance to their heirs, and giving to charity.
  • The average annual income for women in the survey was $52,521, compared with $84,006 for men—women reported earning about 63 cents for every dollar earned by men. Additionally, 54 percent of all women reported being the primary breadwinner in their household, irrespective of its makeup.
  • Thirty-eight percent of caregivers in the study do not think they will ever be able to retire versus only 25 percent of non-caregivers. Although caregivers for children with special needs were as likely as other caregivers and non-caregivers to have a defined contribution retirement plan, they were also the most likely to have taken a loan or hardship withdrawal.

“The journey to financial wellness is deeply personal,” said Lata Reddy, Prudential’s senior vice president, Diversity, Inclusion & Impact. “While there are common experiences that tie us all together, there are also distinct factors that are unique to our individual journeys that impact the ultimate destination. These factors need to be clearly understood for true progress to be made. The first step is to actively listen to the voices in our communities, and it is in this spirit that this research was conducted.”

For more information, view the full report, “The Cut – Exploring Financial Wellness Within Diverse Populations.” Prudential has also created a three-minute self-assessment to enable individuals to discover where they stand on their own personal path to financial wellness. To take the financial wellness assessment and to explore a visualization of its data, visit prudential.com/stateofus.

Prudential Financial Wellness Census methodology

The original Financial Wellness CensusTM was conducted by Prudential’s Decision Insights Group and Chadwick Martin Bailey within the United States between Sept. 20 and Oct. 9, 2017, among a nationally representative sample of 3,013 U.S. adults ages 25-70. For the complete survey methodology, including weighting variables and subgroup sample sizes, please contact [email protected].

About Prudential Financial, Inc.

Contacts

MEDIA CONTACT:
Prudential Financial, Inc.
Yemi Rose
973-802-7641
[email protected]

Sharp Communications
Beverly Basiga
212-829-0002 ext.113
[email protected]

Know of a business news tip affecting the LGBTQ community?  Contact us so we can spread the word.

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Hilton – Named #1 Workplace for Diversity

Hilton has been recognized as the #1 best workplace for Diversity and Inclusion just one week after also being ranked the #1 best workplace for Parents by Great Places to Work. These extraordinary acknowledgements underscore the sense of family and belonging that are the foundation of an outstanding workplace culture.

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Hilton offers programs to help all Team Members – both hourly and salaried – thrive personally and professionally. Benefits supporting working parents include flexible working environments, parental leaveadoption assistance, GED support, and 10-day advanced scheduling that provides hotel Team Members the flexibility to plan their lives.

“At Hilton, we know how important it is to create a great place to work for all, so that our workforce can truly reflect and connect with the communities where we live and work,” said Christopher J. Nassetta, president & CEO of Hilton. “I hear inspiring stories every day about the experiences our Team Members have with us, and it’s clear by investing in our Hilton family, we are making the world a better place for our Team Members and guests.”

Programs that foster diversity and inclusion include Team Member Resource Groups, Regional Inclusion Groups, Leadership and Career Development Tools and supplier diversity programs that has allowed Hilton to cultivate relationships with more than 3,000 women-, minority-, Veteran-, and LGBTQ-owned businesses.

“We’re deeply committed to recruiting and retaining Team Members who represent many different backgrounds, cultures and perspectives,” said Matthew W. Schuyler, Chief Human Resources Officer, Hilton. “Our goal is to be the most hospitable company in the world and the most inclusive place to work. Empowering a diverse workforce is fundamental to our success.”

These recognitions demonstrate Hilton’s ongoing journey to create a great place to work for all. Recent distinctions include: #2 on the World’s Best Workplaces list, #14th Best Workplace for Women in the U.S. and a Best Workplace for Millennials in Italy (#6). Hilton has also been recognized as a “Great Place To Work” in 12 countries: Australia (#4) China (#6), Colombia (#12), India (#18), Italy (#2), Netherlands (#11), Peru (#3), Turkey (#2), United Arab Emirates (#7), United Kingdom (#6), Mexico (#4), Brazil (#17) and United States (#33).

About Hilton

Hilton (NYSE: HLT) is a leading global hospitality company with a portfolio of 15 world-class brands comprising more than 5,500 properties with nearly 895,000 rooms, in 109 countries and territories. Dedicated to fulfilling its mission to be the world’s most hospitable company, Hilton earned a spot on the 2018 world’s best workplaces list, and has welcomed more than 3 billion guests in its nearly 100 year history. Through the award-winning guest loyalty program, Hilton Honors, nearly 82 million members who book directly with Hilton have access to instant benefits, including digital check-in with room selection, Digital Key, and Connected Room. Visit newsroom.hilton.com for more information, and connect with Hilton on FacebookTwitterLinkedInInstagram, and YouTube.

Contacts

Alison Scott, Hilton
703.883.6638
[email protected]

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Superbia Financial – The First LGBTQ Community National Credit Union

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I was introduced to Superbia Financial initially through a group posting via our OutBüro on LinkedIn LGBT professional networking group. We had the opportunity to jump on a call this week to learn more about Superbia Financial from its CEO & Founder, Myles Meyers. Meyers was quick to explain that Superbia means Pride in Latin. I dig the word and thought behind it.

Meyers has a long deep background in the financial services industry both within insurance and banking as well as member driven organizations. He is a Canadian transplant now building Superbia from his new home base in New York City – one of the financial hubs of the world.

We are bringing financial services to the LGBTQ Community that match the values in our lives – Myles Meyers – CEO

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Myles Meyers – CEO/Founder – Superbia Financial

Superbia will serve its members in three important ways:

  • Completely removing any risk of discrimination when sourcing financial services
  • Providing fair, and unique products, services, and a member (customer) experience that honors the unique needs of the LGBTQ community
  • Giving every penny of profit back to the community
    • Awarding up to 30% of profit to directly fund LGBTQ organizations, causes and community needs
    • Putting profits back into Superbia to offer better saving and lending rates, and other improved financial services to its membership

Why focus on the LGBT community’s financial life

LGBTQ people face discrimination, harassment and inequalities at nearly every possible interaction be it at work, in housing, in healthcare and so forth. Also we can face discrimination when dealing with financial institutions from personal banking, business banking and seeking capital for to grow our businesses. Sure, many large financial institutions, which we’ve pointed our here on OutBüro, have a pretty good to very good LGBTQ employee work culture and customer equality stance. However, the best of intentions of a large company does not always translate down to the individual banking employee you might be dealing with. You can and may still experience discrimination from a branch manager, loan officer or employee who despite company policies put forth their learned prejudices and biased beliefs causing you mental stress and financial harm.

Case in point is that in the United States we have had sexual harassment laws at the federal and state levels since 1978. Most companies have sexual harassment policies as well as require all employees to participate in sexual harassment training and sign documents. However, all you have to do is turn on the news and several times a month and you will see high profile sexual harassment cases. Consider the hundreds and thousands monthly that don’t make the news. Corporate LGBTQ supportive and friendly policies are wonderful and we applaud all companies who have them in place. But taking sexual harassment as an indicator, it will be a very long time before those LGBTQ friendly policies and laws translate to a true culture of equality devoid of discrimination, harassment and worse.

Come bank with Superbia as and who you are. Your financial life is very important to you and therefore important to Superbia.

100% LGBTQ banking

Superbia Financial, upon receipt of its charter to operate, is the first financial institution, as a member based credit union, to be built by an LGBTQ entrepreneur and 100% focused on the LGBTQ community – YOU. As a credit union you are a member and therefore also have a vote in many actions of the credit union. You may participate in voting for board members that will ensure the board is both qualified and always reflects the membership base.

As a not-for-profit, Meyers explained that the tax savings will provide a lower cost of business and thus be able to provide more of the profits to directly fund national and regional LGBTQ organizations, causes and community needs. Your banking with Superbia creates a sustainable funding stream for organizations serving our LGBTQ community.

It’s banking with an LGBTQ social impact.

The world doesn’t need another generalized bank or credit union. The LGBTQ community needs a financial institution such as Superbia that is not only LGBTQ focused, but participates as part of the community and supports the community widely. – Myles Meyers – CEO

Financial diversity in the diverse LGBTQ community

There are an estimated 8.5–10 million LGBTQ living in the United States. In 2015, the combined economic power of the community was estimated at $917 billion, yet poverty exists in the diverse LGBTQ community. It’s estimated that 9.1% of gay couples and 4.9% of lesbian couples over the age of 65 live in poverty due to a lifetime of discrimination in the workplace. 25% LGBTQ people have reported being discriminated against in some way during their life. The fear of coming out that many in the LGBTQ community experience increases their risk of depression and/or anxiety as much as 3 times.

Superbia Financial credit union is an inclusive organization and whether you’re part of the LGBTQ community or you’re a supportive ally, you are welcomed. You deserve a banking partner that values you for who you are and where you are without the potential of being discriminated against.

What services to expect

Meyers and a hard-working team of around 25 people have been working diligently for over two and a half years in getting Superbia Financial to the point of it’s impending launch. During that journey they have consulting with numerous stakeholders and providers across the country to find the right blend of technology to meet your expectations of banking in the time of internet based everything. Meyers explained that Superbia, as a virtual credit union, will have the online and mobile apps you’d expect – such as mobile/remote based check deposits. As products are made available, members will have the options of:

  • Check account
  • Saver account
  • Certificate of deposit
  • Credit card
  • Short-term loan
  • Line of credit
  • Mortgage
  • Wealth management
  • Small business account

Superbia just doesn’t want you – it needs you

To create a credit union that serves the unique interests and needs of the LGBTQ community, and that distributes its profit to the causes and programs unique to LGBTQ persons, Superbia must demonstrate the desire and need of the community to the regulators.

To show your interest in helping bring this revolutionary vision to life for yourself and others, head over to their website and sign up to stay abreast with Superbia’s progress – they only ask for your name, email and state.

When can you open your accounts

Superbia, in October 2018, filed the application to acquire its charter to operate as Superbia Credit Union. Meyers stated, “In the process so far we’ve had discussions about our application, vision and plans. The dialogue has been productive. This process is lengthy with naturally a huge focus on the security of any potential members financials. “We are very pleased with the development effort to make our application for charter as strong as possible. We cannot predict exactly when, but we hope within the next few months we’ll receive the approval and when that happens we are ready to serve our community.”

To learn more about Superbia, please visit www.superbiafinancial.com.

Keep up with Superbia via:

Facebook: @SuperbiaFinancial

Twitter: @pride_superbia


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