May 27, 2020
(updated May 27, 2020)
Published by Dennis Velco
A personal overview of the podcast focus and direction while seeking your topic suggestions, feedback, and guest recommendations. I provide my personal WHY this is so important to me and hope you will find inspiration and insights to grow as an LGBTQ professional, entrepreneur, and organization. Subscribe to the podcasts and join us on www.OutBuro.com
We’ll chat with LGBTQ entrepreneurs about their inspiration, strategy, startup journey, successes balanced with insights from lessons learned.
We will be exploring way to launch, grow and expand your business from many perspectives.
OutBüro – Be inspired. Let’s chat, share, learn, and grow together. In each episode, we’ll have casual and informative conversations with interesting LGBTQ professionals spanning a wide range of fields.
Non-profits are a huge part of our community so we will chat with non-profit leaders about their organizations, their focus, and goals, successes, operational effectiveness, needs, and challenges.
We’ll also talk with leaders in Diversity and Inclusion consultants on creating safe and welcoming workplaces from an outside best practices view as well as corporate HR and D&I directors highlighting Successes and opportunities in their workplace for LGBTQ employees along with customers and clients.
Wil also have chats community allies across many sectors who strive to work with and promote the values of diversity.
Let’s learn, grow, and empower each other. Listen to the podcasts on OutBuro.com. Better yet subscribe via your favorite audio platform. Spotify Apple Podcasts Breaker Castbox Google Podcasts Overcast Pocket Casts RadioPublic
If you have topic ideas, would like to recommend future guests or to become a guest on the show please visit OutBuro.com, under the More menu Select Contact Us and submit your topic request or potential guest information.
You also can do more than just listen.
Join the online LGBTQ professional an entrepreneur community at www.OutBuro.com.
Add your profile. Indicate if you are open to being a mentor or would like a mentor. Find each other via member search.
Indicate if you are an entrepreneur or would like to be. And so much more.
Join or start a group – industry, topic, or geographically focused.
Host your LGBTQ employee resource group there.
Share great content you find from across the web, publish articles, upload your portfolio to your profile to showcase your work.
Make new connections, reach out via the site’s messaging to explore new opportunities. Rate current or former employers as an employee, contractor, or intern.
Rate organization even as a volunteer.
tout how great they are to work for or areas they could improve on.
Rate business or organization as a customer or client.
Help build a full picture so prospective LGBTQ job seekers and consumers can make informed choices
You make the difference. Your voice matters. Be where you belong. OutBuro.com.
I look forward to your feedback as we take this journey together.
May 27, 2020
(updated May 27, 2020)
Published by Dennis Velco
OutBüro – Let’s chat, share, learn, grow, and be inspired together. In each episode, we’ll have casual and informative conversations with interesting LGBTQ professionals. We’ll chat with LGBTQ entrepreneurs about their inspiration, strategy, startup journey, successes balanced with insights from lessons learned. We’ll also talk with leaders in Diversity and Inclusion and community allies across many sectors. Please subscribe to the podcast and join the online community at www.OutBuro.com.
May 11, 2020
(updated May 11, 2020)
Published by Dennis Velco
Gay, lesbian, bisexual, transgender and queer entrepreneurs often struggle well beyond their heterosexual start-up counterparts in many areas of business. One, in particular, is raising funding in the form of venture capital and operational working capital funding to launch and grow their business. Most businesses will need to apply for some sort of working capital during their lifetime. Traditional loans are not always an option to many LGBT business owners due to the lengthy paperwork required and strict rules and guidelines, and discrimination from the staff of traditional VCs/Banks/Leading Companies/Financial Institutions who have historically favored heterosexual white males. Progress towards diversity in entrepreneur funding is happening, yet continues to be slow.
Several financial companies and organizations have stepped up to aid LGBT entrepreneurs in acquiring the capital they need to see their vision to reality and continue its growth trajectory.
We’d like to consider this an active and growing list. If you are aware of a company or organization that providing funding and capital targeting the LGBT entrepreneur, we’d appreciate you using the Contact Us form and provide a link to their primary website so that we may review their info and potentially add them the resource list below.
If you contact any of the below, we’d greatly appreciate it if you would let them that you learned about them here on OutBüro.
Note: this site does not have SSL active, yet still live.
We’re out to change the world of business finance! Founded by LGBT with a focus on LGBT and other minorities. Diversity Fund is a new business finance platform that unites rewards, lending, and equity finance provides sophisticated tools for investors to evaluate each deal and company and is fun and engaging for everyone!
Through Diversity Fund, an entirely new generation of entrepreneurs can finance their venture or expansion by immediately reaching thousands of potential investors who support their goals. Diversity Fund opens the world of business finance to entirely new sets of entrepreneurs and investors and leverages crowdfunding to even the playing field to the rest of us. Founded in Austin, Texas, Diversity Fund seeks to become a leader of small business finance and a trusted source for both entrepreneurs and investors. We’re excited about Diversity Fund and hope you are too. Be sure to register, so that we can send you information and news. Also, subscribe to our e-newsletter and check out our social links for more!
LGBT Capital was established in 2010 with a focus on the LGBT Consumer segment as a credible investment sector and to demonstrate the business case for advancements in LGBT equality and inclusion.
Since then and to support these aims, LGBT Capital has pioneered the development of an LGBT Diversity Investment Index with a complementary Institutional Investment methodology, developed Statistics and Research to demonstrate the potential of the LGBT Consumer Sector, and launched the first international specialist LGBT Wealth Management offering as well as an LGBT focussed Property Portal. LGBT Capital also works with a number of quality LGBT focused businesses to support their investment plans and growth.
LGBT Capital’s portfolio is guided by a primary focus on a sound business opportunity while actively supporting the advancement of LGBT Equality and Rights globally We prefer to work closely with clients and partners towards achievable goals. We will advise, but prefer to help structure, implement and execute. We believe in the power of Impact Investing and in particular that Impact Investing can support the progression of LGBT freedoms and inclusion globally. We also believe that the growth of quality LGBT businesses, particularly in developing markets, will play a key part in further developing LGBT freedoms and quality of life.
Formerly known as Google Ventures, GV was launched in 2009 to serve as the venture capital arm of Alphabet, Inc. Since then, it’s invested in over 300 startups within the life science, healthcare, artificial intelligence, robotics, transportation, cybersecurity, and agriculture industries. Some of these startups include Walker and Company, Tala, and Vida.
Google Ventures is very open to exploring relationships of entrepreneurs of all backgrounds.
We believe in the power of spending time together face to face. Whether we’re hosting a summer BBQ, celebrating Pride, or playing softball, you’ll find us with our portfolio founders and their teams.
Startup52X is focused on grooming extraordinary startup founders to launch highly successful and profitable ventures. We especially like teams that have at least ONE founder from underrepresented communities in tech. These include people of color, women, entrepreneurs who are – veterans, with disabilities, immigrants, LGBTQ, etc. We hope to increase diversity in startup and tech spaces while launching outstanding ventures.
Startup52 is an early-stage accelerator based in New York City. As the first sole diversity-focused accelerator in NYC, Startup52 was founded by Chike Ukaegbuto identify and groom outstanding entrepreneurs, especially those from untapped and under-tapped communities. Our main goal is to increase diversity in startup and tech spaces.
We run two cohorts a year with up to 15 outstanding ventures per class. Startup52’s ecosystem of partners, mentors, advisers, industry experts, investors and more, helps our ventures and founders thrive well even under the daunting challenges of startup entrepreneurship.
Our program follows an intensive structure that implements strategy aimed at uniquely helping startups develop an effective framework for decision making in focusing, aligning, executing and delivering against strategic adaptive and growth initiatives. This, we hope will lead to launch, longevity, and successful exits.
Our community of mentors, advisers, experts, serial entrepreneurs and more, are successful people, who have sold businesses, held executive positions at large companies, have advanced degrees from ivy league schools, are current entrepreneurs, among other great accomplishments.
AngelList is a U.S. website for startups, angel investors, and job-seekers looking to work at startups. Created in 2010, the platform has a mission to democratize the investment process and to help startups with their challenges in fundraising and talent. It started as an online introduction board for tech startups that needed seed funding. Since 2015, the site allows startups to raise money from angel investors free of charge.
The LGBT Market on AngelList is a resource to consider. Companies listed include HER and HORNET along around 150 other LGBT entrepreneur-owned businesses and worth investigating as a potential venue for exposure to angel investors
Connectivity Capital Partners is a venture capital firm that funds early-stage startups. Through the efforts of its Chief Investment Officer, Denmark West, the firm advocates for diversity in technology by supporting extraordinary startup founders regardless of their background.
As an LGBT entrepreneur, you are a champion of your brand. With Republic you can create a crowdfunding campaign that does more than attract small investors – it aids in creating brand ambassadors. Not LGBT specific as a platform, yet via your network and the compounded social influence that has you can spread your fundraising efforts to the audience of your making coupled with an active investor pool of 350,000 current members. In May 2016, the U.S. Securities and Exchange Commission enacted Title III of the JOBS Act, allowing non-accredited investors — the majority of the US population — to invest in startups. But the complicated legal requirements demanded a founder and investor-friendly, easy to use platform to make startup investing truly accessible while adhering to legal requirements so that it is an ethical safe space to invest from within.
That’s why we built Republic: to democratize investing and level out the fundraising landscape for founders and investors alike. We’re SEC-registered, FINRA-licensed, and if you’re at all interested in startups, you’ve heard of our past work: Republic is part of a family of startup platforms together with AngelList, Product Hunt, and CoinList — one of the most trusted online startup ecosystems in the world.
Gaingels is a profit-focused, mission-based affinity organization (a networking group of investors) which offers venture-stage investment opportunities into companies worldwide that have at least one LGBT founder, senior C-level executive, or board member.
Our members put great effort into assisting the companies we invest in. In turn, exceptional founders seek out this type of assistance to produce strong returns.
We also invest directly in venture funds, accelerator partners, and charity partnerships, including our own scholarship and mentoring program.
Announcing the Diversity Initiative, the largest venture capital resource ever created to focus on underrepresented entrepreneurs. This $125M commitment, part of Intel’s groundbreaking diversity efforts, will ensure that funded entrepreneurs enjoy the access to business development programs, global network, technology expertise and brand capital their talents deserve. Focusing on both the seed-stage and expansion phases, Intel Capital – Diversity Fund invests in technology, environmental or social mission driving startups, and must be within the U.S.
In June 2015, Intel Capital announced the venture industry’s largest-ever commitment to invest in technology companies led by women and underrepresented minorities (African Americans, Hispanics, and Native Americans).
Initially envisioned as a five-year, $125 million fund, the Intel Capital Diversity Initiative was expanded in October 2016 to also invest in startups led by entrepreneurs living with disabilities, U.S.-based entrepreneurs from the LGBTQ community, and U.S. military veterans.
In May 2018, Intel Capital announced that the Diversity initiative had exceeded its initial $125 million investment target more than two years ahead of schedule. Through September 2019, we have invested $381M in companies led by diverse teams; such companies make up 15 percent of our active portfolio.
500’s mission is to discover and back the world’s most talented entrepreneurs, help them create successful companies at scale, and build thriving global ecosystems.
We believe that great founders come in all shades, genders, and nationalities.
Since our inception, we’ve made it our mission to find and empower talented founders, whether they’re across the world or overlooked in our own backyard.
Diversity has always been a core value at 500. We’re committed to being champions of the global VC community, not as it is, but as we’d like to see it.
At 500, we don’t just slap a poster on the wall about diversity – we know that LGBT founders, mentors, and investors are a huge part of what makes our #500Strong family so great. In 2014, we even launched Rainbow Round to highlight great entrepreneurs and do more community outreach.
If you have a socially responsible business model, Pipeline is a great start. Business owners can pitch to a network of women investors through pitch summits which happen several times throughout the year in various locations. To be eligible, businesses must be for-profit, headed by a cis female, non-binary femme or transgender woman. Our members serve as the friends and family for entrepreneurs who may not already have support at their critical startup stage.
DigitalUndivided understands that cultural, structural, and financial barriers have functioned to restrict the involvement of people of color in economic chances. But, black and Latina women are the fastest-growing set of entrepreneurs in the USA. BIG is more than an incubator- it’s a direct pathway into the innovation economy for women of color. The BIG process begins with START, an invite-only weekend of ideation, pitching, feedback, and networking. From this weekend, we chose the cohort of the BIG Incubator
Self admittedly, this is an investment portfolio that happens to take on minorities, not as a mission, but as a matter of good business as discussed in his short article here >> How to build a successful and diverse venture capital portfolio without really trying Brooklyn Bridge Ventures manages $23 million across two funds, leading or co-leading investments of around $350,000 in New York City companies that have yet to raise $750,000 in prior rounds. BBV is the first venture capital fund based in Brooklyn, NY and it is managed by Charlie O’Donnell. Conversations often start pre-product and pre-deck. The fund invests in a wide variety of sectors, so say hello.
Kapor Capital invests in tech-driven seed stage companies committed to closing gaps of access, opportunity or outcome for low-income communities and/or minority underrepresented communities in the United States. We are open to investing in every sector, including education, work, finance, justice, food, and health.
We have invested exclusively in companies that have real potential to produce both significant financial returns and large-scale social impact by:
closing gaps of access to information or goods and services; and/or
expanding economic opportunity in the workplace and the marketplace; and/or
increasing outcomes such as efficiency and competitiveness of market-based solutions to social and economic issues.
We seek entrepreneurs from all backgrounds, especially people of color, women and other groups that have been historically underrepresented. We believe lived experience helps entrepreneurs identify rapidly-scalable, market-based solutions others have overlooked.
They construct Hispanic and Minority company success stories by giving experience for early-stage companies. They supply mentorship, strategic guidance, and technical assistance. They focus particularly on first-time entrepreneurs and first-time small business owners.
Astia was founded in Silicon Valley in 1999 as a non-profit organization dedicated to identifying and promoting best-in-class, high-growth ventures that include women leaders.
Astia levels the investment playing field by cultivating a trusted global ecosystem of engaged male and female investors and advisors, who offer crucial resources, including capital, networks, and expertise. Unlike most VC’s, investment firms, or accelerators, Astia provides a creative, proven approach that contributes to the success of women leaders and their ventures.
Collaborative Fund Partners, LLC, is a social impact and inclusion investment firm. CFP exists to “do well by doing good.” Through a multi-company investment approach, CFP is able to minimize placement risk, where most early-stage funds have failed in the past. By becoming directly involved in each company, CFP is able to maintain a quality control position with the management team and the use of funds needed to take each company into revenue and profitability.
Collaborative Fund Partners, LLC generates capital appreciation through investments in its portfolio companies that meet the Fund’s investment policies. The Fund will seek to fulfill its primary investment objective by making investments in early-stage companies that require additional equity and/or working capital in order to establish or expand their businesses
Founded in 2011 by Angela Benton, NewME has accelerated hundreds of entrepreneurs through our online platform, residential “boot-camp” accelerators, and equity portfolio. We pioneered diversity in Silicon Valley by focusing on helping entrepreneurs identify strengths from their non-traditional backgrounds and leveraging them in business. We’ve helped hundreds of entrepreneurs build better businesses some have even went on to raise venture capital funding. To-date NewME has helped minority entrepreneurs raise over $43MM in funding.
Mariah Lichtenstern’s background of building bridges between the privilege with those that are not prompted her to found Diversecity Ventures. Its focus is to invest in startups that not only aims to make a socio-economic and environmental impact but, more importantly, those that strive to promote cultural, geographic and cultural diversity.
Co-founded by Shauntel Poulson, Reach Capital is a venture capital firm that aims to support minority-led startups striving to help underserved communities in the country, particularly in the field of education. We invest in education because we believe itʼs our most valuable resource. It has the power to influence our course, contribute to our dreams and strengthen our communities. We invest in the people we believe in and the ideas we want to help build. Whether we are your sole investor or one of the many partners along your journey, we’ll always be there, ready to go to bat for you when necessary.
Black Angel Tech Fund was started by a group of successful Black entrepreneurs and angel investors after a thought-provoking panel about the lack of Black startup founders during the 2015 Stanford Black Alumni Summit. Since then, they have taken up the cause to use financial resources from successful African-Americans to support Black-owned startups. If you are LGBTQ and also happen to be African American, this VC may have interest in you.
Digitalundivided was founded by Kathryn Finney in 2012. Its mission is to champion Black- and Latinx-owned startups, by providing financial support and sound advice that will not only help launch these startups but also scale. If you are LGBTQ and also happen to be African American or Latinx, this VC may have interest in you.
DID continues to expand it’s impact and create true systems change through initiatives like The Doonie Fund, which has made over 1000 micro-investments in black women entrepreneurs and the expanded START program, which serves as an entry way for Black and Latinx women entrepreneurs into high growth entrepreneurship.
Project Diane 2020 is set to be released in Fall 2020 and while financial impact remains a central focus, 2020 data will spotlight community impact and what it truly means to be “self-made” in the tech and innovation space.
Based in New York City, KEC Ventures was founded by entrepreneurs from different ethnic backgrounds and industries. This unique blend of leadership gives KEC Ventures the ability to discover and support early-stage startups founded by entrepreneurs belonging to minority groups.
We help entrepreneurs bring the future into focus to find their breakthrough moment. Our proven track record of 100+ investments has unlocked growth opportunities through capital, advisement, and relationship building. We are the result of the merger between successful Los Angeles and Bay Area based Seed funds, Cross Culture Ventures and M Ventures. We invest in technology companies that create infectious products that benefit from shifts in cultural trends and behaviors in an increasingly diverse global marketplace.
Based in New York, Harlem Capital Partners (HCP) is a venture capital firm that focuses on early-stage, minority-owned startups. Its mission is to invest in 1,000 of these types of startups within the next 20 years, with half of these being women- and minority-owned startups. HCP focuses its investments towards startups that aim to enhance financial, marketing, and operational experiences. As a solution to this challenge, HCP partners with entrepreneurs who have revenue-generating tech-enabled products or services that can leverage our financial, marketing and operational experiences to implement key processes to go from selling products to running a sustainable business.
Dreamit Ventures prides itself not only one of America’s top startup accelerators but also a catalyst of diversifying startup ownership in the country, particularly those that focus on developing Health and Urban Tech solutions.
Its partnership with Comcast Ventures aims to provide financial support and mentorship to minority-owned startups with ready-made products to help them scale through their Dreamit Access program.
Since it was founded, Humble Ventures has invested in 47 different startups, 70% of which are those established by women and entrepreneurs belonging to minority groups. These theCut, The Mentor Method, and KweliTV. Humble Ventures’ goal is to bring to innovative startups collective human, financial, and technical resources for them to launch and scale.
We focus on diverse entrepreneurs that are solving problems for the fastest growing demographic segments. We believe that diverse entrepreneurs provide opportunities for disproportionate returns and represent the markets of the future. We know that diverse audiences are tied inextricably to the future of cities. These audiences require responsive healthcare, access to wholesome food, economic stability, education, safe neighborhoods, and tight social support to create an environments for them to thrive.
Founders First Capital Partners is a venture capital firm founded by Kim Folsom with the goal of providing capital and support to startups owned by women, entrepreneurs from minority groups, and military veterans.
We fund service-based companies generating between $250K and $5M in annual revenues typically led by minority, military veterans, or woman founders. We offer Revenue-based investment (“RBI”), a new form of business financing, distinct from the preferred equity structure most VCs use and more flexible than traditional bank debt.
Its goal is to help startup founders not just launch a successful business, but also one that can be carried from one generation to another.
Valmo Ventures is a venture capital firm founded by Valerie Mosley, a successful entrepreneur who’s made it her mission to help under-represented startup founders grow both their self-worth and net worth.
In line with this, Valmo Ventures’ mission is to create, advise, and partner with startups to transform them into valuable and profitable assets to society as a whole. Valmo Ventures creates, collaborates, and invests in companies, assets, and efforts that add value to portfolio returns and add value to our society. We believe that when we advise, invest in, and collaborate with bright, like-minded, and like-hearted individuals, extraordinary results are possible.
While Base Ventures is still a relatively young venture capital firm, it’s already making a mark as far as bridging the gender, and ethnic gap observed among startups in the country. Already, it has raised multi-million dollar funding for startups like StyleSeat and Balanced Payments.
Much of the success of Base Ventures is owed to its founder and Managing Director, Erik Moore. A seed investor of Zappos.com, Moore is recognized as one of the top 25 Most Influential Black in Tech and is driven by his desire to change the world by investing in young entrepreneurs.
Precursor Ventures is a venture capital firm that provides funding to pre-seed startups developing B2B and B2C software applications and services, and connected hardware. Although it’s one of the lesser-known firms, Precursor Ventures has willingly taken on the mission to ensure startup founder from diverse backgrounds are given equal opportunity to receive funding to grow and scale their businesses.
Precursor Ventures was founded with one simple premise. It is our belief that all entrepreneurs, regardless of background, benefit from having an institutional investor to help them scale and grow their company from the very beginning. We have built the entire firm around this premise that helping entrepreneurs get started and scale will be our life’s work. To that end, we have six core principles that drive our decisions and strategy:
We want to invest in your first institutional round of investment. We do not have requirements for traction or metrics. We want to be part of the company as early as possible. We are unafraid to back unproven, first-time entrepreneurs; unproven is not the same as incapable. We believe that the greatest returns in venture come from entrepreneurs who are capable but have not yet had the opportunity to show the world their talents and capabilities. We aggressively back entrepreneurs who have something to prove. We hold ourselves to high standards in terms of the diversity of founders we back and support. We are committed to investing in founders who represent a wide variety of backgrounds in terms of gender, race, background, academic experience and life circumstances. We are patient because building meaningful companies takes time and the rewards are great for those who participate in the entire journey. Building great companies takes time. There are no shortcuts and we know that the journey will be long but the rewards are worthwhile. We focus on long-term thinking. We value intellectual curiosity and open thinking. The best companies are built by curious founders who question everything and are open to thinking about new ways to tackle problems. We invest in early-stage companies in the San Francisco Bay Area, New York, and Toronto. We are willing to consider other geographies, but we focus our energy in these locations.
Excel Capital Management is a proud supporter of the LGBT community, and we are here to help with all of your business funding needs! For more information on Excel and the funding solutions we offer, check out our Solutions page and APPLY NOW! For even faster service, contact one of our funding specialists TODAY at 877-880-8086
Wells Fargo a national leading small business lender for eleven years and they are dedicated to supporting the business needs of the LGBT entrepreneur client community. This dedication includes being a founding corporate partner of National Gay and Lesbian Chamber of Commerce (NGLCC) and strong support for LGBT inclusion with their LGBT clients and their employees. As an employer, Wells Fargo fosters a culture in which all people and their individual differences are not only accepted but celebrated. If you’re an LGBTQ+ employee of Wells Fargo rate them here.
Being an entrepreneur is never easy. But so worth it. You can make inroads to attaining your entrepreneurial goals. Be smart about who you partner with for funding. It will be a long-lasting relationship not to be taken lightly.
Bear in mind there is not any failure, only feedback. Remember that there are organizations and persons which are pushing for diversity and that encourage LGBTQ and other diversity entrepreneurs. One such organization is the National Venture Capital Association who has listed over 40 venture funds dedicated to diversity. We are still reviewing all those companies to validate they are worthy of including in this list in a future update.
January 2, 2020
(updated January 3, 2020)
Published by Dennis Velco
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:
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:
Gynephilia is people that were born with a male body, have a female gender and are attracted to women. My understanding is like this:
Cis-Gender, is a person who feels that how they mentally identify matches their physical body.
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 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 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 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 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).
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.
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.
July 19, 2019
(updated November 8, 2019)
Published by Dennis Velco
Attracting quality candidates/job seekers and retaining the staff/employees your company/organization has already invested in can be a challenge. Further adding that as an employer you are dedicated to building, fostering and maintaining a work environment and culture that is diversity and inclusion focused is a worthy, and rewarding huge task. So many organizations struggle with how to best reach the targeted diversity job seeker audience they desire with few resources to make your efforts well known. OutBüro (www.OutBuro.com) is a resource for employers of all types, sizes, and no matter where in the world you operate who desire to have a robust LGBTQ employer branding and recruiting marketing strategy.
[easy-tweet tweet=”(OutBüro) is fascinating and much more aligned with the UN’s Global LGBTI Standards for Business than most indexes! – Fabrice Houbart – Human Rights Officer @UN” user=”OutBuro” hashtags=”#LGBTQ #WorkPlaceEquality #CorporateEquality” url=”https://www.OutBuro.com”]
OutBüro meaning and pronunciation
Out is an English world and often used in the LGBTQ community. Its history of use stems from the phrase “Out of the Closet” meaning not hiding one’s sexual orientation.
Büro is a German word that in English means “office”. The two dots are called an umlaut and makes the “u” long sound. Büro sounds exactly like the English word “bureau”, such as a news bureau.
So combined OutBüro means Out Office, which in the context of the site is Out Company, Out Organization, Out Employer in support of your LGBTQ employees and job seekers.
Why is LGBTQ Employer Branding needed?
You may believe that if your company is listed one of the LGBTQ Corporate Equality Index that obtaining a top score there is your golden grail of letting the LGBTQ community know you’re a great place to work as an LGBTQ employee. However, those listings are limited in so many ways. For those organizations fortunate enough to be large enough to be on those listings it merely indicates that LGBTQ inclusive policies benefits and some business practices are present to a degree. They might state if the company/organization does LGBTQ-focused marketing and actively recruits LGBTQ candidates. They are however not a platform for you to control and consolidate your LGBTQ messaging. Further, OutBüro provides social proving allowing you to link to your and 3rd party website clearly showing the policies in place, benefits you have, your marketing in video and print, your inclusive recruitment marketing efforts, your political contributions and your community involvement to name some of the features. It allows you to also upload lots of photos and link to lots of videos further demonstration all the hard work you are putting into your full LGBTQ diversity and inclusion program. You may indicate LGBTQ organizations and businesses you sponsor, any form of funding you have available for LGBTQ non-profits and LGBTQ owned businesses to apply for. Further you may indicate the number of out and visible LGBTQ management within your organization. In addition, it provides you an opportunity to post articles directly on the platform highlighting all that you do. Some ideas might be quarterly updates on the activities of your LGBTQ employee resource group, LGBTQ career fairs you are participating in, feature LGBTQ employees, and pretty much any news/stories related to your LGBTQ inclusive efforts. Go ahead and show off all your hard work.
LGBTQ employer ratings by employees
Your OutBüro rating is based not on having policies, benefits, and practices in place, although those are important, but rather from the ratings/reviews from current and recent past employees. Recent past as we define it means up to 5 years. See the employee-focused video below for more information from that perspective.
Even a small business/organization that do not yet have official LGBTQ inclusive policies and benefit may still be rated as an excellent employer by their employees.
Timely LGBTQ employer equality ratings
Your company/organization is constantly evolving so OutBüro’s LGBTQ employer ratings/reviews are too. Employees may initially rate/review your company/organization at any time 24/7/365. Once an employe posts a rating/review it is live on the site immediately and aggregated into your overall rating. They may rate/review you every 4 months on their own unique timeline. Imagine an employer of say 100,000 employees. Let’s say 7% of the workforce identifies as LGBTQ and heteroflexible. That would be a potential of 7,000+ reviews/ratings up to every quarter. This provides you timely and insightful feedback on the state of your environment and culture.
OutBüro for employers
Most company/organization career/job pages have little to no information regarding all the incredible policies, benefits, employee resource groups and LGBTQ community the company/organization has and participates in.
Although in a few countries there are LGBTQ Workplace/Corporate Equality Indexes, these are typically limited to only the Fortune 1000 and/or the countries very largest organizations. Being present on those lists is quite an achievement for which you should be rightly proud of. It is however not the full picture of all you do. They are limited to indicating the policies and benefits you have if you are large enough to be invited to participate.
In just the United States the Fortune 1000 employs approximate 8% of the workforce. That represents around 33 million employees and obviously a huge number. We’d love to have all those employers leverage the OutBüro LGBTQ employer branding and review monitoring solution and welcome all employers of every type and size.
LGBTQ employee marketing difficult to find
As a corporation/organization works to create all the great LGBTQ inclusive policies, benefits and business practices to be an attractive employer to LGBTQ candidates often the marketing of that effort is a second thought if at all. While focusing on building the OutBüro and our initial adding around 300 Fortune 1000 companies we discovered that for the vast majority it is downright difficult to find LGBTQ information about the company/organization. Now put yourself in the position of the LGBTQ job seeker wanting to have a clear picture of the kind of company/organization they are considering applying for. The absence of information or difficulty locating it on the internet searches is a potential indicator that the company/organization is not very LGBT friendly at all. OutBüro is your solution to consolidate your LGBTQ employer branding making it super easy for potential candidates to see you as an outstanding LGBTQ employer.
For Every Employer Type
OutBüro recognizes that LGBTQ people are employed by every type of company/organization. When claiming/adding your Employer listing to OutBüro you specify the legal entity type which currently includes the following:
Company – Public
Company – Private
College / University
PAC – Political Action Committee
Non Profit (General)
LGBTQ Focused Non-Profit
For employers everywhere
LGBTQ people live everywhere and likely where your business/organization operates. Therefore, OutBüro is not geographically bound. In fact, our LinkedIn LGBTQ professional group currently has over 46,000 global members and site traffic to the www.OutBuro.com website demonstrates interest globally. Here’s an OutBüro site traffic map of June 2019.
Consolidate your LGBTQ employer branding
OutBüro is your tool to consolidate and focus your employer branding efforts to clearly demonstrate what a fantastic employer you are for LGBTQ candidates/job seekers and your current employees. We’ll be adding articles/postings discussing all the current features very soon and in the meantime check out the following:
This is a user guide for adding your company/organization to the OutBüro employer branding and reviews monitoring platform when it is not already present as an authorized representative of the company/organization.
This explainer video discusses OutBüro employer ratings/reviews intent and process from an employee’s perspective. It is beneficial as an employer to review so that you are aware of the information and data OutBüro seeks input on.
Every company/organization can benefit from embracing and fostering a work environment and culture of diversity and inclusion where your LGBTQ employees feel welcomed and that they belong. It improves team communication, problem-solving creativity, promotes happy employes that in turn create amazing experiences for your clients/customers that lead to improved financial benefits.
It’s not a perfect
No, that’s right, OutBüro does not claim to be perfect. It has been developed from our experience and industry practices. We’re off to a strong start in helping you consolidate your LGBTQ employer branding and reviews monitoring. We are a new tool and platform that is focused on evolving, growing and expanding for you and LGBTQ employees/volunteers. Just as your organization evolved from its beginnings to where you are today, so will OutBüro as more company/organizations come on board and we receive constructive feedback on way to improve the system.
Get started today
To get started on OutBüro you don’t have to be perfect either. You are also evolving and we recognize that. OutBüro employer annual subscriptions are based on the total number of employees so it’s affordable for any size employer.
Your employees/volunteers may add you to the system and rate/review you even if you have not yet claimed/add your employer listing yet. Ideally, you’ll jump in and claim/add your listing providing as much of the information as possible. Note that to get started there are only a few required fields and you may edit your listing at any time as you gain more information, locate resources, improve your LGBTQ policies, benefits, and practices. Let’s grow and evolve together.
June 24, 2019
(updated July 11, 2019)
Published by Dennis Velco
When it’s time to update your resume/CV preparing for a job search, it can be tough to know if you should be out as LGBTQ on it. We don’t believe you will find anyone who would suggest putting “I’m queer – get used to it” in bold pink letter sprinkled with glitter on the top of your resume/CV.
So, should you come out on your resume?
No one can answer that question for you. It is your life, your career, your sexuality, your gender identity, and therefore your choice rests squarely on your shoulders. However, read on for insights to help you make an informed decision.
Many in the LGBTQ community disagree about what you should reveal on your resume/CV. Some say to be out being your full and authentic self, while others argue that you should remain in the closet, grit your teeth to land the job and then slowly come out to co-workers as you get to know them individually.
Many people have acquired significant volunteer and work experience from obviously LGTBQ-oriented organizations. Other people struggle with how transparent they should be on their resume or job application when asked about other interests. Knowing what to say, and how much to disclose to a complete stranger with the power to provide or decline a job offer can be cause for worry. It can often feel like living in the closet and being judged for who you are as a person.
How much experience is related?
Not much but it’s close to my heart
You are such a wonderful person for volunteering. If your past experience related to LGBTQ non-profits/NGOs is not really central to the job you are applying for, we’d recommend completely leaving it off your resume/CV. It’s not hiding your sexuality or gender identity, it is just not pertinent. This even includes leaving it out of your resume/CV hobbies/extra activities. If you get a sense during the interview process that the employer and interviewers are LGBTQ friendly you can always bring it up in the course of dialog as appropriate.
Just a bit but it’s important
If some of your experience was acquired from paid or volunteering for lesbian, gay, bisexual, transgender, and queer non-profits/NGOs no matter if you are LGBTQ a straight ally you might start to wonder if you should put that experience on your resume. This effectively would out you as LGBTQ whether you are LGBTQ or a community ally. Additionally, as you’ll learn below even just the perception of being LGBTQ real or perceived can potentially impact your ability to be hired, promoted and even the salary offered.
Major part of my career
If all your experience is from paid or volunteering at LGBTQ organizations, then it’s pretty clear you have no choice. You have to list the experiences. But you still need to be aware of the issues you may face and be prepared to research employers to find the right match and put your best foot forward with the best employers no matter the size or location of the employer.
If you have worked primarily for LGBTQ or other non-profits/NGOs it can also be difficult to break into the for-profit sector. I have heard of people attempting to do make this transition and being told, “Your qualifications are outstanding, however, you aren’t a right fit for this company we are about making money not helping people/the environment/animals.” – true story. So if your work experience has been 50%+ with a non-profit organization no matter the focus LGBTQ or not, be prepared to address this disqualifying mindset proactively in your cover letter and in the every interview conversation if you get that far.
LGBTQ workplace policies are good yet not a 100% guarantee
Reality is even if an employer boasts being a welcoming LGBTQ workplace with LGBT friendly policies and benefits, there are many people involved in the resume/cv review and interview process. Depending on the size of the employer, that may be a few people or in best case scenario it will be a review committee to reduce the chances of one person’s learned prejudices and ignorance to discriminate and disqualify you based on you being LGBT. In any case, it still can be risky. You want to list all your great experience and qualifications to land that new job yet you are also putting trust in the employer company/organization and the individuals in the hiring process.
At what point should I come “out” in the workplace?
It is important to know that you do NOT have to disclose your sexual orientation or gender identity at any point in the resume/cv submission, job application or interview process. This decision is entirely up to you and how comfortable you feel disclosing your sexual orientation, sex, or gender expression. If you do choose to disclose, there are generally three opportunities to “come out” to an employer?
On your resume
In an interview
After you start working for the organization
Many believe that no job is so great that it’s worth hiding who you are and selling yourself short by leaving out all the organizations you volunteered time with, just-just to hide your sexual identity. That volunteer work could have provided many skills and demonstrate your community involvement beyond the workplace showing a well-rounded individual with character.
Some feel that it is more important to get the job first, and then come out after people get to know you. “I’m here. I’m queer. I’m in the next cubicle” approach.
Others strive for a middle ground in where they list their LGBT activities on their resumes but don’t draw attention to it. They might list PFLG, HRC or NGLCC without going into additional details or spelling out the acronym. They might list the abbreviation of a student campus LGBT group and that they were the vice president such as Berkely LGSA Vice President instead of Berkely Lesbian & Gay Student Alliance Vice President. If asked about the entry it’s an opportunity for discussion to expand upon it in person versus potentially being tossed way by someone along the candidate review path who might hold prejudices. such as “vice president of gay campus group.” The rest, says Woog, is left to the interviewer. If she says, “The Rainbow Alliance –- tell me more about that,” it’s an opportunity to expand on it and judge her reaction.
Still, others hold firm that it is inappropriate to come out on one’s resume as it is to mark down one’s religious or political affiliations. We suggest talking with your both LGBT and straight close friends and family who also have a history of volunteer and community work.
As LGBTQ professionals we cannot live in a vacuum and our straight college have no problem listing their volunteer and community activities that might hint at their heterosexuality. It’s accepted.
At OutBüro we believe a resume should be honest and comprehensive. If a person has done work with GLAAD or Lambda Legal for example – and the reader even knows what these things are – certain presumptions can be made or not. We know many straight people who work at LGBTQ organizations too. Putting your volunteer work in the LGBTQ community on your resume is no different than others who may indicate they are a deacon in the church or a Hebrew school teacher on the weekends.
Why should you hide what you value and has contributed to your life, character, your local community and the community at large? It’s unfortunate that all companies do not have sexual orientation and gender identity non-discrimination policies. Luckily many companies and organizations do
Questions to ask
Is the company you are interested in an LGBTQ workplace friendly employer?
Do you feel comfortable disclosing that you are currently or have in your past held a paid positions or volunteered for an LGBT community organization?
Do you include previous work experiences (internships, etc.) that occurred at an LGBT advocacy organization(s)?
Is that current or past experience relevant to the job you are applying for?
How do you list your achievements from an LGBT organization on your resume?
Do you list it as for example an LGBT youth organization or simply a youth organization and if asked which one in the interview process disclose it if you feel comfortable doing so at that time?
Questions you can ask an employer in an interview if their employer website does not specifically state it:
Would you say that your company has a diverse employee base?
Do you offer domestic partner benefits and or other LGBT related benefits and policies? (if not clearly stated on their website)
Does your company/organization have an LGBTQ employee resource support or social group?
Additional considerations for transgender job seekers
Is it OK to use my chosen name on a resume and cover letters are not legal documents? You are not required to list your legal name on either document.
Let’s say your legal name is Stephanie Smith and your chosen name is Darrel Smith. You might consider listing your name as S. Darrel Smith on the resume and cover letter.
Will I have to use my legal name during the Job Search
Unless you have made legal arrangements to change your name, unfortunately, you will need to provide your legal name for the actual job application, background checks, social security documents, and insurance forms. However, most organizations will allow you to use your preferred name for company contact information, email, and phone directory. Human resource professionals are bound by confidentiality and can be a good source of information.
When it comes to dressing for an interview, it is important that you present yourself in a manner that is consistent with the position for which you are applying. Dress professionally for the gender for which you wish to be seen as. This can also help your employer understand which pronouns you wish to use.
The world has changed but not enough
A recent study conducted by the University of Surry demonstrates that discrimination in the hiring process still exists. In that study the presented the participants with headshot images with the backgrounds removed along with voice samples. The found that just based on those two bits of information that the participants indicated they were less likely to hire the person and if they did hire them the candidate would be offered less money for the same job with the same skills as someone they perceived as heterosexual. Additionally, the participants indicated if the candidate already worked for the employer, they would likely be passed over for promotion preferring to promote a heterosexual.
According to a 2013 Queer in STEM study (science, technology, engineering, and math) found that more than 40% of gay, lesbian, bisexual, transgender, and queer people are not out as LGBTQ in the workplace.
No matter how you decide to proceed regarding your sexual orientation on your resume, you should do your homework on the employer’s LGBTQ workplace equality you before submitting your application.
Do research on the company’s website as well as other websites listing the company is important to know as much about them and their LGBTQ stance as possible. Know what legal protections are in place in your city, county, state, and country.
Network with other LGBT professionals of all levels
One of the best ways to get the inside scoop on an employer’s workplace LGBT friendliness is to connect with and communicate with an LGBT employee who currently or recently worked there. Don’t know anyone? No problem. Join the OutBüro on the LinkedIn LGBT professional networking group. It was the first and remains the largest LGBT+ professional networking group on LinkedIn with currently over 46,000 global members.
Like the OutBüro Facebook page and message others who like it. We’ll be considering starting an OutBüro on Facebook group shortly and then you’ll be right there ready to jump in.
It needs people just like you to participate. It’s fairly new and we would appreciate you taking a few moments to add reviews/rating of your current and recent past employers. It’s at no cost to you as an employee and it’s anonymous. Your review/rating will help other LGBTQ job seekers in the future during their job hunt company/organization research.
Search to see if your current or recent past employer(s) are present already in the system. If not, you may add it with limited features and then review/rate them.
Check out the below article and user guides to get started:
If interested in a job at a US Fortune 1000 level company one source is the HRC Corporate Equality Index. This organization and report have been instrumental in moving large companies forward in creating LGBTQ workplace equality. It is however as mentioned limited only to US Fortune 1000. It is also self-reported by those company HR departments with no employee input to our knowledge and definitely, no direct employee feedback on the actual workplace equality and general work culture.
Although not all, OutBüro has heard personally from many LGBT employees over the past few years that once their employer achieved the coveted 100% HRC Corporate Equality Index score that management backs off and the internal efforts dwindle to barely an acceptable level at best. It is awesome and we applaud HRC and all organizations who have achieved and maintain a 100% score. This report is but one view of the employer’s benefits, policies, business practices, and the potential of an LGBT friendly workplace environment. Don’t rely on it as your only.
If outside the United States
As of the updating of this LGBT employee resource article, OutBüro is only aware of one other corporate equality scoring report.
If you are aware of other studies and reports please contact us with a URL to the site so that we may include it within this article and other resource guides on the OutBüro site.
The Rainbow Tick is a New Zealand national accreditation program for organizations that are committed to safe and inclusive practice, and service delivery for Lesbian, Gay, Bisexual, Transgender, and Intersex (LGBTI) people. Organizations wishing to receive a Rainbow Tick are required to undergo accreditation against the Rainbow Tick Standards, owned and developed by Rainbow Health Victoria (formerly GLHV).
Stonewall UK Workplace Equality Index
Participating employers demonstrate their work in 10 areas of employment policy and practice. Staff from across the organization also complete an anonymous survey about their experiences of diversity and inclusion at work.
Organizations then receive their scores, enabling them to understand what’s going well and where they need to focus their efforts, as well as see how they’ve performed in comparison with their sector and region. The 100 best-performing organizations are celebrated publicly.
Stonewall Diversity Champions benefit from in-depth, tailored feedback on their submission.
Free & Equal – United Nations
Violence and discrimination against lesbian, gay, bi, trans and intersex (LGBTI) people cannot be ended by governments alone. Businesses can foster diversity and promote a culture of respect and equality both in the workplace and in the communities where they and their business partners operate.
The United Nations is calling on companies all over the world – big and small, local and multinational – to help move the dial in the direction of greater equality for LGBTI people.
We know from experience that every time discrimination is diminished, everyone benefits.
It’s your life, your sexuality, your gender identity, and your career. Only you can make the choice on how out to be on your resume/CV in your new career job search and in the workplace. It’s your choice.
June 18, 2019
(updated September 16, 2019)
Published by Dennis Velco
simple way to describe OutBüro
mashup of Glassdoor.com and HRC’s Corporate Equality Index while
moves beyond the scope, depth and reach of the HRC’s Corporate
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.
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
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.
With the majority of US states not granting legal protections and rights for LGBT people along with this administration doing everything they can roll back the few protections in place, it’s left to companies to lead the charge by providing an LGBTQ-friendly work environment through corporate policies and benefits.
OutBüro is a Glassdoor.com-like resource where you may share your experiences what it’s like working for your current and recent past employers – up to 5 years past.
Why Rate Your Employer?
Studies have proven that the more diversity-focused a company is the more profitable they are
Current measurements of Corporate LGBT Equality is Fortune 1000 level only and HR/Marketing department head SELF REPORTED with no/zero EMPLOYEE FEEDBACK.
Your review may provide public accolades for progress already achieved by their current focus on LGBTQ Corporate Equaity
Shine a light on problems – Is the company/organization not quite living up to LGBTQ Workplace Equality? Let them know anonymously.
You are making it a better environment for yourself, current and future co-workers
You are providing a resource for job seekers to make informed decisions about where to work
You are helping the company’s employer branding
You are helping it become a more profitable company improving shareholder value
You are a SUPERHERO
OutBüro is striving to be a global resource for the LGBTQ community by empowering LGBTQ people with a voice to influence business, company and corporate culture to improve the work-life for all both now and in the future. It is a feedback system for companies to gauge their real progress toward full LGBTQ workplace equality.
Every company listing in the CompanyReviewsEmployer Listing is required to indicate if the company has the following policies, benefits, and programs in place or not.
Sexual Orientation Non-Discrimination Policy
Gender Identity Non-Discrimination Policy
Domestic Partner Benefits
Has an LGBT Employee Resource Group
Public Commitment to LGBT Equality
LGBT Inclusion Competency Training
If it operates in more than one country has the same policies and benefits globally
Requires all vendors and contractors to have similar policies and benefits Indicate the number of diversity in management
Indicate the number of LGBT in management
Are LGBT-Friendly Policies Enough?
Simple answer – No. Having LGBTQ-friendly policies are wonderful and appreciated – but not the full picture. Remember, in the US Sexual Harassment policies have been in place since the late 70’s and still today it continues to happen. Just turn on the news. Now consider all the cases that do not make the news and those that go unreported. Discrimination and harassment of LGBTQ employees are no different. Just having policies is not enough. We must provide visibility and insight to make the change and ensure it is effective in its goals to protect.
December 10, 2018
(updated August 15, 2019)
Published by Dennis Velco
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.
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 leave, adoption 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, #14thBest 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).
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 Facebook, Twitter, LinkedIn, Instagram, and YouTube.