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CELEBRATING 2011 TOP 10 EMPLOYERS FOR LGBT EMPLOYEES

SPECIAL AWARDS EDITION may 2011 newsletter

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Welcome from Pride in Diversity Program Director Dawn Hough

In addition to our usual newsletter items, we will this month acknowledge our Top 10 Employers for LGBT Employees, our LGBT Employee Network Group of the year and show you some photos from our inaugural May 17 Annual Business Luncheon and Awards Celebration. It’s a monster e-bulletin packed with news, photographs and celebration! Of course the big news for us this month has to be the awards luncheon and what a fabulous event it was. Within a week of publicly announcing the luncheon all tickets we were sold out. The Glass Restaurant were wonderful, extending the floor plan four times to accommodate our requests for more seats. At 164 seats, they finally said no more ! With a waiting list of half a dozen people, not everybody was able to be accommodated, so next year, we’ll definitely be going bigger! We also had some wonderful partners in this celebration. StarOnline, Southern Star and Sydney Star Observer provided some fantastic editorial and sponsored advertising in the lead up to the event, HR Leader attended and will be covering the event itself and the editor of Lawyers Weekly, Angela Priestley came on board as our Master of Ceremonies. A big shout out to our distinguished speakers, the Honorable Michael Kirby (Patron), Olympian Matthew Mitcham, Stephen Fitzgerald (Goldman Sachs), Liz Forsyth (KPMG), Stephen Walker (AFP) and Mark Latchford (IBM). Huge thanks also to the Glass Restaurant and Staging Connections for their generous support and Bongo Prints for the stunning crystal trophies, commemorative lapel pins and business card lolly packs. Last but not least, hats off to our internal team for their hard work and long hours putting together our luncheon program, certificates and this e-bulletin all within a very short period of time in addition to assistance with the event production itself - thank you Danny, Marvin, Nicole, Mark, Michael, Dot and of course, Nic.

Moving momentarily away from the awards luncheon, we also held three member forums (Sydney, Canberra and Melbourne) and 3 member networking events (Sydney, Canberra and Melbourne) since our last newsletter, so we’ll tell you a little about those as well as announce the up and coming member forum sponsored by PricewaterhouseCoopers in June. Happy reading!

Dawn

College Street

Hello everyone, welcome to our special edition Awards e-Bulletin for May 2011.

Liverpool Street

Oxfo rd

Stree t

Goulburn Street

Pride in Diversity Level 2, 414 Elizabeth Street Sydney 2000

Eddy Ave

St and nearby side streets. Non-

CENTRAL

Foveaux Street

STATION

Kippax Street Cooper Street

2

Secure Parking 55 Holt St

Devonshire Street

Elizabeth Street

Chalmers Street

Holt Street

Our email addresses and phone numbers will remain the same.

Cleveland Street

PRIDE IN DIVERSITY Newsletter /MAY 2011

Bourke Street

Pride in Diversity has moved premises. Please note that our new address is:

Eddy Ave Bus Terminal

Crown Street

WE HAVE MOVED!


Welcome New Members

We would like to welcome the following new members to PID: • Deutsche Bank

• Child Support Agency

• British American Tobacco

• Bank of America Merrill Lynch

• ANZ

• Ernst & Young

• Centrelink • Medicare

Connect up to Pride in Diversity Linked In

Find us on linked in – not only will you hear all the latest Pride in Diversity news, but you will be able to connect up with other Pride in Diversity members for online networking and discussions. Open to members only. Facebook

Want to receive the e-bulletin directly to your inbox? Currently reading this on your intranet? Or forwarded via your LGBT network leads? If you wish to receive the quarterly e-bulletin directly to your inbox, please go to www. prideindiversity.com.au and click on the Newsletter menu option to sign up.

Join us on the Pride in Diversity facebook site. Keep informed of all the latest news, publications, articles of interest and happenings in the world of PID.

PRIDE IN DIVERSITY Newsletter / MAY 2011

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Aurora Dinner (Sydney) Int’l Day Transgender Remembrance (Ribbons) Red Ribbon Day (Ribbons)

Sydney)

PID: 2nd Workplace Guide Publication Workplace Equality Index Submissions Close : Assessments Start Announcements : Top Employers Member Index Briefings Awards Event Index Results Publication 2012 Index Submission Documents available PID Participation in Community Events Sydney Mardi Gras IDAHO (Int’l Day against Homophobia) World Aids Day PID Participation in Community/Program Fundraising Pride in Diversity Business Lunch (2011 :

(Qld & Perth up to 1.5 days)

2-3 hr Complimentary In-house Training (*)

Free)

Program Communication Schedule New Year Comms (calendar distribution) Quarterly e-Bulletin 2011 in Review Professional Development and Networking Member Forum: Syd/Canb/Melb Member Networking : Syd/Canb/Melb Half Day Training Forum : Public (Members

Jan

Feb

5th

31st

Mar

May

Jun

Jul

Aug

Sep

17th

17th

17th

25th

Each member to book directly with Pride in Diversity

Apr

Oct

20th

Nov

1st wk

1st

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Calendar of Events 2011

PRIDE IN DIVERSITY Newsletter /MAY 2011


Pride in Diversity Welcomes

The Hon. Michael Kirby as Patron We are extremely proud to announce that since our last newsletter, the Hon. Michael Kirby has been appointed Patron of Pride in Diversity. What a privilege and an honour it is to have such a distinguished advocate for LGBT inclusion support our work.

Paradoxes and Principles Recent participants at the Annual Pride in Diversity Business Luncheon and Awards Celebration were provided with an opportunity to purchase a personally autographed copy of Mr. Kirby’s biography. This remarkable story of the life and work of Australia’s most famous modern judge, charts Michael Kirby’s extraordinary public life from his first forays as a student politician in the early 1960s, to his appointments as foundation chairman of the Australian Law Reform Commission in 1975, President of the NSW Court of Appeal in 1984, and Justice of the High Court of Australia (1996-2009).

Michael Kirby talks Pride in Diversity on ABC Radio National If you missed the interview with Michael Kirby on Radio National, you can download and/or listen from the following site: http://www.abc.net.au/rn/lifematters/stories/2011/3216392.htm

PRIDE IN DIVERSITY Newsletter / MAY 2011

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2011 ANNUAL BUSINESS LUNCHEON & AWARDS CELEBRATION

2011 Australian Workplace Equality Index Award Winners Top 10 Employers for LGBT Employees Rank Employer 1 IBM 2 AFP 3 KPMG 4 Goldman Sachs 5 Telstra 6 Tie Accenture 6 Tie Macquarie University 8 PWC 9 University of Queensland 10 Tie University of Western Australia 10 Tie Curtin University Award for Highest Ranking Public Sector Employer: Australian Federal Police Award for Highest Ranking Private Sector Employer: IBM Award for Employer of the Year: IBM Award for LGBT Employee Network Group of the Year: EAGLE (IBM) Runner Up : GLLO (Australian Federal Police) With acknowledgement to the following LGBT Employee Network Groups for achieving full scores for their LGBT Employee Network Group (in alphabetical order):

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Goldman Sachs – GLAM Network KPMG’s – KGEN Network PricewaterhouseCoopers – GLEE Network Telstra’s – SPECTRUM Network


CELEBRATING 2011 TOP 10 EMPLOYERS FOR LGBT EMPLOYEES

Pride In Diversity Social Pages Awards Luncheon

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2011 ANNUAL BUSINESS LUNCHEON & AWARDS CELEBRATION

Pride In Diversity Social Pages Awards Luncheon

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CELEBRATING 2011 TOP 10 EMPLOYERS FOR LGBT EMPLOYEES

Award Speakers Angela Priestley – Master of Ceremonies Editor, Lawyers Weekly, Lexis Nexis Group

Angela Priestley is the editor of Lawyers Weekly, a weekly hardcopy magazine and daily updated news website reporting on the news and views of the Australian legal profession. Angela has reported across a number of different news outlets and magazine titles covering areas including law, politics, technology, human resources, finance and travel. She has also extensively covered the challenges, success stories and developments regarding diversity in business. Angela has written articles on Pride in Diversity throughout the year.

The Hon. Michael Kirby AC CMG Pride in Diversity Patron

When he retired from the High Court of Australia on 2 February 2009, Michael Kirby was Australia’s longest serving judge. He was first appointed in 1975 as a Deputy President of the Australian Conciliation & Arbitration Commission. Soon after, he was seconded as inaugural Chairman of the Australian Law Reform Commission (1975-84). Later, he was appointed a judge of the Federal Court of Australia, then President of the New South Wales Court of Appeal and, concurrently, President of the Court of Appeal of Solomon Islands. His appointment to the High Court of Australia came in 1996 and he served thirteen years. In later years, he was Acting Chief Justice of Australia twice. In addition to his judicial duties, Michael Kirby has served on three university governing bodies being elected Chancellor of Macquarie University in Sydney (1984-93). He also served on many national and international bodies. Amongst the latter have been service as a member of the World Health Organisation’s Global Commission on AIDS (1988-92); President of the International Commission of Jurists, Geneva (1995-8); as UN Special Representative Human Rights in Cambodia (1993-6); a member of the UNESCO International Bioethics Committee (1995-2005); a member of the High Commissioner for Human Rights’ Judicial Reference Group (2007-) and a member of the UNAIDS Reference Group on HIV and Human Rights(2004-). Following his judicial retirement, Michael Kirby was elected President of the Institute of Arbitrators & Mediators Australia from 2009-2010. He serves as a Board Member of the Australian Centre for International Commercial Arbitration. He also serves as Editorin-Chief of The Laws of Australia. He has been appointed Honorary Visiting Professor by twelve universities. And he participates

regularly in many local and international conferences and meetings. He has been awarded eighteen honorary doctorates at home and abroad. In 2010, he was awarded the Gruber Justice Prize. He is also presently a member of the Eminent Persons Group which is investigating the future of the Commonwealth of Nations; and has been appointed to the UNDP Global Commission of HIV and the Law. In 2010, he was appointed to the Australian Panel of the International Centre for Settlement of Investment Disputes (World Bank). In 2010, he was appointed to the Gruber Foundation Advisory Board of the Justice Prize.

Matthew Mitcham

Olympic gold medallist and Telstra sporting ambassador Matthew Mitcham made history in Beijing in 2008 when he performed the single greatest dive in Olympic history to become the first Australian male to win an Olympic Gold medal in 84 years. Originally a trampoline gymnast, Matthew was discovered by the Australian Institute of Sport diving program in 2002 and first represented Australia in diving at the 2006 Commonwealth Games. Taking a break from the sport in 2006, he returned in 2007 and started to train under current coach Chava Sobrino at the New South Wales Institute of Sport, later qualifying for his first Olympic Games. Since winning Olympic Gold Matthew has attracted many fans with his maturity, modesty and friendly personality and will continue to be a star attraction for Australia as he works towards the 2012 London Olympics. Matthew is widely respected for giving his time to support charities including the AIDS Trust. He has been a Telstra sporting ambassador since 2008.

Stephen Fitzgerald Co-Chief Executive Officer and Managing Director, Goldman Sachs Stephen is Co-Chief Executive Officer and Managing Director of Goldman Sachs. Stephen joined Goldman Sachs in 1992, became a Managing Director in 1998 and Partner in 2002. He currently serves on the Goldman Sachs Australia Management Committee and the Goldman Sachs Asia Management Committee, having previously served on the Goldman Sachs European Management Committee and the Goldman Sachs Partnership Committee. Prior to joining Goldman Sachs in Australia in 2008 Stephen was Head of Goldman Sachs Asset Management International (GSAM). In that capacity, he was responsible for GSAM’s businesses outside North America, encompassing Latin America, Europe, the Middle East and Asia Pacific. Previously, he was head of the Investment Management Division in Asia and previously spent eight years

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2011 ANNUAL BUSINESS LUNCHEON & AWARDS CELEBRATION

Award Speakers as Chief Investment Officer for GSAM’s global fixed income and currency business. Stephen was appointed as a member of the Future Fund Board of Guardians in March 2011. Stephen earned a Bachelor of Economics from the University of New England, Australia in 1986. He lives in Sydney, having previously been based in London, Hong Kong and Tokyo with Goldman Sachs.

Mark Latchford - IBM

General Manager Sales, IBM Integrated Technology Services Group, Asia Pacific Mark Latchford is the General Manager (Sales) of IBM’s Integrated Technology Services group, in Asia Pacific., and is responsible for driving growth and customer satisfaction within this key part of the IBM Services portfolio. IBM Integrated Technology Services is the largest provider of IT based professional services around the world and key offerings include IT Strategy and Architecture; Integrated Communications, end User Services: Middleware Services, Systems Services, Storage and Data Services; Maintenance and Technical Support Services: Security and Privacy Services Site and Facilities Services and Business Continuity and Resiliency. Mark was appointed to this position in January 2010. Mark was previously Vice President of IBM’s System and Technology Group in IBM Australia/New Zealand. Prior to this, he was General Manager of IBM Software’s Lotus Division in Europe, the Middle East and Africa. Before this he was Vice President, IBM Software Sales and Support, Asia Pacific. Mark was previously the General Manager, Tivoli Asia Pacific from 1998 and General Manager of Software, Networking and Cross Industry Solutions in IBM Australia/New Zealand from 1995. Mark is also a member of a number of external boards and associations. He is a graduate of the University of Sydney, Australia. He is married with three children and is resident in Sydney.

Liz Forsyth

Partner, KPMG Liz Forsyth is the national leader for KPMG’s Health and Human Services practice in Australia and has worked for more than 13 years as a senior executive in commonwealth and state governments, as well as having direct experience as a service delivery practitioner. An inaugural member of KPMG’s Diversity Board, Liz has led the work in KPMG related to GLBT and inclusion. Liz, with the support of a number of staff, established KPMG’s KGEN network the first network of its kind across the Big 4. She has a strong commitment to issues related to diversity – specifically addressing the systemic and institutional barriers that exist – and this is evidenced in the work she does across Australia in working with vulnerable and disadvantaged communities.

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Stephen Walker

National Human Resources Manager, Australian Federal Police Stephen Walker is National Manager Human Resources in the Australian Federal Police. Stephen’s career spans private and public sectors, working in Canberra, Sydney, Bangkok and Tokyo. In the public sector, Stephen has worked in policy, operational and Human Resources roles in several Departments and Agencies. His experience spans the Australian Tax Office; the Australian Agency for International Development (AusAID), including as a Diplomat with the Australian Embassy Bangkok; the Australian Public Service Commission; the Department of Families, Housing, Community Services and Indigenous Affairs; and currently the Australian Federal Police in a senior leadership role as head of Human Resources.  As head of Human Resources for Australian Federal Police, Stephen has responsibility foe the Australian Federal Police College in Canberra, the Australian Institute of Police Management in Sydney, the Jakarta Centre for Law Enforcement Cooperation, medical, wellbeing, psychological services, health, safety, rehabilitation and chaplains. He is the Australian Federal Police Integrity Champion with responsibility for Professional Standards. He is driving reforms in human resource management including workforce planning and performance management. He is the Patron of the Gay and Lesbian Liaison Officer Network and is focused on changing the profile of the Australian Federal Police to reflect the diversity of the Australian community.


CELEBRATING 2011 TOP 10 EMPLOYERS FOR LGBT EMPLOYEES

The Australian Workplace Equality Index The Australian Workplace Equality Index draws from the rich history of Stonewall UK’s Workplace Equality Index via the adaptation of the Stonewall methodology, rigorous assessment and employer support program (Pride in Diversity). Now with a local equivalent, Australian international organisations will not only have access to local national benchmarking data but also the ability to benchmark against their UK counterparts, promoting a concept of “one company, one culture”.  With over six years history in this groundbreaking index, Stonewall UK has witnessed organisations go from “not wanting to be identified within a gay index” to competing for a top spot in the Stonewall top 100 employers for GLB people.  Already, Pride and Diversity has witnessed great support and excitement over the index and the ability, for the first time, to benchmark around LGBT inclusion in the Australian workplace. The opening of the index was officially launched at a reception held by foundation member, Australian Federal Police in Canberra on Monday 1 November 2010. The Australian Federal Police generously supported the development of the index throughout 2010 via a sponsorship that enabled Pride in Diversity to bring out Stonewall UK late last year to assist in the final stages of the index development and scoring methodology. The index will be conducted yearly – it is open to all employers, it is free to participate and you do not need to be a Pride in Diversity member to take part. All participating organisations may apply for their percentage score, but only those making the coveted Top 10 employers list will be announced and ranked. The index therefore allows organisations who are very new to LGBT inclusion to set their own benchmark without publication of overall ranking or participation. Participating organisations will also receive a hard copy of the Index publication containing local benchmarking data, statistics on LGBT inclusive practices and profiles of winning organisations (due out in July). Participating organisations that are not members of Pride in Diversity may choose to book an index debriefing session with Pride in Diversity. This debriefing session will allow us to systematically work through your submission offering suggestions for next years strategy. It will also inform you as to where points were lost and gained. This debriefing session incorporates a strategy support session and guidance. Cost of the debriefing session is $1350.00 plus GST. This debriefing session is provided to members free of charge. Those employers who make the top 10 list will receive a certificate of achievement and a logo identifying them as a Top 10 Employer for LGBT employees, 2011. This logo may be used on all internal / external communications. These employers will also be profiled on the Pride in Diversity Website, in the Index Publication (due July) and throughout Pride in Diversity communications. Best employers for both the public sector and private sectors will receive an award with the overall winner being announced as Employer of the year. Top scoring LGBT Network Groups will also be announced with one being awarded LGBT Network Group of the year.

Index Soring Methodology Submission documents are available on the Pride in Diversity website several months prior to the closing deadline. These documents include a participation guide that details the significance of questions asked and the kind of information that we are looking for. Supporting evidence is required throughout the submission. Evidence may be provided electronically or in hard copy and points are lost if the evidence is missing or insufficient. Where necessary, Pride in Diversity will call submitting employers for clarification on the information provided. The Pride in Diversity team is available throughout the submission process to answer any questions or assist in any way. Each submission is graded against a comprehensive rubric that clearly outlines the level of evidence required for each question and the points allocated if that evidence is submitted. The 2011 rubic allocated a total of 100 points with: • • • • •

40% of the points awarded for evidence of inclusive policy and practice 30% of the point for inclusive culture and employment involvement 10% of the points for LGBT diversity training 10% of the points for LGBT community engagement, and a further 10 points that can be allocated for additional work not covered by the index questions.

All entries are marked twice by two different members of the Pride in Diversity team. If the top ranking scores are close, Pride in Diversity will call on the submitting employers to further qualify their submission or provide additional evidence. If it is still unclear as to the winning employer, site visits will be conducted. The rubric for the Australian Workplace Equality Index has been designed to ensure that the scoring and ranking process is fair, equitable and evidence based. The assessment process is rigorous and has undergone several reiterations via the UK version to withstand the test of time. Debriefing sessions provide transparency to the scoring process with feedback given to assist in improving ones ranking (and therefore overall practice) in subsequent years. Where two or more employers achieve the same score, they will share the same rank within the top employers list.

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2011 ANNUAL BUSINESS LUNCHEON & AWARDS CELEBRATION

Markers for the 2011 Australian Workplace Equality Index Dawn Hough, Program Director, Pride in Diversity Dawn Hough has over 22 years experience in Organisational Development, Learning and HR. Prior to taking on the Program Director role for Pride in Diversity, Dawn headed up the Diversity function at ING Australia. In this role Dawn’s most significant contributions included the introduction of executive diversity plans, targets & accountabilities, women in leadership network, flexible work practices and most prominently ING’s Gay and Lesbian Network (GALA) – then one of the most successful and fastest growing LGBT networks in Australia. Previously at INGA, Dawn was responsible for Organisational Development, Talent Management, Learning & Development, Leadership Development, Employee Engagement, Culture and Wellbeing. Dawn’s qualifications include B.Ed (Adult Ed), Masters in Cognitive Science (UNSW) and four years doctoral research at UNSW (Cognitive Psychology). Dawn is also accredited in several behaviourial instruments including MBTI, DiSC, TMS, NLP and has received industry recognition as a professional trainer (AITD) and speaker (NSAA).

Dr. Raymond Trau, Academic Advisor, Pride in Diversity “It has been my honour to assist with the scoring process of the Australian Workplace Equality Index. As an academic researcher, I am impressed by the depth, breadth and vigour of this index. The questionnaire not only adopted quantitative measures to ensure objectivity, it also incorporated quality responses to verify and enhance its objectivity. In addition, the markers (Dawn Hough and I) have taken rigorous steps to ensure that the result is fair, equitable, transparent and objective.” Raymond Trau is an Academic Advisor to Pride in Diversity on a voluntary basis. For the Australian Workplace Equality Index, his role was to validate the scoring process. Raymond is currently a Postdoctoral Research Fellow in the Discipline of Work and Organisational Studies at The University of Sydney. Prior to joining The University of Sydney, Raymond was a Postdoctoral Research Fellow in the School of Psychology at The University of Queensland. Raymond’s PhD thesis (completed at Monash University) examined the interactive effect of lesbian/gay identity and workplace environment on the work and career attitudes of lesbians and gay men with a survey of 1200 professional lesbians and gay men from 35 countries. He is also currently exploring the social capital of lesbians and gay men from this survey data. Raymond’s primary research interest is workplace diversity with a focus on its impact on organisational effectiveness. He is particularly interested in examining the psychological processes and diversity-related contexts that influences the social relations, work-related attitudes, performance and wellbeing of female and minority groups (lesbians and gay men, ethnic minorities, low SES and working mothers). Raymond also has a strong interest in quantitative methodology.

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CELEBRATING 2011 TOP 10 EMPLOYERS FOR LGBT EMPLOYEES

The 2011 Top 10 Employers Index Publication Sponsored by Goldman Sachs

Identifying Top 10 Organisations All of the top 10 organisations have been provided with the following logos for their internal and external use:

The 2011 Top 10 Employers Index Publication this year has been generously sponsored by Goldman Sachs and will be available to all participating organisations (and online via the Pride in Diversity Website) by the end of next month. This publication, based on Stonewall UK’s index publication, will feature: • • • • • •

• •

• •

A few words from our Employer of the Year Executive Summary of Index Results Methodology Business Case for LGBT diversity Australia’s Top 10 Employers for LGBT Employees List 2011 Profiles of this year’s Top 10 Employers o Employer of the Year o Public Sector Employer of the Year o LGBT Employee Network Group of the Year Benchmarking Data Top Employers Good Practice o Policy and Practice o Star Performer Employee Network Groups o Executive Sponsors o Diversity Strategy & Training o Community Engagement Key Findings Looking Ahead

Look out for the PID Top 10 Lapel Pins Member organisations achieving the top 10 ranking also received limited edition commemorative lapel pins to identify them as Top 10 employers at Pride in Diversity functions and beyond. Each year the commemorative pin will change to reflect the updated logo and designs. Keep a look out for our top 10 organisations at our next event. These pins not only identify those from organisations achieving great things in LGBT inclusion but will also facilitate networking and learning.

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2011 ANNUAL BUSINESS LUNCHEON & AWARDS CELEBRATION

Social Pages : Awards Luncheon

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CELEBRATING 2011 TOP 10 EMPLOYERS FOR LGBT EMPLOYEES

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Member Contribution

Transgender People in the Workplace Liz Ceissman, Senior Case Manager & Trainer The Gender Centre, Sydney At the invite of Pride and Diversity, the Gender Centre happily joined in with a training program that was aimed at educating people about the specific needs and issues pertinent to the transgender community. The main focus of initiative was around issues in the workplace.

  As such over three days Dawn (Pride in Diversity) and Liz (Gender Centre) travelled between Sydney, Melbourne and the ACT presenting workshops to Pride in Diversity members. The topics for the session included: Understanding gender, defining transgender, the challenges for the transgender person, a transgender persons process of transition and supporting transition in the workplace.   To see participants from across a wide variety of services and businesses attend the forum was amazing. It was fantastic to see people from such diverse backgrounds keen to learn more and show their support for the transgender community. The discussions that were part of each of the sessions showed an overarching acceptance of transgender people and their diversity. I found as a presenter it was a joy to be involved in this initiative.   Given that the training was only an hour or so long, I understand that there still may be many questions. These questions need not be left unanswered. Both Dawn and I would be very happy to discuss any topics and questions at any time following on from the learning that took place in these sessions. I can be reached at the Gender Centre on 9569 2366 Monday to Friday and I know that Pride in Diversity is always available to assist their members.   I would like to thank everyone involved in this initiative. The capacity to share knowledge and insight into a community that is often invisible or more significantly ignored in wider society is always a welcome experience. I look forward to further opportunities to work with such innovative and welcoming organisations again.

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Liz Ceissman Senior Case Manager and Trainer, The Gender Centre A special note of thanks to Suncorp who kindly provided their premises in Sydney and Melbourne and to Department of Health and Ageing who hosted the event in Canberra. The above photos courtesy of both Suncorp and the Department of Health and Ageing.

PRIDE IN DIVERSITY Newsletter /MAY 2011


INTERNATIONAL CORNER Stonewall UK update by David Shields, Director Workplace Programs

Pride in Diversity in the Media Copies of recent press/media can be found on the media page of the Pride in Diversity Website and on the Pride in Diversity facebook page. Here are some of the main stories: Mitcham joins Awards Lineup Star Observer / Star Oline

After almost 4 years in the role David Shields is moving on from the Director of Workplace programmes with Stonewall.  David worked with ACON and DCA is establishing the Pride in Diversity programme and with Dawn Hough in developing the Australian WEI, from which on the 17th May we published Australia’s Top 10 Employers for LGBT people.  As a supporter of diversity in Australia, we asked David for a few parting words: “I’ve had an amazing time at Stonewall.  It has been an absolute privilege to work on LGB equality and with employers who strive to be the best in creating fully inclusive workplaces.  We’ve had turbulent times in my tenure here, including the economic crisis but we have continued to see growth in the Diversity Champions programme to over 600 members and increasing demand for our David Shields, other programmes.  More than Stonewall UK ever savvy employers appreciate that people perform better when they can be themselves and, in the battle for talent, employers need to recruit from diverse talent pools to secure the very best.  One development in the UK has been the extent to which diversity is becoming a key determinant in procurement and how businesses are networking with their clients at diversity events and on diversity initiatives – strengthening  further the business returns on investment in diversity practices.”

May 4, 2011 It’s OK to be gay at Work LOTL Magazine April 28, 2011 Signing On Daniel Scouller, SX News, April 22, 2011 Pride in Diversity Awards Selling Out Sydney Star Observer April 20, 2011 Workshop helps tackle homophobia

Kirby Stands up for Gay Workers Same Same March 24, 2011 Kirby to promote gay-friendly workplaces Press Release March 22, 2011 Australia’s Gay Friendly Workplaces to be Announced Human Resources Magazine March 17, 2011 Diversity far from female only Angela Priestley HR Leader March 11, 2011

Weekend Professional, Weekend Australian April 9, 2011

An undoubted highlight of my time was my trips to Australia and working on setting up Pride in Diversity as a global partner and the first Australian WEI.  I had a very warm welcome from everyone and enjoyed meeting members and sharing UK best practice.  I was struck by the appetite for global benchmarking and workplace improvement.  It was with great pride that I read the top 10 employers and congratulations to everyone who participated.  I will continue to follow your progress with interest. Daniel Danso, Client Group Manager, at Stonewall will be the new point of contact at Stonewall and we will be introducing Daniel in our next bulletin.

PRIDE IN DIVERSITY Newsletter / MAY 2011

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April Pride in Diversity Networking Sessions In April, Pride in Diversity held three professional networking events for member organisations and their LGBT network groups in Sydney, Canberra and Melbourne. The Civic Hotel once again played proud host to our Sydney event with over 80 people registering while Canberra and Melbourne came together for the first Pride in Diversity networking event celebrating the official launch within both of these great cities last year. In Canberra, approximately 22 people registered for the event at Tilley’s and in Melbourne, we saw 43 people register for the event at the Emerald Peacock in Lonsdale street. The following photographs of the Sydney event have been kindly supplied by Maryke Blume at PWC

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PRIDE IN DIVERSITY Newsletter /MAY 2011


Mardi Gras 2011 Every year, Pride in Diversity has a Mardi Gras walking group in the parade to celebrate LGBT diversity in the workplace. While there is no corporate or workplace branding in the entry, the walking group celebrates workplace diversity and pays a general tribute to those organisations that are inclusive of all people. Photo credits to Gabriel Maciel.

PRIDE IN DIVERSITY Newsletter / MAY 2011

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Mardi Gras 2011

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PRIDE IN DIVERSITY Newsletter /MAY 2011


Sen’s Corner

Senthorun Raj is the Policy and Development Coordinator at the Gay & Lesbian Rights Lobby and a regular contributor to the Pride in Diversity e-bulletin. The month of May commemorates an important milestone in the recognition of sexual and gender minorities across the world. It was on May 17 in 1990 that “homosexuality” was depathologised and removed from the World Health Organisation’s International Classifications of Disease. Beginning in 2004, IDAHO seeks to facilitate challenging sexuality-based bigotry and discrimination. IDAHO is celebrated in numerous countries, including Canada, Spain, Costa Rica, Netherlands, China, Brazil, USA, UK, Australia and New Zealand. In 2009, the focus was broadened to include transphobia, to highlight the harassment, violence and discrimination faced by gender diverse persons. Despite a shift in the psychological and medical classifications of non-heterosexual people, the discrimination that attaches with being lesbian, gay, bisexual, transgender or intersex (LGBTI) still inheres today. So why do we celebrate IDAHO? In numerous cultural and geographic contexts, homosexuality remains problematic. For example, organisations such as Exodus International in the USA attempt to provide reparative therapies to “cure” same-sex attraction. In South Africa, “corrective rape” remains a common practice used against women who are perceived to be lesbian. In some instances, homosexuality is perceived to be a threat to nationhood itself, curative approaches are replaced with punitive ones. This is perhaps most clearly evidenced by the recent proposals in Uganda for anti-homosexuality legislation that would punish individuals living in same-sex relationships with the death penalty. While homosexuality is not criminal or pathologised in Australia, homophobia continues to hinder diversity.

Despite having access to de facto recognition, the Marriage Act continues to discriminate against same-sex or gender diverse couples. Maintaining a hierarchy of intimacy and recognition continues to legitimate the idea that same-sex relationships are still undeserving of the same legislative respect and dignity as those in heterosexual ones. Homophobia also manifests in schools and workplaces, where a significant amount of gays and lesbians are taunted with terms like “poof” or “dyke”. In a consultation report issued by the Australian Human Rights Commission in 2011, it was identified that over 50 percent of gay men and lesbians experience some form of workplace discrimination or harassment. Additionally, 60 per cent of same-sex attracted or gender questioning young people in Australia are bullied at school and experience considerably higher rates of depression. Suicide Prevention Australia estimates suicide rates for LGBTI young people are between 4 – 14 times higher when compared to their heterosexual peers. This year a number of events were held across Australia to celebrate IDAHO. A vigil was held in Sydney to reflect upon the contributions of deceased political activists such as David Kato and Harvey Milk. For the more action-oriented individuals, a Sea of Hearts spread across NSW with the message that “All Love is Equal.” Individuals were invited to write a message of equality on a cardboard heart, before planting it into the ground. Barbeques, art exhibitions and a range of other social events were hosted by community groups to commemorate the day. Ultimately, IDAHO reminds us that we need to confront the reasons why sexual and gender minorities continue to struggle for the recognition and visibility that so many others take for granted. Sexuality is not a burden that non-heterosexuals should be forced to manage, or an identity that ought to involve oscillating in or out of closets. To combat homophobia, we need to have dialogue and reform built on eroding stigma and discrimination.

Australia currently has federal legislation which protects against discrimination on the grounds of sex, race, disability and age. However, sexuality, sex and/or gender identity remain problematic omissions.

Research Participation Opportunity Does being out at work improve your health, well-being and job satisfaction? Does a positive sexual diversity policy in the workplace create a more accepting work environment? Tell us your thoughts.   You are invited to participate in a research project, Come Out, Come Out, Wherever You Are: An Examination of the Effects of Self Disclosure of Sexual Orientation in the Australian Workplace, being conducted by Benjamin O’Reilly as part of

his degree requirements as a Psychology Honours student at the University of New England. Participants are required to be over 18 years of age. The purpose of the study is to determine whether an explicit workplace policy addressing sexual diversity has any positive impacts in creating a tolerant and accepting work environment for sexually diverse employees. It is also the aim of the study to establish whether positive workplace environments enhance job satisfaction and physical and emotional well-being for sexually diverse employees. To take part in this anonymous online survey, approved by the University of New England and ACON, simply follow the link below.   Link: http://unebcss.qualtrics.com/SE/?SID=SV_ai5Er4n47aAcXHu

PRIDE IN DIVERSITY Newsletter / MAY 2011

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Member Contribution

Pink is the DINK of the 21st century: the economic advantages of an LGTB inclusive workplace In the nineties, smart businesses began their battle for niche customers, targeting the lucrative DINK (Duel Income No Kids) market. Today that niche is redefined with the definitive DINK now being Pink.

Stephen Walker National Human Resources Manager, Australian Federal Police

If Australian businesses and employers were unaware of this shift, recent retail headlines should make some sit up and pay attention. The March 2011 article Myer joins fight for the Pink Dollar shows that battlelines have been drawn between rivals Myer and David Jones for what is described as the “lucrative gay market”. Around the globe western press echoes the trend: Amsterdam targets Pink dollar; UK tourist industry eyes the Pink pound; Singapore the new Mecca for Pink dollar.

In 2010 Packaged Facts reported that the gay and lesbian market in the US had a buying power in the order of US$743 billion. Even back in 2004, The Age was reporting that Australian gay and lesbian households command an annual disposable income of AU$10 billion. But where are they going to spend it? Pink purchasers are savvy and astutely aware of what sits behind the brand. There is much more sophistication at play than a quick glimpse of a gay couple in a 30 second TV commercial. What is the company’s diversity track record? What does the company culture represent and how inclusive are their policies? Lack of an inclusive culture can adversely impact on both customer retention and staff retention. Research by Harris Interactive found that three quarters of gay and close to a half (42%) of straight consumers in the US are less likely to buy products from companies perceived to hold negative views of lesbians and gay men (Stonewall, 2008). More and more Australian companies and public sector agencies are developing robust diversity policies; policies that are inclusive of lesbian, gay, bisexual and transgender (LGBT) people. These organisations recognise the economic benefits not only in attracting customers but also in enhancing productivity and retaining staff. At the heart of such policies is the simple (arguably too simple) idea of respect. Respect for individuals is not an LGTB issue. It is not a gender or race issue. It is simply a people issue: and it shouldn’t be as hard as it is. Leadership author Ram Charan argues that the motto of successful CEOs is people first, strategy second. Where there is respect, there is strong employee commitment, higher morale, lower turn over of staff, lower absenteeism and higher performance. This isn’t a new concept of course. Aristotle once said “pleasure in the job puts perfection in the work”. A workforce that is respected also builds trust. A workforce that is

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trusted is a workforce that is more likely to challenge itself, think outside the box and create new opportunities. For the last three decades, Gallup have been tracking employee engagement. Their most recent results again reveal the magnitude of employee disengagement: 82% of Australian employees are not fully engaged in their work. Gallup estimates that this disengagement amounts to lost productivity of around $39 billion per annum in Australia. Tower Perrin Research have described employee disengagement as a global epidemic. Gallup also reveals that 21% of Australian employees are actively looking for work. Mercer suggests that the cost of replacing a single employee due to lost productivity, training, recruitment and so on, is anywhere between 50% to 150% of an annual salary depending on the specialisation. In the government sector, with an increasing reliance on security clearances being the norm, there is an added and lengthy time lag for replacement of staff adding further to costs and productivity loss. According to the 2008 Gay Census: Same Same, some 50% of LGTB employees would feel more committed and loyal to employers who introduced inclusive policies and programs. This commitment equates to productivity, retention and word-of-mouth value. The Australian labour market is already starting to dry up again having long passed the speed bump of the global economic crisis. Pride in Diversity points out that the new workforce of X and Y Gen are increasingly discerning about potential employers and their diversity track records. Skill sets are at a premium. Potential staff are more discerning. Replacing staff has never been more difficult and never more expensive. More staff are actively looking for work than ever before. With all this, the impact on the bottom line has never been greater. Stonewall argues that while some employers may be cutting or slowing down their work on diversity, now is the time to invest and establish a competitive advantage. Investing in policies and programs that are LGTB inclusive will provide a strong and long reaching return on investment. Investing in respect, of course, costs nothing. The accountants out there may struggle with the causal link between something as soft as respect and something as precise as cash. The marketing and human resource practitioners will not struggle with this concept: the link is tangible. Today, smart business (commercial and government) understand that diversity can be a significant competitive advantage in attracting customers and investment as well as for attracting and retaining skilled and committed staff. According to Ireland’s Gay and Lesbian Equality Network, the arguments for ensuring your organisation’s diversity policies and practices include lesbian, gay and bisexual and transgender (LGBT) people have never been stronger. Stephen Walker National Manager Human Resources Australian Federal Police (Stephen is a Diversity Champion; Patron of the AFP’s Gay and Lesbian Liaison Officer Network; Advisory Member: Diversity Council of Australia; Foundation Member: Diversity at Work; Member: National Leadership Group, White Ribbon Campaign). May 2011

PRIDE IN DIVERSITY Newsletter /MAY 2011


 MEDIARELEASE



THE PINNACLE FOUNDATION 2May2011   Calling for Mentors



INSPIREYOUNGLGBTIQPEOPLEBYBECOMINGAPINNACLEMENTOR Highlyaccomplishedindividualsinthelesbian,gay,bisexual,transgender,intersexandqueer(LGBTIQ) communityarebeingurgedtohelpinspirethenextgenerationofleadersbybecomingmentorswith ThePinnacleFoundation. ThePinnacleFoundationisanorganisationthatprovidesscholarshipsandmentoringtoLGBTIQyouth whoaremarginalisedordisadvantagedbecauseoftheirsexualorientation,genderidentityorgender expression.Pinnacleisseekingexpressionsofinterestfromhighlyaccomplishedindividualsinthe LGBTIQcommunityinbecomingmentors. AspartofitscommitmenttohelpingyoungLGBTIQpeopleachievetheirfullpotential,everyPinnacle scholarismatchedwithaPinnaclementor.ThePinnacleFoundationstronglybelievesthatakeyfactor inachievingsuccessishavingastrongsupportnetwork.Pinnaclementorsareasoundingboardfor scholarsand,withtheirprofessionalexpertise,provideassistancewithdecisionsrelatingtoeducation andcareer. MentorsalsobenefitfromThePinnacleFoundation’’smentorshipprogram.Withtheirlifeexperience andprofessionalexpertise,mentorsbecomerolemodelsandmakeavaluablecontributionbyhelping nurturethenextgenerationofLGBTIQleaders. ThecallformentorscomesasThePinnacleFoundationsuccessfullymatchedallnineofits2011 scholarswithmentors. ““Wehavemadefantasticmatchesthisyear,whicharebeyondourexpectations,””saidThePinnacle FoundationExecutiveDirectorSeanLinkson. ““Nowtokeepthemomentumgoingweneedtobuildourregisteredmentorbasesothatwecan againmakegreatmatchesattheendofthisyearandeveryyearafter. ““WhenyouconsiderthatwearenowawardingscholarshipsacrossAustraliaandscholarsare undertakingadiverserangeofcourses,weneedastrongsupplyofmentorstoguidetheseamazing youngpeople. ““Wearenowlaunchingacampaigntobuildasubstantialmentorbaseandarecallingonsuccessful LGBTIQpeopletoputbackintoourcommunitybyexpressingtheirinterestinbecomingamentor.You candothisbyvisitingourwebsiteandcompletingtheselfassessmentprocess. ““Wealsocalluponourexistingpanelofmentorstohelpusidentifyoutstandingcandidates––we needtospreadthewordfarandwide””.   www.thepinnaclefoundation.org P.OBox990,PottsPointNSW1335Ph+61299904708ACN127662604

PRIDE IN DIVERSITY Newsletter / MAY 2011

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DIVERSITY COUNCIL AUSTRALIA Nareen Young, CEO of Diversity Council Australia talks about the role and work of the organisation Diversity Council Australia is the independent, not-for-profit workplace diversity advisor to business. DCA provides diversity advice and strategy to over 100 member organisations, many of whom are Australia’s business diversity leaders and biggest employers.

Nareen Young

DCA, ACON and Stonewall UK established the Pride in Diversity program in 2009. DCA’s CEO, Nareen Young, talks about why organisations need to draw on talent from all sections of the population and create a workforce culture that embraces diversity in all its forms:

“Successful management of workplace diversity is clearly linked to improvements in organisational performance, effectiveness, profitability and revenue generation. Being part of DCA, a memberbased organisation, will give your business access to the latest information, research, advice and networks across all diversity dimensions to implement and enhance diversity programs that deliver real results.” DCA members explain how membership adds value to their diversity programs: “As Australia’s peak adviser to business on diversity issues, DCA provides us with the directions, advice and support we really value. Our membership keeps us up-to-date on the latest issues and trends in diversity management, and gives us access to DCA’s wide experience. It’s why we signed up as a foundation member many years ago and why we continue our partnership today.” Robert Orth, Director, Human Resources for IBM Australia/New Zealand and Director of DCA. “We rely on the quality diversity research and advice provided by DCA to assist in development of our diversity strategy within Allens Arthur Robinson. DCA has provided assistance to help us create the change in culture required within our firm, to deliver diversity outcomes.” Jacqui Abbott, Head of Flexibility & Diversity with Allens Arthur Robinson.

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Your partner in diversity “PwC’s partnership with DCA reinforces our commitment to an inclusive culture and diversity in the workplace. As a firm we have been building a progressive and deliberate focused approach to diversity, and we are proud to be partnering with DCA to have an opportunity to unite, network and mobilise for meaningful change in improving diversity across corporate Australia.” Sophie CrawfordJones, PwC’s Head of Human Capital and Director of DCA. DCA members have access to a range of free or discounted services that support and enhance their internal diversity and inclusion capabilities and external profile including: 1. Publications: Latest insights on hot diversity issues via fortnightly eNews and Australia’s only quarterly business and research bulletins 2.

Events and networks: ASX Diversity Governance network, Workplace Gender Equality network, Diversity Leadership Briefings, sector-specific networks (e.g. legal services, mining) and other forums on leading-edge issues

3. Research: Cutting-edge findings on workplace and business diversity, exclusive to DCA members 4. Website: Extensive members-only on-line resources on all diversity dimensions 5.

Consulting/advisory services: Assistance with diversity strategies and programs, training

6.

Member representation: Submissions to government inquiries on behalf of members

7.

Knowledge sharing: Learn from us and our network of members who are leaders in diversity.

Call us on (02) 9035 2852 or visit us at www.dca.org.au to find out how you can become a member of DCA.

PRIDE IN DIVERSITY Newsletter /MAY 2011


INVITATION IS IT REALLY SUPER?

Generously sponsored by Principal Partner

Changes to the law introducing equal treatment for people in same-sex relationships were a long time coming. This seminar is your chance to really take advantage of the changes. Superannuation, investments and estate planning are topics that most people find difficult to navigate, but the recent legislative change gives people in relationships fair and equitable access to the same financial rights as others. In this PiD seminar, experts from PwC’s Private Clients team will discuss: •

Factors to consider in relation to your investment strategy

How tax-efficient transfer of your wealth needs to be planned

The rights sperm donors or surrogacy partners have in relation to children

The pitfalls you need to be mindful of in structuring your affairs to take advantage of all the recent changes

And, there will be time for drinks and canapés with LGBT representatives from many different organisations across the corporate and public sectors. This workshop is targeted towards those in same sex relationships wanting to know about their entitlements and the questions that they should ask, as well as HR managers requiring information on how to assist those questioning equitable access. These informative sessions will be held at PwC offices on the following dates: Canberra Thursday, 16 June From 3.30 - 5.30 pm 44 Sydney Avenue Forrest, Canberra. RSVP:

Members:

Sydney Monday, 20 June From 3.30 - 5.30 pm PwC, Level 10, 201 Sussex Street, Sydney.

Melbourne Tuesday, 28 June From 3.30 - 5.30 pm PwC, Level 18, Freshwater Place 2 Southbank Boulevard.

please email dawn.hough@prideindiversity.com.au with the Session you would like to attend and the names of those attending.

Non-Members: please complete details below and either email to dawn.hough@prideindiversity.com.au or fax to (02) 9206 2136 Registration essential for members. Registration and prepayment required for non-members.

NON-MEMBER PAYMENT Payment for non-members required prior to event - $70.00 + gst (credit card form below may be faxed to 02 9206 2002) Card type: Card Number: Name on Card: Expiry date: Signature Name/s of those attending: (covered by payment)

Registration:

Please register by 5.00pm 13 June, 2011

Please forward this invitation to anybody you feel may be interested.


SUPPORTING THE WORK OF PRIDE IN DIVERSITY As a not-for-profit employer support program, we are extremely thankful for the generosity and support of our Platinum and Principal Partners, particularly in our start-up years. If you would like to support the work of Pride in Diversity further, please consider the following options, we would be delighted to talk to you!

Become a Principal or Platinum Partner If you are interested in becoming a Pride in Diversity Platinum or Principal Partner, please Dawn Hough on (02) 9206.2136 or email dawn.hough@prideindiversity.com.au. There are several sponsorship opportunities that we are keen to fill:

Sponsorship of the 2011 One Day Training Forum

A day of training where member organisations can come together to learn from both guest speakers and each other. Offered at a cost of $100.00 per person for member organisations, $795.00 per person for non-member organisations (ex. GST)

Your sponsorship provides: • $5,000.00 sponsorship contribution to Pride in Diversity operations, program materials, delivery and promotion • Provision of venue and catering for the one day program In return you receive: • Sponsorship branding on all materials related to the program including invitations and advertisements • Display of organisational banners and materials within the conference room • Opportunity for Senior Exec to welcome guests to the event • Opportunity to conduct an organisational case study or development session at the program • Opportunity to submit a 1-2 page article on your session in the following e-bulletin • Recognition as a principal partner sponsor contributing to the work and operations of Pride in Diversity for one year on the PID website • Use of principal partner logo for one year within internal / external communications • Acknowledgement of principal partner in the following & future e-bulletins for the principal partner year

Sponsorship of Pride in Diversity Member Forums

These member forums are held every three months in Sydney, Canberra and Melbourne and cover of topics relevant to Diversity / HR staff and/or LGBT networks. Pride in Diversity Member Forums are free to members and open to non-members for a nominal fee. Sponsorship of these forums assist Pride in Diversity in covering airfare travel for the PID team and any other associated costs. Balance of funds help contribute to Pride in Diversity operational costs. Sponsorship can cover one state or several. Sponsorship of three events over the year would give you Principal Partner Status. Your sponsorship provides: • Venue for three member forums of the year • Coffee/tea for participants • $3,000 principal partner sponsorship to the work and operations of Pride in Diversity (Individual event sponsorships for $1,000.00, three required for Principal Partner Status)

In return you will receive: • Sponsorship branding on all materials related to the event including invitations • Display of organisational banners at the event • Verbal acknowledgement of sponsorship at the event • Recognition as a principal partner sponsor contributing to the work and operations of Pride in Diversity for one year on the PID website (3 events) • Use of principal partner logo for one year within internal / external communications (3 events) • Acknowledgement of principal partner in the following & future e-bulletins for the principal partner year (3 events)

Sponsorship PACKAGES - 2012 BUSINESS LUNCHEON AND AWARDS CELEBRATION

Details of sponsorships for the 2012 Annual Business Luncheon and Awards Celebration to be held on 17 May, 2012 will be announced in the next e-bulletin.

VOLUNTEER AT PRIDE IN DIVERSITY Volunteers provide invaluable assistance to Pride in Diversity, particularly in areas of:

• Events (assistance at the door with nametags, greeting people, photography) • Business Development

If you are interested, please call Dawn on (02) 9206 2136.

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PRIDE IN DIVERSITY Newsletter /MAY 2011


Member Profile: CHEVRON AUSTRALIA

Chevron Australia talk PRIDE in Diversity Sharing common diversity values, Chevron supports the important contributions Pride In Diversity make to quality of life in the Australian workplace. Chevron, one of the world’s leading integrated energy companies, is committed to recognising the wide range of diversity found among its workforce. Supporting Pride In Diversity is an ideal way for Chevron Australia to highlight the value contribution diversity makes to the workplace. Chevron Australia Human Resources General Manager Kaye Butler said the company strives for a culture that embraces and captures value from diversity. “Our over-riding objective is an inclusive work environment that treats everyone with dignity and respect and leverages and builds on employees’ strengths, value, experience and uniqueness,” Ms Butler said. “We have more than 2000 employees in Australia and our commitment to diversity is highlighted through our various employee networks including those specifically focused on women, the Indigenous community (named Boola Moort), the XYZ generation and our PRIDE Network.” Today, Chevron Australia’s PRIDE Network has close to 100 active members and its name itself is an acronym of its values, “Promote Respect, Inclusion and Dignity for Everyone”.

Ms Butler explained that the PRIDE Network provided a means for lesbian, gay, bisexual and transgender (LGBT) employees to connect and pursue common goals. In recent years the group has engaged in a number of community and corporate events to raise awareness around LGBT issues including: • Sponsoring an entry in the annual West Australia Pride Parade • Supporting the West Australia Pride Film Festival • Arranging for a prominent LGBT West Australian politician to present at an employee information session • Presenting a documentary film about an Australian transsexual to PRIDE Network members Globally the Chevron employee Pride Network is over 500 strong with the first network established in California in 1991. Since its inception, the PRIDE network has worked with Chevron management to ensure inclusive human resources policies with regard to LGBT issues. The PRIDE Network has assisted Chevron in achieving considerable recognition, including: • A 100% rating on the Human Rights Campaign (HRC) Foundation’s Corporate Equality Index • Listing in the “Best Places To Work” by the HRC since 2006 • Named “Employee Resource Group of the Year” by Out and Equal Workplace Advocates, an American LGBT organisation • Chevron Australia being named 2010 WA Employer of the Year in the WA Training Awards.

In 2011, in Sydney’s grandest civic venue, we will pay tribute to the iconic French capital - a symbol of romance and liberty, and the home of some of the finest food, wine, art and entertainment in the history of civilisation. Tickets to the dinner are $225, which is all inclusive. Guests will arrive to tempting canapes, cocktails and sparkling wine, followed by a fabulous three course meal, accompanied by free flowing wines.

The Annual Sydney Aurora Dinner Pride in Diversity will be organising a members table at the annual Aurora community fundraising dinner. Tickets for the dinner are $225.00 each. If you would like to join the Pride in Diversity, please email dawn.hough@prideindiversity.com.au with your company name, names of those attending and credit card payment details. These payment details will be identified on the Pride in Diversity booking sheet, but all funds will be debited by the Aurora Group. Aurora is pleased to announce that the theme for the 2011 Aurora Dinner on Saturday 25 June is ‘Gay Paris’.

Our menu will draw upon the finest in French cuisine, and while our wine selections for the evening will not strictly be parisian, we certainly intend to pour some outstanding Australian wines, produced with traditional grape varietals from Bordeaux and Burgundy. Of course, all of this indulgence is in a very good cause - supporting an array of vaulable causes within the GLBT community in NSW. If you would like to book a seat/s at the Pride in Diversity table, please confirm names and numbers as soon as possible as registrations close Friday 6th June. Prepayment will be required.

PRIDE IN DIVERSITY Newsletter / MAY 2011

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MENTORING INITIATIVE

Pride in Diversity CrossMember LGBT Mentoring Initiative Not only are we proudly supporting the Pinnacle Foundation in their quest for mentors for GLBT disadvantaged youth, but we are also looking to set up a leadership cross-mentoring initiative between employees in Pride in Diversity member organisations. Two completely different types of mentoring initiatives, one with a community involvement focus, the other an internal talent/ leadership development initiative.

The Pride in Diversity Mentoring Initiative Although still in its initial stages of development, the PID mentoring initiative will look at pairing up individuals across our member organisations for the purposes of talent and leadership development. At least one person within the mentoring relationship would need to identify as gay, lesbian, bisexual or transgender. This will allow not only for LGBT specific mentoring to take place within the organisation but would also facilitate reverse mentoring for the purposes of LGBT awareness and inclusion. While we finalise the details of program, we are keen to receive expressions of interest from Diversity and/or HR managers in member organisations that would be keen to participate. Please contact dawn.hough@prideindiversity.com.au for more information or call (02) 9206.2136.

Pride in Diversity Membership Benefits Not a member? We would love the opportunity to present to you some of our membership benefits. Memberships are tailored for each organisation, but you can at the very least expect:

• •

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A dedicated account manager to provide ongoing organisational support in all aspects of LGBT inclusion Invitation to three good practice seminars annually to discuss topical LGBT workplace issues and to share good practice amongst PID employers, broadening your diversity network (open to all member employees)

Invitation to LGBT Networking Events for your LGBT Network Groups and Allies

Free high quality training session on Sexual Orientation and Gender Identity in the workplace, tailored to meet the needs of your executive, HR / Diversity team or general staff members.  This session can be substituted for LGBT Network Working Groups, All Staff Presentations or Diversity Council training

25% discount on any further training/consulting for special projects, LGBT Train the Trainer or organisational wide initiatives

Free copies of Pride in Diversity yearly publication and the ability to upload to your intranet.

Members-only website with resources, research, presentations, videos, photos, workplace guides and a quarterly e-bulletin to keep you up to date and connected

Targeted recruitment and marketing to the LGBT community via members-only job pages on our website ability to post jobs and organisational profile.

Optional entry into the Australian Workplace Equality Index with a tailored feedback meeting, full benchmarking data and full program support for continuous improvement (worth over $1,250.00)

Exclusive use of the Pride in Diversity logo to promote your active participation in the program

An opportunity to build your brand reputation and leadership on diversity

An opportunity for your LGBT network group and allies to participate in the Pride in Diversity entry of the Sydney Gay and Lesbian Mardi Gras parade (no corporate branding)

Access to Pride and Diversity speaker for company events, launches, diversity celebrations

Nomination of an internal LGBT Network Leader contact. This person will also have access to support and advice from the Pride in Diversity program and will be our contact for co-ordination of company participation in LGBT networking events.

Opportunity to participate in Pride in Diversity community fundraising events.

Meetings to assist with strategy direction and input.

Unlimited telephone / email support for key organisational contacts.

To organise a meeting or to discuss membership, please contact Dawn Hough, Program Director at dawn.hough@prideindiversity. com.au or (02) 9206.2136.

PRIDE IN DIVERSITY Newsletter /MAY 2011


SAY NO TO HOMOPHOBIA

SAY NO TO HOMOPHOBIA

SAY NO TO HOMOPHOBIA

For more information call: Dawn Hough, Program Director, (02) 9206 2136 Or email: info@prideindiversity.com.au www.prideindiversity.com.au

Individual cards for $1.00

$25.00 (incl GST) for pack of 50

Mix and match your pack to ensure you get the messages you want

• Giveaways on diversity days

• Inclusion in training programs

• Distribution to internal LGBT networks and supporters

• Distribution amongst HR and Diversity Professional

• Inclusion in orientation or new employee packs

Ideal for:

SAY NO TO HOMOPHOBIA

“SAY NO TO HOMOPHOBIA” CARDS

“SAY NO TO HOMOPHOBIA” CARDS

Mastercard

Visa

Cash

Bank Transfer/Invoice

Please return this form to: Pride In Diversity PO Box 350 Darlinghurst NSW 1300 info@prideindiversity.com.au Fax: (02) 9206 2002

Invoice required, please send to above address.

Signature: _________________________________________

Cardholder’s Name: ___________________________________________________________ Expiry Date: ____/____

Credit Card Number:

Credit Card American Express

Total Amount: _________________________ Card Type:

Method of Payment

__________ pack of 50 : Some people are gay. So what.

__________ pack of 50: Out and Proud

__________ pack of 50: Homophobia Free Zone

__________ pack of 50 : Taking a Stand against Homophobia – count me in

__________ packs of 50 assorted

Town/suburb:_______________________________________________________________________Postcode:__________________

Address:_________________________________________________________________________________________________________

Company: ____________________________________________________________________________________________

Telephone:

Email:

First Name: ___________________________________ Last Name: ________________________________

FUNDRAISING

FUNDRAISING


Cardholder’s Name: ___________________________________________________________ Expiry Date: ____/____

• Welcome gift for new LGBT network groups members

For more information call: Dawn Hough, Program Director, (02) 9206 2136 Or email: info@prideindiversity.com.au www.prideindiversity.com.au

• LGBT sponsors

• Diversity Days

• Giveways to any LGBT network sponsors or supporters of events

Credit Card Number:

• Existing LGBT network groups

Bank Transfer/Invoice

• Inclusion Diversity / HR lunchroom breakout areas

Please return this form to: Pride In Diversity PO Box 350 Darlinghurst NSW 1300 info@prideindiversity.com.au Fax: (02) 9206 2002

Invoice required, please send to above address.

Signature: _________________________________________

Visa

Mastercard

Cash

Credit Card American Express

Total Amount: _________________________

Method of Payment

Both GST and Postage will be charged to your account

QTY __________ x Small Homophobia Free Zone cup/s @ $15.00 each

QTY __________ x Large I’m not a homophobic mug cup/s @ $20.00 each

Town/suburb:_______________________________________________________________________Postcode:__________________

Address:_________________________________________________________________________________________________________

Company: ____________________________________________________________________________________________

Telephone:

Email:

First Name: ___________________________________ Last Name: ________________________________

ANTI-HOMOPHOBIA MUGS

FUNDRAISING

Card Type:

Ideal to get the messaging across for:

Homophobia free zone $15.00 each PLUS POSTAGE (at cost)

I’m not a homophobic mug. Are you? $20.00 each PLUS POSTAGE (at cost)

ANTI-HOMOPHOBIA MUGS

FUNDRAISING


Pride in Diversity Members FOUNDATION MEMBERS

PLATINUM PARTNER 2011

PRINCIPAL PARTNERS 2011

PRINCIPAL PARTNERS 2011

MEMBERS (alphabetical Order) Accenture Allens Arthur Robinson American Express ANZ Australian Federal Police Bank of America / Merrill Lynch British American Tobacco Carers NSW Centrelink (PoHS) Chevron Child Suport Agency (PoHS) Department of Defence Department of Health and Ageing

Deutsche Bank Ernst & Young Goldman Sachs Griffith University, Queensland IBM ING Direct KPMG Lend Lease Medicare (PoHS) National Australia Bank PricewaterhouseCoopers Suncorp Telstra

PRIDE IN DIVERSITY Newsletter / MAY 2011

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Contact Details Pride in Diversity PO Box 350 Darlinghurst 1300 Tel: (02) 9206 2136 | Fax: (02) 9206 2002 | Hearing Impaired: (02) 9283 2088 Email: info@prideindiversity.com.au | www.prideindiversity.com.au

Proudly supported by our foundation members:

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PRIDE IN DIVERSITY Newsletter /MAY 2011


Pride In Diversity May 2011 E-Bulletin