Profiles in Diversity Journal
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2010 International Innovation in Diversity Awards
Straight Allies Campaign
In June 2009, KPMG launched a firmwide Straight Allies Campaign because they believe straight allies at work are crucial in transforming and promoting an open and inclusive workplace. Timed to coincide with the firm’s annual commemoration of Gay KPMG and Lesbian Pride Month, the initiative launched introduced new resources designed spea firmwide cifically to inform and promote awareness among its partners and employees Straight Allies about what it means to be a straight ally, Campaign and the important role allies play in ensuring KPMG remains a great place because they to build a career for all our people. believe straight The new resources developed for allies at work the Straight Allies Campaign include an internal Web site comprised of edu- are crucial in cational resources, guidance on simple transforming ways to be involved as a straight ally, and KPMG employees sharing their and promoting personal experiences as an LGBT pro- an open and fessional or a straight ally. The initiative inclusive also enables members of the pride@ kpmg Network to register their interest workplace. in finding a mentor, and helps the firm identify a pool of professionals willing to serve as mentors to their LGBT colleagues. Firm leadership kicked off the campaign and set the tone by serving as the “faces” of the initiative. Wearing t-shirts that affirmed their very personal connections to the LGBT community – the shirts stated emphatically “My sister is gay,” “My daughter is gay,” and even, “My mentee is gay” – KPMG’s vice chair of Tax, vice chair of Human Resources, and national managing partner, Diversity and Corporate Social Responsibility, joined by several other partners and employees, appeared together on posters, in communications, and on the new Straight Allies Web site. By “coming out” as straight allies to their own colleagues, friends, and family members, these leaders brought the initiative to life and sent a clear message that reaffirmed KPMG’s commitment to their LGBT partners and employees, and their allies. As a result of their efforts and the overall campaign, to date, nearly 100 KPMG partners and employees have signed up as straight allies. PDJ
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Pro f i les i n Di ve rsit y Journal
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Bring Your Whole Self To Work – Gender Transition in the Workplace
WellPoint understands that the LGBT community possesses notable purchasing power and consumer influence. In order to effectively attract, serve and retain the LGBT market, WellPoint believes they must have members of the workforce that clearly reflect and understand their needs. In 2009, WellPoint partnered with several of its Associate Resource Groups to include new questions on its annual employee survey asking employees to self-identify under several diversity lenses. Thirty-three of the 32,810 respondents self-identified as Transgender individuals. ANGLE (Associate Network for Gay and Lesbian Equality), WellPoint’s Associate Resource Group for LGBT individuals, has been actively involved in guiding the company’s corporate culture towards greater inclusion of transgender expression. In 2008, ANGLE was instrumental in having gender identity added to the company’s EEO policy statement. In 2009, as a growing number of transgender employees openly acknowledged that they were transitioning on the job, ANGLE collaborated with WellPoint’s corporate Diversity & Inclusion team to develop and launch new Gender Transition Guidelines and Gender Transition Training for managers and employees. Generally, employees can choose whether to disclose certain personal information at work. Transgender individuals who plan to stay with the same employer while transitioning do not have that option. Given that a transitioning individual is obligated to “come out” to his/her employer in order to satisfy the requirement to live full-time in his/her new gender role for at least a year before irreversible surgery, employers must become involved in the employee’s transition. WellPoint and ANGLE worked collaboratively to ensure that the gender guidelines and training provided managers and employees enough information to understand the transgender experience and to break down the fear, stereotypes, and misperceptions that follow those who gender-transition on the job. WellPoint’s gender training creates an opportunity for managers and colleagues, with the assistance of the transitioning employee, to ask their questions – from when to use the employee’s new name, to when to engage using the new pronouns, and how to address the bathroom issue in an open environment. This initiative has clearly provided greater understanding and awareness and fosters social support for transgender employees. PDJ