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WINTER 2012

Campbell Soup Company Credit Suisse Davis Polk & Wardwell, LLP Discovery Communications Eli Lilly & Co. ESPN Fried Frank Microsoft NBCUniversal New York Life Orbitz Worldwide Unilever


Tim Garnett, M.D. Chief Medical Officer, Eli Lilly and Company

Started at Lilly in 1998 in Erl Wood, England Holds medical degree from The University of London and the Royal College of Obstetrics & Gynaecology Performed clinical research in post-menopause and osteoporosis

PRINTED IN USA

©2012, Lilly USA, LLC. ALL RIGHTS RESERVED.

Expect the unexpected. My life has been an amazing journey. Despite my somewhat controlling nature, I’ve found that being open to change has yielded the greatest rewards both personally and professionally. I never expected to become a physician. I never expected to work for a pharmaceutical company. I never expected to move to the U.S., let alone convince my partner Peter to move. And if you had told me five years ago that I would be CMO at Lilly, I never would have believed it . . . but here I am. This is what makes life so interesting — keeping ourselves open to whatever opportunities come

our way. If you look at the people at Lilly, we’ve all arrived here on very different paths. Here, diversity is not so much about skin color or religion or sexual orientation; it’s really about the way you think. For me, being out is important because it allows me to completely focus on my work. No matter where we’re going or where we’ve been, we each have the unique opportunity to share our perspectives to address a common goal. That’s what ultimately helps patients. I’m proud to get the chance to impact so many lives. lilly.com


Contents 4

DOMESTIC TRENDS Find out who’s getting more raises, as well as who’s working longer.

7

TOP Companies for LGBT Equality Honorees Come see how these pioneering and innovative organizations are creating safe, secure and supportive environments for their employees, as well as for the !"##$%&'()*')+*,-./

33

SPECIAL FEATURE UCP of NYC – A Lifeline Turn here to learn how UCP of NYC helps over 14,000 New Yorkers live more productive and meaningful lives.

37

CALENDAR 01+&2'&%-1"314",56+&3.),.+*'.71&%7$2',(1.8.%'213",19:;</1

38

INTERNATIONAL UPDATE Global Family Leave opportunities are increasing, but so is stress in Europe.

42

WELL NOW… She Knows Why The Caged Bird Sings

7 1 • www.sokolmediaonline.com

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Publisher’s Page COMPANIES AT THEIR BEST Although this issue of Work Life Matters magazine may have taken a couple of months to create, in actuality, it took much more time than that. The quest for LGBT rights and equality has been sought and fought for decades, ultimately gaining steady and strong support by some of our country’s leading corporations, 12 of which are honored in this special issue paying tribute to ‘TOP Companies for LGBT Equality.’

FOUNDER & PUBLISHER Lori M. Sokol

Our select list of 12 Top Companies for 2012, in fact, have earned their positions as pioneers and industry leaders =(12>.*,?.*7&%-1*@%&'(1>,"-,*#2A1>*,'%.,1=.%.B'2A1*%71 other important initiatives to drive equal opportunity for all employees, regarding of their orientation. Further, these honorees have reached beyond their corporate walls by providing pro bono work, hosting educational events and seminars, and providing philanthropic contributions to LGBT ",-*%&C*'&"%21&%12$>>",'1"31'?.1!"##$%&'()*')+*,-./

ACCOUNTING Daniel Paisner, CPA

Not surprisingly, these honorees have also found that by becoming Allies to the LGBT community, they are reaping 2&-%&B!*%'1,.4*,721*214.++/10'',*!'&%-1*%71,.'*&%&%-1'?.1=.2'1 *%71=,&-?'.2'1.#>+"(..21&21%.!.22*,(1'"1*%(1B,#D212$!!.22/1E(1 *'',*!'&%-1*17&8.,2.12'*FA1'?.2.1!"#>*%&.21*,.1=.''.,1.G$&>>.71 to build teamwork, tackle challenges, and engage a more comprehensive and distinct clientele. So join us as we celebrate these 12 companies that are leading the charge for LGBT equality, and who are thereby serving as role models for others to follow. By learning from them, we ?">.11("$,1B,#1#*(A1'""A1!"#.1'"1=.1?"%",.71*21"%.1"31;<A1 &%19:;</ Enjoy the issue! Lori Sokol, Ph.D. Founder & Publisher Please address all comments and questions to lori@sokolmediaonline.com

2 www.sokolmediaonline.com

Sokol Media, Inc.

ART DIRECTOR Kerstin Vogdes Diehn PUBLISHING CONSULTANT James Janson WEB DESIGN Design Disegno

PRINTING AmericasPrinter Sokol Media, Inc. 123 Town Square Place, #427 Jersey City, NJ 07310 Ph: 201-238-2435 Fx: 201-238-2857 www.sokolmediaonline.com Copyright by Sokol Media, Inc. No part of the publication may be reproduced or transmitted in any form or by any means without prior written consent from the publisher. The publisher reserves the right to accept or reject any advertising or editorial materials. Advertisers and/or their agents assume the responsibility for all content of published advertisements and assume responsibility for any claims against the published based upon the advertisement. Editorial contributors assume any claims against the publisher based on the published work. No part of this publication may be reproduced in any form or by any electronic ormechanical means, including information storage and retrieval systems without permission in writing from the publisher. All items submitted to Sokol Media, Inc. become the sole property of Sokol Media, Inc. Editorial content may not necessarily reflect the views of the publisher. All correspondence and inquiries should be addressed to: Sokol Media, Inc., 123 Town Square Place, #427, Jersey City, NJ 07310.


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#

Take time to recognize the good around you. At New York Life, we recognize that employees’ unique qualities often lead to innovation, positive change, and a more productive and dynamic workplace. For more information about New York Life visit us at www.newyorklife.com/diversity © 2012 New York Life Insurance Company, 51 Madison Avenue, New York, NY 10010

Life Insurance. Retirement. Investments.

KEEP

Equality makes us all better people. Credit Suisse is proud to sponsor Work Life Matters’ Top Companies for LGBT Equality Gala. We believe investing in the civil rights of all Americans is one of the best investments we can make. credit-suisse.com !"#$"%&'()*+%,-*,,(%.'/-0%1.%234567%89:%2;<=829>:?%1==%78@A9:%7>:>7B>4?

TOP COMPANIES FOR LGBT EQUALITY 2012.indd 1

11/19/12 10:31 AM


DOMESTIC TRENDS

Prudential study finds LGBT community in relatively good financial health; retirement a major concern, along with a lack of Social Security survivor benefits A NEW PRUDENTIAL STUDY, “The LGBT Financial Experience,” dispels a num) =.,1"31#('?21*%712?.721+&-?'1"%1'?.1B%*%) cial experience and challenges of the LGBT !"##$%&'(/1H?&+.1'?.12'$7(1B%7212&-%&B) !*%'17&F.,.%!.21&%1'?.1B%*%!&*+1.I>.,&.%!.1 of Lesbian, Gay, Bisexual and Transgender Americans, it highlights a mutual sense of !"%B7.%!.1&%1'?.13$'$,.1*%71"8.,*++1-""71 B%*%!&*+1?.*+'?A1!"$%'.,=*+*%!.71=(12&-%&B) cant concerns about retirement and equality "31B%*%!&*+1,&-?'2/1

JH.1.I>+",.71'?.1B%*%!&*+1+*%72!*>.13",1 LGBT Americans to better understand the B%*%!&*+1 !?*++.%-.21 *%71 !"%!.,%21 "31 '?.1 community as a whole, as well as same sex couples and LGBT parents,” said Charles K"4,.(A1!?&.31">.,*'&%-1"@!.,A1L/M/1E$2&) nesses. “While we found the LGBT com) munity to be largely optimistic about the future, like most Americans the community 4*21*F.!'.71=(1'?.1,.!.22&"%1*%71&218.,(1!"%) cerned about being able to retire.” The study found that the LGBT com)

For more information, visit http://www.news.prudential.com/. 4 www.sokolmediaonline.com

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DOMESTIC TRENDS

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DOMESTIC TRENDS

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Aging Today: Working Longer, Retiring Later â&#x20AC;&#x201D; Fact Sheet compiled by Betty Cohen RESULTS RELEASED FROM A SEPTEMBER 2012 REPORT 2?"41'?*'1+*=",13",!.1>*,'&!&>*'&"%1*#"%-1"+7.,10#.,&!*%21 ?*21&%!,.*2.71!"#>*,.71'"1.*,+&.,1'&#.2/1X?.1*8.,*-.1,.'&,.#.%'1*-.1 *#"%-1#.%A13",1.I*#>+.A1?*21&%!,.*2.71&%1,.!.%'1(.*,2A1,.8.,2&%-1*1 %.*,1!.%'$,()+"%-1',.%71'"4*,71.*,+&.,1*%71.*,+&.,1,.'&,.#.%'1'?*'1 .%7.71&%1'?.1#&7);S]:2/1K*=",13",!.1>*,'&!&>*'&"%1*#"%-1"+7.,1 4"#.%1?*21&%!,.*2.71.8.%1#",.A17$.1'"1="'?1'?.1.%71"31'?.1',.%71 '"4*,721.*,+&.,1,.'&,.#.%'21*%71+*,-.1&%!,.*2.21&%1+*=",13",!.1>*,'&!&) >*'&"%A1-.%.,*++(/1E.!*$2.1"31&%!,.*2.21&%1+*=",13",!.1>*,'&!&>*'&"%1 *%71&%!,.*2&%-1,.'&,.#.%'1*-.1"31"+7.,14",5.,2A1#*%(1.#>+"(.,21 *,.1&#>+.#.%'&%-1*-.17&8.,2&'(1&%&'&*'&8.2A1=$'1'?.,.1&21$%!.,'*&%'(1 *="$'14?&!?12',*'.-&.21*,.1.F.!'&8./ Z*!'21&%!+$7.i j JX?.1>,">",'&"%1"31*7$+'21PP)OR14",5&%-1",12..5&%-14",51 &%!,.*2.713,"#1POV1'"1OPV1=.'4..%1;SS:1*%719:;:/1X?.1 >,">",'&"%1"31*7$+'21OP1*%71"+7.,14",5&%-1",12..5&%-14",51 &%!,.*2.713,"#1;9V1'"1;UV1"8.,1'?.12*#.1>.,&"7Aa1*!!",7&%-1

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“The culture at Campbell is very special. Campbell is committed to continuing to build and sustain a safe, diverse, inclusive, engaged and socially responsible workplace focused on delivering business results. At Campbell we have more than 19,000 employees worldwide with different backgrounds that come !"#$!%$&'!"'("&)'"*&'+*,-.$,,'&$,"*&/$'0(1.-!2' networks that connect employees to each other and help us better connect to our consumers.” — Kim Ryan, Vice President, Human Resources and Diversity and Inclusion

2012 LGBT INITIATIVES 3

4567'%",!$8'!%$'1&,!'$9$.!'!"' initiate the Network of Networks with Campbell customers and business partners to foster product, practice and process innovations.

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Campbell Company of Canada "&#0.-:$8'!%$'1&,!';<=>'?0&@$!-.#' Conference in Toronto.

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Campbell actively participated in the Equality Forum in Philadelphia.

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www.sokolmediaonline.com 9


Credit Suisse “We want to tie together economics with altruism. By embracing altruism, we are better able to service our clients.” — Eric Berger, Relationship Manager

AWARDS 3

Credit Suisse ranked 8th in the most recent global survey by the International Gay and Lesbian Chamber of Commerce (IGLCC), -)B&"9-.#'-!,'B",-!-".'19$' places. IGLCC promotes equal rights for lesbians, gays, bisexuals, and transgender individuals in the workplace.

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Human Rights Campaign (HRC): Credit Suisse has been awarded 100% on the annual HRC Corporate Equality Index since 2005. In 2011, Credit Suisse was awarded the HRC Corporate Equality Award.

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Credit Suisse was awarded the HRC 2010 Innovation Award for their Open Perspective Program.

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“On October 11, National Coming Out Day, we celebrate Oktoberfest and invite Credit Suisse employees to ‘Come Out’ as allies to the LGBT Network!” — Douglas Nieters, Director, Fixed Income

and contribution to the Bank’s success. This mission is part of Credit Suisse’s broader belief that the diverse backgrounds of its employees represent a key competitive advantage for the Bank in today’s global business environment. The network also partners with lines of business to create new client opportunities and to advance Credit Suisse’s diversity and inclusion strategy. For example, Credit Suisse’s MBA Open Perspectives Program &21 *%1 *4*,7)4&%%&%-1 .7$!*'&"%*+1 "$',.*!?1 &%&'&*'&8.1 4?&!?1 2$>) ports the professional growth of LGBT Wall Street professionals =(1 >,"8&7&%-1 *%1 &%2&7.1 8&.41 "31 B%*%!&*+1 2.,8&!.21 Q&%!+$7&%-1 \%)

vestment Banking, Private Banking, Sales, Trading and Research. Further, through its Open Perspectives program, Credit Suisse provides a summer educational outreach initiative for lesbian, -*(A1=&2.I$*+1*%71',*%2-.%7.,12'$7.%'2A1&%'.,.2'.71&%1B%*%!.1!*) reers, entering business school the following fall. “We believe that by providing these programs, our company is able to create new client opportunities and to advance Credit Suisse’s diversity and inclusion strategy more each year,” Nieters continues, “which is helpful to members of the LGBT commu) nity and allies alike.” www.sokolmediaonline.com 11


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“We embrace the business case for diversity.” — Kathleen Ferrell, Partner, Chair of Diversity Committee


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“We want to make sure that everyone has a voice and is being heard in a safe environment.” — Meg Lowe, priDe group leader and Senior Vice President, Domestic Distribution, Discovery Communications

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VARIETY OF BENEFITS Health and well-being support for LGBT employees: Discovery’s on-site health center administers sexually transmitted disease testing to all individuals based on social history, offers Gardasil vaccine series to all eligible men and women, and provides best practice guidelines to all individuals, especially as it pertains to annual HIV testing for adolescents and adults. Their trained medical staff provides nondiscriminatory care to both individuals and couples while stringently protecting individual privacy. !"#$%&'()*+,&-$,).$-$/&%0) Discovery offers same sex domestic partner coverage for the medical, dental 0.8'9-,-".'+$.$1!'BC0.,'!"'!%",$'H%"'N*0C-(2O' Financial wellness seminars for domestic partners: K-,/"9$&2'B&"9-8$,')".!%C2'1.0./-0C'H$CC.$,,',$)-.0&,'-.'B0&!.$&,%-B'H-!%' Amerprise Financial. The “LGBT: Domestic Partner Planning” course teaches LGBT employees ways to address: 3 3 3

Care for loved ones posthumously Protection Planning concerns for domestic partners Tax concerns of joining assets in a partnership

Employee Assistance Program: Discovery’s robust Employee Assistance Program, offered in partnership with Ceridian, provides a bevy of resources geared toward LGBT employees entirely free of charge. These resources include articles, web links, audio and interactive tools and much more, covering subjects including, but not limited to, the following: 3 3 3 3 3 3 3 3

Coming Out When Your Child or Someone Close to You is LGBT Legal and Financial Issues for Lesbian and Gay People Home-buying for Same-Sex Partners LGBT Youth Interacting with members of the LGBT Community and Being Inclusive of them Dealing with Discrimination LGBT Parenting » » » » » »

Starting a family Support/Resources for LGBT parents Talking with Your Child About Gender Identity and Awareness Talking with Your Child’s Teachers and School Staff What to Expect During the Preschool Years What to Expect During the Preteen and Teenage years

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2.I1!"$>+.21'"1%*#.)!?*%-.1>.'&'&"%213",1',*%2-.%7.,1!+&.%'2A1*%71 #*&%'*&%212',"%-1,.+*'&"%2?&>214&'?1&#>",'*%'1",-*%&C*'&"%21+&5.1 K*#=7*1K.-*+1c.3.%2.1r1b7$!*'&"%1`,-*%&C*'&"%A1\##&-,*'&"%1 bG$*+&'(1r1M.,8&!.1q.#=.,21L%&'.7/1Z,&.71Z,*%5D21KWEX10@%&'(1 W,"$>1*+2"1>,.2.%'21>,"-,*#21'"13"2'.,1*%712$>>",'1'?.1Z&,#D21&%) !+$2&8.1!$+'$,.A1&%!+$7&%-1B+#12!,..%&%-21*%712>.*5.,21'"1!.+.=,*'.1 KWEX1Y,&7.1q"%'?/1\%10>,&+19:;9A1'?.1Z&,#D21q*,5.'&%-1c.>*,') #.%'1?.+71*1E$2&%.221c.8.+">#.%'1X,*&%&%-12.22&"%13",1'?.1KWEX1 0@%&'(1W,"$>A14?.,.18*+$*=+.1&%3",#*'&"%14*212?*,.71*="$'1#*I&) #&C&%-1">>",'$%&'&.21*'1!+&.%'1%.'4",5&%-1.8.%'21*%71?"41'"12>.*51 .F.!'&8.+(1*="$'1Z,&.71Z,*%5D218*,&"$21>,*!'&!.1-,"$>2/1\%1o$%.19:;9A1 E,*71e&!?'.,A1"%.1"31'?.1Z&,#D21X,$2'21r1b2'*'.21>*,'%.,2A1-*8.1*1 >,.2.%'*'&"%1'"1'?.1KWEX10@%&'(1W,"$>1"%1.2'*'.1>+*%%&%-14&'?1 *13"!$21"%1KWEX1&22$.2/1Z,&.71Z,*%512$>>",'21'?.1KWEX10@%&'(1 W,"$>1="'?1>?&+"2">?&!*++(1*%71B%*%!&*++(/

MICHAEL R. DIEHL CIVIL RIGHTS FORUM X"1?"%",1'?.1+.-*!(1"31q&!?*.+1c&.?+A1*1Z,&.71Z,*%51!",>",*'.1 *22"!&*'.14?"17&.71&%1*1',*-&!124&##&%-1*!!&7.%'1&%1;SSS1*%714*21 5%"4%13",1?&217.7&!*'&"%1'"1'?.1!*$2.1"31!&8&+1,&-?'213",1'?.1-*(1*%71 +.2=&*%1!"##$%&'(A1'?.1Z&,#1.2'*=+&2?.71'?.1*%%$*+1c&.?+1[&8&+1 e&-?'21Z",$#/1\%8&'&%-1>,"#&%.%'1!&8&!1+.*7.,21'"1.%-*-.1'?.1Z,&.71 Z,*%51!"##$%&'(1&%1*17&2!$22&"%1"31!$,,.%'1!&8&+1,&-?'21*%712"!&*+1 g$2'&!.1&22$.21*%71!"%!.,%212&%!.19:::A1'?.19:;91Z",$#13.*'$,.71


W4*&'1&)'-,'/"))-!!$8'!"'B&"($,,-".0C'8$9$C"B)$.!'"(';<=>' 0!!"&.$2,L'B&"9-8-.#'0'B-B$C-.$'!"'C$08$&,%-BOX Y'?-/%0$C'=0&@$&L'50&!.$&L'Q$0C'6,!0!$'<&"*B

Kerry Eleveld, a journalist, consultant, and former White House cor) respondent for The Advocate, who discussed the impact of LGBT rights on presidential politics during the 2008 presidential campaign and how progress in LGBT rights since that time, including Presi) 7.%'1`=*#*D21$%>,.!.7.%'.71>$=+&!12'*%!.12$>>",'&%-12*#.)2.I1 marriage and refusal to prosecute the Defense of Marriage Act Qc`q0TA1?*21!?*%-.71'?.1>"+&'&!*+17&2!"$,2.1"%1KWEX1&22$.21"%1 the 2012 presidential campaign trail.

LGBT TAX GROSS UP

LAVENDER LAW CAREER FAIR AND CONFERENCE

RECOGNITION

In the recruitment of new attorneys, Fried Frank participates in several LGBT career fairs and conferences. In particular, since 2007, Fried Frank has been a sponsor of the National LGBT Bar Association’s Annual Conference and Lavender Law Career Fair, &%!+$7&%-1'?.1>*2'13"$,1(.*,21*21*1>+*'&%$#)+.8.+12>"%2",/1 In 2011 and 2012, Fried Frank also sponsored the conference’s premier event, the Dan Bradley Awards Luncheon, where Matt [""5A1 *1 !",>",*'.1 *22"!&*'.1 *%71 KWEX1 *@%&'(1 -,"$>1 +.*7.,1 &%1 Washington, D.C., delivered remarks on the Firm’s behalf. “I’m ?*>>(1'"1?*8.13"$%71*1+*41B,#1'?*'1!.+.=,*'.217&8.,2&'(1*%71*!!.>'21 &'21">.%+(1KWEX1*''",%.(21*%712'*F1!"#>+.'.+(Aa1q,/1[""512*&71&%1 his 2011 remarks.

PRO BONO EFFORTS

H?&+.1 Z,&.71 Z,*%51 ?*21 "F.,.71 2*#.)2.I1 7"#.2'&!1 >*,'%.,1 *%71 2>"$2.1?.*+'?1&%2$,*%!.1=.%.B'213",1#*%(1(.*,2A1&%1M.>'.#=.,1 9:;;A1'?.1Z&,#1*%%"$%!.71*%1.I>*%2&"%1"31&'21=.%.B'21>,"-,*#21'"1 >,"8&7.1*%1*77&'&"%*+1-,"22)$>17.2&-%.71'"1*77,.221*%1&%.G$&'(1&%1 '?.1'*I1',.*'#.%'1"31'?"2.1?.*+'?1&%2$,*%!.1=.%.B'21Q*21!"#>*,.71 '"1'?.12*#.1=.%.B'21>,"8&7.71'"1">>"2&'.)2.I1#*,,&.71!"$>+.2T1 $%7.,1!$,,.%'13.7.,*+A1*%712"#.12'*'.1*%71+"!*+A1'*I1+*42/1

In the 2010 Law Firm Diversity Benchmarking Report of the New York City Bar Association, published in 2011, Fried Frank compared 8.,(13*8",*=+(1'"1]R1>..,1u.41^",51B,#214?"1>*,'&!&>*'.71&%1'?.1 survey, most dramatically, among other areas, in its total number "31">.%+(1-*(1*22"!&*'.21QP/ROVA1!"#>*,.71'"1*++1u.41^",51[&'(1 >*,'&!&>*'&%-1B,#21*'1</P;V1*%71'"1'?.1'"'*+1%$#=.,1"31>*,'&!&>*'&%-1 B,#21"31!"#>*,*=+.12&C.1*'1</9;VT/1Z,&.71Z,*%51*+2"1?*21=..%1,.!"-) %&C.713",1B8.1!"%2.!$'&8.1(.*,21=(1'?.1k$#*%1e&-?'21[*#>*&-%D21 [",>",*'.1bG$*+&'(1\%7.IA1*!?&.8&%-1*1'">1,*'&%-1"31;::1>.,!.%'13",1 the treatment of its LGBT employees. “All of these initiatives also provide a springboard for recruit) #.%'A14?&!?1&218.,(1&#>",'*%'1'"1"$,1Z&,#a1E*,5.,1*772/1JY,"8&7) &%-1*17&8.,2.1-,"$>1"31*''",%.(21>,"8&7.21*1$%&G$.1"$'+""513",1*++1 !*2.21 '?*'1 !"#.1 "$,1 4*(A1 4?&!?1 $+'&#*'.+(1 =.%.B'21 "$,1 !+&.%'21 ',.#.%7"$2+(/a

Fried Frank attorneys have represented LGBT community mem) =.,21&%18*,&"$21>,"1="%"1#*''.,213",1"8.,1*17.!*7./1Z",1.I*#>+.A1 the Firm has represented several asylum seekers, including three clients, who were persecuted in their home countries because of 2.I$*+1",&.%'*'&"%1*%76",1k\d12'*'$2/1X?.1Z&,#1*!'.71*21!"$%2.+1'"1 the appointed law guardian for a child in a custody dispute between his two mothers, resulting in a ruling from the New York Court "310>>.*+21'?*'1!?&+7,.%1"312*#.)2.I1!"$>+.214?"1*,.1>*,'(1'"1*1 d.,#"%'1!&8&+1$%&"%1*,.1'?.1+.-*+1!?&+7,.%1"31="'?1'?.1=&,'?1*%71 %"%)=&,'?1#"'?.,2/1X?.1Z&,#1*+2"1,.>,.2.%'.71'?.1k$72"%1d*++.(1 LGBT Community Center in a dispute over whether it should be -,*%'.71'*I).I.#>'12'*'$2A1*%714"%/1X?.1Z&,#1,.>,.2.%'.71*1-,"$>1 of amici parties in the Hernandez v. Robles case, asserting that u.41^",5D21'?.%),.3$2*+1'"1-,*%'1#*,,&*-.1+&!.%2.21'"12*#.)2.I1 couples violated the New York constitution. Fried Frank has also provided pro bono services to the National LGBT Bar Association. www.sokolmediaonline.com 21


Microsoft C

elebrating its 20th anniversary

as an Employee Resource Group, GLEAM, the gay, lesbian, bisexual, and ',*%2-.%7.,1QKWEXT1.#>+"(..1,.2"$,!.1-,"$>1*'1q&!,"2"3'A1 ,.l.!'21'?.1!"#>*%(D21="$%7+.221!"##&'#.%'1'"14",5>+*!.17&8.,2&'(/1 `%.1"31'?.1B,2'1!"#>*%&.21&%1'?.14",+71'"1"F.,1.#>+"(..1=.%.B'21'"1 2*#.)2.I1 7"#.2'&!1 >*,'%.,21 *%71 '"1 &%!+$7.1 2.I$*+1 ",&.%'*'&"%1 &%1 &'21 !",>",*'.1 %"%7&2!,&#&%*'&"%1 >"+&!(/1 q&!,"2"3'1 ?*21 !"%'&%$*++(1 2$>) ported and sponsored gay, lesbian, bisexual, and transgender issues be) !*$2.A1*21o"?%1Y*(.2A1W+"=*+1Y,"-,*#1q*%*-.,A1q&!,"2"3'1H",+74&7.1 b%'.,>,&2.1r1Y*,'%.,1W,"$>A12*(2A1J`$,1.I.!$'&8.1+.*7.,2?&>1&21B,#+(1 !"##&''.71'"1*'',*!'&%-1'?.1=.2'1"31'?.1=.2'/a `%.1"31'?.14*(21'?&21&21*!!"#>+&2?.71&21=(14",5&%-14&'?1'?.1!"#) #$%&'(A1 7"%*'&%-1 2"3'4*,.A1 2.,8&!.2A1 *%71 .G$&>#.%'1 '"1 %$#.,"$21 KWEX1!&8&+1,&-?'21*%712.,8&!.1",-*%&C*'&"%2A1&%!+$7&%-1'?.1W,.*'.,1M.) *''+.1E$2&%.221022"!&*'&"%1Q'?.1u",'?4.2'D21KWEX1[?*#=.,1"31["#) #.,!.Tm1 '?.1 K/0/1 W*(1 *%71 K.2=&*%1 [.%'.,m1 WK00cm1 '?.1 ke[i1 W*(A1 K.2=&*%1r1M',*&-?'1b7$!*'&"%1u.'4",51QWKMbuT1u",'?4.2'm1M.*''+.1 KWEX1 ["##$%&'(1 [.%'.,m1 K*#=.,'1 k"$2.1 Q'?.1 +"!*+1 KWEX1^"$'?1 7,">)&%1!.%'.,Tm1*%71Y,&7.1Z"$%7*'&"%/1 E(1 >*,'&!&>*'&%-1 &%1 *1 8*,&.'(1 "31 KWEX1 .8.%'2A1 WKb0q1 >*,'%.,21 4&'?1'?.1KWEX1!"##$%&'(1'"1>,"#"'.1>*,'&!&>*'&"%1&%1*%%$*+1.8.%'2A1 &%!+$7&%-1 !.+.=,*'&"%21 7$,&%-1 '?.1 q&!,"2"3'1 W*(A1 K.2=&*%A1 E&2.I$*+A1 *%71X,*%2-.%7.,1Y,&7.1q"%'?1*%71M.*''+.1Y,&7.1[.+.=,*'&"%A1'?.1q&) !,"2"3'1c*(1"31[*,&%-A1'?.1M.*''+.10\cM1H*+5A1*%71'?,"$-?1,.>,.2.%) '*'&"%1*'1%*'&"%4&7.1!"%3.,.%!.2A1&%!+$7&%-1'?.1u*'&"%*+1K.2=&*%1*%71 W*(1o"$,%*+&2'21022"!&*'&"%A1'?.1ke[A1*%71`$'1r1bG$*+/1 WKb0q1*+2"1>*,'&!&>*'.21&%12>"%2",2?&>13$%7&%-1"31*%%$*+1*!'&8&) '&.2A1&%!+$7&%-1'?.1q&!,"2"3'1W&8&%-1[*#>*&-%A1ke[1u*'&"%*+1c&%) %.,A1`$'1r1bG$*+1H",5>+*!.1M$##&'A1u*'&"%*+1K.2=&*%1*%71W*(1o"$,) %*+&2'21022"!&*'&"%1["%3.,.%!.A1X.*!?&%-1e.2>.!'13",10++1["%3.,.%!.21 3",1'?.1("$'?1",-*%&C*'&"%1WKMbuA1*%1*%%$*+13$%7,*&2.,13",1K*#=.,'1 k"$2.A1*%71'?.1M.*''+.10\cM1H*+5/1Z$,'?.,A1'?.1%.'4",51.%'.,21&%'"1 >*,'%.,2?&>214&'?1L/M/1*%71&%'.,%*'&"%*+1*22"!&*'&"%2A1%"%>,"B'1",-*) %&C*'&"%2A1 *%71 2>.!&*+1 &%'.,.2'1 -,"$>21 '"1 &%!,.*2.1 KWEX1 *4*,.%.22A1 7,&8.1g"&%'1"=g.!'&8.2A1*%71?.+>1",-*%&C*'&"%21&%1%..7/ ^.'1q&!,"2"3'D21!",>",*'.12$>>",'13",1WKb0q1!"#.21&%1.8.%1#",.1 3",#2A1&%!+$7&%-1+.*7.,2?&>1*78&!.A1.I.!$'&8.12>"%2",2?&>A1*%71B%*%) !&*+1*%71%"%B%*%!&*+1,.2"$,!.21'"1?.+>17,&8.1>,"-,*#2A1%.41>"+&!&.2A1 *%71.8.%'12>"%2",2?&>2/1X?.1!"#>*%(1?*21*+2"1+"==&.712$!!.223$++(1'"1 2$>>",'1&%!+$2&"%1&%&'&*'&8.21*%71=&++2A1*%71q&!,"2"3'1&21*12',"%-1>*,'1"31 *1!"*+&'&"%1"31=$2&%.22.21'?*'12$>>",'1>*22*-.1"31'?.13.7.,*+1b#>+"() #.%'1u"%)c&2!,&#&%*'&"%10!'A14?&!?14"$+71>,"8&7.1=*2&!1>,"'.!'&"%21 *-*&%2'14",5>+*!.17&2!,&#&%*'&"%1"%1'?.1=*2&21"312.I$*+1",&.%'*'&"%/ WKb0q1 *+2"1 4",521 4&'?&%1 '?.1 q&!,"2"3'1 !",>",*'.1 .%8&,"%#.%'1 "%1*1%$#=.,1"31&%&'&*'&8.21*%71>,"-,*#2A1&%!+$7&%-i !

Diversity initiatives/1WKb0q1>*,'%.,214&'?1q&!,"2"3'D21.I.!) $'&8.1+.*7.,2?&>1'.*#21'"17.B%.1*%71&#>+.#.%'1!",>",*'.17&8.,) 2&'(1&%&'&*'&8.21!"#>*%(4&7.A12$!?1*21'?.1!"#>*%(D21KWEX1Y,&7.1

22 www.sokolmediaonline.com

q"%'?1!.+.=,*'&"%1*%71KWEX)2>.!&B!17&8.,2&'(1',*&%&%-/1 Employee mentoring/1X?.1WKb0q1="*,71!"",7&%*'.21*%1&%) 3",#*+1 #.%'",&%-1 .F",'1 '?*'1 >,"8&7.21 WKb0q1 #.#=.,21 4&'?1 ">>",'$%&'&.21 '"1 !"%%.!'1 4&'?1 "'?.,1 KWEX1 .#>+"(..21 ",1 *++&.21 *!!",7&%-1'"1'?.&,12>.!&B.71!,&'.,&*A12$!?1*212.%&",&'(14&'?&%1'?.1 !"#>*%(A1!*,..,A1*%71=$2&%.2213$%!'&"%/1

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Recent LGBT Industry awards include: 3

3

3

3

3

3

Human Rights Campaign’s (HRC) Corporate Equality Index rating – Microsoft earned a 100% rating for the 7th consecutive year – 2012 Out & Proud Corporate Counsel Award for Microsoft’s Legal and Corporate Affairs Department, National LGBT Bar Association – 2011 Human Rights Campaign’s (HRC) Corporate Equality Index rating – Microsoft earned a 100% rating for the 6th consecutive year - 2011 The Liberty Award by Lambda Legal for Microsoft’s leadership in workplace diversity and civil rights, particularly in regard to LGBT employees - 2010 Human Rights Campaign’s (HRC) Corporate Equality Index rating – Microsoft earned a 100% rating for the 5th consecutive year - 2010 Human Rights Campaign Foundation’s Best Places to Work List for LGBT Equality - 2010


“Microsoft works hard to create an inclusive workplace so that the ideas, leadership, and contributions of all of our employees continue to be one of our greatest assets. Microsoft’s lesbian, gay, bisexual and transgender (LGBT) community makes many valuable contributions to our company. The impact of GLEAM, our LGBT Employee Resource Group, is seen broadly across Microsoft through its work in creating LGBT-friendly changes in company policies and the work environment. GLEAM provides support and networking opportunities for its members and promotes activities that raise awareness about the LGBT community within and outside of Microsoft. I am proud to partner with GLEAM to ensure that this collaboration of cultures, ideas, and different perspectives continues to make a strong impact.” — Frank Holland, Corporate VP, Advertising & Online

GLEAM Team Day of Caring for Lambert House

TIMELINE 1989

?-/&","(!'-,'0)".#'!%$'1&,!'/")B0.-$,'!"'$MB0.8'-!,' nondiscrimination policy to include sexual orientation.

1999

GLEAM is launched with 12 members. GLEAM is instrumental in securing domestic partner +$.$1!,'("&'<;=>'$)BC"2$$,O'?-/&","(!'H0,'".$'"('!%$' 1&,!'^"&!*.$'aFF'/")B0.-$,'!"'"(($&'!%-,'+$.$1!O

1999' <;6D?')$)+$&,%-B'&$0/%$,'EaF'$)BC"2$$,O' 2001

The L.A. Gay and Lesbian Center awards Microsoft the Corporate Vision Award.

2003

Microsoft ranks number three on the Gay Financial 7$!H"&@,'>"B'aF'?",!'5"H$&(*C'0.8'<02S^&-$.8C2' Public Companies in Corporate America. Microsoft scores an 86 on the Human Rights Campaign’s (HRC) Corporate Equality Index rating, the second-highest score. Microsoft ranks on the list of the 22 Fortune and Forbes companies with HRC Corporate Equality Index ratings that endorsed the Employment Non-Discrimination Act.

2004' <;6D?')$)+$&,%-B'&$0/%$,'bFF'$)BC"2$$,O GLEAM sponsors and attends the Out & Equal Workplace Summit. 2005

Microsoft announces the addition of partial coverage for !&0.,#$.8$&',*&#$&2'_$(($/!-9$'-.'EFFR`'!"'-!,'$M-,!-.#' /"9$&0#$'"('"!%$&'!&0.,#$.8$&S,B$/-1/'%$0C!%'+$.$1!,O GLEAM is instrumental in adding gender identity and expression to the Microsoft Equal Employment Opportunity statement. ?-/&","(!',/"&$,'GFF'".'!%$'[QA'A"&B"&0!$'6N*0C-!2' Index rating, the highest attainable score. Microsoft is a Platinum Sponsor for the Seattle Pride celebration.

2006' ?-/&","(!',/"&$,'GFF'".'!%$'[QA'A"&B"&0!$'6N*0C-!2' Index rating for the second year.

2007

?-/&","(!',/"&$,'GFF'".'!%$'[QA'A"&B"&0!$'6N*0C-!2' Index rating for the third year. ?-/&","(!'-,'C-,!$8'-.'!%$'[QA'EFFb'=$,!'5C0/$,'!"'U"&@' for LGBT Equality. ?-/&","(!'"(1/-0CC2',*BB"&!,'!%$'cOPO'6)BC"2)$.!'7".S Discrimination Act. A%0&C$.$'P!&".#',B$0@,'0!'?-/&","(!J,'cOPO'A")-.#'4*!' Day celebration.

2008' ?-/&","(!',/"&$,'GFF'".'!%$'[QA'A"&B"&0!$'6N*0C-!2' Index rating for the fourth year. ?-/&","(!'-,'C-,!$8'-.'!%$'[QA'EFF\'=$,!'5C0/$,'!"'U"&@' for LGBT Equality. Out Microsoft Transgender Executive, Megan Wallent, presents at the Out & Equal Workplace Summit. K0.'P090#$',B$0@,'0!'?-/&","(!J,'cOPO'A")-.#'4*!'K02' celebration. 2009' ?-/&","(!',/"&$,'GFF'".'!%$'[QA'A"&B"&0!$'6N*0C-!2' T.8$M'&0!-.#'("&'!%$'1(!%'2$0&O ?-/&","(!'-,'C-,!$8'-.'!%$'[QA'EFFd'=$,!'5C0/$,'!"'U"&@' for LGBT Equality. Microsoft receives the International Gay and Lesbian Human Rights Commission (IGLHRC) Special Recognition Award. Microsoft is a Silver Sponsor for the Seattle Pride celebration and a Platinum Sponsor for the Fargo, ND– Moorhead, MN, Pride festival. 2010' ?-/&","(!',/"&$,'GFF'".'!%$'[QA'A"&B"&0!$'6N*0C-!2' Index rating for the sixth year. ?-/&","(!'-,'C-,!$8'-.'!%$'[QA'EFGF'=$,!'5C0/$,'!"'U"&@' for LGBT Equality. 2011' ?-/&","(!',/"&$,'GFF'".'!%$'[QA'A"&B"&0!$'6N*0C-!2' Index rating for the seventh year.

?-/&","(!'-,'C-,!$8'-.'!%$'[QA'EFFR'=$,!'5C0/$'!"'U"&@' for LGBT Equality.

Microsoft given the Out & Proud Corporate Counsel Award for its Legal and Corporate Affairs Department, National LGBT Bar Association.

Microsoft GLEAM wins the Out & Equal “Outie” award for Best Employee Resource Group of the Year.

2012' ?-/&","(!',/"&$,'GFF'".'!%$'[QA'A"&B"&0!$'6N*0C-!2' Index rating for the eighth year.

Microsoft GLEAM receives the President’s Award for corporate leadership from the Lifelong AIDS Alliance.

Microsoft receives Greater Seattle Business Association (GSBA) Business Humanitarian Award

www.sokolmediaonline.com 23


NBCUniversal N

BCUniversal believes that cultivating a diverse workforce is both the right thing to do and the best way to run a =$2&%.22/1X?.1=.''.,14.1,.l.!'1'?.14",+71*,"$%71$2A1'?.1 greater our impact will be. For the LGBT community the company >,"8&7.21*13"$%7*'&"%1"31KWEX)&%!+$2&8.1>"+&!&.21*%71=.%.B'21'?*'1 *,.1*#>+&B.71=(1*1!$+'$,.14?.,.1KWEX1.#>+"(..21B%71*1!"##$%&'(1 that drives employee engagement and ultimately business results. X?.1!"#>*%(D21.#>+"(..1,.2"$,!.1-,"$>A1`LXxuE[L%&8.,2*+i1 K.2=&*%A1W*(A1E&2.I$*+A1X,*%2-.%7.,1r1M',*&-?'10++(10++&*%!.A1!$,) rently operates eight regional hubs with nearly 2000 voluntary mem) =.,2/1c,&8.%1=(1.#>+"(..2A1'?.1-,"$>1>*,'%.,214&'?1#*%*-.#.%'1'"1 *'',*!'A17.8.+">A1*%71,.'*&%1KWEX1r10++(1'*+.%'1*%71>*,'%.,214&'?1 &'21>",'3"+&"1"31=,*%721'"1.F.!'&8.+(1,.*!?1'?.1!"##$%&'(/ “We want our employees to be able to bring their whole selves '"14",51*%71!?*%%.+1'?.&,1.%.,-(1&%'"1!,.*'&%-1'?.1=.2'1Xd12?"42A1 #"8&.2A1'?.#.1>*,51*%717&-&'*+1.I>.,&.%!.2/1M&#>+(1>$'A14.1=.+&.8.1 &%17"&%-1'?.1,&-?'1'?&%-1*%71',.*'&%-1>.">+.1'?.1,&-?'14*(Aa12*(21 o*(C.%1Y*',&*A1bI.!$'&8.1c&,.!'",1"31K.*,%&%-1r1`,-*%&C*'&"%1c.) 8.+">#.%'1*%71W+"=*+1[?*&,13",1`LXxuE[L%&8.,2*+/

LGBT INCLUSIVE POLICIES & BENEFITS NBCUniversal has a long history of supporting the LGBT com) #$%&'(1*%71&'21.#>+"(..21'?,"$-?1#*%(1&%&'&*'&8.2i j

L%&8.,2*+1M'$7&"2A1'?.1!"#>*%(D21"+7.2'1=$2&%.221$%&'1!$,) ,.%'+(1!.+.=,*'&%-1&'21!.%'.%%&*+1*%%&8.,2*,(A1=.!*#.1'?.1B,2'1 #*g",1.%'.,'*&%#.%'1!"#>*%(1'"1>,"8&7.1M*#.1M.I1c"#.2'&!1 Y*,'%.,1E.%.B'21*%71&%!+$7.1J2.I$*+1",&.%'*'&"%a1'"1&'21%"%) 7&2!,&#&%*'&"%1>"+&!(1&%1;SS9/1\%13*!'A1!"#>*%(1.I.!$'&8.21.8.%1 ?.+>.713"$%71%"%)>,"B'1",-*%&C*'&"%1k"++(4""71M$>>",'21'"1 B-?'1?"#">?"=&*1*%710\cM17&2!,&#&%*'&"%1&%1'?.1.%'.,'*&%) #.%'1&%7$2',(17$,&%-1'?.1?.&-?'1"31'?.10\cM1.>&7.#&!/

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bI>*%7&%-1"$,1=.%.B'214&'?1*13"!$21"%17&8.,2&'(1*%71&%) !+$2&"%A1["#!*2'1*%71uE[L%&8.,2*+1*,.1"F.,&%-1.%?*%!.71 =.%.B'21'"1',*%2-.%7.,1.#>+"(..2/1`$,1?.*+'?1=.%.B'1>+*%21 !"8.,1?",#"%.1'?.,*>(1*%71!"$%2.+&%-12.,8&!.2A1*%712'*,'&%-1 &%1o*%$*,(19:;<A14.14&++1!"8.,1#.7&!*++(1%.!.22*,(1?.*+'?1!*,.1 2.,8&!.21'?*'1',*%2-.%7.,1>.">+.1%..7A1&%!+$7&%-1',*%2&'&"%) ,.+*'.71',.*'#.%'12$!?1*21-.%&'*+12$,-.,&.2A1?",#"%.1'?.,*>(1 and mental health counseling. \%1 `!'"=.,A1 ["#!*2'1 *%71 uE[L%&8.,2*+1 2$>>",'.71 WK00cD21M>&,&'1c*(1=(1-"&%-1>$,>+.1"%)*&,A1"%+&%.1*%71=.) ?&%7)'?.)2!.%.21'"12?"412$>>",'13",1KWEX1("$'?1*%712>.*51 "$'1*-*&%2'1=$++(&%-1&%1"$,12!?""+2/1X?.1uE[1`4%.71M'*) '&"%21'""51'?.1#.22*-.1+"!*++(1'"1#*,5.'21*!,"221'?.1!"$%',(A1 X.+.#$%7"1,*&2.71*4*,.%.221&%1M>*%&2?)+*%-$*-.A1*%71[uE[1 became the only TV network to go purple every year since '?.1&%!.>'&"%1"31M>&,&'1c*(1&%19:;:/ NBCUniversal attracts new employees by being a visible employer of choice in the LBGT community by participat) &%-1&%1.8.%'212$!?1*21'?.1u*'&"%*+1K.2=&*%1r1W*(1o"$,%*+&2'21 022"!&*'&"%1*%71'?.1`$'1r1bG$*+1H",5>+*!.1M$##&'/1

H?&+.1=.%.B'21*%71>"+&!(12.,8.1*21'?.13"$%7*'&"%A14?*'1>.">+.17"1 .8.,(17*(1&214?*'17.B%.21*1!"#>*%(D21!$+'$,./1["#!*2'1*%71uE[L) niversal have been designated among the nation’s “best places to 4",5a13",1+.2=&*%A1-*(A1=&2.I$*+1*%71',*%2-.%7.,1QKWEXT1>.">+.A1*%71 ?*21.*,%.71*1;::1>.,!.%'12!",.1"%1'?.1k$#*%1e&-?'21[*#>*&-%D21 9:;<1[",>",*'.1bG$*+&'(1\%7.I/1X?&21,.!"-%&'&"%1,.>,.2.%'21*1B,2'1 3",1'?.1!"#=&%.71!"#>*%&.2A1*%71&21!"%2&7.,.71*1',$2'.71=.%!?) #*,51#.*2$,&%-10#.,&!*D21'">14",5>+*!.21*%71'?.&,1&%!+$2&"%1"31 KWEX1.#>+"(..2/1\%1*77&'&"%A14?&+.1'?.1ke[D214",51&213"!$2.71 "%1*!?&.8&%-1.G$*+&'(13",1'?.1+.2=&*%A1-*(A1=&2.I$*+1*%71',*%2-.%7.,1 !"##$%&'(A1"$,1>.,3.!'12!",.12.%721*12',"%-1#.22*-.1*="$'1"$,1

()*+,$,"$%>B;,-'$!;*$E31,$"+$D%3C"51$X?.1M?*21"31M$%2.'$E"/*$"=,$,"$1=##"%,$,;*$KGHO$UKJVA$#;","'$!01"9$?>,ZI*%3)@ .[51$I*"%B*$V",1>"#"=)"1$*9E"=%3B*1$C>*&*%1$,"$@"93,*$E)",;>9B$,"$,;*$N*\$I%>L,;$]"=,;$2*9,*%$@=%>9B$Fashion Police51$^2)*39$6=,$]"=%$2)"1*,$R"9,;A_$#;","'$ !01"9$?>,ZI*%3)@

N"%B*$D*%93)P$R3%>3$2*)*1,*$S$.9%><=*$`13)*1$"+$!*)*/=9@"51$0+1e"g"1d&8"$B"$#=%#)*$+"%$O#>%>,$H30 24 www.sokolmediaonline.com


“We continue to build upon our organization’s ability to engage all employees and communities, enabling everybody to bring their whole selves to work.” — Jayzen Patria, Executive Director, Learning & Organization Development

(,"#$,"$4",,"/-'$$8*9*$J*3:*1$+%"/$8D251$The New Normal at LA Pride. Employees march in Pride Parades in Dallas, LA, NYC & Orlando.$#;","'$!01"9$?>,ZI*%3)@ U%>,*%1$+%"/$8D2$S$`OK$,3):$,"$a)//3:*%1$3,$ ?=1>"9'$,;*$JID!$7*"#)*$"+$2")"%$?>)/$?*1,>C3) 8*&$]"%:51$b,;$KC*$1*%C*1$31$,;*$43E:@%"#$+"%$,;*$ 2012 Pride March commemorating the Stonewall Riots

company’s respect for all communities. We’re also committed to increasing diver) sity both in front of and behind the cam) eras. NBCUniversal has increased its com) mitment to creating the next generation of storytellers by working with and supporting LGBT youth. In April, the creation of the NBCUniversal Point Foundation Scholar) ship for an LGBT student pursuing a de) -,..1&%1B+#6Xd1>,"7$!'&"%1",1=,"*7!*2'6 digital journalism was announced and the !$,,.%'12!?"+*,1&21.%g"(&%-1'?.1=.%.B'1"31 .I>"2$,.1'"1B+#1*%71Xd1.I.!$'&8.21*'1'?.1 company to supplement her formal degree program. In May, E!’s Fashion Police helped raise awareness about LGBT homeless youth and worked with employees to collect 700 *,'&!+.21"31!+"'?&%-13",1'?.1o.F1W,&@'?1^"$'?1 Center in Los Angeles as part of its “Clean out your closet” campaign. K"!*++(A1 .#>+"(..21 >*,'%.,1 4&'?1 %"%) >,"B'21'"1>,"8&7.1.7$!*'&"%A12$>>",'1*%71 be visible role models with LGBTQ youth. \%1u.41^",5A1`LX1?"2'.71'?.12.!"%71*%) nual “NBCUniversal: Behind the Scenes” .8.%'A1&%1>*,'%.,2?&>14&'?1%"%)>,"B'1K&8.1 `$'1 K"$7A1 4.+!"#&%-1 <:1 KWEXn1 ?&-?) 2!?""+1*-.12'$7.%'21'"1<:1e"!5.3.++.,1Y+*C*1 to learn about careers in entertainment, -"1=*!52'*-.1*'1?&2'",&!1Xd12.'2A1*%714",51 with journalists from NBC News on crafting and telling their stories. In central Florida, .#>+"(..21"31'?.1L%&8.,2*+1`,+*%7"1e.2",'1 4",51'?.1f.=,*1["*+&'&"%1(.*,),"$%71&%!+$7) ing them in their Pride Parade contingent and raising funds for their services. \%1 K"210%-.+.2A1 `LX1 #.#=.,21 8"+$%) '..,.71'"1',*&%1*%71#.%'",1*'),&251KWEX1 ("$'?1'"17.8.+">A1B+#1*%71.7&'1'?.&,1"4%1 #"8&.21*21>*,'1"31`LXMbXA1*1("$'?1#.%'",) &%-1>,"-,*#13,"#1`$'3.2'1*%71K&3.H",521 Mentoring and raised money to fund all "31 '?.1 .G$&>#.%'1 *%71 2$>>+&.21 3",1 >"2') production at a Super Bowl viewing party,

hosted an annual panel on careers in media panel at Models of Pride, the largest LGBT youth conference in the world, and executed '?.1R'?1`$'3.2'1Z$2&"%10!!.221K0A1*1$%&G$.1 experience where 40 LGBT media makers of color spend the day at Universal Studios +.*,%&%-1 3,"#1 4,&'.,21 *%71 B+#1 r1Xd1 .I) ecutives as part of the world’s only LGBT People of Color Film Festival.

CONNECTING LGBT INCLUSIVE CONTENT TO OUR COMMUNITTY NBCUniversal has had a rich history of show) casing ground breaking LGBT content from Brokeback Mountain, The Kids Are All Right, Milk and most recently The New Normal, Smash, Chicago Fire and Watch What Happens Live with Andy Cohen. Today, they boast an ar) ,*(1"31"$'1"%)*&,1'*+.%'1+&5.1E,*8"D210%7(1[") ?.%A1[uE[D21M$C.1`,#*%A1#2%=!D21X?"#*21 e"=.,'21*%71e*!?.+1q*77"4/1 Employees are helping the company con) nect to the LGBT audience. At Pride pa) ,*7.21&%1K"210%-.+.2A1u.41^",5A1c*++*21*%71 `,+*%7"A1"8.,1U::1.#>+"(..21*%71'?.&,13*#&) +&.21g"&%.71"%)*&,1'*+.%'1'"1>,"#"'.1!"%'.%'1 3,"#1=,*%721+&5.1E,*8"A1`I(-.%A1uE[A1Z") cus Features, Fandango, Telemundo, mun2, and Universal theme parks. NBC partnered 4&'?1`LX1'"1>,.2!,..%1'?.1>&+"'1"31The New Normal for LGBT employees to gain invalu) able LGBT audience insights. Employees ?*8.1*+2"1>*,'%.,.71'"1.I.!$'.1$%&G$.A1&%l$) encer events to promote content like Pariah from Focus Features, Smash and a coming out storyline on Days of Our Lives for NBC. At NBCUniversal diversity and inclusion go to the very heart of where we’ve been, who we are and what we will become. The diversity of our workforce is a point of pride for us and a trend that we will continue to enhance.

www.sokolmediaonline.com 25


New York Life D

edicated to empowering the com) munity, New York Life Insurance Company has particularly focused on understanding the unique needs and con) cerns of the LGBT community who may face unique challenges, especially when it comes to protecting the future of their loved ones. X?&212$>>",'1&21.I.#>+&B.7A13",1.I*#>+.A1 through the launching of a Lesbian Gay Bi) 2.I$*+1X,*%2-.%7.,1QKWEXT1#&!,"2&'./11Y,") viding customized solutions for the LGBT Community, the site is divided into four sec) '&"%217.8.+">.71'"1#..'1'?.&,12>.!&B!1%..721 including: Creating a Safety Net, Retirement Y+*%%&%-A1b2'*'.1Y+*%%&%-1*%71`$,1["#) #$%&'(1["##&'#.%'/1H?&+.1'?.1B,2'1'?,..1 2.!'&"%217.'*&+12>.!&B!1B%*%!&*+1!"%!.,%21 and the tools to address them, from how to create a comfortable future and planning for happy retirement years, to creating a legacy for loved ones, the last section spotlights

the company’s support of LGBT organiza) tions. “We have a real pulse on how impor) tant it is to support the unique needs of the LGBT community,” says Joanne Rodgers, d&!.1Y,.2&7.%'1*%71[?&.31c&8.,2&'(1`@!.,/ Some of New York Life’s LGBT commu) %&'(1"$',.*!?1.F",'21?*8.1&%!+$7.7i

gender and questioning young people, *-.21;<_9;14?"1+&8.1'?,"$-?"$'1'?.1u.41 York City metropolitan area. !

FOUNDATION/PHILANTHROPIC SUPPORT !

Lesbian, Gay, Bisexual and Transgender Community Services Center of New York City: Since 2008, the New York Life Foundation has sup) ported this organization with support. The grant supports the organization’s ! ^"$'?1 b%,&!?#.%'1 M.,8&!.21 Y,"-,*#1 Q^bMT14?&!?1>,"8&7.213,..1*3'.,_2!?""+A1 Saturday, and summer programs and ac) tivities focusing on the healthy devel) opment of lesbian, gay, bisexual, trans)

Hetrick Martin Institute: In 2010, the New York Life Foundation provided *1-,*%'1'"12$>>",'1X?.1k.',&!5_q*,'&%1 Institute which provides comprehen) sive academic, career and job enrich) ment, and supportive services. The grant helped expand services in New) ark, NJ where none existed and support educational enhancement activities in New York City. Youth Services: In addition to the grant, New York Life employees also 8"+$%'..,.714&'?1k.',&!51q*,'&%D21W*(1 Youth Services by providing resume writing, interviewing and presentation skills support.

New York Life has a very active Employee Resource Group, NYL Pride, and in 2010 expanded its presence throughout the U.S. by establishing LGBT satellite groups outside of their New York headquarters. This expansion launched with three sites and has since doubled in size. (Below is the current list of sites:) 3 3 3

Austin, TX Cleveland, OH Dallas, TX

3 3 3

Minneapolis, MN Tampa, Fl Westwood, MA

6M0)BC$,'"(',-!$',B$/-1/'9"C*.!$$&'$(("&!,e'' 3 3

Dallas, TX Volunteer Work with the Resource Center of Dallas (providing volunteers to run activities/events for the group) Minneapolis MN Volunteer work with Outfront Minneapolis on a monthly basis.

26 www.sokolmediaonline.com


“We have a real pulse on how important it is to support the unique needs of the LGBT community.” Y'Z"0..$'Q"8#$&,L'V-/$'5&$,-8$.!'0.8'A%-$('K-9$&,-!2'4(1/$&

NEW YORK LIFE EMPLOYEE RESOURCE GROUP (2012 PRIDE MONTH EVENT CALENDAR) !

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Pride Marches 6/24/2012: 43rd Annual NYC PRIDE MARCH The march goes down Fifth Avenue starting at 36th Street all the way to Christopher Street in the Village. 6/24/2012: San Francisco Pride March 6/30/2012: Tampa Pride March 9/16/2012: Dallas Pride March

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6/13/2012: Coming Out Stories III – An all Executive Panel Discussion1_1["#&%-1`$'1M'",&.21_1M.%&",1+.8.+1>*%.+17&2!$2) 2&"%13.*'$,&%-1.I.!$'&8.1"@!.,21*'1u.41^",51K&3.1.#>+"(..2/11

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6/7/2012: Don’t Ask, Don’t Tell – Features H",+71H*,1\\1 d.'.,*%A1q.+8&%1c4",5A1*1S:)(.*,)"+71H",+71H*,1\\18.'.,*%1 4?"2.1J7&2?"%",*=+.a17&2!?*,-.13,"#1'?.1u*8(1%.*,+(1U:1(.*,21 *-"14*21,.!.%'+(1,.8.,2.71'"1J?"%",*=+.a1*3'.,1'?.1q&+&'*,(D21 ,.>.*+1"31c"%D'1025A1c"%D'1X.++/10''.%7..214&++1*+2"1?.*,13,"#1 q&5.1o*!"=(A1c&,.!'",1"31JX?.1L%7.2&,*=+.Aa1*17"!$#.%'*,(1 "%1'?.1+&3.1"31q,/1c4",5/111

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6/21/2012: NYC Gay Men’s Chorus Performance from the NYC Gay Men’s Chorus. 6/18/2012: Garden Party 291_101X*2'.1"31Y,&7.1W*,7.%1Y*,'(1 &21u^[D21"@!&*+12'*,'1'"1Y,&7.1H..5A1,*&2&%-1#$!?)%..7.71 ! 3$%721'?*'1*++"41u.41^",51[&'(D21K.2=&*%A1W*(A1E&2.I$*+1r1 X,*%2-.%7.,1["##$%&'(1[.%'.,1''"15..>1&'217"",21">.%1<OP1 days a year.

6/4/2012 – 6/30/2012: 30th AIDS Memorial Quilt Display – Z",1'?.1#"%'?1"31o$%.A1*1>*%.+1"31'?.10\cM1q.#",&*+1 n$&+'1,.'$,%21'"1u.41^",51K&3.13",1'?.13"$,'?1(.*,1&%1*1,"4A1 !"$,'.2(11"31u^KYe\cb1*%71'?.1u0qbM1Y,"g.!'1Z"$%7*'&"%A1 the custodian of the quilt.

www.sokolmediaonline.com 27


Orbitz Worldwide

Orbitz employees at the Chicago Pride Parade.

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ince its inception in 2001, Orbitz Worldwide has proudly served the travel needs of the LGBT community. The orga) %&C*'&"%1?*21#*7.1*1B,#1!"##&'#.%'1'"13"2'.,&%-1*%1&%!+$) sive workplace culture and providing ongoing support to numerous charities within the gay, lesbian and transgender communities. In fact, Orbitz is the only leading online travel agency with a perfect Corporate Equality Index score from the Human Rights Campaign. JH.14.,.1'?.1B,2'1+.*7&%-1=,*%71'"1!,.*'.1*1-*(1',*8.+1#&!,")2&'.Aa1 said Mark Tumiel, Director of Human Resources. “It’s therefore no surprise that our gay travel page is the most ‘liked’ out of the ?$%7,.721"31>*-.21"%1`,=&'C/!"#/a But being at the forefront in supporting the LGBT community is nothing new for Orbitz. Among company achievements in pioneer) ing LGBT initiatives: j

`,=&'C/!"#1+*$%!?.21*%1KWEX)&%!+$2&8.1#.7&*1>+*%A14&'?1&%) 2.,'&"%21&%1-*(1>$=+&!*'&"%212$!?1*21Y*22>",'1q*-*C&%./1Q9::;T

28 www.sokolmediaonline.com

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`,=&'C1*&,21&'21B,2'1KWEX)&%!+$2&8.1'.+.8&2&"%1*71!*++.71vk") tel Matrix’ on general market networks including BBC and E,*8"/1Q9::<T `,=&'C14&%21'?.1WK00c1q.7&*104*,713",1KWEX)&%!+$2&8.1 Xd1*78.,'&2&%-/1Q9::RT `,=&'C1&21"%.1"31'?.1B,2'1=,*%721'"12>"%2",1K`W`A1'?.1%.41 KWEX1!?*%%.+1=(1qXd1u.'4",521Q9::PT The Commercial Closet Association recognizes Orbitz with the Corporate Visionary Honor for Inclusive Excellence in >",',*(*+21"31KWEX1&%7&8&7$*+2/1Q9::OT Orbitz airs the ‘Golfers’ TV ad which includes the Human Rights Campaign logo on over one dozen networks. The ad 4&%21'?.1WK00c1078.,'&2&%-104*,7/1Q9::ST The Human Rights Campaign presents Orbitz with the Cor) >",*'.1bG$*+&'(104*,71&%1[?&!*-"/1Q9:;;T `,=&'C1&21%"#&%*'.713",1'?.1WK00c10#>+&B.,104*,713",1 '?.1vY,&!.1022$,*%!.D1Xd1*7/1Q9:;9T


Left: Orbitz Worldwide CEO Barney Harford at Chicago Pride. Right: Orbitz employees at the Seattle Pride parade.

“Our dedication to providing best-in-class service to all our customers comes directly from our CEO and that’s why we are continually looking for ways to dramatically improve the booking experience for LGBT travelers.” — Mark Tumiel, Director of Human Resources

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nilever’s Employee Business Net) works are a vital part of the com) pany’s overall commitment to diversity, particularly in raising awareness and engaging employees to create a more inclusive workplace. These networks ex) ist to help further the company’s overall 7&8.,2&'(1 .F",'21 =(1 .%!"$,*-&%-1 >.,2"%*+1 7.8.+">#.%'A1=$2&%.221-,"4'?A1!"##$%&'(1 involvement and employee awareness. These 2.+3)#*%*-.71-,"$>21*+2"1>,"8&7.1*18*+$*=+.1 networking opportunity and serve as a col) +.!'&8.1&%l$.%!.13",1",-*%&C*'&"%*+1!?*%-.1 and leadership development. The mission of the Unilever ’PRIDE net) work, launched in 2005, is to promote an understanding of acceptance through edu) !*'&"%1*%71*4*,.%.22/1X?&21&21=.&%-17"%.1 =(1 >,"#"'&%-1 '?.1 &#>",'*%!.1 "31 2?*,&%-1 a common goal of Respect and Awareness '?,"$-?"$'1 '?.1 ",-*%&C*'&"%A1 >,"#"'&%-1 an understanding of acceptance through education and awareness, and serving as an .%*=+.,1'"1*78*%!&%-1'?.1!"#>*%(D217&8.,2&'(1 & inclusion commitment. Further, the Net) 4",512.,8.21*21*1+&*&2"%1=.'4..%1.#>+"(..21 *%71 #*%*-.#.%'1 '"1 2?*,.1 =.2'1 >,*!'&!.2A1 &%!,.*2.1*4*,.%.221*="$'1'?.1=$2&%.221%..71 for and impacts of a diverse workforce, and to develop a more inclusive workplace. J0'1L%&+.8.,A1=$&+7&%-1*17&8.,2.1'.*#1&21

integral to how we will continue to delight !"%2$#.,214&'?1-,.*'1=,*%7212$!?1*21c"8.A1 Ben & Jerry’s, and Lipton,” says David Calle, W+"=*+1 Ye\cb1 bI.!$'&8.1 M>"%2",/1 J`$,1 commitment to diversity and inclusion can =.12..%1&%1'?.1-,.*'14",51"31"$,1KWEX1*%71 ally community and our 100 score on the HRC Corporate Equality Index. We have *%1*!'&8.1.#>+"(..1%.'4",512$>>",'.71=(1 2.%&",1+.*7.,2?&>A1*%71'?.(1!"%',&=$'.1'"1'?.1 c&8.,2&'(1r1\%!+$2&"%10-.%7*1=(1*'',*!'&%-1 talent through university recruiting events, engaging all employees in community sup) port, and winning awards for our advertising targeting LGBT consumers. I’m extremely proud of everything we have accomplished.” In 2012 alone, Unilever has undertaken the following initiatives in support of the LGBT community: j

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items to the Ali Forney Center in NYC. First FMCG company to join the Work) >+*!.1Y,&7.A1KWEX1%.'4",51",-*%&C*) tion in the Netherlands. `!'1 ;;i1 [.+.=,*'.71 u*'&"%*+1 ["#&%-1 `$'1 c*(1 &%1 B8.1 +"!*'&"%2A1 4?&!?1 &%) cluded a speaker & case study on gay marketing. All employees were encour) aged to wear stickers on what they take Ye\cb1&%17$,&%-1u[`c/ Y*,'&!&>*'.71 &%1 `$'1 "%1 E*(1 M',..'1 QKWEX1L%&8.,2&'(1,.!,$&'&%-1.8.%'1&%1 X","%'"T/ Y*,'&!&>*'.71&%1'?.10\cM1H*+5i1u.41 ^",51[&'(1_1X?&,71(.*,14&'?1'?.1+*,-.2'1 team in the state of New Jersey. M$>>",'.71'?.10>>+.)(1b8.,103'.,1[*#) >*&-%1&%1'?.1Lw1&%12$>>",'1"31'?.1-"8) .,%#.%'D21>,">"2*+21'"1*++"412*#.)2.I1 marriage. M$>>",'.71 Y*7"8*1 Y,&7.1d&++*-.A1 '?.1 !,.*'",1*%71>,"#"'.,1"31'?.1J`%!.13",1 All” campaign in support of the rec) ognition of civil unions, with the aim "31.%2$,&%-1'?*'12*#.)2.I1!"$>+.21*%71 ?.'.,"2.I$*+1!"?*=&'*%'21?*8.1'?.12*#.1 rights as married couples. M>"%2",.71'?.1[*#>$21["%2!&"$2%.221 X"$,1'"1J.7$!*'.1*%71#"=&+&C.12'$7.%'21 to take positive action towards LGBTQ equality.”


“We are honored to be named a top company for LGBT employees by WorkLife Matters Magazine. It is also great to be recognized for our efforts and commitment to furthering equality in the workplace.” — Sumeet Salwan, Vice President, Human Resources

Transgender Healthcare Coverage Brand Advertisement

Awareness Month Guest Speakers

January 2011 Sponsored a campaign for Bertolli, one of its mainstream food brands that is aimed at gay and lesbian consumers.

April 2010

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THE INSIGHT THAT PUTS PRODUCTS IN THE HANDS OF MILLIONS

Embracing differences, creating possibilities, growing together -- that's what diversity is all about. Unilever understands the importance of diversity and that's why it is a critical component of our business strategy and an integral part of everything we value and do. Unilever is honored to be recognized as one of Work Life Matters magazine's 'Top Companies for LGBT Equality' for 2012


UCP of NYC A Lifeline By Marta Willgoose

In the US alone, between 1.5 and 2 million children and adults are affected by cerebral palsy, a developmental disability caused by damage to the brain generally occurring before, during, or shortly following birth. Cerebral Palsy is a condition that typically affects an individualâ&#x20AC;&#x2122;s motor functions, including muscle coordination and speech. It is not a disease, nor is it progressive or communicable, but rather it is a condition that even in its mildest manifestation can present serious challenges.

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021'?.1+.*7&%-1u.41^",51[&'(1%"%>,"B'1 provider serving children, youth, and adults with cerebral palsy and other developmental disabilities, United Cerebral Palsy of New ^",51[&'(1QL[Y1"31u^[T1&21*1+&3.+&%.13",1 over 14,000 New Yorkers and their families. In order to realize its mission to create opportunities for people with disabilities to +.*71&%7.>.%7.%'1*%713$+B++&%-1+&8.2A1L[Y1 of NYC operates more than 75 programs &%1u.41^",51[&'(A13,"#1>,.)2!?""+21'"1'..%1 programs, day time activities to job training, outpatient therapies to 24/7 care. UCP of NYC operates day services, residences, clin) ics, and community programs. They provide *!!.221'"12'*'.)"3)'?.)*,'1'.!?%"+"-&.2A1+&5.1 customized wheelchairs and communica) tion devices that improve independence, job training, and education and can lead to GEDs, college, and supported employment. UCP of NYC supports families by helping them build skills for managing the complexi) '&.21"317*()'")7*(1+&3.1'?,"$-?14",52?">2A1 support groups, and by providing expert guidance on navigating the public and pri) vate resources available to their child. United Cerebral Palsy of NYC was found) ed in 1946 during an era when institution) alization was the default “treatment” avail)

able to families whose children had special needs. Frustrated by the absence of services, a pioneering group of families came together to establish UCP of NYC and educate the medical establishment about the need for specialized services. In 1949, a national or) ganization was created. As the single larg) .2'1*@+&*'.A1L[Y1"31u^[1>+*(.71*1!,&'&!*+1 ,"+.1&%1'?.1%*'&"%*+1B-?'1'"12.!$,.1,*7&!*+1 improvements in the lives of children and adults with disabilities. As the founding group forged relationships with doctors, social service providers, and community groups, UCP of NYC emerged as the most widely respected provider of programs and services for individuals with cerebral palsy and other developmental disabilities. Today, UCP of NYC provides a variety of services for New Yorkers with disabilities and their families. Here are just a few: !

Programs for Adults: UCP of NYC offers a variety of day programs for adults that focus on skill building, in) !,.*2&%-1&%7&8&7$*+2D12.+3)2$@!&.%!(A1*%71 developing greater connections to the community through vocational, educa) tional, technological, volunteer activi) ties. Programs range from supported

Left: Soldier and UCP of NYC program participant. Right: Patient at UCP of NYC clinic.

34 www.sokolmediaonline.com

employment and work readiness; con) '&%$&%-1.7$!*'&"%1Q'"4*,71Wbc21",1!"+) +.-.Tm1\X1',*&%&%-m1B'%.221*%714.++%.221 4",52?">2m1!+*22.21&%1B%.A1>.,3",#&%-A1 and media arts; horticulture and com) munity gardening. !

Health Care: UCP of NYC’s health care, a nationally recognized practice, specializes in meeting the complete heath care needs of individuals with dis) abilities, including services like primary medical care, women’s health care, den) tal, rehabilitation, behavioral health, and medical specialty care. UCP of NYC’s physicians and nurses regularly partner with community hospitals and medical schools to train professionals in caring for patients with disabilities.

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Residences: UCP of NYC residences enable over 300 New Yorkers to live as independently as possible in supportive and fully accessible homes. Residential services span a range of care and sup) port levels, from intermediate care fa) cilities for those with the most complex disabilities, to supportive apartments for those requiring minimal assistance.


Left: UCP of NYC program participant races with TEAM UCP. Right: Augmentative Communication at UCP of NYC

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'?.2.1&#>",'*%'1!?*%-.21"!!$,,&%-1&%1'*%) 7.#1 4&'?1 *1 ,.7$!'&"%1 &%1 q.7&!*&71 2'*'.1 3$%7&%-A14.15%"41'?*'1'?.1'.,,*&%14&++1%"'1 Family Support: In addition to of) =.1.*2(/a1M*(21L[Y1"31u^[A1[b`A1b74*,71 3.,&%-1\%)k"#.1e.2>&'.1*%71`8.,%&-?'1 e/1q*''?.42A1Ju.8.,'?.+.22A1'?.2.1!?*%-.21 e.2>&'.12.,8&!.213",13*#&+&.214?"1%..71 *+2"1>,.2.%'1.I!&'&%-1">>",'$%&'&.213",1$21 *1=,.*513,"#1'?.17.#*%721"31!*,&%-13",1 '"1&%%"8*'.1?"414.1#..'1'?.1!?*++.%-.21"31 *1+"8.71"%.14&'?1*17&2*=&+&'(A1L[Y1"31 '"#",,"4/a1 u^[1>,"8&7.213*#&+&.214&'?1"%-"&%-1 E(1!"++*=",*'&%-14&'?1"'?.,17&2*=&+&'(1",) &%3",#*'&"%A1 2$>>",'A1 *%71 -$&7*%!./1 -*%&C*'&"%21"%1'?.17.8.+">#.%'1"31*1%.41 UCP of NYC’s Family Connect Centers >,"8&7.,12.,8&!.1#"7.+A1L[Y1"31u^[1?">.21 Assistive Technology: X?,"$-?1*2) "F.,13,..1b%-+&2?)1*%71M>*%&2?)+*%-$*-.1 '"1B%71.@!&.%!&.21*%71&%%"8*'&"%213",1'?.1 2&2'&8.1'.!?%"+"-(A1L[Y1"31u^[1&21.I) 4",52?">2A12$>>",'12.,8&!.2A1*%71.7$) >,"8&7.,12(2'.#/1H?&+.1.8.%1*1>.,3.!'1#"7.+1 >*%7&%-1?",&C"%213",1&%7&8&7$*+214&'?1 cational resources to families and in) 4"%D'1=.1*=+.1'"1"F2.'1'?.17.!,.*2.21&%1-"8) 7&2*=&+&'&.2A14?.'?.,1*22&2'&%-14&'?1>+*(1 ',"7$!.21'?.#1'"1*1%.'4",51"31"'?.,1 .,%#.%'13$%7&%-1*+,.*7(1'*5&%-1>+*!.A1>,") *%71+.*,%&%-1*!'&8&'&.2A1*&7&%-1&%7&8&7$) parents. 8&7.,1",-*%&C*'&"%21?">.1'?*'1!"##$%&'(1 *+21 4&'?1 2>..!?1 *%71 !"##$%&!*'&"%A1 >*,'%.,214&++/1 ",1?.+>&%-1*1>.,2"%1>.,3",#1*1g"=17$'(/1 [",>",*'.1 *%71 &%7&8&7$*+1 >?&+*%'?,">(A1 UCP of NYC TECHWORKS resource M"14?"1>*(213",1*++1"31'?&2y1 !"##$%&'(1>*,'%.,2?&>2A13"$%7*'&"%12$>) !.%'.,21*%71Mk0eb1+.%7&%-1+&=,*,&.21 k&2'",&!*++(A1'?.1=$+51"31L[Y1"31u^[D21 >",'A1*%714",5>+*!.1-&8&%-1_1*++1"31'?.2.1_1*,.1 "F.,1*22&2'&8.1'.!?%"+"-(1!"%2$+'*'&"%21 *%71*++"418&2&'",21'"1'.2')7,&8.17.8&!.21 3$%7&%-1?*21!"#.13,"#1-"8.,%#.%'1*++"!*) =.!"#&%-1&%!,.*2&%-+(1&#>",'*%'1'"1",-*%&) *%71=",,"418&7."2A12"3'4*,.A1*%71'"(21 '&"%2A1+&5.1q.7&!*&71*%71-,*%'2/1k"4.8.,A1 C*'&"%21+&5.1L[Y1"31u^[/1X?.12$>>",'1"31 *7*>'.71 3",1 !?&+7,.%/1 X?.1 Xb[k) '?.13$%7&%-1+*%72!*>.1&21,*>&7+(1!?*%-&%-1 '?.1>,&8*'.12.!'",1&21%..7.71'"1?.+>12$2'*&%1 WORKS ToGo!1 #"=&+.1 ,.2"$,!.1 8*%1 4&'?1M'*'.1=$7-.'1!$'21'"1q.7&!*&71*%71*1 ?&-?1+.8.+21"31&%7&8&7$*+1!*,.1*%71&#>,"8.71 =,&%-21*22&2'&8.1'.!?%"+"-(1&%'"1*++1B8.1 2?&3'1'"4*,71*1#*%*-.71!*,.1#"7.+/1JH&'?1 "$'!"#.213",1>.,2"%214&'?17&2*=&+&'&.2/1["#) Educational Programming: UCP of NYC’s education programs include >,.)2!?""+A15&%7.,-*,'.%A12!?""+)*-.A1 *%71*3'.,)2!?""+1!+*22.21+.71=(1.I>.,&) ! .%!.71'.*!?.,214&'?1.I>.,'&2.1&%1.*,+() !?&+7?""71 7.8.+">#.%'1 *%71 2>.!&*+1 .7$!*'&"%/1[+*22.21*,.1.%?*%!.714&'?1 !$''&%-).7-.1'.!?%"+"-(1*%71"F.,18*,&) "$21'?.,*>&.21"%12&'./

www.sokolmediaonline.com 35


“What UCP of NYC does deeply touches my heart because it positively impacts the lives of so many by helping them understand their potential, how they can advocate for their rights and leverage their special talents and aptitudes.” — Loreen Arbus >*%&.2A1+&5.1Y&+"'1E.%.B'2A1*,.1*+,.*7(1.I.,) !&2&%-1!",>",*'.12"!&*+1,.2>"%2&=&+&'(18*+$.21 '"1>*,'%.,14&'?1*%712$>>",'1L[Y1"31u^[/1 Jb*!?1 (.*,A1 4.1 2$>>",'1 %"%>,"B'21 %"'1 "%+(14&'?1!"2').F.!'&8.12"+$'&"%21*%71.I!.+) +.%'12.,8&!.1=$'1*+2"14&'?1>?&+*%'?,">&!12$>) >",'/a1M*(21q*,51M.%7.,2A1Y,&%!&>*+1*'1Y&+"'1 E.%.B'2A1JH.1*,.1>,"$71'"1>*,'%.,14&'?1*%1 ",-*%&C*'&"%1'?*'1!"#=&%.21'?.1>*22&"%1"31 *1-,*22),""'21-,"$>14&'?1'?.1",-*%&C*'&"%1"31 *1+*,-.1.%'&'(1'"1*!?&.8.1#.*2$,*=+.1,.2$+'21 (.*,1*3'.,1(.*,/a `8.,*++A1-&8&%-1'"1L[Y1"31u^[1&21%"'1*1 "%.)4*(12',..'A1*21K",..%10,=$2A17*$-?'.,1 "31"%.1"31L[Y1"31u^[D213"$%7&%-13*#&+&.2A1 !*%1*''.2'/10,=$2A1#.7&*1#"-$+1*%71>?&+*%) '?,">&2'A1&21*1+"%-)'&#.1*78"!*'.13",1>.">+.1 4&'?17&2*=&+&'&.2/1M?.1&21*+2"1'?.13"$%7.,1*%71 !?*&,1 "31 L[Y1 "31 u^[D21Women Who Care K$%!?."%A1 4?&!?1 !.+.=,*'.21 '?.1 *!!"#) >+&2?#.%'21"31.I',*",7&%*,(14"#.%14?"2.1 !?*,&'*=+.1.F",'21?*8.1-,.*'+(1&#>,"8.71'?.1 +&8.21"31"'?.,2/1

UCP of NYC preschooler and her teacher

36 www.sokolmediaonline.com

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To learn more visit www.ucpnyc.org or email info@ucpnyc.org


Calendar 2013 January 30-31

June 16-19

ICDD 2013 : International Conference on Disability and Diversity Dubai, United Arab Emirates The XXXIV. International Conference on Disability and Diversity aims to bring together leading academic scientists, researchers and scholars to exchange and share their experiences and research results about all aspects of Disability and Diversity, and discuss the practical challenges encountered and the solutions adopted. Visit www.wsat.org

Society of Human Resource Management (SHRM) SHRM 2013 Annual Conference & Exposition Chicago, IL Visit www.shrm.org

February 27-March 1 WorldatWork’s Alliance for Work-Life Progress 2013 Work-Life Forum Inner Harbor, Baltimore, MD H",5)K&3.13",1e.*+1K&3.i1\%%"8*'&8.1M"+$'&"%213",1 Organizational Change Visit www.awlp.org

March 10-13 Society of Human Resource Management (SHRM) Employment Law & Legislative Conference Washington, D.C. Visit www.shrm.org

April 15-17 Society of Human Resource Management (SHRM) Talent Management Conference & Exposition Las Vegas, NV Visit www.shrm.org

April 29-May 1 World At Work Total Rewards 2013 Conference & Exhibition Philadelphia, PA X?.1X"'*+1e.4*,721["%3.,.%!.1r1bI?&=&'&"%1&21'?.1#$2')*''.%71 premier event for compensation, sales compensation, executive !"#>.%2*'&"%A1=.%.3&'2A1*%714",5)+&3.1>,"3.22&"%*+2/1u.'4",51 with peers, learn from the top thought leaders. Visit www.worldatwork.org

July 1-3 6th Equality, Diversity and Inclusion International Conference, 2013 Athens University of Economics and Business School ["%3.,.%!.1'?.#.i12"!&*+12"+&7*,&'(A1.G$*+&'(A17&8.,2&'(1*%71 inclusion A wide range of streams is being welcome about all types of ,.2.*,!?1G$.2'&"%21*%712',*%721"317&8.,2&'(/1\'14.+!"#.217&8.,-.%'1 '?&%5&%-1*%71!?*++.%-&%-1G$.2'&"%21'?*'1?.+>1!,.*'.12>*!.213",1 the exchange of brave new ideas on social solidarity, diversity, .G$*+&'(1*%71&%!+$2&"%m1.I>+",*'&"%21&%'"13",-"''.%1*,.*21*%71 uncharted territories as well as exploitation of existing ideas 4&'?1%.41&%'.,>,.'*'&"%21*%71&%17&33.,.%'1!"%'.I'2m17&2!"8.,&%-1 and bringing to the fore of opportunities for innovative 7&2,$>'&"%2m13"!$21"%1$%$2$*+1",-*%&C*'&"%*+12.''&%-21*%71%.41 #.'?"72D1!"#=&%*'&"%2m1+.*,%&%-13,"#1"'?.,1v+*%-$*-.2DA1'?"2.1"31 philosophy, psychology, economics, and political science. d&2&'1444/.7&)!"%3.,.%!./",-

July 22–24 Equality, Diversity and Inclusion International Conference 2013 Toulouse, France bG$*+&'(A1c&8.,2&'(1*%71\%!+$2&"%1\%'.,%*'&"%*+1["%3.,.%!.1 provides an exciting forum for encounters and publication projects in a stimulating intellectual, cultural and historical .%8&,"%#.%'/1\'14.+!"#.21*++1'(>.21"31,.2.*,!?1G$.2'&"%21*%71 strands of diversity, presents paper submission and discussion, doctoral workshops, and more. d&2&'1444/.7&)!"%3.,.%!./",-

Nov. 3-Nov. 5 2013 ANA Multicultural Marketing & Diversity Conference JW Marriott Los Angeles L.A. LIVE 900 W. Olympic Blvd. Los Angeles, CA 90015 Visit www.ana.net

www.sokolmediaonline.com • 37


INTERNATIONAL UPDATE

Stress in the workplace to rise, say 8 out of 10 in major pan-European opinion poll 4",5),.+*'.71 2',.221 &21 *'1 '?.1 3",.3,"%'1 of people’s minds,” says Dr Christa M.7+*'2!?.5A1 c&,.!'",1 "31 bL)`Mk0/1 “Regardless of age, gender and organization size an overwhelming majority of people =.+&.8.1 '?*'1 4",5),.+*'.71 2',.221 4&++1 ,&2./1 Nonetheless there are interesting national 8*,&*'&"%21&%1'?"2.14?"1.I>.!'1g"=),.+*'.71 2',.221'"1v&%!,.*2.1*1+"'DA14&'?1u",4.-&*%21 +.*2'1 4",,&.71 Q;OVTA1 3",1 &%2'*%!.A1 *%71 Greeks most worried about rising stress Q]<V1v&%!,.*2.1*1+"'DT/1X*!5+&%-1>2(!?"2"!&*+1 ,&2521&21*1#*g",13"!$21"31bL)`Mk0D214",51'"1 improve the lives of workers across Europe.” Finally, in the European Year for Active AgeQ ing and Solidarity between Generations, the poll 3"$%71'?*'1]UV1"31'?.1-.%.,*+1>$=+&!1*!,"221 Europe believe that good occupational health and safety practices are important to help people work for longer before they JOB-RELATED STRESS IS A CON- companies, making stress at work as impor) ,.'&,.1Q&%!+$7&%-1POV14?"12*(1'?.(1*,.1v8.,(1 CERN for the large majority of the Euro) tant as workplace accidents for companies. &#>",'*%'DT/101,.!.%'1b$,"=*,"#.'.,12$,8.(1 pean workforce, concludes the 2nd Euro) H",5),.+*'.712',.221&21"%.1"31'?.1=&--.2'1 shows that many Europeans are ready for pean Opinion Poll on Occupational Safety health and safety challenges faced in Eu) active ageing but their current occupational and Health. The survey, conducted by Ipsos rope, representing a huge cost in terms of safety and health conditions might not allow MORI on behalf of the European Agency human distress and economic performance. them to continue working to an older age. 3",1M*3.'(1*%71k.*+'?1*'1H",51QbL)`Mk0TA1 The poll additionally found that the large Although the typical pensionable age is 65 measured the opinions of over 35,000 mem) #*g",&'(1"31b$,">.*%21Q]OVT1*-,..1'?*'13"+) years across Europe, the average exit age bers of the general public in 36 European lowing good occupational safety and health 3,"#1'?.1+*="$,13",!.1&%19::S14*21*="$'1O;/P1 countries on contemporary workplace issues practices is necessary for a country’s eco) years according to Eurostat. In the Euroba) &%!+$7&%-1g"=),.+*'.712',.22A1*%71'?.1&#>",) %"#&!1!"#>.'&'&8.%.22A14&'?1POV12',"%-+(1 ,"#.'.,12$,8.(A13"$,1&%1'.%1QR9VT1b$,">.*%21 tance of occupational safety and health for agreeing. Views are similar among workers believe that they will be capable of doing the economic competitiveness and in the con) *%71'?"2.14?"17"1%"'14",51Q]OV1*%71]PV1 work they are currently doing until the age text of longer working lives. "31OP1",1=.("%7A14?&+.1;UV1.I>.!'1'?*'1'?.(1 *-,..1,.2>.!'&8.+(T/ Eight in ten of the working population will not be able to carry on in their current across Europe think that the number of 52% Increase a lot, 28% Increase a g"=1>*2'1'?.1*-.1"31PS/1bL)`Mk01&21*!'&8.+(1 >.">+.12$F.,&%-13,"#1g"=),.+*'.712',.221"8.,1 involved in the promotion of the European '?.1%.I'1B8.1(.*,214&++1&%!,.*2.1Q]:VTA14&'?1 little, 12% Stay around the same, ^.*,13",10!'&8.10-.&%-19:;91'"1,.&%3",!.1'?.1 *21#*%(1*21P9V1.I>.!'&%-1'?&21'"1v&%!,.*2.1 4% Decrease a little, 3% Decrease need for good occupational safety and health *1+"'D/1X?&21.!?".21'?.1B%7&%-21"31bL)`M) a lot, 1% Don’t know at all stages of working life. JX?.1B%*%!&*+1!,&2&21*%71'?.1!?*%-&%-14",+71 HA’s ESENER survey on new and emerging X?.13$++1,.2$+'21"31'?.1>*%)b$,">.*%1>"++1 4",5>+*!.1,&25214?&!?13"$%71'?*'1USV1"31 of work is making increased demands on can be found here: http://osha.europa.eu/en/ managers think that stress is an issue in their workers, therefore it is unsurprising that 2*3.'()?.*+'?)&%)B-$,.2

38 www.sokolmediaonline.com


INTERNATIONAL UPDATE

Family Leave The U.S. Trails Behind Many Developed Nations Across the Globe Quick Facts: Family Leave in Canada Female employees are entitled to a standard 17 weeks unpaid, job-protected maternity leave. In addition, both male and female employees are granted up to 37 weeks unpaid, job-protected parental leave (35 weeks for women if being combined with maternity leave for a total of 52 weeks) in order to care for a newborn or newly adopted child. If unable to work as a result of sickness, injury or quarantine, an employee may be entitled to a “sickness benefit” from the Canadian Government of up to 55% of previous average insured earnings. This “sickness benefit” may become payable two weeks after earnings are interrupted due to an inability to work and provides benefit of up to 15 weeks of loss of earnings due to sickness. A combination of pregnancy, parental and sickness benefits can be received up to a combined maximum of 50 weeks.

Family Leave in the United States A 2011 benefits survey of companies that are members of the Society for Human Resource Management found that in 2011: » 16.0% offered paid maternity leave beyond what is covered by short-term disability, down from 17.0% in 2010. » 16.0% offered paid paternity leave, down from 17.0% in 2010. » 25.0% offered paid family leave, up from 24.0% in 2010. » 21.0% offered family leave above and beyond the required federal FMLA leave, up from 20.0% in 2010. » 18.0% offered family leave above and beyond their required state FMLA leave, down from 19.0% in 2010. » 16.0% offered paid adoption leave, the same as in 2010.

Family Leave - Around the World Maternity Leave Policies Australia

Paid parental leave (government funded) began January 1, 2011. Up to 18 weeks paid at the national minimum wage.

China

The minimum length of maternity leave was increased in May 2012 to 98 days.

Germany

Germany took up such a system of parental leave benefit, the so-called Elterngeld, on January 1st 2007, replacing a much less generous system called Erziehungsgeld. The new Elterngeld offers a 67 per cent replacement rate of previous labor earnings (from employment or self-employment) for either father or mother for up to 12 months postpartum. If both father and mother participate, they can receive an extra 2 months, and the resulting total leave of 14 months can be freely distributed between the two parents. Single parents can receive a total of 14 months alone. The transfer is truncated at a maximum of 1800 Euros per month, and a flat rate minimum of 300 Euros per month is paid to every parent who has no previous earnings.

Italy

Maternity leave lasts for five months (these weeks are paid at 80% of mother’s usual salary). Additional parental leave lasts six months per parent (with a maximum of 11 months per child), and parents receive 30% of their usual salary.

Japan

Mothers in Japan are guaranteed leave for 14 weeks maternity leave, including six mandatory weeks post-childbirth. Pay depends upon employer and various other elements. In addition, mothers have access to child care leave, which lasts until the child’s first birthday.

Netherlands

Women receive a guaranteed 16 weeks paid maternity leave (Six weeks before and 10 weeks after childbirth). In addition, women can take 13 weeks of full-time leave or six months of part-time leave before their child’s eighth birthday.

New Zealand

Mothers can take up to 14 weeks of paid maternity leave, and special leave, which consists of up to 10 days for pregnancyrelated medical care. In addition, both mothers and fathers can share up to 52 weeks of extended leave (though mother’s paid maternity leave counts towards the total number of weeks).

Norway

Nine weeks compulsory maternity leave, 100% salary. May also take parental leave for 44 additional weeks at 100% salary. May also take an additional year of unpaid leave.

Russia

Women receive 140 days, 70 of which are to be taken prior to birth, with 70 taken after birth, with up to 100% of salary at a ceiling. The maternity leave is mandatory.

Spain

Mothers can take 16 weeks paid maternity leave, six of which must be taken, immediately after birth. If they wish, mothers can transfer some or all of the optional ten weeks leave to the father, if eligible. In addition, upon return to their same position, employers must provide returning mothers with two paid, half-hour breaks for breastfeeding the first nine months after childbirth. In addition, mothers and fathers can each take up to three years of child-care leave, and parents receive the right to work parttime until their child’s eighth birthday.

Sweden

Mothers receive 14 weeks of maternity leave; seven weeks may be taken before childbirth and seven after, and two weeks are mandatory. In addition, parents may take 18 months of parental leave. In addition, until their end of their child’s first year of school or eighth birthdays, parents can request to reduce their working hours (and salary) by up to 25%.

Switzerland

Mothers receive 14 weeks of job-protected maternity leave, at 80% salary. Swiss mothers are not allowed to return to work within eight weeks of childbirth. For the first year post-childbirth, mothers must be provided with access to a nursing room, and be able to take nursing breaks of one hour.

UK

26 weeks of Ordinary Maternity Leave and 26 weeks of Additional Maternity Leave making one year in total. The combined 52 weeks is known as Statutory Maternity Leave. A recent amendment makes it mandatory for women to take a minimum of two weeks’ maternity leave immediately after childbirth (four weeks’ minimum for factory workers). 27 Pregnant employees may also be eligible for a Sure Start Maternity Grant, a one-time, tax-free payment, offered to low income mothers to buy supplies for the baby, which does not have to be paid back.

www.sokolmediaonline.com 39


INTERNATIONAL UPDATE

Family Leave - Around the World Paternity Leave Policies Australia

18 weeks paid at national minimum wage by government. Can be transferred to either parent.

Germany

Germany took up such a system of parental leave benefit, the so-called Elterngeld, on January 1st 2007, replacing a much less generous system called Erziehungsgeld. The new Elterngeld offers a 67 per cent replacement rate of previous labor earnings (from employment or self-employment) for either father or mother for up to 12 months postpartum. If both father and mother participate, they can receive an extra 2 months, and the resulting total leave of 14 months can be freely distributed between the two parents. Single parents can receive a total of 14 months alone. The transfer is truncated at a maximum of 1800 Euros per month, and a flat rate minimum of 300 Euros per month is paid to every parent who has no previous earnings.

Italy

No paternity leave. Additional parental leave lasts six months per parent (with a maximum of 11 months per child), and parents receive 30% of their usual salary.

Japan

There is no paternity leave in Japan. Fathers can utilize child care leave, which lasts until a child’s first birthday.

Netherlands

Fathers receive 2 days, 100% salary. Fathers also have access to taking 13 weeks of full-time leave or six months of parttime leave prior to the child’s eighth birthday.

New Zealand

New fathers can take up to two weeks of partner’s leave, which is not paid. In addition, both mothers and fathers can share up to 52 weeks of extended leave.

Norway

Fathers receive at minimum, two weeks unpaid leave, and 54 weeks six weeks paid leave. In addition, fathers can also have two additional weeks of unpaid leave, and can opt in on an additional, unpaid year of leave before the child’s third birthday.

Spain

Fathers receive two to four days paid leave, plus an additional 13 calendar days of paternity leave. Unused maternity leave can be transferred to the father. In addition, mothers and fathers can each take up to three years of child-care leave, and parents receive the right to work part-time until their child’s eighth birthday.

Sweden

New fathers can take ten workdays of paternity leave within 60 days after the birth of a child. In addition, couples who share parental leave share a "gender equality bonus" of up to 3,000 SEK per month. In addition, parents may take 18 months of parental leave. In addition, until their end of their child’s first year of school or eighth birthdays, parents can request to reduce their working hours (and salary) by up to 25%.

Switzerland

No paternal leave exists, but all workers with family obligations can request lunch breaks of up to 90 minutes and may refuse overtime.

UK

If employees meet the qualifications, fathers are eligible for Ordinary Paternity Leave (paid) for two consecutive weeks. In addition, 26 weeks of Additional Paternity Leave are available on top of the two weeks Ordinary Leave.

Adoption Leave Policies Australia

18 weeks paid at national minimum wage by government. Can be taken anytime within the first year after adoption. Can be transferred to either parent.

Germany

There is no adoptive leave, but parents can utilize three years parental leave (at 67% usual salary).

Italy

Once the child is placed, three months of leave may be taken, if the child is not yet six years old.

Japan

Adoption leave does not exist in Japan, but new adoptive parents can utilize child-care leave, which lasts until a child’s first birthday.

Netherlands

Four weeks leave for each new parent. In addition, parents can also receive an additional 13 weeks full-time leave or six months part-time leave before the child’s eighth birthday.

New Zealand

Adoptive parents receive maternity and partner’s leave, and parents can choose which partner will be the primary caregiver (who will receive 14 weeks of paid leave) and which parent will use one to two weeks leave. Parents can also share extended 52 weeks of leave.

Norway

Adoptive parents receive the same paid maternity and paternity leaves as birth parents, but the total time available is reduced by three weeks. Adoptive parents have six weeks each, and can also utilize the unpaid year-long parental leave.

Spain

In couples, one adoptive parent will receive 16 weeks leave and the other receives 13 days of leave. Adoption leave typically begins with the first day the child is with their new family.

Sweden

Eighteen months upon arrival of child.

UK

Adoptees who meet conditions can take up to 26 weeks of Ordinary Adoption Leave, as well as 26 weeks of Additional Adoption Leave. Begins on the day the child becomes a resident of the household, or up to fourteen days prior.

40 www.sokolmediaonline.com


INTERNATIONAL UPDATE

Leading Companies Increase Investments in Communities Despite Downturn, New Figures Show ATATIME WHEN OVERALL DONATIONS to charities are said to be declining, leading international companies are increasing their contributions. The latest annual review from LBG, whose 130 corporate members work together to improve the measurement and &#>*!'1"31'?.&,1!"##$%&'(1!"%',&=$'&"%2A12?"421*1,.!",7)=,.*5&%-1 z;/OP1=&++&"%1!"%',&=$'&"%1'"1!"##$%&'(1!*$2.21*%71",-*%&C*'&"%21 last year across its membership. Pam Webb, from Zurich Community Trust and chair of LBG, 2*&71JKEW1#.#=.,21*,.1!"++.!'&8.+(1#*5&%-1*1?$-.17&F.,.%!./1X?.1 2012 report shows that LBG companies are more and more serious about the contributions they make and the results they achieve. By 3"!$2&%-1"%1'?.1+"%-)'.,#1'?.(1&%8.2'1#",.12',*'.-&!*++(A1'?.(1=$&+71 stronger relationships with their community partners, leading to #",.1.@!&.%'1>,"-,*#2A1-,.*'.,1&#>*!'1*%71,.+&*=+.1,.>",'&%-/a

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Total corporate community contribution reported in LBG &21z;/OP1=&++&"%/ `8.,1?*+31QPUVT1"31!"%',&=$'&"%214.,.1!+*22&B.71*21v!"##$) %&'(1&%8.2'#.%'2D1&/./1+"%-.,)'.,#12',*'.-&!1>*,'%.,2?&>21'"1 *77,.2212>.!&B!1!*$2.2/1`%1*8.,*-.A1'?.1#*&%12$=g.!'13"!$21 &21k.*+'?1Q<RV1"31!"%',&=$'&"%2TA13"++"4.71=(1b7$!*'&"%1r1 ("$%-1>.">+.1Q9;VT1*%71M"!&*+1H.+3*,.1Q;9VT/ More than half of members now attempt to assess impacts across their program and results continue to improve our $%7.,2'*%7&%-1"31'?.17&F.,.%!.1#.#=.,21*,.1#*5&%-A

LBG is a robust, credible and international framework that enables LBG members across the globe to measure the totality of their contribution to the community, and then assess that in the light of the results achieved. LBG is also a network and a group of companies. By adopting the same measurement standard, they can share best practices and benchmark and learn from each other.

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X?.2.1B-$,.21!"8.,1&%8.2'#.%'21=(1;<:1!"#>*%&.21*!,"221 the globe. 08.,*-.1!"%',&=$'&"%1>.,1!"#>*%(1&21$>1'"1z;P/91#&++&"%1",1 :/9:V1"31,.8.%$.21",1;/9<V1"31>,.)'*I1>,"B'/ ["%',&=$'&"%21'*5.1'?.13",#1"31!*2?1QPRVTA1'&#.1Q]VTA1&%) 5&%71*%71>,")="%"1Q<9VT1",1#*%*-.#.%'1!"2'1QOVT/ 9S;A:::1.#>+"(..214.,.1&%8"+8.71&%18"+$%'..,21",1>,")="%"1 activities. On average each member programsâ&#x20AC;&#x2122; are reaching more than 9P:A:::1>.">+./ ;SV1"31'?.2.1.I>.,&.%!.1*1>"2&'&8.1!?*%-.1&%1=.?*8&",A1;RV1 7.8.+">1'?.&,125&++21*%71<:V1.I>.,&.%!.1*17&,.!'1&#>*!'1"%1 their quality of life. 0+#"2'1R:V1"31=.%.B!&*,(1",-*%&C*'&"%21*,.17.8.+">&%-1%.41 products or services to deliver to the community as a result of LBG memberâ&#x20AC;&#x2122;s support. {M"$,!.i1[Me1H&,.

www.sokolmediaonline.com 41


INTERNATIONAL UPDATE

Calling All White Men! Catalyst Study Shows Training for White Men Key to Improving Workplace Culture

CAN TRAINING REALLY MAKE corporate cultures domi) nated by white men more inclusive? For years, critics have debated its impact, but a recent Catalyst study with employees of the global engineering company Rockwell Automation, Calling All White Men: Can Training Help Create Inclusive Workplaces? shows training can pro) 7$!.1*1#.*2$,*=+.12?&3'1&%14",5>+*!.1*''&'$7.21*%71=.?*8&",p*%71 begin to create an environment where women and minorities can advance. [*'*+(2'12$,8.(.71e"!54.++1.#>+"(..2p#"2'+(14?&'.1#*+.1#*%) *-.,2p4?"1>*,'&!&>*'.71&%1+.*7.,2?&>17.8.+">#.%'1>,"-,*#21,$%1 by the organization White Men as Full Diversity Partners. In an industry dominated by white men, Rockwell hoped the programs would equip and inspire its white male employees to play a more central leadership role in creating an inclusive work environment. The study supports Catalyst’s belief in the importance of engaging men as champions of gender diversity. Catalyst recently launched q0e[pq.%1078"!*'&%-1e.*+1[?*%-.p*%1"%+&%.1+.*,%&%-1!"#) munity for professionals committed to achieving gender equality in the workplace. w.(1B%7&%-21"31'?.1[*'*+(2'12'$7(1&%!+$7.i !

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increase in how much managers agreed that white men have greater advantages than women and racial/ethnic minorities. /?1?<.+@),AB+0>.-)01)C>.)6.D)E.3?>,0+@)F0+),15GHsion. From seeking out varied perspectives to becoming more direct in addressing emotionally charged matters, man) agers improved on critical skills for leading in today’s diverse marketplace. I?>,1<)5+0@@J+?5,?G)F+,.1-@3,B@)A?22.+.-K Managers 4&'?"$'1#*%(1>,&",1!,"22),*!&*+1,.+*'&"%2?&>21!?*%-.71'?.1 most after the labs when it came to thinking critically about 7&F.,.%'12"!&*+1-,"$>2p*1R:1>.,!.%'1&%!,.*2.1&%1,*'&%-2182/1*1 9 percent increase for those with more of these relationships. L30@.);30)5?+.-)23.)G.?@2)?E0H2).M3,E,2,1<)B+.NH-,5.) changed the most. After the labs, managers who initially were the least concerned about appearing prejudiced were '?.1"%.214?"1,.-&2'.,.71'?.1#"2'12&-%&B!*%'1!?*%-.1&%1'*5&%-1 personal responsibility for being inclusive, as evidenced by a 15 percent increase in ratings.

“Companies can see a major shift in inclusive behavior when white men acknowledge inequalities and accept that while they An increase in workplace civility and decline in gossip didn’t cause the problem, it’s their responsibility as leaders to be Q./-/A12%&7.1,.#*,521*%71=.?&%7)'?.)=*!51!"##.%'2T/1\%12"#.1 part of the solution,” said Ilene H. Lang , President & CEO of workgroups, participants’ colleagues rated the incidence of Catalyst. “We can’t rely only on women and minorities to advocate workplace gossip as much as 39 percent lower after the labs, for culture change. The results are much more powerful when signaling improved communication and respect. white men, who are most often in leadership positions, are also Managers were more likely to acknowledge that role models.” inequities exist. After the labs, there was a 17 percent For further information, visit www.catalyst.org.

42 www.sokolmediaonline.com


Women’s eNews Congratulates the( !"#$%&'($)$*'(+"%,-./01./$'(/2$(( !"#$%&'($)$*'(+"%,-./01./$'(/2$( Top Companies for LGBT Equality 2012 3"4(+"#4.%5$'(6"-(7893(:;0.15/<(=>?=( ( 3"4(+"#4.%5$'(6"-(7893(:;0.15/<(=>?= (

! Subscribe to Women’s eNews today @0A'B-5A$(/"(!"#$%&'($)$*'(/"C.<(( @0A'B-5A$(/"(!"#$%&'($)$*'(/"C.<(( at www.womensenews.org/user ./(***D*"#$%'$%$*'D"-,E0'$-( /(***D*"#$%'$%$*'D"-,E0'$-(

F/&'(6.AD( F/&'(6.AD( It’s fab. F/&'(6-$$D( F/&'(6-$$D( It’s free. F/&'(/2$(6.'/$'/(*.<(/"('/.<(5%6"-#$C(( ( F/&'(/2$(6.'/$'/(*.<(/"('/.<(5%6"-#$C( It’s the fastest way to stay informed ( .A"0/($;0.15/<(%$*'(5%/$-%./5"%.11<D about.A"0/($;0.15/<(%$*'(5%/$-%./5"%.11<D( equality news internationally. ((((((((((((( ( ( ( ( ((((((((((G0//5%,(*"#$%(5%(/2$(2$.C15%$'(.%C(/2$(A<15%$'('5%B$(=>>>(


SHE KNOWS WHY THE CAGED BIRD SINGS by Lori Sokol

The caged bird sings with a fearful trill of things unknown but longed for still and his tune is heard on the distant hill for the caged bird sings of freedom c$R303$K9B*)"=$ $$$ G$V9"&$U;0$!;*$23B*@$D>%@$ $$$O>9B1$(E)"1>9B$C*%1*-

hears half of the story, resulting in broad 2"!&.'*+1.F.!'2/ In fact, according to the WMC’s recent study, !;*$O,3,=1$"+$U"/*9$>9$,;*$`AOA$R*@>3$ 2012, women consistently have been under) represented in news and entertainment me) dia, with little change in proportions over time. And when films and television do 7.>&!'13.#*+.1!?*,*!'.,2A1'?.(1"3'.%1,.l.!'1 -.%7.,12'.,."'(>.2/1Z",1.I*#>+.A14"#.%1 &%1B+#21*,.13*,1#",.1+&5.+(1'?*%1#.%1'"1=.1 ?(>.,)2.I$*+&C.7/10%71 2&%!.1 ,.2.*,!?1 ?*21 “Everyday that I was imprisoned I read a further shown that underrepresentation and verse from this poem,” said Laura Ling, a negative depictions in media have broad so) U.S. journalist who was detained by North !&.'*+1.F.!'2A1?"414"#.%1*,.1,.>,.2.%'.71 Korean soldiers in March, 2009, along the &%1#.7&*1*F.!'21-.%7.,1.G$&'(1&%1-.%.,*+/1 [?&%.2.)u",'?1w",.*%1=",7.,14?&+.1,.>",') Hq[1'?.,.3",.12..521'"1$%!"8.,1*%71.I) &%-1"%13.#*+.1',*@!5&%-/1L>"%1*!!.>'&%-1 pose the causes of underrepresentation and the ‘Sisterhood is Powerful Award’ from the stereotypical depiction, while developing Women’s Media Center at its annual Awards practical approaches to improve the status Gala in NYC on Nov. 13th, along with her G$"/1X?&21&217"%.1=(i 2&2'.,1K&2*1K&%-A1*1g"$,%*+&2'1*%71B.+71!",) ,.2>"%7.%'1?.,2.+3A1K*$,*12>"5.1"31'?.1&#) j Determining why women’s representa) portance of continuing to report on crucial tion in news media occupations is in) issues from around the world, particularly as verse to the proportion of women with a woman. “There needs to be more repre) journalism and mass communication sentation of women’s issues internationally,” degrees. 2?.12*&7/1JH"#.%1#*5.1$>1?*+31"$,1>">$+*) j Assessing media responsibility for the tion but we don’t see that represented in >,">",'&"%1"314"#.%1%.42#*5.,21*%71 the media, and there’s so many stories that %.421.I>.,'2/1 need to be told.” j Studying the potential role of media in And perhaps this is why it was so ap) *F.!'&%-1-.%7.,1.G$&'(1*#"%-1%.42#*5) propriate for Laura to serve as one of the .,21*%71%.421.I>.,'2/1 recipients of the Women’s Media Center j 022.22&%-1,.*2"%213",1-.%7.,1&%.G$&'(1&%1 QHq[T1 *4*,72/1 Z"$%7.71 =(1 o*%.1 Z"%7*A1 literary publications. Robin Morgan, and Gloria Steinem, WMC j Developing practical approaches to in) 4*21=$&+'1$>"%1*1#&22&"%1'"1#*5.14"#.%1 creasing the proportion of positive fe) more visible and powerful in media. Al) #*+.1'.+.8&2&"%1*%71B+#1!?*,*!'.,21*%71 though media serves as one of the most 4"#*%)!.%',&!12'",&.2/1 powerful economic and cultural forces to) day, it rarely uses women, even though we Understanding that accomplishing this represent half of the available talent. Our 4&++1,.G$&,.14"#.%D21*78"!*!(1-,"$>2A1#.7&*1 country, as well as the world, therefore only ",-*%&C*'&"%21 ,.>,.2.%'&%-1 *++1 #.7&*1 >+*') 44 www.sokolmediaonline.com

forms, and college and university journalism 7.>*,'#.%'21'"1&7.%'&3(1#.7&*1-.%7.,1.G$&'(1 as a priority and to develop clear and practi) cal plans for achieving it, the WMC’s An) nual Awards represents yet another way that '?.1",-*%&C*'&"%1&212>.*,?.*7&%-1'?&21.F",'/1 Celebrating women representing a variety of #.7&*A1&%!+$7&%-1M"!&*+1q.7&*1Q?"%",..1K$8) vie Ajayi, blogger at www.awesomelyluvvie. !"#TA1W"&%-1X?.1c&2'*%!.1Q?"%",..1q*,'?*1 u.+2"%A1b7&'",&*+1c&,.!'",1*'1X&#.1\%!/TA1*21 *%1b#.,-&%-1o"$,%*+&2'1Q?"%",..1M*,*?1k"(.A1 [uu1g"$,%*+&2'TA1*%713",1K&3.'&#.10!?&.8.) #.%'1Q?"%",..1Y*'1q&'!?.++A1Y,.2&7.%'6[b`1 "31'?.1Y*+.(1[.%'.,13",1q.7&*TA1q&'!?.++A1 4?"1 2.,8.71 *21Hq[D21 3"$%7&%-1 !")!?*&,A1 said, upon receiving her award, that there “has to be someone outside advocating for the media consumers, and advocating for the audience!” `,1*21Hq[1!")3"$%7.,1W+",&*1M'.&%.#1 put it, “We’re communal people and we need to hear each other’s stories. Otherwise we 2""%13..+1*+"%.A14,"%-A1!,*C(/1/1/1/1H.1%..71 .*!?1"'?.,D21.I*#>+.1*%71.*!?1"'?.,D21.%) couragement.” Z",1'?.1Hq[A1'?.%A1'?.1%..713",1'?.1 freedom to tell women’s stories is perhaps even better summed up in the opening 8.,2.1"310%-.+"$D21>".#i The free bird leaps on the back of the wind 39@$d"3,1$@"&91,%*3/ till the current ends and dips his wings >9$,;*$"%39B*$1=9$%301 39@$@3%*1$,"$E)3>/$,;*$1:0e

Lori Sokol, Ph.D., is Founder & Publisher of U"%:$J>+*$R3,,*%1$/3B3Z>9*A


Lori: Thank you you for for all allyou thatthat youdo dofor forothers! others! With great great appreciation appreciationand andadmiration, admiration,

Loreen â&#x20AC;&#x153;If someone listens, or stretches out a hand, or whispers a kind word of encouragement, or attempts to understand a lonely person, extraordinary things begin to happen.â&#x20AC;? ­ Loretta Girzaitis


123239_CORP_WORK_LIFE_MAG

PUBLICATION: WORK LIFE MATTERS MAG 11/21/2012 !"#$%&'(&)&*+,-(&.&/0"1%&',-(&)&**(&.&2!$$3%&',4-(&)&**,5-(

ED

Here’s to all those who make the world so beautiful.

Discovery Communications salutes Work-Life Matters magazine’s 2012 Top Companies for LGBT Equality. We are proud to join you in honoring, respecting and supporting our friends in the LGBT community.

The world’s #1 nonfiction media company

© 2012 Discovery Communications

WORK LIFE MATTERS LGBT 2012  

TOP COMPANIES FOR LGBT EQUALITY are profiled in this Annaul Awards Issue.

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