Here’s how these thoughtful modern companies extend equality and consideration to LGBTQ employees and communities today and throughout the year.
What are some of the ways that your company supports LGBTQ+ employees and communities?
GE Power supports the LGBTQAI+ community through the Pride Alliance employee resource group (ERG). The Pride Alliance has a mission to raise awareness on LGBTQAI+ issues as well as create a network and safe environment, free from discrimination. The Pride Alliance has encouraged individuals to share their personal stories, when comfortable. In doing so, this has encouraged others to speak out about their experiences. With more and more examples of everyday struggles people face for merely existing, this ERG helps allies connect and understand on a deeper level how they can support those around them.
Can you tell us how these initiatives help with morale at your company?
By providing a strong and supportive community, the Pride Alliance enables individuals to share issues they face and carry out important dialogues around obtaining support for what they need. GE Power has continued to drive efforts toward equality, raise awareness and provide education, increase participation for allyship events, and develop diverse talent.
Check Out GE Power’s Careers Page Here!
What are some of the ways that your company supports LGBTQ+ employees and communities?
Farmers Insurance® is committed to fostering a diverse and inclusive workplace environment, including for LGBTQ colleagues. Some of the ways we support employees include:
- Offering inclusive benefits: Farmers has a strong commitment to our working families. We are proud to provide 10 weeks of 100 percent paid leave for parents regardless of their gender identity to care for and bond with a new child. The policy extends to all eligible employees who become a parent following a birth, surrogacy or non-family adoption.
- Farmers Pride Employee Resource Group: Farmers Pride elevates LGBTQIA+ considerations within the workplace to provide a secure and inclusive environment for all. The focus is on increasing education and awareness so that everyone can bring their full and authentic selves to work.
- Recognition: For three years in a row, Farmers has scored 100% on the Human Rights Campaign, Corporate Equality Index for Best Places to Work for LGBTQ Equality.
Can you tell us how these initiatives help with morale at your company?
At Farmers, our commitment to diversity and inclusion is the foundation of our culture, and we strive to foster an engaging and dynamic workplace environment that supports employees in bringing their whole selves to work. One of Farmers core values is respecting the diversity and potential of every individual, which includes supporting LGBTQ employees. Celebrating the LGBTQ community helps Farmers foster a culture of inclusion and connect colleagues.
Check Out Farmers Insurance’s Careers Page Here!
What are some of the ways that your company supports LGBTQ+ employees and communities?
New hires are informed on day 1 of Pride at Uber, our community group of over 1,000 LGBTQ+ employees and allies globally. We host monthly fireside chats and happy hours with activists, authors, thought leaders, and entertainers. Uber has scored 100 in HRC’s LGBTQ+ Corporate Equality Index for the past 6 years and offers benefits for employees in same-sex relationships, as well as LGBTQ+ specific health and medical support including gender transitioning, and family planning.
Check Out Uber’s Careers Page Here!
What are some of the ways that your company supports LGBTQ+ employees and communities?
At RX it is important to us that everyone is able to bring their authentic selves to work and their roles. We are passionate about creating a psychologically safe environment and ensuring that our culture is inclusive of all. To support our LGBTQIA+ employees and communities, in 2021 we formed our Global Pride Committee. Its mission is to organize, execute and oversee programs that are designed to drive LGBTQIA+ equity, both internally (through an inclusive culture for our colleagues) and externally (through job candidates, customers, vendors, and our events) and to support and collaborate with LGBTQIA+ people in the communities in which we live, and where we operate. A key priority for the committee in 2022 is to focus on support for the Transgender community through awareness and education events and to launch the myGwork platform to help us source LGBTQIA+ talent from around the globe. In addition, our Global Pride Committee works closely with our employee resource groups which support both members and allies of the LGBTQIA+ community in our local markets. In the US and Australia, we have dedicated Pride ERGs, and in Brazil, Mexico, and UK we have Pride representation as a key dimension in our All-In ERGs. At RX our current primary focus is building our internal culture of diversity, equity, inclusion, and belonging through training, programming, and support for our colleagues, but we are also serving our customers and communities through events and event programs that are devoted to serving LGBTQIA+ communities. For example, RX produces Proud Experiences, which is an LGBTQIA+ travel and tourism event. We are constantly mindful that we have a responsibility to build our events with an inclusive mindset, building both equitable practices and opportunities for all our customers and communities that we serve.
Can you tell us how these initiatives help with morale at your company?
Over 150 RX employees volunteer for global and local DEI committees and work groups. Our people are passionate about creating inclusive experiences for our colleagues and customers, and we are invested in creating a culture that is psychologically safe. It is well researched and documented that a psychologically safe organization performs better and it enables us to motivate our people to perform to their very best ability. We dedicate time and resources to building allyship, enabling us all to continually develop ourselves along our DEI journey. For our people at RX, it is important that we understand and see the value we are bringing and the greater good we are driving, not only within RX, but through our events and within our communities. That sense of belonging and making a difference is fundamental to driving morale at RX.
Check Out RX’s Careers Page Here!
What are some of the ways that your company supports LGBTQ+ employees and communities?
Pride@BCG offers extensive career-development support, as well as mentorship and networking opportunities to help BCGers excel and connect with fellow LGBTQ+ professionals. Pride@BCG focuses on:
-Expanding access to outstanding LGBTQ+ talent pools by sponsoring recruiting events across our footprint, such as ROMBA (USA), EurOut (Europe), LGBT Leaders (UK), LGBT Talents (France), Rise (India), and Pride2Be (Brazil).
-Creating a culture that is safe and comfortable for all LGBTQ+ BCGers so that they feel able to be themselves fully at work sponsoring and serving as thought partners with organizations that advocate for LGBTQ+ rights, such as World Economic Forum Partnership for Global LGBTI Equality, GiveOut, Open for Business, and OUTstandingConducting.
-Publishing original research and thought leadership on LGBTQ-related topicsArticulating BCG’s values externally at tables and in forums that matter
Can you tell us how these initiatives help with morale at your company?
We’ve been able to increase LGBTQ+ hires by 27% across North America last year and Pride@BCG helps new BCGers feel comfortable and get engaged quickly. Two examples:
Executive Assistant Britt Ayers (they/them), the North America Pride@BCG Business Services Team Lead, explains that “Knowing that BCG had a Pride@BCGNetwork was such a draw for me when I started at BCG. This year, I joined the North America Pride leadership team as BST Lead, and we‘ve worked to ensure Business Service Team members in newly formalized roles feel supported and enabled to lead alongside their ConsultingTeam counterparts. We’re creating a fully inclusive model, which is key for truly understanding what it means to be LGBTQ+at BCG. With BCG and Pride@BCG, I’m part of a community that helps me feel fully welcomed and represented at work.”
Alex Brinas (she/her), BCG Digital Ventures Senior Communication Designer says, “When I joined BCG, I got connected to our Pride, Asian Diversity, and Women’s networks quickly. From the beginning of my time at BCG, I have appreciated being part of Pride@BCG. Within Pride, we created a queer people of color (QPOC) group to build visibility for LGBTQ+ people of color at BCG and beyond, as well as provide a safe space where we can connect and share experiences. We’re focused on hosting events and initiatives open to the greater Pride@BCGcommunity, including extending our reach beyond BCG, whether that means mentoring BIPOC and/or queer youth or supporting QPOC-owned businesses. I have also seen different networks at Digital Ventures partnering with each other to expand reach and impact, and that is a source of inspiration.”
Check Out BCG’s Careers Page Here!
What are some of the ways that your company supports LGBTQ+ employees and communities?
Trimble recognizes that each employee brings uniquely different skill sets, characteristics, and respective life experiences. Diverse perspectives and viewpoints create an environment conducive to innovation and growth. Inclusion requires spaces that encourage authenticity, interpersonal risk-taking, collaboration, and participation. We work hard to create and deliver an inclusive workplace where employees feel respected, valued, celebrated for their individuality, and have opportunities to thrive. We are committed to furthering the inclusion and advancement of the LGBTQ+ community through employee-led and company-sponsored initiatives. These include policies, protections, inclusive benefits, training, philanthropic donations and corporate sponsorships. We are proud to have a thriving LGBTQ+ employee resource network (ERN). The network advocates for equity, educates others on issues and experiences, pursues philanthropic activities, and builds a safe and inclusive community of LGBTQ+ employees and allies within Trimble.
Can you tell us how these initiatives help with morale at your company?
Given that our individual social, economic, and cultural identities shape and influence our experiences and perspectives, Trimble does its best to ensure there is diversity in our workforce. We have found morale is boosted when our employees are met and heard from where they are as individuals. We place tremendous value on diversity of perspectives which helps us create a broader sense of belonging among our global employees. Our LGBTQ+ employees who are out at work tend to have more positive employee engagement and belonging scores. Therefore, we work to foster an environment where it’s ok to be out at work by promoting the employee network, use of pronouns, highlighting employee experiences and successes of those who are out, ongoing education forums, and promoting of important events, like PRIDE month.
Check out Trimble’s Careers Page Here!
What are some of the ways that your company supports LGBTQ+ employees and communities?
Gainwell Technologies aims to establish an LGBTQ+ inclusive workplace where people are ensured equality and embraced as full members of society. We offer our team members different Employee Resource Groups (ERGs), one of which supports the LGBTQ+ community within Gainwell. Our Pride ERG is dedicated to furthering the professional and personal developmental growth of LGBTQ+ employees by shaping a community where sexual orientation and gender identity are superseded by merit and work ethic. Gainwell’s Pride ERG connects colleagues to build a community and provides resources and support for LGBTQ+ employees and their families. We envision an environment where the LGBTQ+ community is visible and valued within Gainwell. Our company continually expands our knowledge, awareness, and support of culturally relevant holidays and observances. For example, this June, we are hosting a virtual event with Greg Bourke, a plaintiff in the landmark Supreme Court case in 2015 that legalized same-sex marriage, in honor of Pride Month. Gainwell has also launched a mandatory Unconscious Bias Training for all leaders and simultaneously has a curriculum for all employees to have meaningful self-paced training. As additional support, we offer follow-up discussions each quarter to provide a space where our team members can safely share the lessons that have resonated with them.
Can you tell us how these initiatives help with morale at your company?
These initiatives make Gainwell better for everyone by fostering an environment where all staff can be their authentic selves. According to a recent Comparably survey completed by employees, our company’s Overall Culture score ranks in the top 5%. Gainwell also ranked in the top 5% for Diversity, Office Culture, Work Culture, and Environment in that same survey. As we continue to improve the diversity of our workforce while promoting equitable solutions and processes, Gainwell creates an unmatched employee experience by empowering employees and building an inclusive workplace where authenticity, belonging, and innovation thrive.
Check Out Gainwell Technologies Careers Page Here!
What are some of the ways that your company supports LGBTQ+ employees and communities?
IAS has earned 100% on the Human Rights Campaign’s Corporate Equality Index, which is a national benchmarking tool on corporate policies, practices, and benefits pertinent to lesbian, gay, bisexual, transgender, and queer employees. Additionally, IAS also has a globally active and well-funded IAS Pride Employee Resource Group (ERG) for our queer and ally employee community. IAS’s Talent Acquisition strategy includes partnering with LGBTQIA+ tech organizations for recruiting efforts, indicating that queer employees are not only valued but sought after, as part of IAS’s growth strategy.
Can you tell us how these initiatives help with morale at your company?
At IAS we conduct a semi-annual Employee Engagement Survey to help ensure that our employees are excited to be part of the IAS community. The results from the latest (April 2022) Survey were extremely positive, as LGBTQIA+ self-identified employees rated most questions at or above the same score as the general employee population in areas like Employee-Manager Relationship, Senior Leadership Values, and Satisfaction with Professional Roles and Development.
Check Out IAS’s Careers Page Here!
What are some of the ways that your company supports LGBTQ+ employees and communities?
Newfold Digital shows its support through a wide range of employee benefits and a welcoming culture with a zero-tolerance policy. Our LGBTQ+ affinity group (ERG) is one of our most active groups in the company. We celebrate Pride Month with a global virtual Pride event, for people to show off their authentic selves and support friends. Newfold’s community engagement includes participating in local LGBTQ+ events and fundraisers. We celebrate and support all identities through our policy updates, educational opportunities, and discussions on what is important to the LGBTQ+ community.
Can you tell us how these initiatives help with morale at your company?
Practical benefits like transgender-inclusive healthcare and non-gendered parental leave policies ensure our LGBTQ+ team members receive the same benefits as their peers and feel fully respected as valued employees. By promoting the correct pronoun usage we’ve created an environment of belonging. Virtual Pride shows the entire global workforce that these team members are supported and belong as part of Team Newfold. Newfold Digital’s cultural initiatives help employees live openly at work and feel more invested in the organization, which increases morale.
Check Out Newfold Digital’s Careers Page Here!
What are some of the ways that your company supports LGBTQ+ employees and communities?
We’ve taken a Pride365 approach at TextNow! Pride isn’t just a month and diversity is the one true thing we all have in common. At TextNow, we celebrate it every day. We’ve made a commitment to our employees to celebrate their differences throughout the year, including our LGBTQQIAA2SP+ community. Commitment to education: our employees have access to professional development and educational events. For Pride, we hosted two sessions, Allyship in the Workplace, with more to come. Commitment to giving back: we are working with nonprofits to see how we can best support them by offering TextNow services and funding – part of our commitment of making communication available to everyone.
Can you tell us how these initiatives help with morale at your company?
We’ve been able to learn more about each other as individuals, share with our customers/users through social media/blogs/events, and now we are attending Pride Festivals within the United States to share about hiring, our free services, and more.
Check Out TextNow’s Careers Page Here!
What are some of the ways that your company supports LGBTQ+ employees and communities?
Awarded a perfect rating for 13 consecutive years and recognized as being a “Best Place to Work for LGBTQ+ Equality” by the Human Rights Campaign Foundation, ADP is a leader in creating and implementing workplace policies, practices, and benefits that ensure equality and inclusivity. As part of our premier lineup of benefits, ADP provides comprehensive medical benefits that include family benefits for same-sex couples (e.g., fertility benefits, surrogacy, adoption, and paid parental leave), some coverage for gender-affirming procedures, based upon the associate-elected plan, and free counseling sessions for mental wellbeing.
In addition to the outstanding benefits offered, ADP also showcases its commitment to diversity, inclusion, and equity through the associate-driven Business Resource Groups (BRGs). The BRGs, platforms designed to represent the diverse background and perspectives of ADP’s associates, offer a place in which associates can share in their culture and community, help influence the business and further develop their careers. In particular, the Pride BRG, ADP’s LGBTQ+ and ally BRG’s mission is to ensure that ADP’s workplace culture always reflects the status as the “best place to work for LGBTQ+ equality,” while championing a safe, supportive and inclusive workplace. For U.S. associates.
Can you tell us how these initiatives help with morale at your company?
ADP has fostered an inclusive workplace which is evident in its benefits offerings and Business Resource Groups. The result of these efforts, practices, and policies is a strong sense of community – a feeling of belonging and representation. Regardless of what makes us different, ADP has created a space in which all are welcome to be their true and authentic selves.
Check Out ADP’s Careers Page Here!
What are some of the ways that your company supports LGBTQ+ employees and communities?
AppianPride is our employee-led affinity group that fosters a safe, equal, and affirmative environment within Appian and for the greater LGBTQ+ community. There are many ways this group supports our employees throughout the year, including:
-Leading training on topics like allyship and transgender awareness.
-Organizing social events to bring together AppianPride members internationally (across US, APAC, and EMEA regions).
-Fundraising for local charities supporting the LGBTQ+ community.
-Creating inclusive policies like guidelines around transitioning in the workplace and an inclusive dress code.-Updating our policy language and restroom signs at the office to be gender-neutral.
-Maintaining a “Listener Spreadsheet” with AppianPride volunteers’ names and contact info. Sometimes people just need someone to listen in an open, non-judgemental way and this is about creating that safe space so people know peers they can connect with.
Can you tell us how these initiatives help with morale at your company?
AppianPride members shared the impact of these initiatives on their experience and morale across the company: Language matters.
“When I was applying to work at Appian, I saw the recruiter had her pronouns in her email signature. It was the first time I’d seen it in a professional setting and sent a signal that this is a place that’s open and welcoming of LGBTQ+ people.” – Johnny Allain-Labon, Lead of AppianPride EMEA (Europe, Middle East, and Africa)
“Being an open and accepting organization needs to be intentional. So many people have been hired because we talk about AppianPride and our Affinity Groups at campus job fairs. It matters to people. They want to be part of an organization that values and prioritizes creating safe spaces like this.” – Rebecca Rosalia, Co-founder of AppianPride
“I’ve got to meet people from other parts of Appian around the world I wouldn’t have met before, and it’s exciting to be part of creating this larger community. It’s rewarding organizing AppianPride events and then hearing from people that they’re topics they haven’t been exposed to before.” – Mike Todd, Lead of AppianPride, APAC (Asia-Pacific region)
Check Out Appian’s Careers Page Here!
What are some of the ways that your company supports LGBTQ+ employees and communities?
One of Ribbon’s largest employee resource groups is PRISM, our LGBTQ+ ERG. PRISM provides a comfortable, fun, and forward-thinking environment for employees who identify as LBGTQ+ and allies to come together for discussions, events, and support for one another. PRISM meets monthly and makes donations to various organizations and communities that align with PRISM’s mission, such as the Trevor Project, LGBTQ+ Real Estate Alliance, and the Transgender Law Center. We also have a lively Slack community where members chat freely and post articles and discussions outside of the monthly meetings!
Can you tell us how these initiatives help with morale at your company?
This space, as well as our 8 other ERGs, encourages employees to explore interests and find communities within the workplace. This allows for more opportunities to find common ground and interests among employees, which in turn leads to greater collaboration and support. These initiatives also help us stay true to our company’s values and people-first mentality!