TILG Quarterly Meeting – June 2, 2017
- June 2, 2017
4:45 am - 8:00 am
BUILDING A DISABILITY INCLUSIVE CULTURE AND PROMOTING SELF-ID presented by Amy Chadwick Melvin
Even though federal contractors are required to comply with EEO practices, how do they build a culture where people are able to bring their whole selves to work? At Ernst & Young, they strive to maintain an abilities-inclusive culture. This session will explain how EY has built their culture, how they continue to move it forward and how they leverage that with their Self-ID efforts. Amy will also discuss EY’s new neurodiversity program for people on the autism spectrum and their campaign to reduce the stigma of mental illness and addiction. Learn about the journey Ernst & Young has taken to build a culture inclusive of all abilities, how they translate that into their Self-ID efforts and the programs they are currently working on to keep their journey moving forward.
Amy Chadwick Melvin is a project manager for the Talent Team (HR) and has been with Ernst & Young for over 10 years. Prior to joining EY she was an Assistant Director of Meeting & Event Services of The Leukemia & Lymphoma Society in New York for five years. While Amy loves her “day job” at EY, her work with the AccessAbilities Professional Network (or ERG) is what bridges the purpose of EY with her personal purpose. At EY they work to build a better working world. Her contribution is to ensure that everyone who enters that working world can do so as their most productive and successful selves. She is a member of the Americas Steering Committee for AccessAbilities, she is also the network project manager and she leads the AccessAbilities efforts in the Southeast Region.
THE COMPELLING BUSINESS CASE FOR LGBT (Lesbian, Gay, Bisexual, Transgender) DIVERSITY presented by Stan Kimer with Elaine Martin
A presidential executive order effective April, 2015 specified that all companies with new or modified federal contracts including subcontracts after April 6, 2015 must have non-discrimination policies that include sexual orientation and gender identity.
But even beyond that, there continues to be growing support for equal and fair treatment for LGBT people. The leading companies now recognize that fully supporting and executing LGBT affirming policies and practices is strategic for attracting the best talent and winning in the marketplace.
This session will include:
- Why is this topic so important? The changing landscape of the workplace and marketplace. Do we really need to talk about sexual orientation at work? Includes an interactive exercise
- Basic definitions around sexual orientation and gender identity / expression
- The business case and rationale for supporting LGBT diversity, including an examination of federal government requirements
- The many areas of LGBT inclusiveness that companies can be active in; Details of the “20 steps (programs) to LGBT workplace inclusion”
- A deeper dive into the current area of transgender diversity – what is transgenderism and what HR policies and procedures are needed to support these transgender employees
- The life experience of a transgender person and a chance for dialogue
- How to interact in a respectful manner with LGBT people… terms and words to use, etc. “The five things to never say to LGBT people”
- Time for Qs and As and a drawing for some relevant books and prizes
Stan C. Kimer is a nationally recognized consultant and speaker on all areas of workplace diversity with a deep expertise in LGBT (Lesbian, Gay, Bisexual, Transgender) diversity. For four years, Stan served as IBM’s corporate global LGBT diversity manager, including overseeing IBM’s development of resources for its Employee Assistance Program around LGBT diversity and establishing IBM’s procedures for supporting transgender employees. Since retiring from IBM, Stan has trained or spoken in over 30 venues reaching over 2,000 professionals. He is a certified Out and Equal Workplace Advocates Building Bridges Trainer and a certified Training Management Corp / Berlitz Cultural Competency Trainer / Practitioner. Within the transgender arena, Stan has provided training to client employee and HR teams, and has assisted with case management of gender transitions in the workplace.
Elaine Martin has recently joined the Total Engagement Consulting team as a part-time consultant on call to assist our clients in the area of transgender diversity. Elaine is a “trans-woman” who believes that the most important step in activism is “showing up.” This is particularly true for transgender people because so few people have ever known or met a transgender person. Familiarity with people different from themselves is very often the key to understanding, respect and support. Elaine has a robust professional resume which positions her as an ideal consultant in the workplace arena, including training of senior executive teams. In addition to owning and running her own businesses and being a commercial pilot, she worked in the banking industry as a senior vice president and executive vice president responsible for teams of up to 1,000 people. Positions included responsibility for all operations, IT, lending operations, corporate marketing, government relations, human resources, product development and more.