Diversity in Business Blog

On October 23 the Holebifederatie, Belgian Business Association and IBM will jointly host the "lgbt@work, inclusion of lesbian, gay, bisexual and transgender employees in Belgium". During the event, there will be a press conference to announce the results of the GLBT Equality Survey 2007 and the rainbow award for most GLBT friendly employer will be awarded. There is also a speaker on 'lgbt discrimination on the workfloor' and a panel discussion.

Today we would like to announce an event which egma is organizing jointly with IBM.
 
IBM & egma extend a special invitation to all decision makers to attend the
1st Pan-European Gay & Lesbian Business Leader Forum on "Diversity & Innovation"
8th & 9th October 2007 in Zurich, Switzerland
We have high-profile speakers to showcase best practices around GLBT Diversity and Innovation:
•       Sir Michael Bishop CBE, Chairman of British Midland
•       Bruno Di Leo, General Manager for Northeast Europe, IBM
•       Out Executives from IBM and executives who are straight Allies
•       Speakers from American Express, Shell, ING and UBS as well as Stonewall
 
Key Questions to be answered
•       How are "Diversity and Innovation" key drivers for Innovation?
•       Can being a "Diversity Champion" increase productivity within your organization?
•       Why "Mentoring" works both ways and enhances collaboration?
•       Want to learn more about tapping into a growing market segment worth an estimated $3B*?
•       Why network with industry leaders about "Diversity"?
 
Purpose
In the European IT market the GLBT (gay, lesbian, bisexual, transgender) community is a group of decision makers whose buying power is estimated at $3B. Through this exclusive forum, IBM and egma are enabling participants to network while experiencing a unique business event which promotes deeper understanding of new and emerging markets.
 
Benefits
•       Learn how being a leader in "Diversity" can drive growth in your organization.
•       Network with peers across European industries and borders.
•       Learn how to integrate new technologies and innovation to serve client needs.
•       Understand market trends and emerging opportunities.
•       Learn how to increase productivity within your organization.
 
Information also can be found on our webpage: www.egma.eu/en/businessleader.htm
 

There are very few openly out top athletes. There are even less openly out CEOs. A few months ago we learned that BP CEO John Browne resigned his post, following his outing by a former lover. While the fact that Browne is gay and he had been hiding this aspect of this life for all his career, probably was just the last drop in a troubled relationship with the top of BP, it is still shocking to learn that something as trivial as this might trigger a step-down. Even if it is just perception.

You can read the full story on Newsweek. 

Every year Stonewall, the UK non-profit organisation that strives for equality and justice for gay, lesbian, bisexual and transgender (GLBT) people, publishes a list of the top 100 most 'gay friendly' companies to work for. This year IBM occupies the top spot, after being number two the previous year.

The Equality Report 2007 is based upon an extensive questionnaire and interviews and makes interesting reading on the policies towards GLBT employees and how the corporate world lives these policies. Some argue that such an approach to GLBT diversity is more anglosaxon and favors the big companies as they are the ones having a lot of policies in place. On the other hand, written policies and measurable actions are about the only objective ways to conduct such an enquiry without violating privacy legislation.

When I look at the situation in Belgium, I have to conclude we are nowhere near the UK level of corporate engagement for GLBT inclusion. Very often the GLBT group is forgotten when it comes to diversity policy. A recent example is the Belgian 'diversity label' created by the federal government. It doesn't focus on GLBT at all. Yet, studies show that gay people respond very positive towards gay friendly and strongly negative to gay unfriendly companies, both as consumer or potential hiree. Another figure I have in my head is that 55% of gay people claim they would be more productive at work when they could be openly out and not have to 'think twice' everytime someone asks how the weekend was. So it does matter.

Anyway, based on the Stonewall example a similar survey was conducted among HR departments of Belgian companies. The survey is closed now, and the results will be announced during a round table event in October. I'll keep you posted on the exact date on this blog. 

Abstract persartikel uit HR Square magazine, november 2005

Om het volledige artikel te lezen, contacteer HR Square

"Een mannelijke medewerker treedt binnenkort in het huwelijk met zijn vriend.  Bij de vrouwelijke collega's is er eentje met een vriendin en het tweetal is in blijde verwachting van hun kindje.

Homo's en lesbiennes vindt men overal, dus ook op de werkvloer.  

Geen boodschap aan? Misschien toch wel, als u weet dat diversiteit de werksfeer en productiviteit alleen maar ten goede komt."

Het artikel maakt ook melding van EAGLE, de holebi-werkgroep actief bij IBM :

"Minstens twee bekende ondernemingen in ons land hebben reeds specifieke werknemersgroepen die zich richten tot holebi's: GLOBE (Gay Lesbian or Bisexual Employees) bij Ford Genk en EAGLE (Employee Alliance for Gay and Lesbian Empowerment) bij IBM België-Luxemburg...  "