Several Important Points To Remember:

GlobalAge

·          Is available as a resource, both internally & externally

·          Contributes to the company’s image as a high quality employer

·          Continues to contribute to help the company’s culture in becoming more inclusive

·          Provides new opportunities for GLBT individuals to participate and be supported

Getting It All Together

·          Be open & share, provide opportunities to talk, respect others’ ability to “get it”

·          Speak from the heart, be authentic

·          Be sensitive towards others and their needs, not everyone is in the same place on his/her journey

·          Knock on doors, share plans, test ideas

·          Seek out advisors and managers in key positions

DOs

·          Be a group that our CEO can be proud of

·          Behave like the company that we represent

·          Be assertive but not aggressive

·          Create alliances with other networks and local companies

DO NOTs

·          Do not air our dirty laundry

·          Do not act hostile when interfacing with company representatives

·          Do not be supportive for behavior that is not acceptable in the work environment

·          Do not expect the group to resolve issues that need to be dealt with through HR

General Factors for Effective Participation

·          Ensure confidentiality of members:

o        Statement included on website & support central

o        Limited access to any lists, i.e., two officers

o        Be sensitive to where individuals are on their ‘coming out’ journey

§          For example: when taking pictures at events / celebrations and the use of those pictures

§          Using blind copy in email correspondence to sub teams

§          Be aware of content in email subject line

·          Address concerns about being “outed” or assumed to be gay if you join a GLBT employee group

·          Individuals need to find value in being involved

o        “What’s in it for me?”

·          Requires board comprised of diverse people – GLBT, straight, managers, shop floor & technical staff

·          Expectation that all board members will be “active”

·          Requires good communications to make members aware of information and activities available

·          Requires personal contact (shop floor outreach, diversity initiatives)

·          Offers opportunity to “network” – interaction with a broad range of people from throughout the company & at all levels

·          It’s important to stand and be counted; to make a difference

·          The issues that GLBT groups face are more challenging as far as comfort level of the general employee

o        Allies join to offer support because they realize the importance as well as the difficulty of these issues

·          Important that the leadership team:

o        Not be perceived as a ‘clique’

o        Be open to new/different ideas and welcome diversity

o        Welcomes/encourages non-GLBT individuals to contribute and hold leadership positions

·          Need involved passionate members to lead activities – enthusiasm is catching!

Provide Diverse Activities at Various Levels

·          Monthly meetings & social events

o        Alternate meetings between “on-site” & “off-site” locations

·          Reasons for “on-site” meetings:

·          Easy accessibility

·          Special guests, i.e., managers – so it is easy for them to attend

·          Reasons for “off-site” meetings:

·          Less like “one more work meeting”

·          More social & relaxed – maybe at a board member’s house (food offered)

·          Annual education event
”Can We Talk” Workshops

·          Informational and Training Sessions

·          Road trip to 2003 Out and Equal Conference in Mpls

·          Encourage & offer members ways to continue to learn about GLBT issues both within the company  & community

o        Attend GLBT Conferences

o        Community Programs

o        Share & incorporate new learnings

Networking and Communications Strategy Team

·          Team building and being part of the community

o        Pride Parade & Picnic

o        Participation in the United Way “Day of Caring”

o        Annual Holiday Party with other local companies

o        Monthly “Night Out”

·          Communications

o        Support Central (general info)

o        Website (Events & Activities)

Shop Floor Outreach Strategy Team

Partnering with other employee networks to bring information to the manufacturing area

Outreach Strategy Team

·          Partner with other network's Outreach efforts to be a driver and a resource to the GLBT community

How to maintain Credibility and Focus in the Long Term

·          Partnerships & communication with Management/Staffing/HR/other employee networks:

o        Keep key managers in “the loop”

o        Partnerships

§          Strengthens and builds allies

§          Share resources to accomplish more

·          Deliver quality programs with value

·          The group must be viewed as having high energy, credibility, and FUN:

o        GlobalAge is a leader among the employee networks/affinity groups

o        People want to be part of a winning team – elicits pride from those involved

In Conclusion …

·          Important to establish and maintain group’s credibility

·          Communications at the individual level and at the company level

·          Individuals need to enjoy & find value in being a member

o        Offering a variety of opportunities and activities

o        Need to feel a sense of excitement, enthusiasm & accomplishment – in “making a difference”