Diversity Policies at Companies

[JeanneF]

So, I was presented today with an opportunity to run a department at a former employer of mine. However, a lot has changed in my life since I last worked for them, and diversity/non-discrimination is now a concern for me. I have searched their website, and so far I have been unsuccessful at finding the company's diversity policy. Granted, this company's CEO is a major player in the local Republican Party, so it's entirely possibly they don't have a diversity policy. :rolleyes:

Does anyone know of any sources to research various companies policies? I would be shocked if a Fortune 500 didn't have a posted policy, but for the life of me I can't find anything.

[joanlynn28]

You can try the HRC's website, they do an annual survey of the the top fortune 500 companies ranking in diversity, policies towards GLBT employees. I am fortunate that I work for one of those fortune 500 and diversity and inclusion is among the top tier measurements that they have in the corperate code of conduct. But last years ranking was only 56 out of 100 and there are a lot of companies that did not even rank at all.

[Joy Carter]

Try General Motors. I know a gurl there who is involved in crafting their diversity policy.

[DeeInGeorgia]

Lockheed Martin has a link to its Diversity page on it's main external page www.lmco.com. Raytheon should have a link. As far as LM goes, it is working to improve. I tried to get on one of the site diversity councils, but didn't make it this year.

Dee

[janedoe311]

The managers are another. The company may have an open policy but not the manager that does the hiring or whom you work with. They are the ones you have to deal with on a daily bases.

I work for the state of California in a JR college. I know of at least one Instructor that is TG, she was part time. There was no problems.
But business are different. They are a bit more conservative and can be trouble. What is the statistics 90% TG loose their jobs? That should say something about companies policies on TG.

[JeanneF]

The managers are another. The company may have an open policy but not the manager that does the hiring or whom you work with. They are the ones you have to deal with on a daily bases.

I work for the state of California in a JR college. I know of at least one Instructor that is TG, she was part time. There was no problems.
But business are different. They are a bit more conservative and can be trouble. What is the statistics 90% TG loose their jobs? That should say something about companies policies on TG.

The hiring manager isn't an issue. The job is mine if I want it. My direct supervisor will be someone that I know for a fact won't have an issue (we've both worked on LGBT rights political campaigns here in Cincinnati together). I'm more concerned about my long term prospects at the company if I decided to be openly TG at work.

Thanks for the info on HRC. There's no data concerning a non-discrimination policy, but they do say the company doesn't provide benefits for domestic partners. That says a lot about the company right there.

[Andrea Nicole]

Lisa,
I would highly recommend getting with their HR group prior to "accepting" this position. Sit down with them, explain your situation and concerns.
You are expecting them to be open and honest, yet you are not.
This will definitely reduce any potential negative situations which may arise.
Just my opinion,.... and Good Luck ....
Andi ....

[Chrissycd]

Prudential Financial (an incredibly progressive company), Wells Fargo, and General Mills all get super high marks for their LGBT friendly policies. They would be good ones to check, too, but I agree w/ the last caller -- think long and hard about jumping into that position. I only say that b/c I know that changing a policy doesn't change the culture or the people who make up a business. They may very well hire you and give you the nod to create a diversity policy, but they may just as well be the same people snickering behind your back when your not in the board room. Then again, why would they ask you back if they weren't looking for improvements?
Maybe coming out would clarify things for you (and them). If they are accepting, you have it made! If not, did you ever really want to return anyway?
Hope that helps.
Chrissy

[JenniferMint]

There's no data concerning a non-discrimination policy, but they do say the company doesn't provide benefits for domestic partners. That says a lot about the company right there.

Does it mean they're necessarily anti-GLBT? I think it just means they're not pro-GLBT but could be neutral. After all, the more people they can exclude from the benefits, the more money they can save; it's not necessarily about deliberate discrimination.

[Scotty]

I had to cut my hair, not because of policy just because I work for one of those Raytheon type companies and they are VERY VERY conservative.....

If you work on a Dod Contract - forget it..

[Chrissycd]

Sounds like whoever runs that company has a stick so far up their rear that they probably can't stand themselves, so they make up stupid policies to control other people's lives so that they feel like they matter somehow. I'm sorry you've had to work for such a jerk, hon.
Chrissy

[joanlynn28]

My company has a diversity policy, but the problem comes from my hourly coworkers who need to learn about them. Their lack of knowing them is going to cost someone's job if they don't learn it. It is just lately that I get the feeling that there are certain individuals within my organization that could care less about me if I was dead or alive. But then again the company is making strides to improve its diversity and inclusion policy. For many companies this is still a relatively new area for them, but for companies to lead and attract the best employees they all will have to adopt policies that attract and retain an employee or they will just go and seek employment elsewhere.

[JeanneF]

Does it mean they're necessarily anti-GLBT? I think it just means they're not pro-GLBT but could be neutral. After all, the more people they can exclude from the benefits, the more money they can save; it's not necessarily about deliberate discrimination.

IMO, not providing benefits to domestic partners generally says something about the company's overall attitude. Many companies, especially Fortune 500s, realize that domestic partner benefits is a good recruiting tool.

However, I had a chance last night to read through the employee handbook (borrowed from a friend of mine who's still at the firm), and the company's policy does specifically mention sexual orientation (which doesn't apply at this point), but does not mention gender identity. So we'll see. I'm kind of leaning away from going back to the corporate world anyway...I like running my own show...but the salary that they're offering was enough to pique my interest.

[Natasha Anne]

I work for a Fortune 100 company that has a terrifically good policy that I and others helped develop and finalize. If you wish to have more information PM me. There is an approach to getting this type of policy approved that is just as important as the wording and structure of the policy.

As others have mentioned HRC is a really great site for information about top companies and their diversity policies.

[paigestg]

Try IBM. Their statement is at http://www-03.ibm.com/employment/us/diverse/equal_opportunity.shtml - "without discrimination based on race, color, genetics, religion, gender, gender identity or expression, sexual orientation, ..." Their medical benefits also cover domestic partnerships, but don't hold me to that.