Regular registration: $69.95
Description: 5 part Ally Development series hosted by David Hall, author of "Allies at Work: Creating a Lesbian, Gay, Bisexual, and Transgender Inclusive Work Environment "
Duration: Five 75 minute webinars
If you are interested in receiving SHRM credit for this course, please contact Associate Director of Training & Professional Development Pat Baillie by email (PBaillie@OutandEqual.org) or phone (415-694-6521).
* Session I - Come Out, Come Out: Heterosexual Privilege and Workplace CultureThe nature of heterosexual privilege is that one never has to come out as it is already assumed. For those who are lesbian, gay, bisexual or transgender, coming out and being out creates a unique set of challenges in the workplace. The ways in which we treat our fellow employees when they come out as well as the ways in which we support them in the stages of being out are critical to creating an open and affirming work environment in which employees can bring their whole selves to work. This workshop will make some of the most pertinent research accessible and applicable to managing coming out and being out at work.
* Session II - Uncovering Diversity: Connecting LGBT Across Corporate Diversity InitiativesBeing lesbian, gay, bisexual and transgender is often referred to as being an invisible minority. While there are differences between invisible and visible minorities, there are also common experiences in having a status that too often has a place of a limited and marginalized voice within a society. This session will compare and contrast America's relationship hierarchy with its racial, gender and religious hierarchy. We will identify ways in which all minorities are pressured to hide aspects of their culture and the ways in which it impacts workplace productivity.
* Session III - About that T: Assessing and Creating a Trans-Inclusive Workplace Culture (co-facilitated with Eli Green)Too often the LGBT rarely addresses the T part of the acronym. In truth, transgender cultural competency is badly lagging behind sexual orientation. This is an area in which we need to focus on intra-community allies, specifically LGB allies of trans employees. Even forward-thinking workplaces are often in need of significant development. Too often, such trainings have failed to go beyond the affective domain of learning, focusing on how it feels to be a gender identity minority at work. Dr. David M. Hall and Eli R. Green have created the Transgender Workplace Inclusion Scale, a means of measuring the degree to which your work environment is trans inclusive. We will use this session to identify the qualities of the scale.
* Session IV - I Love You, May It Please the Court: Allies and Marriage EqualityThis session will examine the legal issues surrounding same-sex marriage, specifically focusing on Perry v. Schwarzenegger, the case seeking to overturn California's Proposition 8, which banned same-sex marriage. Often the debate about same-sex marriage involves people sharing their opinions. However, there are clear legal and constitutional arguments that will and are being made in court. This workshop helps participants frame the marriage equality debate from a cognitive perspective rather than an emotional one. It will deconstruct the legal arguments on both sides and make them accessible for everyone to understand. This session will make the case for why we need corporate allies to take the side of marriage equality.
* Session V - Allies Changing Corporate Culture
The culminating session will be action oriented. After a review of being out at work, uncovering diversity, trans inclusion, and marriage equality, we will identify the next steps needed at the workplaces for our participants in creating an open and inclusive work environment for everyone regardless of sexual orientation, gender expression/identity. This session will be action-oriented in which participants will go through the steps for changing corporate culture and develop an action plan that can then be implemented at work.