CREATING LGBT INCLUSIVE WORKPLACES
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Despite recent advances in LGBT legal rights, few workplaces are fully inclusive and welcoming for their LGBT employees. Jessica Halem was hired to lead Harvard Medical School in developing sustainable structures of inclusion to respond to the needs of students, faculty, trainees and staff. Learn how Halem’s engagement with stakeholders, departments and hospitals has created meaningful change at Harvard Medical School and can act as an example for other organizations. In this session, participants will learn: Who makes up the LGBT community? What are everyday acts of inclusion that can be implemented right away? How do you go beyond parties and t-shirts to ensure real change for years to come?
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CREATING LGBT INCLUSIVE WORKPLACES
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- 5. CREATING LGBT INCLUSIVE WORKPLACES Jessica Halem, MBA LGBT Program Director Harvard Medical School Email: jessica.halem@gmail.com Twitter: @jessicahalem LinkedIn: linkedin.com/in/jessicahalem/
- 6. Jessica Halem, MBA is the LGBT Program Director for Harvard Medical School. She shapes inclusion efforts for faculty, staff, students and trainees throughout the school and at their 15 hospitals and affiliates. After graduating from Sarah Lawrence College in 1994, she worked for former Congresswoman Bella Abzug organizing women leaders from around the world to advocate locally, nationally and internationally. Jessica was recruited to lead the Lesbian Community Cancer Project in Chicago. She transformed a small nonprofit into a nationally recognized leader in LGBT health. In 2008, she was asked to work on Barack Obama's first LGBT Advisory Committee. While in Chicago, she trained at Second City where she cultivated her improv skills and led a successful comedy career for 15 years. She has been featured in Fast Company, the Wall Street Journal and on NPR. In 2016, she received her MBA from Simmons College School of Management.
- 7. PLEASE USE THE POLL TO TELL ME IF YOU ARE… LGBTQ Straight Prefer not to answer
- 9. Students Present Concerns 2011 Faculty Commi7ee 2011 Report to Dean 2013 The LGBT Office of Harvard Medical School was established in the Spring of 2014
- 11. WHAT DOES LGBT MEAN? Queer Pansexual Asexual Butch Femme Nonbinary Gender nonconforming Genderqueer Agender Lesbian Gay Bisexual Transgender SexualiIes Genders
- 12. A GROWING POPULATION GLAAD, Accelerating Acceptance 2017
- 14. Sex Assigned at Birth Female Intersex Male Gender Expression Feminine Androgynous Masculine Gender Iden0ty Woman Nonbinary Man GENDER
- 17. Over half of LGBT workers surveyed hide who they are at work. The Cost of the Closet, Human Rights Campaign, 2014
- 18. Straight people are still uncomfortable… GLAAD, Accelerating Acceptance 2017 25% of workers surveyed said they would be uncomfortable seeing an LGBTQ co-worker’s wedding picture
- 19. The Worst (and Best) Places to Be Gay in America New York Times, 2017
- 20. 1. More openness about being LGBT 2. Improved relaIonships with colleagues 3. Higher job saIsfacIon 4. Greater job commitment 5. Be7er health outcomes 6. Larger LGBT client and consumer base The Business Impact of LGBT Supportive Workplace Policies Williams Institute, 2013
- 21. LGBT employees who make it into senior management are much more likely to be OUT than closeted: 71% compared to 28% of their closeted counterparts. Uncovering talent: A new model of inclusion. The Leadership Center for Inclusion Deloitte University 2013
- 22. Invisibility Discrimination Diversity Inclusion & Equity Belonging Microaggressions Unconscious Bias “Political Correctness”
- 23. Inclusion Jessica Halem’s Framework for Making Change at Work Leadership Resources & Capabili0es Diversity
- 24. REFERENCES & FURTHER READING • Graham, R., Berkowitz, B., Blum, R., Bockting, W., Bradford, J., de Vries, B., ... & Makadon, H. (2011). The health of lesbian, gay, bisexual, and transgender people: Building a foundation for better understanding. Washington, DC: Institute of Medicine. https://www.nap.edu/catalog/13128/the-health-of-lesbian-gay-bisexual-and-transgender-people- building • Yoshino, K., & Smith, C. (2013). Uncovering talent: A new model of inclusion. The Leadership Center for Inclusion Deloitte University. https://www2.deloitte.com/content/dam/Deloitte/us/Documents/about-deloitte/us-inclusion- uncovering-talent-paper.pdf • GLAAD Accelerating Aceeptance 2017: http://www.glaad.org/files/aa/2017_GLAAD_Accelerating_Acceptance.pdf • Injustice at Every Turn: A Report of the National Transgender Discrimination Survey: http://www.thetaskforce.org/static_html/downloads/reports/reports/ntds_full.pdf • The Cost of the Closet: http://www.hrc.org/resources/the-cost-of-the-closet-and-the-rewards-of-inclusion • The Business Impact of LGBT-Supportive Workplace Policies: https://williamsinstitute.law.ucla.edu/wp-content/uploads/Business-Impact-of-LGBT-Policies-May-2013.pdf • The Worst (and Best) Places to Be Gay in America: https://www.nytimes.com/interactive/2017/08/25/opinion/sunday/worst-and-best-places-to-be-gay • Out & Equal 2017 Workplace Equality Fact Sheet: http://outandequal.org/2017-workplace-equality-fact-sheet/
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