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Global Pride@SAP members: SAP LGBT-self-identified colleagues on a global distribution list
Main Countries: Germany and US. Next ones: Brazil, Nordics, UK and Spain.
But presence in others in the regions:
Europe, Middle East and Africa: France, Ireland, Slovenia, Czech Republic, Norway, Belgium, Israel and South Africa. Americas: Also in Canada, Mexico and Argentina. Asia Pacific: Australia, Philippines, China, Japan and India.
Take a look at the clusters of regions – now take a look at the next map.
What can we do in other regions where local law prohibits (or worse) being LGBT, which is in direct contrast to corporate and supplier non-discrimination policies?
Your experience being LGBT differs widely not only around the world but also in this country.
On June 26, 2015, the US legalized marriage across the land, not only removing hurdles for families but solving the costly patchwork of inconsistent marriage laws for business (http://www.freedomtomarry.org/press/press-release/new-report-inconsistent-marriage-laws-cost-businesses-1.3-billion-annually).
However workplace protections are still lacking.
Via Out&Equal: As the LGBT community celebrates a historic win with the right to marry across the United States, companies are also asking what, if anything, this means for them. LGBT Americans are still not protected in the workplace in 28 states based on sexual orientation, and in 31 based on gender identity. In nearly 80 countries it is illegal to be LGBT. This means that couples who now have the right to marry in the United States could be fired for doing so, or imprisoned if traveling outside the country for work.
Purple: forbid discrimination in all employment based on sexual orientation and gender identity Blue: forbid discrimination in all employment based on sexual orientation only Pink: forbid discrimination in state employment based on sexual orientation and gender identity Turquoise: forbid discrimination in state employment based on sexual orientation only Grey: no protection New York: sexual orientation protected; gender identity protected only in state employment
ENDA: ENDA is supported by many prominent business peers and we’re proud that SAP joined to sign on in April 2015. This non-discrimination act has failed to pass in the US for decades, and perhaps continually rising business support will help. External SAP news article: http://www.news-sap.com/diversity-at-sap/
There is an updated and more all-encompassing version of ENDA called the Equality Act that succeeded ENDA in 2015. We want to work with SAP to secure support for this new version.
While SAP’s policy forbids discrimination, discrimination is a real fear in states where SAP has offices – for example in major Labs location and seat of SAP America, Newtown Square
The patchwork of marriage laws across the country was costly to SAP and other businesses - So what can and must we do to support colleagues from vastly different environments?
It is a global corporate responsibility to help support colleagues. As we know all too well, not everyone in every circumstance can be an LGBT leader or can even be out. There are places around the world (and maybe not too far from here) where you risk your job or worse just for being out.
Our global and local employee networks are key to making SAP and the world a better place to be for LGBT colleagues.
See for example: “New Anti-LGBT Laws in Russia: What Should My Company Do? - Executive Briefing 10.22.13” http://outandequal.org/workplace-resources#russia -- http://outandequal.org/documents/Russian_Briefing.pdf
Introducing Pride@SAP in next slides:
Grassroots employee networks: individuals make the difference Global HomoSAPiens is based in SAP HQ in Walldorf SAP’s oldest Employee Resource Group A host of major accomplishments; in existence since 2001
Pride@SAP North America is a subchapter of Global Pride@SAP.
Pride@SAP North America Overview
Pride@SAP North America