LGBTQ+ Pride Month for All Employees MEETING in a BOX

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MEETING IN A BOX

LGBTQ+ Pride

MonthFor All Employees

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ride Month takes place in June to celebrate the lesbian, gay, bisexual, transgender, queer and related (LGBTQ+) communities, the diversity of identities its members represent and their fight toward equal rights around the world. During this time, we spotlight and pay homage to the Psuccesses of LGBTQ+ people, the injustices they’ve overcome and their continued efforts to make the world a safe and welcoming place for every person to be themselves. In this Meeting in a Box, we provide a timeline of LGBTQ+ history in the U.S. and facts and figures outlining demographic, workplace and other information about LGBTQ+ Americans. We also include a company spotlight on DiversityInc’s 2020 Top Companies for LGBTQ+ employees and some examples of initiatives companies have in place to support LGBTQ+ team members. Share this document with your colleagues to further your team’s cultural competence education.

1 LGBTQ+ PRIDE: TIMELINE

The landscape for LGBTQ+ rights and oppenness surrounding various Discussion Questions for Employees sexualities and gender identities has changed dramatically over the past few years, perhaps most notably with the nationwide legalization of same-gender marriage in June 2015. It’s crucial for your workforce to un- ? How can we build an organization of inclusion for LGBTQ+ derstand LGBTQ+ identities to foster an environment where everyone people, regardless of personal beliefs or religious views? feels comfortable and safe being themselves. We recommend you start your employees’ cultural competence lesson by using this timeline, which ? How does intersectionality play into LGBTQ+ issues? How documents LGBTQ+ changemakers, precedent-setting moments and the might an LGBTQ+ person’s experience differ based on race, fight for social and legal equality in the U.S. It’s important to discuss these gender, socio-economic status, culture and ability? changes and be on the forefront of inclusivity in your organization. ? What “firsts” are important to note? Which stand out to you as bringing LGBTQ+ issues into the mainstream and why? 1978 1958

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© 2020 DiversityInc PAGE 2 LGBTQ+ Pride Month For All Employees MEETING IN A BOX Timeline 1867 1975 -“Father of the LGBT Movement” Karl-Heinrich Ulrichs is first -Minneapolis becomes first city to pass law protecting to speak out for gay rights. transgender people from discrimination. 1903 1978 -First recorded police raid on gay bathhouse takes place in -Harvey Milk, the first openly gay elected official in New York City. Twelve men are charged with “sodomy.” California, is assassinated. He served on the San Francisco Board of Supervisors beginning in 1977 and sponsored 1924 a bill banning discrimination in public accommodations, -Society for Human Rights, first gay rights organization in housing, and employment on the basis of sexual United States, is founded. Police shut it down within a few orientation. He had served in the U.S. Navy in the Korean months. War. -The rainbow flag, first created by artist Gilbert Baker, is first 1945 used as a symbol of gay pride in San Francisco. -The Veterans Benevolent Association, first LGBTQ+ veterans group, is formed. 1979 -The first national gay rights march takes place in 1952 Washington, D.C. in response to Ronald Reagan’s -Transgender actress Christine Jorgensen becomes first imminent presidency, LGBTQ+ intolerance and the recent American to have gender reassignment surgery. assassination of Harvey Milk. 1958 1982 -In first case regarding LGBTQ+ rights, Supreme Court -Wisconsin is the first state to ban discrimination on basis protects First Amendment rights of ONE: The Homosexual of sexual orientation in employment, housing and public Magazine, the first widely-distributed publication for gay accommodations. and lesbian readers. 1983 1966 -U.S. Representative Gerry Studds of Massachusetts -The North American Conference of Homophile becomes first openly gay member of Congress. Organizations is formed to expand coordination among gay rights organizations in the U.S. and alert the mainstream media to gay issues. 1969 -The Stonewall Riots at the Stonewall Inn in New York City 1867 fight back against a police raid of the famed gay bar. These riots gain mainstream national attention for gay rights. 1970 -The first Gay Liberation Day March is held in New York City, and similar events take place in Los Angeles and San Francisco. 1973 -American Psychiatric Association removes “homosexuality” as a mental disorder. 1974 -Kathy Kozachenko (Ann Arbor, Mich., City Council) becomes first openly LGBTQ+ candidate to win elective office in U.S. 1969 public domain image “Stonewall Inn 1969” Diana Davies, copy- right owned by New York Public Library; CC BY-SA 3.0

1986 2008 -In Bowers v. Hardwick, Supreme Court upholds Georgia -Diego Sanchez becomes the first transgender staffer on law banning homosexual sex. Capitol Hill. 1988 2009 -The first Two Spirit Gathering, hosted by Minneapolis -President Barack Obama signs law making it a federal Native Americans takes place, honoring LGBTQ+ Native crime to assault someone because of sexual orientation or Americans celebrated as Two Spirits because they have gender identity. both masculine and feminine traits. Richard LaFortune, a -Drag queen RuPaul begins hosting “RuPaul’s Drag Race” Native American LGBTQ+ activist, organizes this meeting. a drag competition television show that brings drag performance into the mainstream. 1993 -“Don’t Ask, Don’t Tell” allows gays/lesbians to serve in the 2010 military if they remain closeted. -President Obama signs law ending “Don’t Ask, Don’t Tell,” allowing LGBTQ+ people to serve openly. 1994 -Deborah Batts becomes first openly LGBTQ+ federal judge. 2012 -Seven LGBTQ+ candidates win election into U.S. House 1996 and Senate. One of whom is Mark Takano of California — -In Romer v. Evans, the Supreme Court says gays and the first nonwhite openly gay officeholder. lesbians have same right to be protected against discrimination as non-LGBTQ+ people. 2013 -The Supreme Court strikes down section of DOMA that 1996 denies federal benefits to legally married same-gender -President Bill Clinton signs Defense of Marriage Act couples. (DOMA) into law. It defines marriage as existing exclusively -Department of the Treasury announces that legal between one man and one woman. same-gender marriages will be recognized for federal tax purposes. 1999 -Transgender actress Laverne Cox earns notoriety for her -California becomes first state to legalize domestic role in the hit Netflix series, “Orange Is the New Black.” partnerships for same-gender couples. 2014 2000 -National Basketball Association player Jason Collins -Vermont becomes first state to legalize civil unions for becomes first gay athlete to play in one of the U.S.’s four same-gender couples. major sports leagues. -Clinton declares June Gay and Lesbian Pride Month. 2015 2003 -The Supreme Court legalizes marriage equality -In Lawrence v. Texas, the Supreme Court overturns a 1986 nationwide. ruling and declares anti-sodomy laws unconstitutional. -Boy Scouts of America President Robert Gates lifts ban on gay scout leaders and employees. 2004 -President Obama appoints Raffi Freedman-Gurspan as a -Massachusetts becomes the first state to legalize same-sex staffer, the first transgender person to work in the White marriage. House. 2013 2016 -International Olympic Committee (IOC) no longer requires transgender athletes undergo reassignment surgery to compete. -Eric Fanning is confirmed as secretary of the Army, becoming the first openly gay person to head a United States military branch. -President Obama designates the first-ever monument dedicated to LGBTQ+ rights, the Stonewall National 2012 Monument at the Stonewall Inn in New York City. public domain image via U.S. Congress Mediapunch/Shutterstock

2017 -D.C. becomes first place in U.S. where residents can choose gender “X” on their driver’s license. -For the first time, a U.S. appeals court rules that federal civil rights law protects LGBTQ+ employees from discrimination in the workplace. -Danica Roem is first openly transgender person elected to Virginia’s legislature; first openly transgender person elected to a state legislature in American history. 2018 -The Pentagon confirms the first openly transgender person has signed a contract to join the military. -Chilean actress and mezzo-soprano singer Daniela Vega becomes first openly transgender person to present at the Academy Awards. -Democratic U.S. Representative Jared Polis wins the 2017 AP/Shutterstock Colorado governor’s race, becoming the nation’s first openly gay man elected governor. 2019 -The Supreme Court allows President Donald Trump’s transgender military ban to go into effect. -Ten openly LGBTQ+ people are sworn in as members of the 116th of Congress — a historic number. -The 50th anniversary of the Stonewall uprising sparks celebrations and demonstrations during Pride Month. 2020 -For the first time, the 2020 census allows people living in the same household to mark themselves as same-sex partners or spouses. However, it still does not identify how many people in the U.S. identify as gender non-binary. 2016 date 2019 National Parks Conservation Association; CC BY-ND 2.0 Eduardo Munoz Alvarez/AP/Shutterstock

2 FACTS & FIGURES

After discussion of the timeline, the next step is to review available data and understand how LGBTQ+ equality both legally and socially have profound business implications. Here, we provide a primer on gender identity statistics and definitions as well as demographic, financial, education and employment information for LGBTQ+ individuals. The LGBTQ+ umbrella is wide, especially in a society where many LGBTQ+ people feel afraid to come out, but these facts and numbers provide perspective on the LGBTQ+ community’s impacts on society, business, education and the economy.

Discussion Questions for Employees

? How can homophobia, transphobia and other forms of anti-LGBTQ+ xenophobia affect LGBTQ+ people’s access to fair employment? How can our company work to be a place where employees feel comfortable bringing their authentic selves to work?

? LGBTQ+ people have significant buying power in the U.S. and across the world. How can our organization be sure to reach and appeal to LGBTQ+ communities?

? As described in our gender identity primer, sexuality, gender identity and self-expression have many components. How can we be sure our LGBTQ+ practices and policies are as inclusive and broad as possible?

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DEFINITIONS NON-BINARY GENDER STATISTICS (2018) Cisgender refers to a person whose identity corresponds with their assigned gender (male or female) at birth. 18% of U.S. adults personally know a person who utilizes gender-neutral pronouns, like Transgender refers to a person whose identity does not correspond with singular they/them. their assigned gender at birth. Approximately 60% of U.S. adults are aware Non-Binary refers to a person whose identity does not correspond with the of the use of gender-neutral pronouns. traditional binary identifications of male or female. 52% of U.S. adults feel comfortable using Intersex refers to a person who is born with reproductive anatomy that is not gender-neutral pronouns to address those clearly male or female. who ask for it, and 62% are 18–29.

IDENTITY: A DIVERSE SPECTRUM

The more we learn about sexuality and gender, the more we learn how complex identity can be. Identity, romantic and sexual attractions, physical sex, and personal expression are in some ways interconnected, but can also operate inde- pendently of one another.

The Genderbread Person by Genderbread.org (pictured on the right) breaks down and explains the interplay of these traits — which often exist on spectrums.

DID YOU KNOW?

Even physical sex does not exist solely on the male/female binary.

1 out of 1500 to 1 out of 1200 infants are born with ambiguous reproductive traits, which means 0.05% to 0.067% of people were intersex or gender ambiguous at birth.

Oftentimes, if a child is born intersex, a doctor determines their sex for them, performing surgery to make their gen- itals appear more typical. Many people do not even know that they were born intersex. This reality has raised questions about bodily autonomy and gender acceptance.

© 2020 DiversityInc Sources: James, Herman, Rankin et al, 2016; Barr, Budge, Andelson, 2016; Mikalson, Pardo, and Green, 2014; PEW Research.org; PAGE 7 genderbread.org LGBTQ+ Pride Month For All Employees MEETING IN A BOX

DEMOGRAPHICS

Percent of Interracial Couples (2018) Percent of LGBTQ+ Couples 19.9% Raising Children (2017) 14.6% Total Male-Male Couples 13.7% 7.7% Unmarried Married Opposite Sex Total Opposite Sex Couples Female-Female Couples Couples 29% Raising Children 71% LGBTQ+ Population of Top 5 Most No Children LGBTQ+ Populous States (2017) DISTRICT OF COLUMBIA 9.8% OREGON 5.6% NEVADA 5.5% MASSACHUSETTS 5.4% CALIFORNIA 5.3%

FINANCES

Median Household Income (2017) Inequalities (2017) $105,451 18% $91,678 Income < $24,000 $83,579 25% $68,501 15% Food Insecure 27%

12% Uninsured Non-LGBTQ+ Individuals Married Opposite Unmarried Oppo- Total Male-Male Total 15% Sex Couples site Sex Couples Couples Female-Female LGBTQ+ Individuals Couples 5% Unemployed 9% U.S. LGBTQ+ Buying Power (2019) $3.7 trillion

EDUCATION

Both Partners w/at Least a Bachelor’s Degree (2018) Social Attitudes: Additional Statistics

92% of LGBTQ+ adults believe society is more 33.4% accepting of LGBTQ+ individuals in the past 30.3% decade (2005–2015). 26.3% 42% of LGBTQ+ people feel unwelcomed in their living environment, as of 2014.

15.5% As of 2019, LGBTQ+ youth are twice as likely to be physically attacked and bullied.

73% of LGBTQ+ youth feel more comfortable and honest about themselves online rather than in person (2019). Married Unmarried Total Total Opposite Sex Opposite Male-Male Female-Female Couples Sex Couples Couples Couples

EMPLOYMENT

Both Partners Employed Percentages of Corporate Equality Index (CEI)-Rated (2018) Employers that Offer Benefits for Individuals of the LGBTQ+ Community

79% provide equal spousal and partner health care 63.5% 62% 61.4% benefits. 48.9% 85% provide affirmative transgender-inclusive health care benefits.

90% offer at least three practices that support organizational LGBTQ+ diversity competency.

Married Unmarried Total Total 94% provide employee resource group (ERG) or Opposite Sex Opposite Male-Male Female-Female diversity council that includes LGBTQ+ and allied Couples Sex Couples Couples Couples employees and programming.

Between 2009 and 2020, there has been a 241.37% increase in the number of major employers offering transgender-inclusive health care coverage according to the CEI.

3 COMPANY SPOTLIGHT: SUPPORTING LGBTQ+ COMMUNITIES

In this section, we highlight our 2020 Top Companies for LGBTQ+ Employees list, which is determined by criteria including a 100% Human Rights Campaign Corporate Equality Index rating; the existence of LGBTQ+-focused employee resource groups (ERGs); the percent of philanthropic spend with LGBTQ+-focused organizations; the percent of supplier spend with LGBTQ+ vendors; and workplace practices, policies & benefits supportive of LGBT employees.

We also spotlight the following companies on this list, our 2020 DiversityInc Top 50 and other related specialty lists and how they show up for the LGBTQ+ community.

AIG (No. 38 on Top 50) The Hershey Company (No. 21 on Top 50, LGBTQ+ Employees specialty list) Marriott International (No. 1 on Top 50, LGBTQ+ Employees specialty list) Wells Fargo (No. 11 on Top 50, LGBTQ+ Employees specialty list)

Discussion Questions for Employees

? What policies and practices do we have in place — both internally and in engaging with our communities — that show our support for LGBTQ+ people?

? Based on what field our company works in, how can we use our strengths to engage and empower the LGBTQ+ community?

? Why is it important for our LGBTQ+ colleagues to feel comfortable being out in a professional environment? What may hold them back, and how can we help eliminate those fears?

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Here, we’re highlighting our 2020 Top Companies for LGBTQ+ Employees specialty list and oth- ers with programs and practices that empower LGBTQ+ employees and communities.

2020 TOP COMPANIES FOR LGBTQ+ EMPLOYEES Accenture AstraZeneca AT&T Capital One Financial Corporation Comcast NBCUniversal Cox Communications Dow Ecolab Inc. Eli Lilly and Company EY Exelon Corporation General Motors Company LLC Hilton Humana Johnson & Johnson KeyBank KPMG LLP M&T Bank Corporation Marriott International, Inc. Mastercard Moody’s Corporation National Grid USA Service Company, Inc Northrop Grumman Corporation PwC The Hershey Company TIAA U.S. Bank Walmart Inc. Wells Fargo & Company

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AIG — LGBT and Allies Employee Resource Group (ERG)

AIG provides a supportive infrastructure for grassroots ERGs that promote diversity and in- “clusion across its global footprint. Over a dozen local chapters of its LGBT & Allies ERG in numerous countries focus on enhancing colleague awareness of pertinent issues, strengthening partnerships with local community advocates, mentoring, and serving as ambassadors for the LGBTQ+ community.”

Hershey — Prism Business Resource Group

Hershey’s commitment to diversity and inclusion starts at the top with CEO Michele Buck. We support “LGBTQ employees through our Prism Business Resource Group (BRG), which fosters dialogue and un- derstanding of transgender issues in the workplace and includes top executives as allies to create a supportive workplace. We proudly highlight our LGBTQ-friendly environment each year through our corporate website and our Corporate Sustainability Reports.”

Marriott International — #LoveTravels

Marriott International was built on the ideal of respect for all, and we are proud to show our support “through our award-winning #LoveTravels campaign — embracing our LGBTQ guests and associates year-round. #LoveTravels is shown to our LGBTQ guests through our welcome, to our LGBTQ suppliers through our expansive diversity supplier program, and to our LGBT associates through our policies and our innovative LGBT culture day training.”

Wells Fargo — PRIDE Team Member Network Enterprise Leadership Team Initiatives

Ongoing initiatives of Wells Fargo’s PRIDE group include creating and delivering ongoing education “for all team members on the Bi+ community, implementing a gender-neutral (non-binary) dress code, pursuing an option to reflect preferred rather than legal name in the corporate directory, and address- ing misgendering, especially on the phone.”