Tag Archives: Human Rights Campaign

Companies cannot claim to be LGBTQ+ supportive while contributing to anti-LGBTQ+ legislators

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Walt Disney employees and demonstrators during a rally against the Florida “Don’t Say Gay” bill at Griffith Park in Glendale, California, Alisha Jucevic | Bloomberg | Getty Images

Companies cannot “have their cake and it eat it too” by claiming to be supportive of their LGBTQ+ employees, customers and community, and yet make political contributions to lawmakers who harm and demonize LGBTQ+ people. Companies can no longer straddle the fence; they must choose sides and take a strong stand as anti-LGBTQ proposals are flooding state legislatures at a record pace (link to Bloomberg article.)

The latest high visibility situation in recent news concerns the Disney company. They have long been considered a great supporter of the LGBTQ+ community, but then when the infamous “Don’t Say Gay” law restricting discussion of LGBTQ issues in public schools was voted into law in Florida, Disney at first issued a tepid lukewarm statement about the proposed legislation while donating money to politicians who were voting for it.

About a hundred employees at Disney staged a walk out in protest, and I was in full support of their action. An organization simply cannot claim they support a community, yet provide money to those people who are seeking to harm that community. Disney’s CEO has since come out with a much stronger statement against this harmful bill which basically denies the existence and legitimacy of LGBTQ+ families, and has pledged to no longer fund politicians who legislate harm and hatred of LGBTQ+ people.

Disney has their annual “gay day” at their theme parks, but do they really stand with us, or just want our money? Photo from Shaul Schwarz for TIME

It is a common practice (yet a very bad idea) for companies to make political contributions. The concept is to support and try to elect legislators who will pass laws that will benefit your business so you can make more profit. But far too often, this places profitability over stated values and principals, and compromises integrity. And the LGBTQ+ community is not going to quietly sit by while companies throw us empty words of so-called support while giving money to those who harm us.

Two final thoughts

First, kudos to my former employer IBM. They are one of the very few large companies that has never made political contributions. (Read their governance statement about this.)

Second, the Human Rights Campaign (HRC) which annually measures and scores companies’ LGBTQ+ support through their corporate equality index (CEI), needs to take a much more rigorous look at this. So many companies are now scoring 100% on the HRC scorecard, but I think much of it is empty words and platitudes instead of real action. HRC does have a practice of deducting 25 points from the rating of any company that does harmful things against the LGBTQ+ community, and now they need to uncover any company that contributes money to lawmakers who vote for anti-LGBTQ laws smack them with a “minus 25.” HRC, are you listening?

The LGBTQ+ community and our allies must continue to speak out loudly against any company that contributes money to politicians who harm us, including boycotts and walkouts, until this arcane harmful practice ends.

Evolving Employee Resource Groups – a Creative Approach from Erie Insurance

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Tesha L. Nesbit Arrington, Erie Insurance's Director of Diversity & Inclusion and Strategic Analytics, presented Erie's D&I best practices at a recent National Diversity Council - Carolinas "Best Practices" Meeting

Tesha L. Nesbit Arrington, Erie Insurance’s Director of Diversity & Inclusion and Strategic Analytics, presented Erie’s D&I best practices at a recent National Diversity Council – Carolinas “Best Practices” Meeting

In the diversity and inclusion field, there continues to be continued discussion on the importance of Employee Resource Groups, or ERGs. Traditionally, they have been referred to as “affinity groups” as they bring together employees around a common constituency factor such as Black, Hispanic, Women, Young Professionals, LGBT (Lesbian, Gay, Bisexual, Transgender), Veterans and more. These groups help make employees feel more at home and included in the workplace, and provide activities such as professional and social networking, mentoring and community involvement.

Over the years, ERGs have continued to evolve. Some companies now refer to ERGs as BRGs – Business Resource Groups. This underscores that the true goal of the ERG is to make the employees and the business overall more effective. There should be a strong connection between the strategy and goals of the ERG (or BRG) and the company. Activities such as leadership development, connecting the company to the community and marketplace, and even input into product or services development helps the organization achieve its business goals.

As a diversity and inclusion consultant, I often attend various workshops to continue to pick up the latest development in my field. In early July, I attend a half day “Diversity and Inclusion Best Practices” seminar organized by the National Diversity Council – Carolinas in Durham, NC. One of the presenters was Tesha L. Nesbit Arrington, Director of Diversity & Inclusion and Strategic Analytics at Erie Insurance Group.

Ms. Nesbit, in presenting several diversity and inclusion best practices from Erie Insurance, highlighted their innovative approach to employee resource groups. Instead of starting with constituency-based resource groups, they started with groups focused around a particular business focus. Their first four ERGs were:
• SynERgIzE – focused on building an inclusive workplace
• Multiplicity – for diverse employee recruiting outreach
• CamaradERIE – building and promoting diversity among the agent community
• ExpERIEnce – around providing best customer experience and service for its diverse customer set.

After these networks were up, running and successful with participation from a wide range of constituencies, that provided a strong base for next launching constituency based affinity groups. The first two were women and multi-generational, with African-American and Veterans’s charter proposals in the queue.

Erie Insurance continues to build ongoing robust diversity and inclusion initiatives on this base, including their “Dignity and Respect” Campaign and scoring 100% on the Human Rights Campaign (HRC) Corporate Equality Index, which measures corporate LGBT inclusion.