I hope what I’ve posted before has been useful or at least informative.

• Part 1 – ENDA is the Floor
• Part 2 – A Useful Tool
• Part 3 – What the new CEI criteria means
• Part 3a – Transgender Health Benefits

If you’ve ever been to an Out & Equal Workplace Summit (and I encourage you to think about attending), you know how content-rich this topic is — and the tactical ways of achieving workplace equality are as varied as is our community.

Taken from a decidedly business-oriented approach, however, certain broad themes do start to emerge:

• The business case is there for LGBT equality in the workplace.
• LGBT visibility plays a critical part in making LGBT inclusion happen.
• Straight allies are one of our most valuable resources.
• Behavior shapes attitudes — pinpoint and shape specific behaviors and shifts in people’s attitudes will follow.
• Deliberate planning is fundamental for lasting success.
• Achieving an LGBT-inclusive workplace is a process, not an end-point (at least for the foreseeable future).

So, before posting any more information about the CEI or efforts to achieve inclusive work environments, I thought now would be a good time to pause and take questions. I’ll do my best to respond over the week-end.

And (once again) for the record, I am not a plant or employee of HRC. I am a cisgender, gay, middle-aged, white male. I’m currently the co-Chair of Out & Equal Houston, and formerly the President of Chevron’s global PRIDE Employee Network — where (during my tenure) I helped get the company to implement trans-inclusive non-discrimination policies, authored the company’s transgender guidebook, and garner Chevron’s endorsement of a fully inclusive ENDA.

The views in these diaries are entirely my own and the materials and data I will be sharing come from my own files over the last 15 years and public records — as well as data from HRC, various Out & Equal Workplace Summit workshops and resources garnered from networking.

The floor is yours! (And PHB TOS are still in effect.)