Here is a direct link to the event at The Center.

We hope to see you there.

Where the ‘L’ Are the Women?

Date: Oct 21 6:00 Reception (refreshments and networking)
7:00 – 8:30 Panel and Q&A
8:30 – 9:00 After-Panel Networking
Location: The Center 208 West 13th Street NY, NY 10011

• Hear viewpoints from both non-profit and corporate leadership on the why and how of getting women out to participate.
• How are the non-profits working to attract women with their programming?
• What kind of support and activity are we losing out on if women don’t participate?
• The corporate world: how is the LGBT ERG (employee resource group) reaching out to women to get them involved and how can they be successful at doing so?
• Do women participate in some of the other ERGS (e.g. Latino, Asian, African American) and what can the LGBT ERG learn from them?
• What is the role of men to encourage women to participate: LGBT: men and women as allies
• This panel is sponsored by Mercer and hosted by The Center and Out & Equal.

More information after the jump.

Panelists:
• Glennda Testone, Executive Director, The Center
• Marjorie Hill, Chief Executive Officer, Gay Men’s Health Crisis (GMHC)
• Liz Zale, VP, Investor Relations and Executive Sponsor for LGBT and Allies Network, Moody’s Corporation
• Joan P. McKinnon, AVP, Talent Development, Founder, NYLPride, New York Life

Panel Moderated by Jennifer Brown, Jennifer Brown Consulting

Want more information?

Find this event on FSIX, Financial Services Industry Exchange.

Find more career events at The Center.

Read more about the Metro New York affiliate of Out & Equal:  The mission of Out & Equal Metro New York is to support the work of LGBT Employee Resource Groups (ERGs), HR professionals, diversity specialists, and community allies to affect positive change for LGBT employees in their workplaces. The Council accomplishes this by conceptualizing, planning, organizing, and facilitating both large and small-scale programs, which provide local networking and educational opportunities on critical issues facing the LGBT workplace community. These events are generously hosted by local corporations.  Jennifer Brown is Chair Emeritus of Metro New York Out & Equal.

"Retaining Talented Women"; Jennifer Brown speaks at WorkLife Congress 2008

Do you have a diversity event and need a panel moderator, a keynote speaker, or expert advice?  Reach out to JBC today.

Introduction

JBC and the USBLN® believe that diversity, and ERGs in particular, will increasingly be the driving force of competitive businesses. JBC’s mission is to help Diversity and Inclusion Managers best leverage their ERGs in order to create business alignment for the ERGs which ultimately strengthens the companies and increases the ROI. In an effort to help leaders develop, enhance and leverage the expertise of Disabilities ERGs, JBC, in partnership with the USBLN®, is looking to do a deep-dive on the best practices of Disabilities ERGs.

CLICK HERE TO TAKE OUR SURVEY NOW.

What is the Disabilities ERG Readiness Survey?

The Disabilities ERG Readiness Survey is a survey that assesses the state of Disabilities ERGs and how their practices and policies are positioning them to impact the overall business. (ERGs are known by many names at many different companies including: Affinity Groups, Business Resource Groups, Associate Resource Groups, People Resource Groups, etc.   For the purposes of this survey, they will be referred to as ERGs.)

This survey assesses the strengths of key areas of the ERGs, including basic structure and governance of the groups, strategic collaborations, as well as emerging areas of focus including business alignment, technology utilization and globalization.

We believe that these focus areas are key features of a successful, new generation of ERGs – ones that help develop new and better products/services, get even closer to clients and groom the next generation of leaders.

How and when are survey results reported?

JBC will provide a written overview to all survey respondents. JBC will also be available for 30-minute one-on-one feedback sessions during the USBLN® conference in Chicago on September 21. For participants who will not be attending the conference, JBC will be scheduling conference calls to discuss the results. The feedback provided from the survey will provide companies with key benchmark data on the topics covered in the survey. In addition, participants will have the opportunity to begin to look at strategies to help strengthen the structure and focus of their Disabilities ERGs to create bottom-line impact.
Who should complete the Disabilities ERG Readiness Survey?

Disabilities ERG Chairs or Co-Chairs, Executive Sponsors , Chief Diversity Officers, Program Managers or other individuals who have a clear understanding of the practices of the Disabilities ERG.

Is this data kept confidential?

Yes. Respondent organizations will receive an analysis of their data only. Respondent data will be combined and reported only in aggregate form. Individual respondent confidentiality is strictly maintained.

How long does this survey take?

This is a short survey that should take approximately 15 minutes to complete. Respondents should do their best to answer as many of the questions as possible to ensure that the most robust benchmarking data can be shared.  If you cannot answer any particular question, please leave it blank and move on to the next question.

CLICK HERE TO TAKE OUR SURVEY NOW.

Click here to read about JBC’s research on Diversity + Social Media.

We provide clients with high-touch, customized experiences that address the needs of program leaders, no matter
what their stage of development. We are experts in translating the impact of diversity and inclusion to organizational leadership and facilitating with the latest web 2.0 technologies…

Employee engagement, social connections, networking and leadership development … all of these critical benefits are occurring at the heart of most large companies, in their Employee Resource Groups (ERGs). How can these groups not only continue to serve as all?important “connective tissue”, but start to find new, even more business aligned ways to add value?

Click below for JBC’s 10 tips on creating a smoother workplace transition for transgender employees.

Diversity consultant Jennifer Brown, who works with firms to create strategies on hiring and engaging gay employees, says companies need to be aware that policies on the books, while a start, don’t always ensure that people feel safe working on the factory floor.

“[Companies] can’t guarantee that all people follow their rules,” Brown says, adding that employee resource groups need to watch out for homophobia and mistreatment at all levels—not just at corporate headquarters. “There are people regionally who have a lot of clout and impact how LGBT folks are treated.

Diversity consultant Jennifer Brown, who works with firms to create strategies on hiring and engaging gay employees, says companies need to be aware that policies on the books, while a start, don’t always ensure that people feel safe working on the factory floor.

“[Companies] can’t guarantee that all people follow their rules,” Brown says, adding that employee resource groups need to watch out for homophobia and mistreatment at all levels—not just at corporate headquarters. “There are people regionally who have a lot of clout and impact how LGBT folks are treated.