GIOF 2022 Annual Meeting
Accessibility tools for sustainable growth of e-commerce
Reversing Homophobia and Non-Binary Gender Discrimination at the C-level
Inclusive marketing solutions: from exploring new markets to creating a more inclusive world
Banking for everyone: Arising accessibility trends in banking and financial services
GIOF 2021
GIOF 2020-
Advocate for LGBTQ+ inclusion among your corporate leadership -
Stand out as a corporate leader in LGBTQ+ inclusion -
Measure and reflect on the meaningful steps to LGBTQ+ inclusion
As of 2019, 21 % of European and 36 % of American LGBTQ professionals reported having experienced workplace discrimination. The problem remains rampant both in hiring and in day-to-day interactions between openly queer professionals and their colleagues, as employers are more likely to view resumes from visibly gay or lesbian applicants unfavorably. LGBTQ people who are more open about their identities have more physical and emotional wellbeing. According to McKinsey’s research, having employees perceive equity and fairness of opportunity is a proven lever to enhance financial performance. Current STEM industries, for instance, have lost up to 120,000 viable candidates due to the cumulative effects of anti-LGBTQ biases.
While a record 6 % of Americans now identify as LGBTQ, business leaders either turn their backs on the everyday struggles of queer employees, or call it a day with inadequate and incomplete formal policies that lack depth and a bottom-up perspective. The cases of meaningful LGBTQ inclusion are rare, and they all feature strong support of DEI from the executive team, as well as an ongoing feedback loop. Enabling queer professionals to feel free in their identities creates a more open and innovative workplace and allows employees to fulfill their potentials.
This event will provide practical knowledge on how to reverse homophobia among C-suite executives.
This event is for:
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Diversity and Inclusion Executives -
HR executives and consultants -
LGBTQ+ supporting community
Agenda
C-suites driving change: From formal inclusive policies to real LGBT inclusion at work
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Talking to homophobic C-suites: guidelines for HR and diversity officers
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Actionable steps to building LGBTQ inclusion beyond rainbow-coloring your corporate logo
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Two-way communication between LGBTQ employees and corporate leadership
Lessons learned: an interview with a discriminated queer employee who eventually became a diversity executive
The employee lens is an integral part of a D&I program, and corporate diversity may be lacking it.
Learn about the common flaws of D&I programs from the perspective of a discriminated queer employee.
CEOs fostering the culture of LGBTQ+ allyship at work
Positive interactions among employees strengthen overall team spirit and create a happier work environment. Affirmative action in support of LGBTQ+ employees, such as solidarity from a perspective of compassion, is better embodied by the corporate staff if the view of validating each person’s true self is endorsed by the C-suite.
Learn about the tangible actions from executives to help build straight and cisgender allyship culture.
From eliminating ignorance to a queer-conscious leadership
The first step in persuading leadership to drive the DEI agenda on all levels is providing actionable knowledge on the various LGBTQ+ groups, how and why their cultures should be embraced by your company. Diversity leaders should bring the supervisors in line with the current D&I agenda and prepare them to become role models, both inside the organization and on the external platforms.
Learn how to make C-suite advocate for LGBTQ+.
Inclusion as a KPI for executive pay
Measuring and reporting D&I progress is a policy providing for a successful inclusion initiative. However, the incentives for meeting the diversity and inclusion targets may appear minor for a corporate leadership faced by multiple global issues at the same time. Some companies already incorporate ESG targets as part of their executives’ payroll. Learn how to define suitable inclusion criteria for LGBTQ+ and other underrepresented groups.
Also learn how to promote incentives to lead inclusion initiatives with enthusiasm to the board and executives.
Pre-register
If you are interested in attending the event, please leave your email for us to notify you once the full speaker lineup is confirmed.
Organizations who attended our events
What attendees say about our events
“I indeed had my expectations really high, but it was way better than what I expected. […] I ended up after 3 h with almost 5 full pages of a notebook filled with quotes from the panelists. Connected with more than 100 people, meetings, booth fairs…”
Patricia Souza, D&I expert from Luxembourg
“Thoroughly enjoyed the conversation and all the questions — encouraged by the momentum from fellow panelists and the audience!”
Rebecca Hershey, Human Rights Campaign
“Great panel! Even as the moderator, I can’t wait to go back and listen to the recording to fully capture all the wisdom and practical insights shared by our panelists”
Bernardo Ferdman, Ferdman Consulting
“The most interactive and the most informative online event about acessibility of the last years for me. Wishing to the organizing team keep going with such level”
Roman Boreńko, Inclusive It
“This was very well organized and well run. I really enjoyed case studies on accessibility in the banking context! Kudos to organizers!”
Catherine Tunney Braeken, Director Client Accessibility at CIBC
Interested in speaking for us?
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