Category Archive:   News

To celebrate and honor Transgender Day of Remembrance, EQUAL! invited Ryan Sallans to talk about the issues faced by Transgender Employees in corporate environments, and how allies can support these employees through their transition—and beyond. As the transgender community becomes more visible in the media and in our daily lives it becomes increasingly important for all people to have a better understanding of the challenges transgender individuals face and the support that can be given to them.

Ryan is an international LGBT educator, consultant, publisher and author of the book Second Son: Transitioning Toward My Destiny, Love and Life.

This event was organised by EQUAL!, and made possible thanks to a generous participation from Alcatel-Lucent.

By the EQUAL! Benefits team

Benefits have long been a key focus area for EQUAL! Our 2012 Benefits Focus Team has made some significant progress in helping make key benefits information more accessible to our membership. As we continue to expand this work and identify benefits gaps, we need your help and support.

We would like all members to participate in providing information through a very short survey that we have created. The information you provide will be helpful to the future progress/direction of our team and provide useful information for our membership.

Please be honest and open with your feedback. All responses are anonymous unless you choose to identify yourself in the final question.

Thank you.

Survey URL:

It took some time to iron out some technical issues, but we are now able to have our former members (whether retirees or not) ‘re-join’ our Chapters mailing lists!

To do so, do get in touch via the Contact form and we’ll get you started.


Photo credit: eMail by Esparta Palma, on Flickr (under Creative Commons license).

Sylvie is President of HomoSFèRe, an NGO which gathers lesbian, gay, bi and trans employees of the SFR group and their friends. SFR is the second biggest telecom service provider in France, and its workforce includes more than 10,000 employees.


Sylvie has been working at SFR for 12 years; she was a victim of lesbophobia at work, which pushed her to change things in the company so that any employee could discuss freely about this topic and GLBT matters in general. Then, as SFR was working on its “Diversity” policy, she started thinking about creating an organization within the company; when she saw the float of Homoboulot at the Paris GLBT Pride – and in particular with signs of Mobilisnoo, the LGBT group within France Telecom Orange – she had made up her mind! With other employees of the group, Sylvie launched HomoSFèRe in October 2009 – just two years ago.

Very quickly, the Employee Resource Group gets visible by posting an article on the company-wide intranet which allows to get a snapshot of the perception of people, with some hostile reactions arguing the usual comments on splitting private/professional life or being cliquish, somewhat revealing that taboo was still very present for some employees.

Since then the NGO is regularly in contact with the executive team (although it is sometimes a challenge to be heard) in particular to set up visibility actions inside the company walls, e.g. for the international day against homophobia (IDAHO) on May 17 or for the World Aids Day on December 1st. These actions are key in developing awareness for employees and favor prevention instead of limiting the actions to punishing inappropriate actions.

by Glenda Childress

In the July-August 2011 issue of the Harvard Business Review, the article ‘For LGBT Workers, Being “Out” Brings Advantages‘ presents some facts on the status of LGBT in the workplace. With an estimated 7 Million LGBT working in the U.S. private sector, 29 states say it is legal to fire someone for being gay.  On the bright side, 85% of Fortune 500 companies have protective policies that address sexual orientation—up from 51% in 2000. Additional analysis from this article is presented by one of the authors on the HBR blog, The Cost of Closeted Employees.

Workers are receiving mixed messages from corporations on the safety of being out at work and nearly half of LGBT remain closeted at work out of a fear that their career will suffer. Closeted employees spend energy and time at work hiding their identities and often are isolated from their colleagues. LGBT employees have the same talent, career goals, and aspirations as other employees.

What do you think about these articles and the implication for corporations and employees?