made stronger by the diversity, so
we’re very clear. We don’t worry
about the business case. The
case, fundamentally, is
that you will be treated
fairly and with respect
… it happens every year in June:
We have associates who want to
espouse their religious beliefs and
we’re very clear when we communicate back that this is a value
of our company, and if it is a
value that you cannot
share, then perhaps you
don’t need to work here.
We’re willing to make the same
statements to our clients and customers, and we do. We have very
senior executives in our customers
who are members of the LGBT
community. It is the way we’re going to do business, and it is part of
the fabric of who we are and, very
frankly, we make no apologies for
it. We’re very clear and we are going to stand by it, and that is what
my company believes, and we are
going to practice it.
“Ooh, this might draw some fire,”
but so far the response has been
extremely positive.
LESSON 7
BUCHERATI: It’s a
differentiator. If you’re not fully
committed to the compelling business case for
diversity, if you’re not
fully committed to an
all-inclusive work force,
then you are really not in
the game. You are really not
understanding diversity, you do
not know how to value it or respect
or leverage it. I just don’t get organizations who don’t act in a fully
inclusive way. If you are really,
truly committed, you don’t see that
as a group you can’t touch.
RHOADS: We have Pride Month
now, too, and our LGBT group
did an all-employee web cast and
the message was inclusion. It was
just very basic human conversation about being yourself in the
workplace, and good and positive
experiences about people who took
that step to share themselves, their
orientation, with their coworkers
or with their boss. And I thought,
LESSON 6
LESSON 5
LESSON 4
LESSON 3
LESSON 2
LESSON 1
