Advocating for Workplace Equality: Identify Allies and Adversaries
In order to gain support for gay, lesbian, bisexual and transgender fairness in your workplace, it is important to build relationships with the key decision makers in the highest echelons of your company.
“Having a champion in the upper part of the organization was very helpful in getting the issue into the room with the leaders of the company,” said Rick Schroder, who successfully lobbied to have the non-discrimination and benefits policies changed at his former company, Shell Oil Co.
- Who in management will be supportive and who will not? Who is in charge of your employer’s equal employment opportunity compliance? Who will need to sign off on the new policy?
- Do members of your board of directors work at other employers with inclusive policies?
- Is your employer consumer-focused? Does someone in your business focus on diverse market segments, for example in your marketing or consumer affairs department?
- Does someone in your business focus on recruiting from diverse segments?Are there any internal problems that could impede policy changes?
- Are you in the midst of layoffs or restructuring? Is the board of directors in upheaval? Are you anticipating a change in company leadership? This information may prove useful in timing your proposal and directing your arguments to the people who can make a difference.