2009 Out and Equal Nomination

In what year was the LGBT employee group formally established or recognized by the parent company or organization?
1992

Approximately how many employees have participated in at least one ERG activity in the past year?
2,200

What special initiatives or programs has the ERG contributed to creating a safe and equitable work environment for LGBT people and what effect have they had?
Since its founding, GLIFAA has made outstanding contributions toward improving equal employment opportunities for all employees within the State Department, USAID, and all foreign affairs agencies setting the standard for other ERGs in the federal government.  In the past year, GLIFAA briefed the Obama Administration Elect’s Agency Review Team (ART) at the Department of State and USAID.  GLIFAA advocated for a redefinition of the term “Eligible Family Member” to include same-sex partners of Foreign Service Officers and for an updated non-discrimination statement that would include gender identity and gender expression.  It is expected that Secretary Clinton may move forward before long on recommendations identified in the transition paper. 

What is particularly impressive about GLIFAA’s efforts is the ability to form coalitions across the spectrum of concerned employees, both straight and LGBT. GLIFAA ensured that 2,200 people signed a letter to Secretary Clinton.  Remarkably, 92% of those that signed were married to an opposite-sex spouse or single.  GLIFAA’s success was covered by the Washington Post, the Washington Times, the Advocate, and countless other news sources.  Never before had so many employees together petitioned their boss with the same message: “no colleague of ours is a second-class colleague, and no colleague's family is a second-class family.”  This groundbreaking tactic not only inspired other employee resource groups, it also has pushed Secretary Clinton to take action that may have serious “domino-effect” benefits for LGBT diplomats of other nations serving in the United States, LGBT immigrants, and LGBT government employees outside the State Department.

GLIFAA’s efforts are noteworthy in their potential for recruiting and retaining the Department’s next generation of Foreign Service Officers, for whom LGBT benefits concerns are a very real and tangible part of their job search process. 

What is innovative or unique about the organization's achievements? How can this program serve as a model for others?
GLIFAA is committed to equal employment opportunity in its vision for the Department of 2009 and the decades to come. In regular meetings with top-level State Department and USAID management, GLIFAA has recommended that State and other foreign affairs agencies celebrate June Pride Month with the same level of resources as other groups (Hispanic Month, Black History Month, etc).  GLIFAA has also fought for State and other foreign affairs agencies to send any interested employees to LGBT leadership training, with the same high level of support and monetary resources afforded to other groups (e.g. national Blacks in Government Training Conference).
GLIFAA has also launched new initiatives such as a Civil Service Working Group and an LGBT Families Working Group that GLIFAA hopes to see move ahead during the next year.

GLIFAA has also updated its bylaws to include gender identity and expression.

GLIFAA has developed a diversity training program for new Foreign Service officers at USAID and an LGBT pilot course for all foreign affairs employees and those that support them that is managed by the Foreign Service Institute at the Department of State.
GLIFAA has been asked to provide technical assistance in capacity building or networking for other federal agency LGBT ERGs - whether at Commerce, HHS/CDC, SEC, Peace Corps, Pension Benefits Guarantee Corporation, NASA, or others.  To stay abreast, GLIFAA has also been working with other LGBT movement leaders such as Insiders Out via their list-serv, the National Gay and Lesbian Task Force, the Human Rights Campaign, Immigration Equality and the Council for Global Equality.  GLIFAA also works closely with the American Foreign Service Association – the union representing thousands of Foreign Service employees – to work with Congress to change laws and regulations to create a fairer employee environment across the spectrum of the U.S. Government.

Describe the level of support and presence the organization has had at the Out & Equal Workplace Summit.
GLIFAA was represented at the 2008 summit for the first time by one person. This individual secured USAID funding to attend the conference; he attended the conference as an official training using official work time.

How has this ERG engaged or influenced non-LGBT employees?
GLIFAA has launched a group for single and separated parents at USAID and provided technical assistance to the USAID employee group Employees with Disabilities.  GLIFAA has also been doing intensive outreach to the Latino and African American communities to try to build those coalitions.
GLIFAA also ensured that the first federal National Coming Out Day Notice was issued in 2008.  This notice was issued at USAID and particularly thanked allies of the LGBT community for their support.
GLIFAA also ensured that USAID’s diversity survey had questions supporting employees with disabilities and single parents.  GLIFAA also ensured that questions on LGBT issues influenced and raised awareness among non-LGBT employees.  These questions were the following:

  • Do you feel that lack of benefits for same sex partners and lack of a non discrimination policy that includes gender identity/ expression affects the Agency's ability to recruit and retain lesbian, gay, bisexual, transgender (LGBT) employees and maintain morale?
  • Do you feel that USAID provides all families at posts with equitable treatment including, but not limited to, compound passes, assistance in obtaining visas and work permits, and inclusion in official invitations?
  • Within the last year, have you ever felt unfairly treated at USAID because of factors related to race, gender, age, disability, sexual orientation or other personal characteristics that reflect differences?
  • Are you aware of recent revisions to the Member of Household policy as it pertains to security training, Emergency Visitation Travel, FAST language courses, distance learning training including Rosetta Stone, and a course for Iraq-bound employees?
  • Demographic information on sexual orientation (lesbian, gay, bisexual, straight)


That more robust survey would not have happened without five years of work, from 2004 to the present.  In fact, the 2008 diversity agenda at USAID reflected GLIFAA’s strong advocacy to ensure that concerns regarding employees with disabilities, Native Americans/American Indians/Alaska Native, and Native Hawaiians, and Lesbian, Gay, Bisexual, and Transgender (LGBT) employees were fully included in the Agenda.

Please verify this nomination has been approved by an executive at your company.
Name of Executive – Patrick Kennedy
Title of Executive – Under Secretary for Management