Building a More Inclusive Organization for LGBTQ. + Staff To build a truly equitable and inclusive workplace, the Organization recognizes that more work must be done to build an institution in which LGBTQ+ staff feel centered and can thrive and bring their full selves. Within six (6) months of the ratification of this Agreement, the Labor Management Committee will provide recommendations to the Organization and the Guild as to how the Organization can build a more inclusive workplace for LGBTQ+ staff. Matters for the Labor Management Committee will include, but not be limited to, healthcare coverage and health resources, building a more LGBTQ+ inclusive culture, and accessibility of restroom arrangements. The Labor Management Committee will seek input and feedback from the Organization’s LGBTQ+ affinity group in developing these recommendations. The Organization will list pronouns for all employees on appropriate office signs, employee name tags for internal and external events, business cards, email signature templates, and other events and spaces where staff names are listed, except in the case where an employee would prefer not to have their pronouns listed. The Organization will provide a formal process for employees who go through a name change or who have a preferred name to request that their former name be removed from previous office materials and publications to the extent practicable (i.e. office signs, business cards, blog posts, organizational charts, etc.). As part of new employee orientation, the Organization will provide resources (either self- composed or from the health insurance provider) regarding various health insurance procedures and treatments commonly utilized by LGBTQ+ individuals that are covered or not covered by employee healthcare plans offered. This could include procedures and treatments related to: mental health care; transition-related health care, such as endocrine care (gender-affirming hormone therapy) and surgeries; STI/STD testing and other sexual health resources; and other healthcare treatments and procedures commonly accessed by LGBTQ+ individuals. The Organization, in searching for new office space or extensions to existing office spaces, will prioritize spaces that offer (or provide the option for) private gender-neutral restrooms and/or private stalls that provide greater degrees of privacy (especially for office spaces that do not currently provide the option of gender-neutral bathrooms). The Organization, when using the Rainbow Pride Flag for official Organiz...
Building a More Inclusive Organization for LGBTQ. + Staff The Organization will welcome the addition of preferred pronouns for any employees on business cards, email signature templates, and other events and spaces where staff names are listed whenever requested by an employee. The Organization will provide a formal process for employees who go through a name change or who have a preferred name to request that their former name be removed from previous office materials and publications to the extent practicable (i.e. business cards, blog posts, organizational charts, etc.). The Organization will make employees aware of the free Health Advocate services provided by a PEO which may be utilized regarding various health insurance procedures and treatments commonly utilized by LGBTQ+ individuals that are covered or not covered by employee healthcare plans offered. This could include procedures and treatments related to: mental health care; transition-related health care, such as endocrine care (gender-affirming hormone therapy) and surgeries; STI/STD testing and other sexual health resources; and other healthcare treatments and procedures commonly accessed by LGBTQ+ individuals. In the event that Concerted Action would search for an in-person office space, the Organization will prioritize spaces that offer (or provide the option for) private gender- neutral restrooms and/or private stalls that provide greater degrees of privacy. The Organization, when using the Rainbow Pride Flag for official Organization events, materials, signage, and/or merchandise and in partnership with other organizations or in attendance at rallies, parades, or other events, will promote the use of flags with black and brown bands to honor the importance of Black, Indigenous, and people of color in LGBTQ+ culture.
