Diversity Executive - November 2008 - (Page 32)

In seminary, I came out as a lesbian and learned that ordination was no longer an option if I wanted to live my life authentically. This fanned the flames of my passion for equality, and I brought this passion to the founding of Out & Equal Workplace Advocates. – Selisse Berry Founding Executive Director, Out & Equal Workplace Advocates me to pursue ordination as a minister in the Presbyterian Church,” she said. “In seminary, I came out as a lesbian and learned that ordination was no longer an option if I wanted to live my life authentically. This fanned the ﬂames of my passion for equality, and I brought this passion to the founding of Out & Equal Workplace Advocates.” Berry went on to run Building Bridges, a LGBT training diversity program. Originally, Building Bridges only worked with clients in the San Francisco Bay region but soon realized companies outside the area needed LGBT sensitivity training. The training has since become a national program. Berry said diversity and inclusion means “being able to bring your whole self to work without the fear of being ﬁred.” In addition, she deﬁned it as the idea that each person has a unique and valuable perspective that can help a company reach its goals while creating a society that truly embraces differences. Berry said her organization has accomplished a lot in its decade of existence, but there are still many goals ahead. “We’ve clearly come a long way but still have much work to do to achieve true workplace parity,” Berry said. – Elizabeth Lisican Cindy Brinkley Chief Diversity Officer and Senior Vice President of Talent Development AT&T At AT&T, the commitment to diversity and inclusion is felt throughout the company, from the top down and from the inside out. “We like to think that we live it internally, as well as externally,” said Cindy Brinkley, chief diversity ofﬁcer and senior vice president of talent development for the telecommunications ﬁrm. “We view diversity as not just something nice to do, but a business imperative.” Brinkley has been working for AT&T for more than 20 years in various locations throughout the country. In her current role, she is responsible for all diversity initiatives, leadership development and workforce planning. “Those of us who work at AT&T have been involved in diversity since we started on the job,” she said, and it’s likely for this reason Brinkley said her personal approach and the company’s approach to diversity and inclusion are “one and the same.” “Our philosophy is that diversity and inclusion are really essential to our culture and to our business success,” she said. “Our diverse workforce is truly an asset to what we do business-wise. It’s just been a part of our culture and something that we’ve really tried hard not only to improve upon but to really be a role model for.” AT&T has a highly diverse workforce: 44 percent of workers are women, and 39 percent are people of color. It also 32 Diversity Executive | www.diversity-executive.com | November/December 2008 http://www.diversity-executive.com

Table of Contents Feed for the Digital Edition of Diversity Executive - November 2008

Diversity Executive - November 2008 Editor’s Letter Contents Leadership Connections Guest Editorial Diversity Executive Online Middle Management Roadblock ‘Hidden Winds’ Hinder Progress The Domino Effect Supplier Partnerships Unlock Economic Opportunities Measuring Diversity Special Section: Who’s Who in Diversity and Inclusion Dimensions of Difference Overcoming Language Diff erences Business Intelligence: Combating Subtle Discrimination Case Study: Shifting Diversity Into Overdrive Advertisers’ Index Editorial Resources Strategies

Diversity Executive - November 2008

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