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About Just out. (Portland, OR) 1983-2013 | View Entire Issue (April 5, 2002)
aprii 5, 2002 » Network Support achael Parker is a trans woman who speaks from expe rience when describing the value of an employee group for sexual minorities. During her seven-year tenure as a design engineer at Intel, she has experienced what it is like to transition from male to female on the job. Although the process required a steep learning curve for both employer and employ ee, Parker quickly found she could rely on the support network provided by Intel Gay, Les bian, Bisexual or Transgender Employees. Parker continues as a member of the Port land chapter, which was Intel’s original queer employee group formed nearly a decade ago. After expanding to other sites, the company officially chartered the faction in 1995, with the directive of making sexual minority employees feel accepted and part of the Intel Rachael Parker relied on the support network provided by Intel Gay, Lesbian, Bisexual or community. Transgender Employees during her transition Rather than focus on championing change being out at work by serving as a visible infor employees. Parker says, “We provide a forum for in corporate policies, the group concentrates on mation source for Kith management and work Intel employees to reflect Intel’s commitment to developing a sense of community pride. “The ers. For example, members offer diversity pre equality, diversity and making Intel a great place things that we do the most are education with in the company, networking and support," says sentations, maintain bulletin Kiards and repre to work. ” j n sent Intel in community events. Parker, now president of the corporatewide For more information e-mail Rachael Parker at The company sees the group as helping organization. iglobepre ?@iglobe .intel. com . ensure the most productive environment for all The group helps employees feel safe about R Climbing the Hill T Brian Hunter has coordinated O H S U ’s sexual minorities employee group since 1999 ike other educational institutions, Oregon Health Sciences Univer sity’s large population is a tran sient one. With many employees •JÉ» and students coming and going on “Pill Hill,” reliable access to community information has been the major benefit of its developing gay, lesbian, hi and trans alliance. And, for O H SU longtimers, the group offers an ongoing sense of camaraderie. “It is important to have this resource for incoming students to get advice on O H SU from a source they feel comfortable with,” says Brian Hunter, senior research assistant at Vollum Institute. He has been coordinator of O H S U ’s sexu al minorities employee group since 1999 hut says it only recently received help from the university. Hunter especially praises support from the school of nursing and the depart ment of diversity and multicultural affairs. Current activities include establishing an online presence so employees and students alike can access information via e-mail and a forthcoming Web site. “The basic problem is time and participa tion— we have little of each,” acknowledges Hunter, who believes the Web site and regular events will help the organization grow. “O H SU is a great place and, for the most part, a very accepting place to work. I know that, in time, we will become a larger voice in the [sexual minorities] community.” JH For more m form atum e-m ail Brum H unter at glbta@ ohsu.edu. Banking on Diversity Oregonians Against Discrimination Luncheon honors four financial institutions undreds of business leaders and other fair-minded citizens are expected to attend Basic Rights Oregon’s ninth annual Orego nians Against Discrimination Luncheon, showing support for protecting and advancing civil rights of sexual minority employees and workplaces statewide. As in the past, the gathering will recognize leaders in workplace equality. This year’s honorees include four major financial institutions: Bank of America, U.S. Bank, Washington Mutual and Wells Fargo. “Many people think of the hanking industry as conserva tive, Kith in style and in values,” says Roey Thorpe, BRO execu tive director. “But in Oregon, we are fortu Roey Thorpe nate to he the home to these banks that are committed to nondiscrimina tion in their employment policies and in offering benefits to domestic partners of their employees. They know, as do over 400 other Oregon busi nesses, that recognizing the diversity of their workplaces is not only the right thing to do, hut it’s a smart business strategy.” The luncheon serves as Kith a major net working opportunity and a significant fund-rais er for the Basic Rights Education Fund, which supports the Fair Workplace Project. The goal is to raise $35,000, and the Gill Foundation will provide matching funds, up to $10,000, for any new donor or increase in donation. “LG BT rights haven’t waned just because the economy has. We really do need everyone to step forward to fight for workplace equality,” says CM Hall, BRO development director. “Although we work for lesbian, gay, hi and trans rights, we have many straight supporters as well as gay supporters. So this is a luncheon that def initely embraces corporate culture that tends to he heterosexual, as well as the LG B T employers, small-business owners and employees.” Tom Unger, vice president and regional pub lic relations manager of Wells Fargo, will offer the keynote address. Singer and Oregon native Beth Baker will entertain. Honorary co-chairs of this year’s event are Joe D’Alessandro, president of the Portland Oregon Visitors Association, and Antoinette Laferriere, president of the Port land Area Business Association and Griffon Financial Group. JT1 The O regonians A gainst D iscrimination LUNCHEON uill be held from 11 :30 a.m . to I p.m . April 10 at the Hilton H otel, 9 21 S.W. Sixth A ve. American Sign Language interpretation is available. Tickets are $ 5 0 a person, $ 2 0 o f which is tax- deductible . For reservations call 5 0 3 -2 2 2 -6 1 5 1 . 27
