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 .
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