1. Transition in progress Out & Equal Workplace Summit
October 5, 2016

2. Today’s presenters Chris Crespo Ernst & Young LLP Clark Ly Microsoft
Director, Americas Inclusiveness
Release Manager, Xbox Global Publishing
Lives in Pennsylvania
Lives in Washington
Jeff Shade
Ernst & Young LLP
Riley Cable
Ernst & Young LLP
Senior, Assurance Services
Senior, Tax Services
Lives in Grand Rapids, MI
Lives in Colorado

3. EY: who we are Global professional services
230,000 people in 728 offices in 150 countries
Building a better working world for our people, our clients and our communities
Unity is our LGBTA global network with over 4,200 members and 50 chapters globally

4. About Microsoft
GLEAM – Gay Lesbian Employees At Microsoft is the second oldest ERG at Microsoft. The GLEAM Board of Directors’ continually partners with Microsoft’s Benefits team to advocate for Transgender benefits.
In 2003 and 2004, Microsoft covered hormone therapy, outpatient mental health services billed as transgender and medical office visits to plan medical care and monitor hormone treatment.
In 2006, the official transgender benefit services was implemented (including surgical services). This initially had a $15K lifetime maximum per person.
In 2011, the lifetime maximum was removed.
In 2015, benefits for out-of-network transgender benefit services was paid at the same percentage of allowed charges after the deductible as that of in-network services.
Clark

5. Agenda 1 Importance of trans* visibility Transition success 2
How employers can be supportive
How to be an ally – TransGender Diversity
Collaborating on leading practices 2 3 4 5

6. Importance of Trans* visibility
Seniority not required
The changing corporate climate
Being Trans* at Work means being successful
Visibility as a Company as a whole and as an individual
Gender fluidity/spectrum included!
Changes over the past 10 years

7. Day of the announcement
Transition success
Advance preparation
The first day
Riley and Clark - Share personal stories
Day of the announcement

8. How employers can be supportive
Policies
Anti-discrimination/harassment
Dress code
Philanthropy
Benefits
Health/welfare plans
Leave management
Facilities
Name change
Chris

9. How to be an ally As an individual
Listen, educate, ask and avoid mistakes
As an individual
Open dialogue, set boundaries and enforce policies
As a leader
Advocate, create policies and adhere to zero-tolerance
As a business/employer
Out anyone, cross boundaries and allow bullying
What NOT to do
Start conversations, embrace uniqueness and ask for help
What’s next
Jeff leads with all supporting
You want to spread awareness and educate coworkers on topics and issues facing transgender individuals
Suggested Steps:
1) Organize a workshop for the office focusing on trans* topics. You can contact your local or regional Unity leader to access the PowerPoint presentation, “Tips for Trans Allies.” This presentation covers objectives including how to:
Articulate why we must have a dialogue about being allies and advocates alongside trans* people
Create a safe space to learn about being trans* and/or gender nonconforming
Learn the terminology often used around the multiplicity of identities
Feel confident in being an ally
You encounter your counselee or staff member being subject to discrimination based on their gender identity
If you witness or become aware of someone in your office being discriminated against based on their gender identity, you should bring the matter to the attention of local HR immediately.
EY has a worldwide policy of nondiscrimination and anti-harassment. Any individual that is violating this policy should be informed of their wrongdoing and brought in front of HR for evaluation.
Ally to a Co-worker:
Stand-up for your Trans co-worker
Continue to be their friend
Educate yourself (find resources other than the co-worker)
Ally as an Employer/Leadership Role:
Know the laws (Equality Act, City, State, Federal)
Advocate for policies/procedures
- what you can’t ask in interviews, etc.
Adhere to and enforce policies/procedures
Paperwork – make it easier to change docs at work
Zero-tolerance for gossip, hurtful behavior
Keep an open dialogue and show a genuine interest
Clear boundaries (employee may see you as confidant)
What NOT to do:
Cross legal boundaries (interview, work place questions)
Out anyone and/or Gossip
Ask inappropriate questions (HIPAA, etc.)
Mis-gender, use incorrect name (mistake vs. blatant)
(I just can’t get this, its too hard to remember, I don’t understand...)
Allow bullying
Asking Questions – Avoiding Mistakes:
Do you NEED to know or WANT to know?
Pronouns
Would you be comfortable if a stranger asked you that same question?
Name What’s your real name? What was your name?
DON’T Ask if now they are Gay or Straight
Don’t ask if/when they’ve had or going to have surgery.
Immediate Impact after Conference – Takeaway
Talk about this workshop
Embrace uniqueness in others
Make sure that your company/organization is LGBTQ friendly & Inclusive – Policy and Culture.
Be ok with not knowing everyone’s Gender Identity
Ask for Help (HRC, Ernst & Young, HR)

10. Collaborating on leading practices
What do your companies do?
What would you like to see your companies do?
Why is it important to offer transgender resources to employees?
Riley leads?

11. Enjoyed this workshop? Join us again!
Workshop title
Session
Presenting
Expanding allies beyond LGBT – leveraging intersections and sharing successes 1
EY, Bank of America
Rainbow Recruiting 2.0: The Next Wave of LGBT Recruiting EY
Talking ‘Bout My Generation: Generational Conflict & Collaboration in the Workplace 2
EY, Texas Instruments
Executive sponsors: Use 'em or Lose 'em 5
EY, GE, Wells Fargo
Successful introduction of corporate LGBT inclusion in Asia
EY, JP Morgan
Outward presentation: Executive presence meets authenticity 6
EY, PNC
Chris?

12. Connect with us For more on: chris.crespo@ey.com
For more on:
Diversity and inclusiveness at EY:
ey.com/differencesmatter
LGBTA resource:
Making it real — globally
Search on ey.com
Jeff?
Twitter:
@EY_CareersUS
Careers
Explore EY: exceptionalEY.com
See what life at EY is really like

13. EY | Assurance | Tax | Transactions | Advisory
About EY
EY is a global leader in assurance, tax, transaction and
advisory services. The insights and quality services we
deliver help build trust and confidence in the capital
markets and in economies the world over. We develop
outstanding leaders who team to deliver on our
promises to all of our stakeholders. In so doing, we play
a critical role in building a better working world for our
people, for our clients and for our communities.
EY refers to the global organization, and may refer to
one or more, of the member firms of Ernst & Young
Global Limited, each of which is a separate legal entity.
Ernst & Young Global Limited, a UK company limited by
guarantee, does not provide services to clients. For more
information about our organization, please visit ey.com.
Ernst & Young LLP is a client-serving member firm of
Ernst & Young Global Limited operating in the US.
© 2016 Ernst & Young LLP.
All Rights Reserved.
ED None
This material has been prepared for general informational purposes
only and is not intended to be relied upon as accounting, tax or other
professional advice. Please refer to your advisors for specific advice.
ey.com