ETFOptimize | High-performance ETF-based Investment Strategies

Quantitative strategies, Wall Street-caliber research, and insightful market analysis since 1998.


ETFOptimize | HOME
Close Window

Pride of Place: Supporting the LGBTQ+ Workforce

By: 3BL Media

By Leigh-Ann Jackson

SOURCE: HP, Inc.

DESCRIPTION:

When Annette Friskopp started her HP journey as a strategist 11 years ago, she never envisioned her team’s work would contribute to such milestones as developing 3D-printed nasal swabs for COVID-19 testing, advancing the BioPrinter to help find new vaccines and drug therapies, or creating a zero-gravity printer for astronauts’ research on the International Space Station.

“We really have done some Jetsons stuff,” Friskopp said of the group’s innovations. “Every day, we’re pushing the envelope on new scientific frontiers.”

While she’s currently developing new life science technology and exploring ways to make products that are more sustainable, Friskopp is also a passionate advocate of evolving the workplace culture for LGBTQ+ employees. 

As the executive sponsor for HP’s Global Pride Business Impact Network, which represents 17 local Pride BINs at HP offices around the world, she helps amplify the voices of the company’s LGBTQ+ employees by hosting quarterly meetings in which other members of the networks can both share their most challenging issues and trumpet their wins. And as a board member of the workplace advocacy group Out & Equal, Friskopp helps spread best practices across industries.

“I’m privileged to be out and visible,” she said. With that privilege comes a “call to action” to speak out on behalf of those who can’t. And with a recent spate of anti-LGBTQ+ legislation making headlines across the country, she feels that advocacy is even more important now. 

Your book Straight Jobs, Gay Lives exploring the experiences of gay and lesbian professionals was published in 1996. How do you think workplaces have changed since then?

I thought we would actually be further along by now. Data shows that nearly half of LGBTQ employees in the United States are still closeted at work. That’s shocking to me — that we haven’t made more progress, that people do not feel that they can bring their whole selves to the American workplace. There’s still an assumption that everyone’s heterosexual, that everybody is binary, so LGBTQ+ people have to keep coming out. And there’s just so much education that is not trickling to the rest of the community. 

The mission of Out & Equal is to create a “culture of belonging for all.” What steps do you think businesses should adopt to achieve that?

The first of the best practices is for upper management to really listen to their employees, which is something HP does really well. Another thing companies can do is have allies, HR representatives, and LGBTQ+ employees attend the [O&E] Workplace Summit. Yes, I’m on the board of Out & Equal, so I’m biased, but I think there’s a wealth of information that companies can learn there. It could be: how to foster an employee resource group; how to have difficult conversations; how you can create gender-neutral bathrooms; or what you need to do to support your trans employees.

Why are efforts like these important for businesses?

Not only are they important for LGBTQ+ employees, but the data has shown that younger employees entering the workforce are looking to companies to see what kind of inclusive efforts they have. New entrants are choosing where they want to work based on inclusion practices.

A key message I want people to understand is that it’s about equity, not about taking anything away from anyone else. It’s about, “How do we make workplaces that are truly inclusive for everyone?” Intersectionality, or finding common ground, is so important.  

As you mentioned, it all starts with the act of listening. 

Everyone has to recognize that they have something to learn from others. The only way that we’re going to have our employees come to work and fully thrive and contribute to their teams is if we understand where they’re at, what issues they’re facing, and then try to address those. I think that’s what every employee wants, right? They want to have a job where they’re challenged and they’re able to grow and show off their best talents. As managers, we have to create an opportunity for that to happen. 

What do you think HP gets right when it comes to diversity, equity, and inclusion?

HP is speaking up on certain difficult topics that are so important to our communities. There’s been an evolution to the point where companies recognize that diversity is a business imperative and having diverse teams is actually adding benefit to the bottom-line profitability of the company. HP is making that clear — from the senior leadership on down. The company also fosters community with more than 100 global and local Business Impact Networks where HP employees have a space where they can discuss their uniqueness, find camaraderie, and discover interconnectivity and support with other groups. I’m really glad to be working at a company that’s standing up and saying what’s important for humanity.

Tweet me: Annette Friskopp, @HP’s Global Head of Specialty Printing & Technology Solutions, is not only evolving what printers can do, she’s pushing for businesses to change their culture. https://bit.ly/3zR6WFQ

 

Stock Quote API & Stock News API supplied by www.cloudquote.io
Quotes delayed at least 20 minutes.
By accessing this page, you agree to the following
Privacy Policy and Terms Of Service.


 

IntelligentValue Home
Close Window

DISCLAIMER

All content herein is issued solely for informational purposes and is not to be construed as an offer to sell or the solicitation of an offer to buy, nor should it be interpreted as a recommendation to buy, hold or sell (short or otherwise) any security.  All opinions, analyses, and information included herein are based on sources believed to be reliable, but no representation or warranty of any kind, expressed or implied, is made including but not limited to any representation or warranty concerning accuracy, completeness, correctness, timeliness or appropriateness. We undertake no obligation to update such opinions, analysis or information. You should independently verify all information contained on this website. Some information is based on analysis of past performance or hypothetical performance results, which have inherent limitations. We make no representation that any particular equity or strategy will or is likely to achieve profits or losses similar to those shown. Shareholders, employees, writers, contractors, and affiliates associated with ETFOptimize.com may have ownership positions in the securities that are mentioned. If you are not sure if ETFs, algorithmic investing, or a particular investment is right for you, you are urged to consult with a Registered Investment Advisor (RIA). Neither this website nor anyone associated with producing its content are Registered Investment Advisors, and no attempt is made herein to substitute for personalized, professional investment advice. Neither ETFOptimize.com, Global Alpha Investments, Inc., nor its employees, service providers, associates, or affiliates are responsible for any investment losses you may incur as a result of using the information provided herein. Remember that past investment returns may not be indicative of future returns.

Copyright © 1998-2017 ETFOptimize.com, a publication of Optimized Investments, Inc. All rights reserved.