Gender Expression / Gender Identity

BGLAD will work with DuPont Corporate Human Resources in the areas of non-discrimination, education, and training to promote an environment for a safe, personal work environment for transgendered employees as they transition and to promote knowledge and understanding about transgendered employees generally.

In 2007, we will:

• Work with Corporate HR to educate leadership on gender identity, gender expression, and the transitioning process for transgendered (including leveraging experiences and approaches across plant sites).

DuPont Benefits Equality

BGLAD will work with DuPont Corporate Human Resources to achieve benefits equality for all DuPont employees and subsidiaries in all countries.

In 2007, we will:

• Work with Corporate HR and BGLAD sponsors towards implementation of bereavement leave and DuPont Family Leave for BGLT employees in the U.S.
   
• Work with corporate HR and BGLAD sponsors towards extension of pension benefits to all BGLT employees' partners in the U.S.
   
• Assist HR to communicate the sickness leave, family leave, adoption, and excused time benefits must be understood by all BGLT supervision.

Education & Awareness

BGLAD will continue to educate DuPont employees and potential hires about the approaches that help all people, including those that are BGLT, feel safe, welcome, respected, and valued so that their contributions to the company's mission and success can be maximized.

In 2007, we will:

Participate with other DuPont Diversity Networks and diversity forums (Gulf Coast Plant Managers, etc.) to educate and inform their respective members of BGLT workplace issues and BGLAD's existence and mission.
 
Educate leadership as to how difficult it can be for BGLT to feel safe and welcome in DuPont. Perception is reality for BGLTs in the workplace.
 
Educate leadership in how to incorporate BGLT terminology and examples when discussing diversity. Incorporating language encourages BGLT comfort in the workplace.
 
Identify 2 key action items to improve feelings of "safe" and "respect" for BGLTs at DuPont.
 
Include BGLT educational materials in LifeWorks Ceridian offering (online).
 
Participate in 2007 "Out and Equal" conference in Washington D.C. Increase DuPont attendance by 50% over 2006, with attendees from BGLAD as well as DuPont leadership.  Opportunity for leadership to network with our competitors and customers.

Community

BGLAD will improve the sense of community of the network within DuPont, better understand the BGLT employee's experiences in DuPont, increase the number of  members in the network by 5%, and engage key stakeholders, both within DuPont and externally.

In 2007, we will:

• Actively participate in DuPont's Diversity Network Leadership Team and partner with other diversity networks in DuPont.
   
• Support regional diversity forums, e.g. Gulf Coast Plant Manager and BGLAD networking activities within local sites and regions by helping employees network.
   
• Hold one teleconference/webcast for the BGLAD network to allow interaction and connection as a community.
   
• Demonstrate DuPont leadership in BGLT issues by participating in the Human Rights Campaign Corporate Equality Index survey.
   
• Participate in at least one external BGLT event (e.g. Out & Equal).