Submitted by Ramon Salas

As the writer of the summary of the DECplus Annual meeting, I will indulge myself an editorial observation: I was positively impressed that the BGLT community was able to generate this much interest within Human Resources. All the correct words were said, and the atmosphere was extremely congenial.

However, while cautiously optimistic, I will be more comfortable when much of what we discussed has been "cast in concrete," as it were. And we, as members of the community have a lot of work ahead of us. We can't lose sight of either of these facts.

But enough on the editorializing.

Please note that these minutes are in outline form. I have refrained from detailing those items which, to paraphrase Sid Ferrales, may require a more considered and cautious dissemination. You were all there and know which issues I'm talking about. And if you weren't there, well. . .you should have been :-).

Human Resources Attendees (Alphabetically):

• Ted Campbell, Equal Employment Opportunity (EEO) Affirmative Action Diversity Manager

• Pat Carter, Diversity Training Manager

• Sid Ferrales, Corporate Vice President of Human Resources

• Ron Glover, former Diversity Manager and current Director of Operations Management Serivces (OMS)

• Geoff Sackman, Acting Diversity Manager and the Director of Human Resources Planning and Operations

DECplus Executive Board Members:

• Don Bracken
• Nancy Jackson (inadvertantly left out of introductions)
• Pippa Jollie
• E Grace Noonan
• Penny Manners
• Ramsn Salas
• Glen Silva

I. Introduction to Meeting--Glen Silva

A. Introduction of current E-board Members (see above).

B. Recognition of Former E-Board Members:

• Jackier Gardner (absent)--An avid DECplus volunteer from the organization's infancy and a major player in the writing of the group's bylaws.

• Denise Hurley (absent)--Events coordinator in the first half of calendar 1996, and editor of the DECplus newsletter, "the Umbrella".

• Pat Madden--No longer with DIGITAL, but responsible for (a) setting up the All-Gay network, (b) hosting the BGLAD, Coming Out and E-board notes files, (c) working with Glen to create and host the DECplus home page, and (d) a prime player in working on Greater Boston Busniess Council (GBBC) membership for Digital employees and in generating interest in Boston Pride, 1996.

C. Review of Accomplishments in 1996:

• Tentative starts with a timid first "Annual Meeting."

• Sponsorship of DIGITAL membership in the GBBC.

• Article on DECplus in the August edition of "DIGITAL Today."

• Support of a DIGITAL contingent in Boston Pride for the first time in three years.

• Establishment of the DECplus logo as an official brand of DIGITAL

• Design and completion of the new (beautiful, splendid, marvelous, gorgeous, and extremely tasteful) DIGITAL DECplus banner.

• Penny Manners's idea on "Monthly Hump Days": DECplus hosts a regular get-together at Scupper Jack's in Acton on the third Wednesday of every month (next scheduled event: Wed., 15 January) at 5:30-ish. The event has been successful in allowing DECplus to build a tighter community spirit.

• Interview Series in June, 1996 Newsletter.

• Sunday Winter Holiday Brunch.

D. Expectations for 1997--In addition to building on our successes in 1996, we will start to focus on the items identified in the recently disseminated DECplus survey:

• Domestic Partnership benefits,

• Saftey (both psychological and physical) for BGLTs within the workplace, and

• Education within the DIGITAL community--both for managers and our peers--on BGLTs in an attempt to dispel stereotypes and harmful prejudices.

  More on 1997 in Glen's closing remarks.

E. Introduction of Guests from Human Resources (see above).

F. Invitation to Sid Ferrales to speak.

II. Sid Ferrales's Presentation

A. Introduction--Sid has been with the company for nineteen months and, in that time, has identified a number of concerns:

• DIGITAL has lost its focus on good people management, when the company at one time was renowned for its people management practices.

• Managers have become more concerned with (a) Technical achievement, (b) cost-cutting, (c) P&L and other metrics.

• While P&L has been important to the company's survival, DIGITAL needs to move beyond that now.

B. DECplus's Areas of Concern--Sid prefaced his remarks by noting that this is the first time we have met with him and that we have to take his commitments on faith until such time as he may be able to deliver.

• Domestic Partner Benefits
  • A number of studies have been performed and completed.

  • It is disappointing to see DIGITAL lagging behind other companies in this area (examples: IBM, Hewlett-Packard, etc.).

  • Sid is committed to seeing DP Benefits become a reality.

  • If this were to happen, seven or eight (or between 8 and 10, based on the subsequent conversation) core DIGITAL policies would have to be substantially changed.

• Educational awareness and training
  • Sid has launched a search for a senior level diversity manager.

  • Sid is committed to dispelling the ignorance--among non-BGLTs--about our community.

  • Sid opened up the floor to questions from the audience.

III. Directed Discussion with Audience

A. Domestic Partner Benefits--Pippa Jollie

• Introduction--The provision of Domestic Partner benefits is an issue that is near and dear to Pippa's heart. DECplus members have researched the matter and have prepared briefs to management; no one argues that such an offering is good for the company.
• Audience Comments and Concerns:

  • Story about one woman registering with her partner at Hewlett Packard as domestic partners; at a company which, a couple of years ago, "Could not even say the words, domestic partners."

  • Concerns about the challenge of introducing DP benefits world-wide, and the cultural difficulties that might engender.

  • Questions around the communication of safety and other concerns to Sid's group should a backlash ever develop against the BGLT community.

  • Frustration around the time it has taken for DIGITAL to consider implementing Domestic Partner benefits.

• Audience Comments and Concerns:
  • Request to universally implement policy training on non-discrimination and the sort.

  • Expression of belief that the BGLT community, in the past, has put together significant training packages and modules for the company.

  • Some wistfulness over the focus on training to which so many community members were dedicated in the past.

  • Observation that older training packages had been financed and sponsored by Human Resources in the past, with training conducted by grass roots facilitators.

• Comments by HR panel:

  • Prejudice works with ignorance, and education is necessary to fight ignorance.

  • HR is currently being resourced to deal with these many challenges.

  • HR will try to move more toward employee advocacy (dispute resolution, open door policy, etc.) and away from its recent role of TFSOing people.

  • Sid is creating an HR department with the teeth needed to deal with policy training and other problems.

  • Prior to hiring of Diversity manager, a non-HR diversity committee, headed by Ted Campbell, has begun work on Diversity issues.

  • Pat Carter is working with Hy Steinberg to develop modules and other training models for this process, tapping into whatever we've already done in this area.

C. Safety--E Grace Noonan

• Introduction--E spoke eloquently of the emotional feelings she gets from "queer"-bashing and related prejudice. She articulated a familiar frustration, fear and anger at this type of common psychological abuse. She does not feel safe at work because of it.

• Audience observations:

  • There is a perception that orientation-related work offenses are not prosecuted as rigorously as other (gender-, ethnic-, race-related) slights.

  • Human Resources needs to get SENIOR MANAGEMENT to issue statements noting that anti-BGLT discriminatory behavior is unacceptable.

  • Human Resources and all management must be encouraged to include the notion of 'sexual orientation' when talking to DIGITAL's policy of non-discrimination on the basis of race, color, creed, gender, physical handicap, and national origin.

  • Additionally, if DIGITAL were to proactively engage the outside world in support for our rights (i.e., unequivocal support for hate crime legislation, or inclusion of sexual orientation language in equal protection legislation), the message would come across more strongly.

  • DECplus would like to set up an internal list of contacts with whom we might raise incidents of discriminatory behavior.

  • A recommendation from the audience: An "out" vice-president or higher level Human Resource official would be helpful to both the community and to outsider perceptions of the community.

  • One audience member voiced her dream of someday having a high company official introduced, along with her/his same-sex partner, without its making a difference to anyone.

• HR Responses:
  • Sid took a learning from E's relation of the impacts of psychological discrimination and its effect on the community's feelings of safety.

  • Ron Glover noted that we, as a community, need to take responsibility for "putting forth our existence"; that we need to take control of our destiny.

  • Ted Campbell's office deals with complaints on safety, and that any such instance should be brought to his attention, DTN 223-8975, and that they will be dealt with vigorously.

  • Human resources would like to work with DECplus in assuring that identified contacts are in place and accessible to deal with questions of safety.

  • Sid indicated that many of the audience's suggestions will be effected as the company evolves to a point well beyond where we are now.

IV. Wrapup--Glen Silva

B. Support Seminar/Group Meeting--Glen talked to DECplus's plans to sponsor a support seminar and/or discussion group around the time of Pride 97 to deal with job (and other) issues that community members may have. More information on that is forthcoming.

C. Everyone present was invited to join the E-board at the Horseshoe Pub in Hudson for libations and pleasant conversation.

The group then dispersed, shortly after 8:00 p.m.

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