GLOBE PARTICIPATES ON THE DOI DIVERSITY COUNCIL
Ike Kelley, USGS, Reston, Va.

As one of three officially sanctioned employee special interest groups, GLOBE is entitled to a seat on the Department of the Interior Diversity Council. The Diversity Council was established to provide leadership, guidance, and advice for programs and initiatives to further diversity within the Department's work-force. The Diversity Council is an advisory and proactive working group established to promote diversity reflective of the Nation's citizenry and to address issues affecting the quality of work life within the Department. The other two employee groups represent African-Americans and Hispanic Americans.

The Diversity Council has been proactive in making recommendations to Assistant Secretary for Policy, Management, and Budget, John Berry, and the Deputy Assistant Secretary for Workforce Diversity, Minnijean Brown-Trickey, and before her to David Montoya, for actions that Department and Bureau leadership can undertake to improve diversity within the Department.

Issues addressed by the Council to date include: management accountability for diversity goals, staffing and resources for implementing diversity, tying student intern programs to diversity objectives, improving the discrimination complaints process, and accessibility issues, to name a few. The FY 2000 meetings have been focused on town hall meetings with constituency groups to gather information on how the Department's diversity efforts are perceived by outside organizations and to solicit their opinions on what the Department can do to improve diversity and quality of worklife for its employees.

GLOBE was invited to provide comments on the Department's success in addressing issues of concern to gay and lesbian employees at the June quarterly meeting, and to invite an outside party to provide additional perspective. GLOBE President Maria Wiseman, DOI Fed GLOBE Representative Jay Douglas, and I represented GLOBE at the meeting. GLOBE invited Rob Sadler, past president of Fed GLOBE and a well-known speaker on sexual orientation issues in Federal employment. GLOBE based its assessment and recommendations on the Department's Strategic Plan for Workforce Diversity, which is the guiding document for the Department's diversity efforts. The assessment and recommendations were very well received by the Council, much of the credit for this excellent effort due largely to the skills of GLOBE President Maria Wiseman.

• Establishing domestic partner benefits for DOI employees,

• Amending the DOI Strategic Plan for Workforce Diversity to increase awareness of sexual orientation,

• Using Executive Order 13087 as authority to gather demographic information on the GLBT population of the Department, and thereby,

• Enabling managers to receive credit for diverse hires when selecting gay, lesbian, bisexual, or transgendered employees.

Ideas for additional issues that you would like to see addressed by the Diversity Council may be forwarded to me or to any member of the GLOBE leadership.   For additional information about the Diversity Council, I can be reached at mkelley@usgs.gov or 703-648-4635.

Message From the President
Maria Wiseman, Solicitors Office, Washington, DC

Welcome to the second issue of Interior GLOBE's newsletter. The elections are just weeks away, and the uncertainty of the outcome and what it means for the GLBT community has created a certain amount of anxiety in all of us. In this time of change, we should take the time to recognize our allies who have taken the extra steps necessary to make Interior a more inclusive place to work.

Secretary Babbitt should be recognized for his Zero Tolerance policy and strong anti-discrimination statements which have set the tone for the Department. Both Minnijean Brown-Trickey, Deputy Assistant Secretary for Workforce Diversity, and Melodee Stith, Director of the Office of Equal Opportunity, also deserve recognition for listening to our concerns and working with us to resolve them. Without the efforts of these key Departmental officials, Interior would not be such a leader in protecting GLBT rights for its employees.

Special recognition also goes to John Berry, Assistant Secretary for Policy, Management and Budget for his many efforts to address anti-gay discrimination at Interior, and for instituting change at the highest levels of the Department. A few of Interior's accomplishments made possible through John's efforts include the establishment of-E.E.O. Grievance Procedures for complaints of discrimination based on sexual orientation; the designation of Stonewall as a National Historic Landmark; the celebration of three Department sponsored June Pride celebrations, with guests Rep. Tammy Baldwin and White House Liaison, Julian Potter; and recognition of World AIDS Day. In addition to these accomplishments, there were many other policies and practices John addressed which resulted in tangible improvements in the quality of the work environment at Interior. John will be leaving Interior this fall, and we thank him and wish him well! Our task now is to maintain these victories and continue our work.

Maria

GLOBE Member Speaks Out in Oregon
Cori Cooper, BLM, Oregon

Why don't more gay/lesbian employees come out in their workplace? Most feel that homophobic behavior would affect their workplace relationships. Homophobic behavior is expressed by making audible negative comments, telling anti-gay jokes, or isolating the gay/lesbian employee from the work group or company functions. As a result, many gay/lesbian employees choose to hide their sexual orientation and personal relationships.

I have worked for the Oregon BLM Medford District Office for eight years. In 1994, I took a break from BLM for a couple of years to stay home with my two children. In 1997, I found myself in the midst of a divorce, I came out* as a lesbian, and Medford BLM hired me back.

Upon retuming to work, I was surprised to find approximately one dozen gay/lesbian employees. Where were they before? Were they always there and I did not know it? Or are they just starting to feel comfortable being visible? I knew I was not going to hide my sexual orientation; after all, I did not hide it while married (heterosexual). Fortunately, the Medford District employees have been accepting and friendly. Unfortunately, not all work environments sham this same friendly tone.

I wanted to make a difference. I introduced myself to our State EEO Man. ager, Carolyn Robins. on-Ware, and expressed that I wanted to see BLM not only provide, but promote a supportive enwronment for gay/lesbian employees to feel comfortable acknowledging their committed relationships at work. For example, we too want to bring our partners to company functions, display photos of our loved ones on our desks, and list our partners as our emergency contact.

To increase employee awareness, Carolyn and I decided the first step would be for me to speak at the Oregon/Washington EEO training, which took place in April 2000. It was not easy to out myself to my peers statewide, but if I did not bring the issue home and personalize it, then who would? It is just as important to gays and lesbians to live openly and truthfully like any other employee. The messages I wanted them to take back to their office were: 1) value the diversity of the people we work with; 2) gay people are not a kind or a category of person; they are people, period; 3) although everyone's viewpoint, gay and straight, must be respected, behaviors that interfere with teamwork and employee effectiveness are unacceptable in the workplace; and 4) being supportive means creating the opportunity for those who choose to be open to do so without fear.

What can you do? Simply make the first move if someone in your office has not already. Just because you step forward to ensure an open and honest work environment that encourages respect does not mean you are gay. Face your fears if they are there, face your peers, and face your heart. After all, it is our duty to provide a work environment where ALL employees are respected and accepted for their contributions and perspectives.

Information and education are available. Contact your local EEO representative. Contact the Department of the Interior's GLOBE (gay, lesbian or bi-transgendered employees) web site: http://members.aol.com/interiorglobe, the Federal GLOBE web site: http://fedglobe.org, or the Human Rights Campaign: www.hrc.org. You are also welcome to contact me:  Cori_Cooper@blm.gov.

*Coming out - the process of a lesbian, gay man, or bisexual becoming aware of her/his sexual orientation and letting other people know. Gays, lesbians, and bisexuals are often "out" to some people (friends, family) and not "out" to others (boss, work colleagues).

Newly Created Departmental Liaison to Gay and Lesbian Employees
Richard No/an, BLM, Arizona

I have recently been given an unprecedented opportunity to make a real difference in many people's lives. After working in the Human Resources field for the past 15 years, I am now a Program Manager with the Bureau of Land Management (BLM). Half of my new job involves Quality of Work Life programs and initiatives for the BLM in Arizona. The other half of this newly established position involves working with the Department of the Interior, Office of the Secretary, Office for Equal Opportunity, Workforce Diversity and Program Evaluation. The position also allows me to serve as a Departmental liaison and point of contact to gay, lesbian, bisexual and transgender (GLBT) employees throughout the Department and Bureaus, as well as fulfill collateral duties as an EEO Counselor, with an special emphasis on sexual orientation.

The major duties of this part of my job include evaluating, developing and implementing Departmental initiatives and policies, along with recruitment and placement, education, training and cultural awareness, all with an emphasis on sexual orientation.

One of the current projects I am involved with is a newly established work group whose goal is to review current benefits for DOI employees and develop policy to ensure domestic partners have access to those same benefits. The work group has completed a review of several practices and policies including the Employee Assistance Program, and Dual Career relocation benefits and job placement assistance for DOI employees. Draft policies h. ave been completed and are currently in the process of being surnamed for Assistant Secretary Berry's signature.

We are living in an unprecedented and very exciting time in history. I am looking forward to the opportuni!ies that lie ahead with enthusiasm and anticipate that recent changes in policy will gener.ate many major changes that will affect GLBT employees. For example, because of the President's Executive Order, No. 13087 (1998), which prohibits discrimination based on sexual orientation, and the Secretary's non-discrimination policy regarding sexual orientation, the foundation has been established for GLBT employees of the Department of the Interior to make historic progress in their on-going effort toward reaching true equality and inclusiveness in the organization.

Over. the past few years, the Department of the Interior has taken a futuristic view and has been a real leader in the federal sector. Because of people in positions of leadership like Secretary Babbitt, Assistant Secretary for Policy, Management and Budget John Berry, Deputy Assistant Secretary for Workforce Diversity Minnijean Brown-Trickey, and Director of the Office of Equal Opportunity Melodee Stith, along with the Department's partnership with Interior GLOBE, it is no Ionger a question of whether or not GLBT employees of the Department will realize true equality and inclusiveness throughout the organization, but when.

Much has been accomplished by many dedicated people since the President's courageous act of issuing THE executive order. I truly believe through communication, education, cooperation, and persistence, the DOI will become a model employer where all GLBT employees can live their lives openly and truthfully without fear of persecution or discrimination.

As I look toward the future and the tremendous opportunities we now have, I also recognize the magnitude of the challenge. I am looking forward to everyone's input and help in achieving our collective goals, at every geographical location within the Department of the Interior, of inclusiveness and equal opportunity in every aspect of employment.

My mailing address is Bureau of Land Management, Arizona State Office, Mail Stop: AZ-950, 222 North Central Avenue, Phoenix, Arizona 85004, my e-mail address is Richard_Nolan@blm.gov, and my telephone number is 602-417-9271.  Please feel free to contact me with any ideas or concerns you may have.

DOI Policies and Practices Regarding Sexual Orientation Assessed by President of GLOBE

At the request of the Diversity Council, and in consultation with other GLOBE members, Maria Wiseman, President of Globe, prepared a twenty page report assessing the Department's policies and prac-rices regarding sexual orientation. In this report, GLOBE evaluates the Department's policies, practices and compliance with Executive Order No. 13087 (1998) using the framework of the Strategic Plan. GLOBE al~,o makes specific recommendations which, if implemented, will enable the Department to further its commitment to reducing discrimination against GLBT employees and improving the work environment at Interior for GLBT employees. By adequately addressing sexual orientation in diversity planning, the Department will ultimately have a more diverse and satisfied work force, and will be better able to fulfill its own stewardship mission.

Overall, GLOBE finds that the Department has taken significant steps to address issues of sexual orientation, and to meet the language and intent of Executive Order No. 13087 (1998) which established a policy of non-discrimination based on sexual orientation, and which called for the provision of equal opportunity for gays and lesbians in Federal employment. The Secretary and other high level Departmental officials have issued policy memoranda which clearly state the Department's Zero Tolerance Policy prohibiting discrimination based on 'sexual orientation. The Department has also shown significant support for programs and benefits, such as institution of the 1998 grievance procedures for addressing complaints based on sexual orientation, various special emphasis programs such as World AIDS Day and June Pride, and a successful working relationship with GLOBE. In addition, the Department supports the Fish and Wildlife Service's extension of relocation benefits to domestic partners, and is currently considering extending these benefits to all employees.

While the Department has taken significant steps to establish a Zero Tolerance Policy and to address work life concerns of gay and lesbian employees, additional steps could be taken. The Strategic Plan for Improving Diversity (Strategic Plan) fails to adequately address sexual orientation because it does not direct the Department to implement specific plans for including sexual orientation in diversity planning. Nor does it require the Department to quantitatively evaluate its success in increasing diversity with respect to sexual orientation. By omitting sexual orientation from the Strategic Plan, sexual orientation remains unaddressed in the important areas of recruitment and retention, and in accountability. GLOBE also finds that some Bureaus and Offices have been slow to fully comply with the Department's non-discrimination policy. GLOBE has prepared a draft amendment to the Strategic Plan which includes specific strategies and goals to address sexual orientation in the Strategic Plan. This amendment is currently under review by the Department.

For a copy of the report, please contact Ms. Wiseman at maria_wiseman@ios.doi.gov.

Members of the current Executive Board are listed below:

Meetings

Meetings are held the second Wednesday of each month. Meetings usually take place in the North Penthouse of the Main Interior Building. All members and their invited guests are encouraged to attend.

GLOBE Represented at DOI Diversity Conference
Stephen Morris NPS, Washington

On August 8, I represented DOI GLOBE on a panel entitled the "One America Dialogue" at the Department's Diversity Conference held in Ellicot City, Maryland. Joining representatives from the National Association of Black Federal Employees, the National Association of Hispanic American Employees at DOI, and the Association of American Indian Employees, I provided information on GLOBE's mission and accomplishments to an audience of Departmental Equal" Opportunity managers and staff as well human resources emploCees. The panel was moderated by Tom Gomez, a Bureau of Reclamation employee, and Chair of the Department's Diversity Council.

Drawing from recommendations in the June 8 GLOBE report to the Diversity Council on the Department's Strategic Plan for Diversity, I discussed a number of ways that the Department could take action to better address the needs of its gay, lesbian, and bisexual employees. Included among these is the need for the Department to begin to build a statistical portrait of its gay, lesbian, and bisexual workforce by adding sexual orientation as a category on the Optional Race/National Origin form that all applicants for Departmental vacancies are asked to voluntarily complete. I also discussed my belief that in order for all groups to come together in a critical mass to institutionalize diversity, we will have to persuade all employees that they have a personal stake in achieving that diversity.

There were a number of questions from the audience following the panelists' presentations. Several questions revealed confusion regarding how the various employee groups were recognized by the Department, and what status as ~official" employee organizations actually means. Others wanted to know how the groups financed their activities, and whether or not each group had met with bureau directors and, if so, what kind of reception had they been given. One individual asked if the groups had considered working with the federal employee unions in advancing each group's respective issues. An EEO manager from one agency questioned the viability of collecting statistical information.

Executive Order 13087

On May 28, 1998, President Clinton issued Executive Order No. 13087, 63 Fed. Reg. 30097 (1998) which amended § 1 of Executive Order No. 11478, 34 Fed. Reg. 12985(1969), Equal Employment Opportunity in the Federal Government by adding "sexual orientation" to the list of categories for which discrimination is prohibited.

Section 1 of the Executive Order No. 11478 now reads:

It is the policy of the Government of the United States to provide equal opportunity in Federal employment for all persons to prohibit discrimination in employment because of race, color, religion, sex, national origin, handicap, age, or sexual orientation through a continuing affirmative program in each executive department and agency. This policy of equal employment opportunity applies to and must be an integral part of every aspect of personnel policy and practice in the employment, development, advancement, and treatment of civilian employees of the Federal Government, to the extent permitted by law. (Emphasis added).

In the President's accompanying Statement, he noted that while Executive Order No. 13087 states the Administration's policy regarding sexual orientation, the Executive Order "does not and cannot create any new enforcement rights (such as the ability to proceed before the Equal Employment Opportunity Commission). Those rights can be granted only be legislation passed by the Congress, such as the Employment Non-Discrimination Act." While not creating a new cause of action, Exe.cutive Order 13087 is a strong and clear policy statement which directs departments within the Executive Branch to provide equal opportunity in Federal employment, and to prohibit discrimination against gay and lesbian employees in agency policies and practices.

White House Liaison Speaks at Department's Celebration of Pride Month

Julian Potter, Director of Lesbian and Gay Outreach in the White House Office of Public Liaison, was the featured keynote speaker at the Department's celebration of Gay and Lesbian Pride Month on June 13, 2000. Also on the program was a host of Departmental officials, including John Berry, Assistant Secretary for Policy Management and Budget, Minnijean Brown-Trickey, Deputy Assistance Secretary for Workforce Diversity, and Carolyn Cohen, Director Office of Personnel. lit candles crimes. In addition, GLOBE Treasurer Daphne Berwald in remembrance of victims of AIDS and hate crimes.

In his opening remarks, Assistant Secretary Berry declared that "At the core of every civil rights movement and our own American revolution is the basic notion that each of us, as human beings and children of G.o .d, are imbued with a sim.pie dignity. And no society - no c~wl society, can long survive unless its laws accord equality of treatment and respect for that innate dignity we each hold as individuals." After noting that gays and lesbians can still lose their jobs and homes simply because of whom they choose to love, Assistant Secretary Berry called for all Americans to build a civil society to "ensure that the law protects the basic dignities of every American," and to "stand together with courage, against prejudice and hate."

In her keynote remarks, Ms. Potter noted the Clinton Administration's major efforts and accomplishments in promoting and protecting the rights of Gays and Lesbians. Ms. Potter stressed the social and political challenges still needing to be addressed, and said that education and legal initiatives should be relied upon to find answers. '

GLOBE President Maria Wiseman presented the closing remarks in which she pointed out the many victories the Gay and Lesbian Community have to celebrate including having more than 150 gays and lesbians appointed to political po$i-tions by President Clinton, having an office in the White House dedicated to outreach to the Gay and Lesbian community, having Civil Unions recognized in Vermont, and Interior GLOBE's work in having the Stonewall Inn in New York City designated as a National Historic Landmark.

Fish and Wildlife Service Offers Domestic Partner Assistance Program

On December 8, 1999, the Fish and Wildlife Service (FWS)implemented a Domestic Partner Assistance Program (Director's Order No. 117), which revises and renames the existing Spousal Assistance Program. The Domestic Partner Assistance Program provides assistance to FWS employees faced with a geographic move, and provides placement assistance and information to FWS employees and their domestic partners. The program is open to any domestic partner of a permanent FWS employee. The term "domestic partner" is not defined by the Director's Order, and includes domestic partners of gay and lesbian employees, as well as other types of domestic partners including heterosexual couples and family members.

The types of assistance which can be offered include obtaining information from local governments concerning local employers and specific job opportunities, and providing the domestic partner with information regarding federal employment availability, application procedures andrequirements.

Departmental officials have indicated that other Bureaus are considering extending similar benefits to their employees. It should be noted that the Director's Order to implement this Program expires on December 31, 2000, unless amended, superseded or revoked.

DOI GLobe Happy Hour
Every 4th Friday 6-8  Gabriel's
Radisson Hotel Barcelo, P St. NW

Thanks to the hard work of Bob Veltkamp, Interior GLOBE has it's very own web site:  (http://members.aol.com/InteriorGLOBE)

Thanks to Graham Singer BIA, Washington for our new Newsletter Logo.