Ford GLOBE is Ford Motor Company's Employee Resource Group for it's gay, lesbian, bisexual, transgender and ally hourly, salaried and agency employees.
Ford GLOBE’s Mission is to foster an inclusive and supportive atmosphere within Ford for LGBT persons.
Ford GLOBE’s Vision is of a corporate culture which provides a safe, inclusive, and supportive environment where diversity is valued and everyone is empowered to be authentic about themselves in the workplace,
without fear of loss of opportunity, thus allowing them full realization of their potential and equal participation in all aspects of corporate life.
To promote understanding of Ford policy supporting diversity and inclusion, and practice of hiring, training, and promoting the best qualified individuals, without regard to their sexual orientation.
To work towards expansion of Ford’s policy and practice to include transgender persons, in furtherance of its goal of becoming the top automotive company in the world.
To encourage and assist Ford in its efforts to achieve greater market share among LGBT consumers.
To provide a venue for networking, socializing, and communication among Ford’s (including subsidiaries and affiliates) active or retired LGBT employees, contractees, and allies.
To endeavor toward a safe work environment at Ford, free from all forms of harassment.
To promote understanding of the workplace-related concerns and sensitivities of LGBT people at Ford.
To advocate for mandatory diversity awareness training--specific to sexual orientation and gender identity issues--presented to all Ford employees and contractees and conducted by qualified, sensitive trainers.
To advocate for the business value of diversity within the workforce.
Ford GLOBE began with meetings of the original founders in Dearborn, Michigan in July of 1994. The group quickly grew and called ourselves "Ford Family". In September of 1994 two cofounders of the group, Alice McKeage and Rob Matras, wrote a letter to the Vice President of Employee Relations with a copy sent to the Ford Motor Company CEO Alex Trotman to start a dialog on gay, lesbian and bisexual workplace issues.
The group formalized itself, We formed a five-member board of directors and adopted "Ford Gay, Lesbian or Bisexual Employees (Ford GLOBE)" as our official name. The Ford GLOBE board was asked to meet with the staff of the newly formed corporate Diversity Office. Subsequently, in 1995 "sexual orientation" was included in Ford's Global Diversity Initiative. Ford GLOBE expanded to include members worldwide. Chapters began in Great Britain and Germany.
In March of 1996 Ford GLOBE submitted a formal request for an expansion of Ford's existing written non-discrimination policy to specifically include sexual orientation. Following two years of discussions with upper management, Ford Motor Company revised its written non-discrimination statement, including the words "sexual orientation." Ford CEO Alex Trotman issued revised Corporate Policy Letter #2 on November 14.
A series of articles on Ford's various officially-recognized employee resource groups ran in the Ford World newspaper, with Ford GLOBE featured in the March 1997 issue. In conjunction with the article, Ford GLOBE launched its Internet web pages on March 17, 1997.
Ford GLOBE sponsored Ford's first "Gay Issues in the Workplace" Workshop for Ford management, Human Relations, various divisional diversity councils and other employee resource groups. In September, Ford revised Corporate Policy Letter #6 to include "sexual orientation." Ford GLOBE gave our first external PowerPoint presentation on "Gay, Lesbian and Bisexual Work Life and Activities at Ford Motor Company.
Ford GLOBE adopted numerous bylaw revisions in June. The most notable change was expanding Ford GLOBE's objectives to include transgender employees in Ford's written nondiscrimination policy. Ford Motor Company was the first and only U.S. automotive company listed on the 1999 Gay and Lesbian Values Index of top 100 companies working on gay issues, an achievement noted by Ford CEO Jacques Nasser
Implementation of health care benefits for same-sex domestic partners of Ford salaried and hourly employees in the U.S. took effect August 1. Also Ford received the first corporate "Outie" Award for Significant Strides for Progress at the 2000 Out and Equal Leadership Summit.
In May Ford GLOBE launched a new chapter in Irving, TX. Ford was ranked as #18 on the 2001 gfn.com 50, a list of the 50 Most Powerful & Gay-Friendly Public Companies in Corporate America published annually by the Gay Financial Network. On November 5th, the Board of Ford GLOBE announces the formation of a new chapter, Ford GLOBE Music City Chapter, in Nashville, Tennessee.
On February 15th, the Board of Ford GLOBE announces the formation of a new chapter, Ford GLOBE Tampa Bay Chapter, in Tampa, Florida. On September 14th, GLOBE was recognized as one of four finalists for the Out & Equal Workplace Advocates 2002 Employee Group of the Year award, which is given to an employee resource group that has a proven track record of success in advocating for LGBT equal rights.
DiversityInc named Ford Motor Company the #1 company for diversity, and the #2 company for LGBT employees. Ford brands Jaguar and Volvo begin the first LGBT-targeted advertising by a Ford brand. Also, Ford Marketing begins a partnership with the Human Rights Campaign, the largest LGBT national organization in the U.S. working for equal rights for lesbian, gay, bisexual and transgender Americans.
Belgium Chapter of Ford GLOBE was established. Ford Motor Company received a 100% score in the Human Rights Campaign Foundation "Corporate Equality Index" This perfect score was made possible by the recent addition of "Gender Identity" of Company Policy Letters No. 2 and 6.
Ford GLOBE announced the formation of a new chapter at the Kentucky Truck Plant; it will be called the Kentuckiana chapter. This is our eighth chapter, and we are especially pleased that this is our first at a manufacturing location.
Participates in Motor Pride and Parade, Detroit MI.
GLOBE participates in Motor City Pride in Downtown Detroit.
Participated in the: Motor City Pride in Detroit, Kentuckiana Pride and Gay Games IX in Cleveland OH.
Participated in the: Motor City Pride in Detroit, Kentuckiana Pride, first time entry to Chicago Pride Parade, Cologne Pride, Brighton Pride.
Ford GLOBE has local chapters in many countries. Each chapter maintains a chapter board that runs their own meetings and local events. The board assist chapters in obtaining corporate support for events or objectives. To join a chapter, contact us using the online form and we will affiliate you with your local chapter of choice.
Our memories on pictures, take a look!.
Comming together is a beginning; keeping together is progress; working together is success. -Henry Ford.
I've been with Ford for 23 years as an assembly worker. I was the first person to receive same sex spousal benefits. I'm currently involved with the LGBT Wellness Centre of Hamilton. The outdoor events group, Out & Out, is where I like to meet new people.
Eli Clyne, Oakville, ON Canada.
"Ford GLOBE was a great platform for me to come out at work and in my private life in a professional and meaningful way"
Tobias Nowak, Germany.
An “ally” is a term used to describe someone who is supportive of LGBT people and their civil rights..
An “ally” is a term used to describe someone who is supportive of LGBT people and their civil rights.
GLOBE believes that an Active Ally is someone who outwardly expresses their support for LGBTQ people in order to develop and foster an environment of inclusion in the workplace and beyond.
Other minority/marginalized groups can see how well represented they are in an office setting. But you can’t identify LGBTQ or Allies from appearance alone, so the feeling of isolation is usually greater.
62% of LGBTQ people have heard gay and lesbian jokes at the workplace. This kind of message of marginalization leads people to feel unwelcome, and that is decidedly un-OneFord.
Nearly 1 in 10 LGBTQ have left a job because they found the workplace to unwelcoming.
In 2015, roughly 50% of LGBTQ were not out in the workplace.
You can be fired for being gay in 28 states. Michigan offers very limited protection to municipal employees. So as a private company Ford could legally fire an LGBTQ colleague without legal ramifications.
The more allies there are, the faster the number of allies increases
“My job as an ally is to ensure that everyone has the same rights and support that I have as a CIS woman and to educate others on how to encourage an inclusive environment so that everyone – including Ford Motor Company – thrives.” – Holly L.
“I choose to be an ally because I want to do my part to overcome the prejudice and discrimination that LGBTQ individuals face in the workplace. I want to create a work environment where all employees feel accepted for who they are and the value that they bring to the team.” – Melissa G.
“Issues of oppression should be everyone’s concern. Allyship is one way to speak alongside those who many not have the same opportunities or privileges. Being a vocal Ally builds an inclusive safe space in the workplace for LGBTQIA people, fostering community acceptance and partnership and taking steps towards a more equitable society where people feel safe and free to be themselves. “ - Ginny M.
1. Let LGBTQ voices be heard: As allies, we can empathize and advocate for the LGBTQ community, but we cannot speak directly for them. Accordingly, it is important that we center our efforts on how we can be most helpful.
2. Send gentle signals: Showing and sharing your acceptance and support can be very easy. Many people often don’t realize that LGBT people keep watch for signs from their friends, family and acquaintances about whether it is safe to be open with them. It can be as subtle as having an LGBT-themed book on your coffee table.
3. Speak up: Anti-LGBT comments and jokes are harmful and it’s important to let your friends, family and co-workers know that you find them offensive. A simple and non-confrontational statement can go a long way to taking a stand against LGBTQ discrimination.
4. Question heteronormity/challenge stereotypes: In today’s society, we generally assume that everyone is straight and gender-normative. We assume that everyone is cisgender (identifying as the gender that matches the sex one was assigned at birth). As result, people often hide who they are. This creates a lot of stress and thereby health disparities.
5. Remember that you’re human: Nobody knows everything. Don’t be afraid to admit what you don’t know! Allow yourself to make mistakes and learn from them. Give yourself time to learn, ask questions, and explore your own personal feelings. Curiosity is healthy and can lead you to understanding others better through respectful dialogue.
Complete the form to the right to contact Ford GLOBE .
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