Charter

Purpose

It is our personal and collective belief that prevailing community attitudes and lack of an established means of confidential or open communication and leadership for gay, lesbian, bisexual, transgender, queer, intersex, and asexual (LGBTQIA) employees prevent many ORNL employees from reaching their full productivity as staff of the Laboratory and as citizens of the greater ORNL community. ORNL Gay, Lesbian or Bisexual Employees (GLOBE) is established to promote diversity in the Laboratory, including:

• Advocate lesbian, gay, bisexual, transgender, queer, intersex and asexual (LGBTQIA) work-related concerns in the workplace;
• Sponsor educational and cultural programs on LBGTQIA issues;
• Be a liaison between LGBTQIA employees and Laboratory management;
• Foster a work environment that is inclusive and supportive of LGBTQIA employees; and
• Promote a sense of community among our members.

Values and Beliefs

We believe that lesbians, bisexuals, gays, transgenders, queers, intersex, and asexuals deserve a future full of opportunity.

We believe all people should be free to reach their full career potential at ORNL, and believe we can help overcome obstacles that keep many LGBTQIA employees them from doing so.

We are dedicated to helping the Laboratory thrive.

We believe in changing homophobic and other biased behaviors, not moral or religious beliefs.

Vision

Our vision of the future for the Laboratory is that there is equity in opportunities for advancement for gay, lesbian or bisexual, transgender, queer, intersex, and asexual employees of the Laboratory, and that all LGBTQIA people feel valued for who and what they are and for their contributions to ORNL. This vision includes:

• There are openly LGBTQIA role models and mentors at all employee levels.
• People are free to talk about their relationships and lives, display pictures on their desks, and attend work-related social functions with their loved ones; their families are viewed and treated as important and valuable parts of an employee’s life.
• The words LGBTQIA are everyday language and are not whispered.
• Being LGBTQIA is viewed as positively as being heterosexual.
• Never again is anyone ashamed of his or her orientation, and there is not stress or anxiety about being (or being perceived as) LGBTQIA.
• The Laboratory considers ORNL GLOBE to be a key asset and will consult with the employee group before addressing LGBTQIA issues and markets.
• The Laboratory maintains a positive environment so that it is viewed as the employer of choice that can attract and retain the best workers
• ORNL GLOBE is recognized by other employee groups as an invaluable role model for other employee resource groups.

Strategic Imperatives

Our key strategies are to work with managers and other decision-makers at the Laboratory to promote programs and policies that enhance and support the understanding and acceptance of lesbians, bisexuals, gays, transgenders, queers, intersex, and asexuals at the Laboratory; change biased behaviors through education and awareness programs; secure fair and equal employment policies and practices for all employees and their families; and recognize contributions made by LGBTQIA employees at the Laboratory.

Pursuant to achieving these strategic imperatives, ORNL GLOBE is officially recognized as affiliate of the DOE GLOBE, consonant with the following instructions from the DOE GLOBE charter:

XIII. Chapters.

1. With the approval of the DOE GLOBE membership, local sections of Department employees, designated as Chapters, may be formed at locations other than the Department headquarters buildings. This includes field offices.
2. Each Chapter shall have the power to select its own name and develop its own charter. However, Chapter charters shall be consistent with the vision, goals, and objectives of the DOE GLOBE. All chapter charters and subsequent amendments shall be submitted to the DOE GLOBE for approval."

The DOE GLOBE mission is two-fold: to further the awareness of LGBTQIA employee issues at all levels within the Department; and to support the Department in pursuing the objectives of quality management practices and diversity in the Federal work force. Details of the DOE and Federal GLOBE structure may be found at http://www.oha.doe.gov/doeglobe/info.htm

As a recognized affiliate of DOE GLOBE operating under the explicit sanction of the Secretary of Energy, we would expect:

• Access to routine Laboratory communication tools, such as ORNL Today and Ridgelines, to publicize meetings and activities of ORNL GLOBE;
• Access to the internal and external web servers of the Laboratory for the purposes of establishing a dedicated DWG home page, linked to DOE GLOBE and to affiliate chapters at other national laboratories;
• Representation within the diversity management structure of ORNL;

Reasonable accommodation of the needs of employees who wish to attend ORNL GLOBE functions or activities.