Um documentário sobre os irmãos que devem trabalhar

No Sábado passado, assistí a um documentário sobre os irmãos que trabalham com seu pai e outros homens para puderem comprar comida, ajudar nos custos ou despesas e preencher/fazer face ás suas necesidades diárias. Neste dia tiveram que ajudar os mais velhos a alcançar as colméias na montanha. Atualmente, as abelhas vivem nas partes altas das árvores para que não se encontrem.

Então, procurarem as colméias todo o dia mas só encontraram duas. Foi muito perigoso para eles porque tiveram que escalar até uma altura de três ou quatro andares. Primeiro, um deles teve que preparar uma fuma feita de bambu queimado e coberto de tronco de banana para manter a fuma.

Outro deles foi escolhido para escalar a uma árvore e levar as abelhas para longe. Quando alcançava as colméias e fumava a colméia, as abelhas saíam. Eles foram atacados pelas abelhas, e tiveram que continuar até que atingirem o que procuravam. Também, pegaram as orquídeas nas árvores para obter mais algum lucro.

Depois, produziram umas garrafas de mel e as preparam para uma venda no mercado do bairro que ficava a 4 horas de distância caminhando. Durante a tarde, eles venderam tudo por uma quantia significativa. Antes de voltar a casa, foram ao mercado para comprar uns sapatos de couro para o filho mais velho e umas calças de graduação para o filho mais novo ou caçula. O caçula trouxe sua poupança de uns pesos para assegurar que compraria o que era importante para a próxima semana.

8 de abril de 2014

Advertisements

As Ilhas de Panay

Eu sou cinqüenta por cento caseiro e cinqüenta por cento viajante. Quando tenho um tempo e dinheiro extra, eu planeio uma excursão com minha família ou com as minhas amigas. Normalmente, nós viajamos ou visitamos lugares perto e nós fazemos viagens cujo objetivo é conhecer e provar a comida.

Algumas vezes, eu viajo com outras amigas para os sítios longes para relaxar e descobrir algo novo. O ano passado, viajamos para Iloilo. Fizemos uma excursão curta em Bacolod e Guimaras.

Iloilo é uma província pacífica e também uma cidade progressiva, arrumada e bem mais harmoniosa que Manila e as cidades locais perto de Manila. Mostra uma fusão de modernidade e antiguidade. Há muitas igrejas, museus, casas antigas, sítios turisticos e históricos, e os restaurantes oferecem comidas prazeirosas.

Como Iloilo, Bacolod também é uma cidade e capital de uma província também chamada assim. Tem mantido os sítios históricos e religiosos que ensinam muito sobre a história filipina. Por último, a ilha de Guimaras que tem muitas praias bonitas e tranqüilas é considerada um santuário para as pessoas que procuram distância e sossego.

Quando tiver uma oportunidade, voltarei outra vez!

25 de março de 2014

FLOWING OF TALENT: HOW KNOWLEDGE EXPANSION BRINGS OPPORTUNITIES

“Your work is going to fill a large part of your life, and the only way to be truly satisfied is to do what you believe is great work. And the only way to do great work is to love what you do. If you haven’t found it yet, keep looking. Don’t settle. As with all matters of the heart, you’ll know when you find it.” 
– Steve Jobs

Like the epigram purports, Ingrid Asinas, appointed as senior team manager for Corporate Services in the last quarter of 2011, is one employee who keeps on searching for opportunities to expand her knowledge and to deepen her understanding of how the Thomson Reuters business works.

Her journey started in an analyst role for three years, where her work focused on Contact Information and Funds Acquisition (now called Profiles). In February 2007, she became the Senior Analyst for Profiles – Asia Pacific and then moved to the team manager role six months later. All these opportunities opened up around the time that Georgeson Analytics/ComputerShare, her former company, was still a separate entity up to its eventual acquisition by the then-Thomson Financial.

After the Thomson Financial-Reuters merger, Ingrid served as the Operations Manager for Profiles (APAC & North/South America) for another three years.

The move from a role in a small team to manager of a big group was a complex process: “I spent eight years with Profiles, and it was not easy making a decision to leave a team where I had developed my potentials as an analyst and honed my capabilities as a manager,” Ingrid said.

“I started off with doing basic tasks such as calling up financial institutions, and making sure that the data was timely and complete and what went out to the products was accurate. Then, I started to answer client queries, from the simple to the complex. When I became a senior analyst, data quality became my main priority. Since I had been dealing with analysts and processes, I was eventually assigned a managerial role with the expectation that I hone the team to be more capable and competent.

“Then, I realized that I was ready for a bigger responsibility in operations. There is still so much to learn in the Ownership and Profiles world but I believe I had my share. There was an opportunity to move on to another group and I decided to transfer, hoping to share the knowledge and experiences I had in Profiles and to further develop my capabilities in people management,” she added.

In her current role, Ingrid’s responsibility goes beyond completeness, timeliness, and quality because this time, she has to ensure customer satisfaction, make major decisions, and take accountability over the results.

Ingrid believes that there are opportunities within the organization that will help employees grow not just in terms of promotion but in knowledge expansion and understanding of the business as well. Being proactive and vigorous in providing customer satisfaction as well as taking client queries, for instance, allow one to gain more insights on the business. Moreover, one ought to appreciate and find the significance of one’s work or dataset, familiarize oneself with the products, think like the clients, know how to be a team player, and create a harmonious working environment.

After all, as Steve Jobs once said about great work, “the only way to be truly satisfied is to do what you believe is great work. And the only way to do great work is to love what you do.”

Sustaining Liaison through Expertise and Fundamental Work Philosophy

 “As I honestly feel it, there is no hardest endeavor for me. Everything in the job is a challenge but I just enjoy it. I started out as a Research Analyst tasked to do production alone. As a Senior Analyst, the priority changed from productivity to data quality. When I became a Team Manager, my main task was to develop the talent and skills of people under my management, in addition to monitoring their productivity and quality. With my current role as a Data Specialist, I have built a very strong relationship with different stakeholders across locations. Different roles have different responsibilities. I just needed to adjust myself to every role and situation to be able to perform very well.”

NICHELLE CAJAYON

This is the resounding statement of Nichelle Cajayon, Data Specialist for Ownership – Declarable Stakes, as she answered all the inquiries regarding her responsibilities and work philosophy. Primarily, she joined Thomson Financial (now Thomson Reuters) as a Temporary Research Analyst for Ownership – Portfolio team in August 2001. After two months, she was then fully hired by the company as a regular Research Analyst for the Ownership – Declarable Stakes team. In 2004, she became a Senior Analyst and consequently, moved up to a team manager role the subsequent year. Prior to her current role as a Data Specialist, she had been a team manager for Declarable Stakes for four years. She blissfully exclaimed that she has been with the company for one decade and 8 months.

“Primarily, the role is intended to provide subject matter expertise, skills, and knowledge within a specific Data set in order to build or maintain the content that is currently covered on existing databases or to use that knowledge to test future databases. The Data Specialist acts as the primary contact to give technical presentations on area of expertise. Scoping and validating business requirements for new projects is also one of the main responsibilities of the Specialist, as well as leading and coordinating research efforts involving multiple data sets. The Data Specialist represents the Content group in projects or discussions with internal and external stakeholders”, she explained.

“On a day to day basis, this role serves as the middle man between the Content Specialists and the Operations team,” she added.

Cajayon emphasized that in order to be qualified as a Data Specialist, ‘one should demonstrate subject matter expertise on the data processes, as well as the understanding of relationships that exist between groups within the organization. He or she must have the ability to independently drive projects, and to take initiatives on process improvements.’ Moreover, she underscored that ‘high interpersonal and communication skills are a must to be able to target audiences at all levels and to successfully build a network across locations and data sets.’ Lastly, he or she should ‘possess strong analytical and problem solving skills with attention to detail.’

Her work attitude and principles could be related or paralleled to resilience, patience, perseverance, perspicacity and harmony. She had learned that the drive to succeed must come from within. “Everyone must have his/her own goals and do his/her best to achieve them. Discouragements are everywhere but if you keep your focus, everything will just fall into place,” she purported.

Lastly, Cajayon mentioned that we should be patient and always do our best. We should also work hard and believe in our capabilities. In the end, our own star will shine; we just have to wait for our turn. Moreover, she asserted this as her piece of advice: “Love your work and your work will love you. Nothing will go unnoticed. I also believe that good things come to those who wait. There are even times that even if you don’t ask for it, it will come to you.  That’s why I also lasted this long in the company; I do not easily give up!”

Manila Portal Segment: Specialist Q&A

Working Moms: On Attaining and Sustaining Work-Life Balance

Work-Life Balance dichotomy is a polysemous and polemical concept that puts mankind in complete abstractness and absurdity. Even before its coinage and usage, people always search for ways on how to create, establish and maintain a constant balance between work (career and ambition) and lifestyle (health, pleasure, leisure, family and spiritual development).

Amidst fast-paced technological age, professional or labor space gradually changes and becomes more diversified. This diversity is a magnificent intricacy that we inconspicuously embrace as we go with and swim against the tide. Within this professional diversity, we hail our working mothers as they balance their profession and motherhood.

Work-Life Balance is one of the Diversity Pillars (i.e. Cultural Sensitivity, Women and Working Moms, Pride at Work) that Thomson Reuters constantly sustains and fortifies through purposeful projects and activities. The company’s campaign towards holistic development of women is a true testament to its abidance to the Magna Carta of Women.

Hence, in accordance with the Mother’s Day Month-Long Celebration, CAVS Portal features two working moms from the Ownership Group.

Donnalyn Baret-Solano

IMG_2766

Donna is a Senior Research Analyst for Asian Declarable Stakes. She is also a Freelance Makeup Artist specializing in Beauty, Fashion and Bridal Makeup. She earned non-degree certificates in Facial Beauty, Fashion & Photography and Bridal Makeup for Professionals from Maquillage Professionel (MP) School of Make Up Artistry in 2012.

Furthermore, she has recently completed her special courses in Air Brush Make Up in The Makeup Artistry. Her immense accomplishments and maquillage virtuosity have been greatly influenced by exceptional instructors like Yuki Geraldo, Mio Robo, Mikee Raymundo and Viana Mendez.

Despite her busy professional life as a Senior Analyst, she always finds time to pursue her passion and fulfill her maternal duties. She is constantly inspired to bring out the true beauty of a person wherein self-reliance, sense of appreciation and confidence are also instilled and subsequently become contributory to one’s holistic personal development.

Tell us (more) about your journey from being an analyst towards your current role in the Ownership group.

“I started as a temporary Research Analyst for Mutual Funds North American Processing in April 2003. After a probationary period of three months, I became a regular employee. In 2007, I was appointed as Senior Research Analyst for Insider Data Trading. After two years, I was assigned as SRA for Asian Markets in the Asian Declarable Stakes Team.”

What was the biggest challenge you ever had in attaining and sustaining balance between career and family?

“The challenges emerged when I had my daughter. From pre-natal to preschool phase, taking care of my daughter while keeping up with the demands of my profession has been my greatest everyday challenge. With my family’s support, I am able to withstand the daily wars. Transferring to another team was also a big challenge due to new changes and interpersonal differences. Fortunately, I realized that I could manage my work responsibilities along with familial duties. Although my current job requires more time and effort, I always make sure that I have sufficient time to spend weekends unworriedly with my family. Moreover, I plot a me-time day on my schedule so as to refresh, relax and recharge.”

What is your work philosophy?

“Pure hard work with unwavering determination will get you to your goal. Also, having a positive outlook or putting a good perspective to your work will definitely make every ordeal lighter.  By being jolly and optimistic, everything becomes easier and my contagious joy resonates in the workplace. Creating pleasure out of the stressful pressure and heavy workload is my daily assurance.”

What is your piece of advice to other working mothers who may have been seeking for enlightenment?

“Although Work-Life Balance may not be a piece of cake for all of us, we should take heart in pursuing our dreams and passion. There will always be sensible means on how to enjoy parenthood and profession concurrently. What we also need is to have more discipline and we should spend our day with a sense of appreciation and fulfillment. Optimism and self-reliance are the values we must hone and inculcate to our children.”

???????????????????????????????

Rhea Mallari-Alcantara

office pic

Rhea is a Senior Research Analyst for Asian Declarable Stakes. She is a proud mother and a career woman. She joined Thomson Reuters (formerly Thomson Financial) in 2002 and the rest is history and her story!

Who is Rhea Mallari-Alcantara?

“A proud mother to my two handsome children and a happy wife to a loving and sweet banker. I love my family. My family is my life, my inspiration and my greatest joy.

I enjoy being a career woman and I love to learn as much as I can from every perspective. Daily challenges drive me to work harder and smarter. My career is my passage towards success and fulfillment.

My spare time is usually spent as sleeping or napping hours so as to have lots of energy to face the next hurdle.

Lastly, I am a Korean Pop die-hard fan. It may sound cheesy, but I enjoy watching them (Korean Pop Artists) because they make me feel young and alive. I find Korean music soothing to my ears albeit I hardly understand the lyrics.”

Tell us (more) about your journey from being an analyst towards your current role in the Ownership group.

“My professional journey started when I joined Thomson Financial (now Thomson Reuters) in 2002 as a research analyst under the Asian Declarable Stakes Project in the Ownership group. I was primarily assigned to cover Australian Financial Market (i.e. one of the biggest markets covered in Manila) and then I handled Asia Pacific Markets such as New Zealand, Singapore, Hong Kong and Malaysia. In 2006, I volunteered to include UK Financial Market in my bucket list.

Then, I was promoted as Senior Analyst in 2007. That same year, Quality Team was created to ensure accurate and timely updates. Fortunately, I was chosen to be part of this team. Definitely, I can say that I have learned so many things. Pre-managerial and quality assurance tasks have given me opportunities to collaborate further with global counterparts in order to hit our targets and eventually develop stable network and friendship. Consequently, I became self-reliant and more systematic. My work ethic (attitude) radically improved and I subsequently adapted to changes at once.

For many years, I have been a witness to the Ownership group’s evolution. From manual data update to digital sourcing of data has been my cup of tea through the years. Simplification and automation projects have made my job simpler, systematic and scrupulous.”

What was the biggest challenge you ever had in attaining and sustaining balance between career and family?

“Finding symmetry between career and family is a tug-of-war endeavor. I always have to make personal sacrifices to achieve my career goals.

It is a daily hurdle that is hard to deal with, yet exciting and fulfilling. With my husband’s constant support, I become a warrior queen that wages war and comes home victorious.

Thomson Reuters’ career and family oriented atmosphere is also a contributing reason or factor why I am able to maintain balance between my career and family. The company fully understands our situation and constantly deals with our requests. Thus, I am honored, fortunate and grateful.”

What is your work philosophy?

“Work smart and be happily grateful. Despite all the heavy workload, I aim for perfection and take pleasure in everything I do. At the end of the day, what really matters is not the quantity of work but your dedication and adherence to output quality and performance. Ergo, I strive and thrive!”

How do you keep your unwavering enthusiasm towards work hitherto?

“In every challenge I encounter at work, I always make sure that I learn from it. Thus, when I’m learning, I am intellectually growing.

Thomson Reuters does not only give opportunities to develop our talents and skills, but it also treats us with respect.

My colleagues are not only my co-workers, but they are also my true and dearest friends. Team spirit is always present and everybody is nice, helpful, cooperative and attentive. We are all like family, working together as one.”

What is your piece of advice to other working mothers who may have been seeking for enlightenment?

“Patience, sacrifice and compromise are essential elements to a well-balanced family and career.
I want the working mothers to know that we are all extraordinary. We epitomize Tierra Madre, Mater Amabilis and Mater Dei for our forbearance and endurance so as to solely love and take care of our family. We make and get the best of both worlds. Working mothers are truly beautiful and amazing!”

family pic

Thus, Work-Life Balance is all about identifying priorities, making plans, discipline, hard work, flexibility, adaptability, resourcefulness and optimistic mindset. We must know how to manage our time effectively and appropriately so as to achieve our daily goals and keep everything in perspective. Motivational Speaker Jeff Davidson underscored that we should manage or balance these vital components: Self-Management, Time Management, Stress Management, Change Management, Technology Management and Leisure Management.

On the other hand, Allison O’Kelly (Founder and CEO of Mom Corps) said that work-life balance does not exist because “the term balance implies an equal distribution…work and life will never be in perfect balance.” Nevertheless, she stressed that we should not lose hope and we can eventually find work-life satisfaction.

“ …It starts with the right frame of mind.  If you stop striving for balance, and instead search for the mix that works best for you and your family at any given time, you’ll be on the right track. Don’t think of work and life as two opposing forces. Instead, think of them both as part of your whole self.  One simple way to accomplish this is to change the way you organize your to-do list.  Instead of one list on your desk for work and one on your refrigerator for home, blend them into one. This will you help you look at the big picture and prioritize appropriately.

Now that you’re looking at your life as a whole, it’s also time to change the way you measure success. Don’t just look at how many items you crossed off of that to-do list.  Instead, ask yourself if you’ve accomplished what was most important to you. If the answer is yes, you are on your way to work-life satisfaction. If the answer is no, consider how you could have re-prioritized to accomplish what was truly valuable to yourself, your family and your career.

We’re doing ourselves a disservice by constantly striving for zen-like balance. Striving to achieve the impossible will only make you more frustrated. Instead, take a hard look at what’s most important to your whole self – one that includes work and life together – and start making modifications accordingly.”

 Although achieving and sustaining work-life balance is a perplexing endeavor, we should also keep in mind that the existence, distinction and cultivation of interdependence between work and personal life/lifestyle are indispensable to our subsistence.

Fashion Expressionism sans Corporate Dress Code Transgression

Many people believe that clothing or attire defines one’s personality and usually becomes contributory factor to our first impression and implicit perception of others. It pertains to individual preferences, interests, perception, aesthetic appreciation and expression. On the other hand, it may reflect one’s socioeconomic status as well as professional/personal image creation and projection.

In a corporate context, employees must comply or adhere with the company dress code policy and guidelines, in accordance with the universal corporate norms and code of professionalism and conduct, because they are the direct representation of the whole organization. Indeed, they are also expected to act, behave and present themselves professionally at all times.

Conversely, these concepts are then treated with varying and diverging levels of acceptance, ambiguity and rationalization due to various reasons and factors. In the end, regardless of price and brand, what really matters is that there is comfortability, creativity, quality, suitability and compliance.

LGBT Workforce Discourse: The Power of OUT and Active Allies

Thomson Reuters Manila Pride at Work and Speakers’ Club collaborated to conduct “Friends: Say it with Sensitivity” Forum on Oct 17th.

The forum, facilitated by Ruth Adante (Associate Publishing Specialist, GGO Legal Content) and Bianca Teodoro (Publishing Specialist, GGO Legal Content), highlighted the importance of being an Active Friend in the workplace or an advocate of LGBT Rights. Manila Pride at Work also launched its “Friends Tool Kit” that features essential research on LGBT workforce and informative discussion on how to be an active LGBT friend in the workplace. Mark Hernandez (Group Manager, Legal) also graced the event and was announced as the Manila Pride at Work Executive Sponsor.

“Being a friend means coming out, be open with it, speak up and advocate,” Mark Hernandez concluded his opening remarks after underscoring his concepts on learning the LGBT Diversity and LGBT Talent.

Proud and Active Friend, Joko Jriej (Customer Support Operational Manager), elaborated on The Power of “OUT” 2.0: LGBT in the Workplace study spearheaded and released by The Center for Talent Innovation (formerly Center for Work-Life Policy). This study was a follow-up research conducted by Sylvia Ann Hewlett and Karen Sumberg in 2011 wherein LGBT employees in the U.S. were surveyed. This latest CTI research underscores that “Corporations and individuals are increasingly embracing LGBT status as an emerging career asset. Yet, despite advances in workplace acceptance, 41 percent of American lesbian, gay, bisexual and transgender (LGBT) workers remain closeted at the office. Given the increased productivity and lower turnover rates of “out” workers, multinational organizations have a bottom-line incentive to create a workplace where LGBT workers feel accepted, valued and comfortable being who they are.

Moreover, this research “quantifies the benefits of a truly inclusive workplace to both employers and employees. Being open about their sexual orientation or gender identity gives LGBT professionals access to unique business opportunities and platforms on which to exercise their leadership. In addition, out employees are better able to gain the attention and advocacy from their superiors and leverage their LGBT status internally to obtain sponsorship. Those with sponsorship have a significantly higher rate of work satisfaction and are less likely to feel stalled in their career. Finally, being out magnifies the visibility of LGBT professionals to clients and consumers specifically seeking the outlook and expertise of a company that values diversity.

To continue the discussion on the LGBT research as well as the contents of the “Friends Tool Kit”, another Proud and Active Friend, Jaclyn Yee (Senior Team Manager, Investment Banking and Investment Management), enumerated and expounded the ways on how to be a FRIEND: Learn the Issues, Be Comfortable, Speak Up for Inclusiveness, Advocate and Come Out as a Friend. She also shared her story as an Active Friend or Ally at home and in the workplace. As she finished her discussion, she reminded everyone that we must “always educate ourselves” and “spread the love”.

Aftermath, the forum was filled with more zest and good risibility as the random questions and topics were raised. Along with the sprinkle of inquisitiveness, Prince Gregorio (Event Producer, GGO Legal Content) and Basti Ayala (GGO Ops Center HR) narrated their experiences, challenges and concepts of being gay as they grew up and their struggle with societal obscurity and intricacy along with their professional and personal successes and achievements. Both of them underscored that love and acceptance should start from ourselves before we expect others to do such reciprocally. Moreover, LGBT members must be fully and sincerely loved and accepted for who and what they are.

Being OUT at Work and the Power of Active Allies

CTI Research (The Power of “Out” 2.0) stated that “Allies (or Friends) — people who support or work as LGBT advocates — play a decisive role in creating an open community where individuals are comfortable being themselves. For organizations to thrive, they must foster an environment that enables their LGBT employees to thrive. Culture change begins by understanding what LGBT talent really values in an organization. While many companies excel at publicizing pro-gay policies and positions externally, there’s an ongoing need for company leaders, HR officers and succession planners to publicize and act on them internally. But equally, if not more important, to the success of LGBT employees is the underlying organizational culture of these companies.

In 2012, The Glass Hammer, the leading career management site for women in financial and professional services, along with its sponsors such as Bank of America Merrill Lynch, Goldman Sachs and PwC, released a whitepaper report on “Managing Identities at Work”. The said report focused on “Being Out at Work”, looked at the LGBT experience through gender lens and aimed to shed light on what companies can do better for diverse high performers (i.e. LGBT employees).

In this study, the researchers focused on lesbian professional women and found out that many of them “are still uncomfortable in their immediate environment and would like their company to do more education around LGBT issues.” On the other hand, the study “identified factors that contribute to an overall increase in satisfaction and motivation for lesbian professionals.”

In order to capitalize fully on the talents of their lesbian employees, companies should (Being Out at Work, p. 11):

  •   Set the right tone by having leaders talk about LGBT diversity frequently and publicly.
  •   Educate the straight majority about how they can support their LGBT colleagues.
  •   Support affinity groups that allow gay and lesbian employees to network and connect

        with one another.

  •   Invite straight allies to participate in LGBT employee networks.
  •   Highlight senior lesbian employees so they can be role models for others.
  •   Sponsor external events and organizations to demonstrate corporate support.

 

Finally,  empowering  lesbian  women  to  strengthen  their  networks  by  providing  more  content-

focused  employee  resource  groups  may  also  help  them  to  leverage  key  relationships  along  the

corporate ladder as they advance in their careers.

 

By  aligning  managerial  and  peer  level  support  with  corporate  initiatives  like  sponsorship,

mentoring, and equalized partner benefits, real ground can be made in the journey from diversity

to inclusion.

Lastly, Nicki Gilmour (Founder and CEO, The Glass Hammer) also emphasized in her introduction (Being Out at Work, p. 2) that:

The Glass Hammer is perfectly placed to examine deeper issues around gender and identity at

work and our goal is to empower women of all types to advance in their careers. Our research

arm, Evolved Employer, is working hard to benchmark diversity so that the industry as a whole

can better understand how to remove and reduce systemic biases. In my opinion, it is only when

we work in this manner that we can truly further the dialogue around diversity – to start leveraging diversity as a business driver. Achieving inclusion is a cultural change project; changing culture is only possible when led with a vision and backed by compliance, not the other way around. 

Meanwhile, according to the Williams Institute on Sexual Orientation Law & Public Policy, “Gay employees still face struggles. Depending on the group, 15 percent to 43 percent of gay and transgender employees admit to having experienced some form of discrimination or harassment in the workplace and 58 percent of LGBT workers report that coworkers make derogatory comments “at least once in a while.” The so-called double jeopardy of gender and anti-gay discrimination entails further risk for female employees—according to the CTI study, 74 percent of lesbians say they encounter bias based on sexual orientation, compared to 51 percent of gay men (cited in ‘Out’ Is In: Gay Workers Find Workplaces More Welcoming, 2013).”

Relatively, in the study conducted by Kristin H. Griffith and Michelle R. Hebl (2002) from the Rice University on “The Disclosure Dilemma for Gay Men and Lesbians: “Coming Out” at Work”, their final statement in the Implications section purported that:

“Issues concerning disclosures of sexual orientation in the workplace are complex but can be understood with an increased focus on the workplace experiences of gay and lesbian employees. Given that attitudes about gay and lesbian individuals, laws and organizational policies are continually changing, it is important to empirically examine critical issues that gay/lesbian workers face. We can’t rely on outdated research – or the entire absence of it – to understand organizational implications in an evolving workplace (1197-8).”

Hence, it is important that LGBT friends or allies must also come out in order to fully strengthen the advocacy and must also be active rather than passive or reactive ones. Strong network and support of active friends and allies, along with the company’s fair stand, unwavering support and programs on gender and cultural diversity and inclusive environment, will definitely create a wonderful and harmonious professional world for everyone.

Ergo, be PROUD and be an ACTIVE FRIEND NOW! (Pride at Work)

For further details on LGBT Research, please refer to the following links:

BEING OUT AT WORK: Cultural Implications for the “L” in LGBT. http://www.evolvedemployer.com/media/2012/02/LGBTResearch_PRINTCOPY.pdf

Center for Talent Innovation. http://www.talentinnovation.org/

The Concept of Double Jeopardy: A Look At The Lives Of Multiply Disadvantaged Individuals.

http://egrollman.com/2012/09/14/doublejeopardy/

Double Jeopardy?

The Interaction of Gender and Race on Earnings in the United States.

http://personal.psc.isr.umich.edu/yuxie-web/files/pubs/Greenman-Xie2008.pdf

A guide to resources in the Williams Institute Reading Room, part of the Williams Institute on Sexual Orientation Law and Public Policy at the UCLA School of Law.

http://libguides.law.ucla.edu/williamsreadingroom

Griffith, Kristin H. and Hebl, Michelle R. (2002). “The Disclosure Dilemma for Gay Men and

Lesbians: ‘Coming Out’ at Work.” Journal of Applied Psychology.

http://www.owlnet.rice.edu/~hebl/Pub/9.pdf

How ‘Straight Ally’ Programs Are Transforming The Workplace.

http://www.forbes.com/sites/karenhigginbottom/2013/12/23/how-straight-ally-programs-are-transforming-the-workplace/

LADLAD party list. Bukas Isip. Bukas Puso. http://ladladpartylist.blogspot.com/

Lesbian, Gay, Bisexual & Transgender Workplace Issues.

http://www.catalyst.org/knowledge/lesbian-gay-bisexual-transgender-workplace-issues

LGBT IN THE WORKPLACE: “POWER OF OUT 2.0” STUDY REVEALS NEW DATA ON HOW EMPLOYERS CAN LEVERAGE LGBTI WORKERS’ POTENTIAL.

http://dailyqueernews.wordpress.com/2013/02/12/lgbt-in-the-workplace-power-of-out-2-0-study-reveals-new-data-on-how-employers-can-leverage-lgbti-workers-potential/

‘Out’ Is In: Gay Workers Find Workplaces More Welcoming.

http://www.businessweek.com/articles/2013-02-12/out-is-in-gay-workers-find-workplaces-more-welcoming

The POWER of OUT. http://codaleadership.com/wp-content/uploads/2012/12/CWLP-The-Power-of-Out-Copyright.pdf

The Power of “OUT” – LGBT in the Workplace.

http://www.deloitte.com/view/en_AU/au/insights/browse-by-service/human-capital/db8093d315575310VgnVCM1000001a56f00aRCRD.htm

The Power of “Out”2.0: LGBT in the Workplace. Center for Talent Innovation. http://www.talentinnovation.org/publication.cfm?publication=1390

Sexual Orientation and Gender Identity Throughout History. https://www.unfe.org/en/actions/idahot-infographic

UN Free & Equal. https://www.unfe.org/

Williams Institute on Sexual Orientation Law & Public Policy.  http://williamsinstitute.law.ucla.edu/category/research/workplace/

Lingua Rama: Foreign Language Learning in a Nutshell

Learning a new language brings about holistic benefits and opportunities. It is also a way of learning and appreciating one’s culture and history. Consequently, this new information will add up to our existing knowledge and perception of the world and the cosmos. Conversely, learning the basic elements of a language is just a kick-start which subsequently directs us to a broader linguistic flow and landscape. Thus, in order to provide that linguistic overview, Thomson Reuters Speakers’ Club has recently launched its short-term introductory lessons in selected foreign languages.

TR Speakers’ Club was launched on July 3, 2013 with the aim of helping Thomson Reuters’ employees to “develop, enhance and refine their public speaking skills.” Its current chair, Frances Claire Lay Yu, spearheaded the Lingua Rama project which was “a week-long language training on common words, pronunciation, culture, grammar and basic sentences in Korean, Italian, Spanish, French and Japanese.”

The said languages were selected based on a survey conducted at the onset of the club cycle. Moreover, the availability of language instructors was a primary consideration. The classes were conducted during the company’s Diversity Week celebration.

May 12:  (Korean) 8:00 – 10:00 PM — Jay-ar Magtira and Maricel Sanchez

May 13: (Italian) 1:00 – 3:00 PM —  Ana Hernandez

May 14: (Spanish) 3:00 -5:00 PM — Elizel Patriarca

May 15: (French) 2:00 – 4:00 PM — Kim Estur

May 16: (Japanese) 3:00 – 5:00 PM — Olivia Cruz and Michio Sakurai

 

Likewise, in January 2013, Content Academy Manila launched SPANISH 101, a basic Spanish Language Course for Content employees. Spanish Language Specialists from various business units who applied for the Trainer Certification Program (TCP) became the program’s instructors. They were also certified as Subject Matter Experts for having created a tailored curriculum, lesson plans, instructional design and trainer’s guide. The said language program successfully culminated in April 2013.

Now that the annual interest club accreditation has recently been opened, Frances hopes that TR Speakers’ Club would be accredited once again so that the club may continue its plans of conducting basic and advanced language courses.