Intel was one of the first Fortune 500 companies to recognize domestic partnerships and offer benefits to family members. For Alisa, an inter-company accountant based in Oregon, these benefits relieved stress during her partner's job changes.

"My wife lost her permanent position, and having domestic partner benefits has been a real blessing while she looks for permanent work," said Alisa. "Intel's domestic partner policies have made it possible for us to enjoy being part of our children's lives and activities during a stressful time."

"The most valuable aspect of involvement with the Intel Gay, Lesbian Or Transgender Employee (IGLOBE) group is the opportunity to discuss the challenges GLBT people face, and to provide assistance for those who have come out, as well as for those who choose not to," said Rachael.

Both Alisa and Rachael help Intel increase understanding of sexuality differences by staffing education tables at campus open house events, administrative fairs, and general diversity fairs.

"What I've seen is that Intel's commitment and support of employee groups is second to none," said Josh, a client support technician in Folsom, California, and IGLOBE president, "We have 19 affinity groups covering a variety of diverse populations and experiences. While some groups may represent views that contradict personal beliefs of some employees, the company has always supported each group completely."

For those interested in volunteering their time to make Intel a Great Place to Work or to do work in the community, participation in employee groups can open doors to opportunities with external advocacy organizations.

Intel has been a corporate sponsor of Out & Equal*, a nonprofit workplace advocacy group, and the Human Rights Campaign (HRC). Josh believes that these commitments, as well Intel's federal support of the Employee Non-Discrimination Act (ENDA), demonstrate that Intel is dedicated to creating a workplace that is safe and equitable.

"I've had the opportunity to develop and present a workshop called How to Create an Out & Equal Workplace at an Out & Equal Pride Power breakfast, attended the Out & Equal Summit and HRC Gala Awards in San Francisco, and have been part of the National Gay and Lesbian Chamber of Commerce Conference (NGLCCC) in Washington, D.C.," he said.

Josh also helped the Sacramento-based Lavender Library set up their computer network. Parents, Friends and Family of Lesbians and Gays (PFLAG) is another outreach organization that all three are involved with, while Rachael is on Out & Equal's Board of Directors, and is a speaker and educator on transgender issues within the company and with external support organizations.

"Intel's workplace is an environment that allows opportunities to make a successful career, and the company GLBT policies have had a dramatic, profound effect on my life," said Rachael. "I was able to transition from male to female without a negative impact on my career. Intel policies were the framework that enabled that success."

"Including GLBT issues in diversity training allow me to be out and comfortable at work," agrees Alisa. "Intel's open door policy allows us to explore and even challenge things that affect us. I have become a better team member because I can openly and honestly participate in team building."