By Cindy Clardy, Ford GLOBE board member, 1995

Timing and wording are important issues in dealing both with management and the network group. Try to build a close camaraderie within the network group before approaching management. Respect members varying levels of comfort in being out or closeted, activist or social. Keep meetings as interesting as possible and ask for member feedback. While some members will be interested in advocacy and activism at work, others will be more interested in social networking, support discussions, parties or simply receiving e-mail announcements. Offering a variety of activities will help increase and diversify your membership. Keep the membership informed of progress and respond to all concerns politely.

Keep in mind this is a long-term commitment and that those who seek leadership positions in the group must be willing to commit their time and resources above and beyond the call of duty. Progress will be slow and frustrating. Conflicts will arise. Develop a tough skin, a large heart, and an ability to see and respect opposing points of view. Make a strong effort to be as inclusive as possible and proactive of diversity within your own group. Try to balance group dynamics to include both men and women. Learn consensus. This is no place for ego trips. This is not MY group; it is OUR group. Everyone belongs; everyone's opinion is valued.

Be warm but professional with management. Developing trust and a good working relationship will serve you better in the long run than confrontational tactics. Show how the company (not just the network members) will be helped by every proposal you suggest. Ask for clarification and explanation on areas of disagreement rather than demanding immediate change. Look for a win-win outcome in negotiations. If you have friends in top management, be willing to have them act as mentors and corporate climate barometers. They will understand upper management better than you will.

Benchmark other employee groups in your company as well as gay and lesbian employee groups at other companies. Learn how they operate and why. What worked for them? Read as much as you can on sexual orientation issues in the workplace. If your company is mentioned in any of these books, make sure management is aware of it. Give them a book list or actual book. Be prepared to answer any questions they may have. Do your homework.

Limit the number of people who officially represent the group with management. At least one of these should be very warm and articulate in verbal speech and one should be warm and articulate in written communication. How you say things and how you come across is as important as what you say. Choose your words carefully. Learn to use your spelling and grammar checker religiously. Learn your computer system inside out. If possible, have Internet access. Do not assume to speak for the company's position on gay issues. Let them speak for themselves, particularly with the press.