But, given that it is 50 years since Stonewall, it’s clear we have more catching up to do. And this is where we owe OPEN Finance a great debt of gratitude. OPEN Finance gives us the tools we need to assess how we’re doing, and where we need to make progress. With the support of OPEN Finance, and the dedication of the Open Network at the New York Fed, we’ve introduced a number of new policies and measures that drive our efforts to make the Bank the open and inclusive employer we aspire to be. I’d personally like to thank David Ignell and Gil Carroll, presidents of our Open Network, for their work moving us forward. These efforts are important because they send a message to LGBT employees and the organization as a whole about our values and culture. I’d like to share one specific example. We recently created the option to add gender pronouns to our official e-mail signatures. This is a part of an organization-wide effort to raise awareness around the use of pronouns. On its own, it may seem like a small change, but it sends a loud message that part of respecting one another is using the correct pronouns. This effort has been well received, and a big part of that is because it’s created spaces for conversations that just weren’t happening before. But policies can only go so far.
And this is a journey without a final destination. When someone tells me “we’re done,” is when I know we have the furthest to go. It’s also a journey that is so much easier when we do not walk alone. Partners like OPEN Finance are crucial to our progress. Once again, I’d like to thank you for inviting me to open today’s forum. I know it’s going to be a productive and insightful day, and one full of the conversations we all need to be having more frequently. 1  LGBT Demographic Data Interactive. Los Angeles, CA: The Williams Institute, UCLA School of Law, January 2019. 2 James, Sandy E., Jody L. Herman, Susan Rankin, Mara Keisling, Lisa Mottet, and Ma’ayan Anafi. The Report of  the 2015 U.S. Transgender Survey. Washington, DC: National Center for Transgender Equality, chap. 9, 2016. 3 Human Rights Campaign Foundation, A Workplace Divided: Understanding the Climate for LGBTQ Workers  Nationwide, June 2018. 4 See for example: Hewlett, Sylvia Ann, and Karen Sumberg, For LGBT Workers, Being ‘Out’ Brings Advantages,  Harvard Business Review, July-August, 2011; and Hunt, Vivian, and Lareina Yee, Sara Prince, and Sundiatu Dixon-Fyle, Delivering Through Diversity, McKinsey & Company, January 2018. 3/3  BIS central bankers' speeches