Kodak's employee networks received much support from Kodak Human Resources and management. As a result, networks were able to grow without much external resistance.
At Kodak, employee networks benefited both their members and Kodak corporate. While Kodak expanded globally, it worked with its employee networks, so its commitment to diversity and inclusion would expand with it.
As Kodak's employee network program grew, it updated its guidelines for them. Notice the difference of the author of these guidelines and the autor of the 1993-11 guidelines.
Deb Price was well read in Rochester, which had a rich LGBTQ community before the Lambda Network formed, and the network's success is partly due to its engagement with that community. Members of the Lambda Network were involved with local LGBTQ organizations, like the Gay Alliance of the Genesee Valley (now the Out Alliance) and the Rochester Gay Chorus, and the network itself collaborated with some of them.
The Lambda Network established the OUTSpoken & Visible Award program in 1996. In 2003, the network extended the program by allowing Kodak employees to nominate organizations in addition to people.
The Lambda Network at Kodak and the Gays And Lesbians At Xerox (GALAXe) grew up together. Each supported the formation of the other, and they hosted annual holiday galas, Gaylas, to celebrate themselves.
One of the largest challenges to the acceptance of LGBTQ people was and is invisibility. The Human Rights Campaign was instrumental in making LGBTQ people and issues visible in the workplace.
The Lambda Network created education and support, but a force infrequently cited and often present in their work was entertainment. Jokes, skits, and comedic relief were built into their Education Events with Management.
