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Carroll- All right. So, good afternoon. Today is Wednesday, August 28th, and we're here at RIT. My name is Tamar Carroll, and I'm a history member in… a history faculty member in the College of Liberal Arts here, and I am sitting with Sarah Zinken. Sarah, can you say hi?
Z- Hi.
C- And Sarah is a high school student at Brighton and a research assistant working with me on
the Lambda Kodak Project. And today, we're going to be interviewing Teri Eadom.
Eadom- Yep, yep, that's it.
C-And so, Terry, thank you for being here. And before we get started, is it okay with you
if we record this interview?
E- Yes.
C- Thank you. And is it okay if, when we're further along with this project, if we donate
the interview and the transcript of the interview, after you've had a chance to review them,
to the University of Rochester Archives?
E- Yes.
C- Okay. Thank you so much. Great. Well, I was hoping we could start with you just telling
us a little bit about yourself and your background. Did you grow up here in Rochester?
E- I did. I grew up here in Rochester, yeah. And I went to undergrad at Geneseo. I did
my, I got my master's here at RIT, and I've been in human resources for pretty much most
of my career.
C- Okay. Great. So, what degree did you pursue here at RIT?
E- I did a master's of human resource development.
C- Okay. Perfect. What brought you to Kodak?
E- When I graduated from, like I said, I haven't always been in human resources. When I first
graduated from Geneseo, I started at Kodak as a systems analyst, writing code. I don't
know what I was thinking. It was not a good fit. So, I mean, it was fine, but it's not,
I discovered pretty quickly it's not what I wanted to do for a career, so…
C- Yeah. About what year was that?
E- 1988.
C- 1988. Okay. So, and Kodak was still a really large employer at that time.
E- Yes. Yeah. Yeah. I don't know if it was 60,000. It was still huge. It was shortly after that
that I spent a lot of my career downsizing and laying off. But yeah, back then it was
huge. Yeah.
C- Yeah. Were you excited to start working there?
E- Yeah. Yeah. Especially, I mean, you know, back then to work for Xerox or Kodak, just
that's what a lot of people did. You got out of school and went to work for one of the
big companies here in town.
C- Yeah. Did any of your family work at Kodak?
E- An uncle, but not anybody really close.
C- Yeah. So, you found out pretty quickly that wasn't the right position. Is that when you
went back to graduate school or?
E- No, I did that later on. I think when I was in my, when I was, I think I was in my 40s,
which isn't, I tell my kids, if you're going to get an advanced degree, do it a lot sooner
than that. No, I, they had a, what they called, they had a big retirement, which caused a lot of
movement at Kodak, which allowed me to transition into HR. So, which was great.
C- And that was like maybe in the early 90s.
E- Yeah, it was 92.
C- 92. So, just when Lambda was forming.
E- Yeah. Yeah. I didn't come to the party until a little later, but yeah. Yeah. I think I,
I'm trying to think when I joined, it was probably, I don't recall, 2000, something
around.
C- Okay. And what were you doing at HR?
E- So, I was a human resource manager at Elm Grove, and I had a situation with a leader
and an employee that was really upsetting to me. She was gay and he was incredibly insensitive and it made me, and so that's when I reached out and asked to join the Lambda board.
C- Oh, wow. How did you find out about Lambda?
E- Well, one nice thing about Kodak is they had all the different employee networks, and so
they were pretty well known and they would do events. So, it was, so back then, that
was one, I kind of took that for granted at the time, but it was just, I think being in
human resources, you were just really well aware of all the different employee network groups.
C- Okay. And how, what was Lambda like?
E- It was like the best bunch of people you ever want to work with. I mean, they were so passionate and just wanted to make Kodak a better, more accessible place. Like, they were so authentic and so genuine. And I remember at the time we had a leader in HR that was from Xerox and he said he was, he'd come from Xerox and he's like, oh, our equivalent employee network there was much different. Lambda was just more about partnering and educating and you just kind of wanted to be on their team. And he said, that's not how at Xerox their employee
network had approached. It was more adversarial. And so he, and it was, it was just, I can't
even explain what a wonderful group of people they were to work with. Just wonderful. Well,
you know, Emily, Dan, some of the people, I mean, they were just wonderful.
C- Were they able to help you with that situation? Were the...
E- They, we had them come in, I don't know if they've talked about the fishbowl exercise.
So we had them, and I remember at the time, in hindsight, I worried, I should have probably
worried about it more at the time that if I was inviting them into a safe environment
because this leader just didn't get, so we did that to try to educate and, you know,
so they were helpful, but I'm, I'm not sure it resonated the way I hoped it would have,
you know.
C- Because he just kind of shut down or...
E- Yeah, he just, you know, yeah. Just didn't, just didn't understand it, yeah. Yeah. It's a, you know, and so I looked at Sarah, it's such a better world that you live in. I mean, it really, I talk to my kids, it's so different, you know, so, which is, which is wonderful, you know.
Z- What was the culture like at Kodak regarding LGBTQ rights when you joined?
E- I don't really recall when I joined. I remember the time this incident happened
with this leader and employee. Our, the CEO was George Fisher, who was a very good CEO,
and his, I can't think of the word for it, his like right-hand person was somebody
that we all knew was gay. And so I felt like there was a lot of support.
This leader we had just hired in externally, so I think that was part of it.
He didn't understand the culture and the things that he said and did were just so unacceptable.
So I felt like Kodak was always, you know, a really, you know,
and again, I think Lambda had a huge part in that, so.
C- Yeah. Was it Cynthia Martin, who was his, yeah, executive assistant?
E- That's the word I'm looking for, thank you. Yeah, yeah, and she was, yeah, she was great, yeah.
C- Did he, did that leader ever change over the course of time that they were employed at Kodak, or?
E- No, they eventually left. It was not, it was not a good, and in hindsight,
what he did, I remember talking to the VP of HR, I worked with at the time,
and he kind of said it was a colossal error and we probably should have just fired him.
I think now that's probably, in hindsight, they didn't, but they probably should have.
C- Yeah, but, but he wound up leaving anyway, because it wasn't a good fit.
E- Yeah, it was not a good fit.
C- Do you think, did the employee wind up joining Lambda too?
E- Yes, I believe she, I'm trying to think, you know, I should know that. I'm so sorry, some of this was so long ago.
C- No, that's okay, it was many years ago.
E- I think she, I think she did. I can't recall now, I probably should know that.
C- Yeah, no, that's okay. I'm honestly just curious. So you got involved, Emily's, Emily Jones told us that you got involved working on the gender transition in the workplace policy with Lambda members?
E- Yes, yeah, yes, we had a Lambda member that was transitioning, and so we worked with someone in our diversity group to kind of document a process, which, you know, again, like I look at RIT now and it's like all the bathrooms are, you know, kind of gender, like that wasn't the case. The biggest issue with that was really sorting out bathrooms and people's comfort level with that at the time, so it was so different than it is now. But, yeah, so we documented a policy for that, so, and we involved, we involved this employee and it was, it was, yeah, it was really great to be part of that. So back then it was kind of cutting edge. I think now, I haven't even seen a copy of it in years. I'm sure I'd look at it and go like, oh, yeah, you know, but, but.
C- Yeah, and do you remember about when that was?
E- Gosh, I left there in 2006, so it had to be early 2000s, so.
Z- How did you decide what the key points of the gender transition policy would be?
E- Gosh, that's a good question.
Like I said, I remember, I remember the person in diversity talking about,
wow, we've talked a lot about bathrooms, a lot, like, unfortunately that was part of it,
and part of it was educating the work group.
One of the things we probably should have thought through more is,
and I think this was very unusual, the employee we had at the time that was transitioning was,
his wife had a lot of discomfort with it, so sometimes he would go back for it.
So sometimes he would present as a female and then she'd be uncomfortable
and he would go back to presenting as a male.
So he would kind of flip-flop, so sometimes that was just, people just weren't used to that.
So in hindsight, we probably should have done more education on that,
because I would think that's kind of unusual, I think, for most people,
and I can't speak for people, but that once you decide to move forward with the transition.
So his was a little, I think, unusual, so we probably should have spent more time on that part of it.
C- Were the bathrooms, were there any single-stall bathrooms, or were they all group bathrooms?
E- I think that's what we did, I think at the time was to try to find single-stall bathrooms at the time.
C- And was that successful, do you remember?
E- Yeah, I don't remember it being an issue.
And again, I think the Kodak was big enough that we usually could find, we could usually figure that out.
There were enough facilities, in other words.
C- Do you remember what else was involved in educating people about it?
E- Oh gosh, I feel terrible, it's been so long.
I remember just working with leaders and working with their departments
to try to educate them on what to expect, and not to be shocked,
and it's the same person you've worked with for years, and so they're just presenting differently.
But yeah, I don't recall all the details.
Z- Were there any main challenges you encountered when writing the gender transition and the workplace policy?
E- I think at the time, because there weren't any, there weren't many examples,
I remember us trying, I think one of the airlines had something,
I remember we were trying to find resources and examples, and at the time there just wasn't a lot.
C- Did you work with Out and Equal on it?
We probably did, I'm sure we used them as a resource,
really any resources we could use we would.
Back then we did a lot without an equal, I presented at a couple,
I used to make jokes, that was your ticket to entry to go to out and equal,
you had to present because then you got a cheaper rate,
so everybody that went to Out and Equal presented.
But I'm sure we probably did.
What was the other, oh my gosh, I'm so rusty, the human rights.
C- HRC, Human Rights Campaign.
E- So I'm sure we probably utilized any resources we could find.
C- Do you remember any of the person who was transitioning, any of their concerns?
E- I think he felt very accepted in his workplace.
I think his bigger issues with his wife and their struggles,
they're still married, I think it was more their struggles where she just,
and I get it, she just had a really hard time.
So sometimes he would, I remember the first time he came as Joanne,
it was Halloween, and so he shows up and it's pretty obvious
that this is not some guy dressing as a woman,
I mean his makeup was, he was very,
he reminded me of Mrs. Doubtfire,
but he was very impeccably dressed and the makeup,
and I remember that people were like, whoa,
and that's when I started to do more about creating a policy.
But I think the bigger issue was more his personal life.
I have to say, maybe I'm looking at it through rose-colored glasses,
but he was just a really likable person too,
so I think that helped with the transition.
And he was on the Lambda board, and so I think he, you know.
C- Were there any other people that once there was the policy
that they also started transitioning in the workplace?
E- I don't remember, I know we had somebody in human resources,
but I'm trying to, that may even be before the policy,
I'm trying to remember, and then he retired,
so that's the only one I really recall.
Sorry.
I'm so sorry, it was so long ago. I wish I had better recollections of some of this.
C- No, no, this is great.
Z- Are there any specific memories or stories about the time
or working with Lambda that you remember
that we haven't discussed already?
E- I think I shared with you, it was just,
when I was in human resources, we were doing a lot of downsizing,
and this was a real bright spot where you really felt
like you were doing things to make things better.
Yeah.
One of the other things we did is we, I think Dan sent it to,
which I'd forgotten about, is we did this partnership
with human resources, so we went to the head of, the VP of HR,
and we're like, we want to partner with human resources
to better educate people in human resources,
so they're better kind of seeds of change
and better advocates, and he was like,
this is great, he goes, I wish every network would come to me
and want to do this, so I remember we went to each,
and at the time, HR Kodak, Kodak was huge,
so HR Kodak was hundreds and hundreds, I mean, it was huge,
so we went to every department and did that presentation.
It was myself and somebody from the Lambda board,
one or two of us that would go and present,
and it was really great, I mean, it was just,
people were welcoming and wanted to understand and be educated,
and then after I was on the board,
several different VPs of HR wanted to be on the board,
so it really just kind of, just accelerated it,
you know, that people wanted to be involved,
which was great, you know.
C- So that kind of outreach was really effective.
E- Yeah, like I said, they were just,
the way, I mean, you've met so many of them,
they really positioned it like, we want to,
we want to work together to make this a better place,
you know, let's do that through education and acceptance,
and it was, you know, it was just a,
it was a unique group, I feel really fortunate that was part of it.
C- Yeah.
Z- Do you have any other, like, sort of proudest moments
or very proud moments of, like, working with the Lambda network?
E- Well, you know, it's funny, my husband and I were talking about it,
and I said, you know, I hope I can come back tomorrow,
I hope I can remember stuff, and so,
every, they would do this Out and Equal award,
and they would, people would receive it at our big event,
and these events would have like 500 people at it.
And so my husband was saying, and I get a little teary,
he goes, I still remember you getting the award.
And that meant so much to me.
Oh, I'm sorry, but that meant so much,
and it was great, I get a little teary, it was just a really,
I don't think I've ever had anything like that in my career
that's been like that, like, a group working so well together
toward a goal, so.
C- And feeling like, it seems to me like you felt like you were really
making a difference in people's lives.
E- Yeah, yeah, it was, you know,
I mean, we, like, things like Family Medical Leave Act,
like, before you were required to add domestic,
so Kodak did that in advance of having to be required,
and people would send us these lovely emails about,
oh, I can't believe, I appreciate that so much,
I feel seen, I feel, you know, just things like that.
It was, you know, hard to have this,
I don't know, they probably shipped the safe space magnets,
we used to, and, you know, I'd have one on my door,
and people would just stick their head in that, I didn't know,
and just say, I really appreciate you having that on your, you know.
Just little things like that that you remember, you know.
C- Yeah.
E- Geez, I didn't think I'd get all teary, my goodness.
C- Well, and when you think of Kodak being such a big place,
to have people, I mean, you couldn't possibly know everyone
who worked there, so to have people come in
and just give you feedback like that,
that it made a difference. One of the things I've wondered about
sometimes is, I know that a lot of the people that were on the board
were kind of in supervisory roles,
and I was wondering, like, do you think that
the efforts reached, like,
workers that were in the factories and
kind of on the line?
E- That's a really good question.
Probably not as much,
we probably could have done more,
—---------------------- 19.11
now that I think about that, because that's, you know,
the person that
was transitioning, he was a technician,
but that's a little different role than being
kind of an operator, so
now that I think about it, probably could have done more
along those lines, yeah.
Well, I wonder, though, if some of those letters you got might have been from people
on the line. It's hard to know, right?
Because the policies impacted everyone.
Yeah.
What was it like
going through those waves of downsizing?
Oh, it was horrible. It was just horrible.
Especially when you
got to know your client really well and you knew
how it personally impacted people that were losing their jobs.
It's the reason I left. It was just so
hard. I remember
one of many layoffs, and
I'm going into the building, it was like 6 o'clock in the morning, because we were going to notify people
that day, and I always got there early to make sure, because we'd have counselors
on site and I wanted to make sure everything was set up, so I was
escorting the counselors in, and there was a
supervisor coming in with me at the same time, and I knew
he had been told the night before he'd been laid off,
but he wanted to come in and personally tell his own folks
Thursday. And I remember saying,
I don't cry all the time really, and I just started crying because I know
this guy just lost his job, but he was so
honorable, he wanted to come in. He could have been like, forget it, I'm not going to come in.
And he was like, no, I want to come in and tell my people, my 30
employees, you know, if they have a job or not. But it was awful.
It was awful.
What do you believe is Lambda's legacy today?
Oh.
You know, it's too bad that Kodak isn't
what it was, but I think
their legacy is just really this
every once in a while you're on a team that's just amazing,
that does really good things. So I think their legacy is they made
Kodak a much better place.
Not just for LGBTQ,
but I think just for everybody.
I think when you have that
kind of understanding and empathy and you want to
educate and be authentic, I think that just
impacts everyone.
It's just too bad they didn't have that kind of
impact in the company stage.
And what it would have evolved into.
When Dan Sapper told me he was the last person,
I don't even know what happened to Lambda. I mean, I know it existed
for a while, but I'm sure it just
I don't even think it exists anymore.
He left in 2017.
That was that long ago now. Wow.
And he said that by then they had basically
all of the networks had ceased to function
because the workforce had just gotten too small
to support the
ERGs.
But I think, you know,
Terry, another thing that I've been thinking about is
certainly part of the legacy is the people
that Lambda touched and the people
within Kodak. But I've also been really
interested in the way that
Kodak's marketing might have
reached beyond
Rochester and influenced
consumers in general.
And I've seen
Sarah and I have watched a 2016 film
that is really well done and
powerful and quite remarkable that
shows two
young male baseball players that are
in love with each other. And it's about the father
accepting them and using photography
to signal his acceptance of his son.
But I was wondering if while you were still at Kodak
did you notice any difference in the
marketing or any use of
LGBTQ
people or sort of couples
in the marketing that would be read
as gay or lesbian?
Boy, that's really good. I just don't recall.
That's a really good question.
It didn't work in marketing or anything.
So it's not really fair to spring it on you.
That's a really good question. I would hope
but I don't know.
Dan has put me in touch with some people
in marketing. So we'll follow up with that.
I'd be curious. I would hope.
Some of the Lambda members have talked about
their photo booth and how that was a big part
of their events.
Taking pictures and having pictures
with their partner
was a way of coming out in the workplace.
It just seems like photography
was also a way
that Lambda educated
others.
Is there anything you would want people to know about Lambda
or about gender transitioning in the workplace?
I guess
the folks like Dan
Emily
they have been doing this since
1992. The fact that they started this
I came later
so I jumped on a really fun
run and train.
The fact that they thought
on how to put this together
I can't even imagine.
I give them a lot of credit. They were real pioneers.
Especially to do this back in the early 90s.
It's so different now.
It's just
much more accepted
There's things we dealt with now
that aren't even on people's radars.
Like I said, having worked here at RIT
in Human Resources
if you present
that's the gender you go in.
At Kodak 20 years ago that would have made people's heads
fly off their shoulders.
Were you able to take what you learned
about Lambda and apply it later in your career
in HR?
It's definitely
I do HR consulting now
I'm at a small optics company
we had an issue about a year ago
where we had hired somebody
and his trainer
who I didn't know
on his third day said
he is saying really offensive things
and I cannot work with him.
We immediately went and sent that new employee home
we're going to do an investigation
and we fired him the next day.
The small business owners were incredibly supportive.
Things like that
you need to deal with it immediately.
I'm not sure years ago that would have happened.
So having a no-tolerance policy
for harassment and discrimination
Especially at small companies
there's things that are taught.
That's a powerful example.
It must be hard
to share stories
of how homophobia is impacting
them in the workplace
Did you have any personal connection to it?
Or was it really just seeing
that employee struggling with the boss
that was...
My son
one of his friends is transgender
and she got kicked out of her house
and she was always
always welcome.
Is there anything you would do differently?
I'm so sorry
It's very close to my heart
Is there anything you would do differently
with how everything was handled
with the Lambda Network?
It's interesting when you bring up
shop floor
Did we focus it up there?
Or marketing
There's so many more things we could have done
It was like your side hustle
I remember doing stuff on the weekends
but it was far more rewarding
than stuff I was doing during the week
You accomplished a lot
Lambda accomplished a lot
in a short period of time
Of course there's always more
but it's pretty remarkable
to go from a corporate culture
in which almost no one was out
to 10 years later
having one of the first gender transitioning
in the workplace policies in the nation
having heads of HR
advocating before Congress
for non-discrimination
That's a lot to achieve that in 15 years
It's so funny
I remember when I first joined
People were going to think you're gay
I'm like, really?
But that was some of the strange
questions you would get
Because of the stigma
Or if I had it on my resume
I'm like, if that's an issue
I don't want to work there
If somebody reads my resume
But it was brave
For Emily and Dan
It was brave
And for everyone that was involved
That could have ruined their careers
Just being who they are
I'm so glad you're diving into this
They really did amazing
And they're a lot of fun
Yeah, they are a lot of fun
Very energetic
And smart and funny
And passionate
I'm sure you follow this
Because you're still consulting in HR
Some states are making it more difficult
To be your authentic self
That's part of what motivates me
As a historian
Let's look at this from the past
And see what we can learn
Because it's not good
When people have to be closeted
In the workforce
And unfortunately, Florida
And other states
We're working on an exhibit
That will open at the George Eastman Museum
In June for Pride Month
June 2026
I'm very excited
And I'd like to develop a curriculum
So that high schools
Can come visit on field trips
And learn about this
How can your transitioning
In the workforce be part of that?
Even though you were dealing with it
In the early 2000s
There's still a lot of misunderstanding
And lack of education
Around transgender issues
Was there anything you found
That was especially effective
I still remember
And I don't know who on Lambda
Brought this person
But they brought somebody
That wasn't a Kodak employee
And we were just able to ask them
Any question, respectfully
Because it was coming from a place
Of wanting to understand
I've never seen this
It was like a spectrum
If this is how you present yourself
Do you present yourself as male or female
Are you a girly girl
Or are you somebody that presents more
As a man
And I remember this person
Here's where I am
He told me that there's different
I'm trying to think of the right word
It's not cut and dry for everybody
Yeah
We had somebody else on the land
Before I forgot about him
I remember he was an engineer
He told me he kept track
Of how many people he let know
I remember he invited me over
For dinner one on one
To get to know Linda
And it was great
What a great memory to share
Thank you
And that's really taking a risk
To be vulnerable
To make yourself vulnerable
But there is such joy
In authenticity
As you were saying
And I feel like I might be
Because it was John Joanne
And I'm not even sure how he's presenting today
And he might have very different memories
But again, he was just such a likable person
It seemed like it went pretty well for him
Again, maybe I'm looking at it
Through rose colored glasses
Well, just having the support
Of HR is big though
Was it Metzler?
Is that the right person?
Yeah, John Balmer was the person
I'm thinking about
I'm still friends with him on Facebook
Do you think
That they might want to talk with us about this?
Yeah, I mean, because he lived it
And like I said, he was the one that
For personal reasons kind of went back and forth
It was hard on him
Because I think he really just wanted to present as a female
But yeah, I could probably reach out through Facebook
That would be awesome
Yeah, if they are not
Then of course we understand
If they don't want to meet with us
But if they would talk to us, that would be really helpful
Another was Tom Box
Yeah
I still remember
He told me a story that broke my heart
When he was very early on
As Linda
And he went to charge it
And the waitress looked at his credit card
And was like, oh, this is stolen
It says Tom
And he said that stopped him from going out
He didn't go out for years after that
How horrible of a person are you to do that?
Yeah
Yeah
The power of police
Yeah
Yeah
I did get to interview Tom
A couple summers ago
I was really nice to talk with him
He was in good health
And he seemed happy to remember Lambda as well
That's good
We were out of town, I'm so sorry
It would have been great to see everybody again
Hopefully we can come to the exhibit
Yeah, that would be wonderful
We'll have a big party for that
Thank you for digging into all this
It's a pleasure
It's so nice to talk to people
It's so beautiful to them
And that they're proud of
It's great
And it's really inspiring
Thank you
I don't know if I appreciated it as much as I should have
That was a really great group of people
Yeah
You appreciate it after when things are just normal
Yeah
Even my husband
He went to One Out and Equal
We were laughing about it last night
We were at the sessions all day
It was him and Emily's partner
And they would all go out
We had pictures on the horseback
I remember I'd get out of the session
It was fun, we were talking about that last night
Everybody bonded
You got to know people's partners
It was great
My kids were little bringing them to Lambda events
I'm talking like 2 or 3
That's awesome
I'm sure that's part of why your son
He was accepting of his friend
He grew up with an understanding
Of the importance of treating people with respect
I hope so
Sometimes I'm like, I forgot they didn't even know that part of my life
Terri, thank you so much
Was there anything you wanted to talk about that we didn't discuss?
No
Awesome
I'm going to go ahead and pause this