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Creating LGBT Acceptance at Work April 4, 2010

Posted by Geekgirl in Employment, Legal and Policies, psychology, social.
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Even if your workplace has non-discrimination policies and great benefits for same-sex couples, that might not be reflected in the daily behavior of employees or management. If you are straight, this article describes some things that you can do. If you are LGBT, the article also describes some things that you can do.

Everyone deserves to be themselves at work. (Except for the guy who talks really loud four rows down from my cubicle. Indoor voices please.)

For the entire article, click here.

LGBT change in organizations

And now for an excerpt.

Non-LGBT Employees as Change Agents

Heterosexual individuals who are accepting and supportive of gays and lesbians, often called ‘‘allies,’’ can also contribute to a more inclusive work environment. The culture and climate of an organization is determined in part by the social norms of the individuals working there. Thus, creating an environment that is inclusive often requires that the individuals within the organization understand that prejudices and discriminatory behaviors are not socially accepted by the majority of employees.

Although these norms can be established formally by the organization (as outlined in King and Cortina, 2010), they can also be established by individuals. Recent research has shown just how effective individuals can be in influencing their peers to express inclusive beliefs.

For instance, Zitek and Hebl (2007) found that modeling positive attitudes toward gay individuals leads others to similarly model such positive attitudes. Hence, allies within organizations who openly support LGBT policies model norms for others and may be particularly effective when others do not have strong LGBT-related beliefs (see Zitek & Hebl,2007).

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A call for psychologists to speak up for laws against employment discrimination. April 4, 2010

Posted by Geekgirl in Employment, Legal and Policies, psychology.
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A call for psychologists to speak up for laws against employment discrimination.

Industrial and Organizational Psychology, 3 (2010), 69–78.Copyright © 2010

Society for Industrial and Organizational Psychology. 1754-9426/09

FOCAL ARTICLE  Click here to read the entire article LGBT employment

The Social and Economic Imperative of Lesbian, Gay, Bisexual,and Transgendered Supportive Organizational Policies

EDEN B. KING AND JOSE´ M. CORTINA

George Mason University

Abstract

The central premise of this article is that organizations have social and economic interests in building policies and practices that support lesbian, gay, bisexual, and transgendered (LGBT) workers. This argument is based on empirical evidence that (a) LGBT workers continue to face discrimination at work from which they are not protected under federal law, and (b) discrimination has negative consequences for individual’s mental and physical health, and on reasoning that (c) organizations share responsibility for the social good of the communities in which they operate. We offer practical suggestions for creating LGBT-supportive organizations and propose that industrial–organizational psychologists have an ethical obligation to support such efforts.

The Importance of Community Climate for LGBT Employees April 4, 2010

Posted by Geekgirl in Employment, Legal and Policies, Where you live.
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When looking for a job, do you also think about the community you will be living in? I bet you do. Your employer should too. That reminds me. Call Nancy Pelosi about ENDA. Now.

Industrial and Organizational Psychology, 3 (2010), 79–81.Copyright © 2010 Society for Industrial and Organizational Psychology. 1754-9426/09

COMMENTARIES

Extending Lesbian, Gay, Bisexual,and Transgendered Supportive Organizational Policies: Communities Matter Too

LAURA G. BARRON

University of Wisconsin-Stout

MICHELLE R. HEBL

Rice University

Like King and Cortina (2010), we believe that there is a social and economic imperative for organizations to support their lesbian, gay, bisexual, and transgendered(LGBT) employees. We would extend King and Cortina’s argument, however, and propose that to recruit the best employees, employers ought to be concerned not just with the climate within their organization but also with the climate within their local communities. It is, no doubt, of major importance for employers to foster equal opportunity within the bounds of their organizations.  But employers who write an LGBT antidiscrimination policy into their handbooks and diversity training seminars, offer domestic partner benefits, and even offer LGBT support groups should not consider themselves done.

Correspondence concerning this article should beaddressed to Laura G. Barron.E-mail: barronl@uwstout.edu
Address: Department of Psychology, University of Wisconsin-Stout, 323 McCalmont Hall, Menomonie,WI, 54751

Read the entire article here:  LGBT organizational policies
The Importance of Community Climate for LGBT Employees

Ultimately, even the most devoted employees do not live at work. LGBT individuals who are considering whether or not to accept a job are apt to be influenced not only by the policies of their prospective employers but also by the policies of the surrounding area. LGBT individuals need to consider where they will be living the other approximate 128 hours a week when they are not working. As most people live relatively close to their workplaces, LGBT individuals need to ask themselves questions about these communities. ‘‘Is it safe to be ’out’ in the community?’’ ‘‘Will my neighbors be accepting?’’ ‘‘Will my partner and I be stared at if seen together in public?’’ Particularly in locales where sexual orientation discrimination is legal, the answer may be ‘‘no.’’ Hence, even if an organization has succeeded in creating a thoroughly inclusive and accepting organizational climate, prospective LGBTemployees contemplating a position with that organization may need to think hard if that position is located in one of the many U.S. jurisdictions without sexual orientation antidiscrimination legislation.