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LGBT Scholarships and Academia April 10, 2010

Posted by Geekgirl in Legal and Policies, LGBT, Resources.
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The Center for Lesbian and Gay Studies

Today’s post is about other great websites. Check out this page. Information about scholarships, academic programs in LGBT research and much more.


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).

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

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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


George Mason University


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


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


University of Wisconsin-Stout


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.

Stock price reactions to GLBT nondiscrimination policies April 4, 2010

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So ENDA is not only the ethical thing to do, it’s good for the bottom line

From the Human Resource  Science Forum

Stock price reactions to GLBT nondiscrimination policies
Peng Wang *, Joshua L. Schwarz
Miami University, Oxford, Ohio
email: Peng Wang (schwarjl@muohio.edu)

*Correspondence to Peng Wang, Department of Management, Farmer School of Business, Miami University, 2013 Farmer Hall, Oxford, Ohio 45056, Phone: 513-529-1653, Fax: 513-529-2342

This study examines workplace issues of gay, lesbian, bisexual, and transgender (GLBT) employees. Specifically, we analyze the effect of firm GLBT nondiscrimination policies on that firm’s stock market value. Corporate equality index (CEI) is used as a proxy for how firms manage GLBT issues. Results reveal that changes in firms’ standardized CEI scores are positively associated with changes in firms’ standardized stock price trend during the following year. Our findings suggest that the stock prices of firms with more progressive GLBT nondiscrimination policies relative to competing firms in the same industry outperform otherwise equivalent firms with lower CEI scores. © 2010 Wiley Periodicals, Inc.

Attitudes of Iraq and Afghanistan War Veterans toward Gay and Lesbian Service Members March 27, 2010

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Note: While this is just now being published, the data is from 2006

Attitudes of Iraq and Afghanistan War Veterans toward Gay and Lesbian Service Members

Bonnie Moradi

University of Florida, Gainesville, moradib@ufl.edu

Laura Miller

RAND Corporation, Arlington, VA

U.S. policy banning openly gay and lesbian personnel from serving in its military rests on the belief that heterosexual discomfort with lesbian and gay service members in an integrated environment would degrade unit cohesion and readiness. To inform this policy, data from a 2006 survey of Iraq and Afghanistan war veterans are analyzed in this study. Views of these war veterans are consistent with prior surveys of military personnel showing declining support for the policy: from about 75 percent in 1993 to 40 percent in this survey. Among the demographic and militaryexperience variables analyzed, comfort level with lesbian and gay people was the strongest correlate of attitudes toward the ban. War veterans indicated that the strongest argument against the ban is that sexual orientation is unrelated to job performance and that the strongest argument in favor of the ban is a projected negative impact on unit cohesion. However, analyses of these war veterans’ ratings of unit cohesion and readiness revealed that knowing a gay or lesbian unit member is not uniquely associated with cohesion or readiness; instead, the quality of leaders, the quality of equipment, and the quality of training are the critical factors associated with unit cohesion and readiness.

Key Words: don’t ask • don’t tell • lesbian • gay • military cohesion • military readiness • sexual orientation

This version was published on April 1, 2010

Armed Forces & Society, Vol. 36, No. 3, 397-419 (2010)
DOI: 10.1177/0095327X09352960

Medical Journal Lancet on Uganda “Kill the Gays” Bill January 24, 2010

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The highly respected medical journal, Lancet, recently published an article on the proposed legislation in Uganda.
Ugandan bill could hinder progress on HIV/AIDS
Health workers in Uganda are concerned that a draft bill to criminalise homosexuality will hamper efforts to fight HIV/AIDS in the country.
Zoe Alsop reports from Kampala.
Click below to read the entire article.


Bans on Gay Marriage Can Harm Your Mental Health January 17, 2010

Posted by Geekgirl in homophobia, Legal and Policies, psychology.
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Banning gay marriage is bad for your psychological well being and correlates to living in states with a ban.

Says who? Says Yale University.

Am J Public Health. 2010 Jan 14. [Epub ahead of print]

The Impact of Institutional Discrimination on Psychiatric Disorders in Lesbian, Gay, and Bisexual Populations: A Prospective Study.

Hatzenbuehler ML, McLaughlin KA, Keyes KM, Hasin DS. (more…)

LGB Review of Mental Disorder, Suicide and Self Harm December 20, 2009

Posted by Geekgirl in Legal and Policies, medical, psychology, social.
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A large review of many studies. Since this article is available through  Open Access I have attached the pdf. suicide

For those of you that like to skim and get to the punchline, I have highlighted important information and conclusions in blue.

A systematic review of mental disorder, suicide, and deliberate self harm in lesbian, gay and bisexual people (more…)

Transgender Health Care – A Real Problem for Real People December 13, 2009

Posted by Geekgirl in Gender Identity, Health, Intersex, Legal and Policies, LGBT, medical, transgender.
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Do you know about The Trans PULSE Project? The Trans PULSE Project is a survey whose purpose is to learn more about how discrimination and erasure affect health care services of transgender individuals living in Ontario, Canada.  The Project continues to need volunteers for the survey.  Unfortunately, you have to live in Ontario to participate.

Part of what I find exciting about this project is (more…)