Sexual Orientation Diversity Management At Small And Large Organizations

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Outline Caitlin Alexander, LaKeisha Givens, David Lindke, William Miller, Raymond Rodriguez, Shawna Silva and Jason Streger Liberty University A Case for Sexual Orientation Diversity Management in Small and Large Organizations I. Introduction A. “Approximately 9 million Americans identify themselves as being lesbian, gay, bisexual, or transgender (LGBT). With alternate sexual orientation. Managers and employees are becoming more tolerant and there is a growing respect for individuals with non-traditional sexual orientation” (Mathis, Jackson, & Valentine, 2014, p. 3-4d). B. Organizations must build strong, creative, talent based workforce that represents the consumer base through diversity which includes the diversity of sexual…show more content…
al., 2014, p. 3-8a). 2. “In other cases, employers have had to take action because of the complaints by workers that employees were aggressively “pushing” their religious views at work, thus creating a hostile environment” (Mathis et. al., 2014, p. 3-8a). B. The key to conflict resolution seems to be an overall shift to a no-tolerance policy (Von Bergen et al. 2012). No tolerance policies set clear and definite actions that are to be taken when an employee acts outside of the given guidelines aid in the formation of policy. 1. Authentic tolerance allows for an individual to respond respectfully to a difference of choice or lifestyle between another person, without being forced into acceptance of an opposing view. 2. According to Cui, Jo, Na, and Velasquez (2015) “beliefs shared by all the Christian denominations are, first, that all people share an equal human dignity that all must respect …” While the study excluded rating concerning Gay and Lesbian policies it is relevant to my research as it supports the concept that Christian support diverse and inclusive community and the presence of religion influences corporate decision-making. C. The landscape of what is considered discriminatory is changing. “While gender, race, disability, ethnicity, language, and age are commonly known, religion, sexual orientation, education, experiences are becoming more important”
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