What Makes A Business A Good Business? Essay

Since the beginning of their existence and in today’s society, the community of LGBT workers are not being treated fairly or getting their fair share that they deserve in the workplace. They are victims to high rates of workplace discrimination. Instead of being judged as workers and what they bring to their jobs and how they work, they are being judged by their sexual preferences and appearance. Being a gay or transgender worker causes them to be mistreated, not judged for the actual workers they are, and most importantly, halts a majority of them in better career and job opportunities. Although under federal law it is illegal to fire someone who is either gay or transgender, they are still either being denied employment or being terminated from their jobs because of their gender category or sexual orientation.

Although, an employee’s sexual orientation/identity isn’t a visible characteristic, it should be considered an important of diversity management. Bower and Blackmon (2003) states that managing diversity, particularly when it comes to sexual orientation diversity, may be just as significant as managing visible diversity (as cited in Ozeren, 2014, p. 1203). Research of those who identify as LGB (not T), indicates that they’re a sizeable population. Gates (2015) states that “it is generally thought that between 8.2 to 8.7 million United States citizens identity as LGB citizens (transgender number are less well-known), or between 3.5 to 3.7 percent of the population” (as cited in Shrader, 2016, p. 181). For my term paper, I will explore the following questions: How is the U.S. currently responding to complaints filled by LGBT employees? What is the government doing to improve policies, laws, initiatives or statutes to protect this population? I will answer these question by performing

Title VII of the Civil Rights Act of 1964 prohibits job discrimination based on race, color, gender, religion and nation of origin. With the recent acceptance of marriage equality, it may leave the population doubting if they can be open and honest about their life. While, Title VII now encompasses the lesbian, gay, bisexual, transgender (LGBT) population, individuals may continue to fear their protection within the employment process. This is due to the ongoing debate within each state to implement anti-discrimination laws protecting LGBT workers. This may encourage people to purse a career based on fear of discrimination rather than compatibility.

According to the Center for American Progress, “studies show that anywhere from 15% to 43% of gay people have experienced some form of discrimination and harassment at the workplace. Moreover, a staggering 90 percent of transgender workers report some form of harassment or mistreatment on the job.” (Burns & Krehely, 2011) This doesn’t just affect the individual, it affects the worker’s productivity and confidence on the job, in some cases it may affect the pay which ultimately throws off the individual’s income for stability within their responsibilities, this can affect the business in a negative way. The list can go on and on of the consequences brought on by employment discrimination. According to USA Today’s Jennifer Calfas, “it is legal to fire someone based on his or her sexual orientation or gender identity. While there is some federal recourse through civil rights and equal employment claims, there's no national anti-discrimination law to protect LGBT workers from state whims. Title VII of the Civil Rights Act of 1964 prohibits job discrimination based on race, color, sex, religion and nation of origin, but does not extend those protections to LGBT people.” (Calfas, 2015) Luckily, USA Today’s Jennifer Calfas also states that “Twenty-two states and the District of Columbia have laws prohibiting employers from firing employees due to just their sexual orientation or gender

Recognized figures reveal their sexual orientation in public and in films and on television homosexual characters are depicted (Anderssen & Ytteroy, 2002). Despite these advances in the American mainstream, lesbians, gays and bisexuals continue to face discrimination in all areas of life. No federal law prevents a person from being dismissed or denied a job based on their sexual orientation. In different dimensions, the battle continues to gain equality by exercising their human rights. However, there are powerful beings in society that want to reverse the fighting and return to the past. Though progress has been made regarding a degree of acceptance for the LGBT population, they will continue to fight against discrimination and the persecution of lesbians, gays, bisexuals and transgender individuals. There remains a battle that lies ahead.

Living in the 21t century, diversity is seen all aspects of life, majorly in the workplace. A rising issue in America has been making headlines; discrimination in the workplace due to sexual orientation. Sexual orientation refers to “a person’s sexual identity in relation to the gender to which they are attracted” (Google). There has been a disturbing and substantial growing rate in the discrimination and harassment of gay and transgender individuals in the workplace as well as throughout the hiring process with limited attention being brought upon the issue. Individuals are being denied the same benefits, opportunities, and job titles due to their sexual orientation.

In the last few years the Lesbian, Gay, Bisexual, and Transgender (LGBT) community have made major strides in a positive direction toward equal rights within the legal system, including the recent Supreme Court decision ruling that same-sex marriages will be recognized in all 50 states. Sixteen of those states and the District of Columbia have full anti-discrimination laws that include protecting gender identity and expression. This leaves roughly 70% of the country’s population living in states without comprehensive anti-discrimination laws (Cobos & Jones, 2009). The work has just begun, as the LGBT population continue to face discrimination regarding education, employment, housing, and healthcare.

First and foremost, the American dream of earning an income through hard work has repeatedly proven itself to be a challenging task for those in the LGBT community. This is due to the lack of acceptance shown to LGBT members struggling to attain a fair paying while openly expressing their sexual orientations, which conservative individuals continue to view as unorthodox. One example of is seen in the case of Brooke Waits. Waits, along with thousands others, was wrongfully denied the right to work towards achieving the American Dream by being employed due to bias workplace discrimination. Waits recounts the day her American right of opportunity was wrongfully denied simply because of her sexual orientation, “ when my boss discovered I am a lesbian... In a single afternoon, I went from being a highly praised employee, to out of a job” ( Burns). Sadly, the story of Brooke Waits is not an unusual a story, it is a real life experience that prevented one individual from completing the American Dream,

The oppression that the LGBT+ community faces even though is not as prevalent in the past century, it is still a problem that many people experience. As shown by Woodford, Kulick, Sinco, & Hong, (2014) who observed the stress that microaggressions and discrimination from subtle heterosexism can cause for LGBT+

This research focuses on the experience of minority groups in the workplace. The minority groups included are women, people of color, and those who identify as gay, lesbian, bisexual, and transgender. Included is an examination of how diversity is encouraged and maintained in a professional setting. Also included in this research is a focus on how discrimination in the workplace is perceived among minority groups, as well as how perceived discrimination is addressed by peers and superiors. Coping mechanisms and support for those who suffer from workplace discrimination will also be addressed in this research. Overall, this research explores the experiences of minorities in the workplace from a holistic point of view, which will include social

According to Jennifer C. Pizer, Legal Director and Amold D. Kassoy Senior Scholar of Law, more than 8 million people who are gay and lesbians are in the workforce and have experiences discriminations (719). Pizer informs us that in 2008 about 37% of gay and lesbians experience harassments at work like rude comments and 12% had lost their jobs because of their sexual preference (721). In 2011 47% of gay and lesbians were discriminated in job hiring’s, job promotions, and job retentions (Pizer 721). Pizer conceives an over view that about 8-17% of homosexuals have been fired from employment, 10-28% were denied in promotion or given a negative comments, 7-41% them where physical abused or had been harassed, and 10-19% of them had unfair benefits (725). Pizer also tells us that gay and lesbian, “Employees face as a result of the denial of equal benefits to employees with a same-sex spouse or partner” (760). About 60% of gay and lesbians report not having anything health insurance as well as equal treatment as a heterosexual couple (Pizer 765). In a few words, Title VII bans all sex discrimination but yet Title VII is getting overlooked (Pizer 716). So because of this discrimination happens, and homosexuals are more likely to have health issues and to be treated with no respect in the workforce. Now that we have taken a look on

In America, there are laws and policies to protect the working class. Employers can not discriminate on employees based on race or gender, although sexual orientation is not covered by such laws. This leaves gay people venerable to discrimination in the work place or the termination of their job, because of how they choose to express their sexuality. This venerability caused by the lack of anti-discrimination laws. This puts gay people into a situation that is less stable than their heterosexual counter parts. As long as a person’s intimate relationships do not impact work performance, then a person’s relationship choices, gay or not, should not be a concern to the employer. Homophobia is often based on one’s religious belief that gays

The readings highlight not only the value of any individual but also the benefits that an organization reaps by creating an inclusive culture. This culture embraces diversity in all forms: race, gender, gender identity, ability/disability, age and cultural background. In addition, the articles discuss those organizations that embrace an inclusive work environment which allows individuals to be true to themselves. This creates employees that feel more empowerment, commitment, innovation and a desire to stay with the organization. Lastly, it is very clear that LGBT, diversity and inclusion in the workplace are topics that will remain in the forefront of organizational policy and culture

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Since women obtained their rights, they have struggled to earn the same respect as men in the work area. Women do not earn the same amount of money as men do, and are more likely to not get the job or the same respect as a man in the industry. In addition, people have also discriminate women’s sexuality; plenty of people have being denied the job due to their sexual orientation. It was not till 2003 when the Lesbian, Gay, Bisexual, Transgender and Queer community (LGBTQ) were protected by law from discrimination. Throughout the last few years people have gotten the opportunity to live openly regarding their sexual identity, as some governments’ have permitted LGBTQ marriage people started being more openly about their sexuality. Being part of the LGBTQ can affect the job people may get and how people treats the LGBTQ community in their jobs. Now days, people still get discriminated on their workplace for their sexual orientation making it hard for them to feel comfortable in their workplace, women mostly get sexually and verbally assaulted by co-workers.