Over the past decade, there has been a burst in the quantity of companies adopting workplace policies forbid discrimination based on sexual orientation and/or gender identity (Pizer, 2011). 72 percent of Fortune 500 companies included sexual orientation in their nondiscrimination policies and only a small quantity included gender identity, in 1999 (Pizer, 2011). By 2009, 87 percent of companies included sexual orientation and 41 percent included gender identity (Pizer, 2011). Corporate policies do not protect state or federal
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
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
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.
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
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.
Throughout the course I gained various insights about the LGBT community and those related to the LGBT community. There are three main insights that I gained from this class Intersectionality, concept of gender, and finally lingering bias in workplace.
A third reason why LGBTQ+ discrimination is a problem is because it can cause them to possibly lose their job or be rejected a job. According to the Human Rights Campaign, it is currently legal to discriminate on the job in 29 states, 58% of the country, and it is also legal to fire someone due to sexuality or gender expression in 33 states. It was reported that 1 out of 5 LGBTQ+ experience discrimination at work. According to Catalyst, nearly 1 and 10 LGBTQ+ employees left a job because the environment is unwelcoming. 70% percent of non-LGBTQ+ employees believe it is “unprofessional” to discuss sexual orientation or gender identity in the workplace. More than half of LGBTQ+ employees hide their sexual orientation in the workplace due to the
Although there has been improvements, sexual minorities face discrimination in the workplace (Zunker, 2016). Sexual minorities may face hidden discrimination, such as not being hired or promoted, or other forms such as sexual harassment and exclusion (Zunker, 2016). It is also important when working with sexual minorities to understand the client within their culture as well. Sexual minorities may also have specific issues related to their culture and how their culture perceives their sexual orientation (Zunker, 2016). It would be important for a career counselor to not assume that a client’s issues are because of sexual orientation and should focus on the client’s interpretations and reactions to issues and life events (Zunker,
As our economy becomes increasingly global, our workforce becomes increasingly diverse. Today, corporate structures are involved in globalizing. Markets and market shares are more dynamic, and the workplace is increasingly more integrated. Companies are now investing in diversity management as they are now managing a global workforce. However, with the education and training on diversity for both the employer and the employees, many workers believe that workplace bias against women, blacks, Asian Americans, Hispanics and homosexuals still exists. This paper seeks to prove that workplace discrimination against by gender; race, color and nation origin; Hispanics; and homosexuals indeed exist today.
During diversity training Human Resource Managers or trainers can discuss the number of discrimination cases filed each year. Coupled with, studies and statistics on the number of gays and transgenders that are homeless, verbally and physically abuse, commit suicide or don’t have adequate medical coverage. Not to mention, the impact of discrimination in the workplace has on their socioeconomic status. Every employee would be made to sign an anti-discrimination policy acknowledging that they understand that discrimination in any form will not be tolerated and will be terminated immediately.
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.