Working with Gay Persons Exam Emphasis Managing a gay identity in the workplace (2) What is it like to grow up gay (1) Overcoming workplace barriers (2) Legal rights (1) Stereotypes & Myths (3) Current profile (1)

Stereotypes & Myths Gays cluster in certain occupations  Feel safer to “come out” in certain fields  They are found in a wide range of fields People who associate with gays are probably gay themselves “courtesy stigma”  Creates barriers to building support/mentor networks needed for career success Gays in sensitive high-level jobs are a security risk

Stereotypes & Myths Gay persons don’t have normal, lasting relationships No significant difference in relationship satisfaction Most desire an enduring, close relationship Gay men act feminine and lesbians act masculine Most gay couples reject traditional M/F roles in their relationship

Stereotypes & Myths Gay sex is immoral and gay persons are promiscuous Immorality is a religious/philosophical belief and can’t be proved/disproved At some point some % of all population is promiscuous Gay persons are a bad influence on children All gays are not pedophiles nor do they all want relationships with younger men

Past Connections Stonewall: A turning point 4 days of gay riots; marks the birth of the modern gay rights movement Cultural breakthroughs Gay Games founded in 1982 Popular celebrities are now speaking out publicly about their sexual orientation Ellen DeGeneres, Rosie O’Donnell

Current Profile  2.15% of the population is gay  This holds true for all ethnic groups, economic categories, social classes, etc.  Higher educational levels and jobs  Out of the closest gays hold well-paying professional jobs, 60% college educated  Lower pay for comparable work  Gay men’s wages are 27% lower than straights

Nature & Impact of Antigay Prejudice Reasons for antigay prejudice Maybe they’ll come on to me Maybe I’ll get AIDS by being around them I have to show disapproval of gays so people will know that I’m not gay Who is likely to be prejudiced? Male, older, less well educated Reside in rural areas, the Midwest or the South Strongly religious

Nature & Impact of Antigay Prejudice Exclusion, ridicule & assault result in a range of psychological damage to the gay person In 40 states is legal to fire a gay person based solely on sexual orientation Most people believe that gay persons should have equal employment & free speech opportunities

Growing up Gay Phases of Gay Awareness Stage #1 – denying Stage #2 – recognizing Stage #3 – experimenting Stage #4 – accepting and coming out

Growing up Gay Dealing with Antigay Bias Threatened with a weapon at school (4x) Miss school due to safety concerns (5x) Commit suicide (3x) Dealing with Damage to Self-Esteem Dating, marriage, & children are events to be anticipated by straights but not gays

The Gay Community Most gays function in two cultures, the larger culture and the gay culture Support Networks Provide psychological support & social acceptance Gay Couples 50% of gay Men & 75% of lesbians have a steady couples relationship Gay Parents Gay parents report that their children are straight

Managing a Gay Identity in the Workplace Gays in the Closet Counterfeiting a straight identity Dodging the issue Gays Who Come Out Calculating the risk Facing the reactions* Minimizing gayness Normalizing gayness Making gayness an asset Heaving a sigh of relief

What Legal Rights Do Gay Persons Have? Equal Employment Rights Federal Protection only for federal employees A few states, counties, and cities have specific laws against gay discrimination Pursuing Family Rights Domestic Partner Laws Resisting Private Sex as a Crime

Leadership Challenge: Overcoming Workplace Barriers  Blocks to Spontaneity – Seeing Gays as Abnormal  The Sexual Double Standard  Straight persons can discuss sexual partners at work but gays can’t  Prejudice & Discrimination that drain corporate assets  Talent drain, energy drain & productivity drain

Leadership Challenge: Overcoming Workplace Barriers  Walls of Silence that Deaden Creativity  Treating Gay Persons as Tokens  Hostile Corporate Cultures and Gay Ghettos  May move to more tolerant depts. or where gays are clustered  Jobs have concrete measures of success  The Lavender Glass Ceiling  Limiting advancement & career opportunities

Leadership Opportunities: Building on Gay Persons’ Strengths Follow the Lead of Savvy Organizations Recognize that Gay Persons Have High- Value Skills Help build Gay Support Network Encourage Company Benefits for Gay Employee’s Partners Promote Education about Gay Issues Help Create a Savvy Corporate Culture