1. Creating an Equitable Workplace for your LGBTQ Employee Rodney L. Parks, Ph.D. & Adam Lawrence The University of Georgia

2. Goals of the Presentation To better understand the issues faced by LGBTQ employees To better understand the role of business in dealing with LGBTQ issues Career counseling implications-Managers and supervisors are key! Identify resources for employers

3. What are the Issues? There is NO federal job protection on the bases of sexual orientation. 34 states – legal to fire a person based on sexual orientation 44 states – legal to fire a person based on gender identity

4. Concerns of Employees and Interviewees Should I change my career goals because of homophobia? How “out” should I be during the interview and should I hide my identity? Should I list LGBTQ leadership attributes on my resume? How do I ask about benefits for my partner? How should I handle sexual harassment? How can I network with other LGBTQ professionals?

5. Once Hired…. Who (if any) should I tell first? When should I come out? What if discrimination arises from coming out? What are my rights? What if I know someone else who is gay, but they are not out? What if someone “outs” me first? How does it feel to lie to those who trust you?

6. The Role of Business in Dealing with LGBTQ Issues “… few hard and fact [sic] laws that determine how conflicts between person’s of different views about sexual orientation can or should be handled.” “It becomes the responsibility and the obligation of the employer to make sure that everyone is safe, productive, profitable and valued.”

7. Increasing Productivity Management support for workplace education Needs assessment – What’s the company climate toward LGBTQ people? Match education program to organization Continual reinforcement Inclusive workplaces where everyone is involved, engaged, and excited increases retention and productivity

8. Career Counseling LGBTQ Employees Use affirmative strategies LGBTQ is not a pathologic condition Origins of sexual orientation not completely known LGBTQ persons lead fulfilling & satisfying lives Variety of LGBTQ lifestyles LGBTQ persons should not be forced to change their sexual orientation Never stereotype

9. Counseling for Higher Education Help them identify where they want their road to end and reinforce that they have the ability Help identify potential departments where you know success can be achieved Build yourself a campus network where you can get answers Acknowledgement of unique identity and recognize it as a source of success

10. Roadblocks Internalized acceptance that he/she is a LGBTQ person Internalized belief that they are not worthy of success Consider the energy spent on hiding who they are…. ◦“Most people spend more than half their weekday waking hours on the job. Deciding where to work can be one of the most difficult decisions to make…the choice can be more complicated for GLBT…after all, it’s emotionally and intellectually draining to hide who you are or to work in a homophobic environment.”

11. In or Out? (Snyder, 2003) Emotional energy Higher salaries ($91,500 vs. $61,000) Greater job satisfaction Better relationships with colleagues & bosses Increased opportunities for promotions University of Southern California LGBTQ alumni (N > 300)

12. “Out” “When you embrace the entirety of who you are in the world and recognize that the freedom to be yourself increases your ability to succeed, you secure your potential for absolute achievement.”

13. Should I Screen Out LGBTQ Activities? Whether an advocate or an LGBTQ person, the question always arises, should I “screen out” activities? I have a choice, but what is the right answer? Focus on skills and accomplishments you developed rather than the affiliation. Choose “functional or skill-based” resume

14. Tough Questions to Ask Some LGBTQ persons find it difficult to ask the hard questions that require answers before accepting a position: ◦“Will my partner be covered by my health insurance?” ◦“Will I be legally supported if I am harassed?” How would you make it comfortable for a person to ask these questions?

15. Other Options? You might prefer not to bring your sexuality into workplace matters at all. You may choose to remain silent or do without benefits because the potential employer offers a high salary or other benefits that measure higher on the list of priorities. You might want to rely on your own research to get the answer.

16. Creating Office Equity LGBTQ issues are one of many diversity challenges we face. Time to recognize that our culture is getting more diverse by the minute. Commit to diversity as an office goal ◦Examples Cultivate networks of gay and straight allies…identify who can help.

17. What if an Employee Asks you about “Coming Out” in the Office? Reaffirm your support Personal readiness/driving force Gathering of supporters Conducting a trial run Timing Expectations? As the LGBTQ person, be the workplace role model Help educate (likeability with credibility) Honesty and integrity

18. Resources Human Rights Campaign (www.hrc.org)www.hrc.org ◦Workplace Non-Discrimination Policies ◦Domestic Partner Benefits ◦Find Employer Policies ◦Transgender Issues ◦Corporate Equality Index Gay Financial Network (www.gfn.com)www.gfn.com ◦Career Center and Job Postings Federal Globe (www.fedglobe.org)www.fedglobe.org ◦Resource for GLBT federal employees National Gay and Lesbian Task Force (www.thetaskforce.org)www.thetaskforce.org ◦Resource Library Pride at Work (www.prideatwork.org)www.prideatwork.org ◦News and Events (AFL-CIO)

19. Resources The Advocate (www.advocate.com)www.advocate.com ◦Ads from gay-friendly companies Lambda Legal (www.lambdalegal.org)www.lambdalegal.org ◦Civil rights for LGBT National Gay & Lesbian Chamber of Commerce (www.nglcc.org)www.nglcc.org ◦Exclusive certifying body for LGBT-owned businesses and entrepreneurs. Out & Equal Workplace Advocates (www.outandequal.org)www.outandequal.org ◦Workplace equality for all ProGayJobs.com ◦Job Postings Gaywork.com (www.gaywork.com)www.gaywork.com ◦Job Postings and Business Profiles

20. References Bostroff, M. (2005b, June). Straight jobs, gay lives: Sexual orientation and career decision making. Presentation at the meeting of the National Career Development Association, Orlando, FL. de Vries, J. L. (2005). [Lesbian career survey]. Unpublished raw data Gelberg, S. & Chojnacki, J. T. (1996). Career and life planning with gay, lesbian, & bisexual persons. Alexandria, VA: American Counseling Association. McNaught, B. (1993). Gay issues in the workplace. New York: St. Martin’s Press. Schwartz, R.D., & Hartenstein, N.B. (1986). Group psychotherapy with gay men: Theoretical and clinical considerations. In T. Stein & C.J. Cohen (Eds.(), Perspectives on psychotherapy with lesbians and gay men (pp. 157-177) New York: Plenum Press. Snyder, K. (2003). Lavender road to success: The career guide for the gay community. Berkley, CA, Ten Speed Press. Welcoming workplaces. (2005, October 11). The Advocate, 55-60. Winfeld, L. (2001, November/ December). Sexual orientation in the workplace: Education is the winning strategy. SHRM Mosaics, 7 (6), 1 & 4.