The Social and Economic Imperative of Lesbian, Gay, Bisexual, and Transgendered Supportive Organizational Policies

Eden B. King · José M. Cortina

144 citations0/0 files storedIndustrial and Organizational Psychology

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LGBTQ Health, Identity, and Policy Gender Diversity and Inequality Gender, Sexuality, and Education

Abstract

The central premise of this article is that organizations have social and economic interests in building policies and practices that support lesbian, gay, bisexual, and transgendered (LGBT) workers. This argument is based on empirical evidence that (a) LGBT workers continue to face discrimination at work from which they are not protected under federal law, and (b) discrimination has negative consequences for individual's mental and physical health, and on reasoning that (c) organizations share responsibility for the social good of the communities in which they operate. We offer practical suggestions for creating LGBT-supportive organizations and propose that industrial–organizational psychologists have an ethical obligation to support such efforts.

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References

2010Strategic management a stakeholder approach 1948The Theory of Social and Economic Organization.2003Corporate Social and Financial Performance: A Meta-Analysis 2003Misery Loves Companies: Rethinking Social Initiatives by Business 2007Why would corporations behave in socially responsible ways? an institutional theory of corporate social responsibility 2009Perceived discrimination and health: A meta-analytic review.2000“Ethical Principles of Psychologists and Code of Conduct”2006Best Practices or Best Guesses? Assessing the Efficacy of Corporate Affirmative Action and Diversity Policies

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2017Subtle Discrimination in the Workplace: A Vicious Cycle 2014Two sides of the same coin: Gender harassment and heterosexist harassment in LGBQ work lives.2010Toward an affirmative lesbian, gay, bisexual, and transgender leadership paradigm.2020Mapping out a spectrum of the Chinese public’s discrimination toward the LGBT community: results from a national survey 2019LGBT Workplace Inequality in the Federal Workforce: Intersectional Processes, Organizational Contexts, and Turnover Considerations

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