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

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  • King, Eden B.
  • Cortina, José M.

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.

Suggested Citation

  • King, Eden B. & Cortina, José M., 2010. "The Social and Economic Imperative of Lesbian, Gay, Bisexual, and Transgendered Supportive Organizational Policies," Industrial and Organizational Psychology, Cambridge University Press, vol. 3(1), pages 69-78, March.
    • Handle: RePEc:cup:inorps:v:3:y:2010:i:01:p:69-78_00
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    Cited by:

    1. Katz, Joshua H. & Mann, Thomas C. & Shen, Xi & Goncalo, Jack A. & Ferguson, Melissa J., 2022. "Implicit impressions of creative people: Creativity evaluation in a stigmatized domain," Organizational Behavior and Human Decision Processes, Elsevier, vol. 169(C).
    2. Dahling, Jason J. & Wiley, Shaun & Fishman, Zachary A. & Loihle, Amber, 2016. "A stake in the fight: When do heterosexual employees resist organizational policies that deny marriage equality to LGB peers?," Organizational Behavior and Human Decision Processes, Elsevier, vol. 132(C), pages 1-15.
    3. Jing Wang & David Wicks & Chris Zhang, 2022. "Job‐related well‐being of sexual minorities: Evidence from the British workplace employment relations study," British Journal of Industrial Relations, London School of Economics, vol. 60(4), pages 841-863, December.
    4. Pandej Chintrakarn & Sirimon Treepongkaruna & Pornsit Jiraporn & Sang Mook Lee, 2020. "Do LGBT-Supportive Corporate Policies Improve Credit Ratings? An Instrumental-Variable Analysis," Journal of Business Ethics, Springer, vol. 162(1), pages 31-45, February.
    5. Nick Drydakis, 2019. "School‐Age Bullying, Workplace Bullying and Job Satisfaction: Experiences of LGB People in Britain," Manchester School, University of Manchester, vol. 87(4), pages 455-488, July.
    6. Morana Fudurić & Andreina Mandelli, 2017. "Corporate and Non-Profit Social Media Policies: A Content Analysis," Tržište/Market, Faculty of Economics and Business, University of Zagreb, vol. 29(1), pages 7-22.
    7. Mladen Adamovic & Victor Sojo & Rebecca Schachtman & Adriana Vargas, 2023. "Explaining the relationship between ethnicity and depressive symptoms: The roles of climate for inclusion, job self-efficacy, and job demands," Asia Pacific Journal of Management, Springer, vol. 40(3), pages 903-928, September.
    8. Enrico Fontana, 2020. "Managing diversity through transgender inclusion in developing countries: A collaborative corporate social responsibility initiative from Bangladesh," Corporate Social Responsibility and Environmental Management, John Wiley & Sons, vol. 27(6), pages 2548-2562, November.
    9. Botti, Fabrizio & D'Ippoliti, Carlo, 2012. "Sexual orientation and social exclusion in Italy," MPRA Paper 39246, University Library of Munich, Germany.
    10. Đurđana Ozretić Došen, 2017. "Editorial preface," Tržište/Market, Faculty of Economics and Business, University of Zagreb, vol. 29(1), pages 5-6.
    11. Erin A. Cech & William R. Rothwell, 2020. "LGBT Workplace Inequality in the Federal Workforce: Intersectional Processes, Organizational Contexts, and Turnover Considerations," ILR Review, Cornell University, ILR School, vol. 73(1), pages 25-60, January.
    12. Mohammed Hossain & Muhammad Atif & Ammad Ahmed & Lokman Mia, 2020. "Do LGBT Workplace Diversity Policies Create Value for Firms?," Journal of Business Ethics, Springer, vol. 167(4), pages 775-791, December.

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