Additional Agents of Change in Promoting Lesbian, Gay, Bisexual, and Transgendered Inclusiveness in Organizations | Relfection

 Additional Agents of Change in Promoting Lesbian, Gay, Bisexual, and Transgendered Inclusiveness in Organizations

Larry R. Martinez & Michelle R. Herl

Brief Overview:

The article describes 2 ways, and the reasonings, either LGBT or heterosexual employees can initiate the change themselves instead of relying on organizations' change, which can sometimes be a passive effort. Those ideas include having more employees coming out at work, which leads to the second point - having openly supportive heterosexual coworkers to facilitate the inclusive norm and positive experience of coming out. Some efforts heterosexual employees could do are: to never assume ones' sexual orientation and avoiding heteronormative language.


Notes:

*The article also mentioned Brooks and Edwards' (2009) qualitative study that reveals heterosexual peers could facilitate this inclusive workplace by being direct and open to zero tolerance of discriminating languages and give interpersonal support. This article could be worth looking into for micro-inclusive acts too. The article reference is below: 

Brooks, A. K., & Edwards, K. (2009). Allies in the workplace: Including LGBT in HRD. Advances in Developing Human Resources, 11, 136–149.

*The article also mentioned another "meta-analysis that reveals that interactions involving heterosexual and gay and lesbian intergroup members are among the most successful in reducing prejudice and discrimination" (Pettigrew & Tropp, 2006; as cited in Martinez & Herl, 2010). It could be of interest to our research. Here's the reference:

Pettigrew, T. F., & Tropp, L. R. (2006). A meta-analytic test of intergroup contact theory. Journal of Personality and Social Psychology, 90, 751–783.

*The article mentioned that King & Cortina's 2010 article "describe(s) several ways in which organizations can promote equity in the workplace environment for lesbian, gay, bisexual, and transgendered (LGBT) employees" (Martinez & Michelle, 2010). I feel like this. directly aligns with our micro-inclusion research project and is worth looking into. Here's the reference: 

King, E. B., & Cortina, J. (2010). The social and economic imperative of lesbian, gay, bisexual, and transgendered supportive organizational policies. Industrial and Organizational Psychology: Perspectives on Science and Practice, 3, 69–78.


References

Martinez, L. R., & Herl, M. R. (2010). Additional agents of change in promoting lesbian, gay, bisexual, and transgendered inclusiveness in organizations. Industrial and Organizational Psychology, 3, 82-85. 


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