Extending Lesbian, Gay, Bisexual, and Transgendered Supportive Organizational Policies: Communities Matter Too | Reflection

 Extending Lesbian, Gay, Bisexual, and Transgendered Supportive Organizational Policies: Communities Matter Too

Laura G. Barron & Michelle R. Hebl

Brief overview:

This article further draws on King and Cortina's (2010) article on the importance of organizations fostering a supportive workplace. The article gathers information from all sources to make their claim of potential employees pick their jobs based not only on the company's inclusive atmosphere but also on the local community's. So only having an organization's inclusive policy and/or training is not enough. As workers spend a great deal of time outside their job and they tend to live close to the company they are working for. And since these companies have a great influence on the community, primarily because they provide a large number of jobs, companies should be urged to create an inclusive climate. Their direct impact on the community is prominent. It suggested some ways organizations can do just this, for instance, support anti-discrimination laws to be passed in all areas in the community, purchase supplies from suppliers with LGBT-friendly climates, have LGBT-supportive marketing strategies, donate to these charities and host or sponsor such events.


Interesting notes:

- "LGBT individuals disproportionally live in areas with antidiscrimination laws" (Klawitter & Flatt, 1998; as cited in Barron & Hebl)

- *(word): imperative = vital (n)(adj)

- *(word):  imperative = vital

- *(sentence): ...apt to be inflinced by...




References

Barron, L. G., & Hebl, M. R. (2010). Extending lesbian, gay, bisexual, and transgendered supportive organizational policies: Communities matter too. Industrial and Organizational Psychology, 3(1), 79-81. DOI: 10.1111/j.1754-9434.2009.01202.x

King, E. B., & Cortina, J. M. (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. 


 

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