Test 3- Chapter 11: Orientation

Curbing Sexual Harassment

-Employ more female managers -Adopt a zero-tolerance policy, and communicate it clearly across the organization - Be well-equipped to identify and curb harassment -Regularly train employees concerning acceptable and unacceptable workplace behaviors

Organizational Recommendations

-Provide a supportive claim -Train, educate, and discipline employees, by dispelling misperceptions, about special rights of transmitting HIV/AIDS -Enact organizational policies of inclusion and zero tolerance for discrimination -Leaders must be prepared for resistance and stay committed to the plan

Factors Affecting Attitudes Toward Gays and Lesbian

-Sex -Education -Marital status -Strength of religious beliefs and practices

Gay

A term used to describe boys/men who are attracted to boys/men but often used and embraced by people with other gender identities to describe their same-gender attractions and relationships.

Mayo Clinic

As shown in the figure, feminine, androgynous, and masculine exist on a continuum of gender expression. Similarly, one may be male, female, intersex, on a continuum, rather than a gender binary, with hard stops.

Benefits of Being Out, Drawbacks of Being Closeted

Benefits: Higher affective commitment to job satisfaction Consider top management as being supportive Lower role ambiguity, role conflict, and conflict between work and home Drawbacks: Lower willingness to undertake organizational citizenship behaviors Lower satisfaction Perception of lower promotional opportunities

Gays and Lesbians Education and Income

Education: Gays and Lesbians appear to be in line with the educational levels of heterosexuals Income Levels: Lesbians earn more compared to educated heterosexual women. Gay men earn less compared to heterosexual men.

Legislation

Executive Order 11246 (1998; 2014): Prohibits discrimination based on sexual orientation and gender identity in federal civil workplaces Amended to include gender identity in 2014 Title VII: Used by victims of workplace sexual harassment and gender-based stereotyping •Equality Act—The Equality Act passed in the U.S. House of Representatives. If also passed in the U.S. Senate, the Equality Act would amend existing laws to explicitly prevent discrimination based on sexual orientation and gender identity. •Many states (21) and many cities have passed legislation prohibiting sexual orientation discrimination. (CA, CO, CN, DE, HI, IL, IA, ME, MD, MA, MN, NV, NH, NJ, NM, NY, OR, RI, VT, WA, DC) •1982 Wisconsin becomes first state to outlaw discrimination based on sexual orientation. Federal legislation does not forbid sexual orientation discrimination in the workplace.

Homophobia

Fear, hatred, discomfort with, or mistrust of homosexuals

Queer

Historically a derogatory, often used to represent all individuals who identify outside of other categories of sexual and gender identity.

Gender nonbinary or non-conforming

Identify as combination of girl/woman and boy/man, as something else, or as having no gender Identify as combination of girl/woman and boy/man, as something else, or as having no gender. Often used interchangeably with gender non-conforming Historically a derogatory term used against sexual minorities people, it has been embraced and reclaimed. Queer is often used to represent all individuals who identify outside of other categories of sexual and gender identity. Queer may also be used by individuals who feel as though other sexual or gender identity labels do not adequately describe their experience.

LGBTQ+

Lesbian, gay, bisexual, transgender, queer, and other

Being Out at Work

Stigma: Deviations from the desired norm in a specific context. Passing: Conscious concealment of non-dominant group membership, which is not apparent Covering: Individual efforts to minimize non-dominant sexual orientation in order to fit-in, make others feel comfortable, or progress career wise

Gender fluidity

The exhibition of a variability of gender identity and expression as masculine, feminine or along a spectrum, and possibly with variations over time. The exhibition of a variability of gender identity and expression. Gender fluid people don't feel restricted by typical societal norms and expectations and might identify and express themselves as masculine, feminine or along a spectrum, and possibly with variations over time.

Gender expression

The ways in which a person communicates femininity, masculinity, androgyny, or other aspects of gender, often through speech, mannerisms, gait, or style of dress.

Heterosexism

an ideological system that denies, denigrates, and stigmatizes any non-heterosexual behavior, relationship, identity, or community

Sex

anatomical, chromosomal, and physiological differences between women and men

Bisexual

attraction to people of their own gender and toward another gender

Sexual orientation

enduring attraction to individuals of a particular gender

Transgender

gender identity differs from biological sex or social expectations of their sex

Cisgender

gender identity is congruent with what is traditionally expected on the basis of their sex assigned at birth.

Lesbian

girls/women who are attracted to girls/women

Gender Identity

person's internal sense of gender

Gay Marriage

•1996 Defense of Marriage Act (DOMA) defines marriage as union between one man and one woman. •2000 Vermont first state to authorize same sex legal unions. •2004 Massachusetts legalizes same-sex marriages •2008 Prop 8 bans same-sex marriage in California •2009 Same-sex partners of federal employees receive benefits •2009 Matthew Shepard Hate Crimes Prevention Act •2013 US Supreme Court rules key parts of the DOMA are unconstitutional, gay couples entitled to federal benefits such as social security survivor benefits and family leave. Prop 8 overturned. •2015 US Supreme Court rules Same-sex marriage legal

Gay Marriage: Worldwide

•29/195 countries offer marriage equality •43 offer protection against hate crimes •72 same-sex activity criminalized •8 same-sex activity punishable by death

Employment Experiences

•Access discrimination: Denying employment opportunities or access to jobs based on factors unrelated to productivity •Statistical discrimination: Using observable characteristics as proxies for information about the productivity of workers •Treatment discrimination: Treating some employees differently based on factors unrelated to productivity •Providing fewer job-related rewards or opportunities than they should receive

3 cases in Supreme Court decision

•EEOC v. R.G. & G.R. Harris Funeral Homes Inc. (2014) Aimee Stephens transgender employee was fired for wearing a suit to work (transgender) •Zarda v. Altitude Express, Inc. (2018) skydiver fired for being gay. •"We now conclude that sexual orientation discrimination is motivated, at least in part, by sex and is thus a subset of sex discrimination." •Bostock v. Clayton County (2020), terminated from his job as a child welfare services coordinator for being gay. He was terminated after playing in a gay softball league for behavior "unbecoming" an employee of the county

Treatment Discrimination

•Gay Black men were rated as less threatening than straight Black men, higher salary recommendations (Pedulla) •Workplace experiences of people who transition from male to female (MTF) or female to male (FTM). •Average earnings from FTM workers increased slightly after their transitions, while earnings from those who transitioned from MTF declined by nearly one-third. •FTMs reported gaining increased authority and respect in the workplace, while MTFs experienced declines in authority and respect, coupled with harassment and other treatment discrimination. (Schilt and Wiswall)

Unique Issues of Sexual Orientation

•Invisible—must be disclosed •56% report out to Mom (Pew Research Center) •39% report out to Dad •40% report being rejected by friend or family member •29% report feeling unwelcome at a place of worship •83% LGB remain closeted (Yale Study, 2019)

Don't Ask, Don't Tell (DADT) Policy

•Passed in 1993 under President Bill Clinton •Led to the discharge of 13,000 gays and lesbians from the U.S. military due to: •Fear of reduced cohesion •Fear of reduced enlistment of heterosexuals •Beliefs about the right to privacy of heterosexual personnel

Gays and Lesbians: Demographics

•Past estimates suggested that 4% to 17% of people in the United States are members of sexual minorities. •Estimates 5.6% U.S. Adult Population identifies as LGBT •About 55% bisexual, 25% gay, 12% lesbian, 11% transgender •2019 First Census to track same-sex families •568,000 same-sex married couple households •412,166 same-sex unmarried partners living together

Court Precedents

•Price Waterhouse v. Hopkins (1989) Sex-role stereotyping forbidden under Title VII •Oncale v. Sundowner (2003) Supreme Court ruled that harassment may occur between people of the same sex

Access Discrimination

•Resume studies 3600 resumes, similar resumes: •7.2% chance of interview if mentioned experience in gay campus org, 11.5% otherwise •In states w/o Sexual orientation legislation, HR professional rated gay male applicants as less hireable

Work and Family for Sexual Minority Employees

•Some of the researchers' recommendations to help such families include: •Ensure that work-family supports are accessible to, and inclusive of, sexual minority employees. •Use intentionally inclusive, careful language and phrasing of work-family policies and workplace conversations. •Acknowledge family diversity and provide education and support for diverse families. •Improve organizational climate to minimize stigma and help employees disclose their work/family needs.

History of Gay Rights in the United States

•Stonewall Riots in Greenwich Village, New York (1969) •The modern beginning of the gay rights movement •1974 APA removes homosexuality from list of mental disorders. •1993 "Don't Ask, Don't Tell" in the Military •2010 End of "Don't Ask, Don't tell" •2015 Same-sex marriage declared legal by Supreme Court

Same-Sex Partner Benefits

•These benefits are offered by most Fortune 500 companies. •Firms with more progressive nondiscrimination policies have higher stock performance. •Legalization of same-sex marriage adds complexity to organizational attempts for inclusion.

Don't Ask Don't Tell (1993)

•U.S. Military "don't ask, don't tell" policy excluded from military service GLB who are open about their sexual orientation. •Led to the discharge of 13,000 gays and lesbians from the U.S. Military due to: •Fear of reduced cohesion •Fear of reduced enlistment of heterosexuals •Beliefs about the right to privacy of heterosexual personnel •Fears of reduced cohesion, reduced enlistment, and privacy of heterosexual personnel •Survey of military showed enlisted thought GLB should be able to serve openly. It was Senior officers who still opposed integration. •2010: DADT repealed; GLB may now openly serve in military. •Many organizations have codes of silence regarding sexual minority status.

Bostock v. Clayton County (2020)

•the U.S. Supreme Court ruled in that the protections guaranteed by the Title VII 1964 Civil Rights Act based on sex also extend to discrimination against lesbian, gay, and transgender Americans. •The Court ruled (6-3) that the inclusion of "sex" in Title VII protects gay and transgender individuals from employment discrimination. •Three separate cases were consolidated into the decision. All involved charges that employees were fired for being either transgender or gay. •If the reason for discrimination is "because of" sex, then covered