How To Fight For Equality In The Workplace

Corporate America has made a lot of progress in not only recognizing alternative lifestyles such as gay and lesbian, but also in dealing with any issues of inequality and unfairness as it relates to the workplace.

However, corporations cannot change prejudices, radical viewpoints and biased opinions of its staff. And that is the hardest part of fighting unfairness and lack of equality in the workplace. Once a gay or lesbian colleague either decides to come out with his or her sexuality, or is outed by another colleague, it is not certain how things will evolve for that colleague. There may be overt or covert harassment, or he or she may be welcomed. Or, no one may care and life would go on in the office as before.

Most of the guidance written about how to deal with gay and lesbian colleagues is unfortunately very broad and vague. It is cloaked in such terms as "diversity," "opportunity for every one" etc. What HR departments have been advised by the senior management is to toe a middle line. This is understandable--a workplace is not where you flaunt your sexuality. A company has many constituents---including those who think alternative lifestyles are for closets.

What I am trying to say is that recognizing this adverse force in corporate America is the first step for gays and lesbians to be smart about asserting their positions where it does them most good. Let us be clear about the workplace objectives:

1. All around equality--promotions, health benefits, upward mobility and being appointed to key positions within the company

2. Transparency in dealing with alternative lifestyles. No more hiding behind euphemisms like "diversity". It is a great first step to promote diversity. But diversity should be a means, not an end.

3. Normalcy in workplace where everyone, irrespective of their sexual preferences is made to fee welcome and mainstream.

The last point is important. Just as blacks were subjected to both over and covert discrimination and therefore had to be dealt with in a special fashion to overcome the sense of separation, gays and lesbians must recognize that just saying everyone is equal is not sufficient. A few tips:

Celebrating special events in the lives of gays and lesbians in the workplace is key. This includes adopting a child, same sex marriage and a welcome day for gay and lesbian couples. This is achieved only by gays and lesbians taking a leadership position to organize and promote such events.
Not being squeamish in public or inter-office profiles about declaring that you are gay or lesbian.
Ensuring that if a gay or lesbian is promoted, a subtle point is made about it, so everyone knows that the company is walking the talk.

View the original article here

How To Fight For Equality In The Workplace

Corporate America has made a lot of progress in not only recognizing alternative lifestyles such as gay and lesbian, but also in dealing with any issues of inequality and unfairness as it relates to the workplace.

However, corporations cannot change prejudices, radical viewpoints and biased opinions of its staff. And that is the hardest part of fighting unfairness and lack of equality in the workplace. Once a gay or lesbian colleague either decides to come out with his or her sexuality, or is outed by another colleague, it is not certain how things will evolve for that colleague. There may be overt or covert harassment, or he or she may be welcomed. Or, no one may care and life would go on in the office as before.

Most of the guidance written about how to deal with gay and lesbian colleagues is unfortunately very broad and vague. It is cloaked in such terms as "diversity," "opportunity for every one" etc. What HR departments have been advised by the senior management is to toe a middle line. This is understandable--a workplace is not where you flaunt your sexuality. A company has many constituents---including those who think alternative lifestyles are for closets.

What I am trying to say is that recognizing this adverse force in corporate America is the first step for gays and lesbians to be smart about asserting their positions where it does them most good. Let us be clear about the workplace objectives:

1. All around equality--promotions, health benefits, upward mobility and being appointed to key positions within the company

2. Transparency in dealing with alternative lifestyles. No more hiding behind euphemisms like "diversity". It is a great first step to promote diversity. But diversity should be a means, not an end.

3. Normalcy in workplace where everyone, irrespective of their sexual preferences is made to fee welcome and mainstream.

The last point is important. Just as blacks were subjected to both over and covert discrimination and therefore had to be dealt with in a special fashion to overcome the sense of separation, gays and lesbians must recognize that just saying everyone is equal is not sufficient. A few tips:

Celebrating special events in the lives of gays and lesbians in the workplace is key. This includes adopting a child, same sex marriage and a welcome day for gay and lesbian couples. This is achieved only by gays and lesbians taking a leadership position to organize and promote such events.
Not being squeamish in public or inter-office profiles about declaring that you are gay or lesbian.
Ensuring that if a gay or lesbian is promoted, a subtle point is made about it, so everyone knows that the company is walking the talk.

View the original article here

As the fight for equality in the workplace

Corporate America has made a lot of progress, not only recognizing the alternative lifestyles such as gays and lesbians, but also concerning any matter inequality and unfairness in relation to employment.

However, corporations cannot change, prejudice, radical viewpoints and biased opinion of its staff. And the hardest part of fighting unfairness and lack of equality in the workplace. When gays and lesbians colleague decides to come out of his or her sexuality is outed by another colleague, it is not certain how things will evolve to a colleague. It may be apparent or covert harassment or he can be welcomed. Or, no one care and life would go in the Office as before.

Most of the guidance notes on how to deal with gays and lesbians, unfortunately, is very broad and vague. It is cloaked in terms such as "diversity," "the possibility for each of them", etc. What HR departments communicated by senior is the toe centreline. This is understandable--a job is not where you flaunt Your sexuality. The company has many components--including those who believe that alternative lifestyles are for distribution nodes.

Say, is that recognizing the adverse effect of the corporate America's struggle is the first step for gays and lesbians to carefully maintain their views, if makes them at the most appropriate. Let us be clear objectives:

1. all around equality--promotions, health benefits, a pacifist, and being appointed to key positions within the company

2. Transparency in dealing with alternative lifestyle. More hiding behind euphemisms like "diversity". Is the great and the first step, the promotion of diversity. But diversity should be a means, not an end.

3. the Normalcy in the workplace where everyone, regardless of their sexual orientation is to charge Hello and mainstream.

It is also important that occur on the last point. Just as Brown have been above and covert discrimination and therefore had to be dealt with as a special to overcome a sense of separation, gays and lesbians must recognize that only says that everyone is equal is not sufficient. Some tips:

Celebrates special events in the lives of gays and lesbians in the workplace is key. This includes, adopting a child of the same sex marriage and Welcome day for a pair of gays and lesbians. This can be achieved only by the gays and lesbians taking leadership to organize and promote such events.
Not squeamish in inter-office or public profiles with declaring that you are gays and lesbians.
Ensure that if a gay or lesbian is promoted with subtle point about it, so everyone knows that the company goes with that.

View the original article here