LGBT Employment-revised

Imagine going into the place that you work, a place I refer to as my second home because I am there most of my days, and feeling that you are being discriminated against because of who you are.  Many people from the LGBT community have to suffer through this on a day to day basis, all because they identify as gay or lesbian(Ragins & Cornwell, 2001). A lot of people who are gay or lesbian do not tell very many people in their place of work, if any about their sexual orientation (Ragins & Cornwell, 2001) because they want to be treated as equals. I have never felt as though I cannot talk about my relationships being in a heterosexual relationship, it doesn’t seem fair that these people can’t express who they are.  Work place discrimination happens more often then we think or would like to think (Ragins & Cornwell, 2001).  For the LGBT workplace discrimination is a continuous battle internally, should they reveal who they really are and jeopardize their career or keep everything hidden and live equally?   This should not be a decision that needs to be made.

Many people may not know another employee’s sexual orientation because you can’t tell if someone is part of the LGBT community just by looking at them (Ragins & Cornwell, 2001).  Discrimination against these individuals is usually due to suspicion or knowledge about their sexual orientation (Ragins & Cornwell, 2001).   This is not concrete proof that someone is gay or lesbian this is just a suspicion that causes so much controversy.  Controversy that, in a study done by Ragin and Cornwell (2001) says, 97% of gay men said that their sexual orientation had cost them the ability to move forward in the company either being a promotion, a raise or a relationship with a potential mentor.  A controversy where 37% of Harvard business school graduates reported their careers had been hurt and 12% reported being blackmailed or threatened with blackmail because they were suspected as being gay (Ragins & Cornwell, 2001). A controversy where 37% of military service members “witnessed or experienced an incident of harassment based on perceived homosexuality” (Ragins & Cornwell, 2001, p. 3).  A controversy that should not be a controversy.  

Changing discrimination and creating a workplace that is inclusive and diversified (Diversity, 2011)  is something that one company in particular strives for, that company is TD Canada Trust.  This is an example I chose to use not only because I work there but, because I’m proud to say that I work there.  TD Canada Trust has a diversity specific to their employees to ensure everyone is included and not on feels discriminated against.  TD “truly believe[s] that diversity is the key to success” (Diversity, 2011) They have proven this again and again with participating in the gay pride parades, creating a video for “It Gets Better” and outwardly supporting the LGBT community by having posters created with same sex couples.  TD also supports anti-bullying and anti-discrimination campaigns” that present workshops that “address bullying, homophobia, transphobia and discrimination” (Supporting Divers Communities, 2011)

Discrimination in the workplace is something that the LGBT community may have to continue to deal with, I hope this is not the case.  As you can see I know of one company that has decided to stand up against the discrimination's and became allies with the queer community.  The ideology that I believe should go along with this blog is the social democratic.  This party is constantly bringing forward new inclusion issues even when they are not the ones in power (Adam, 2003).  The Social Democratic parties are truly fighting for equality and a holistic approach in and outside of the work place (Adam, 2003).  Many workplace unions and Social Democratic parties have helped with human rights by putting sexual orientation protections in their contracts (Adam, 2003).  This is hopefully just the beginning of several inclusion driven companies that value each individual as a person not as their sexual orientation.

-Britney

Adam, B., 2003.  The Defense of Marriage Act and American Exceptionalism: The “Gay Marriage” Panic in the United States. Journal of the History of Sexuality, 12 (3), 259-276

N.A., 2011. Supporting Diverse Communities. Corporate Responsibility Report 2011. Retrieved November 13, 2012, from http://www.tdcanadatrust.com/easyweb5/crr-2011/diversity/diverse_communities/index.jsp

N.A., 2011. Diversity. TD Insurance. Retrieved November 13, 2012, fromhttp://www.tdinsurance.com/about-us/diversity/diversity.jsp

Ragins,B. R., & Cornwll, J. M. (2001). Pink Triangles: Antecedents and Consequences of Perceived Workplace Discrimination Against Gay and Lesbian Employees.  Journal of Applied Psychology, 86(6), 1244-1261