Discrimination against sexual orientations

Professor of Sport Management and Sr. Cunningham does not work for, consult, own shares in or receive funding from any company or organisation that would benefit from this article, and has disclosed no relevant affiliations Discrimination against sexual orientations their academic appointment. Republish our articles for free, online or in print, under Creative Commons licence. In that spirit of reflection, the day serves as an opportune time to examine how the opportunities and experiences of transgender individuals in the workplace have changed — particularly at a time when some government officials are openly advocating policies that discriminate against them.

The good news is that my Discrimination against sexual orientations and that of my peers shows transgender individuals have made significant strides in the workplace. The bad news is that many hurdles remain to equal opportunity and an end to discrimination.

Various indicators and signs point to meaningful improvements in the access, treatment and opportunities for transgender employees. Inonly 3 percent of Fortune companies had nondiscrimination polices based on gender identity.

That figure was 83 percent in the most recent report, which came out in The report also shows that most Fortune companies now include transgender-inclusive medical benefits. Inno companies offered such provisions.

Another measure of how much things have changed is in the willingness of corporate giants and their CEOs to oppose policies that discriminate against trandsgender individuals. A recent example is when President Donald Trump said he would seek to legally define gender as immutably male or female. Another is the backlash that has followed legislative efforts to limit the rights of transgender individuals to use pubic restrooms.

They later Discrimination against sexual orientations it. My own research with a colleague shows why corporate America is taking a stand: Most consumers value inclusiveness. Participants in a study we conducted in interpreted LGBT-inclusive statements by organizations as a signal that the company valued all forms of diversity.

A study I conducted with another colleague infor example, showed that, although attitudes toward transgender individuals have improved over time, they still lag behind perceptions toward lesbian, gay and bisexual individuals.

For those who are employed, they routinely face discrimination. In another study out of the Williams Institute, state law and policy director Christy Mallory and colleagues found that more than one in four reported being fired, passed over for promotion or Discrimination against sexual orientations being hired in the past year because of their gender identity and expression. Others are aware of the mistreatment. In a survey of Texans — a state where employment discrimination against transgender individuals is legal — 79 percent of the respondents agreed that LGBT individuals face workplace discrimination.

Texans are not alone. According to the Movement Advancement Projectan organization whose mission is to promote equality for all, 48 percent of LGBT individuals live in states lacking employment protections based on sexual orientation or gender identity.

The evidence suggests transgender individuals have made progress in the workplace, but Discrimination against sexual orientations still face considerable barriers. What, then, can employers do to create more inclusive environments?

Legal protections are key. Organizational psychologists Laura Barron and Michelle Hebl have shown that the presence of anti-discrimination ordinances and laws decrease bias in employment decision making. Absent federal protections, states and cities can ensure all people have employment protections, irrespective of their gender identity and expression. Organizational leaders also make a difference. My research shows that leader advocacy and role modeling are critical when creating and sustaining an inclusion culture.

Finally, co-workers play an important role, especially when they serve as allies. These are persons who advocate for transgender equality in the workplace and try to create welcoming, inclusive spaces.

Allies seek to create social changeleading the charge at times and supporting their transgender colleagues in other instances. Transgender inclusion helps all involved. Employee engagement and performance improvesas does their psychological and physical health.

Diverse and Discrimination against sexual orientations organizations outperform their peers on objective measures of success, such as stock market performance.

Thus, the path forward — one that clears the hurdles in place and creates an inclusive environment — is one that can benefit everyone. Glimpses on Greek migrants in Edinburgh photo exhibition — Edinburgh, Midlothian. Available editions United Kingdom. Transgender employees still struggle in the workplace. Cunningham Professor of Sport Management and Sr. Signs of progress Various indicators and signs point to meaningful improvements in the access, treatment and opportunities for transgender employees.

Apple has been one of the most outspoken companies about LGBT rights. We produce articles written by researchers and academics. Be part of The Conversation. You might also like A significant number of transgender and non-binary people report discrimination when seeking medical and social services.

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Follow us on social media. Sexual orientation discrimination includes being treated differently or harassed because of your real or perceived sexual orientation—whether gay, lesbian. Sexual orientation is a protected class, just like race or gender, meaning employers cannot discriminate against workers due to heterosexuality.

Sexual orientation discrimination is discrimination based on sexual orientation and/or sexual behaviour. Contents.