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sexual diversity
Sexual orientation diversity in the workforce
AUTHORS: Unsopoken Students
SOURCE: http://www.ukessays.com/essays/sociology/sexual-orientation-and-diversity-in-the- workforce-sociology-essay.php
DOCUMENT TYPE: Website article
SUBJECT TERMS: Diversity Sexual Orientation
Keywords: sexual orientation and diversity
Although invisible, sexuality is at the core of each worker’s identity. Therefore, it poses a number of complex challenges towards organizations and their departments. The unspoken ‘Don’t ask don’t tell (DADT) policy of the U.S. Military may be the core of where the policy began. Diversity includes factors such as race, gender, age, color, physical ability, national or origin. A broader definition of diversity includes religion, ethnicity, sexual orientation, education, language, lifestyle, beliefs, and possibly physical appearance.
There are many primary physical appearances of diversity. Age, wealth, economic status, education, where you live, work and what kind of clothes you may wear. There are so many different diversities that we work with, pass on the street, talk to on the phone, or even live with. But the point is to treat others as you want to be treated. God has said this from the beginning. Was he teaching us about diversity and how not to judge a person by the way they look.

References
Bell, M. P., Özbiligin, M. F., Beauregard, T. A., & Sürgevil, O. (2011). Voice, silence, and diversity in 21st century organizations: strategies for inclusion of gay, lesbian, bisexual, and transgender employees. HUman Resource Management, 50(1), 131 - 146. doi: 10.1002/hrm.
Boris, M. B. (2010). Identity at work : U.S. labor union efforts to address sexual diversity through policy and practice. Advances in Industrial and Labor Relations, 17, 185-205. Elsevier. doi: 10.1108/S0742-6186(2010)0000017009.
Burrelli, D. F., & Feder, J. (2009). Homosexuals and the U . S . Military : Current Issues.
Chung, Y. B. (2001). Work discrimination and



References: Boris, M. B. (2010). Identity at work : U.S. labor union efforts to address sexual diversity through policy and practice. Advances in Industrial and Labor Relations, 17, 185-205. Elsevier. doi: 10.1108/S0742-6186(2010)0000017009. Burrelli, D. F., & Feder, J. (2009). Homosexuals and the U . S . Military : Current Issues. Chung, Y. B. (2001). Work discrimination and coping strategies: Conceptual frameworks for counseling lesbian, gay, and bisexual clients. The Career Development Quarterly,50, 33–44. Croteau, J. M. (1996). Research on the work experiences of lesbian, gay, and bisexual people: An integrative review of methodology and findings. Journal of Vocational Behavior,48, 195–209. Day, N. E. (2011). US small company leadersʼ religious motivation and other-directed organizational values. International Journal of Entrepreneurial Behaviour & Research, 17(4). Gedro, J. (2010). Lesbian presentations and representations of leadership, and the implications for HRD. Journal of European Industrial Training, 34(6), 552-564. doi: 10.1108/03090591011061220. Grobler, P., Wärnich, S., Carrell, M.R., Elbert, N.F. and Hatfield, R.D. (2006). Human Resource Management In South Africa. 3rd edition. Thomson Learning. 571p. Henry, O. and Evans, A.J. (2007). Critical review of literature on workforce diversity. African Journal of Business Management,72-76. Herek, G. M. (1990). The context of anti-gay violence: Notes on cultural and psychological heterosexism. Journal of Interpersonal Violence, 5, 316–333. Hopper, J. E., & Salvaggio, N. (2008). Report from SIOP diversifying diversity: moving beyond race and gender: Professional Insights. Equal Opportunities International, 27(5), 465-470. doi: 10.1108/02610150810882314. Huffman, A. H., Watrous-Rodriguez, K. M., & King, E. B. (2008). Supporting a diverse workforce: what type of support is most meaningful for lesbian and gay employees? Human Resource Management, 47(2), 237-253. doi: 10.1002/hrm. Leppel, K. (2009). Labour Force Status and Sexual Orientation. Economica, 76(301), 197-207. doi: 10.1111/j.1468-0335.2007.00676.x. Ragins, B. R. (2004). Sexual orientation in the workplace : the unique work and career experiences of gay , lesbian and bisexual workers. Personnel and Human Resources Management, 23, 35-120. doi: 10.1016/S0742-7301(04)23002-X. Roberson, B. E. J. (2009). Equality for Lesbian , Gay , Bisexual , and Transgendered Employees in the Modern American Workplace Equality for Lesbian , Gay , Bisexual , and Transgendered Employees in the Modern American Workplace. Schoenrade, P., & College, W. J. (2000). The relationship among reported disclosure of sexual orientation , anti-discrimination policies , top management support and work attitudes of gay and lesbian employees. Personnel Review, 29(3), 346-363. Swan, E. (2010). “A testing time, full of potential?”: Gender in management, histories and futures. Gender in Management: An International Journal, 25(8), 661-675. doi: 10.1108/17542411011092327. Thomas. (1996). op. cit., pp. 101-103. Van Hoye, G. and Lievens, F. (2003). The Effects of Sexual Orientation on Hirability Ratings: An Experimental Study. Journal of Business and Psychology, 18(1), 15-30.

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