Purpose-The purpose of this paper is to develop a cross-level conceptual model of organizational-and individual-level outcomes of lesbian, gay, bisexual, and transgender (LGBT)-supportive policies for all workers regardless of their sexual orientation. Design/methodology/approach-This is a conceptual paper based on an integration of propositions from perceived organizational support and organizational justice theories. Findings-The model suggests that LGBT-supportive policies should be related to perceptions of organizational support directly and indirectly through diversity climate and perceptions of distributive, procedural, and interactional justice. Practical implications-The model implies that employees should feel more supported and more fairly treated among firms with LGBT-supportive policies and practices, and that these feelings will be reciprocated. Originality/value-This is the first paper to develop propositions about the outcomes of LGBT-supportive policies for all workers, and advances the literature by developing a multi-level model of outcomes of these policies.

Recent diversity research recognizes that employees' social identity and perceptions of diversity openness and support shape their career experience and decisions. To build further on this line of work, this study aims to advance an understanding of the impact of discriminatory climate perceptions on the social relationships at work and work-related attitudes of employees with an invisible stigma. To achieve this purpose and test hypotheses, professional lesbians and gay men were selected as a representative group of the invisible stigmatized population. This study found that perceptions of nondiscriminatory climate toward an individual's invisible stigmatized group is positively related to her/his formation of a similar developmental network, and those who perceived nondiscriminatory climate in their organization are more likely to disclose stigmatized identity and receive higher psychosocial support from their developmental network. Further, psychosocial support was found to be positively related to job and career satisfaction. Theoretical and practical implications on workplace stigmatization, developmental network, and workplace diversity are discussed.

To support women in the workplace, longer legislated maternity leaves have been encouraged in Scandinavian countries and recently in Canada. Yet, past research shows that longer legislated maternity leaves (i.e., 1 year and longer) may unintentionally harm women's career progress. To address this issue, we first sought to identify one potential mechanism underlying negative effects of longer legislated maternity leaves: others' lower perceptions of women's agency. Second, we utilize this knowledge to test interventions that boost others' perceptions of women's agency and thus mitigate negative effects of longer legislated maternity leaves. We test our hypotheses in three studies in the context of Canadian maternity leave policies. Specifically, in Study 1, we found that others' lower perceptions of women's agency mediated the negative effects of a longer legislated maternity leave, that is, 1 year (vs. shorter, i.e., 1 month maternity leave) on job commitment. In Study 2, we found that providing information about a woman's agency mitigates the unintended negative effects of a longer legislated maternity leave on job commitment and hireability. In Study 3, we showed that use of a corporate program that enables women to stay in touch with the workplace while on maternity leave (compared to conditions in which no such program was offered; a program was offered but not used by the applicant; and the program was offered, but there was no information about its usage by the applicant) enhances agency perceptions and perceptions of job commitment and hireability. Implications for theory and practice are discussed. (PsycINFO Database Record (c) 2018 APA, all rights reserved).

With the current political environment (such as new legislation recognising gay and lesbian couples) and societal changes (such as increasing disclosure of sexual identity in the workplace) in countries such as the USA and Australia, organizations are increasingly recognising the existence of their gay and lesbian employees. This paper reports on an on-line survey of 581 working gay men, examining their quality of work life and career attitudes. The findings of the research provide a strong indication that contextual factors affect the quality of work life and work attitudes of gay men.