No abstract

The aim of this study's was to obtain organizational practices or policies that can help diminish the risk of heterosexism as it pertains to workplace bullying of lesbian, gay, bisexual, and transgendered (LGBT) workers. Heterosexism and workplace bullying are still prevalent concerns for LGBT workers, causing psychological and physical illness and reduced organizational effectiveness. This study contributes to social change by informing leaders, politicians, advocacy groups, and scholars on recommendations to help safeguard the health of employees, safeguard operational effectiveness of an organization, and reduce workplace bullying of LGBT and other marginalized employees. Findings of this study include that "organizational programs and policies should be developed and implemented to provide anti-bullying policies that protect all employees, not just minority or potentially marginalized employees." Additionally, the results support the direction that "organizational leaders should begin to mitigate the damage of workplace bullying through enforcement of current policies."