Stated and Unstated Opportunities and Barriers to Lesbian, Gay, Bisexual, and Transgendered Supportive Organizations

Abstract

This response highlights the common themes across the commentaries that reflect both opportunities and barriers to the successful creation of lesbian, gay, bisexual, and transgendered supportive organizations. In addition, in the interest of comprehensiveness, we describe additional perspectives and points that were not offered in the dialogue. Finally, in line with the evidence presented in the focal paper, we urge readers to consider their own roles in advocating for equity.

Policy Characteristics for the Prevention of Workplace Bullying Anteceded by Heterosexism: A Delphi Study

“…According to Namie (), opponents of antibullying policies often oppose policy development because the policies may include protection for LGBT people. Development of LGBT‐inclusive policies, including antibullying policies for diverse groups such as LGBT workers, might conflict with opinions and views of larger groups of employees (King & Cortina, ; Locke, ). King and Cortina () questioned how an organization could force LGBT diversity policy development and training for associates practicing a religion that has views counter to homosexuality; this argument contends that diversity becomes inclusive for the excluded group and not inclusive for the included group.…”

“…Development of LGBT‐inclusive policies, including antibullying policies for diverse groups such as LGBT workers, might conflict with opinions and views of larger groups of employees (King & Cortina, ; Locke, ). King and Cortina () questioned how an organization could force LGBT diversity policy development and training for associates practicing a religion that has views counter to homosexuality; this argument contends that diversity becomes inclusive for the excluded group and not inclusive for the included group. In this scenario, the organizational attempt at minimizing conflict, increasing diversity, and protecting all workers might end with a reversal of inclusion, increased conflict, and a potential for increased bullying due to status inconsistency.…”

“…Although many researchers, organizational leaders, and lawmakers see a need for LGBT‐inclusive diversity policies, many others see the inclusion of LGBT equality as problematic to the fairness of the work environment standards of heterosexual workers. According to King and Cortina (), organizations that have diversity programs or whose leaders propagate equal rights in the workplace without supporting LGBT workers may create tension among stakeholders; the tension may become a distraction and create a loss of productivity and profits.…”