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A case for sexual orientation diversity management in small and large organizations
Author(s) -
Day Nancy E.,
Greene Patricia G.
Publication year - 2008
Publication title -
human resource management
Language(s) - English
Resource type - Journals
SCImago Journal Rank - 1.888
H-Index - 94
eISSN - 1099-050X
pISSN - 0090-4848
DOI - 10.1002/hrm.20235
Subject(s) - lesbian , sexual orientation , business , diversity (politics) , workforce , public relations , human resources , work (physics) , human resource management , marketing , exploratory research , sociology , management , political science , economic growth , economics , gender studies , mechanical engineering , anthropology , engineering
In the 14 years since the Society for Human Resource Management added sexual orientation to its nondiscrimination statement, many organizations, including a large majority of Fortune 500 companies, have become more accepting of gay and lesbian workers. However, both small and large organizations may not have decided if this diversity is a type they wish to address. This article makes the case that to be competitive in the labor market and maximize the customer base, inclusiveness may be a requirement. We make this point by first describing current practices that create inclusive environments. To explore differences between small and large employers, we then present an exploratory study that shows that small firms may already have advantages in establishing inclusiveness. Interviews are presented that further investigate how work climates may exist for gay and lesbian employees in small and large organizations. Best practices and recommendations for creating and maintaining an inclusive workforce are then presented. © 2008 Wiley Periodicals, Inc.