...Discrimination on sexual orientation at the workplace Name Sexual discrimination at the workplace Introduction Discrimination based on sexual orientation is among the leading forms of discrimination in today`s contemporary world. Sexual orientation refers to one`s psychological processes, instincts and sexual activity, as relates to members of the same sex, opposite sex or both. Homo sexual are people with sexual orientation towards people of the same sex; gays for males and lesbians for females. Bisexuals are those that are attracted to both men and women. In these definitions, it is important to underscore the fact that lesbians and gay people often have bisexual dispositions. Transgender persons are also victims of discrimination. These are people who are born with complete physical characteristics and features of one sex, but often feel emotional and psychological belonging to the opposite sex. As such a male feels and acts like a female, and vice versa. Many people, including those with sufficient understanding in psychological and social issues argue that trans sexuality is the root cause of homosexuality and bisexuality Morrow et al 19). Many studies in homosexuality associate the state of trans gender to complex emotions and instincts that cross over to attraction to members of the same sex. There are other claims that it is an effect of socialization, this one is not naturally born into it. Trans sexual have often...
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...Discrimination in the workplace against sexual preferences is common. Cracker Barrel in 1991 put in place a policy ban to veto employment to both lesbians and gays. A decade later they were faced many charges on racism for both employees and customers. LGBT individuals should be protected of their civil rights just as much as any race, gender, pregnancy, nationality, and disability. Cracker Barrel operates under traditional values and supports the notion that federal legislation is warranted to stop employment discrimination on sexual orientation. The Cracker Barrel case is something that has caused much controversy for the LGBT community. But, it has also brought the attention of this problem to federal legislation. After reading the article, we can see that federal legislation is in fact supporting this case. There are no federal laws in place at this time that actually prevent discrimination based on sexual orientation, but federal legislation does not agree with the way Cracker Barrel is discriminating against the lesbian and gay community. In this day and age there needs to be some sort of protection for the LGBT community. There are federal laws that prevent discrimination based on a person’s religion, gender, national origin, age, disability, and race. So, now there needs to be laws that prevent discrimination based on sexual orientation. Cracker Barrel should not be allowed to get away with the way they have treated their gay and lesbian employees...
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...Discrimination on the basis of sexual orientation For the purpose of this assignment I selected the state of New York. I selected New York because it is considered one of the trends setting states for celebrities, fashion, partying, and in many people eyes the place to be on the east coast. New York was the 11th state in the United States and its capital is in Albany. It is probably remembered the most today because of the attack that occurred there on September 11, 2001 on the twin towers. Famous attractions like Central Park, the Statue of Liberty and Times Square are also located there. New York protects discrimination against gay/homosexual people with the Sexual Orientation Non-Discrimination Act (SONDA), which took effect in 2003. According to Office of the NYS Attorney General (2015) “SONDA, prohibits discrimination on the basis of actual or perceived sexual orientation in employment, housing, public accommodations, education, credit, and the exercise of civil rights”. New York already has legislation that complies with the federal regulations of the Equal Employment Opportunity Commission (EEOC) and other federal agencies the prevent discrimination based on race, sex, and religion. They have also added the term sexual orientation to other state law that prevents discrimination based on Civil Rights, Human Rights and Education Laws. SONDA defines sexual orientation as a male or female who is bisexual, homosexual, heterosexual or if a person is perceived to be in...
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...right to be protected by the law, and benefit from the law without discrimination. The Charter of Rights and Freedoms (2)“reflect the fondest dreams, the highest hopes and the finest aspirations of Canadian Society” and although “Sexual Orientation” is not recorded under the sections protected from discrimination, it was deemed by the Supreme Court of Canada in the Egan v. Canada, 1995 case to be an equivalent ground to make claims of discrimination; Gay men and women are all equal in rights and dignity and should have protection of those rights. The Vriend v. Alberta case was monumental in that it was not only a conflict to Alberta’s Individual’s Rights Protection Act, but the rights of all homosexuals in Canada based on the Charter Section 15 (1). It was an igniter against the Province of Alberta, the Government of Canada, as well as conservative religious groups. It was a conflict of religious rights versus human rights and which aspect of humanity is of greater importance to Canadian society as a whole. The road to equality has been a long and hard road for all homosexuals, working towards this right the Vriend case was a small stepping stone on this long journey. Vriend demonstrated to society, that as stated in the Canadian Charter of Rights and Freedoms, all individuals are equal in both human rights and dignity, and therefore should not be discriminated against based on their sexual orientation. (1) Charter of Rights of Freedom (2) Case The significance...
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...and therefore there should be no discrimination. History shows the discrimination of African-Americans and how our country has evolved regarding racism, but now there is a form of discrimination that is becoming more prevalent. This form of discrimination is towards those of other sexual orientations, such as those who are gay, lesbian, or bisexual. Discrimination, under any circumstances, is morally wrong, and discrimination based on sexual orientation needs to be addressed. Along with the degrading discrimination based on sexual orientation, comes the subjection of verbal abuse and other hate crimes. A gay and lesbian anti-violence report states that 75% of hate crimes are committed by people under the age of 30, and one in three are under the age of 18. More than 80% of victims of violent hate crimes never report the incident, because many are afraid they will be “outed”. Such horrific discrimination and violence can often result in low self esteems, and in some cases, even suicide. Young lesbians, gays, and bisexuals are at a quadruple risk for suicide than people of the same age that are straight. Anti-gay hate crime rates have risen dramatically; an incredible 172% in just the past decade. This tragedy has even become prevalent in families. One study showed that 26% of gay and lesbian teenagers who came out to their parents were kicked out of their homes, and 42% of homeless teens are gay, lesbian, or bisexual. There is even discrimination in the workforce. A survey of two-...
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...Overview Workplace issues surrounding sexual orientation and preferences have become more and more prevalent in today’s workplace. Although many companies have adapted to modern day reality and have accepted this lifestyle, companies are not required by law to have rules and regulations in place that protect homosexuals from workplace dismissal based on sexual orientation information. The case involving the Boy Scouts of America and the United Way detailed in Managing Human Resources (pp 150) provides an excellent example of the ethical and realistic issues that can arise surrounding this now common lifestyle. James Dale prided himself on instilling self-reliance and leadership in children’s’ lives as an assistant scoutmaster for the Boy Scouts of America (BSA). After 12 years, this veteran volunteer was expelled from the BSA after they learned that he was gay because of his sexual orientation. Though the boy scouts teach young men to stand up for what is right, they did not have any anti-discrimination laws intact to protect homosexual volunteers. Dale, instead, turned to rely on the courts for help. During the court case, the state court initially ruled that Dale should be able to return as a scoutmaster, indicating that one’s sexual orientation does not drive the ability to help the scouts, but the BSA did not accept this answer. Instead, the BSA turned to the Supreme Court to get permission to release Dale of his scoutmaster duties. The United Way had been involved...
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... Sexual orientation discrimination includes being treated differently or harassed because of your real or apparent sexual orientation -- whether gay, lesbian, bisexual, or heterosexual. This type of discrimination may be illegal in your workplace, depending on where you work. This is not a personal problem that should be handled among themselves. As an Equal Employment Opportunity company, the company should ensure that guidelines are given and followed to prevent this type of sexual harassment and discrimination. If the company permits the posting of these types of pictures then the problem will never be solved. Robinson should not have to argue with her peers because she feels she has been harassed. Instead, the company is expected to maintain an atmosphere comfortable and fair to all of its employees. Companies have a legal obligation to protect their employees from sexual harassment. As a duty of care, a company should implement a sexual harassment policy that is taken seriously, acknowledged by all workers, supervisors, and, managers of the company and those actions will be carried out if manifested and not tolerated. In JSI’s case, they did not communicate the policy effectively to the supervisors of the shipyard (sexual harassment). In addition, they did not follow through on the procedures for reporting violations. The behavior of Lois Robinson’s co-workers is not acceptable. The behavior is not acceptable because it is an act of discrimination and sexual...
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...Logic HOMOSEXUALITIES Submitted by Joann E. Buenavente Submitted to Prof. Fabian Avila I. Introduction Homosexuality Homosexuality is romantic or sexual attraction or behavior between members of the same sex or gender. As an orientation, homosexuality refers to "an enduring pattern of or disposition to experience sexual, affectionate, or romantic attractions" primarily or exclusively to people of the same sex; "it also refers to an individual's sense of personal and social identity based on those attractions, behaviors expressing them, and membership in a community of others who share them." Homosexuality is one of the three main categories of sexual orientation, along with bisexuality and heterosexuality, within the heterosexual-homosexual continuum (with asexuality sometimes considered a fourth). Scientific and medical understanding is that sexual orientation is not a choice, but rather a complex interplay of biological and environmental factors,[1][3] especially with regard to early uterine environment. While there are those who still hold the view that homosexual activity is "unnatural" or "dysfunctional", research has shown that homosexuality is an example of natural variation in human sexuality and is not in and of itself a source of negative psychological effects. Prejudice and discrimination against homosexual and bisexual people, however, have been shown to cause psychological harm. The most common terms for homosexual people are lesbian for females...
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...For Immediate Release Gays and Lesbians Face Persistent Workplace Discrimination and Hostility Despite Improved Policies and Attitudes in Corporate America Findings of New National Survey by Witeck-Combs Communications/Harris Interactive to be Presented at Out & Equal Workplace Summit in Orlando on Friday, September 13 Rochester, NY— September 12, 2002— Two out of five gay and lesbian adults in America’s workplaces report facing some form of hostility or harassment on the job, according to a new national study conducted by Witeck-Combs Communications and Harris Interactive®. Moreover, almost one in ten gay and lesbian adults state they were fired or dismissed unfairly from a previous job or pressured to quit a job because of their sexual orientation. In addition, when over 2,000 Americans surveyed were asked which groups of people in society they perceive experience discrimination in the workplace, such as being fired, harassed or denied a promotion, almost three quarters (73%) answered ‘gays and lesbians’ – the second highest survey response, just behind ‘older adults aged 65 and older’ (78%). Other groups mentioned as vulnerable to workplace discrimination included ‘people with disabilities’ (68%), ‘women’ (65%), ‘African Americans’ (61%), ‘Hispanic Americans’ (60%), ‘Muslims’ (60%), ‘Asian Americans’ (44%) and ‘Jews’ (39%). The far-reaching online survey was commissioned by Out & Equal Workplace Advocates, a non-profit organization that provides support and advocacy for...
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...“Don’t Ask, Don’t Tell” has been a policy enforced in the United States Armed Forces, however the attitudes of this policy in some aspects has transferred to the business sector. Some American citizens believe the “Don’t Ask, Don’t Tell” policy is effective, yet others find it problematic. The policy has affected not only homosexuals wanting to serve our country, but also those attempting to find employment. Homosexuals serving in the military have been a long debated topic throughout U.S. history. As early as Revolutionary War times, the military did not exclude homosexuals from serving our country. However, they did consider sodomy a criminal offense. According to the “Article 125 of Uniform Code of Military Justice (UCMJ) prohibits all service members from engaging in sodomy. Service members found violating this article can be court-martialed and imprisoned if found guility.” (Alexander) Sodomy is defined as, “anal or oral copulation with a member of the same or opposite sex” (Sodomy). In 1778 the first solider, Lieutenant Gotthold Frederick Enslin, was discharged from the Continental Army for sodomy. The military’s main focus was on homosexual behavior, but eventually shifted to eliminate homosexual personnel all together. During this time, psychiatric evaluations were administered to prevent homosexuals from entering the military due to an alleged “medical” reason. In 1916, the Articles of War clearly forbid homosexuals from serving in the U.S. military. ...
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...Diversity in Workplace Sexual Orientation Professor Antionette Dee Currie Richardson Human Resources Management Andre Marcano Florida State College Jacksonville MAN 4301, SUMMER 2014 Abstract This paper looks at the impact of being Gay, Lesbian, Bisexual and Transgender (LGBT) in the workplace and if there are any limitations by various organizations. Most organizations often claim to value diversity, many Human Resource Systems are developed to encourage, reinforce and allow only similarities. Understanding the economic rationale for discrimination of LGBT and the implications contributes to improving Human Resource Discrimination policies that take into account workforce diversity. Employers should introduce diversity programs to educate employees and create an environment that is more hospitable to LBGT individuals and their allies. The goals and objective of the organizations training must be clearly defined and communicated. The challenge arises when forces within the organization operate to attract, select and retain an increasingly homogeneous group of people. This will suggest shifts in organizational policies, at the same time employees who are antigay or homophobic may dislike the shift in policy and begin to leave the organization. The net effect is to produce a workplace that is more accepting of change. According to the Human Rights Campaign (HRC) an estimated gay and lesbian population at five percent of the U.S. population over 18 years of age...
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...In the case of John Smith it’s discrimination of the law. John is open gay man is his way of live and choice. Under Title 7 of the civil rights “race, color, religion, sex, or national origin” are unlawful to discriminate under. A person’s sex and gender need not to match one with another. Some men are more feminine than other men. Sexual orientation indicates his sexual attractions and desire, that’s person’s sexual attraction to other type people of the same as his is. Sex, gender, sexual orientations are interconnected. What is more important for purposes of the title 7 that courts often forcefully draw line between them. In the end sex and gender are protected by title 7, however sexual orientation is not. “Sexual orientation claims arises when an employee suffers discrimination solely on accounts of his or her sexual orientation. Law currently stands; sexual orientation claims are not actionable under title 7. This is true regardless of whether the claim is based on homosexuality, heterosexuality, or bisexuality” (Northwestern Universality Law Review, Title 7). John Smith and Joseph Oncale had almost the same issues when they both were harassed and discriminated at their work places. Unwelcome sexual advances, requests for sexual favors, verbal or physical conduct of any sexual nature represent sexual harassments. “When the workplace is permeated with discriminatory intimidation, ridicule, and insult that is sufficiently severe or pervasive to alter the conditions of the...
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...Role of Sexual Orientation in Leadership and Communication Style John M. Stinnett ORG300 – Applying Leadership Principles Colorado State University – Global Campus Dr. Wendy G. Wilson February 14, 2015 Role of Sexual Orientation in Leadership and Communication Style Leadership can be defined as the process through which an individual guides and motivates a group towards the achievement of a common goal/s. Until recently, men have largely held leadership positions and men were thusly stereotyped to be more effective leaders. Women were seldom seen in senior leadership roles, and openly gay individuals were almost unheard of as leaders. However, currently with a more liberal trend to be open about one’s sexuality; gays and lesbians have become more frequent in the workforce over the past few decades, especially in management and leadership positions. The stereotypes are changing as more and more homosexuals enter leadership roles. Diversity in Leadership and Communication Today’s leader must be skilled in intercultural and diversity communication styles. As Van Hoyes and Livens state, “an organization’s success, profit and growth depend increasingly on the management of a diverse work force” (2003). Diversity includes such things as race, gender, age, color, physical ability, national origin, etc. The definition of diversity has recently been more broadly updated to include religion, ethnicity, sexual orientation, education, language, lifestyle, beliefs, physical appearance...
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...it is still legal in 29 states to be fired for just being gay. In 33 of the 50 states of the United States of America, one can be fired for being transgendered. These states do not have legal protections for members of the Lesbian, Gay, Bisexual and Transgender (LGBT) Community (Solmonese, 2009). So does the “American Dream” only apply to “first class citizens”? This paper explores if the Employee Non Discrimination Act (ENDA) would protect employment decisions, which should be based upon a person's qualifications and job performance, not sexual orientation or gender identity (Solmonese, 2009). For over 50 years when there has been a case of an American being denied employment or promotions for reasons that were unrelated to their skills in the workplace, Congress responded by passing laws which were aimed at designing a system based solely on employee- merit and guaranteeing that subjective considerations do not govern access to employment (Herman, 2009). A specific act that has been brought to legislation, although has not passed, is the Employee Non Discrimination Act. ENDA is modeled after Title VII of the Civil Rights Act of 1964, which forbids employers from discriminating with regard to hiring, termination,...
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...This research has determined a gap relating to equality and other issues that transgender currently face due to the inconsistence laws across the state, jurisdiction or workplace. Transgender individuals are not protected under Title VII (the law which makes sex discrimination illegal) as the term sex did not include being transgender (EEOC, 2016). The only transgender which may have some protection are those employed by federal government and there are currently 38 states that can denied employment to transgender individuals. As there are some states such as California, Colorado, Connecticut, Delaware, Hawaii, Illinois, Iowa, Maine, Maryland, Massachusetts, Minnesota, Nevada, New Jersey, New Mexico, Oregon, Rhode Island, Utah, Vermont, Washington,...
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