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Lgbt

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Brad Sears Christy Mallory

OCTOBER 2011

Economic Motives for Adopting LGBT-Related Workplace Policies Introduction
This study evaluates the economic impact of corporate non-discrimination and benefits policies by analyzing the extent to which economic reasons motivate corporations to adopt such policies. The past decade has seen a large increase in the number of corporations adopting LGBT-related workplace policies. In 1999, 72% of Fortune 500 companies included sexual orientation in their non-discrimination policies, and only a handful included gender identity.1 By 2009, 87% of such companies included sexual orientation and 41% included gender identity in their non-discrimination policies.2 Over the same time period, the percentage of Fortune 500 companies offering domestic partner benefits increased from 14% to 59%.3 This study reviews statements issued when adopting such policies by the top 50 Fortune 500 companies and the top 50 federal government contractors. Since companies began to adopt these policies, and state and local governments began to amend their laws to prohibit sexual orientation and gender identity discrimination, arguments have been made that the requirements are costly and burdensome for private businesses. As recently as May 2011, the Tennessee legislature repealed an ordinance passed by the city of Nashville requiring city contractors to include sexual orientation and gender identity in their non-discrimination policies.4 The Tennessee Chamber of Commerce initially supported the state bill, stating that “employment standards…should not create an additional burden on companies that are endeavoring to become competitive”.5 The Chamber later withdrew its support.6 In contrast to these arguments, many private companies have supported these policies for the opposite reason—because they make good business sense. In 2009 and 2010, during the consideration of the Employment Non-Discrimination Act (ENDA),7 a statute that would prohibit sexual orientation and gender identity discrimination in the workplace, a number of private sector employers reported to Congress that these policies are good for the corporate bottom line.8 Overall, we find that almost all of top 50 Fortune 500 companies and the top 50 federal government contractors (92%) state that, in general, diversity policies and generous benefit packages are good for their business. In addition, the majority (53%) have specifically linked policies prohibiting sexual orientation and gender identity discrimination, and extending domestic partner benefits to their employees, to improving their bottom line.

Key Findings
 The majority of these companies prohibit sexual orientation and gender identity discrimination. o All but two (96%) of the top 50 Fortune 500 companies include sexual orientation in their non-discrimination policies and 70% include gender identity. o 81% of the top 50 federal contractors include sexual orientation in their non-discrimination policies and 44% include gender identity. The majority of these companies already provide benefits to the same-sex domestic partners of employees. o 88% of the top 50 Fortune 500 companies extend domestic partner benefits, including health insurance, to the same-sex domestic partners of employees. o At least 52% of the top 50 federal contractors extend domestic partner benefits, including health insurance, to the same-sex domestic partners of employees. Based on a review of corporate statements issued to announce a policy, almost all of the companies (92% ) that prohibit these forms of discrimination or extend domestic partner benefits to their employees state that policies promoting employee diversity in general are good for their bottom line (36 of 41 contractors and 46 of 48 Fortune 500 companies). The majority of the companies (53%) that prohibit these forms of discrimination or extend domestic partner benefits have expressly linked either these specific policies, or diversity that specifically includes LGBT people, to a positive impact on business (17 of 41 contractors and 30 of 48 Fortune 500 companies). When companies adopt LGBT-related workplace polices, the most frequently mentioned economic benefits include: o Recruitment and Retention. Recruiting and retaining the best talent, which in turn makes the company more competitive. o Ideas and Innovation. Generating the best ideas and innovations by drawing on a workforce with a wide range of characteristics and experiences. o Customer Service. Attracting and better serving a diverse customer base through a diverse workforce. o Employee Productivity. Increasing productivity among employees by making them feel valued and comfortable at work. o Public Sector Clients. Securing business by responding favorably to specific policy requests or contracting requirements from public sector clients.









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o Employee Relations and Morale. Maintaining positive employee morale and relations by responding favorably to specific policy requests from employees and unions. While most of the large companies in this study did tie policies related to diversity in general, and LGBT employees more specifically, to the corporate bottom line, many also expressed that doing so was consistent with corporate values such as treating employees with respect and fairness and because it is “the right thing to do.” However, no company stated that the policies would be costly, but enacted them anyway only because it was the “right” or fair thing to do.

Methodology
The research presented in this memo is based on a review of the non-discrimination and diversity policies and benefits policies of the top 50 Fortune 500 companies (2010) and the top 50 federal government contractors (2009) (collectively “companies” or “employers”). The top 50 federal contractors were determined by the dollar amount of their combined federal contracts. Due to partnerships involving two or more companies contracting under one name, and to separate awards to subsidiaries of the same company, the top 50 contractors consist of 48 unique entities. The percentages reported in this study are based on the number of companies represented, but for simplicity, they will be referred to as “the top 50 contractors”. For each company in the two groups, we began by ascertaining whether its nondiscrimination policy includes sexual orientation and/or gender identity and whether it extends domestic partner benefits to its employees with same-sex partners. This information was gathered primarily through the HRC Corporate Employer Database, and supplemented with additional information gathered from the companies’ websites and online job postings. Using these sources, we could not identify whether eight contractors and one Fortune 500 company prohibit discrimination based on sexual orientation and gender identity or provide domestic partnership benefits. We attempted to contact these nine companies by email or by phone on March 31, 2011 with a follow-up contact on April 12, 2011 to ascertain whether they provide these protections. However, eight of these companies have not yet responded to our inquiries. We have made several assumptions in order to categorize these eight companies for purposes of this study. If a company had a non-discrimination policy that included characteristics other than sexual orientation and gender identity, we assumed that the company does not prohibit discrimination based on sexual orientation or gender identity. If we were unable to find a non-discrimination policy that included sexual
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orientation or gender identity, and found no evidence that the company offer domestic partner benefits, we assumed that the company does not extend domestic partner benefits. For two companies, we could not find any information on non-discrimination or benefits policies, so we assumed that the companies do not have sexual orientation and gender identity non-discrimination policies, and do not extend domestic partner benefits. Further, many companies, including those with sexual orientation and gender identity non-discrimination policies, do not publicly indicate whether they extend domestic partner benefits. If a company did not document that it offers domestic partner benefits in publicly available corporate materials, or was not profiled on the HRC Corporate Employer Database, we assumed that the company does not extend domestic partner benefits. For this reason, our determination that 48% of companies do not offer domestic partnership benefits may be higher than the actual percentage. For those companies that include sexual orientation and/or gender identity in their nondiscrimination policies or extend domestic partner benefits, we thoroughly reviewed company issued-documents, news articles, and other sources to find company statements expressing why these policies were implemented and why the company supports a diverse workforce that includes LGBT people. We then consulted these same sources to find more general statements on diversity within the company or the benefits programs offered by the company. Finally, the companies were contacted twice in April 2011 with a request to provide any information addressing the decision to include sexual orientation or gender identity in the non-discrimination policy or the decision to extend domestic partner benefits. None of the companies have yet responded to the requests for information, so all information in this study is based on written documents described above. If a company expressed a reason for enacting the policies that was related to corporate competitiveness or success, we coded the motive as economic. We then identified the most commonly mentioned benefits resulting from these policies: o Recruitment and Retention. o Ideas and Innovation. o Customer Service. o Employee Productivity. o Public Sector Clients. o Employee Relations and Morale. The findings below provide examples of statements that express how these economic benefits accrue from enacting these polices.

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Findings
Statements on Sexual Orientation and Gender Identity Non-Discrimination Policies and Domestic Partner Benefits The majority of companies (53%) that prohibit sexual orientation and gender identity discrimination or extend domestic partner benefits have expressly linked either these specific policies, or diversity that specifically includes LGBT people, to a positive impact on business. Sixty-three percent of the top 50 Fortune 500 companies with these policies have justified them with a business rationale. Similarly, 41% of contractors with such policies have expressly linked these particular policies, or the creation of a diverse workforce that includes LGBT people, to a positive impact on business. Recruitment and Retention The most commonly cited economic benefit of sexual orientation and gender identity inclusive non-discrimination policies and/or a diverse workforce that includes LGBT people is that by promoting inclusiveness and equal opportunity, employers are able to recruit and retain the best talent, which in turn makes the company more competitive. For example, a Senior Vice President of top 50 Fortune 500 company, and top 50 federal contractor, Lockheed Martin said of these policies, “Ensuring a positive and respectful workplace and robust set of benefits for everyone is critical to retaining employees.” 9 Similarly, the chairman and CEO of top 50 Fortune 500 company, and top 50 federal contractor, Hewlett-Packard said that the company decided to extend domestic partner benefits in part to “enhance competitiveness as a great place to work so [the company] can attract and retain top talent.”10 Making a similar point, Provost Robert Holub of the University of Tennessee, a top 50 federal contractor, said of the omission of sexual orientation from the university’s prior employment non-discrimination policy, “We fool ourselves if we believe that the absence of a direct statement regarding discrimination against gays and lesbians does not harm our institution…We are probably hurt not only by gay and lesbian candidates preferring to go elsewhere, but by heterosexuals who are as horrified as I am that we will not pledge to treat gay and lesbian applicants without prejudice.”11 The university's policy now includes sexual orientation and gender identity. Ideas and Innovation Several of the companies identified the link between these policies and promoting their business success in the variety of ideas and innovations that result from fostering a workforce with a wide range of characteristics and experiences. For example, top 5 federal contractor General Dynamics “recognizes that the best ideas and solutions are developed by gathering input from people who have different perspectives as well as tangible differences…such as age, gender, ethnicity, national origin, physical ability, military experience, and sexual orientation, among others.”12 Federal contractor Raytheon’s Chief Diversity Officer said that these policies “reflect the strides the company has made to build a culture that recognizes, respects, and leverages individual and cultural differences. Our commitment to diversity and inclusion is our undeniable
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pathway to success for individuals and the company.”13 And Vice President of Global Workforce Diversity at IBM, a top 50 Fortune 500 company and a federal contractor, said that “at [IBM], we are creating an environment that allows employees to operate in the marketplace and the workplace where they can personally influence client success, foster innovation, as well as exhibit trust and personal responsibility in achieving IBM's business goals… Our goal is to assemble the most talented workforce in our industry, and to use the skills of that diverse team to respond to the needs of our clients. The contributions that are made by GLBT IBMers accrue directly to our bottom line and ensure the success of our business."14 Customer Service Some companies find that they are better able to serve a diverse customer base when they have a diverse workforce that includes LGBT people. For example, Marcela Perez de Alonso, Executive Vice President of Human Resources of Hewlett-Packard, said that the company “is strongly committed to attracting, developing, promoting and retaining a diverse workforce to better serve our increasingly diverse customers.”15 Rod Gillum, Vice President for Corporate Diversity and Responsibility at Fortune 500 company General Motors said that “non-discrimination policies and practices… [are the company’s] way of showing GLBT customers that we support the community and appreciate their business.”16 And Geri Thomas, Diversity and Inclusion Executive of Fortune 500 company Bank of America stated that a diverse workplace that “respect[s] and valu[es] nationalities, cultures, sexual orientation, religions, economic and social backgrounds and disabilities…gives [the company] the advantage of understanding and meeting the needs of diverse customers, clients, and shareholders.”17 Employee Productivity Other employers state that these policies increase productivity by LGBT employees who feel valued and comfortable at work. The Director of Diversity at federal contractor Booz Allen has said that the company is committed to “valuing people from all backgrounds, across all cultures, and regardless of sexual orientation or gender identity. We recognize that…our people can serve our clients best when they can be authentic in the workplace.”18 And an employee of federal contractor Boeing said of the decision to include gender identity in the company’s non-discrimination policy that it would help to create a “fully engaged workforce” that was part of the company’s “core business strategy.”19 Public Sector Clients Some of these companies added these policies in response to requirements of public sector clients. For example, federal contractor Bechtel Group added sexual orientation to its non-discrimination policy and extended domestic partner benefits in order to bid for a contract with San Francisco after the city passed an ordinance requiring that all city contractors have a sexual orientation non-discrimination policy and extend equal benefits.20 Fortune 500 company Chevron extended domestic partner benefits for the same reason.21
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Employee Relations Some of these companies added these policies in response to requests from clients or employees. For example, federal contractor California Institute of Technology said that it extended domestic partner benefits to respond to the requests of employees and because doing so was consistent with the university’s policy of non-discrimination.22 The “Big 3” auto companies (Ford, General Motors, and DaimlerChrysler), two of which are top 50 Fortune 500 companies, agreed to offer domestic partner benefits in response to union requests.23 General Diversity and Benefits Statements Nearly all of the top 50 contractors and the top 50 Fortune 500 companies state in company-issued documents that diversity is good for business. Of these companies that include sexual orientation and/or gender identity in their non-discrimination policies or extend domestic partner benefits, 92% have linked diversity to corporate success (88% of contractors and 96% of Fortune companies), suggesting that these employers treat LGBT employees equally to serve diversity goals. These employers provide similar business-related explanations as the companies above offer in support of nondiscrimination policies specific to sexual orientation and gender identity and domestic partner benefits. Recruitment and Retention The ability to recruit and retain top talent is also frequently cited by these companies to support diversity more generally. For example, federal contractor Raytheon recognizes “the importance of retaining, attracting and developing a diverse range of world-class talent in employee ranks to maximize the potential of the company, and to bring the most value to the shareholders.”24 Fortune 500 company Procter & Gamble states that diversity “enables [it] to be the ‘employer of choice’ that hires, engages, and retains the best talent.”25 And federal contractor Creative Associates International “celebrates and is committed to a vibrant and diverse workforce…[and] know[s] that recruiting and retaining the best talent in [the] field is critical to success.”26 Several companies have also recognized that generous benefits programs also help to attract and retain talented employees. For example, federal contractor United Technologies Corporation states that it “will attract, motivate and retain competent, dedicated people by designing compensation and benefits programs that are competitive in our worldwide marketplace.”27 And federal contractor Textron states that its “benefits and compensation programs are designed to reflect our commitment to attracting and retaining talented and motivated people.”28 Ideas and Innovation Commonly, contractors and Fortune companies locate the link between diversity and corporate success in the variety of ideas that result from employing a workforce with a
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broad spectrum of backgrounds and experiences. For example, Ford Motor Company (ranked 8 on the Fortune 500 list, and also a federal contractor) states, “Our diversity makes us a better company, a stronger company, by bringing fresh perspectives, experiences and life responsibilities, and by fostering a truly collaborative workplace.”29 Similarly, top 5 federal contractor Northrop Grumman takes “pride in creating a working environment where diversity and inclusion is valued and leveraged to foster creativity and innovation, thereby allowing us to meet the business challenges of tomorrow.”30 And federal contractor ITT is “committed to building a workforce that mirrors the world in which we do business” because it “will lead to improved creativity, innovation, decision-making, and customer service and is essential to achieving premier status.”31 Customer Service Several employers find that diversity lends to corporate success by allowing the workforce to connect with a diverse customer base. For example, federal contractor HealthNet stated that “the best way to serve [its] diverse member base is by maintaining a diverse workforce.”32 For federal contractor UTC, “diversity is a competitive asset that enables [it] to more closely reflect and respond to the diverse needs of [its] markets, customers and communities.”33 And Fortune 500 company CVS believes that “having a broad range of ideas and viewpoints through a diverse workforce increases chances of success with the customer.”34 Employee Productivity Other employers tie diversity in general to corporate success by focusing on an increase in productivity among employees who feel valued and comfortable at work. For example, federal contractor Boeing promotes diversity to “provide a work environment for all employees that is welcoming, respectful, and engaging…[which] in turn increases productivity, quality, creativity and innovation.”35 And federal contractor L-3 Communications, “to compete and win in the industry[,] continually strives to create an environment where everyone is a valued member of the team with the opportunity to maximize his or her personal contribution.”36 And Fortune 500 company SuperValu’s “goal is to create an environment of diversity and inclusion for people of all backgrounds. …[W]e'll have an atmosphere where each person feels comfortable and eager to contribute fully.”37 Public Sector Clients Some employers mention all of these ties between diversity and profitability, along with meeting public sector contract requirements. For example, top 50 federal contractor and top 50 Fortune 500 company McKesson states that “diversity and inclusion are good for business” because these values allow the company to “reflect and respond to a diverse customer base; keep pace with changing demographics; improve productivity, creativity and quality; improve teamwork and decision-making; demonstrate corporate citizenship; and support government contracts.”38

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Corporate Values In addition to stating that diversity is good for the bottom line, several of the top 50 contractors and the top 50 Fortune 500 companies value diversity for reasons not directly related to corporate financial success. Among these reasons, fairness and respect for employees appeared the most often. For example, federal contractor Oshkosh Truck supports diversity in the company because it believes in treating employees “with dignity, respect, and fairness.”39 Fortune 500 company Chevron states that diversity is “good business practice,” but also that it is “the right thing to do.” 40 Similarly, Fortune 500 company CVS Caremark states that “diversity is consistent with our values of respect and openness, and we believe it is the right thing to do.”41

Conclusion
Nearly all federal contractors and Fortune 500 companies reviewed in this study have stated that diversity is good for the bottom line. Most of these companies explicitly include sexual orientation and gender identity in their non-discrimination policies, and many explicitly state that differences in sexual orientation and gender identity contribute to the diversity of a workforce. In addition to showing that policies that promote diversity in general make good business sense, a number of employers have also expressly linked the inclusion of sexual orientation and/or gender identity, or the extension of domestic partner benefits, to positive business outcomes.

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Endnotes
1

HUMAN RIGHTS CAMPAIGN, STATE OF THE WORKPLACE FOR LESBIAN, GAY, BISEXUAL AND TRANSGENDERED AMERICANS (1999), available at http://www.hrc.org/documents/sotw1999.pdf. 2 Samir Luther, Human Rights Campaign, How Fortune-Ranked Companies Stack Up on LGBT Workplace Policies (Sept. 21, 2009), http://www.hrcbackstory.org/2009/09/how-fortune-ranked-companies-stackup-on-lgbt-workplace-policies/. 3 Id.; Human Rights Campaign, supra note 1. 4 H.B. 600, 107th Gen. Assem., Reg. Sess. (Tenn. 2011) (enacted); Chas Sisk, Halsam Reverses Metro’s AntiDiscrimination Law, THE TENNESSEAN, May 24, 2011. 5 Amanda Terkel, Tennessee Anti-Gay Bill, Backed by State Chamber of Commerce, Puts Big Business in a Tough Spot, HUFFINGTON POST, May 23, 2011. 6 Chas Sisk, Halsam Reverses Metro’s Anti-Discrimination Law, THE TENNESSEAN, May 24, 2011. 7 A list of companies that publicly support ENDA, as well as written testimonies submitted to Congress in support of ENDA are available at: http://www.hrc.org/issues/business_coalition_workplace_fairness.htm 8 Companies include: Alcoa Inc., The Bank of New York Mellon Corp., Bingham McCutchen LLP, Boehringer Ingelheim Pharmaceuticals, Inc., Bristol-Myers Squibb Co., Clear Channel Communications, Inc., Dow Chemical Co., Eli Lilly and Company, Hanover Direct Inc., IBM Corp., KeyCorp, Kimpton Hotels & Restaurant Group, Marriot International Inc., Morgan Stanley, Motorola Inc., Nationwide Mutual Insurance Co., Replacements Ltd., & Whirlpool Corp. These statements are available at: http://www.hrc.org/issues/business_coalition_workplace_fairness.htm. 9 HUMAN RIGHTS CAMPAIGN, HRC CORPORATE EQUALITY INDEX: 2009 CORPORATE STATEMENTS(2009), available at https://222.hrc.org/issues/workplace/11139.htm. 10 Hewlett-Packard Co.-Domestic Partner Benefits Program, https://www.schaap.hrc.org/documents/Sample-Policies-Hewlett-Packard.pdf. 11 Yasmine Alotaibi, Sexual Orientation Added to Hiring Policy, UT Daily Beacon, Oct. 1, 2007, available at http://utdailybeacon.com/news/2007/oct/1/sexual-orientation-added-to-hiring-policy/. 12 General Dynamics, Diversity, http://www.generaldynamics.com/careers/diversity/. 13 HUMAN RIGHTS CAMPAIGN, HRC CORPORATE EQUALITY INDEX: 2008 EMPLOYER STATEMENTS (2008), available at http://www.hrc.org/documents/HRC_Corporate_Equality_Index_2008.pdf. 14 HUMAN RIGHTS CAMPAIGN, HRC CORPORATE EQUALITY INDEX: 2005 CORPORATE STATEMENTS (2005), available at http://www.hrc.org/issues/4776.htm. 15 HUMAN RIGHTS CAMPAIGN, HRC CORPORATE EQUALITY INDEX: 2005 CORPORATE STATEMENTS (2005), available at http://www.hrc.org/issues/4776.htm. 16 HUMAN RIGHTS CAMPAIGN, HRC CORPORATE EQUALITY INDEX: 2008 EMPLOYER STATEMENTS (2008), available at http://www.hrc.org/issues/7580.htm. 17 HUMAN RIGHTS CAMPAIGN, HRC CORPORATE EQUALITY INDEX: 2005 CORPORATE STATEMENTS (2005), available at http://www.hrc.org/issues/4776.htm. 18 CRSwire, Booz Allen Receives Perfect Score on 2011 Corporate Equality Index for Second Year in a Row, Oct. 6, 2010. 19 Todd Henneman, Companies that Embrace Equality, THE ADVOCATE, Oct. 10, 2006. 20 Rachel Gordon, Bechtel Agrees to Extend Its Benefits Policy, SFGATE, May 4, 2000. 21 Todd A. Solomon, Domestic Partner Benefits: An Employers Guide 20 (3rd Ed. 2006). 22 Denise Hamilton, Caltech, JPL to Expand Benefits to Same-Sex Partners, LA TIMES, Mar. 30, 1995. 23 Ford, Three Automakers Agree with UAW to Offer Health Care Coverage to Same-Sex Partners of U.S. Employees, June 8, 2000, available at http://fordglobe.org/2000/06/08fcn/big3uaw_dbp.html. 24 RAYTHEON, 2009 CORPORATE RESPONSIBILITY REPORT (2009), available at http://media.corporateir.net/media_files/irol/84/84193/RTN_CSR_2009/index.html. 25 Procter & Gamble, Diversity & Inclusion: Fulfilling Our Potential, http://www.pg.com/en_US/company/purpose_people/diversity_inclusion.shtml. 26 Creative Associates International, Working at Creative, http://www.creativeassociatesinternational.com/

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27 28

United Technologies, Diversity, http://careers.utc.com/text/diversity_action.asp. Textron, Diversity at Textron, http://www.textron.com/about/commitment/diversity.php. 29 Ford, Diversity in the Workplace, http://corporate.ford.com/careers/north-americancareers/diversity/diversity-in-workplace/ford-diversity-445p. 30 Northrop Grumman, Corporate Commitment, http://www.northropgrumman.com/corporateresponsibility/diversity/corporate-commitment.html. 31 ITT, Inclusion & Diversity Commitment Statement, http://www.itt.com/careers/diversity-statement/. 32 Health Net, Diversity, http://www.careersathealthnet.com/diversity.asp. 33 United Technologies, Diversity, http://careers.utc.com/text/diversity_action.asp. 34 CVS Caremark, Diversity, http://www.cvscaremark.com/our-company/our-culture/diversity. 35 Boeing, Diversity, http://www.boeing.com/aboutus/diversity/. 36 L-3 Communications, Diversity, http://www.gses.l-3com.com/careers/diversity.php. 37 Supervalu, Diversity, http://careers.supervalu.com/diversity/diversity.html. 38 McKesson, Diversity and Inclusion, http://www.mckesson.com/en_us/McKesson.com/About%2BUs/Corporate%2BCitizenship/Diversity%2Ba nd%2BInclusion.html. 39 Oshkosh Defense, People, http://www.oshkoshdefense.com/people#. 40 Chevron, Diversity & Inclusion, http://careers.chevron.com/values_and_culture/diversity.aspx. 41 CVS Caremark, Diversity, http://info.cvscaremark.com/our-company/our-culture/diversity.

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...When considering “gay culture” one might be inclined to think of all members of the gay, lesbian, bisexual, and transgendered populations. While this is sometimes the case, the more traditional usage of the term is strictly reserved for homosexual men. Defining their culture, however, is challenging, because members of this social subcategory can include a wide range of individuals with dramatically varying characteristics among them. Gay Culture Gay culture tends to include a number of factors, each of which are natural components of any one culture. It includes politicians and activists that work for the advancement of gay culture, as well as celebrities and artists that identify as homosexual that make contributions to the gay culture and the culture at large. Their culture also incorporates an understanding of issues relevant to their subgroup, including those in the past and the present. Finally, gay culture has come to incorporate a number of physical manifestations, as do all cultures; this includes the pride flag, drag queens, and residential areas traditionally occupied by members of the community, usually referred to as “villages”. Within gay culture, there are unique terms and names given to individuals that choose certain lifestyle elements. Gay men that project extreme masculinity, usually physically manifested in their larger size and body or facial hair are referred to as “bears”; smaller men who identify in this subgroup are traditionally referred to...

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Homelessness in Lgbt

...workers should advocate for the living conditions that allow people to flourish, and ensure that people have equal means to resources and social services that are required for the basic human needs (NASW, 1996). Today, there are many issues facing poverty in America. One that has the most impact on the future of our generation is the youth, and among those who are greatly impacted are of the LGBT – lesbian, gay, bisexual and transgender community. There are many reasons to why young adults are forced to live on the streets. Through this research we can answer some basic questions, including to why so many LGBT youth are becoming homeless. In recent years the LGBT youth have recently sky rocketed in a high proportion which is estimated to be of 600,000 or more homeless youth across the country that is between 20 to 40 percent, which is according to the( National Gay and lesbian Task Force Policy Institute). In New York City 15,000 to 20,000 LGBT youth are among the homeless population which was according to a city count that was conducted in 2008. However it is clear that the LGBT youth experience homelessness and only about 5 percent of them have gone and identified themselves as lesbian, gay, or bisexual, that’s according to the federal centers for Disease Control and Prevention. One reason that the rate is emerging is because these youth are being pushed out of their homes do to their family’s response to their sexual orientation or gender identity. In...

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The Status of Lgbt

...The Status of LGBT’s and Women While the United States of America is called the land of the free, it has not always been as such for many different members of the country. Depending on a person’s race, gender, or even their sexual orientation, some people have been deemed as not deserving to have the same rights and equality that the rest of us have enjoyed during our time here. While over time this has been reversed for the most part, women and members of the lesbians, gays, bisexuals, and transgender (LGBT) community still do not always get to have their rights respected. Following is a look at where women and LGBT started and where they stand today, as well as some concepts that are held about gender and some issues that are relevant to both women and LGBT. Women have not always enjoyed the equality that they share with men today. There was a time when women were considered to have a place, and that place was not in the work force, or voicing their opinions, but in the home where they were considered to have “belonged”. Generally, wifehood and motherhood were regarded as a woman’s most relevant professions (Women's International Center). Not only that, but they were also considered material possessions of their husband for all intents and purposes that the law was concerned. This philosophy over women did not originate in America, it has actually been held by many different cultures throughout the history of the world. For example, it was Eve who first took a bite...

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Lgbt Yuth

...In this paper, I will discuss the different types of discrimination that LGBT youths are faced with and the effects on these youths. The paper will elaborate on the severe impacts on LGBT youths not only caused by discrimination but also due to lack of support and guidance. The paper will also discuss the roles of the parents and schools in helping minimize discrimination against LGBT youths. This paper will also hopefully instruct schools and parents to accept and support gay students rather than add to the discrimination that they already face. Doing so will reduce the high school drop out rate and most importantly the youth suicide rate. In essence, the purpose of this research paper is to identify the different effects on LGBT youths due to discrimination and to explore various actions that can and should be taken by schools and parents to help these youths live a normal and happy life. Therefore, my target audience is the school system as well as the parents of LGBT youths. Suicide is the leading cause of death among gay and lesbian youths. Gay and lesbian youths are 2 to 6 times more likely to attempt suicide than heterosexual youth. Over 30% of all reported teen suicides each year are committed by gay and lesbian youths. . . . Gays and lesbians are at much higher risk than the heterosexual population for alcohol and drug abuse. Approximately 30% of both the lesbian and gay male populations have problems with alcohol. Gay and lesbian youth are at greater risk for school...

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Lgbt in the Market

...increase of 1% support annually, our American society is changing at an astronomical pace. Before the 1980’s, practically nobody supported homosexuals or their beliefs. Today, it’s mainstream; and through marketing, we’re going to find out why. Members, participants, and supporters of the Lesbian Gay Bisexual Transgender (LGBT) movement are influencing every single one of us whether we realize it or not. According to a Williams Institute review conducted in April of 2011, approximately 4% of Americans identify themselves as belonging to the LGBT community. The number of same-sex couples grew by more than 30 percent from 2000 to 2005 (from nearly 600,000 couples to 777,000). There are over 10 million declared gay individuals in the United States with California having the largest population, and Washington D.C. having the highest percentage among population. The homosexual community enjoy nightly outings, parades, and most similar events heterosexuals do. The most globally recognized and perceived symbol of the LGBT community is the rainbow flag. The flag represents sexuality, life, healing, the sun, nature, art, harmony, and spirit. Another main symbol LGBT has derived their name from is the Lambda; which is a Greek letter that represents unity under oppression. Many other symbols such as labrys, the purple hand, freedom rings, as well as overlapping color schemes of pink and blue in shapes like triangles and moons, represent something greater. They represent inseparableness and...

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Summary on Lgbt

...for the LGBT community to enhance their life style. Among these organizations, there is “Health People 2020” whose main focus is to describe the less opportunities of health insurance among bisexual and lesbian women. On the other hand, the mission of UCLA LGB Campus Resource Center is to provide a comprehensive range of advocacy and education services that support intersectional identity development. They promote wellness, unity, and a safe, open and wide-ranging environment for these people. Similarly, a number of websites are in the struggle to promote the healthy and safe life of lesbian, gay, bisexual and transvestite people such as “Everyone Is Gay” that offers an advice column in which people can share their stories. The goal of this site is to make change in this aspect. The source “Wisconsin Department of Health Services” focuses on the health care of LGBT community on the base of its diverse backgrounds. It helps them without concerning race, age, income, ethnicity, and education. The LGBT people often have to face several barriers and challenges to access needed and required health care services. In the result, the outcome is poor and worse health among LGBT. They particularly experience gender discrimination, social stigma, social violence, and socially rejection by communities, as well as their own families. In this regard, different segments such as gender, racial based, and economic based are considered barriers to provide them good health care. The LGBT people...

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Lgbt Equality

...LGBT Equality {Name} DeVry University LGBT Equality Rights for Lesbian, Gay, Bisexual, and Transgender (LGBT) people in the United States are comprised of a patchwork of laws in all levels of government. Currently, there are six states, plus Washington D.C., where same-sex marriages are legal. (Hamilton, 2012) Maryland has laws that recognize same-sex marriages performed in other states, but does not allow same-sex marriages to occur in the state.(Davis & Wagner, 2010) Twenty-one states, plus Washington D.C., have laws against discrimination based on sexual orientation or identity.(Repa, n.d.) Adoption policies also vary greatly from state to state. LGBT rights have taken part of the fight that republicans and religious fundamentalists have waged against LGBT people and women’s rights that has swept the county in the last couple of years. Although some people believe that LGBT people should not receive equal marriage or adoption rights, there are many reasons to extend those basic rights to LGBT couples. In the United States, there is a patchwork of laws regarding LGBT rights. In fact, there is a Supreme Court judgment in 2003 that started the move towards equality. The landmark case was the Lawrence v. Texas, which struck down sodomy laws in Texas. This, by extension, invalidated other similar laws in 13 other states and territories. (Lithwick, 2012) In 2009, President Obama passed the Mathew Shepard act.(Weiner, 2010) This act brought about one of the largest...

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Lgbt Rights

...INTRODUCTION LGBT rights have been a hot topic in India during the last few months due to the Supreme Court of India‘s decision of recriminalizing gay sex. The issue of gay rights is very cloudy in our great nation. Most of this is due to the problems with the issue, the reasons for controversy, and the pros and cons of the issue. First of all, both sides have too many problems with gay rights for there to be a common ground on the issue. The biggest problem we find with the whole thing is the problem is not just fought by words, but also by physical means. Lesbian, gay, bisexual, and transgender (LGBT) people frequently face violence motivated by their sexuality or gender identity. Violence may be executed by the state, as in laws prescribing corporal punishment for homosexual acts or by individuals engaging in intimidation, mobbing, assault, or lynching. Violence targeted at people because of their perceived sexuality can be psychological or physical and can extend to murder. These actions may be motivated by homophobia, lesbophobia, biphobia, transphobia, and may be influenced by cultural, religious, or political biases. Currently, homosexual acts are legal in almost all Western countries, and in many of these countries violence against LGBT people is classified as a hate crime, which such violence being often connected with conservative or religious leaning ideologies which condemn homosexuality, or being perpetrated by individuals who associate homosexuality to being weak...

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Lgbt Culture in America

...LGBT Culture in America Table of Contents LGBT Culture………………………………………………………………………. 3 History……………………………………………………………………………….. 6 Current Events……………………………………………………………………….. 7 Influential LGBT People……………………………………………………………….. 8 Travel………………………………………………………………………………… 9 Tegan and Sara…………….. ………………………………………………………. 10 Gay Pride Events …………………………………………… ……………………… 11 Works Cited………………………………………………………………………… 12 LGBT Culture in America LGBT stands for lesbian, gay, bisexual, and transgendered/trans-sexual and these words define groups of people who are categorized by their sexual orientation except in the case of transgendered. Transgendered people are defined by their gender identity which is often different from their genetic gender. These groups of very different people have come together in a united front because they are all discriminated against in similar ways. So while LGBT people are not a culture in the traditional sense, their adversity brings them together in a special subgroup of society that can be found in just about every country worldwide. The American LGBT culture specifically is very rich, diverse, and active. To best understand this diverse group of people, it is best to examine each letter of LGBT separately. Beginning with lesbian culture, these people are categorized as women who are sexually attracted to other women. Within this group of women, there are very different expressions of their varying degrees of femininity. Some stereotypes of...

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Lgbt Lit. Review

...rights and gay marriage argue that homosexuals have the right to be protected against discrimination and deserve equal treatment and access to all the same benefits of a heterosexual couple. In the following 4 Literature Reviews it will show the difference in opposing views on LGBT Marriage. In an article from The Journal of Social and Personal Relationships they reviewed a study done to examine how the LGBT men and women assign meaning to legally recognized same-sex marriage and its impact on their understanding of the LGBT community. This was an open-ended web survey that asked participants to consider the ways in which legally recognizing same-sex marriage could positively and negatively affect the LGBT community. 288 people participated in this study. It was a mix of both men and women ranging in ages from 19-66 years. They also had a mix of different racial and ethnic heritage. There were several open-ended questions followed by questions regarding demographics and other close-ended questions. The two main open-ended questions were, “In your opinion, how may legalizing same-sex marriage change the LGBT community for the better?”; “In your opinion, how may legalizing same-sex marriage change the LGBT community for the worse?” As a result this study showed four very clear and strong themes among the participants. The first theme was legal equality. This served as a surface theme for deeper understandings of same-sex marriage. Legal equality was seen as affecting the community...

Words: 934 - Pages: 4