Making the Business Case for Gay Rights in the Workplace

Rose Helens-Hart, Ph.D.

Workplace Contexts

Heteronormative workplaces Meritocracy

Invisible minorities Exclusion Disengagement Ridicule

State Employment Protection

Diversity & Inclusion Drivers

Social Justice Firm Competitiveness

The Business Case

Improved treatment bottom line (Bendick & Egan, 2009)

▪Attract (and keep) broader talent pool▪Relate to diverse customers▪Creative and innovative workforce

A History

1999--Exxon & Mobil merge & eliminate benefits protection

"Based on these existing all-inclusive, zero-tolerance policies, the Board believes the proposal is unnecessary,“—Exxon Mobil Board, 2013

Exxon Mobil

Human Rights Campaign Corporate Equality Index: Exxon Mobil (-25)

Changes at Exxon MobilSteward, J. B. (July 2, 2015). Plodding along on gay rights. The New York Times. Section B, 1.

Exxon Mobile employees marching the Houston L.G.B.T. Pride Celebration

Criticisms of the Business CaseBottom Line Commoditization ▪ Ignores oppression▪Reductive▪Tokenism▪Limits social justice considerations (http://popista.com/tokenism/a-look-at-tokenism./

60386)

Current Research

Sexual identity asset & liability

Constructed as an asset Specialized knowledge Identification/Empathy

Constructed as a liability Threat to interpersonal relationships Threat to professional image Threat to livelihood

Finishing up

Question? Comments?

References Bendick, M. & Egan, M. L. (2009). The

business case for diversity and the perverse practice of matching employees to customers. Personnel Review, 39(4), 468-86. doi: 10.1108/00483481011045425

Mease, J. J. (2012). Reconsidering consultants’ strategic use of the Business Case for diversity. Journal of Applied Business Studies, 40(4), 384-402.

Steward, J. B. (July 2, 2015). Plodding along on gay rights. The New York Times. Section B, 1.