Likewise the same percentages of responders assert that discrimination based on sexual orientation occurs at the companies that they work for. Eighty percent of the participants believe that a company's policy concerning discrimination against gays should not be determined by religious convictions. Fifteen participants reported that an employee of their company had been accused of discrimination based on sexual orientation.
Additionally, seventy percent of participants assert that there company has done enough to ensure that discrimination based on sexual orientation does not occur.
The findings of this survey indicate that most of the 40 companies represented (80%) by these individuals have an antidiscrimination policy that is inclusive of sexual orientation. Of those companies that have such a policy in place all but two of the companies also have training sessions to aid employees in understanding this kind of discrimination. In addition, 50% said that there were things that the company could do to ensure that people were not discriminated against on the basis of sexual orientation. Only 30% believed that there were things that they could do to ensure that discrimination against gays does not occur within the company. Finally, 100% of the participants reported that they would make an immediate report if an employee ever complained about discrimination based on sexual orientation.
This survey confirms some of the information that was presented in previous sections of this research paper. Most apparent are the steps that have been taken by companies that ensure that homosexuals will not be discriminated against. The survey indicates that human resource managers are aware that discrimination based on sexual orientation can be a problem and are prepared to report any complaints concerning this issue.
Conclusion
The purpose of this discussion was to examine discrimination in the workplace as it relates to homosexuals. The research indicates that workplace discrimination against homosexuals does occur and that such discrimination can have lasting effects.
The research found that there is no federal law that prohibits discrimination against homosexuals in the workplace, however many states have laws against...
The research also included a survey of questions related to homosexual discrimination in the workplace. The survey indicates that human resource managers are concerned about discrimination based on sexual orientation and believe that companies should have antidiscrimination policies that are inclusive of sexual orientation.
References
Buzzanell, Patrice M. Tensions and Burdens in Employment Interviewing Processes: Perspectives of Non-Dominant Group Applicants. The Journal of Business Communication. Volume: 36. Issue: 2. Publication Year: 1999. Page Number: 134+.
Caldwell, John. "Prodding the Fortune 500: One Gay Rights Leader Learned That Equality in the Workplace May Come by Simply Asking for It." The Advocate (2004): 62.
Dipboye, Robert L., and Adrienne Colella, eds. Discrimination at Work: The Psychological and Organizational Bases. Mahwah, NJ: Lawrence Erlbaum Associates, 2005.
Horvath, Michael, and Ann Marie Ryan. "Antecedents and Potential Moderators of the Relationship between Attitudes and Hiring Discrimination on the Basis of Sexual Orientation." Sex Roles: A Journal of Research (2003): 115+.
Sexual Orientation Discrimination in the workplace. 8 August, 2006; http://www.nolo.com/article.cfm/pg/2/objectId/E76BEBE6-E194-46C1-983629F17557E86D/catId/DE34C24C-9CBE-42EF-917012F2F6758F92/111/259/283/ART/
Workplace Discrimination. 8 August, 2006; http://www.glbtq.com/socialsciences/workplace_discrimination.html
Discrimination is defined as an inequity or intolerance that is shown to another person on the basis of race, ethnicity, religion, sexual orientation or any other factor that separates one group of individual from another.
Homophobia refers to fear that some people feel as it relates to homosexuals.
In America, the "dominant group" refers to the characteristics of being Caucasian, Male, heterosexual, upper or middle class, masculine, and privileged (Buzzanell).
In America the non-dominant group membership usually refers to those with the opposite characteristics of the dominant group. This mean non-dominant groups tend to be non-White, Female, lower class, gay/lesbian/bisexual, and non-Christian (Buzzanell).
