Sexual Orientation Discrimination

Recommended Organizational Response ” Projection about Future ” Interview with Michael ” ” Embracing Differences ” Conclusion References ” Introduction About seven years ago I attended a twelve week training session for child care center directors sponsored by 4C’s Community Coordinated Child Care of Milwaukee. This twelve week Center Director’s class focused on enhancement of leadership, staff development, diversity in the workplace, team building, and communicating effectively.

The class participants in the class were from various child care centers throughout Wisconsin. During a class discussion a participant asked the instructor about handling an employee who was gay and wanted to wear makeup and women’s clothing to work. Their main concern was the impression it would give the parents nd the children at the center. Many participated in the discussion explain how they would react to the situation. Some stating they would have never hired him in the first place while others gave personal views how homosexuality was wrong.

The instructor explained to the class about discrimination and suggested she view their policy regarding dress code for the child care center. If there isn’t a specific dress code outline in the policy it was possible to add a section relating to dress codes and distribute to all employees. After the instructor’s comments, a young lady began to speak and voiced her opinion about the discussion. She thanked the instructor for the way she handled the discussion and politely stated that she is a lesbian.

I can remember almost everyone’s mouth dropped open and hung in awe. She continued stating that she felt offended by all the comments made in the discussion and even though everyone has their personal opinions sometimes it’s important to understand who’s in the audience before you partake in any discussion that you don’t have real about heterosexuals for their lifestyle therefore she would ask that the class get and understanding before Judging anyone.

At the end of the conversation many felt shamed and embarrassed because their attitude toward homosexuality which was strictly based on their opinion or personal preference. Not everyone agrees with this lifestyle; however it is important to keep opinions to ourselves so that we don’t offend nor discriminate against other because of their lifestyle, color, race, gender, religion, sex or any other thing that distinguish them from others. Unfortunately, sexual orientation discrimination is a serious issue today.

Many people are treated different when they choose to be open about their sexual orientation or if someone assumes they know what ones sexual orientation is. This paper will discuss sexual orientation discrimination as a major issue in Human Resource Management. Information will be shared giving a background of the issue, key concepts, challenges the issues present for the organization, recommended organizational response and a projection about the future. Sexual Orientation Discrimination Everyone agrees that workplace discrimination has no place in the modern business world.

But not everyone understands the laws that protect employees against discrimination. In this case, what you don’t know can hurt you, especially if an aggrieved employee files a discrimination claim. Definition According to an article published by Workplace Fairness, a non-profit organization that provides information and education on employee rights, sexual orientation discrimination means treating someone differently solely because of his or her sexual orientation whether it be homosexual, bisexual, or heterosexual.

This discrimination may occur because of a perception of someone whether the perception is right or wrong. Someone who is discriminated against on the basis of sexual orientation may also be discriminated against or harassed on the basis of sex, gender identity, disability, such as actual or perceived HIV status, and/or marital status. This is very important to Human Resource Professionals because they are the ones that make sure organization objectives are being met, and policies are being followed.

It is the Human Resource professionals that deal with staffing, compensation, safety and health, training and development as well as employee and labor relations issues. Therefore if any situations in the workplace occur relating to discrimination or harassment, including recruitment and interviewing the employee can talk to their company’s HR personnel. If a person has questions concerning health insurance for artners, they can talk to HR personnel as well as any other benefit questions.

Another concern of the HR personnel would be employees experiencing workplace violence due to their sexual orientation and complaints. and training staff to understand diversitiy and issues surrounding it The 1991 Act combined elements from two different civil rights acts of the past: the Civil Rights Act of 1866, better known by the number assigned to it in the codification of federal laws as “Section 1981 and the employment-related provisions of the Civil Rights Act of 1964, generally referred to as “Title VI”‘, its location within the Act.

The two statutes, passed nearly a century apart, approached the issue of employment discrimination very differently: Section 1981 prohibited only discrimination based on race or color, while origin. Section 1981, which had lain dormant and unenforced for a century after its passage, allowed plaintiffs to seek compensatory damages and trial by Jury; Title VI’, passed in the 1960s when it was assumed that Southern Juries could not render a fair verdict, allowed only trial by the court and provided for only traditional equitable remedies: backpay, reinstatement and injunctions against future acts of discrimination.

By the time the 1991 Act was passed both allowed for an award of attorneys fees. There are several myths and facts that play a huge part in cultural homophobia, for example: Homosexuality is abnormal and sick, truth is according to the American Psychological Association, “It is no more abnormal or sick to be homosexual than to be left handed. ” Homophobia, not homosexuality, is what needs to be cured Loving people of the same sex is immoral (sinful), but research shows many religious denominations do not believe this.

What is universally understood is that intolerance and hatred is wrong Gay men are child molesters and recruit hildren into their life-style. Fact: By far, the majority of child molesters are heterosexual. There are no laws keeping heterosexuals away from children Bisexuals, lesbians and gays could change if they really wanted to; however, most studies indicate that those who are highly motivated to change their sexual preference may change their behavior, but not their underlying desire (orientation).

In fact, it is often societal homophobia that forces people to attempt change. Therefore, energy should go into dismantling homophobia so that people will feel comfortable with their sexual orientation whether heterosexual, homosexual or isexual. (Clay, 2007) Workplace Homophobia Homophobia is also a problem that affects the workplace in a negative way. Homophobia in the workplace comes in many forms.

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