Strategy development to support LGB individuality in the workplace

Abstract

Lesbian, gay, and bisexual (LGB) individuals are challenged daily regarding the lack of emotional support from employers in acknowledging cultural differences. The LGB population is at high risk for heterosexist discrimination despite new employment laws that protect individuals from termination based on sexual orientation. Previously completed research indicated that LGB employees who felt supported emotionally in the workplace showed a higher rate of future employee recruitment, increased productivity, quick adjustment periods for new employees, decreased stress, and were committed to their agency. The purpose of this research study was to develop strategies to help the LGB population feel supported in the workplace. The strategies were identified from anonymous surveys completed by employees in the developmental disability support field. The study participants are members of the Advancing Strong Leadership program for North Carolina Developmental Disability (DD) Professionals. Participants shared their personal perceptions of how supportive their agency is for the LGB population. The results showed that 86.36% of the survey participants felt a change could be made to their agency to help increase support and acceptance for LGB employees. There were 16.6% of the employees that identified as LGB from public and non-profit agencies. The results suggest strategies for improving agency climate for LGB workers.