Policy Title: LGBT Hiring Policy
Purpose
Organizational consulting specialists (policy-makers) try to implement a new hiring policy regarding the LGBT population in the administrative processes of company performance.
Authority
Social context is the profound element of social psychology structure predisposing individuals’ mind-shaping in a concrete social and working environments. LGBT communities are the current issue nowadays as it causes overall disputes in terms of LGBT representatives’ enrolment at any form of workplace. For centuries, sex minorities were under the seizure of allosexism, underestimation, and discrimination. This policy statement is an example of accepting other individuals with “abnormal” makings in a workplace as a form of reflection to social psychology principles even though it is a challenging and risky issue.
- According to current American law, the LGBT population (so-called allies) is under the protection of the Civil Rights Act of 1964. Still, some states vigilantly treat this category of people and give them second-class treatment by lifting a strict ban on hiring homosexual and transgender individuals. This research-based proposed policy tries to meet the requirements in the law- enforcement way by protecting and supporting transgenders.
- The laws protecting the LGBT population are the key example of how governmental policies try to reflect psychology principles in terms of positive evaluation and promotion of individuals who do not correspond to social stereotypes.
Audience
This policy applies to ardent critics of the LGBT representatives’ enforcement in a working environment, thus involving them in sensitivity practices helping them reconsider their long-standing standpoints. This policy also applies to homosexual and transgender individuals allowing them to hold a lifestyle as other people do.
Definitions
Allosexism means hatred, prejudice and hostility towards LGBT representatives. The ally is a member of LGBT community.
Policy Statement
While integrating social psychology principles and research to propose the LGBT population, the particular set of self-beliefs that sex minorities manifest should be taken into account. Wang et al. (2021) state that sexual minorities have to attend special training where competent experts might help them raise their self-esteem, self-presentation while fitting in at a position. As homosexuals have a poor self-concept and a lack of self-efficacy, organizational policy-makers have to usher in practices to make LGBT members feel comfortable in a new workplace. The HR office must ensure an appropriate and equal work environment for all employees (Federman & Rishel Elias, 2017). In the social and professional setting, reflecting on current laws, organizations have to be gender-oriented in terms of accepting sexual minorities into company performance (Sundevall & Persson, 2016). Undoubtedly, LGBT representatives’ employment would not be welcomed by other company participants due to different social contexts and backgrounds. Hence, company executives’ key aim coupled with HR is to satisfy organization members’ needs, preventing possible risks and crises.
Hiring LGBT policy is a challenging issue that might have a negative impact on the organizational culture. Mason et al. claim (2015) that “heterosexism is rampant in society and is embedded throughout many cultural, political, and religious systems” (p 313). For this very reason, organizational policy-makers have to implement particular practices reducing discrimination towards LGBT representatives. People committing misdemeanors such as bullying and harshly criticizing sexual minorities might be imposed on some sanctions: such as corresponding fines, reprimands, and dismissal (Mara et al., 2021). These steps are essential to sustain a positive sentiment in the micro-working environment and support LGBT communities.
References
Federman, P. S., & Rishel Elias, N. M. (2017). Beyond the lavender scare: LGBT and heterosexual employees in the federal workplace. Public Integrity, 19(1), 22-40. Web.
Mara, L. C., Ginieis, M., & Brunet-Icart, I. (2021). Strategies for coping with LGBT discrimination at work: a systematic literature review. Sexuality Research and Social Policy, 18(2), 339-354. Web.
Mason, T. B., Lewis, R. J., Winstead, B. A., & Derlega, V. J. (2015). External and internalized heterosexism among sexual minority women: The moderating roles of social constraints and collective self-esteem. Psychology of Sexual Orientation and Gender Diversity, 2(3), 313-320. Web.
Sundevall, F., & Persson, A. (2016). LGBT in the military: policy development in Sweden 1944–2014. Sexuality Research and Social Policy, 13(2), 119-129. Web.
Wang, Y. C., Miao, N. F., & Chang, S. R. (2021). Internalized homophobia, self‐esteem, social support and depressive symptoms among sexual and gender minority women in Taiwan: An online survey. Journal of Psychiatric and Mental Health Nursing, 28(4), 601-610. Web.