By Tina Vasquez

A new study recently published in the American Journal of Sociology revealed that openly gay applicants are 40 percent less likely to be granted an interview than their heterosexual counterparts. The study was the first of its kind to test the receptiveness of employers to gay male job applicants. It sent two fictitious resumes to more than 1,700 entry-level, white collar job openings in the U.S. The resumes were nearly identical, except each mentioned a different affiliation with a school organization.

According to the study’s author, Andras Tilcsik of Harvard University, a gay community organization that could not “easily be dismissed as irrelevant to a job application” was chosen for one resume to illustrate skills acquired while in the organization. The resume listed the applicant as the elected treasurer for several semesters, managing the gay organization’s financial operations. The other resume mentioned that the applicant had been part of the “Progressive and Socialist Alliance.” The fictional group was used to separate any “gay penalty” from the effects of political discrimination, since both organizations were likely to be viewed as left-leaning.

According to Tilcsik, “The results indicate that gay men encounter significant barriers in the hiring process because, at the initial point of contact, employers more readily disqualify openly gay applicants than equally qualified heterosexual applicants.” The report also found that discrimination against openly gay candidates was particularly strong in Southern and Midwestern states and employers seeking stereotypically masculine traits, such as assertiveness, were more likely to discriminate against gay men. “It seems that the discrimination documented in this study is partly rooted in specific stereotypes and cannot be completely reduced to a general antipathy against gay employees,” Tilcsik said.

The report has resulted in a number of troubling questions, namely how soon is too soon to come out. According to Kevin Jones, deputy director of the non-profit Out & Equal that works to address LGBT issues in the workplace, the answer requires that gay applicants assess their risks.

By Melissa J. Anderson

Yesterday the Senate Judiciary Committee voted in favor of the Respect for Marriage Act. The act is designed to repeal the 1994 Defense of Marriage Act, which bans the federal government from recognizing same-sex marriage. Not only does the act prevent same-sex couples married in one state from having that marriage recognized in another that does not allow same-sex marriage, but it also creates a number of issues for same-sex couples immigrating to the United States.

The vote in the senate comes at the heels of a huge declaration against DOMA by big business last week, when 70 companies, firms, organizations, and municipalities filed a brief against the act. The list includes names like BNY Mellon, CBS, Google, Microsoft, and Xerox.

The companies signing the brief said they want DOMA repealed. Here are three reasons why.

By Melissa J. Anderson

It’s no wonder that so many LGBT individuals choose to remain in the closet at work – research by the HRC, Out & Equal, and the Center for Work Life Policy all show roughly half remain closeted. Many LGBT employees fear a cultural stigma or backlash from colleagues or employers, and there are no federal protections against such discrimination.

In many regions of the US, being gay can still – in 2011 – cost individuals health benefits, tax breaks, or even a job. And research shows this disparity impacts employee engagement, personal ambition, and job performance. But today many companies, which have recognized the business case for creating an open and inclusive environment, are stepping in to equalize the situation for LGBT employees.

In fact, a recent report by the Williams Institute at UCLA polled the top 50 Fortune 500 companies on the benefits extending these kinds of benefits to LGBT employees. The institute said:

“Among the top 50 Fortune 500 companies, 48 now include sexual orientation in their non-discrimination policies and 70% include gender identity. Additionally, 88% extend domestic partner benefits, including health insurance to the same-sex domestic partners of employees.”

Williams Institute Executive Director Brad Sears said, “The specific reasons why these companies felt their LGBT inclusive policies had a positive business impact went beyond improving their efforts to recruit and retain the most talented employees.”

He continued, “Companies linked these policies to improving employee morale and productivity, to meeting the needs of their diverse customers, and to sparking ideas and innovation through employees, including LGBT employees, who bring different perspectives and experiences.”

Despite these benefits, the list of companies providing financial or legal protection to LGBT employees is still small. But last month, a few more joined the growing group.

By Melissa J. Anderson

According to the latest Out & Equal Workplace survey, a significant majority of individuals in the US believe that LGBT workers are protected from being fired for their sexual orientation or gender identity.

In most places in the US, that is not the case. There are no federal employment protections for LGBT workers, and the majority of states do not have any law barring employers for firing individuals for being gay or transgender either.

Yet 76 percent of heterosexual people surveyed by Out & Equal believe that it is “illegal for an employer to fire someone because they are gay, lesbian, or transgender.”

On the other hand, only 44 percent of gay and lesbian survey respondents were mistaken.

The report, which surveyed 2,610 adults in the US, was released this week at the kickoff of Out & Equal’s 2011 Workplace Summit in Dallas. It shows that many Americans are in the dark about the challenges LGBT workers face, and this could be one reason the Employment Non-Discrimination Act (ENDA) has yet to pass. ENDA, introduced to congress over fifteen years ago would prohibit employers from firing individuals because of their gender identity or sexual orientation.

While many Americans are mistaken about the employment rights of LGBT individuals, not all of the survey results were bad news.

By Melissa J. Anderson

Until recently, corporate supplier diversity efforts have been centered mainly around ethnic minority or women-owned businesses. But now LGBT businesses are coming into focus as a key segment of supplier diversity.

Last week Out & Equal hosted its monthly Town Call on the topic of LGBT supplier diversity. Speaker Dawn Ackerman, President and CFO of OutSmart Office Solutions, said increased awareness around LGBT supplier diversity has helped her business grow. “I’ve been a business owner for fifteen years, and I used to be afraid to come out to my customers… Now I get business because I come out to my customers.”

The call’s speakers explained why companies should be sure they are reaching out to LGBT suppliers as part of diversity initiatives, and how they can do a better job of it.

By Melissa J. Anderson

Recently Out & Equal hosted a Town Call on how corporate partnerships with LGBT organizations impact everyone involved – creating a win-win that extends beyond a simple philanthropic gesture.

Headquartered in San Francisco, Out & Equal works with companies to create inclusive workplaces with cultures that embrace the contributions of LGBT employees.  In addition to providing corporate diversity training, webinars, and a job search platform, the organization hosts events including an annual summit.

September’s town call detailed the benefits that companies receive by partnering with non-profit advocacy organizations. The biggest benefit, agreed the call participants, is employee engagement.

By Melissa J. Anderson

According to the Human Rights Campaign, today, October 11th, is National Coming Out Day. The day isn’t just meant to be an encouragement for LGBT individuals to come out to their friends and family. The occasion serves as encouragement for LGBT individuals to be out at work, as well.

Research has shown that roughly half of all LGBT employees are in the closet. This can damage morale and productivity, and – studies have shown – closeted employees are less likely to feel loyalty toward their company, with 73% reporting they are likely to leave their company within three years. At a time when companies desperately need employees to be functioning at their top capacity and can’t afford to lose high performing talent, creating an environment where everyone can thrive and be their full selves at work is critical.

Here are ten ways that companies can work to improve LGBT inclusiveness within their culture, and encourage LGBT staff to proudly come out.

1. Use inclusive language. In many cases, gendered language can make LGBT individuals feel like they don’t belong. One easy step that companies can take in creating an inclusive environment is by encouraging leaders to use language that is not gender specific. Jennifer Allyn, Managing Director in the Office of Diversity at PwC explained, “Some really simple advice is, first of all, to use inclusive language, like inviting people to bring a ‘guest’ rather than a ’spouse’ to company social functions.”

By Melissa J. Anderson

“We are at our best when we can be our full selves, and we can attract the best and the brightest when they can be their full selves,” began Jacqueline LiCalzi, Managing Director in Company Compliance at Morgan Stanley, and co-chair of the firm’s Pride (LGBT) employee networking group.

One quality of a truly inclusive workforce – rather than one merely tolerant of diversity – is an outward display of support by colleagues. And as firms take steps to advance inclusion, ally networks are popping up across Wall Street and the rest of corporate America.

Ally networks are groups for straight employees to outwardly express their support for LGBT coworkers and formally participate in Pride events and initiatives. These networks do a lot to show support for LGBT employees, many of whom may not be out of the closet (according to research by the Center for Work Life Policy, roughly half of LGBT employees are still in the closet at work) or may be struggling with personal issues as well as workplace ones.

According to LiCalzi, ally networks are the next step in LGBT diversity efforts. Here’s why.

By Melissa J. Anderson

Last week, Out and Equal hosted a “town call” with top LGBT executives. Out and Equal, a national organization for LGBT professionals hosted the call, said executive director Selisse Berry, because LGBT executives rarely meet one another and discuss the issues that are relevant to the community.

She explained, “When LGBT executives are with other LGBT colleagues… often they are the only executive in the room.” At the same time, she continued, “When LGBT executives meet with other executives, often they are the only LGBT person in the room.”

The call was designed so that LGBT execs and straight allies could share insights and best practices in a peer setting.

Berry commented that often, moving up the ladder means moving further and further into the closet, but with more “out” peers and role models, we are beginning to see that change.

The call, “A View from the Top: LGBT Executives,” featured Donna Griffin, who recently retired as Chief Diversity Officer of Chubb, Bobby Wilkinson, California Zone Marketing Manager at State Farm Insurance, and Mike Feldman, Vice President and General Manager, Managed Enterprise Solutions, IPG Americas, HP. It was moderated by Pat Baillie, Associate Director of Training at Out and Equal.