Protection at a federal level as well regulation of LGBT employment discrimination in the United States are extremely limited; they vary from different jurisdiction and they cover sexual orientation, but those protections lack cover on sexual identity (Correll, 2007)
There are no federal statutes that address employment discrimination on orientation and identity; thought the EEOC interprets the Title VII of the Civil Rights Act of 1964 to cover acumen alongside LGBT employees. The rulings can be cogent, aren’t decisive on minor courts and they have to be addressed by the Supreme Court for an ultimate decision that needs to be implemented.
Since the legalization of Marriage Equality by the Supreme Court on June 26 of 2015 by the different grassroots …show more content…
As on January 06th of 2015 prior June 26 of the same year, Florida became the 36th State in adopting marriage equality, on January 08th of 2015 a regional supermarket Publix, that is well known through the State became one of the few companies on a local level to offer benefits for same sex spouses. http://www.al.com/news/mobile/index.ssf/2015/01/publix_clarifies_benefits_for.html The decision at the moment became problematic due certain States where Publix operated at the time didn’t recognized the legality of same sex marriage such as the State of Alabama, but based on their statement it offered the benefits to spouses even if the State didn’t recognized.
Inclusion became a key factor on how the company public perception turned to be a positive asset by counting LGBTQ diversity as a development strategy. Albeit the decision of including benefits for same sex spouses doesn’t erase on how the company is perceived towards the treatment of their gay, lesbian, bisexual, transgender and queer …show more content…
http://www.hrc.org/apps/buyersguide/profile.php?orgid=14500#.Vkk813arS70
The dichotomy that Fortune 100 companies present is that while they adhere to the cities ordinances, they can be the catalyst for social changes. Is not an excuse to not improve the quality of their associate lives as in 2013 Walmart took an initiative and extended benefits to same sex spouses, far beyond when marriage equality was becoming a reality on a federal level.
Cultural sensitivity training could become a possible solution towards lack of empathy on a corporate environment, at the end it is what the workers force what it makes a company and not the portfolio or revenues that it generates.
Obviously these statements are misguided as on a federal level there’s not enough body of evidence about the violence the LGBTQ population faces on a daily basis; there is also no proper indication on a long term as ignoring the diversity segment may cost companies a Millennials become the segment of the workface, companies must adapt to the social and economic
There are no federal statutes that address employment discrimination on orientation and identity; thought the EEOC interprets the Title VII of the Civil Rights Act of 1964 to cover acumen alongside LGBT employees. The rulings can be cogent, aren’t decisive on minor courts and they have to be addressed by the Supreme Court for an ultimate decision that needs to be implemented.
Since the legalization of Marriage Equality by the Supreme Court on June 26 of 2015 by the different grassroots …show more content…
As on January 06th of 2015 prior June 26 of the same year, Florida became the 36th State in adopting marriage equality, on January 08th of 2015 a regional supermarket Publix, that is well known through the State became one of the few companies on a local level to offer benefits for same sex spouses. http://www.al.com/news/mobile/index.ssf/2015/01/publix_clarifies_benefits_for.html The decision at the moment became problematic due certain States where Publix operated at the time didn’t recognized the legality of same sex marriage such as the State of Alabama, but based on their statement it offered the benefits to spouses even if the State didn’t recognized.
Inclusion became a key factor on how the company public perception turned to be a positive asset by counting LGBTQ diversity as a development strategy. Albeit the decision of including benefits for same sex spouses doesn’t erase on how the company is perceived towards the treatment of their gay, lesbian, bisexual, transgender and queer …show more content…
http://www.hrc.org/apps/buyersguide/profile.php?orgid=14500#.Vkk813arS70
The dichotomy that Fortune 100 companies present is that while they adhere to the cities ordinances, they can be the catalyst for social changes. Is not an excuse to not improve the quality of their associate lives as in 2013 Walmart took an initiative and extended benefits to same sex spouses, far beyond when marriage equality was becoming a reality on a federal level.
Cultural sensitivity training could become a possible solution towards lack of empathy on a corporate environment, at the end it is what the workers force what it makes a company and not the portfolio or revenues that it generates.
Obviously these statements are misguided as on a federal level there’s not enough body of evidence about the violence the LGBTQ population faces on a daily basis; there is also no proper indication on a long term as ignoring the diversity segment may cost companies a Millennials become the segment of the workface, companies must adapt to the social and economic