Developing LGBT leaders is an innovative corporate idea, as companies are becoming increasingly aware that many LGBT employees are ready to lead and advance their career but face barriers preventing them from taking a leadership step.

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LGBT employees constitute a sizeable and dynamic workforce population with unique professional insights. As workplaces around the world become sensitized to LGBT issues, an increasing number of global organizations are making the creation and maintenance of an inclusive workplace culture a top priority.

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2012 was certainly a tipping point year for LGBT rights in the US and abroad. Probably the most significant event in the US was President Obama’s reversal on his previously held stand against gay marriage. Even with this controversial stand, he was re-elected, which is a testament to the fact that attitudes are definitely changing.

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Finding educational institutions that are friendly to LGBT youth has become a major aspect of LGBT students’ college searches, and schools have taken notice.

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ERG helps LGBT at GE

LGBT June 25, 2012 0

LGBT individuals have no workplace protections at the federal level or in most states, which means they can be fired simply for loving someone of the same sex. While corporate America has taken the lead to protect these workers, LGBT employees must navigate vast disparities in policies, benefits and work environments, which limit a company’s ability to attract and retain the best talent.

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Without the support of an accepting work environment, many LGBT employees choose to remain in the background. As a result, they cannot give themselves fully to their careers.

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Firm Wins Rights for LGBT Students

Being a teenager is not easy – bullying is a rampant problem plaguing American schools. A recent article in Columbia University’s Pediatrics found that LGBT youth are…

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That’s so gay. That’s retarded. Are the children yours? Can you have children? But she doesn’t look like a lesbian. I have that handicapped woman on my team. Alarming? Yes, but these are just some of the remarks heard around the water cooler. These words are hurtful and can be seen as a form of bullying and harassment.

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Can I be myself? Can I be visible? Will I be accepted? If your lesbian, gay, bisexual, and transgender (LGBT) employees are able to answer “yes” to all these questions when they think about their workplace, you are on the right track. Although we’re seeing progress toward greater inclusiveness in corporate America, many companies have a long way to go to fully recognize and leverage the power of their LGBT employees and the potential of this important market.

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