You are using an outdated browser. For a better experience, please upgrade your browser here. Closing the gender leadership gap is an imperative for organizations that want to perform at the highest levels. Leveraging the full talents of the population provides a competitive advantage; companies with more women in leadership roles perform better, and employees on diverse and inclusive teams put in more effort, stay longer, and demonstrate more commitment. To change the numbers, gender bias and stereotypes have to be understood and counteracted.
Bias Against Gays Today Often Subtle, Sometimes Not So
Why LGBT Employees Need Workplace Allies
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Gay and Transgender People Face High Rates of Workplace Discrimination and Harassment
Although our society has made substantial progress when it comes to creating equality for lesbian, gay, bisexual, and transgender individuals, there are still pervasive instances of discrimination against these groups based solely on sexual orientation. In some instances, the discrimination is so severe that it results in an employer terminating an employee based solely on her status as a lesbian. All too often, the employer attempts to conceal its ulterior motive by assigning blame for the termination to the employee, making misrepresentations regarding her performance or qualifications.
The branch of I-O psychology known as industrial psychology focuses on identifying and matching persons to tasks within an organization. This involves job analysis , which means accurately describing the task or job. Then, organizations must identify the characteristics of applicants for a match to the job analysis. It also involves training employees from their first day on the job throughout their tenure within the organization, and appraising their performance along the way.