Sexual Orientation Discrimination

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Running Head: DISCRIMINATION

HR Management Issue – Sexual Orientation Discrimination

Table of Contents

Introduction ……………………………………… . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 3 Sexual Orientation Discrimination
Definition ……………………………………… . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 3 Explanation of Topic ……………………………………… . . . . . . . . . . . . . . . . . . . . . . . 3 Background of Issue ……………………………………… . . . . . . . . . . . . . . . . . . . . . . . 3 Challenges this issue Presents

Workplace Discrimination ……………………………………… . . . . . . . . . . . . . . . . . . 3 Recommended Organizational Response ……………………………………… . . . . . . . . . . . . . 3 Projection about Future ……………………………………… . . . . . . . . . . . . . . . . . . . . . . . . . . 3 Interview with Michael ……………………………………… . . . . . . . . . . . . . . . . . . . . . . . . . . . 3 Embracing Differences ……………………………………… . . . . . . . . . . . . . . . . . . . . . . . . . . 3 Conclusion ……………………………………… . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 3 References ……………………………………… . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 3

Introduction
About seven years ago I attended a twelve week training session for child care center directors sponsored by 4C’s Community Coordinated Child Care of Milwaukee. This twelve week Center Director’s class focused on enhancement of leadership, staff development, diversity in the workplace, team building, and communicating effectively. The class participants in the class were from various child care centers throughout Wisconsin. During a class discussion a participant asked the instructor about handling an employee who was gay and wanted to wear makeup and women’s clothing to work. Their main concern was the impression it would give the parents and the children at the center. Many participated in the discussion explain how they would react to the situation. Some stating they would have never hired him in the first place while others gave personal views how homosexuality was wrong. The instructor explained to the class about discrimination and suggested she view their policy regarding dress code for the child care center. If there isn’t a specific dress code outline in the policy it was possible to add a section relating to dress codes and distribute to all employees. After the instructor’s comments, a young lady began to speak and voiced her opinion about the discussion. She thanked the instructor for the way she handled the discussion and politely stated that she is a lesbian. I can remember almost everyone’s mouth dropped open and hung in awe. She continued stating that she felt offended by all the comments made in the discussion and even though everyone has their personal opinions sometimes it’s important to understand who’s in the audience before you partake in any discussion that you don’t have real knowledge of the lifestyle. She mentioned that she and others like her don’t talk about heterosexuals for their lifestyle therefore she would ask that the class get and understanding before judging anyone. At the end of the conversation many felt ashamed and embarrassed because their attitude toward homosexuality which was strictly based on their opinion or personal preference. Not everyone agrees with this lifestyle; however it is important to keep opinions to ourselves so that we don’t offend nor discriminate against other because of their lifestyle, color, race, gender, religion, sex or any other thing that distinguish them from others.

Unfortunately, sexual orientation discrimination is a serious issue today. Many people are treated different when they choose to be open about their sexual orientation or if someone assumes they know what ones sexual orientation is. This paper will discuss sexual orientation discrimination as a major issue in Human Resource Management. Information...
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