Citation

Day NE, Greene PG. Hum. Resource Manag. 2008; 47(3): 637-654.

Copyright

(Copyright © 2008, John Wiley and Sons)

DOI

10.1002/hrm.20235

PMID

unavailable

Abstract

In the 14 years since the Society for Human Resource Management added sexual orientation to its nondiscrimination statement, many organizations, including a large majority of Fortune 500 companies, have become more accepting of gay and lesbian workers. However, both small and large organizations may not have decided if this diversity is a type they wish to address. This article makes the case that to be competitive in the labor market and maximize the customer base, inclusiveness may be a requirement. We make this point by first describing current practices that create inclusive environments. To explore differences between small and large employers, we then present an exploratory study that shows that small firms may already have advantages in establishing inclusiveness. Interviews are presented that further investigate how work climates may exist for gay and lesbian employees in small and large organizations. Best practices and recommendations for creating and maintaining an inclusive workforce are then presented. © 2008 Wiley Periodicals, Inc.