Marwa Alsaif · James Hayford ·
Jared Smith · Tessa Terrell
Dr. Kim Gilliam
EDC 529.D1
LGBT in the Workplace
Target
Population:
Helping
professionals are eligible to attend this workshop. Those in the helping
profession may encounter diverse clientele who have unique perspectives and
values and face unique obstacles, especially with respect to career advocacy.
The National Health Interview Survey found in 2014 that 1.6 percent of adults
self-identify as gay or lesbian, and 0.7 percent consider themselves bisexual.
Given these statistics, it is imperative that those in the helping field be
consciously aware of their attitude concerning LGBT individuals. Helping
professionals need to also be knowledgeable about the current issues posed
against this population and the resources available.
Measurable
Objective:
By the end of this workshop the
practitioners will:
●
be knowledgeable about the barriers faced by LGBT
individuals.
●
feel more competent aiding LGBT clients with workplace
concerns.
●
have career advocacy resources to offer LGBT
individuals.
Content:
●
Barriers posed by workplace discrimination against
LGBT individuals
●
National, state, local, and company legal policies in
place today
●
Mental and emotional symptomatology
●
Resources and interventions
Outline of Workshop:
4 hour, 1 day workshop
10:00am……………………………………….………...Welcome & Introductions
………………………………….Icebreaker
……………………….....Self-Assessment
10:20am…………………………....….Background Information & Terminology
10:45am…………………….....….Barriers posed by workplace discrimination
……….………………………….Financial
………….………………………..Physical
………….……………………...Emotional
………….………………….Psychological
……….……………..Personal
Testimony
11:15am………………...….National, state, local, and company Legal
Policies
……………………………….Federal
Law
………………………………….State
Law
……………………….…………...City
Law
……………………….…..Company
Policy
12:00pm…………………………………………………………………....….….Lunch
12:45pm……………………………...…………………..……...….Symptomatology
…………………………..………….Mental
……………………………….....Emotional
…………..…...Coming
Out Stars Activity
1:15pm………………………………………….…..…...Resources & Interventions
1:
55pm…………………………………………………….....……..Closing
Remarks
……….....Self-Assessment
& Evaluation
Implications
at the local and national level:
In
a time where LGBT civil rights are a hot-button topic in our country it becomes
important that those of us in the helping fields find ourselves knowledgeable
and equipped to deal with clients facing issues related to sexual orientation
and the discrimination which accompanies a heterosexist society. These issues
affect all walks of life and as such naturally trickle into career placement
and planning. On the local level having
people in the helping field trained in helping LGBT individuals and literate on
LGBT issues will lead to better career placement fit for LGBT clients. This could help on a person-to-person basis
to reduce and diffuse issues of minority press (Meyer, 1995), and related
symptomatology (depression, anxiety, hopelessness) as well as help to lower the
disproportionately high rates of unemployment (Kurtzleben, 2013) and workplace
harassment which appear in the LGBT community. On an even broader scope this
type of training may have national implications by increasing awareness of LGBT
client needs and of corporations which support LGBT individuals. Over time this knowledge alongside the
increasing social trend towards acceptance may lead to a nationally more
egalitarian workplace, and increased awareness and empathy for minority issues
in the workplace.
Implications
for practitioners:
Counselors, school counselors, social workers and
human resources personnel will all be able to apply the knowledge gained in
this workshop to helping LGBT individuals navigate career issues. Helping
professionals should begin by understanding that lesbian, gay, bisexual and
trans* people are all unique individuals, but may also have common struggles
that affect their career development. Practitioners who are aware of these
struggles may be better equipped to understand the struggles of their LGBT
clients, and better able to help.
For LGBT individuals, deciding to
come out may be one of those struggles. LGBT individuals may come to counselors
seeking help deciding whether to come out and how. For practitioners, it is
important to know that there is no answer that will be right for every client,
but helping professionals should help clients explore the ramifications and
benefits of coming out. Counselors
can help clients gauge what the responses might be from their family, friends,
community, and work environment (Prati, 2014). Helping professionals should be
educated about what some of the effects of facing discrimination are, and what
legal protections or barriers LGBT clients may encounter. Practitioners who are
focused on client career development
should understand that LGBT individuals in particular may have to grapple with
sexual identity issues first before really being able to take steps to create a
career path (Schmidt & Nilsson, 2006). Mental health professionals should
understand that workplace and job related discrimination may be one part of an
LGBT client’s life, and dealing with career issues may need to a component
addressed in their therapeutic process. Finally, it is important for helping
professionals to connect clients to outside resources and organizations.
Creative
response:
“Coming Out Stars”
(Please see attached worksheet)
Sources Cited
"Human Rights Campaign."
HRC. Human Rights Campaign, 2015. Web. 10 Apr. 2015.
"Managing and Coping with Sexual
Identity at Work." Managing and Coping with Sexual Identity at
Work. British Psychological Society,
Mar. 2015. Web. 7 Apr. 2015.
Benjamin, Tia. "The Ways
Discrimination Negatively Affects Businesses." Small Business. Demand
Media, 2015. Web. 7 Apr. 2015.
Corporate Equality Index 2015. (2014). Human Rights Campaign Foundation.
Finn, Lisa. "The Effects of
Discrimination in the Workplace." Everyday Life. Demand Media, 2015. Web.
7 Apr. 2015.
Gedro, J., Mizzi, R. C., Rocco, T.
S., & van Loo, J. (2013). Going global: Professional mobility and
concerns for LGBT workers. Human Resources Development International,
16(3), 282-297. Doi:
10.1080/13678868.2013.771869
Kaufman, A. (2015, March 5). Here Are
The 379 Companies Urging The Supreme Court To Support
Kurtzleben, D. (2013, June 6). Study:
Poverty Rate Elevated for LGBT Community. Retrieved April 23,
2015, from
Maps of State Laws and Policies.
(2015, April 13). Retrieved April 13, 2015, from
Meyer, I. H. (1995). Minority stress
and mental health in gay men. Journal Of Health and Social
Behavior, 36(1), 38-56. Doi
10.2307/2137286
Pierce, Jeff. "“COMING OUT”
STARS." “COMING OUT ” STARS (n.d.): n. pag. Student Affairs
Information. University of Southern
California. Web. 6 Apr. 2015.
Prati, Gabriele, and Luca
Pietrantoni. "Coming Out and Job Satisfaction: A Moderated Mediation
Model." The Career Development
Quarterly 62.4 (2014): 358-71. Wiley Online Library. Web. 6
Apr. 2015.
Schmidt, Christa K., and Johanna E.
Nilsson. "The Effects of Simultaneous Developmental Processes:
Factors Relating to the Career
Development of Lesbian, Gay, and Bisexual Youth." The Career
Development Quarterly 55.1 (2006):
22-37. Wiley Online Library. Web. 6 Apr. 2015.
Sears, Brad, and Christy Mallory.
"Documented Evidence of Employment Discrimination & Its Effects
on LGBT People." Williams
Institute. University of California, 01 July 2011. Web. 7 Apr. 2015.
Wong, C. (2103, October 21). 7
Companies That Don't Support Gay Rights. Retrieved April 13, 2015,
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