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The paper aims to focus on the activism of lesbian, gay, bisexual and transgendered (LGBT) people and their allies within work organisations. Specifically, it explores whether LGBT trade union groups and company employee network groups provide mechanisms for visibility, voice and activism for LGBT employees within UK organisations.

This paper is based on in‐depth interviews with 149 LGB employees within 14 UK case study organisations. These took place within four local authorities, three fire and emergency services, two national voluntary sector organisations and five private sector organisations between 2004‐2006. In addition, 55 in‐depth interviews with management, trade union and LGBT company employee network group representatives within the organisations plus analysis of company and trade union web sites and publications provided information on organisation policy and practice. Interviews were conducted using a semi‐structured interview schedule and the data collected were coded and analysed with the assistance of Nvivo software.

This paper outlines the history of LGBT trade union groups and company employee network groups within the UK. It found that both LGBT trade union groups and company employee network groups have provided important and at times complimentary mechanisms for visibility, community and voice for LGBT employees. However, the paper recognised that LGBT company network groups were relatively “new actors” within the case study organisations and suggests that some early gains may have been those which companies were willing to concede. It concludes that more research will be needed to see whether both LGBT trade union and company employee network groups can maintain their momentum during a time of economic recession as equality and diversity budgets are squeezed.

A decline in trade unions and increasing non‐unionisation despite labour movement revitalisation campaigns has meant that there is growing interest in whether employee network groups can provide meaningful avenues for “employee voice” in both unionised and non‐unionised workplaces. The paper addresses a gap in knowledge by focusing firstly on LGBT activism in the workplace and secondly on the rationale for and development of LGBT trade union and company employee network groups as mechanisms for “employee voice” for LGBT employees.

The purpose of this study is to examine the aspects of workplace environment and the experiences of LGBT (lesbian, gay, bisexual and transgender) employees in an Asian context; a subject that has hitherto been somewhat neglected. It responds to a call for more contextual research in the field of employment diversity in organizational management in general.

This is a mixed method study, which utilizes multiple sources of primary and secondary data and consists of in-depth personal interviews, a survey of LGBT employees, published data (including legislation and state policies), reports issued by social and media organizations, documentary evidence from Taiwanese companies and insights drawn from the existing literature.

It was found that there is an interplay between the macro, meso and micro levels in the multilevel relational framework applied to diversity of employment in Taiwan. Macrolevel factors, such as supportive legislation, mass media and social tolerance toward LGBT community positively affect mesolevel factors, such as stable and secure social networks among the LGBT community in the form of legal and social organizations (NGOs, social media, bars, restaurants, etc.) as well as many companies inclusion of sexual orientation in their definitions of diversity. However, this is opposed by macrolevel, cultural values related to family structure and intergenerational relationships that inhibit pro-active integration and equality of LGBT individuals at the meso organizational level. Companies headed by older-generation leadership can be slow to advocate, support and promote sexual-orientation diversity in their workplaces. In contrast, microlevel data shows that LGBT employees receive robust psychological support from their peer group, friends and the LGBT community, although gaining acceptance by family and coworkers remains a challenge.

Future studies need to focus on the dynamics of the meso- and microlevel factors by investigating how organizational structure, perspectives of leaders and HR managers, diversity management practices and attitudes and behaviors of LGBT employees and other coworkers affect development and integration of sexual-orientation diversity programs within organizations.

Managers, policy makers in organization as well as educators benefit from the context-sensitive findings and recommendations offered in this paper.

Understanding of LGBT individuals employment environment helps to facilitate or hinder the positive development of equal society and benefit both LGBT employees, their coworkers and managers.

Limited research exists on the LGBT employees experiences at work in Asia. This study makes unique contribution to the understanding of sexual orientation category of diversity at work in Taiwan context.

The purpose of this paper is to develop a cross-level conceptual model of organizational- and individual-level outcomes of lesbian, gay, bisexual, and transgender (LGBT)-supportive policies for all workers regardless of their sexual orientation.

This is a conceptual paper based on an integration of propositions from perceived organizational support and organizational justice theories.

The model suggests that LGBT-supportive policies should be related to perceptions of organizational support directly and indirectly through diversity climate and perceptions of distributive, procedural, and interactional justice.

The model implies that employees should feel more supported and more fairly treated among firms with LGBT-supportive policies and practices, and that these feelings will be reciprocated.

This is the first paper to develop propositions about the outcomes of LGBT-supportive policies for all workers, and advances the literature by developing a multi-level model of outcomes of these policies.

This article illustrates the experiences of employee resource group (ERG) members over a two-year period with the aim of understanding the benefits and risks of membership for sexual minority employees.

Qualitative interview data were collected from seven lesbian, gay or bisexual ERG members following an extreme case approach at two points in time separated by two years.

Three themes of outcomes related to ERG membership emerged from the data. Participants reported both benefits and risks associated with the social and career-related consequences of membership. The role that allies play in providing visibility, legitimacy and support to ERG members also emerged and shifted in importance over the two years between interviews, with ally involvement becoming more important to career outcomes over time.

This study illuminates potential consequences of supporting ERGs for minority employees, as well as insight into the role of allies in these groups.

This study contributes to the literature by revealing several individual outcomes of a growing form of diversity management practice: ERGs.

Drawing on social identity theory and the concept of perceived organizational support, the authors conducted an online, exploratory survey of 150 lesbian, gay, bisexual, and transgender (LGBT) workers in 28 countries to examine whether being LGBT provides a unique perspective in the workplace, if they perceive their employer appreciates this perspective, and what effects this has on perceived discrimination and perceived career advancement. Collectively these questions have implications for work engagement and career prospects of LGBT workers. The paper aims to discuss these issues.

Multiple regression and qualitative analyses were used to analyze Likert scale questions along with open-ended options.

The majority of respondents agree that being LGBT offers a unique perspective compared to heterosexual workers. The more respondents agree that they have a different perspective, the more they feel discriminated against. After controlling for demographic variables as well as education, tenure, job level, and disclosure, hierarchical linear regression analyses showed offering a unique perspective increases perceived career advantages. Results also showed increased perceived career advantages if the employer appreciates this perspective. Results of a second regression analysis also showed that a unique perspective is associated with more perceived discrimination, unless their employer appreciates this perspective.

Although single-item measures and a small international sample limit generalizability, rich qualitative responses provide insights into LGBT attitudes across multiple countries.

This study can be applied to future understandings of the diverse nature of LGBT perceptions and attitudes in the workplace.

This is one of the first studies to examine LGBT perceptions that they possess a unique perspective that should be valued by employers.

This exploratory study is one of the first to recognize unique LGBT perspectives and examine the relationship between their perspectives and perceived discrimination and career advantages.

The purpose of this paper is to explore the triggers to the development of sexual orientation diversity policy and practice in the UK private sector, based on the perspectives of those “championing” sexual orientation diversity work.

The paper is based on 22 in‐depth key informant interviews which can be broken down as follows: diversity specialists (5), management (6, of whom 3 were sexual orientation senior management “champions” in their organisations), trade union (3) and LGBT network group representatives (8), as well as access to company and trade union web sites and publications. Interviews sought to trace the history of sexual orientation equality and diversity work, development of structures, policies and practices as well as triggers and barriers to progress and areas of innovation.

Recent literature on equality and diversity in the British national context has sought to explore the implications of a social justice versus a business case driven equality and diversity agenda. This paper considers that this dichotomous analysis can be unhelpful. Within the private sector case studies, the difference between the two approaches was not clear‐cut. The corporate social responsibility agenda seemed to offer a broader vision for sexual orientation diversity work in a global context. It promised a more activist awareness of international human rights standards, stakeholder involvement plus links between employee and customer rights and concerns.

The paper addresses a gap in knowledge regarding sexual orientation diversity management in the UK private sector. It also considers the links between corporate social responsibility and sexual orientation diversity management.

Bank of America Merrill Lynch recognizes that its most valuable asset is its people – who deliver every day for its customers, clients and shareholders. The company values the differences of its people, understanding that diversity and inclusion are good for business and make the company stronger. Diversity means business. The purpose of this paper is to discuss these points.

Lesbian, gay, bisexual and transgender (LGBT) equality is just one part of the diversity and inclusion strategy. Bank of America Merrill Lynch illustrates its commitment to making its organization one where LGBT employees feel fully valued and included in several ways: through employee‐led LGBT networks around the world; high profile sponsorships; and by promoting an inclusive culture at all levels through the company. This culture is led from the very top, but to be effective, it needs to run throughout all levels of the business.

A culture where employees can bring their whole selves to work, without the distraction of trying to be something they are not leads to an environment where individuals can be at their most productive and creates cohesive and effective teams.

Bank of America Merrill Lynch's business principles are founded on a culture of respect, equality and inclusion. By encouraging employees to be themselves at work, they are being allowed to reach their true potential and be more productive, and teams can be more innovative and confident to put forward ideas. Diversity and inclusion have a real positive impact on the profitability of a business.

The author of this chapter will explain how libraries define safe space through policies, procedures, and professional codes of ethics. The chapter will generate a history of the concept of libraries as safe space, will explain how libraries attempt to create safe spaces in physical and online environments, and will show how library practices both help and harm patrons in need of safe space.

This chapter provides a review of the literature that illustrates how libraries provide safe space – or not – for their patrons. The author will deconstruct the ALA Code of Ethics and Bill of Rights to demonstrate how libraries remain heteronormative institutions that do not recognize the existence of diverse patrons or employees, and how this phenomenon manifests in libraries.

Libraries, either through their physical construction or through policies and procedures, have become spaces for illegal activities and discrimination. Populations who would be most likely to use libraries often report barriers to access.

Libraries should revisit their policies and procedures, as well as assess their physical and online spaces, to determine whether or not they truly provide safe space for their patrons. While libraries can become safer spaces, they should clearly communicate what types of safety they actually provide.

This chapter offers a critique of libraries as safe spaces, which will challenge popular opinions of libraries, and compel the profession to improve.

Previous theories discuss how corporate managers can stir anti-discrimination laws away from their initial social goal by managerializing the law. Yet, other actors – notably insider activists – can contribute to move corporate regulations beyond merely symbolic compliance. I demonstrate this influence of activists with three cases studies: (1) LGBT activists for same-sex parental leave; (2) disability rights activists for implementing a quota; and (3) Muslim activists to secure accommodations in French workplaces. Through these cases, I show how activists can move corporate laws beyond compliance, pressure firms to go from merely symbolic to substantive compliance, and analyze mechanisms that explain their unequal success. Bringing together insights from the legal endogeneity theory and social movements theory, I analyze these activist legal intermediaries as actors faced with unequal structure of opportunities, and examine what factors hinder or favor an activist-driven legal endogeneity. I demonstrate the impact of more prescriptive regulations, the institutional power of union representatives (and their alignment with activists’ claims), reputational stakes for companies, and the resources of activists themselves (legal expertise, ability to reframe laws, and informal power within their organizations). Last, I show how activists leverage organizational and legal tools (collective agreement, diversity policies) to induce recoupling between formal commitments and informal practices.

This study investigated the impact of some determinant organizational factors on disseminating LGBT information in Brazilian companies in 2019.

The study is exploratory and has a quantitative approach, which uses secondary data from the CSR Hub database 2019 of publicly traded Brazilian companies. For constructing the LGBT disclosure metric, the authors took the study by Parizek and Evangelinos (2021). The independent variables were the social responsibility, financial and governance characteristics of the companies. Analysis was conducted by combining a symmetric method (multiple linear regression analysis with econometric models) and an asymmetric approach (fuzzy-set qualitative comparative analysis).

The research findings showed that companies with higher performance in CSR have greater LGBT disclosure. Findings also show that companies with higher financial performance tend to have greater LGBT disclosure. This is because larger companies have more resources to invest in CSR practices and sexual diversity policies, as well as a greater number of stakeholders pressing them to act more responsibly. Additional results showed that companies that signed the UN Global Compact and publish an environmental report annually have greater engagement in LGBT disclosure.

This study's novelty emerges from applying the fsQCA technique, which helps to a broaden understanding of the conditions necessary to achieve greater LGBT disclosure. Furthermore, this study initiates the debate on LGBT disclosure in emerging economies, a recent topic and still little explored empirically.