Workshop descriptions

As lesbian, gay, bisexual, and transgendered people become more outspoken about sharing their sexual identities, a unique set of challenges is created for organizations. It asks us to think about:

how we manage employees who openly identify as gay, lesbian, bi-sexual or transgendered.
what the implications are for their performance and productivity.

In an effort to create working environments conducive to high performance, productivity, and profit, it is essential that managers and co-workers understand the importance of being thoughtful and sensitive about the needs of gay, lesbian, bisexual, and transgendered employees.

Statements such as, "sexual orientation and identity have no place in the workplace," occur far too often. The effects of such comments and assumptions need to be brought into the awareness of those who use them.

Sexual orientation and identity have always been a part of organizational behavior for heterosexually-identified people. Most have no or little awareness of how their own sexual orientation is constantly referred to and relied on for comfort and identity. That such comfort and identity is denied and discounted for lesbian, gay, bisexual and transgendered people is outside the majority of heterosexual people’s awareness. Workplace productivity can no longer be sacrificed to insensitivity.

Straight employees often bring their sexual orientation into the workplace without overtly naming it as such by discussing week-end parties, family gatherings, or bringing partners to workplace functions. These are workplace behaviors taken for granted by most.

For employees whose sexual identities are other than heterosexual it creates a sense of being an outsider in an organization where they are striving for high performance and productivity. Imagine the energy it takes to hide something so fundamental to who one is, as sexual orientation.

Heterosexual, lesbian, gay, bisexual, and transgendered people need to work together, so that they know how others of varying sexual orientations and identities feel and have the opportunity to learn from each other.
Representatives of the gay, lesbian, bisexual, and transgendered community need to be included in the work with the consultants about how to approach planning for consulting and training
Because safety is the key issue in organizations for lesbian, gay, bisexual, and transgendered people, they need to have the option of whether they identify themselves or not in this work.
In our training we look at everything--behavior and beliefs--as information to be considered, without judgments for whether someone is right or wrong, good or bad. We believe everyone needs more information about these issues and clearer perspectives on the effect on their behavior.
The focus should not be on just gay, lesbian, bisexual, and transgendered people. Heterosexual people form the world of exclusion and need to be thoughtful about how they communicate among themselves and with those of other sexual identities.
The appreciation of sexual orientation as it interacts with other diversities, particularly gender, race and culture, are core elements of this work. The leadership team needs to reflect varied sexual identities to help participants sort out the interaction of such diversity with gender, race, and culture.
Our consulting and training is based on a collaborative approach. We bring expertise on how to address these issues which complements the client’s knowledge of the organization.
The commitment of the organization needs to include high level managers as well as enough people addressing these issues that learning can be applied and agreed-upon changes in organization norms sustained.

To develop awareness of attitudes about differing sexual identities which impact organization effectiveness by identifying stereotypes people have about each other.
To understand the dynamics, communication styles, and behavior that hinder and support collegial relations in the work setting.
For heterosexual people:
- to move to greater comfort and ease in working with those of all sexual identities, and
- to understand and act on the need for safety of lesbian, gay, bisexual, and transgendered people.

For lesbian, gay, bisexual, and transgendered people:
- to move from isolation to places of comfort and support in the organization, and
- to find their need for safety honored.

To develop skills applicable for effectively managing the preceding goals.

Legitimizing of honest, serious discussion about issues usually avoided or denied.
More comfortable communication between heterosexual people and gay, lesbian, bisexual, and transgendered people.
Better understanding of the impact of one’s language and behavior on others and a willingness to practice alternatives.
Better understanding of the implications and ramifications of harassment and discrimination, and development of skills for effectively managing these issues.
Development of inclusive support systems among participants.