LGBTQ Corporate Equality LGBTQ Employer Branding Platform [Video] - OutBuro LGBT Company Ratings Reviews Monitoring

LGBTQ Employer Branding Platform Supporting LGBTQ Corporate Equality

OutBüro is your employer branding platform to demonstrate everything your company/organization has and does to support your LGBTQ Corporate Equality efforts supporting your employees, customers, and shareholders. We want you to shine and thrive. No matter your legal status (for-profit, non-profit, government entity or other). Any size of your organization from 5 – 500,000 employees. Anywhere in the world.

If you have LGBTQ employees and/or would like to attract quality candidates www.OutBuro.com is your comprehensive LGBT employer branding platform.

Visit the site to learn more and contact us if you have any questions and would like to talk about how you can leverage the site to grow your presence in the LGBT community.

LGBTQ Employer Listing Overview [Video]

Steps to Claim Employer Listing on OutBüro

Steps to Add an Employer Listing by Authorized Person

Steps to Manage Your Employer Company Listing on OutBüro

LGBTQ Corporate Equality Ratings – A New Approach for All Employers

LGBTQ Corporate Equality Employer Branding & Reviews Monitoring

6 Steps – Enhance LGBT Workplace Equality

LGBTQ Employer Diversity and Inclusion Attributes.

This is only one area of many tat your Employer Branding record provides. See the guides above and video for a full overview.

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Beyond Scope, Depth and Reach of HRC’s Corporate Equality Index

A simple way to describe OutBüro is as a mashup of Glassdoor.com and HRC’s Corporate Equality Index while OutBüro moves beyond the scope, depth and reach of the HRC’s Corporate Equality Index.

OutBüro relaunches to enhance LGBTQ employees ability to anonymously rate/review their current and recent past employer(s) at no cost to the employee. The ratings capture many factors both unique to their LGBTQ work-life experience and general employee satisfaction with an intuitive user interface and user guides to make it simple.

72% of LGBTQ employees report mental health issues due to work environment often caused by discrimination and harassment. Today, even in the United States in many states it is still legal to discriminate against LGBTQ workers. Companies and organizations that create an LGBTQ friendly work environment reap the financial benefits according to many studies.

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OutBüro aims to be the open and employee reported source for insight into the LGBTQ friendliness of every employer everywhere. OutBüro is inclusive yet not limited to US Fortune 1000 companies. OutBüro is available to all employers, any type, any size, and anywhere in the world. In the US, most Americans work for small and mid-sized companies as well as government, non-profits, and educational institutions to name a few.

Not only does it indicate if an employer has the following LGBTQ friendly policies, benefits, resources and practices, but it enables the employer to provide links to employer’s and 3rd party sites to socially prove it:

  • Sexual orientation non-discrimination policy
  • Gender Identity non-discrimination policy
  • Domestic partner benefits
  • Transgender-inclusive benefits
  • LGBTQ employee resource group
  • Requires same LGBTQ equality standard in contractors and vendors
  • LGBTQ inclusion competency training
  • Has same policies, benefits, resources and practices throughout the globe and subsidiaries
  • Publicly demonstrates support for LGBTQ quality Globally, Nationally and Locally
  • Appropriately leverages LGBTQ content in it’s marketing year round – not just Pride month

Manage Your Employer Reputation and Brand

Employers may claim their listing if previously added by a current or recent past employee with limited feature. Or an employer may add a new listing themselves to control the content representing their company/organization. It also allows the appointed contact to interact with the anonymous employee reviewers while not having the ability to alter what has been posted. Claim or add your Employer listing now.

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To learn more and get started today visit www.OutBuro.com.

OutBuro - Study finds LGBT people less likely to be hired paid less and not promoted - LGBT Employer Company Reviews Directory GLBT Gay Lesbian Bisexual Transgender Networking Community Job Portal Board

Study finds LGBT people less likely to be hired, paid less, and not promoted

A study recently published in the “Archives of Sexual Behaviour” conducted researchers at the University Surrey in the UK introduced voice samples and images with backgrounds removed of homosexual (gay, lesbian, bisexual, transgender and queer) alongside the heterosexual persons, to a panel of heterosexual men and women. Participants weren’t informed of the subjects sexual orientation but permitted to openly guess their sexual orientation purely on the voice and photo of their face. The premise of the study was the heterosexual participants were recruiters and hiring managers and was instructed to evaluate the employability of the candidates. The participants were asked to respond to 5 statements on a scale of 1-5 as well as to provide their view of the perceived monthly wages they believed would be fair for the candidate.

They found that when participants perceived subjects to be homosexual (LGBT) – real or not, the believed them to be inadequate as leaders.

For male study candidates, voice and speech rather than physical looks influenced heavily on if they have been deemed appropriate for the job. Researchers discovered that projecting a “heterosexual-sounding” instead of the “gay-sounding” voice generated the belief that the study candidate normally displays masculine traits, which subsequently improved their perceived suitability for the job and the justification for a higher wage and advancement. The study discovered that heterosexuals believed gay men ought to be paid less than their heterosexual counterparts.

Perceived lesbian applicants were correlated with a deficiency of femininity and deemed as gender non-conforming. They received significantly less favorable evaluation compared to heterosexual perceived counterparts.

Dr. Fabio Fasoli explained: “These results reveal that the mere sound of a voice is enough to trigger stereotyping denying gay-sounding along with lesbian-sounding speakers that the benefit which is deemed typical of the gender.”

This study is demonstrating that despite all of the work to reduce workplace discrimination against the perceived and real LGBT workers and professionals, heterosexual individuals subconsciously typecast a person before getting to know them and make decisions to discriminate against them. This study highlights the real struggles at work and their career prospects. Heterosexuals can say that they pay their staff based on their qualifications, however, the basis of the employee/s value is being directly influenced by learned prejudices and stereotypes perpetuating inequality and oppression.

In another study participants were requested to listen to only the voices of two distinct speakers of one neutral content sentence and then asked to assess the speakers’ probable character traits and individual interests (i.e. sports, arts, areas of study and career). The traits and interests were manipulated in order to uncover stereotyping regarded as “generally manly” (e.g., soccer) and “typically feminine” (e.g., dancing). Additionally, participants were asked which of those speakers they’d select as a friend. The study was done in two parts. The first studying males and the second females.

Researchers found that participants attributed womanly traits into the perceived gay males compared to perceived heterosexual male speakers. Perceived lesbian speakers were far much more likely to be associated with manly traits than with feminine traits.

When asked which of these speakers’ participants would select as an acquaintance/friend, researchers discovered that male participants were far more likely to steer clear of gay-sounding speakers. This indicates the subtle yet real effect of how purely the voice and speech patterns contributes to social exclusion of homosexual people both in the workplace and in general society.

Dr. Fasoli added: “This study demonstrates that unacceptable levels of discrimination, be they subconscious or conscious, still exists in our society, and we need to do more to tackle the discrimination faced by the LGBT community.”

More information: Fabio Fasoli et al, Gay- and Lesbian-Sounding Auditory Cues Elicit Stereotyping and Discrimination, Archives of Sexual Behavior (2017). DOI: 10.1007/s10508-017-0962-0

Journal reference: Archives of Sexual Behavior – Springer Science+Business Media –
http://www.springer.com/public+health/journal/10508

University of Surrey – http://www.surrey.ac.uk/

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