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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 - Research Finds Females Favor Hiring Gay and Lesbian Job Seekers - LGBT Professional Networking employee Employer Company Reviews Directory GLBT Bisexual Transgender Community Portal Board

Research Finds Females Favor Hiring Gay and Lesbian Job Seekers

Women are somewhat more inclined to hire gay, lesbian, bisexual, transgender and queer job candidates when compared to equally-qualified heterosexual applicants, according to a study headed by the University of Sussex. However, the contrary is true when the recruiter is a male. All else being equal, male recruiters and hiring managers judge perceived heterosexual applicants as more desirable to hire.

One would assume that a recruiter and hiring manager with more experience would not demonstrate prejudice bias. Surprisingly, this prejudice was stronger among people who had considerable experience of assessing resumes/ CVs.

Female recruiters scored homosexual candidates an average of 5.21 and heterosexual candidates 4.8.  Whereas males scored homosexual candidates 4.6 and heterosexual candidates 4.93.

The analysis in the Journal of Business and Psychology is the first to spot a favorable bias for gay and lesbian applicants in the hiring process. This manifests when only females are making the hiring decisions and are the make up the majority of the hiring process from initial resume scanning, through interviews and offers of employment. Since an all-female hiring panel is not common the LGBT job seeker remains at a huge disadvantage based on learned bias. Hiring panels made by groups of both women and men could result in less biased conclusions.

Dr. Ben Everly of Sussex’s School of Business, Management, and Economics, “These results reveal that prejudice against gay men and lesbians is considerably more nuanced than previous work indicates.”

Also, these outcomes can impact if and how gay men and lesbians reveal their homosexual identities on the job.  This can make many feel the need to be in the closet at work.

Across two experiments, around 400 people were randomly shown one of four resumes/CVs: that of a lesbian, a gay male, a straight female or a straight male. The resumes presented where identical in all details, such as professional expertise. The only differences were if it indicated a male or female indicated through the name – Greg Johnson (man) or Jennifer Lewis (female) and secondly for each gender it listed belonging to a professional association. Those were the Los Angeles Gay Business Professionals (LGBT applicants) or Los Angeles Business Professionals (straight applicants). Note there was only one-word difference in those organizations – Gay. During post-experiment screening, some participants that wrongly identified that a candidate’s sexual orientation had been taken out of the research.

The analysis also found signs that women perceived the gay and lesbians applicants to be warm and competent, which these factors affected their hiring choices.

Males, however, considered heterosexual candidates as more capable, which influenced their hiring choices, but revealed no difference in perceived warmth between the four candidates.

Check out our article these articles:

Source: Journal of Business and Psychology

The Journal of Business and Psychology (JBP) is an international outlet for publishing high-quality research designed to advance organizational science and practice. Since its inception in 1986, the journal has published impactful scholarship in Industrial/Organizational Psychology, Organizational Behavior, Human Resources Management, Work Psychology, Occupational Psychology, and Vocational Psychology.

http://www.springer.com/psychology/personality+%26+social+psychology/journal/10869OutBuro - LGBT Employer Company Reviews Ratings Directory GBLT Professionals Networking Gay Owned Lesbian Transgender Bisexual Community Job Portal Board Postings Entrepreneurs Career Seeker Workplace Culture

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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OutBuro - LGBT Workers in over half of the United States lack full protection - Employer Company Reviews Directory GLBT Lesbian Gay Bisexual Transgender Queer Professional Community Job Portal Board

LGBT Workers in over half of the United States lack full protection

While progress has been made, there are too many lesbian, gay, bisexual, transgender, bisexual and queer individuals who still worry that being fully who they are at work will have adverse consequences.  Protections are based on where one lives.  This is sad as many love their home states and cities and may not be able to move to more hospitable locations due to family requirements or other reasons.  Why should someone have to move simply to be treated with dignity and respect?

Without federal and uniform state-level nondiscrimination laws across the land, many LGBT working force and professionals believe they have to hide who they are at work else they may jeopardize the ability to earn a living.

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Map of states that have sexual orientation and gender identity discrimination prohibited in public and private employment via statute, executive order, regulation, and/or case law:  Note that any state less than level 1 (purple) is less than 100% protection.

  1. Sexual orientation and gender identity discrimination prohibited in public and private employment via statute, executive order, regulation, and/or case law

 2. Sexual orientation discrimination prohibited in public and private employment via statute, executive order, regulation, and/or case law, while gender identity discrimination prohibited in public employment only via statute, executive order, regulation, and/or case law
 3. Gender identity discrimination prohibited in public and private employment via statute, executive order, regulation, and/or case law, while sexual orientation discrimination prohibited in public employment only via statute, executive order, regulation, and/or case law
 4. Sexual orientation discrimination prohibited in public and private employment via statute, executive order, regulation, and/or case law
 Gender identity discrimination prohibited in public and private employment via statute, executive order, regulation, and/or case law
 5. Sexual orientation and gender identity discrimination prohibited in public employment only via statute, executive order, regulation, and/or case law
  6. Sexual orientation discrimination prohibited in public employment only via statute, executive order, regulation, and/or case law
  7. Sexual orientation and gender identity discrimination not prohibited in public and private employment via statute, executive order, regulation, and/or case law
  8. No state protection. May have some local city or county protective ordinances.

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Companies Can Lead the Way in Diversity and Inclusion of the LGBT community

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