Over the course of the last 60 years, the Lesbian, Gay, Bisexual, Transgender (LGBT) rights movement in the United States has become a beacon of light around the world where LGBT persons continue to face intolerance, discrimination, persecution, and death. As this qualitative phenomenological study was being written, LGBT Americans taking advantage of their legal rights to marry, still face employment discrimination, housing discrimination, adoption discrimination, immigration discrimination, and discrimination in public accommodations including a Presidential Executive Order, state, and local legislation forcing transgender people to use the restroom that reflects their assigned gender at birth. In fact, in almost three dozen states an LGBT person could exercise their legal right to get married and still legally get fired from their job, legally get kicked out of their apartment by their landlord, and get denied an adoption simply because they are LGBT without other legal protections. Each of these issues has an effect on employee recruitment, retention, and performance and an effect in terms of creating an organizational culture where all employees can thrive without fear of retaliation, retribution, or being unaffirmed in the workplace. Affirmative corporate activism in the form of company supported LGBT employee resource groups/business resource groups, LGBT serving volunteer efforts, philanthropy, and public policy advocacy efforts combined have helped to make corporate America a critical ally in the movement for LGBT legal equality. This qualitative phenomenological study examines how LGBT employee resource group/business group leaders and executive champions influence corporate activism on LGBT issues. The rise of elected conservative leadership in the United States and around the world challenges the espoused values of corporate leaders on LGBT issues. This conservative revolution challenging the gains of the LGBT movement also creates an opportunity for corporate America to develop standards, practices, and policies. Although LGBT people outside of corporate America are likely to remain far more vulnerable to an increasingly more hostile government, corporate America has a unique opportunity to develop best practices and strategies to keep employees safe, make their customers feel welcome, while testing and learning scalable corporate social responsibility solutions.
|Commitee:||Fraizer, Lani, Miramontes, Gabriella|
|School Location:||United States -- California|
|Source:||DAI-A 80/03(E), Dissertation Abstracts International|
|Subjects:||Management, LGBTQ studies, Organization Theory|
|Keywords:||Corporate activism, Employee resource group, Executive, LGBT, Leadership, Social responsibility|
Copyright in each Dissertation and Thesis is retained by the author. All Rights Reserved
The supplemental file or files you are about to download were provided to ProQuest by the author as part of a
dissertation or thesis. The supplemental files are provided "AS IS" without warranty. ProQuest is not responsible for the
content, format or impact on the supplemental file(s) on our system. in some cases, the file type may be unknown or
may be a .exe file. We recommend caution as you open such files.
Copyright of the original materials contained in the supplemental file is retained by the author and your access to the
supplemental files is subject to the ProQuest Terms and Conditions of use.
Depending on the size of the file(s) you are downloading, the system may take some time to download them. Please be