Proportionally fewer same-sex couples are raising children today than in 2006, and their families reflect greater racial/ethnic and socioeconomic diversity than often represented in the media and academic research, according to new analyses by Williams Distinguished Scholar Dr. Gary Gates.

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Ernst & Young LLP and its affiliates will join an increasing number of employers in reimbursing LGBT employees for the additional federal and state taxes they incur for their same-sex domestic partners’ medical benefits. in the U.S.

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ERG helps LGBT at GE

LGBT June 25, 2012 0

LGBT individuals have no workplace protections at the federal level or in most states, which means they can be fired simply for loving someone of the same sex. While corporate America has taken the lead to protect these workers, LGBT employees must navigate vast disparities in policies, benefits and work environments, which limit a company’s ability to attract and retain the best talent.

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Without the support of an accepting work environment, many LGBT employees choose to remain in the background. As a result, they cannot give themselves fully to their careers.

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Addressing Bullying at Work

LGBT February 24, 2012 0

Bullying in the workplace erodes confidence and stifles the free exchange of ideas and information that are vital for innovation. We are very cognizant of the impact bullying can have and address the issue in many ways.

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We sat down with Tasha Kitty, Program Director of Talent, Acquisitions, and Management at the home office of Sun Life Financial in Wellesley, MA. The Wellesley location employs approximately 1600 employees.

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Firm Wins Rights for LGBT Students

Being a teenager is not easy – bullying is a rampant problem plaguing American schools. A recent article in Columbia University’s Pediatrics found that LGBT youth are…

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Oliver Wyman is a meritocracy – of people and of ideas – but that positioning is silent on LGBT issues. To move the global consulting firm from a difference-blind and passively accepting culture to an actively welcoming one, members of Gays and Lesbians…

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That’s so gay. That’s retarded. Are the children yours? Can you have children? But she doesn’t look like a lesbian. I have that handicapped woman on my team. Alarming? Yes, but these are just some of the remarks heard around the water cooler. These words are hurtful and can be seen as a form of bullying and harassment.

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Can I be myself? Can I be visible? Will I be accepted? If your lesbian, gay, bisexual, and transgender (LGBT) employees are able to answer “yes” to all these questions when they think about their workplace, you are on the right track. Although we’re seeing progress toward greater inclusiveness in corporate America, many companies have a long way to go to fully recognize and leverage the power of their LGBT employees and the potential of this important market.

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