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REGISTERED NURSES’ ATTITUDES TOWARD THE PROTECTION OF GAYS AND - page 20 / 161

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company treats its GLBT employees have been included. An example of this is whether companies voluntarily extend family and medical leave to GLBT workers and their families, and whether they make COBRA coverage available to employees’ domestic partners on the same basis as such coverage is available to opposite-sex spouses (HRC, 2003a).

Companies were rated on a scale of 0 percent to 100 percent based on whether they: “1) have a written nondiscrimination policy covering sexual orientation in their employee handbook or manual; 2) have a written nondiscrimination policy covering gender identity and/or expression in their employee handbook or manual; 3) offer health insurance coverage to employees same-sex domestic partners; 4) officially recognize and support a gay, lesbian, bisexual, and transgender employee resource group; or would support employees’ forming a GLBT employee resource group if some expressed interest by providing space and other resources; or have a firm-wide diversity council whose mission specifically includes GLBT diversity; 5) offer diversity training that includes sexual orientation and/or gender identity and expression in their workplace; 6) engage in respectful and appropriate marketing to gay, lesbian, bisexual, and transgender community and/or provide support through their corporate foundation or otherwise to GLBT or HIV/AIDS-related organizations or events; and 7) engage in corporate action that would undermine the goal of equal rights for lesbian, gay, bisexual, and transgender people” (HRC, 2003a, p.2).

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