By Nicole C. Raeburn
Regardless of the backlash opposed to lesbian and homosexual rights taking place in towns and states around the state, more and more organizations are literally increasing protections and merits for his or her homosexual and lesbian staff. Why this could be, and why a few firms are more and more open to inclusive rules whereas others are determinedly no longer, is what Nicole C. Raeburn seeks to provide an explanation for in altering company the United States from inside of Out. A long-overdue learn of the office circulation, Raeburn’s research specializes in the mobilization of lesbian, homosexual, and bisexual worker networks during the last fifteen years to win household companion advantages in Fortune a thousand businesses. Drawing on surveys of approximately 100 agencies with and with out homosexual networks, in depth interviews with human assets executives and homosexual worker activists, in addition to a couple of case experiences, Raeburn unearths the effect of the bigger social and political setting on organizations’ openness to gay-inclusive rules, the results of and company features on businesses’ willingness to undertake such guidelines, and what suggestions were premiere in remodeling company regulations and practices to aid equitable merits for all staff.
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Additional info for Changing Corporate America from Inside Out: Lesbian and Gay Workplace Rights
Using a wide- angle lens to help make sense of these ﬁndings, I analyze the distinctive patterning of network formations in relation to four key shifts in the broader institutional environment: changes in the sociopolitical climate, the actions of the larger gay and lesbian rights movement, the expanded attention of the media, and institutional openings in the workplace. Aside from variations in the political environment, I am especially interested in the relationship between direct- action groups such as Queer Nation, with their purposefully outrageous media- grabbing tactics, and the mobilization of corporate challengers, whose unobtrusive 18 introduction style could not contrast more sharply with that of their raucous sisters and brothers in the streets.
At the time the “corporate bullies” article was published, however, the push for domestic partner beneﬁts by gay employee networks had barely begun. Noting the emergence of “gay and lesbian support groups” in the corporate workplace, Hollingsworth lamented their reluctance to ﬁght for equitable beneﬁts: “Gays and lesbians who are currently ﬁghting employment and compensation discrimination publicly . . ” This story published by the movement’s national news source thus sounded a call to arms. ” The list of workplace endeavors also included a survey designed to document the hiring policies of over three hundred companies, an undertaking of the Gay and Lesbian Employment Rights Project at the Interfaith Center on Corporate Responsibility in New York.
In this way I contribute to two relatively neglected areas of study: movement outcomes in general and institutional activism in particular. In chapter 1, which traces the rise and trajectory of the corporate workplace movement, I examine the formation and spread of gay and lesbian employee networks among the Fortune 1000. After a decade of slow and halting growth following its emergence in the late 1970s, the workplace movement took off at the start of the 1990s, mushroomed at a rapid pace, but then just as suddenly experienced a slowdown in new corporate organizing beginning in 1995.