The company decided managers should ask new employees how they want it handled. The site was changed to include information addressing possible concerns of transgender job candidates.Īnother question was how or whether to communicate to Jellyvision staffers the way their new colleague wanted to be addressed. "It (the website) wasn't signaling how open and welcoming we are," Wynn says. They realized the frequently asked questions for prospective employees on the company's website didn't indicate that managers would be responsive to issues such as the fact that some people don't use pronouns like "he" or "she," and instead use "they" or other wording. Jellyvision managers began thinking about inclusivity last year when they hired a transgender employee. The company's policy of acceptance made them feel it was OK to collaborate on the project, says Mary Beth Wynn, head of human resources.
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Inclusiveness also contributes to a more productive work atmosphere, she says.Īt the Chicago-based human resources software company Jellyvision, employees created a banner with messages of support for Orlando. By adopting these policies, you're going to look like a more progressive company," Seltzer says. "Everyone's competing for the top talent. "Ten years ago, they might not have been."Ĭompanies also want LGBT job candidates to know they're welcome, says Midge Seltzer, president of Engage PEO, a human resources provider based in Hollywood, Florida.
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"People are being more open about their sexuality," Wilson says. The LGBT community has also made companies more aware, says Rob Wilson, CEO of Westmont, Illinois-based human resources provider Employco. The current debate over laws requiring people to use public restrooms that correspond to their sex at birth have provided more food for thought. Many business owners who want their companies to be inclusive for employees and customers of any nationality, race, religion or gender have become more mindful in recent years about explicitly being more welcoming to lesbian, gay, bisexual and transgender people and to those whose gender isn't male or female.Ĭhanges to laws and policies are part of that for example, the end to the military's "don't ask, don't tell" standard and the growing acceptance of same-sex marriage that led to last year's Supreme Court ruling that gay people have the right to marry. "We just had hired a number of new people, and asked, 'How do we make sure that everyone who's working here knows what we define as the right thing?'" Andrews says. The Trevose, Pennsylvania-based company recently wrote a statement of its values that includes the fact that it embraces employees' diverse sexual orientations.
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People want to be in an environment where they really want to work," says Andrews, CEO of the Advertising Specialty Institute, which runs a trade group for companies in the promotional products industry. The attack has increased Tim Andrews' awareness of the need to provide acceptance and safety for all employees. Officials have said a goal of the investigation is determining why the gunman, an American who identified himself as an Islamic soldier, targeted the gay community. history, with 49 people killed and more than 50 wounded.
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It was the worst mass shooting in modern U.S. At the Pulse nightclub in Orlando on June 12, a man with a semi-automatic weapon went on a bloody rampage.