Course Project

Course ProjectTransitions, Changes and ChallengesA. James JenningsMGMT-591 Leadership & Organizational BehaviorProfessor Dr. Robert Stratton, Esq., MBAWells Fargo Bank has program that I, as an employee take part in. Its an accelerated Leadership and Management development program called the Leadership and Diversity Mentorship program where I am matched with a mentor that will challenge my leadership and managerial skills.

As part of this program, I was invited to attend a conference a couple months ago (August, 2014) in Des Moines, IA. Part of the conference had a breakaway session called, Transitions, Changes and Challenges. Since Wells Fargo is a company that makes several changes in workflow, changes in management and policy. I automatically assumed it would be a meeting that discusses how to adapt to these types of organizational changes.

The room was filled with people with similar expectations. This is what happened1Transitions, Changes and Challenges

I was pleasantly pleased to hear Jess speak candidly about the challenges and adversity she faced when she opened up and admitted to her boss that she would like to start being addressed as Jess and dressing as female since she felt more female than male inside.

2Why does it matter?Point:People should be considered for jobs regardless of gender, race, religion, age, or disability and several other protected classifications.Counter Point:People like Jess feel afraid of losing their jobs since LGBT isnt a protected class

So, Why does Jess story even matter? If the workplace is supposed to be sexless work environment, what she does in her free time shouldnt effect her work performance on the job or even her ability to be hired on as a permanent employee. All individuals regardless of race, color, religion, age, sex, marital status, disability or veteran status are all protected classifications.

However, people like Jess fear losing their jobs since LGBT (Lesbian, Gay, Bi-Sexual & Transgendered) people are not a protected classification under US law.

Citation:Tilcski, A. (2011). Pride and Prejudice: Employment discrimination against openly gay men in the United States. American Journal of Sociology, 117, 586-626.

3The Trouble with InclusionAn article I read in the the Virginia Journal of Social Policy & the Law makes the following argument: The problem with inclusion is that it's not transformative and is not the right strategy. If we simply add the LBGT classes along with the other protected classifications, it doesn't change the attitudes of the people and more must be done to facilitate the inclusion process.Additionally, if you are not "included" as one of the protected classifications, you are by definition, "excluded". The approach of legally including each classification, one by one, has had a prolonged the impact on the LGBT community whereas if the approach of "all men (and women) are created equally and therefore should share the same legal protections, all people would have a enhanced effect on protections.

Instead, we have slowly one-by-one added protected classifications of age, gender, race and so on which automatically "excludes" anyone not included. One day, everyone will be "included" in the protected classifications to the point where it by definition will ultimately legally EXCLUDE the young, heterosexual, white male.The appropriate approach would be to do away with the protected classifications and amend it in such a way that all people are created equally and that they have the same legal protections and when it comes to the workplace, you should be simply offered a position with equal pay without the regard of anything EXCEPT the applicants qualifications.

Citation:Joshi, Y. (2014). THE TROUBLE WITH INCLUSION. Virginia Journal Of Social Policy & The Law, 21(2), 207-265

4Martine Rothblatt, Esc., MBAThe creator of GeoStar and Sirius Satellite Radio

Author of several books Apartheid of SexFrom Transgender to TranshumanUnzipped Genes

Advocate for Bioethics

Martine Rothblatt, the highest paid female executive in the United States, is a transgendered, Male to Female.

She is the creator of Sirius Satellite Radio and in one of her books, titled From Transgender to Transhuman she discusses some interesting points regarding transgenderism:

In regards to historyJoan of Arc, who favored male apparel, was given the choice to cease wearing men's clothing or be burned at the stake. She chose to die on her feet, transgendered to the end. Now, that being said, Joan of Arc was persecuted on several other charges as well, with cross-dressing being only one of the charges.

In regards to EqualityMartine proposes that gender be eliminated altogether from society. This means removing male and female from birth certificates, drivers licenses, vital records, loan and employment applications and even bathroom doors. She states that the benefits of making these changes well outweigh the complications. She goes into great detail on some of the complications that might arise and has proposed solutions for all of them.

Citation:Rothblatt, Martine (2011). From Transgender to Transhuman: A Manifesto On the Freedom Of Form

5Burwell v. Hobby Lobby

Burwell vs Hobby Lobby--It was a case that ruled in the favor of Hobby Lobby, a religious company, to not offer benefits relating to birth control to its employees. What's the impact of this decision in the LGBT community? Walter Dellinger, Professor of Law at Duke University said For the first time, commercial enterprises could successfully claim religious exemptions from laws that govern everyone else.If a religious company can withhold it's benefits on religious grounds, then they can do the same thing when it comes to essentially discriminating and firing employees that identify as transgendered or gay. If you don't think that will happen, well, it has

Citation:

Willis, David (Jun 30, 2014)."Hobby Lobby case: Court curbs contraception mandate".BBC News. Retrieved Jun 30, 2014.6

In 1991, Cracker Barrel, another company that identifies itself as a Christian-based company had fired at least 10 employees for their sexual orientation and for no other reason.

Linda Harvey, a Christian Radio host says

"Should an employer retain the male who suddenly comes to work dressed as a female?" I think that employer should have the right to dismiss that person. And of course, this should apply in the schools. People don't have to be homosexual. Desires may feel natural, but outward declarations of identity and behavior are always a choice."

Citations:Associated Press, author unknown (1991, March 16). Cracker Barrel Restaurant fires gay employees. Star-News, Charlotte, NC, p30. retrieved from http://news.google.com/newspapers?nid=1454&dat=19910316&id=77QsAAAAIBAJ&sjid=syYEAAAAIBAJ&pg=6969,257085

Bennett-Smith, Meredith (2013, May 25) Linda Harvy Backs Companies That Fire Openly Gay Employees to Uphold 'Moral Standards' Huffington Post (Audio Recording). Retreived from http://www.huffingtonpost.com/2013/05/25/linda-harvey-gay-employees-moral-standards_n_3333783.html

7

In fact, 29 states do not currently have any legal rights or protections for those in the LGBT community.21 states and DC have varying levels of protections. Some prohibit discrimination based on sexual orientation in public employment, while others have broader bans.

Consequently, those in the LGBT community can be fired for no other reason than they happen to be gay or transgendered in the vast majority of states.

You probably have heard about this Missouri Case

Source:Tilcsik, A. (2011). Pride and prejudice: Employment discrimination against openly gay men in the United States. American Journal of Sociology, 117, 586626.

8Missouri State Law

https://www.youtube.com/watch?v=jG179RuXDmk

9The worst

The LGBT community is very aware of their respective states laws on acceptance of them in the workplace even if those outside of the Community are not aware.

It goes even further. Diversity, Inc. is a publication relating to all things related to diversity in the workplace. They even have a ranking of the best places to work and the worst places to work if you happen to be gay or transgendered.

I wont go into the lengthy listing of companies that are terrible work place, However, Diversity Inc. did name a #1 worst company to work for.

EXXON MOBIL

Citation:Frankel, Barbara (2014) What's the Worst Company for LGBT Employees? ExxonMobil. DiversityInc. Retreived from http://www.diversityinc.com/diversity-and-inclusion/whats-the-worst-company-for-lgbt-employees-exxonmobil/

Citation:Frankel, Barbara (2014) What's the Worst Company for LGBT Employees? ExxonMobil. DiversityInc. Retreived from http://www.diversityinc.com/diversity-and-inclusion/whats-the-worst-company-for-lgbt-employees-exxonmobil/

10The best

Fortunately, there is a top 50 list for companies that hire and have diversity policies regarding LGBT acceptance.Some of these companies are shown here

This is the start of a new trend of acceptance and diversity in the workplace even when the law tells them they dont have to really need to.

I believe we are heading into the right direction to tolerance and diversity, but there is a long road ahead and for that I am an LGBT Ally meaning I support the movement of diversity and acceptance.

The DiversityInc Top 50 List1. Novartis PharmaceuticalsCorporation2. Sodexo3. EY4. Kaiser Permanente5. PricewaterhouseCoopers6. MasterCard Worldwide7. Procter & Gamble8. Prudential Financial9. Johnson & Johnson10. AT&T11. Deloitte12. Accenture13. Abbott14. Merck & Co15. Cummins16. Marriott International17. Wells Fargo18. Cox Communications19. Aetna20. General Mills21. KPMG22. Target23. IBM24. ADP25. New York Life26. BASF27. Eli Lilly and Company28. Northrop Grumman29. WellPoint30. Colgate-Palmolive31. Kellogg Company32. Dell33. The Coca-Cola Company34. The Walt Disney Company35. Kraft Foods Group36. TIAA-CREF37. Allstate Insurance Company38. Toyota Motor North America39. Wyndham Worldwide40. Rockwell Collins41. Medtronic42. Time Warner43. Verizon Communications44. Comcast45. TD Bank46. Monsanto47. KeyCorp48. JCPenney49. AbbVie50. Nielsen

Citation:Author Unknown (2014) The 2014 DiversityInc Top 50 Companies for Diversity. Retreived from: http://www.diversityinc.com/the-diversityinc-top-50-companies-for-diversity-2014/

11Citations:Bierling, Jess (Personal Interview, Speech transcript & audio recording) 2014 August

Tilcski, A. (2011). Pride and Prejudice: Employment discrimination against openly gay men in the United States. American Journal of Sociology, 117, 586-626.

Joshi, Y. (2014). THE TROUBLE WITH INCLUSION. Virginia Journal Of Social Policy & The Law, 21(2), 207-265

Willis, David (Jun 30, 2014)."Hobby Lobby case: Court curbs contraception mandate".BBC News. Retrieved Jun 30, 2014.12Citations:Associated Press, author unknown (1991, March 16). Cracker Barrel Restaurant fires gay employees. Star-News, Charlotte, NC, p30. retrieved from http://news.google.com/newspapers?nid=1454&dat=19910316&id=77QsAAAAIBAJ&sjid=syYEAAAAIBAJ&pg=6969,257085

Bennett-Smith, Meredith (2013, May 25) Linda Harvy Backs Companies That Fire Openly Gay Employees to Uphold 'Moral Standards' Huffington Post (Audio Recording). Retreived from http://www.huffingtonpost.com/2013/05/25/linda-harvey-gay-employees-moral-standards_n_3333783.html

13Citations:Frankel, Barbara (2014) What's the Worst Company for LGBT Employees? ExxonMobil. DiversityInc. Retreived from http://www.diversityinc.com/diversity-and-inclusion/whats-the-worst-company-for-lgbt-employees-exxonmobil/

Author Unknown (2014) The 2014 DiversityInc Top 50 Companies for Diversity. Retreived from: http://www.diversityinc.com/the-diversityinc-top-50-companies-for-diversity-2014/

Rothblatt, Martine (2011). From Transgender to Transhuman: A Manifesto On the Freedom Of Form

14Thank you

Questions?140917_005My Recordingnull331936.4