Supplemental Material for LGBT Workplace Protections as an Extension of the Protected Class Framework

Problem: Leadership development is a core part of training, education, and career management strategies in organizations. Yet, leaders are not translating what they learn about protected class employees during leadership development initiatives back to the workplace. Solution: Diversity intelligence should be added to organizational diversity and leadership development training and education initiatives. With DQ as a core of the training and education initiatives, leaders may acquire the needed ability to translate what they learn to actual practice. A conceptual model for DQ as a core of leadership development and typology of leaders with low and high DQ are provided. They will be able to better lead their protected class followers because they will know who they are and how to enhance their performance. Stakeholders: Workplace leaders, diversity trainers, educators, and career management professionals are provided ideas for enhancing their diversity improvement efforts. Implications for Human Resource Development professionals and researchers are also offered.

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Is Affirmative Action Still Necessary? Analysis of Minority-Working Adults’ Perceptions

International Journal of Business and Management Research ◽

10.37391/ijbmr.090114 ◽

2021 ◽

Vol 9 (1) ◽

pp. 93-103

Author(s):

Steven Cates

Keyword(s):

Affirmative Action ◽

Corporate America ◽

Social Scientists ◽

Race And Gender ◽

Working Adults ◽

Mixed Support ◽

The Supreme Court ◽

Protected Class ◽

Prejudice And Discrimination ◽

And Gender

Over the past three decades, the Unites States has struggle valiantly to overcome that disgusting legacy as it moves toward to eliminate race, and gender inequality, and the uprooting of prejudice and discrimination. Out of this struggle, came the birth of affirmative action. It has left politicians, social scientists, and economists debating its merits and possible alternatives. From the Supreme Court to the dinner table, the potential effects of this policy on our legal, political and social system have been argued. This study analyzes the perceptions protected class employees in terms of the affirmative action in employment. Utilizing a sample of 151 protected class working adults, data analysis provided mixed support to the stated hypotheses which suggested that affirmative action had eliminated most discriminatory practices in corporate America. The results of this study answer the question of this study asserting the necessity of the affirmative action.

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Defining the Protected Class: Who Qualifies for Protection under the Pregnancy Discrimination Act?

The Yale Law Journal ◽

10.2307/20454678 ◽

2008 ◽

Vol 117 (6) ◽

pp. 1215

Author(s):

Jill E. Habig

Keyword(s):

Pregnancy Discrimination ◽

Protected Class ◽

Pregnancy Discrimination Act

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Book Review: Against violence against women: The case for gender as a protected class

Psychology of Women Quarterly ◽

10.1177/0361684314526696 ◽

2014 ◽

Vol 38 (2) ◽

pp. 300-300

Author(s):

Sherri Nevada McCarthy ◽

Jas Laile Suzana Jaafar

Keyword(s):

Violence Against Women ◽

Protected Class

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Trans*Forming Higher Education to Advance Workforce Diversity

Discrimination and Diversity ◽

10.4018/978-1-5225-1933-1.ch052 ◽

2017 ◽

pp. 1110-1133

Author(s):

Catherine L. Langford

Keyword(s):

Higher Education ◽

Educational Environment ◽

College Campuses ◽

Legal Rights ◽

Public And Private ◽

Private Lives ◽

Transgender Persons ◽

Protected Class ◽

Judicial Opinions ◽

Educational Pursuits

The discrimination transgender persons experience in their educational pursuits, as well as their personal, public, and private lives, negatively impacts their ability to obtain and to maintain work. Trans individuals experience frequent harassment and violence in school, discrimination in the workplace, and high rates of poverty. This chapter reviews the prevalence and implications of trans targeting before surveying judicial opinions and legal statutes that work to protect or to discriminate against transfolk. Although the laws are mixed, more and more legislative codes and judicial opinions advance trans rights and consider gender identity and expression a protected class of people. This chapter suggests different policies, programs, and protocols college campuses can adopt to create a safe, inclusive, and productive educational environment for trans students. Doing so will educate cisgender individuals about trans issues and legal rights as well as prepare trans workers to enter into the workforce.

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Religious Group Discrimination

10.1093/oxfordhb/9780199363643.013.11 ◽

2015 ◽

Author(s):

Sonia Ghumman ◽

Ann Marie Ryan

Keyword(s):

Religious Diversity ◽

Religious Group ◽

Religious Discrimination ◽

Work Context ◽

Race And Gender ◽

Protected Class ◽

And Gender ◽

Practical Implications

According to the laws of many countries, religion is a protected class and religious discrimination in the workplace on the basis of one’s religion is prohibited. However, due to various factors (e.g., sociopolitical events, increases in religious diversity), religious discrimination claims have been on the rise since the early 2000s, thus necessitating the need for researchers and practitioners alike to gain a deeper understanding of religious discrimination in the workplace. Consequently, the purpose of this chapter is to review the workplace religious discrimination literature. The chapter highlights why religion has come to be a stigmatized characteristic in the work context, how it is unique in regard to other protected classes such as race and gender, and what are the specific contributors of workplace religious discrimination. It also offers several directions for future areas of research and practical implications for managers.

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