A case for sexual orientation diversity management in small and large organizations
论证了无论大小企业，包容性取向多样性对劳动力竞争和客户基础最大化的重要性，并通过探索性研究揭示小企业在建立包容性方面可能具有优势。
Abstract In the 14 years since the Society for Human Resource Management added sexual orientation to its nondiscrimination statement, many organizations, including a large majority of Fortune 500 companies, have become more accepting of gay and lesbian workers. However, both small and large organizations may not have decided if this diversity is a type they wish to address. This article makes the case that to be competitive in the labor market and maximize the customer base, inclusiveness may be a requirement. We make this point by first describing current practices that create inclusive environments. To explore differences between small and large employers, we then present an exploratory study that shows that small firms may already have advantages in establishing inclusiveness. Interviews are presented that further investigate how work climates may exist for gay and lesbian employees in small and large organizations. Best practices and recommendations for creating and maintaining an inclusive workforce are then presented. © 2008 Wiley Periodicals, Inc.