The state of Connecticut, was one of many states to pass an anti-discrimination law in
1991 in regards to sexual orientation in employment, housing, public accommodations and
credit.[ CITATION Con15 \l 1033 ] Connecticut’s non-discrimination law considers sexual
orientation as “having a preference for heterosexuality, homosexuality or bisexuality”, it forbids
the employers from refusing to hire a person, terminating, discriminating in regards to pay,
promotion and discipline. In 2014, the United States Department of Labor News Release
announced that a new rule to protect workers from discrimination based on sexual orientation
and gender identity was signed by President Obama, this rule applies to the federal contracting
workforce.[ CITATION OFC14 \l 1033 ]
Sexual orientation discrimination is based on harassment as well as differential treatment
based on the person’s perceived sexuality.
Many workplaces have policies and laws against
sexual orientation discrimination, situations such as being overlooked for promotions, wrongful
termination and write-ups because ones manager or supervisor does not like or agree with the
employers sexual orientation. Sexual harassment includes comments, name calling or repetitive
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remarks in regards to dates based off of sexual orientation. Another law of huge concern is sexual
harassment in the workplace, again in relations to the LGBT community. Sexual harassment in
the workplace can include excluding or harassing a co-worker or supervisor, with comments of a
sexual nature or hostile consequences. Connecticut law and the Supreme Court considers federal
anti-discrimination laws on sexual harassment equal to gay and non-gay employees. According
to the Connecticut Anti-Discrimination law, a company can be held liable if sexual harassment is
done by an employer. Federal laws provide relief for victims of sexual harassment as well as sex
and disability discrimination, these complaints can be filed with the CHRO and the Unites States
Equal Employment Opportunity Commission.
Personnel Recruitment and Hiring Practices
Homosexuality in the workplace can be a very complicated subject to deal with, but when
in personnel management it may be a subject worth learning, training and acknowledging. In the
event that an employee is a member of the LGBT community, management personnel must have
the ability to address the concerns. Benefits in the workplace are extremely important to potential
employees, health care specifically allows the employee to ensure their families can afford
medical care during times of need.
A study by Kaiser Family Foundation and the Health
Research & Education Trust back in 2012, showed an increase in employers that had taken the
steps necessary to ensure equal benefits for workers in same-sex relationships.[ CITATION
Bur12 \l 1033 ]
More and more states are allowing same sex marriages, therefore Spousal
Benefits must be acknowledged when recruiting and hiring members of the LGBT community.
