| Climate |
| 1 |
Adopt,
publicize and enforce a written
policy prohibiting discrimination
on the basis of sexual orientation,
marital status, and gender identity
and expression in recruitment,
hiring,
evaluation,
advancement
and compensation. |
| 2 |
Train
managers, interviewers and employees
to be sensitive to LGBT issues.
Make a clear distinction between
these and AIDS issues. |
| 3 |
Avoid double standards. Apply policies dealing with sexual harassment, nepotism, spousal listings in directories, etc., equally to opposite-sex and same-sex situations. |
| 4 |
Combat
invisibility and isolation. Allow
LGBT employees to form workplace
networks, and treat them the
same as other employee support
groups. |
| 5 |
Promote
fair and balanced news coverage.
Consider LGBT angles important
elements of complete coverage. |
|
|
Compensation
Any of the following offered to employees and their spouses or children should be available to employees and their domestic partners and their children. |
| 6 |
Health,
dental and vision insurance
and COBRA coverage. |
| 7 |
Employee
assistance program services such
as substance abuse
counseling. |
| 8 |
Financial counseling. |
| 9 |
Flexible
spending accounts such as funds
for health or child care expenses. |
| 10 |
Funeral or bereavement leave. |
| 11 |
Parenting
leave, child care services, adoption
assistance and dependent-child
scholarships. |
| 12 |
Beneficiary designations for pensions and other income benefits. |
| 13 |
Family and medical leave. |
| 14 |
Travel and relocation benefits for interviews or moving. |
