Solutions to End Discrimination Against Homosexuals and Transsexuals in Business

This article discusses solutions to end discrimination against homosexuals and transsexuals in business. It covers raising awareness, providing support, and ensuring a fair work environment.

Solution 1
Solution to the Problem
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Solution 2
How to resolve discrimination against homosexuals or transsexuals in business
In order to resolve the issue of discrimination against homosexuals and transsexuals, the
entire society has to be involved. It is evident that there are laws and constitutions that
protect human lives, spell their rights and prevent people from harming others. One has to
be realistic and look at how the world is changing. For this problem to be resolved, the
following solutions can be applied, (Pizer, Sears, Mallory and Hunter, 2011, pg. 715).
First, raising awareness about the topic is paramount. Those against homosexuals and
transsexuals should be informed that these are human beings who have the right to choose
their own ways of life, (Priola, Lasio, De Simone and Serri, 2014, pg. 488-502). People are
born differently. The business community should accept and embrace them. This will help in
boosting one’s business as opposed to chasing away potential customers.
Secondly, business entities should provide support to this group of individuals. This includes
giving them advice on how to handle business, exchange ideas on market trends and also
include them in the decision making processes which involve businesses. Colleagues should
also encourage them to speak up in situations where they are harassed. The labor
department has passed a new directive for the Office of Federal Contract Compliance
Programs (OFCCP) staff to promote and grant the various benefits and exemptions in the
business sector it has clearly indicated that there should be prevention of discriminations
between the straight and the transgenders, (Stroumsa, 2014, pg. e31-38).. They should be
given equal pay for equal work. Protection should be granted to them in the risk factors
employed in their task.
Thirdly, business entities should ensure that there are fair workplaces. This is in regards to
promoting equality between business partners and encouraging them to show support to

Solution 3
homosexuals and transgender individuals. In most cases, it is advisable that businesses have
written policy statements. This should also apply too how this group of individuals should be
treated and respected with dignity. Also, equal pay should be emphasized in businesses.
Businesses in the past have repeatedly sought to pay individuals less on the basis of their
sexual orientation because of the belief that they are sinful (Badgett, Durso, Mallory and
Kastanis, 2013). The court at several instances rejected all claims on the grounds of religious
or personal exemptions, despite the deeply held beliefs. Courts across the United States
have included the decision from the Washington State Supreme Court that religious
exemptions should not be acceptable in turning them away. Several states have proposed
laws that license discrimination by government workers, businesses, counselors and
adoption agencies. In absence of the federal law protection, the LGBT people in the United
States will have lack of clear recourse.
In a nutshell, businesses should ensure that there are solutions that help in ending
discrimination against homosexuals and those that are transgender. By adhering to
solutions such as raising awareness, providing support and ensuring that there is a fair work
environment, business entities will be successful in stopping discrimination against
homosexuals and the transgender.

Solution 4
References
Badgett, M.V., Durso, L.E., Mallory, C., and Kastanis, A., 2013. The business impact of LGBT-
supportive workplace policies. Accessed from https://escholarship.org/uc/item/3vt6t9zx
Pizer, J.C., Sears, B., Mallory, C. and Hunter, N.D., 2011. Evidence of persistent and pervasive
workplace discrimination against LGBT people: The need for federal legislation prohibiting
discrimination and providing for equal employment benefits. Loy. LAL Rev., 45, p.715.
Accessed from https://heinonline.org/hol-cgi-bin/get_pdf.cgi?handle=hein.journals/
lla45&section=31
Priola, V., Lazio, D., De Simone, S. and Serri, F., 2014. The sound of silence. Lesbian, gay,
bisexual and transgender discrimination in ‘inclusive organizations’. British Journal of
Management, 25(3), pp.488-502. Accessed from
https://onlinelibrary.wiley.com/doi/abs/10.1111/1467-8551.12043
Stroumsa, D., 2014. The state of transgender health care: policy, law, and medical
frameworks. American journal of public health, 104(3), pp.e31-e38. Accessed from
http://ajph.aphapublications.org/doi/abs/10.2105/AJPH.2013.301789