By Nicole C. Raeburn
Regardless of the backlash opposed to lesbian and homosexual rights taking place in towns and states around the state, progressively more companies are literally increasing protections and merits for his or her homosexual and lesbian staff. Why this could be, and why a few agencies are more and more open to inclusive regulations whereas others are determinedly now not, is what Nicole C. Raeburn seeks to give an explanation for in altering company the USA from inside of Out. A long-overdue research of the place of work circulate, Raeburn’s research makes a speciality of the mobilization of lesbian, homosexual, and bisexual worker networks during the last fifteen years to win household associate advantages in Fortune a thousand businesses. Drawing on surveys of approximately 100 businesses with and with no homosexual networks, extensive interviews with human assets executives and homosexual worker activists, in addition to a few case reports, Raeburn unearths the impression of the bigger social and political atmosphere on companies’ openness to gay-inclusive regulations, the results of and company features on businesses’ willingness to undertake such regulations, and what concepts were finest in remodeling company rules and practices to aid equitable merits for all staff.
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Additional info for Changing Corporate America from Inside Out: Lesbian and Gay Workplace Rights
The sudden focus of the Advocate on the lack of equitable beneﬁts came on the heels of the decision by Ben and Jerry’s, the popular ice cream maker that prides itself on its socially responsible reputation, to adopt the beneﬁts in late 1989. Besides the Village Voice newspaper, Ben and Jerry’s, with six 42 the r ise of the cor por ate wor k pl ace mov ement hundred employees, was the only company to have opened its health- care plan to domestic partners (D. Baker, Strub, and Henning 1995). The AIDS epidemic had also added tragic salience to the issue of equitable beneﬁts.
In this way I contribute to two relatively neglected areas of study: movement outcomes in general and institutional activism in particular. In chapter 1, which traces the rise and trajectory of the corporate workplace movement, I examine the formation and spread of gay and lesbian employee networks among the Fortune 1000. After a decade of slow and halting growth following its emergence in the late 1970s, the workplace movement took off at the start of the 1990s, mushroomed at a rapid pace, but then just as suddenly experienced a slowdown in new corporate organizing beginning in 1995.
First I consider the importance of what I call “virtual opportunities,” namely, expanded access to e-mail and the Internet, and the ways that activists have used these communication technologies to provide both long- distance emotional support and technical assistance. Next I discuss the rise of workplace conferences, which I consider to be the movement’s greatest mobilizers, and the establishment of workplace projects by national organizations in the larger gay rights movement, introduction 19 which provide the workplace wing with some of its most critical resources.
Changing Corporate America from Inside Out: Lesbian and Gay Workplace Rights by Nicole C. Raeburn