The topic of sexuality in the workplace can often be a controversial one. Some people may believe it inappropriate to talk about such things as sexual orientation and attraction in a professional work space, but others might argue that an open conversation on the topic would break down barriers and contribute to a more equitable, understanding, and inclusive workplace. Historically, the social acceptance of LGBTQ+ people has been incredibly recent. I think to the stonewall riots of 1969, and the fact that gay marriage was only legalized fully for our country in 2015. In my perspective, many people consider straight or heterosexual to be the default or "normal" orientation, and because of this queer and homosexual partnerships are considered illigitimate and invisible or are hypersexualized by an outside gaze. As a result of this, intentionally recognizing and respecting relationships outside the societal expectation of "straight, man and woman" is imparitive to begin to see all relationships as normal, without judgement, and valid, and to see people as MORE than their sexuality, while still acknowledging it as an important piece of their identity. Beyond an overall effort for acceptance and inclusion, I feel it is valuable to consider the many barriers, microaggressions, and biases that LGBTQ people face in everyday life and in the workplace. According to the institue for business value, "45% of lesbian, gay, and bisexual people say their employer discriminates against people of the same sexual orientation". In many ways, the topics of gender and sexuality are linked and intertwined. In one study conducted by Ohio State University (Salter, N), "compared what people thought of heterosexual men, heterosexual women, gay men and lesbian women, gay men were actually thought of as the least successful leaders [1]. Even though people typically prefer men over women as leaders ... they preferred both heterosexual women as well as lesbian women over gay male leaders." This is interesting, because it tells us peoples assumptions about gay men. In general and stereotypically, men are seen as better leaders than women, but in this case a gay mans "gayness" overrules this hierarchy of leadership. Much of the discrimination faced by LGBTQ people in the work place is subtle. That's not to say that violence, hate, harrassment, and abuse don't exist within this realm, as they absolutely do. However, looking at the strides in attitude the US and the world has made in the past 40-60 years is still significant. There is a both/and situation here, where we can acknowledge and celebrate the ways in which we have improved our treatment of LGBTQ people while also seeing the many ways in which they are still an oppressed minority. 1. Do you think there is any merit in the idea that heterosexual leaders are better than other sexualities? Why/Why not? Is this idea the sole product of homophobia, or are there other potential reasonings for this thought pattern? 2. In what ways have roles and opportunities changed for out LGBT people in professional spaces since the 20th century? What things have stayed the same? 3. If businesses/corporations/companies wanted to actively support their LGBTQIA employees/communities/etc., how would they go about doing so? Would this effort need to be small scale and individual, or could it be a wider spreading event? 4. Imagine you are an employee working in a small group under a team leader who is also an out gay man. What would you do, if anything, if one of your coworkers was saying discriminatory things about your boss behind his back and amongst your team members