Gay employees have a right to claim time off to deal with emergencies involving their same sexual partners. All employers are entitled to a paid leave to deal with unexpected or sudden problems concerning a dependent or close family member including a same sex partner (Van der Meer, et al. , 2004). Work must be assigned on a non-discriminatory work related criteria. Effeminate men or masculine women should be assigned jobs without considering those jobs that have a direct contact with the public for fear of potential adverse response by the customers (Herdt, et al. , 2003).
Organizations should protect the gay staff from harassment by the customers. Exit interviews should be conducted where people live and this includes the questions of whether they have been harassed, bullied or discriminated against in the work place (Herdt, et al. , 2003). If they have been discriminated on the basis of being gay, they should be reinforced back and serious action should be taken against the offenders.
Additional monitoring will allow the gays to feel as part of the team, assist in staff making the decision to be open at work, help employers to generate management information to monitor discipline and their grievances instances (Paul, 2005). Every employee has a right of access to a work environment that is free from sexual harassing or hostile behavior (Paul, 2005). The issue of provision of separate toilets, changing rooms and shower facilities for gays should not arise since it will undermine their working morale (Michael, 2005).
Being able to work with all colleagues is a requirement for a job and members should not refuse to work with a gay simply because it is against their religion (Paul, 2005). Members of staff who refuse to work with gay individuals should be disciplined. There should be equal recruitment and induction policies, whereby there are equal opportunities for all the gays (Michael, 2005). Existing members of staff and in particular those in management roles should be made aware of their responsibilities to treat the gays in a fair way (Legal Times, 2005).
Some of the homosexuals may suffer silently without reporting and hence the employers should find ways of making them open up and speak their problems (Herdt, et al. , 2003). These might include work force monitoring, staff attitude, self organized workplace groups for lesbian, gay and bisexual staff (Young, et al. , 2005). A religious organization should not discriminate against someone who is already in the post because of being gay (Herdt, et al. , 2003). Specific services should be provided to gay men. There should be recreational facilities and events that are meant for them (Dyre, 2002).
Employers should create guidelines for establishing a truly inclusive work place for gays. Sexual orientation should be made an everyday diversity issue alongside gender, race and disability (Young, et al. , 2005). The staff should be informed, consulted and communications should be made to line managers to persuade them to take an active part in creating an inclusive culture at work (Legal Times, 2005). The fight against discrimination can be fought efficiently when the governments combine their efforts to put in place measures in work place that will ensure that gays have a conducive working environment (Young, et al. , 2005).
Through enforcement of law it should be made illegal to discriminate gays in workplaces. Regulations have come up to protect the gays against discrimination on the basis of their religion or belief (Herdt, et al. , 2003). It does not matter what your sexual orientation is. You do not have to prove it so as to avoid harassment and discrimination. One should not be discriminated simply because one is gay or on the basis that one has gay friends (Herdt, et al. , 2003).
When gays apply for vocational training courses they should be included. There are various countries that have come up to recognize and embrace same sex relations. Countries like Argentina, USA and Austria have recognized same sex relationships (Paul, 2005). Other on this list include Australia, Belgium, Brazil, Canada, Croatia, Czech republic, Denmark, Finland, France, Germany, Hungary, Iceland, Ireland, Israel, Liechtenstein, Luxembourg, Norway, Poland, Portugal, Slovenia and South Africa, Spain among others (Paul, 2005).
Most laws grant same sex couples the same rights as enjoyed by de-facto unions except the possibility to adopt children (Michael, 2005). In Buenos Aires city, the law creates a civil union register open to the same sex couples who have been together for atleast two years (Michael, 2005). These couples are granted the same rights as those of other married couples. The partnerships offer insurance benefits and hospital visitation rights, but do not allow the same sex couple to receive inheritance or adopt children (Michael, 2005).
In Australia, same sex couples are granted similar rights to heterosexual couples in regards to division of property and the payment maintenance upon divorce (Paul, 2005). The New South Wales has granted the same sex couples same rights as heterosexual couples (Paul, 2005). Grants mainly entails real estate and person property rights – division of property upon the breakup of relationships, and rights relating to succession of intestacy and also rights to guardianship and mental decisions (Michael, 2005).
Belgium guarantees same rights and responsibilities to gays with the exception that one partner must be a Belgian citizen (Herdt, et al. , 2003). Belgian law does not provide for the presumed paternity for female spouse of a married woman, who gives birth during their marriage (Michael, 2005). In Brazil, inheritance, immigration, state pension and welfare benefits for the same sex partners are allowed (Michael, 2005). Canada gives rights to same sex couples as those enjoyed by other couples including rights to joint tax returns and other governmental benefits (Young, et al.
, 2005). Things have changed in British Columbia since same sex partners now enjoy the same rights as common partners, including government employment benefits, public pension plans, medical services, maintenance rights, duty to pay child support, rights to have custody of each other’s children, joint adoption, access to artificial insemination, rights to make medical decision, same rights in regards to wills, estates and inheritance (Legal Times, 2005). The above are the countries that have enforced legal procedures to fight for the rights of the gays in their work place.
Conclusion To effectively have the full rights of being a gay it is important to do some monitoring. This is a healthy sign since it helps the employer to learn more about a person. The monitoring will help the employer to keep an eye on the discipline and grievances issues of the gays at work places, since it will help the gay staff to feel more included. Monitoring will help to change the way people think, behave and work with the gays. Finally the gays should be given fair opportunities like other employers in work places.
“Between Two Mommies: Same-Sex Couples Raising Children Together. Legal Times (Feb. 28, 2005). Dyer, Richard. (2002). The Culture of Queers. London; New York: Routledge. Herdt, Gilbert, and Theo van de Meer (eds). (2003). Culture, Health and Sexuality, Special Issue: Homophobia and Anti-Gay Violence–Contemporary Perspectives. Michael Mello. (2005). Review of Legalizing Gay Marriage. 67. Journal of Marriage & Family 1348-1349. Robinson, Paul. (2005). Queer Wars: The New Gay Right and Its Critics.
University of Chicago Press. Sharpe, Sue. (2002). ‘It’s Just Really Hard to Come to Terms With’: Young people’s views on homosexuality. Sex Education. 2(3), November. Van der Meer, Theo, and Gilbert Herdt (eds). (2004) Sexuality Research and Social Policy, Special Issue: Homophobia and Sexual Prejudice, Volume I, Number 2, April. Young, Rebecca M. , and Ilan H. Meyer. (2005). The Trouble With “MSM” and “WSW”: Erasure of the Sexual-Minority Person in Public Health Discourse. American Journal of Public Health, July, Vol. 95, Iss. 7.