LGBTQ On-the-Job Considerations

Public

Discussion:

LGBTQ On-the-Job Considerations | Origin: CS111

I'm wondering about information given in the section on discrimiation in the workplace where it talked about an employee's boss who didn't assign an account tocause the client was known to be extremely conservative in nature. It seems to me that it is in the best interests of the company to do that if they want to continue to serve that client and that it also provides protection for the LGBTQ employee. Couldn't the employee be given an equally important account with someone who wasn't so extreme? In small companies this might not be possible and a business could always refuse to work with a client who wasn't willing to work with a LGBTQ employee as well but I wouldn't consider this example as discrimination without knowing more details around intent.

<p>I'm wondering about information given in the section on discrimiation in the workplace where it talked about an employee's boss who didn't assign an account tocause the client was known to be extremely conservative in nature.  It seems to me that it is in the best interests of the company to do that if they want to continue to serve that client and that it also provides protection for the LGBTQ employee. Couldn't the employee be given an equally important account with someone who wasn't so extreme?  In small companies this might not be possible and a business could always refuse to work with a client who wasn't willing to work with a LGBTQ employee as well but I wouldn't consider this example as discrimination without knowing more details around intent.</p> <p> </p>