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LGBT Ad-Hoc Committee Goals 2009-2010

Committee Chairs: Gene Johnson, PhD & Charlie Law, PhD

Date: May 8, 2009

Goals Report
 
 
 
SIOP Vision: To be recognized as the premier professional group committed to advancing the science and practice of the psychology of work.
SIOP Goals: SIOP will become the…
1. Visible and trusted authority on work-related psychology. This includes:
  • Heightened awareness within lay, business, scientific, and government communities of the role and value of I-O psychology in improving productivity and well-being in the workplace.
  • Greater outreach to the broader field of psychology and related disciplines and organizations (including organizations outside the United States), policy makers, the public, and the media.
 
2. Advocate and champion of I-O psychology to policy makers. This includes:

  • Increased efforts to obtain federal funding for I-O research.
  • Increased efforts to monitor and influence policy and legislation affecting human behavior at work.
  • Heightened awareness among top managers in business about the value of I-O psychology and I-O professionals.
 
3. Organization of choice of I-O professionals. This includes:
 
  • Increased enjoyment and satisfaction of members.
  • More members in all categories, including regular, Student, International, Affiliate, and Associate Members.
  • Higher annual retention rate.
  • Increased support for SIOP members in their efforts to study, apply, and teach the principles, findings, and methods of I-O psychology.
 
4. Model of integrated scientist–practitioner effectiveness that values research, practice, and education equally and seeks higher standards in all three areas. 
 
  • Increased collaboration and dialogue between academics and practitioners where science informs practice and practice informs science.
  • Increased collaboration and exchange of ideas with non-North American I-O professionals.
  • Decreased perception of fissure between academics and practitioners.
  • Clear and rigorous means of evaluating the quality of graduate training programs.
  • Clear and rigorous standards for practice.
 
Strategic Planning Goals:
 
In April 2003 the Executive Committee of the Society for Industrial and Organizational Psychology (SIOP) established an ad hoc committee on lesbian, gay, bisexual, and transgender (LGBT) research and membership issues. The purpose of establishing this committee was to begin to encourage research on LGBT issues and promote LGBT voice within SIOP.      
 
The LGBT committee has a Working Mission Statement, which is:
To increase favorable attitudes and awareness of LGBT issues within SIOP, to encourage research on LGBT issues, and to promote LGBT voice and support. 
 
For the 2009-2010 year, we have the following goals:
 
1. Create a ‘community of interest’ where LGBT ad hoc members, researchers, practitioners, and other interested parties can share information, collaborate, and network throughout the year. (SIOP Goal #4)
 
Action: Define more clearlyto SIOP members that involvement in the group is open to anyone with interest in LGBT issues, including researchers, practitioners, students, and any interested parties. This will be voiced in a TIP article.
 
Action: Promote our on-line ‘community of interest.’ The SIOP home page was expanded to include a LGBT discussion group (i.e., listserve) to facilitate interaction and collaboration. Its use has been limited, but it has the potential to provide a forum for discussing research issues (e.g., sampling concerns, theoretical implications), publication-related issues (e.g., best outlet for a given manuscript), and other topics of interest (e.g., access to research participants) to those conducting LGBT-related research.
Start-of-Year Update: This continues to go relatively un-used. We have a volunteer who will moderate the group and encourage discussions. We are also going to investigate who is on the group, so we have a sense of the size of our interested population. Finally, we are going to explore making the listserve more visible on the SIOP website.
 
Action: We are also going to test out other social networking forums, such as Facebook.
 
Action: Create a distribution list for the group and communicate updates and news throughout the year. Contact details for interested parties were collected in New Orleans.
 
 
2. Continue to update SIOP members about LGBT-related happenings via TIP articles and other SIOP communication vehicles. (SIOP Goal #2)
 
Action: We will inform the SIOP community about our mission and the accomplishment of our goals through TIP articles that raise awareness of LGBT issues, encourage researchers to conduct LGBT-related research, and voice actual experiences in the workplace.
 
Action: Start a blog on LGBT issues on SIOP Exchange, such as the proposed LGBT policy statement that was declined (see below).
 
Start-of-Year Update: In 2008, we asked the Executive Committee to release a policy statement condemning the unequal treatment of individuals in employment practices on the basis of their sexual orientation or gender identity. A research report was written and submitted. The EC ultimately did not support issuing any policy statements on behalf of SIOP. We are pursuing a focal article in the SIOP journal as an alternative outlet for presenting this issue. Calls for commentaries could occur as early as June 2009.
 
 
3. Organize the LGBT SIOP 2010 (Atlanta) conference activities. (SIOP Goal #3)
 
Action: We will work with Dave Nershi and the Program Committee to schedule our regular meeting.
 
Action: We will organise our regular LGBT social reception for ad hoc group members, supporters, and other interested parties, with the support of Dave and the Program committee.
 
Action: We will organise a ‘dinner evening’ on the first evening of the conference for LGBT ad hoc members, supporters, and other interested parties. We attempted this in 2009, but had no reliable distribution list to market it to.
 
Action: We will organise a ‘silent auction.’ We did this in 2008 to raise funds for our research award, and it was a success.The aim is to raise funds to further support the award or another worthy cause. (John Cornwell to lead)
 
Action: Implement a system for LGBT individuals and their allies to be identified and connected at the conference.Because an LGBT identity is not necessarily visible, it can be difficult for LGBT individuals and their allies to connect throughout the conference. The reception and committee meeting support this connection, but members have expressed a desire to create additional systems for connecting. One model for this is to provide stickers or pins that indicate LGBT or ally status. We did this in 2008 with rainbow stickers, and will try something similar in 2010.
 
 
4. Increase the visibility of LGBT workplace issues at the 2010 SIOP Conference via the promotion of more research and practitioner sessions. (SIOP Goal #4)
 
Action: Encourage LGBT-related papers and symposia to the SIOP 2010 conference. We will also submit applications for a forum on best practices in the workplace, a community of interest session, and a session by a LGBT workplace/employment leader.
 
Action: Submit an application for a half-day pre-conference workshop on ‘LGBT Issues in the Workplace 101’ (Belle Rose Ragins to lead).
 
Action: We may also organise the same for local businesses in Atlanta.
 
 
5. Recognize excellence in LGBT research with the LGBT Research Award. (SIOP Goal #4)
 
Action: Advertise theLGBT Research Award widely. One of the primary goals of our award is to encourage research in the area of LGBT workplace issues. To facilitate this, we will continue to widely advertise the award, including mentioning it in our TIP article, sending letters to editorial boards for I/O and social psychology journals, and contacting APA’s Division 44 and Social Psychology division.
 
Update: For 2009, the award was advertised in multiple venues, and the program chair added an item on the submission form regarding the potential appropriateness of each submission for the award. However, the effectiveness of this approach seems questionable, as none of the submissions that checked this option were eligible for the award (i.e., none dealt with LGBT issues). We hope to confer with the 2010 program chair to improve this process.
 
Action: This year, we are going to form a separate awards committee, which will assess eligible LGBT research.
 
Action: We also want LGBT researchers and practitioners to be aware of other awards for LGBT research or best practice, e.g., APA’s Placek Award, Roy Scribner award for Texans, the Catalyst Award for best practice.
 
Action: Encourage LGBT researchers and practitioners to apply for Society for Human Resource Management (SHRM) funding.
 
 
6. Initiate relationships with LGBT-related organizations, to provide insights and direction on relevant research topics, provide participant pools, and possible sponsorship of research. We may also establish a role as SMEs on such topics as diversity training and employment policies. (SIOP Goal #1)
 
Action: Contact major LGBT groups such as the Point Foundation (John Cornwell), Diversity Inc., the Human Rights Campaign.
 
Action: Contact major corporate employee LGBT groups.
 
 
7. Explore partnership with Division 44 to create an LGBT participant pool. (SIOP Goal #1)
 
Action: One of the primary challenges in conducting LGBT-related research is access to (often unidentified) LGBT workers. One strategy that might be used to overcome this challenge is to create a subject pool through which participants can be recruited by partnering with the Society for the Psychological Study of Lesbian, Gay, and Bisexual Issues. We will continue to explore such a partnership and the possibility of enabling high quality research on LGBT topics.
 
Start-of-Year Update: No progress in 2008.