LGBT Ad-Hoc Committee Goals 2010-2011
Committee Chairs: Gene Johnson, PhD & Charlie Law, PhD
Date: May 24, 2010
Committee Members: Lyne Desormeaux, Walter Reichman, Brian Roote, Geoffrey Lantz, and Heather Graham (student)
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 exchange of ideas with non-North American I-O professionals.
- Increased collaboration and dialogue between academics and practitioners where science informs practice and practice informs science.
- 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 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 2010-2011 year, we have the following goals:
1. Create a ‘community of interest’ where LGBT ad hoc members, researchers, practitioners, and other interested parties (including allies) can share information, collaborate, and network throughout the year. (SIOP Goal #4)
Action A: In 2009-2010, the committee focused their attention on increasing interest in LGBT-related research. This year, our goal is to better focus on practitioners and bridging the divide between research and practice. We will address this in a TIP article.
Action B: In 2009-2010, we greatly expanded our on-line presence, primarily through the use of Facebook. For 2010-2011, we would like to continue to use Facebook to update members and allies on LGBT-related research and opportunities. We will also expand our use of Facebook to include information on current events that affect LGBT individuals in the workplace, and to provide more of a forum for practitioners.
Action C: In 2009-2010, although we had a great uptake on Facebook, there was little dialogue. For 2010-2011, we will encourage interaction by (1) creating a directory, where members and allies provide brief ‘personal paragraphs’ on what they want and can contribute to the group;
(2) opening dialogue on how members can ‘give back’ to the community via relevant I/O Psychology services, a la a humanistic work psychology orientation;
(3) creating a forum for sharing information LGBT support in graduate programmes, such as non-discrimination policies.
Action D: We will work on using multiple forms of communication to reach as many people as possible. While the use of electronic media is increasingly important for communication, we will work on advertising those electronic forums so that those who are interested in LGBT issues can find listserve and Facebook pages.Some contact details for interested parties were collected in Atlanta.
2. Continue to update SIOP members about LGBT-related happenings via TIP articles and other SIOP communication vehicles. (SIOP Goal #2)
Action A: 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. There are two issues that will probably receive a tremendous amount of publicity during the 2010-2011 year: legislation protecting LGBT individuals in the workplace, and the possibility that the U.S. military’s ban on open service will be lifted. We would like to write a TIP article on each of those current event issues.
Action B: We would also like to try out blogs on the above topics on SIOP Exchange.
3. Organize the LGBT SIOP 2011 (Chicago) conference activities. (SIOP Goal #3)
Action A: We will work with Dave Nershi and the Program Committee to schedule our regular meeting.
Action B: We will organise our regular LGBT social reception for ad hoc group members, supporters, and other interested parties and allies, with the support of Dave and the Program committee, as well as our Thursday night dinner.
Action C: Better publicize a system for LGBT individuals and their allies to be identified and connected at the conference.In Atlanta, we had rainbow stickers for conference attendees to place on their badges. Unfortunately, the location of those stickers was somewhat ambiguous. We will find a more conspicuous place for those stickers in Chicago and make sure we publicize this opportunity loudly before the conference. We will also ask members of the committee to carry stickers with them to hand out to interested individuals throughout the conference.
4. Increase the visibility of LGBT workplace issues at the 2011 SIOP Conference via the promotion of more research and practitioner sessions. (SIOP Goal #4)
Action A: Encourage LGBT-related papers and symposia to the SIOP 2011 conference.
Action B: We submitted an application for a pre-conference workshop in Chicago on LGBT issues, but were vaguely told there would not be enough interest. We also enquired about funding for a keynote speaker from Out & Equal, but did not receive a clear response on how to formally apply for funding. We will work on surfacing both issues this year, with the aim of identifying clear decision processes for both requests.
Action C: We will strongly encourage submission of a symposium discussing LGBT workplace issues from the practitioner standpoint. One of the main topics in our committee meeting in Atlanta was the divide between research and practitioner, and the desire to see more involvement/information from the practitioners. We will use Facebook and the listserv to encourage SIOP submissions that respond to that need.
5. Recognize excellence in LGBT research with the LGBT Research Award. (SIOP Goal #4)
Action A: 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.
Action B: This year, we are going to form a separate awards committee, which will assess eligible LGBT research.
Action C: In 2009-2010, we advertised a number 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). We will continue to advertise those opportunities while finding additional funding/award opportunities for LGBT research.
Action D: 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 A: Contact major LGBT groups such as the Point Foundation (John Cornwell), Diversity Inc., the Human Rights Campaign. Approach to Out & Equal has already been made; consider how we can partner with them on research, as well as have a presence at their conference.
Action B: Contact major corporate employee LGBT groups; consider how we can concretely work with them.
7. Explore partnership with Division 44 to create an LGBT participant pool. (SIOP Goal #1)
Action A: 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.