LGBT Committee Goals and Progress Report Form
Committee Chair Name
x Goals Report
o Progress Report
For the initial Goals Report, please list committee goals, time frame, and action steps. Please include expected results and how the goal relates to one or more of SIOP’s four strategic goals.
For subsequent Progress Reports, please provide a brief update including a listing of actions taken.
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: (Please highlight committee goals related to the advocacy of SIOP’s 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. Scott Button and Mikki Hebl co-chaired the committee for the first two years. In 2005, Scott resigned. This year, Eden King will join Mikki Hebl and they will co-chair the committee.
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.
The LGBT committee has Eight Goals for 2006-2007. They are:
1. Continue to update SIOP members about LGBT-related happenings via TIP articles. We hope to continue informing the SIOP community about our mission and the accomplishment of our goals through additional TIP articles. It is possible for us to publish additional articles in TIP that might raise awareness of LGBT issues, encourage researchers to conduct LGBT-related research, and voice actual experiences in the workplace. This contributes to the third strategic goal in addressing the satisfaction and retention of LGBT SIOP members.
2. Enhance our use of the LGBT Discussion Group on the SIOP Home Page. Facilitate increased use of an LGBT Discussion Group on the SIOP Home Page. The SIOP home page was expanded to include a LGBT discussion group (i.e., listserve) to facilitate interaction and collaboration among SIOP members who are interested in this area. 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. To facilitate increased utilization of the listserve, members of the committee will make at least one positing per month. The address is: SIOP-LGBT@lists.apa.org. This contributes to the third strategic goal in addressing the satisfaction and retention of LGBT SIOP members, and may potentially facilitate collaboration between researchers and practitioners on the subject of LGBT issues.
3. Organize the LGBT Panel focusing on issues regarding SIOP and LGBT. We will use this meeting as a forum in which to identify concerns as well as to brainstorm potential solutions in order to meet each of the strategic goals.
4. Organize a LGBT reception at the 2007 SIOP Conference. As in previous years, the reception should be tied to one of the sessions sponsored by the committee. Such a gathering will bring together LGBT members of SIOP as well as supporters and those interested in conducting research in this area and practitioners interested in improving the status of LGBT individuals in organizations. It will be funded with $2,000 that has been provided by the Executive Committee.
5. Find sponsorship for and initiate an award for research on LGBT Issues. In an attempt to promote LGBT research within SIOP, we will be presenting an award to the best poster or presentation dedicated to LGBT-related research. We will tackle the funding and establishment of this award this year. We have been informed that we will have 5 years to collect $25,000 to formally establish this award. In the interim, we have approval to give the award for the next three years. The creation of this award will support SIOP’s member satisfaction and research quality related goals.
6. Advertise award widely. In hope of promoting quality research, as well as general knowledge, regarding LGBT issues it is critical that the award be publicized widely. Committee members have announced this award in order to encourage submissions on LGBT topics to the 2007 SIOP conference.
7. Consider the possibility of creating an internal SIOP LGBT subject pool. This is something that we will continue to talk about and explore this year. Essentially, in an attempt to enhance LGBT-related research, interested parties could ask participants of their own respective studies if they might be willing to be contacted in the future about other LGBT-research opportunities. It would take some time, but potentially in a few years we could have a seriously large LGBT subject pool to tap. This effort may be made in conjunction with fundraising attempts; organizations who are willing to donate may also be willing to participate in research or vice versa. In this way, we hope to support the model of integrated scientist-practitioner collaboration and to further the recognition of SIOP as the organization of choice for I-O psychologists.
8. Finally, we will continue to increase the visibility of LGBT workplace issues at the 2007 SIOP Conference via the promotion of more research sessions. There are a number of themes that members of the committee might develop. These include:
A panel discussion on "LGB Workplace Issues from the Front Lines." Focal points from a number of organizations and government agencies would be invited to participate on the panel and discuss diversity-related issues that they are currently facing in their organizations, recent successes and failures, and the kinds of research that they would find helpful. The panel would help educate SIOP members of about LGBT issues from a new perspective, spark research ideas, and increase the visibility of Industrial/Organizational psychology among a group that may have little exposure to our profession.
A symposium on challenging/problematic methodological issues. The committee could develop a short list of the questions that are frequently faced by those conducting research on LGBT work-related topics (e.g., external validity of LGBT samples). Colleagues from within SIOP who are well known for the methodological/statistical expertise would be invited to participate in the symposium. Each participant would be sent the questions in advance and asked to develop a response. During the session, each participant would then present his/her response or recommended approach to each issue. The symposium would help draw on the collective expertise within SIOP to address a set of methodological questions frequently faced by those conducting LGBT-related research, facilitate the conduct and publication of research in this area, and expand involvement in these sessions.
A session showcasing current research addressing LGBT-related issues in the workplace. Topics may include organizational climate for sexual minorities, heterosexism in the workplace, discrimination in hiring, same-sex sexual harassment, identity management, and gay family-friendly policies. The symposium would provide important examples of researchers who are currently working in this area, increase the visibility of LGBT-related research, and encourage further work in this area.
Updates or Comments From Chair: