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LGBT Ad-Hoc Committee Goals and Progress Report Form

Committee Chair Name: Eden King and Mikki Hebl, Co-Chairs
Date: September 10, 2008

o Goals Report
4 Progress Report
Committee Members: Belle Rose Ragins, John Cornwell, Gene Johnson
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 2008-2009 year, we have the following goals:
1. Continue to update SIOP members about LGBT-related happenings via TIP articles. 
Action: We hope to continue informing the SIOP community about our mission and the accomplishment of our goals through additional TIP articles that might raise awareness of LGBT issues, encourage researchers to conduct LGBT-related research, and voice actual experiences in the workplace.
Update: No progress on this goal.
2. Utilize the LGBT Discussion Group effectively
Action: 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.
Update: Limited progress on this goal; committee members have posted.
3. Organize the LGBT meeting focusing on issues regarding SIOP and LGBT for SIOP 2009. 
Action: We will work with Dave Nershi and the Program Committee to schedule this meeting as a forum in which to identify concerns as well as to brainstorm potential solutions.
Update: Request for conference time submitted to Donald Truxillo.
4. Organize a LGBT reception at the 2009 SIOP Conference.
Action: We are hopeful that the EC will continue to support a social gathering that brings together LGBT members of SIOP as well as supporters and those interested in conducting research in this area.
Update: Request for conference time submitted to Donald Truxillo.
5. Advertise LGBT Research Award widely.
Action: One of the primary goals of the award is to encourage research in the area of LGBT workplace issues. To facilitate this, we will advertise the opportunity widely this summer.
Update: Award advertised in multiple venues. SIOP program chair also added an item on the submission form regarding the potential appropriateness of each submission for the award.
6. Increase the visibility of LGBT workplace issues at the 2009 SIOP Conference via the promotion of more research sessions.
Action: Members of the committee are already working in a focused effort to submit LGBT-related papers and symposia to the SIOP 2009 conference. The annual meeting, reception, and newly established award are also intended to increase the visibility of LGBT workplace issues.
Update: Submissions in progress.
7. Implement a system for LGBT individuals and their allies to be identified and connected at the SIOP conference.
Action: 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 hope to implement this option at SIOP 2009 as we did at SIOP 2008.
Update: No progress.
8. Explore partnership with Division 44 to create an LGBT subject pool. 
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. This year, we will explore such a partnership and the possibility of enabling high quality research on LGBT topics.
Update: No progress.
9. Finally, we would like the EC to consider releasing a policy statement condemning unequal treatment of individuals on the basis of their sexual orientation or gender identity in employment practices.
  • Action: To support this request, we will write a research brief detailing the available empirical evidence regarding the experiences of LGBT workers and the implications of these experiences for individuals and organizations. Please note that this request is directly in line with the strategic goal that SIOP will be an “advocate and champion of I-O psychology to policy makers”, particularly with regard to the notion that SIOP should make “increased efforts to monitor and influence policy and legislation affecting human behavior at work.”
Update: A research report was written and submitted to the Executive Board for their consideration.