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Advances in Developing Human Resources
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Article

University Work-Life Benefits and Same-Sex Couples

Eunice Ellen Hornsby, Ph.D* and Sunny L Munn

Ohio State University

* To whom correspondence should be addressed. E-mail: hornsby.1{at}osu.edu.


  Abstract
The problem and the solution. Lesbian and gay (LG) employees experience work–life challenges due to exclusionary language and social norms that ignore the existence of their families; denial of medical, retirement, and leave benefits; and sexual orientation discrimination that can raise legitimate fears about job loss and family survival.A supportive and inclusive work culture is needed for employers to build loyalty, increase retention, and enable employees to perform at their peak.This article examines work–life benefits at 10 public universities.Work–life benefits are often taken for granted by the vast majority of employees within an organization because the inequitable application of these benefits across all kinds of employees remains invisible.Thus, work–life benefits inequitably applied have the potential to significantly damage the performance, psyche, financial status, and well-being of LG employees and their families. Recommendations for changes in organizational practices, policies, and language are provided.

First published on January 5, 2009, doi:10.1177/1523422308329199

Advances in Developing Human Resources 2009;11:67.

A more recent version of this article appeared on February 1, 2009
 This version was published on January 6, 2009
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This article has been cited by other articles:


Home page
 Advances in Developing Human ResourcesHome page
T. S. Rocco, H. Landorf, and A. Delgado
Framing the Issue/Framing the Question: A Proposed Framework for Organizational Perspectives on Sexual Minorities
Advances in Developing Human Resources, February 1, 2009; 11(1): 7 - 23.
[Abstract] [PDF]