In the United States there are 1,600 private corporations, universities, state and local governments, and federal agencies with employment policies that ban discrimination on the basis of sexual orientation. They include:

• 260 Fortune 500 companies
• 66 of top 90 universities and colleges
• such household names as IBM, AT&T, Harley Davidson, Microsoft, 3M, Costco, Eastman Kodak and Ford Motor Company.
  Is your work place one of them?

Employers are learning that welcoming gays and lesbians to their companies can enhance decision-making, lead to higher productivity, and show consumers that the company values talent and diversity.

While state and federal governments have been slow to protect gay and lesbian workers (in Montana it is legal to discriminate against an employee simply because of his or her actual or perceived sexual orientation) ...

An overwhelming majority of Americans believe that it is wrong to fire, not hire or demote workers for being lesbian or gay. According to a June 21, 1997 Newsweek poll, 84% of Americans disapprove of anti-gay discrimination.

Is your workplace in tune with America's spirit of fairness?

We believe that all persons should be judged by their job performance, and not by the gender of the person who greets them at the end of the work day.

• With today's marketplace, attracting and retaining the best workers is critical. Workers can be picky, and will gravitate towards employers who offer the best benefits packages.

• Training new workers is costly, and is especially wasteful if workers are leaving or being fired for reasons that have nothing to do with job performance.

• A written nondiscrimination policy can alleviate personal stress that may keep employees from focusing on their work.

• Employers that depend on old benefits models that base eligibility on marital status are ignoring a growing portion of the workforce ---both gay and heterosexual.

• As more employers addres's sexual orientation in their policies and programs, it is becoming easier for lesbian and gay workers to select more inclusive employers. Employers that do not treat lesbians and gays fairly are at a competitive disadvantage.

• Gay Americans are consumers. U.S. companies are realizing that many gay people, their friends and families make purchasing decisions based on whether a company has fair policies.

• Promoting fairness in the work place is the right thing to do. Gay and lesbian workers should not have to worry that they could lose their jobs because of a supervisor's prejudice.

Excerpted from "The State of the Workplace' Kim Mills and Darryl Herrschaft, Human Rights Campaign

WHAT YOU CAN DO

Educate yourself so you can respond to concerns and questions about these issues. Model respectful and professional behavior. Stand up against anti-gay humor. Demonstrate that you value the work of all employees.

Please make the Fairness Pledge and join the growing number of Montana workplaces that operate under the principle that ending discrimination makes good business sense.

Many employers tell us, "But we have no gay people working here." They might be wrong.

Coming out at work can be a challenge. There may be risks involved, but often the rewards outweigh the risks. There are many considerations, and no cookie-cutter approach to coming out "the right way". At what point do you put your livelihood on the line. At what point does staying in the closet deprive your employer and coworkers of the opportunity to learn acceptance?

Know your risks, rights, and resources. For information about Coming Out programs, support, or if you believe you have experienced discrimination, contact PRIDE at 1-800-610- 9322 (in Montana).