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Despite meaningful progress and increasing social acceptance of LGBTQ people in media, entertainment, and culture over the past two decades, openly LGBTQ people continue to be significantly underrepresented in business, especially in the upper echelons of corporate executive suites. There are myriad reasons why this marginalization persists, ranging from personally or externally imposed rules to “cover” or remain closeted while on the job, to the absence of corporate and federal nondiscrimination policies that specifically protect LGBTQ employees, to the slow pace of cultural change in some organizations. At best, LGBTQ employees experience supportive workplaces, led by progressive, inclusive management. At worst, LGBTQ employees face hostility and homophobia while on the job, from colleagues, supervisors, and business partners. This entry examines how the cultural shift in ...

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