Rochester, NY -
According to a new national online survey, 64% of gay, lesbian and bisexual (GLB) Americans and nearly half (48%) of heterosexuals surveyed said they somewhat or strongly disagree with the statement that companies which incorporate diversity into their hiring of employees and vendors are not as likely to be innovators as companies that do not emphasize diversity.
From an economic perspective, nearly four in ten (39%) heterosexuals and 56% of GLB Americans somewhat or strongly agreed that companies with a commitment to diversity in hiring vendors will be more competitive in the marketplace. However, 59% of non-gay Americans said the skill sets of a workforce are considered more important than diversity of a workforce, with 44% of GLB Americans concurring.
These are a few highlights of a nationwide survey of 2,415 adults, of whom approximately six percent self-identified as gay, lesbian or bisexual. The survey was conducted online between April 13 and 18, 2004 by Harris Interactive®, a worldwide market research and consulting firm, in conjunction with Witeck-Combs Communications, Inc., a strategic public relations and marketing communications firm with special expertise in the gay, lesbian, bisexual and transgender market.
This survey was conducted to coincide with First National Gay and Lesbian Chamber of Commerce (NGLCC) National Conference and Dinner, which begins Friday June 11 in Washington, DC. The conference and dinner, which are set to attract over 400 gay, lesbian, bisexual and transgender (GLBT) people, is the nation's only national not-for-profit advocacy organization dedicated to expanding access and opportunity for the GLBT business community and their allies.
"The goal of NGLCC is to level the playing field for GLBT owned businesses to have increased opportunities for supplier contracts with corporate America," said Justin Nelson, NGLCC co-founder. "Corporate diversity programs often include racial and ethnic minorities but do not include GLBT as a criterion. We are encouraged to see that Americans value diversity and see the important role diversity initiatives play in expanding the types of vendors they hire as well as the diversity of the workforce. The data show that diversity is a contributing factor to innovation and overall competitiveness," added Nelson.
The survey also investigated American attitudes about the impact on corporate benefits from the proposed Constitutional amendment or other legislation that would define marriage as only between a man and a woman. If passed, the Federal Marriage Amendment will amend the U.S. Constitution to define marriage in the United States as consisting only of the union of a man and a woman. Some scholars suggest this proposal may block companies from offering health and other current employment benefits to the same-sex partners of their employees.
Approximately 6 out of 10 Americans, gay and non-gay (58% and 63% respectively) somewhat or strongly agreed that companies should be free to decide which benefits to offer their employees and their spouses or partners. The importance of such benefits is overwhelmingly clear -- with 86% of heterosexuals and 89% of GLB respondents agreeing that benefits like health, vacation leave and childcare support are an important part of the decision to choose one employer over another for a job.
Six out of ten (59%) of heterosexuals went further to agree that such a proposal, at the state level, would impact a company's ability to remain competitive in other states that do not restrict benefits, while 58% say it would harm retention of the most well qualified employees and 60% say it would impact the ability to recruit these employees. GLB Americans agreed even more strongly than heterosexuals: 85%, 81% and 79%.
"Employees place a very high value on the types of benefits companies offer their employees, including the benefits to employees with same-sex partners," said Jake Stafford, Senior Communications and Marketing Strategist for Witeck-Combs Communications. "Business has always been far ahead of legislation in terms of providing parity in the workplace for all employees. We feel that the Federal Marriage Amendment will be a step backwards and be bad for a company's ability to remain competitive."
From an economic perspective, nearly four in ten (39%) heterosexuals and 56% of GLB Americans somewhat or strongly agreed that companies with a commitment to diversity in hiring vendors will be more competitive in the marketplace. However, 59% of non-gay Americans said the skill sets of a workforce are considered more important than diversity of a workforce, with 44% of GLB Americans concurring.
These are a few highlights of a nationwide survey of 2,415 adults, of whom approximately six percent self-identified as gay, lesbian or bisexual. The survey was conducted online between April 13 and 18, 2004 by Harris Interactive®, a worldwide market research and consulting firm, in conjunction with Witeck-Combs Communications, Inc., a strategic public relations and marketing communications firm with special expertise in the gay, lesbian, bisexual and transgender market.
This survey was conducted to coincide with First National Gay and Lesbian Chamber of Commerce (NGLCC) National Conference and Dinner, which begins Friday June 11 in Washington, DC. The conference and dinner, which are set to attract over 400 gay, lesbian, bisexual and transgender (GLBT) people, is the nation's only national not-for-profit advocacy organization dedicated to expanding access and opportunity for the GLBT business community and their allies.
"The goal of NGLCC is to level the playing field for GLBT owned businesses to have increased opportunities for supplier contracts with corporate America," said Justin Nelson, NGLCC co-founder. "Corporate diversity programs often include racial and ethnic minorities but do not include GLBT as a criterion. We are encouraged to see that Americans value diversity and see the important role diversity initiatives play in expanding the types of vendors they hire as well as the diversity of the workforce. The data show that diversity is a contributing factor to innovation and overall competitiveness," added Nelson.
The survey also investigated American attitudes about the impact on corporate benefits from the proposed Constitutional amendment or other legislation that would define marriage as only between a man and a woman. If passed, the Federal Marriage Amendment will amend the U.S. Constitution to define marriage in the United States as consisting only of the union of a man and a woman. Some scholars suggest this proposal may block companies from offering health and other current employment benefits to the same-sex partners of their employees.
Approximately 6 out of 10 Americans, gay and non-gay (58% and 63% respectively) somewhat or strongly agreed that companies should be free to decide which benefits to offer their employees and their spouses or partners. The importance of such benefits is overwhelmingly clear -- with 86% of heterosexuals and 89% of GLB respondents agreeing that benefits like health, vacation leave and childcare support are an important part of the decision to choose one employer over another for a job.
Six out of ten (59%) of heterosexuals went further to agree that such a proposal, at the state level, would impact a company's ability to remain competitive in other states that do not restrict benefits, while 58% say it would harm retention of the most well qualified employees and 60% say it would impact the ability to recruit these employees. GLB Americans agreed even more strongly than heterosexuals: 85%, 81% and 79%.
"Employees place a very high value on the types of benefits companies offer their employees, including the benefits to employees with same-sex partners," said Jake Stafford, Senior Communications and Marketing Strategist for Witeck-Combs Communications. "Business has always been far ahead of legislation in terms of providing parity in the workplace for all employees. We feel that the Federal Marriage Amendment will be a step backwards and be bad for a company's ability to remain competitive."
