OBJECTIVES Many corporations in the United States have enacted nondiscrimination policies for their LGBT employees, despite that the LGBT community has not been a legally protected class concerning employment discrimination at the national level. We examined whether progressive corporate LGBT-related policies may be an extension of policies and practices designed to foster diversity and create equality for existing legally protected classes (women, ethnic minorities, veterans, and those with disabilities). We also examined whether leadership level diversity (percentage of women and ethnic minorities on company boards of directors) predicted nondiscrimination policies for LGBT employees. HYPOTHESES We predicted companies that have been recognized and awarded for protected class diversity policies and that have a greater percentage of women and racial/ethnic minorities on their boards of directors would have more progressive LGBT-related corporate policies. METHOD Using a sample of Fortune 500 companies, we examined protected-class diversity awards and percentage of women and racial/ethnic minorities on boards of directors as predictors of LGBT-related policies. At the company-level, we controlled for the average age of board, company size, and company revenue. At the level of company headquarter location, we controlled for political climate, Christian religiosity, and LGBT employment nondiscrimination laws. We also controlled for U.S. region and industry sector. RESULTS Multilevel modeling results indicated that protected-class diversity awards and the percentage of women on company boards of directors significantly and independently predicted progressive LGBT policy scores, whereas the percentage of racial/ethnic minorities on boards of directors had less consistent results. CONCLUSION Companies that address issues of diversity and equality in the workplace have been likely to include the LGBT community among their groups of concern, even in the absence of legal pressures to do so. (PsycInfo Database Record (c) 2020 APA, all rights reserved).

中文翻译：

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LGBT工作场所保护作为受保护阶级框架的延伸。

目标尽管在国家一级，LGBT社区尚未成为受就业歧视的法律保护类别，但美国的许多公司仍为其LGBT雇员制定了非歧视政策。我们研究了与公司LGBT相关的渐进性政策是否可以扩展旨在鼓励多样性并为现有受法律保护的阶层（妇女，少数民族，退伍军人和残疾人）建立平等的政策和做法。我们还检查了领导层的多样性（公司董事会中女性和少数民族的百分比）是否预测了LGBT员工的非歧视政策。假设我们预计，那些因保护阶级多样性政策而获得认可和奖励的公司，且董事会中妇女和种族/少数族裔比例较高的公司，将拥有与LGBT相关的更先进的公司政策。方法我们以《财富》 500强公司为样本，研究了保护级多元化奖项以及董事会中与LGBT相关政策的预测指标的女性和少数民族的比例。在公司一级，我们控制了董事会的平均年龄，公司规模和公司收入。在公司总部所在地，我们控制了政治气氛，基督教信仰和LGBT就业非歧视法律。我们还控制了美国地区和工业部门。结果多层次建模结果表明，保护级多样性奖和公司董事会中的女性百分比显着且独立地预测了LGBT政策的进步得分，而董事会中的种族/少数民族群体的百分比则不一致。结论解决工作场所多样性和平等问题的公司很可能会将LGBT社区纳入他们关注的人群中，即使在没有法律压力的情况下也是如此。（PsycInfo数据库记录（c）2020 APA，保留所有权利）。结论解决工作场所多样性和平等问题的公司很可能会将LGBT社区纳入他们关注的人群中，即使在没有法律压力的情况下也是如此。（PsycInfo数据库记录（c）2020 APA，保留所有权利）。结论解决工作场所多样性和平等问题的公司很可能会将LGBT社区纳入他们关注的人群中，即使在没有法律压力的情况下也是如此。（PsycInfo数据库记录（c）2020 APA，保留所有权利）。