Abstract Companies evaluate LGBT policy adoption in an environment with competing and often contradictory societal institutions and ethical frames. This makes the adoption process more difficult to understand when compared to new practice diffusion in less contested settings, providing an opportunity to examine diffusion in an uncertain and varying institutional environment. Herein, we develop a policy adoption model that examines both competing and reinforcing forces. Utilizing a longitudinal dataset of LGBT policy adoption by 283 firms across 1980 firm-years between 2002 and 2014 as measured by the Human Rights Campaign (HRC), we find that firms respond to coercive, social constructivist, and competitive forces for and against LGBT-inclusive work policy adoption. We find that coercive forces exercised by shareholder resolutions and competitive forces driven by industry-level policy adoption lead to firm-level policy adoption. However, other forces, such as state-level anti-marriage equality constitutional amendments, are associated with LGBT-exclusive policies. We also disaggregate the overall HRC policy data into equal employment opportunity (EEO) policy, benefits, and inclusion dimensions and find similarities and differences among our hypothesized relationships.

中文翻译：

---

采用 LGBT 包容性政策：社会建设、强制还是竞争？

摘要 公司在具有竞争且往往相互矛盾的社会机构和道德框架的环境中评估 LGBT 政策的采用。与竞争较少的环境中的新实践传播相比，这使得采用过程更难理解，从而提供了在不确定和多变的制度环境中检查传播的机会。在这里，我们开发了一个政策采用模型，该模型检查了竞争和增强的力量。利用人权运动 (HRC) 衡量的 2002 年至 2014 年间 283 家公司在 1980 年公司年采用 LGBT 政策的纵向数据集，我们发现公司对支持和反对 LGBT 的强制性、社会建构主义和竞争力量做出反应。包容性工作政策的采用。我们发现，股东决议所施加的强制力和行业层面政策采用所驱动的竞争力会导致公司层面的政策采用。然而，其他力量，例如州级反婚姻平等宪法修正案，与 LGBT 排他性政策有关。我们还将整体 HRC 政策数据分解为平等就业机会 (EEO) 政策、福利和包容性维度，并发现我们假设的关系之间的异同。