A Training and Awareness Meeting About LGBT+ Issues
Learn more about the lived experiences of the LGBT+ community in the workplace.
1.75 hours
Online
12 to
Italian
Napoli, Italy

What you’ll do

This organization aims to prevent and combat discrimination against the LGBT+ community through research and training activities.

You and your team are invited to participate in a training and awareness meeting to discuss issues pertaining to the LGBT+ community.

In this experience, the organization will share some basic information about sexual orientation and gender identity. Then, you and your team will explore the topic of microaggressions and the legal aspects of discrimination suffered by LGBT+ people in the workplace.

The agenda of this experience is as follows:

  • Conversation Starter, Presentation of the Speakers, and Training Intervention (15 minutes)
  • Useful Concepts to Clarify (20 minutes)
    • Speaker: Supervisor professor Paolo Valerio - Clinical Psychologist and Psychotherapist, President and Founding Member of the GIC Foundation, Honorary Professor of Clinical Psychology, University of Naples Federico II, President of the National Observatory on Gender Identity, Honorary President of the SInAPSi Center of the University of Naples Federico II.
  • Q&A (10 minutes)
  • Microaggressions Suffered by LGBT+ People in the Workplace (20 minutes)
    • Speaker: Professor Anna Lisa Amodeo - Clinical Psychologist, Psychotherapist, Founding Member of the GIC Foundation, Professor of Clinical Psychology, University of Naples Federico II, Head of the Anti-Discrimination and Culture of Differences Service of the SInAPSi Center of the University of Naples Federico II.
  • Q&A (10 minutes)
  • Legal Profiles Related to Discrimination in the Workplace of LGBT+ People (20 minutes)
    • Speaker: Federico M. de Luca di Melpignano - Secretary General of the GIC Foundation, Expert of the National Anti-Discrimination Office, Equal Opportunities Department, President of the Council of Ministers
  • Q&A (10 minutes)

What else you should know

  • This experience will be conducted over Zoom. Before the event, you will receive a link for the call. Participants will be encouraged to have their cameras on during the experience.
     

Bibliography: 

Badgett, M. V. L., Lau, H., Sears, B., & Ho, D. (2007). Bias in the workplace: Consistent evidence of sexual orientation and gender identity discrimination. Los Angeles, CA: The Williams Institute

Button, S. B. (2001). Organizational efforts to affirm sexual diversity: A cross-level examination. Journal of Applied Psychology, 86, 17–28.

Cunningham G.B. (2010). The LGBT advantage: Examining the relationship among sexual orientation diversity, diversity strategy, and performance. Sport Management Review. US, 453-461

Cunningham, G. B., & Singer, J. N. (2009). Diversity in athletics: An assessment of exemplars and institutional best practices. Indianapolis, IN: National Collegiate Athletic Association.

Cunningham, G. B., Sartore, M. L., & McCullough, B. P. (2010). The influence of applicant sexual orientation and rater sex on ascribed attributions and hiring recommendations of personal trainers. Journal of Sport Management, 24, 400–415

Fink, J. S., & Pastore, D. L. (1999). Diversity in sport? Utilizing the business literature to devise a comprehensive framework of diversity initiatives. Quest, 51, 310– 327.

Ivancevich, J. M., & Gilbert, J. A. (2000). Diversity Management Time for A New Approach.  Public Personnel Management, US, 75-92.

Loden, M., & Rosener, J. B. (1991) Workforce America: Managing Employee Diversity As A Vital Resource, Homewood, IL: Business One Irwin.

Nadal, K. (2008). Preventing racial, ethnic, gender, sexual minority, disability, and religious microaggressions: Recommendations for promoting positive mental health. Prevention in Counseling Psychology: Theory, Research, Practice and Training, 2(1), 22–27.

Paz Galupo, M. & Resnick, C. A. (2016). Experiences of LGBT Microaggressions in the Workplace: Implications for Policy. Sexual Orientation and Transgender Issues in Organizations, Switzerland, 271-287.

Pitts, D.W. (2006). Modeling the Impact of Diversity Management. Review of Public Personnel Administration, US, 245-268.

Ragins, B. R., & Cornwell, J. M. (2001). Pink triangles: Antecedents and consequences of perceived workplace discrimination against gay and lesbian employees. Journal of Applied Psychology, 86, 1244–1261.

Riccucci, N. M. (2002). Managing diversity in public sector workforces. Boulder, CO: Westview.

Sartore, M. L., & Cunningham, G. B. (2009). Sexual prejudice, participatory decisions, and panoptic control: Implications for sexual minorities in sport. Sex Roles, 60, 100–113.

Selden, S. C., & Selden, F. (2001). Rethinking diversity in public organizations for the 21st century: Moving toward a multicultural model. Administration & Society, 33(3), 303- 329.

How you’ll make an impact

Diversity, Equity, Inclusion & Belonging
LGBTQIA+
Your contribution will help the organization promote, through the provision of scholarships for psychologists, interventions in the school environment aimed at spreading a culture that accepts difference, as well as preventing homo- and transphobic bullying.

This nonprofit implements initiatives aimed at preventing and combating discrimination, prejudice, and stigma against gender, sexual orientation, race, ethnicity, and ability. It promotes research, intervention, and training activities in the psychological-clinical and socio-welfare fields, primarily aimed at assisting the most vulnerable social groups and the GLBTQIE population.

*The above-mentioned donation amount was thoughtfully suggested by the nonprofit organization and/or social venture and/or charitable organization. The donation will help them in achieving their mission, as detailed above. In case you would prefer to alter this suggested donation, please contact Visit.org.

Interested in this experience?

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