Overview
Workplace issues surrounding sexual orientation and preferences have become more and more prevalent in today’s workplace. Although many companies have adapted to modern day reality and have accepted this lifestyle, companies are not required by law to have rules and regulations in place that protect homosexuals from workplace dismissal based on sexual orientation information. The case involving the Boy Scouts of America and the United Way detailed in Managing Human Resources (pp 150) provides an excellent example of the ethical and realistic issues that can arise surrounding this now common lifestyle.
James Dale prided himself on instilling self-reliance and leadership in children’s’ lives as an assistant scoutmaster for the Boy Scouts of America (BSA). After 12 years, this veteran volunteer was expelled from the BSA after they learned that he was gay because of his sexual orientation. Though the boy scouts teach young men to stand up for what is right, they did not have any anti-discrimination laws intact to protect homosexual volunteers. Dale, instead, turned to rely on the courts for help. During the court case, the state court initially ruled that Dale should be able to return as a scoutmaster, indicating that one’s sexual orientation does not drive the ability to help the scouts, but the BSA did not accept this answer. Instead, the BSA turned to the Supreme Court to get permission to release Dale of his scoutmaster duties.
The United Way had been involved with the BSA for numerous years and provided support funding for various Boy Scout activities and programs. Overall, the United Way has protected its own employees and those it worked with by instilling a policy protecting employees against sexual discrimination. Although the United Way leaves the ultimate decision for antidiscrimination laws up to each chapter to create and promote,