American Psychologist A Historical Review of LGBTQ Workers’ Rights and Industrial-Organizational Psychology’s Role in the Study of Their Workplace Experiences --Manuscript Draft-- Manuscript Number: AMP-2019-1063 Full Title: A Historical Review of LGBTQ Workers’ Rights and Industrial-Organizational Psychology’s Role in the Study of Their Workplace Experiences Abstract: In the 50 years since the Stonewall Riots, psychological science has played a key role in our understanding and treatment of issues surrounding LGBTQ rights. Of these pertinent topics include workplace experiences of sexual minorities and gender non- conforming individuals (e.g., workplace discrimination of LGBTQ targets; Ruggs et al., 2013). The research of LGBTQ individuals in the workplace is a topic squarely in the domain of industrial and organizational (I/O) psychology. In this article, we outline the history of I/O psychologists’ interface with the LGBTQ movement, through review of major research trends within the field from the late twentieth century to present date. Further, we turn to major outside influences such as trends in other psychological disciplines (e.g., DSM removal of “homosexuality”), various historical social movements (i.e., the Gay Liberation Movement) and legal changes (e.g., recent change in legal interpretation of Title VII) which have served as catalysts for discussion of LGBTQ workplace experiences. Additionally, we discuss the influence of Division 14 of the American Psychological Association (APA) —formally known as the Society of Industrial Organizational Psychology (SIOP)—concerning LGBTQ rights. We conclude our review with a discussion of current research trends in I/O and discuss implications for the current administration’s plan to implement a transgender military ban. Article Type: Special Issue Article - Stonewall Keywords: LGBTQ; LGBTQ Workplace Rights; Industrial and Organizational Psychology; Historical Review Corresponding Author: Arturia T Melson-Silimon University of Georgia Athens, GA UNITED STATES Corresponding Author E-Mail: [email protected];[email protected] Corresponding Author Secondary Information: Corresponding Author's Institution: University of Georgia Other Authors: Nicholas P Salter, Ph.D. Nathan T Carter, Ph.D. Author Comments: Corresponding Author's Secondary Institution: First Author: Arturia T Melson-Silimon Order of Authors Secondary Information: Manuscript Region of Origin: UNITED STATES Suggested Reviewers: Mike Zickar, Ph.D. Bowling Green State University [email protected] Dr. Zickar has previous experience writing historical review and research concerning the field of I/O specifically. Michelle Hebl, Ph.D. Rice University [email protected] Dr. Hebl has experience and expertise in LGBTQ worker-focused research in the field Powered by Editorial Manager® and ProduXion Manager® from Aries Systems Corporation of I/O Larry Martinez, Ph.D. Portland State University [email protected] Dr. Martinez has experience and expertise concerning LGBTQ worker-focused research in the field of I/O Opposed Reviewers: Order of Authors: Arturia T Melson-Silimon Nicholas P Salter, Ph.D. Nathan T Carter, Ph.D. Manuscript Classifications: Policy; sexual orientation; sexuality Powered by Editorial Manager® and ProduXion Manager® from Aries Systems Corporation Cover Letter Dear Dr. Rutherford and Dr. Hegarty, It is with great enthusiasm that I submit the manuscript entitled: LGBTQ Workplace Rights and Experiences, authored by myself along with my co-authors, Nicholas P. Salter and Nathan T. Carter, for editorial consideration at American Psychologist as part of the upcoming special issue “50 Years Since Stonewall: The Science and Politics of Sexual Orientation and Gender Diversity.” My contact information for future correspondence is included in my signature below. Contact information for my co-authors is included on the subsequent page. In this article, we address the special issue’s goal by reflecting on the history of industrial and organizational (I-O) psychology’s interface with the LGBTQ rights movement, through review of major research trends within the field from the late twentieth century to date using four distinct historical eras. Within each era, we discuss major outside influences such as various historical social movements (i.e., the Gay Liberation Movement) and legal changes (e.g., recent change in legal interpretation of Title VII) which have served as catalysts for discussion of LGBTQ workplace experiences. We suggest that changes in public attitudes, legal context, and public policy directly influenced the field of I/O as organizations experienced increased pressure to integrate LGBTQ employees within the workforce. We not only discuss academic contributions made in the field, but we discuss the influence of the Society of Industrial Organizational Psychology (SIOP) concerning LGBTQ rights and advocacy. We conclude our review with a discussion of current research trends in I/O and discuss implications for the current administration’s plan to implement a transgender military ban The current manuscript has not been previously submitted to American Psychologist nor has it been previously published. The current manuscript is not under concurrent consideration elsewhere. Thank you for your time and consideration. We look forward to hearing from you regarding the status of our manuscript. Sincerely, Arturia T. Melson-Silimon University of Georgia Department of Psychology Psychology Building 125 Baldwin Street Athens, GA 30602 Fax: (706) 542-3274 [email protected] Nicholas P. Salter, Ph.D. Ramapo College of New Jersey Department of Psychology 505 Ramapo Valley Road Mahwah, NJ 07430 Phone: (201) 684-7765 [email protected] Nathan T. Carter, Ph.D. University of Georgia Department of Psychology Psychology Building 125 Baldwin Street Athens, GA 30602 Fax: (706) 542-3274 [email protected] Title page with All Author Information LGBTQ WORKPLACE RIGHTS AND EXPERIENCES 1 A Historical Review of LGBTQ Workers’ Rights and Industrial-Organizational Psychology’s Role in the Study of Their Workplace Experiences Arturia Melson-Silimon The University of Georgia Nicholas P. Salter, Ph.D. Ramapo College of New Jersey Nathan T. Carter, Ph.D. The University of Georgia Masked Manuscript without Author Information LGBTQ WORKPLACE RIGHTS AND EXPERIENCES 1 A Historical Review of LGBTQ Workers’ Rights and Industrial-Organizational Psychology’s Role in the Study of Their Workplace Experiences LGBTQ WORKPLACE RIGHTS AND EXPERIENCES 2 Abstract In the 50 years since the Stonewall Riots, psychological science has played a key role in our understanding and treatment of issues surrounding LGBTQ rights. Of these pertinent topics include workplace experiences of sexual minorities and gender non-conforming individuals (e.g., workplace discrimination of LGBTQ targets; Ruggs et al., 2013). The research of LGBTQ individuals in the workplace is a topic squarely in the domain of industrial and organizational (I/O) psychology. In this article, we outline the history of I/O psychologists’ interface with the LGBTQ movement, through review of major research trends within the field from the late twentieth century to present date. Further, we turn to major outside influences such as trends in other psychological disciplines (e.g., DSM removal of “homosexuality”), various historical social movements (i.e., the Gay Liberation Movement) and legal changes (e.g., recent change in legal interpretation of Title VII) which have served as catalysts for discussion of LGBTQ workplace experiences. Additionally, we discuss the influence of Division 14 of the American Psychological Association (APA) —formally known as the Society of Industrial Organizational Psychology (SIOP)—concerning LGBTQ rights. We conclude our review with a discussion of current research trends in I/O and discuss implications for the current administration’s plan to implement a transgender military ban. LGBTQ WORKPLACE RIGHTS AND EXPERIENCES 3 A Historical Review of LGBTQ Workers’ Rights and Industrial-Organizational Psychology’s Role in the Study of Their Workplace Experiences For decades, researchers in Industrial Organizational (I/O) psychology have been interested in topics surrounding workplace discrimination, inclusion, diversity and employment opportunity (Colella, 2011). Within the literature, topics of interest include: causes of stereotyping and prejudice expression (e.g., justification suppression model; Crandall & Eshleman, 2003), how discrimination affects various target populations (e,g, racial-ethnic minorities and disabled individuals; Colella et al, 2012; Follmer and Jones, 2018), and how to promote diversity through recruitment and selection efforts (Kravitz, 2008). Of special groups studied within this domain include sexual minorities and gender non-conforming individuals. Compared to other minority groups, there is currently no federal statute that explicitly prohibits employment discrimination on the basis of sexual orientation and gender identity. However, the study of LGBTQ individuals is not new to the field of I/O. Research trends in the study of LGBTQ workplace experiences include antecedents and effects of identity disclosure (e.g.,Griffith & Hebl, 2002), how organizations can encourage inclusion (and discourage discrimination) through organizational initiatives such as training programs (e.g., Lindsey et al., 2015), and antecedents of perceived discrimination in the workplace (e.g., Ragins & Cornwall, 2007). The purpose of this paper is to reflect on such