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Contents:

• WHEN TO COME OUT: THE CHALLENG FACG GAY CEOS
• WHY GAY MEN MAKE THE BT BOSS
• GAY MEN AS WORKPLACE SUPERVISORS: SURVIVAL TIPS FOR WHEN YOU’RE THE NEW BOSS
• RULTS FOR : GAY OFFICE BOSS
• GAY OFFICE PORN VIOS
• RULTS FOR : GAY OFFICE
• THE NGHTY EMPLOYEE (GAY, DISCIPLE, SPANKG, FIRST TIME‪)‬
• GAY WCH HUNT
• GAY BOSS BOOKS
• GAY MOSW MOSW CY GUI
• DOMANT BOSS: THE GAY BDSM OFFICE BUNDLE (GAY, BDSM, DOMATN, DISCIPLE, SPANKG‪)‬
• THE OFFICE’S GAY CARITURE
• GAY MOSW · CY GUI

WHEN TO COME OUT: THE CHALLENG FACG GAY CEOS

Beg gay or lbian Ameri the past half has meant watchg barriers fall some surprisg quarters. S., where attus have evolved most dramatilly, no openly gay CEO exists the Fortune 500, many note.

That’s bee gay men and women n hi what sets them apart, and they sometim pay a terrible price for their secrecy. Moni McGrath, vice an of Wharton’s Arty Instute of Executive Edutn and an experienced ach to Fortune 500 executiv, says she has e across gay CEOs the closet, and “’s don’t ask, don’t tell, ” she says, referencg the Clton-era directive toward gay people servg the ary. “I thk the choice of where and when you e out is a very personal one, ” not Mira Patel, an MBA stunt and -print of Out4Biz, Wharton’s gay, lbian, bisexual and transgenr (GLBT) stunt group.

But gay- and lbian-supportive laws and polici do not exist across the board by dtry, or geographilly.

WHY GAY MEN MAKE THE BT BOSS

S., views on homosexualy have changed Europe, Asia and Rsia, often beg more liberal, though not always.

GAY MEN AS WORKPLACE SUPERVISORS: SURVIVAL TIPS FOR WHEN YOU’RE THE NEW BOSS

Rsian print Vladimir Put has ma gays and lbians a special target of ernment harassment and hostily recent years. In Cha, homosexualy was removed om the ernment’s list of mental disorrs 2001, but the issue has spng to life recent years, wh Che gay activists advotg anti-discrimatn laws and same-sex marriage.

RULTS FOR : GAY OFFICE BOSS

Vlence agast gays persists India, where homosexual behavr is still a crime, although recent years gay issu have bee more wily accepted and discsed media and through popular films like Don’t Know Why.

In his recent book tled, The Glass Closet: Why Comg Out Is Good Bs, Browne pots out that 77 untri, homosexual acts between nsentg adults is still illegal. In 2013, Uned Natns secretary-general Ban Ki-moon began a major drive to repeal anti-gay laws around the world, llg such laws “an outrage.

GAY OFFICE PORN VIOS

Moreover, workg at a pany wh posted gay-iendly polici do not guarantee the same path to succs for gay and lbian workers as straight on.

“[Your pany] n have the most movg visn statement, but you know that ’s not the right thg to have your gay partner’s picture on your sk the executive sue. Ironilly, many of the same workplace dynamics keepg gays and lbians om reachg the top ng may have, at the same time, forced them to velop skills that make them better lears. In a five-year study volvg 3, 500 profsnals, USC’s Snyr examed employe of out gay boss and found 25% to 30% higher levels of job engagement and satisfactn.

RULTS FOR : GAY OFFICE

” While beg a closeted gay boss was read by employe as “closed, angry and unfair, ” the “procs of g out of the closet manifted self seven prcipl of learship that not everyone had, ” Snyr not — cln, creativy, nnectivy, adaptabily, muny, tun and llaboratn. “I will never fet one woman who said that her [gay] boss was the first boss she ever had who regnized that she was a sgle mom and gave her time off to attend her dghter’s dance recal.

Bee gay people are often examg the world around them for clu about acceptance and rejectn, they have a heightened sense of tun, and that translat to better hirg cisns, says Snyr, whose rearch was published the book, The G Quotient: Why Gay Executiv are Excellg as Lears… And What Every Manager Needs to Know. Beg an out gay CEO might not have been a liabily retail, but John Browne’s realm was a dangero ia.

THE NGHTY EMPLOYEE (GAY, DISCIPLE, SPANKG, FIRST TIME‪)‬

I was worried that any disclosure would damage bs relatnships, particularly those the Middle East, some untri which homosexualy was still punishable by ath. Makg his se that beg out is good for bs, Browne argu that there are hidn sts and psychologil tolls for beg the closet that no bs n afford; that g out benefs the productivy of other, non-gay -workers, and that teamwork is only possible when workers brg their whole, thentic selv to the workplace. 1 spot Out Magaze’s Power List 2013 of fluential gay men and women ( 2014, he slipped to No.

Some, such as gay blogger John Aravosis, say that tryg to occupy two spac at once — fendg gay rights, but not proud enough to adm himself — means that Cook is signalg that there is somethg wrong wh beg gay.

Kle says the longer Tim Cook — prumg he is gay — was, the easier will be, bee CEOs of smaller pani will have ured the media to the news value of a gay CEO. C, the prcipal of my kids’ high school ma a very public statement that he was gay wh the mayor by his si.

GAY WCH HUNT

As more and more of those kds of events happen, the reverberatns for larger pani when their CEOs announce they are gay will be ls and ls. And while ’s not nclive, evince suggts that one of the reasons Ollanr-Krane is so effective is that he’s part of a new breed—gay managers—who uld be beg Ameri’s most sirable the Edors of DetailsIn The G Quotient: Why Gay Executiv Are Excellg as Lears... And What Every Manager Needs to Know, thor and USC bs-school profsor Kirk Snyr argu that gay boss embody a style of personalized attentn that allows high-matenance Gen Xers and Yers to maximize their performance.

GAY BOSS BOOKS

“Gay executiv tend to look at how each dividual brgs unique abili, and they see their job as figurg out how bt to take advantage of those skills, “ he fact, durg Snyr’s five-year study of Amerin executiv, he stumbled on some startlg fdgs: Gay male boss produce 35 to 60 percent higher levels of employee engagement, satisfactn, and morale than straight boss.

And the Saratoga Instute, a group that measur the effectivens of HR partments, found that a study of 20, 000 workers who had qu their jobs, the primary motivator for jumpg ship was their supervisors’ what mak gay boss different? “Gay people are nstantly havg to dodge and weave and asss how and where they’re gog as they grow up, “ says Snyr. “ In other words, your boss is ol wh your leavg a ltle early one day a week to pick up your kid om school, or happy to offer a learng experience that helps you close a ccial executiv note that the reflectn and ndidns required for g out mean that by the time they get to the workplace, gay men are often secure their inty and don’t feel the need to abe people orr to boost their ego.

“I thk ’s really important that you give people the opportuny to have self-rpect, even if that means helpg them leave a job the way they want to, “ he this kd of empathetic management style is both gay and straight benefg employe. “It’s fely surprisg to me that I have a 38-year-old gay male my life who is such a huge fluence. “Matthew Kle says that workg for a gay boss has tght him that emotnally hont don’t equate to weak the workplace.

GAY MOSW MOSW CY GUI

“The only managers that succeed are on that have energy and are outgog and terted, “ says Richard Laermer, the gay CEO of a New York–based PR firm and -thor of Punk Marketg: Get Off Your Ass and Jo the Revolutn. “If that’s a gay thg, then mazel tov, but I know the same number of straight managers who are emotnal and rg.

DOMANT BOSS: THE GAY BDSM OFFICE BUNDLE (GAY, BDSM, DOMATN, DISCIPLE, SPANKG‪)‬

“ And one gay vice print at a fancial firm says his learship tras e om his life history, not om anythg related to his sexual orientatn.

“I feel like I spend my life explag that what I’m sayg or dog has nothg to do wh the fact that I’m gay.

“That said, if your new boss happens to be gay, chanc are you’ll be happier and more fulfilled your job.

THE OFFICE’S GAY CARITURE

For many topics, treatg or achg a gay man is very siar to how a woman (straight or gay) or a straight man would be. However, “cultural petency” workg wh gay men mands that the provir know, unrstand, appreciate, and apply the special nsiratns workg wh this populatn vers others.

It’s not enough to be LGBT-iendly, such as those who have nothg agast the LGBT muny, you mt be also affirmative and petent knowg the special nsiratns that workg wh LGBT clients general and gay men particular brgs. But for gay men, we have to overe an extra “layer” of challenge when we try to amb thgs like the bee, unlike straight men, we live a society that has historilly put down as entire group, told we were “ls than” (pecially the ey of the law, and havg equal legal civil rights), and even bullied/abed , om dly to severely. Still, I have worked wh hundreds of gay men my office who have achieved amazg thgs wh their profsnal liv, many different fields, om law to entertament to medice to real tate to fance.

My servic therapy and achg help someone to have this support, and help gay men who perhaps are new to learship to embrace – and succeed at – this role. There n be a part of your ternal monologue, or what therapists ll your “gnive schema”, where your self-teem might be a ltle vulnerable, pecially if your past you have endured abe, bullyg, cricism, or discrimatn for beg gay. ), we have to accept the realy that once a while some staff will not rpect you or “take orrs” om you as a gay man, bee they believe gay men are not “really men” servg of rpect.

GAY MOSW · CY GUI

If you’re too vted beg “liked” by everyone bee on some level (probably unnsc) you’re “embarrassed” for beg gay, will unrme your abily to set lims. Gay men beg supervisors or other lears an office happens when a guy is his late 20’s or early 30’s, and is part of the Developmental Psychology that I e my practice.