Over the Rainbow: - Wrestling With Angels

The Gay and lesbian community in the U.S. is estimated by national surveys to exceed 18
million people with a large majority having disposable incomes above the national average.
Households with dual incomes without children have significant buying power. MYgayweb.com
(2010) reported “The Gay and lesbian community is three times more likely to be online than
many average Americans” and “Over 29% of gay internet surfers have yearly household
incomes of at least $90,000,” With 62% making over $40,000 a year. Many are highly
educated, with 73% of gay internet surfers having a college degree, 19% with a Masters Degree
or higher.
Corporations Address Gay Concerns
Corporations and businesses recognized that singles without family ties were able to
dedicate time and energy to their job and were free to travel around the country. The
Advocate, which had covered the gay market since 1967, featured a ‘how to’ guide for the gay
traveler in the 1990’s. Noting that an estimated $17 billion annually is spent by gay men and
lesbians in business related travel, they published a list of travel companies that were
‘exceptional’ or ‘gay friendly’. Included were American , Northwest, Continental and Lufthansa
Airlines; Avis, National and Alamo Car Rentals; and Hyatt Hotels (GA, 1996:15,156).
While some gay men and lesbians were fortunate to be in business for themselves or to
work in gay organizations, those working in the business world often found it difficult, having to
avoid conversations about their private lives when others talked about their families. Having
to hide in the closet during working hours sapped energy and creativity. Kirk Snyder, author of
Lavender Road to Success: The Career Guide for the Gay Community, contends that “an open
work environment leads to happier employees and therefore higher productivity”. He found
that workers who hide their sexuality at work make less money and are less productive than
openly gay people” (Johansson, 2004).
Employee associations and unions developed in corporate America to lobby for gay
employee’s rights and domestic partner benefits. In the 1980’s corporations began to include
sexual orientation in their nondiscrimination policies (Johansson, 2004). By 1995, more than sixty
American companies had lesbian, gay and bisexual employee groups. Half of the Fortune 1000
companies and more than 20 federal agencies had nondiscrimination policies that included
sexual orientation. Over 45% of lesbian and gay men had been promoted at work (GA,1996:101-
102:153). By 2004 75% of Fortune 500 companies included sexual orientation in their
nondiscrimination policies and 42% offered domestic partner benefits (Johansson, 2004).
Over the Rainbow: The Gay Battle for Social Reorganization of America. 2010
Dr. M. L. Coppock
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