Given the often contentious intersection between advocates for change and profit oriented companies, a central question is how various groups negotiate and secure their rights in the workplace. Despite the backlash, against gay and lesbian rights occurring in cities and states across the country, a rapidly expanding number of corporations are including sexual orientation in nondiscrimination policies, providing gay-inclusive diversity training, and extending health insurance and other benefits to domestic partners of lesbian and gay employees.

Focusing on the Fortune 1000, or Fortune magazine’s list of the top 1,000 revenue generating companies in the United States, my study reveals that the majority of equitable-benefits adopters instituted this policy change only after facing internal pressure from mobilized groups of lesbian, gay, and bisexual employees (see also Ahlstrand, Bassi & McMurrer, 2003).

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