Iscrimination against homosexuals in the workplace

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Discrimination against homosexuals in the workplace
The paper deals with the issue of sexual discrimination against homosexuals in the workplace. On the basis of modern sources comprising scholarly journals, books, online articles the paper is focused on the importance of the principle of neutrality in the workplace. Moreover, it is claimed that discrimination against homosexuals in the workplace is the evidence of inadequate and oppressing policy of the company, where it occurs. The paper is mainly focused on legal, social and psychological aspects of discrimination prevention in the workplace.
The main argument of the paper concerns a mythic nature of federal acts, prohibiting discrimination against homosexuals in the workplace. On the one hand, the Acts of 1975 and 2000 are focused on homosexualsa rights protection in the workplace, but in reality, a few companies have been acting in compliance with the principles propagated by these Acts. Moreover, a straight society is not ready to accept homosexuals to the fullest extent. Social norms, moral underpinnings and stereotypes have always caused a negative impact on homosexuals in different spheres of their activity.
From the historical perspective, the worldas governments were not too much enthusiastic about hiring gays or lesbians. This group of people was restricted from their rightsa protection, the grounds for dismissal were also found in homosexuality and many other negative impacts were caused by homosexuality until 1975. After 1975 a gradual shift of legal policies protecting rights of homosexuals emerged. Further on this tendency was developed in the Acts of 2000 (Dipboye & Colella, 2005).
Nevertheless, it is relevant for the government not only to introduce regulations against homosexualsa discrimination in the workplace, but also implement them in practice.
Legal aspects
In 1975 the Sex Discrimination Act was approved. Nevertheless, there are many arguments concerning interpretation of this Act: a?a¦the prohibition against discrimination on grounds of a?sexa does not include a prohibition against discrimination on grounds of a?sexual orientationa? (Estlund, 2003). Therefore, an intrusion in the sexual life of homosexuals has been practiced by the majority of the companies. A so-called lavender ceiling for homosexuals was invented in some companies. Courts have taken different paths in spite of adopted federal regulations: a?Although the courts rejected immorality as grounds for dismissing gay employees, their deference to administrative expertise and administrators reliance on a common sense standard meant that distaste for homosexuals bolstered national security concernsa? (Estlund, 2003). Thus, it is necessary not only to implement Acts against discrimination in the workplace, not only a?on the papera?, but also in practice.
The government has to prevent discrimination against homosexuals in the workplace in accordance with the Directive on Equal Treatment in Employment and Occupation (27 November 2000). By December 2003 these legal regulations had to be implemented to the fullest extent. Unfortunately, many homosexuals come across oppressing policies in their workplaces.
The courts are not much concerned about sexual discrimination in the workplace. Very often legal regulations and rules are not efficient in practice. There is an interesting quotation concerning legal regulations on homosexualsa discrimination in the workplace: a?They [courts] treat discrimination against women with small children as actionable sex discrimination, along with discrimination against aggressive women and effeminate men. Yet, for reasons not fully articulated, they refuse to treat discrimination against men in dresses as actionablea? (Yuracko, 2003). It is evident that courtsa actions are full of inconsistencies. These decisions may at first look intricate and unprincipled. There is a need to propagate social policies directed on development of homogenized workplace.

Employersa prejudices
It should be noted that a propagation of gender roles and making an emphasis on it in the workplace is a preventing factor for a proper work performance for employees. There is a need to prevent a caste-like sex hierarchy in the workplace: a?It should, therefore, prohibit employers from acting, in either an ontological or trait-based way, on gender norms that reinforce such hierarchy. Yet not all gender norms are created equal, and not every gender difference should be equated with gender inequalitya? (Lewis, 2001). Consequently, it is an interesting perspective to discuss sexual discrimination in the workplace from this perspective.

Social aspects
A straight society is against homosexuality from the very beginning. Social prejudices, moral violations of straight peopleas rights and many their factors have been preventing factors from homosexualsa performance in the workplace: Fears about disclosing a gay identity at work had an overwhelmingly negative relationship with their career and workplace experiences and with their psychological well-being(Lewis, 2001).
Thus, it is a disturbing matter to fight against their fears for homosexuals. Because of social stereotypes, the majority of employers prevent these people from career promotion and a proper development of career attitudes. Moreover, discrimination can even lead to physical stress and moral depression. The homosexuals have to pay a great price for their sexual orientation. A chain of challenges in the workplace is evident: a professional role ambiguity, an occurrence of job conflict, a less involvement in the group life in the workplace (Yuracko, 2004).
There is a special term for homosexuals who feel a severe psychological oppression: psychological strain. They experience irritation, depression etc. Therefore, there is a need to develop public policies directed on protection of homosexuals in the workplace: a?Employees who are not afraid of being fired or held back from promotion because of their same-sex orientations are psychologically freer to put their full creative energies into work. This, in turn, saves employers time and money. It a win-win for all concerneda? (Yuracko, 2004). Unfortunately, there is a few of same-sex employees, who are not afraid of their career halt because of their sexual orientation.

It is an incredible fact, but in accordance with data collected for the research, it is seen that 25 to 66 % of homosexuals in the workplace are discriminated (Anitei). As a result of discrimination, they suffered physically, could lose their job or come across verbal harassments.
What factors make our society so cruel in relation to homosexuals? In accordance with data from the research conducted by Lewis (2001): As other recent surveys have shown, the vast majority of Americans think that it is unfair to discriminate against people for personal characteristics that are unrelated to their actual job performancea? (Lewis, 2001). A later research by Anitei underlines that a?the May 2007 Gallup Poll reported that 89% of Americans believe that employment discrimination against lesbian and gay people should be illegala? (Anitei).
As far as we can see, there is a gradual shift of negative accents to positive ones in the field of discrimination against homosexuals in the workplace. Fortunately, we may hope that legal regulations and norms of homosexualsa protection in the workplace would be performed in practice. An adoption of 1975 and 2000 legal regulations against discrimination in the workplace remain only papers, which cannot influence on social perception of the matter/ It is much more efficient to develop public policies and propagate a homogeneous society without sniffing out your neighboras sexual orientation. Consequently, the rights of people w

Iscrimination against homosexuals in the workplace

Introduction and Conclusion
References Paper-resources should be from various sources (articles from the Internet, Newspaper, Library, etc), and should be cited in proper APA format.
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