This morning, while going through my long list of RSS feeds, I saw the following headline from The Globe and Mail in Canada:

It’s okay to be gay on Bay
Far from being stigmatized, sexual orientation is becoming a non-issue at more firms. Indeed, VIRGINIA GALT writes, at some, it can even look good on a résumé.

The article goes on to talk about the changing perceptions and acceptance of people by employers, and how some companies even go so far as to have gay, lesbian, bisexual or transgendered (GLBT) committees and advocacy groups. So, I think to myself, how did this story come up in my search for “Law Firm Marketing” in Google News? The answer:

Vancouver lawyer Joseph Briante, 31, recently made headlines when he quit his firm, Fasken Martineau DuMoulin LLP, after going public with complaints that he had been subjected to “a barrage of uninvited comments” about his sexual orientation and colourful wardrobe.

The law firm, which bills itself on its website as a place where “everyone maintains their individuality,” has hired an independent expert to investigate Mr. Briante’s allegations that he had been harassed because he is gay.

Now, obviously this is bad PR for the law firm. But to me, it brings up an even larger issue: Should law firms take sides on an issue like this?

There are many issues that are extremely divisive. Say you’re a liberal and you are automatically dismissed by the right. Claim you’re a conservative, and the left wants nothing to do with you. If you support gay marriage, religious groups are against you. State that you’re against it, supporters think you’re bad.

Most companies try to stay as neutral as possible. Their approach is: “Since we want everyone in the world to be a client, let’s not alienate anyone.” And to accomplish that, they simply say nothing. And that makes sense.

Other companies, like Ernst & Young, take a different approach. From the article:

Twenty years ago, no one talked about gay and lesbian issues at work, except in whispers, and few employees dared to “come out,” he says. Now, E&Y regards its “policy of inclusiveness” as an advantage in recruiting and retaining employees, Mr. Goudy says.

…”There is competition for talent,” says Mr. Goudy, and the firm does not want to risk alienating good candidates or losing good employees.

There is a bottom-line reason as well: Employees are measured on results, he says, and E&Y believes that a more inclusive and accepting environment creates an atmosphere that allows people to do their best work individually and in groups.

So here’s the question: Is it better to not take a position on any issue and hope that no one will hate you….or is it better to take a stance and know that people on your side will love you and some people on the other side will hate you?

Hmm. Something to think about.

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