ABSTRACT
Public sector organizations, at this point in history in the United States, have three options available for addressing issues pertaining to lesbian, gay male, bisexual, and transgender employees who currently, or may potentially, work for them. Historically, government agencies actively sought to identify and remove such employees; in states without non-discrimination laws that may still be an option, although recent court rulings suggest that the right to discriminate anywhere in the US may not be allowed much longer. A second option is to simply ignore the fact that the organization has non-heterosexual employees and transgender employees and omit from personnel policies or practices any special issues that might arise from this unacknowledged diversity. Lesbians and gay men are often accused of "flaunting" their sexuality whenever it becomes known to other workers; they have violated the presumption of heterosexuality that pervades most organizations.
