As some of you may be circumspect, several states have introduced or pass legislation regarding legalizing anti-LGBT measures. Several states have proposed legislation roughly delineated as "bathroom bills," Bills of this type requires patrons and employees at businesses as well as students in state schools to use the bathroom that corresponds with the gender recorded on their birth certificates. North Carolina became the first state to legalize a "bathroom bill," which requires students in state schools to use the bathroom that corresponds with the gender recorded on their birth certificates. The bill, HB 2, overturned a Charlotte city ordinance that banned discrimination averse to LGBT individuals. The state law also prevents other North Carolina cities from enacting analogous policies. (In addition, the bill bans city minimum wages from surpassing the state's $7.25 an hour.)

In addition, the state of Georgia has introduced a bill (HB 757) that bestows to faith-based organizations in Georgia the option to deny services to gay people. Supporters say the measure protects religious freedom, while opponents have described it as "anti-LGBT" and "appalling." The state's Republican governor, Nathan Deal, has until May 3 to sign or veto the bill.

Many businesses who publicly oppose these laws and proposals have issued strong statements. Some have gone further, threatening to reduce investment in these states if these measures are not repealed or becomes law.  The NBA said the law could cost Charlotte the right to host the 2017 NBA All-Star game. The scheduled event is to be held at the Time Warner Cable Arena, where the Charlotte Hornets play. Georgia Prospers, which represents over 480 companies, also denounced the bill. Several big companies are members of the group, including Coca-Cola, Delta, Home Depot, UPS, and Marriott. Corporations and companies that do business in these and other states indicated that legal requirements to conform to such laws would affect their ability to attract and retain the best and brightest employees. Additionally, these corporations and companies feel that law such as these will hurt future investment by business in these regions and reduce their strategies for future investments in their current corporate holdings.

Several states and cities have also taken a stance on this social issue. Tennessee and Arkansas have laws that prevent local governments from creating their own measures outlawing such discrimination. South Dakota lawmakers passed a "bathroom bill" in January, but it was vetoed by the state's Republican governor earlier this month. He said the bill did not answer a pressing issue and that school districts should handle it locally. New York City's mayor issued an executive directive allowing people to use public restrooms based on their gender identity, and Philadelphia stated that private companies must display gender-neutral signage on single-occupancy bathrooms. Houston took the opposite approach when voters refused to pass a proposition that would've included LGBT people in non-discrimination policies.

• How could law such as these anti-LGBT measures effect current employees?
  • Consider individual level psychological affects on individual organizational members. [Deliberate the potential effect on LGBT employees specifically as well as employees that would not be effected by these measures.]
  • Contemplate issues related to organizational concerns regarding augmenting 'deep' diversity and the benefits derived from such organizational policies.
• Consider issues regarding the recruiting the most qualified applicants to their organizations and effect on organizational performance [Think organizational efficiency and effectiveness in attaining organizational goals.]