Exploring domestic partnership benefits policies in corporate America.
This article examines the domestic partner benefits (DP benefits) movement in corporate America, among Fortune 500 companies. An unprecedented number of Fortune 500 corporations started to extend equal benefits to their employees in the late 1990s. One-third of Fortune 500 companies now extend DP benefits to their gay employees despite national refusal to legally recognize same-sex unions. We provide a macro analysis of the 2002 Fortune 500 companies to explore the characteristics of the corporations that offer the benefits and the impetus for adopting these new gay friendly policies. Findings are that top ranked Fortune 500 and industry leaders act as benchmarkers for the corporate community. Region of the corporate headquarters and commitment to diversity issues also inform these organizational changes. Isomorphisic processes offer viable explanations for the transformation of the corporate climate that touts DP benefit policies as "the right thing to do" and considers these policies as good business sense in order to compete for employees. The DP benefits movement reflects corporate America trying to enhance their reputational capital by including gay issues as part of their diversity programs and policies.
Davidson
Elizabeth L
EL
Department of Sociology and Social Work, Appalachian State University, 209 Chapell Wilson Hall, Boone, NC 28608, USA.
Rouse
Joy
J
D000818:Animals; D003132:Commerce / Q000458:organization & administration*; D018864:Cultural Diversity; D020010:Heterosexuality; D006716:Homosexuality; D006801:Humans; D007342:Insurance Benefits; D008297:Male; D015279:Organizational Culture; D016134:Organizational Policy; D010415:Pensions; D018454:Spouses; D014481:United States