The Opportunity of Tomorrow

Tomorrow, June 26, 2013, the Supreme Court of the United States will announce its decision on the constitutionality of California’s Proposition 8, the referendum prohibiting same-sex marriage in California, as well as provisions of the Defense of Marriage Act (DOMA), the Federal law prohibiting the recognition of same-sex marriages at the Federal level.

Both of these cases before the highest court push the government to articulate a point of view on how to treat members of the lesbian, gay, bisexual and transgender (LGBT) community.

No matter how the Court rules, employers should take full advantage of this excellent opportunity to express themselves on how they wish to see LGBT employees treated within their organizations.  Should not a truly sustainable business have a clear and transparent point of view on such important issues of our times as LGBT rights or climate change to engage with employees and customers alike?

Playing victim of state and federal laws should no longer be an option.

Today, before any rulings, many companies not only ensure that LGBT employees receive the same benefits as straight co-workers, they also compensate them for the inequities in key tax laws (Can you say “imputed income”?).  As I write this blog, many companies insist that LGBT customers enjoy the same privileges as straight customers when purchasing their services (Have you ever rented a car and been told that you would need to pay an “additionally insured” charge for your legal spouse?).

Tomorrow, after the rulings, regardless of the rulings, companies should seize the moment to “right any wrongs” they feel continue to exist, pushing vendors, HR departments, managements and other “operating systems” to think differently about how their stakeholders are serviced.  There is no better way to engage your employees and your customers than to take a stand in what you believe.

Seize the moment, for better or worse, in sickness and in health, ‘til death do you part.