Industrial and Organizational Psychology, 3 (2010), 93–96. Copyright 2010 Society for Industrial and Organizational Psychology. 1754-9426/09 Effects of Policy Change on Nonstigmatized Employees

Although advocating for more supportive policies to protect lesbian, gay, bisexual, or transgendered (LGBT) employees is indeed a worthwhile goal, King and Cortina (2010) did not emphasize the potential effects of policy changes on nonstigmatized employ-ees. Beyond impacting the work experi-ences of LGBT employees, it is reasonable to assume that a change in policy will also affect the emotional well-being and behaviors of nonstigmatized employees. Although overlooked by King and Cortina, the well-being of nonstigmatized employ-ees should not be dismissed by organiza-tions and industrial–organizational (I–O) psychologists. Instead, efforts should be undertaken to consider the reactions of nonstigmatized employees to such a pol-icy change and incorporate those insights, along with those designed to protect LGBT workers, into a more strategic and hope-fully effective policy. In order to properly administer an effective policy change, orga-nizations will need to consider the effects on nonstigmatized employees if changes in stereotypes and prejudice are ever to be realized. Correspondence concerning this article should be addressed to Kevin J. Eschleman