Same-sex marriage law good for business, employers say

Law expected to help attract, retain talent

November 10, 2012|By Lorraine Mirabella, The Baltimore Sun

As a longtime Federal Hill business owner, Penny Troutner cheered the passage of Maryland's same-sex marriage law.

Not only does the owner of Light Street Cycles believe it's a matter of fairness, she believes it's good for business. That goes for workers and employers alike, Troutner said last week after Maryland voters approved a ballot measure making same-sex unions legal. Couples can obtain civil marriage licenses from the state starting Jan. 1.

"I have had gay and lesbian employees and would like to think the more rights they achieved, the easier it is for them to feel comfortable with who they are, which is always better in a workplace," said Troutner, who said she also believes the law will attract gay couples to the city and state. "Marriage adds stability to a community. If you have a business in that community … and stability attracts more people, that makes everyone more prosperous. That's good for where you live and good for where you work."

While advocates hailed support from voters in Maryland and three other states as a turning point in the fight for gay civil rights, employers and government officials in Maryland spoke of economic benefits. Those include improving workplace conditions, helping employers attract and retain talent, and boosting tourism and wedding-related business.

Nationally, thanks to ballot wins in Maryland, Maine, Minnesota and Washington State, Tuesday's election "marks the tipping point in marriage equality for the United States," and generates momentum to effect changes in the workplace at the federal level, said Teddy Witherington, chief marketing officer for Out & Equal Workplace Advocates, a San Francisco-based nonprofit that advocates for gay, lesbian, bisexual and transgender issues in the workplace.

Advocates want either Congress or the U.S. Supreme Court to put in place federal protections against workplace firings or discrimination on the basis of sexual and gender identity, Witherington said.

"Many employers have their own policies of nondiscrimination, but many do not," he said. "For those who do not, this is a big signpost that says get ready. … Smart employers have always known that a diverse workforce, or creating a climate of inclusiveness for a diverse workforce, doesn't just make sense morally, it makes sense financially."

That's true for the state's largest private employer, said Ronald J. Daniels, president of the Johns Hopkins University, which ranks as the top employer when combined with Hopkins' health system. Daniels said he believes marriage equality will give Hopkins a competitive edge over other states when it comes to recruiting and retaining teachers, researchers and other faculty members.

"For me, this is a very simple civil rights issue," Daniels said. "For me, the economic argument adds further support to the case. In a setting where human capital is the most important commodity in so many different industries, and a key source of economic wealth, it's hard to imagine that having a workplace environment beset by discriminatory and arbitrary laws is an effective way to attract people to your jurisdiction."

He said there will be "a strong economic benefit for the state in having a progressive, humane and just legal environment so we can attract people, talent and creativity to Maryland and keep them within the state."

Daniels said he became convinced of this in 2005 when he served as provost of the University of Pennsylvania. At the time, lawmakers in Wisconsin denied the extension of health care benefits for same-sex domestic partners, then later, voters passed an amendment to prohibit same-sex marriage. The University of Pennsylvania, which he said had less restrictive personnel policies, was able to recruit faculty members who decided to leave Wisconsin because of those votes, he said.

"There was a lot of interest from academic and nonacademic staff at those institutions looking for jobs elsewhere, and people did move on the basis of that change," Daniels said.

The businesses that signed on to support Maryland's same-sex marriage campaign included several dozen small employers, but also large ones such as Nike, PayPal and Calvert Investments, said Kevin Nix, a spokesman for Marylanders for Marriage Equality.

They signed on because "it's good for business," Nix said. "It's all about hiring and recruiting and retaining the best and the brightest, and you can only do that by treating all your employees the same, fairly and equally."

Before Tuesday's election, only six states and the District of Columbia allowed same-sex marriage, and the question had been voted down 32 times in other states. In Maryland, opponents of the law argued that same-sex couples could have legal benefits without changing the definition of marriage. Churches organized "Marriage Sundays" to persuade members to vote against Question 6 to show respect for the Bible.

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