1. What's It Like to Be Queer Here? (Robert J. Hill)
Organizational and occupational settings are always spheres where issues related to sexual orientation and gender identity are enacted. Climate is critical to answering the question posed in the title.

2. A Transformative Learning Perspective of Continuing Sexual Identity Development in the Workplace (Kathleen P. King, Susan C. Biro)
LGBTQ adults need to have ways to frame their journey of sexual identity development. This transformative learning model allows for constructing better understandings of self, society, and the "nonqueer other" in organizations.

3. Straight Privilege and Moral/izing: Issues in Career Development (Tonette S. Rocco, Suzanne J. Gallagher)
Queering career development is often hindered by homophobia and, perhaps most important, heterosexism. Straight, as well as LGBTQ organizational members, are challenged to explore the meanings and consequences of these phenomena.

4. Lesbians: Identifying, Facing, and Navigating the Double Bind of Sexual Orientation and Gender in Organizational Settings (Julie Gedro)
Lesbians in organizations often face simultaneous marginalization due to sexism, heterosexism, and homophobia. Adult education and HRD are arenas where these forces can be, and are being, disrupted.

5. The Quest for a Queer Inclusive Cultural Ethics: Setting Directions for Teachers' Preservice and Continuing Professional Development (André P. Grace, Kristopher Wells)
Schools, colleges, and universities are places of learning and work sites for educators. Progressive Canadian settings provide frameworks for modeling institutional affirmation, acceptance, and accommodation of sexual minorities and for opening up possibilities in broader sociocultural contexts.

6. Difficult Dilemmas: The Meaning and Dynamics of Being Out in the Classroom (Thomas V. Bettinger, Rebecca Timmins, Elizabeth J. Tisdell)
Challenging the unspoken presumption that teachers and students are heterosexual is often a dilemma in educational settings. There is no monolithic response for how individual faculty or students can address this; however, context and the location in one’s life journey are important considerations.

7. Using Policy to Drive Organizational Change (Eunice Ellen Hornsby)
Public policy, organizational policy, and organizational practices directly affect sexual minorities. Organizations should create and operationalize mission and vision statements that prepare leaders, managers, and employees to live the spirit as well as the letter of LGBTQ inclusive policies.

8. LGBTQ Issues in Organizational Settings: What HRD Professionals Need to Know and Do (Corey S. Muñoz, Kecia M. Thomas)
Learning to build LGBTQ affirming organizations is a process enhanced through the study of “best practices” for HRD professionals. Setting the context for inclusivity is a key factor that benefits organizations by reducing discrimination based on sexual orientation and gender identity and increasing job satisfaction for sexual minorities.

9. Queer Challenges in Organizational Settings: Complexity, Paradox, and Contradiction (Robert J. Hill)
Construct organizational climates that support, value, and advance notions of difference related to sexual orientation and gender identity are processes of jubilance and resistance, as well as paradox and contradiction. LGBTQ contributions to adult, continuing, and higher education assist organizations in reaping the vast rewards of diversity.

INDEX.