This article develops an integrative model of gender equality in the workplace for HRM academics and practitioners.
However, human resources management (HRM) initiatives for gender equality in the workplace focus almost exclusively on white, heterosexual, cisgender women, leaving the problems of other gender, and social minorities out of the analysis. Much has been achieved in terms of human rights for women and people of the lesbian, gay, bisexual, transsexual, and queer (LGBTQ) community. Faculty of Psychology, Work and Organizational Psychology, Philipps University of Marburg, Marburg, Germany.Carolina Pía García Johnson * and Kathleen Otto