Create distinctions in performance expectations

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How does one appraise the performance of an individual who is in the LBGT category? Specifically, in organizations that create "distinctions" in performance expectations between men and women. For example, would we evaluate a man dressing as a woman as a man? Or a woman? Do we evaluate a gay man as a man or lower the expectations because he doesn't act "manly" enough?

Reference no: EM13822071

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