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Argumentative Questions
Introduction
Malaysian are divided into 3 categories anti-LGBT, ignorance and proLGBT (few NGOs)
The issue of LGBT has become a hot topic in Malaysia when the Court of
Appeal has ruled that Section 66 of the Syariah Criminal Enactment is
contradicting with the Federal Constitutions.
Justice Datuk Mohd. Hishamudin Mohd Yunus has nullified Section 66 and
recognise the rights of transgender who suffer from gender dysphoria, ,
where they dress and pose as women.
Following the decision from the Court of Appeal, there are uproar within
certain Malaysian that are anti-LGBT.
Dump your Iphone, KJ tells anti-LGBT NGO (Tim Cook Chief Executive
Officer of Iphone)(MalaysiaKini, 13 Nov 2014)
And [We had sent] Lot when he said to his people, "Do you commit
such immorality as no one has preceded you with from among the
worlds? Indeed, you approach men with desire, instead of women.
Rather, you are a transgressing people. But the answer of his people
was only that they said, "Evict them from your city! Indeed, they are
men who keep themselves pure. So We saved him and his family,
except for his wife; she was of those who remained [with the evildoers].
And We rained upon them a rain [of stones]. Then see how was the end
of the criminals. (Araf Surah, 80-84)
A study In Italy shows that there is a very low probability of a gay men
of being called back for interview but there is no significant effect were
found in lesbian (Botti et al. 2014)
Ineson et al. 2011 report that the gay men unwilling to report sexual
harassment as 40% British hospitality manager do not regard sexual
harassment as a serious management issues.
Dicrimination (hiring, promotion and low salary paid) has caused the
LGBT individuals abstain themselves from applying jobs in certain
sectors (Denton 2009).
There are NGOs that allows the LGBT individuals to voice out their
discrimination problems.
LGBT individuals are vulnerable to two types of harassment (Ineson et al. 2011)
1.
Social Discrimination
2.
Sexual Harassment
The person who are homophobic and heterosexists tend to discriminate the
LGBT individuals by ignorance, misunderstanding, fear, ego, defensive and
sexism.
Several author has agreed that company that protects the LGBT
individual possessed higher affective organizational commitment and
greater job satisfaction (Bicmen et al. 2014).
Diversity training
1.
Life experience
2.
Travel more
3.
Yet, the finding does not support his Hypothesis or argument and
suggest for further study.
Conclusion
The answer for the argumentative questions are rather subjective and
no absolute answer. It depends on the firm to make policies and law
that protects LGBT.
1.
2.