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With a growing number of European companies following a variety of diversity management strategies, the number of companies including the ‘sexual orientation’ dimension in their diversity programs is increasing. Partially explained by the lack of research on that topic, most companies apply the risk-minimizing strategy of copying actions implemented by companies which have already done more in that field. In this context, this paper aims to provide more profound evidence for evaluating the interrelation between sexual orientation diversity management and the perceived organizational climate for gay and lesbian employees. Study 1 compares Deutsche Bank, Commerzbank and a German equivalent, showing that companies including ‘sexual orientation’ in their diversity programs can be associated with a more supportive organizational climate for gay men and lesbians. Applying a Heideggerian theoretical framework, Study 2 compares regression models based on a sample of 1308 gay men and lesbians working in Germany. It is shown that those organizational practices that lessen the difference between homosexuality and heterosexuality within the organization are more strongly related to positive psychological climates than those practices that accentuate the difference. Equalization of heterosexual and homosexual partnerships, internal thematization of homosexuality and gay marketing are associated with positive climate perceptions; LGBT networks and mentoring are not.
