Abstract
Christian and Jewish congregations are exempt from many of the anti-discrimination laws and regulations that govern businesses in the US and LGBT clergy may therefore experience workplace issues very differently from their “management” counterparts in the for-profit business world. While there is a very small, predominantly qualitative, literature on the personal experience of sexual and gender minority clergy, there is almost no available writing on the workplace issues that such individuals must deal with on a regular basis as church or synagogue employees. The present chapter therefore aims to introduce a sociocultural framework that can be applied to the study of LGBT clergy workplace experiences by presenting cultural-historical case studies of both progressive Jewish (American Reform Judaism) and Christian movements (the Evangelical Lutheran Church in America). After exploring the religious and political developments leading to the acceptance of gay and lesbian clergy within these congregations, the chapter concludes with a review of the major theoretical approaches that can be applied to future inquiries focusing on broadening our understanding of LGBT clergy workplace experiences. Relying upon empowerment theory and positive psychology, this chapter provides a conceptual and theoretical overview of the workplace issues that LGBT clergy in the United States confront within two distinct Judeo-Christian religious traditions. The chapter concludes with suggestions for future research in this understudied area of religious organizational culture.