After landmark LGBT ruling, review your policies and training: 4 key steps.

After last month's landmark Supreme Court ruling that said the federal job-discrimination law prohibits bias against LGBT workers, your first priority was to make sure everyone in your organization understands your company won't tolerate any form of anti-gay discrimination or harassment.

Make clear to supervisors that they can never treat gay or transgender workers differently in hiring, firing, pay, promotions or any other workplace conditions. Add this caution to your regular and ongoing training on discrimination and harassment.

Then, make sure these new rights are enshrined in your policies and practices. Follow these steps:

1. Review and revise existing policies. Redefine sex discrimination to include discrimination and harassment based on sexual orientation, gender identity and transgender status.

   Remove language that overtly allows anti-gay discrimination. Revise gender-based dress codes. Make sure employees know where and how to file discrimination complaints.

2. Announce the new policies.

   To address lingering discrimination based on sexual orientation and gender identity, formally announce your new policies. Explain the Supreme Court's ruling.

3. Inspect workplaces. Check all workplaces, including remote facilities, for posters...