2. FINDINGS
   4. Anti-Discrimination Measures
      2. Even those employers with written policies prohibiting discrimination on the basis of sexual orientation do not always make those policies well-known to their employees

Of the 65 employers who reported that they do have written policies prohibiting sexual orientation discrimination, 11 stated that they do not include that information in the materials that they provide to their new lawyers (and 12 did not respond on this point). (Employer Survey, Table H.) The responses to the Lawyer Survey reflect that an even greater proportion of the individual respondents' employers with such policies do not, at least so far as the individual respondents are aware, make them known to their new lawyers. (Lawyer Survey, Table 17.) Given these data, it is not surprising that just over one-third of the heterosexual respondents reported that they are not familiar with their workplace policies and practices affecting lesbian and gay employees. (Lawyer Survey, Table 17.)

Moreover, it must be pointed out that the mere formal adoption of non-discrimination policies and non-discriminatory benefits policies does not necessarily, in and of itself, create an environment in which lesbian and gay lawyers feel comfortable being openly so. As one respondent commented:

Even though my firm offered health benefits for same sex partners, the gay attorneys in my firm were scared to take advantage of it. I think it's no coincidence that none of the gay attorneys in my firm are out. The atmosphere in the firm is very sexist and homophobic… a real “old boys network.” App. C, Comment 287 (gay/lesbian respondent)