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During an interview with a media outlet on the day the Supreme Court of the United States released the landmark Obergefell decision, I told a reporter that one of the biggest challenges for employers did not involve complying with the decision or the new state of the law — although there have certainly been bumps in the road there — but rather that strongly held personal beliefs about same-sex marriage and LGBT individuals may bleed into the workplace and present challenges for employers in managing culture and civil dialogue while minimizing exposure to risk. I pointed out that the law is moving fast — much faster than some social, cultural, and religious mores. The interviewer scoffed at my comment, actually chuckling when he said that acceptance of LGBT individuals is a non-issue in today’s world.