Explaining Rising Support for Same-Sex Marriage in CaliforniaSan Diego's conservative Republican mayor recently held a highly emotional press conference to announce that he had changed his mind about same-sex marriage. Despite his previous opposition, he had decided that civil unions were a separate but unequal alternative to marriage, and that he could not look his lesbian daughter or gay and lesbian staff members 'in the face and tell them that their relationshipstheir very lives-were any less meaningful than the marriage that I share with my wife' (Vigil 2007). While rare in such a public setting, similar changes in opinions have been taking place across California. Opposition to same-sex marriage remains strong and reasonably stable nationally, but Californians have become strikingly more sympathetic, are now nearly evenly split on same-sex marriage, and have barely reacted as their state legislature has acted to recognize same-sex relationships.

A recent survey of 19,261 university students in Canada revealed the Government of Canada as the employer of choice, among the millennial generation. Drawing on the employer knowledge framework, we explore how the Millennials make career choices, what they find attractive, and how public service may help them achieve their career goals, work values, and work/life choices. Specifically, the Millennials prioritized balancing personal life and career, pursuing further education, and contributing to society as their top career goals. Those who indicated a career choice in public service also rated high ethical standards, social responsibility, and a progressive working environment as ideal employer characteristics. Moreover, the Millennials also consider an inclusive work environment and having diverse colleagues to be important factors when accepting employment. Overall, there appears to be a good fit between the factors the Millennials find important and a career choice in public service. Implications for theory and practice are discussed.

In recent years, a number of state, county, and municipal governments have been confronted with demands to add the category "sexual orientation" to their employment discrimination ordinances and policies. This paper focuses on the experience of state and local governments in responding to these demands in both the legal and political arenas. The paper discusses the legal arguments that have been used to resist and advance equal employment opportunity in the public sector for lesbians and gay men. We pay particular attention to hiring, firing, and employment benefit issues. We conclude that despite some success in getting state and local governments to adopt non-discrimination policies, enforcement of those policies in meaningful ways is not effective or even present.

In 1996, the state of Georgia passed a radical civil service reform law that, in effect, removed all new employees from the traditional civil service system and made them "at-will" employees. Additionally, many functions, such as recruitment and classification, were decentralized to the operating agencies. This study attempts to review the impact of these changes on employees in one of the agencies, the Department of Juvenile Justice. A comparison Is made of the attitudes of employees who are covered by civil service regula tions and those who are not, principally with respect to organizational commitment and loyalty. The results of the survey suggest that, to date, the impact of these reforms on commitment and loyalty is not significant.

The Committee on the Status of Lesbians, Gays, Bisexuals, and the Transgendered [LGBT] in the Profession has authorized this review of 17 recent editions of top-selling textbooks marketed for use in courses providing an introduction to U.S. politics.