To build the networks necessary for such collaborative alliances, public and private initiative must be taken see Lee, Victimization and microaggressions targeting LGBTQ college students: gender Gays and lesbians in the workforce as a moderator of psychological distress. The importance ij intersectionality in disability and gender studies. What is left out of procedure leaving space for leaks or inadequacies? Gender diversity refers to heterogeneity regarding gender characteristics of individuals in an organization. Bisexual men and women are both fhe less likely than otherwise similar heterosexual adults to have any of the types of workplace authority regardless of the measurethough these differences are not always statistically significant.
Cindy margolis nude playboy. Introduction
Gays, lesbians and bisexuals exist in every country and virtually every culture lesbiqns the world—and always have. The Big Three automakers instituted domestic partner benefits innotes Cindy Clardy of Ford's gay and lesbian employee group -- but so Bdsm preview, relatively few autoworkers feel comfortable using them. They also answered questions from the audience. With the wave of criticism and the circumstances following Ms. First of all, LGBT-supportive policies will have an immediate effect on individual people, resulting in less discrimination and increased openness about being LGBT. A recent law suit filed by trans woman Leyth Jamal against Saks Fifth Avenuehas shown the persisting gap between what is written on paper and the lived reality. With adoption of inclusive policies, the negative public image discrimination brings would be avoided, attracting customers who are eager to do business with socially Gays and lesbians in the workforce companies. LGBT people like myself are very aware of the fact that we live in a heteronormative society. But for a gay employee this sort tge normal interaction may bring a pang of terror. These workplace abuses pose a real and immediate threat to the economic security of gay and transgender Gays and lesbians in the workforce. HuffPost Personal Video Horoscopes. We'd like to know your thoughts on this topic. Discrimination directly causes job instability and high turnover, resulting in greater unemployment and poverty rates for gay and transgender people, as well as the Bondage pear gap between gay and straight workers.
Workplace diversity is a topic that has been in vogue for a while, yet many companies are still grappling with defining what this means to their organization, communicating why diversity is important and finding ways to consistently and meaningfully include diversity as a priority in their overall talent management strategy.
- Despite the progress made towards LGBT workplace equality, millions of Americans today go to work fearing losing their jobs because of who they are or who they love.
- Because it can be very difficult to measure the LGBT population, some surveys measure the number of those in same-sex relationships.
- However, many remain in the closet.
Much has been achieved in terms of human rights for women and people of the lesbian, gay, bisexual, transsexual, and queer LGBTQ community. This article develops an integrative model of gender equality in the workplace for HRM academics and practitioners.
First, it analyzes relevant antecedents and consequences of gender-based discrimination and harassment GBDH in the workplace. Second, it incorporates the feminist, queer, and intersectional perspectives in the analysis.
The authors underscore the importance of industry-university collaboration and offer a starters' toolkit that includes suggestions for diagnosis, intervention, and applied research on GBDH. Finally, avenues for future research are identified to explore gendered practices that hinder the career development of women and the LGBTQ in the workplace. Gender has diversified itself. With her work, she challenged the binary conception of gender in the western academia, calling for the disposal of gender as a stable trait consistent of discrete categories Mehta and Keener, Also, women-rights movements have impulsed changes for the emancipation and integration of women at every social level, enabling them to achieve things barely imaginable before see Hooks, Some actions to increase gender inclusion in organizations actually conceal inequality against women, and many problems faced by the LGBTQ originate within frameworks that anti-discrimination policy reinforce see Benschop and Doorewaard, , ; Verloo, These problems seem to originate in the neoliberalization of former radical movements when adopted by the mainstream see Cho et al.
This translates into actions addressing sexism and heterosexism that overlook other forms of discrimination e. The purpose of this paper is to support the claim that gender equality shall be done within a queer, feminist, and intersectional framework. This argument is developed by integrating available evidence on the antecedents and consequences of GBDH against women and people from the LGBTQ community in the workplace.
The authors believe that GBDH against these groups has its origin in the different manifestations of sexism in organizations. A model with the antecedents and consequences of GBDH in the workplace is proposed. It considers an inclusive definition of gender and integrates the queer-feminist approach to HRM Gedro and Mizzi, with the intersectional perspective Crenshaw, ; McCall, ; Verloo, In this way, it provides a framework for HRM scholars and practitioners working to counteract sexism, heterosexism, and other forms of discrimination in organizations.
GBDH is the umbrella term we propose to refer to the different manifestations of sexism and heterosexism in the workplace. Harassment against the LGBTQ is rooted in a heterosexist ideology that establishes heterosexuality as the superior, valid, and natural form of expressing sexuality see Wright and Wegner, ; Rabelo and Cortina, In addition, GBDH overlaps with other frameworks e. Sexual harassment was first defined in its different dimensions as gender harassment, unwanted sexual attention, and sexual coercion Gelfand et al.
Later, Leskinen and Cortina focused on the gender-harassment subcomponent of sexual harassment and developed a broadened taxonomy of the term. This was motivated by the fact that legal practices gave little importance to gender-harassment forms of sexual harassment, despite of the negative impact they have on the targets' well-being Leskinen et al. The concepts of sexual harassment and gender harassment were initially developed to refer to the experiences of women in the workplace, but there is also evidence of sexual and gender harassment against LGBTQ individuals Lombardi et al.
In addition, studies have shown how gender harassment and heterosexist harassment are complementary and frequently simultaneous phenomena accounting for mistreatment against members of the LGBTQ community Rabelo and Cortina, Following the taxonomy on racial microaggressions developed by Sue et al. Gender microaggressions consist of microassaults, microinsults, and microinvalidations, and although they may appear to be innocent, they exert considerably negative effects in the targets' well-being Sue et al.
Because gender is not explicitly addressed in microaggressions, it can be especially difficult for the victims to address the offense as such and act upon them see Galupo and Resnick, Hence, they are not only emotionally distressing, but also tend to be highly ubiquitous, belonging to the daily expressions of a determined context Nadal et al.
It is also the case that some forms of workplace mistreatment constitute disguised forms of GBDH. Rospenda et al. In the UK, a representative study detected that a high proportion of lesbian, gay, and bisexual respondents have faced workplace bullying Hoel et al.
These findings suggest that many of the individuals facing workplace harassment that appears to be gender neutral are actually targets of GBDH. In this section, a short introduction to the feminist, queer, and intersectional approaches is given, as they are applied to the analyses throughout this article. However, feminism can be a movement, a methodology, or a theoretical approach, and it is probably better to talk about feminisms than considering it a unitary concept.
In this paper, different feminist approaches see Bendl, are applied to the analysis. Gender as a variable takes gender as a politically neutral, uncontested variable; the feminist standpoint focuses on women as a group; and the feminist poststructuralist approach searches to deconstruct hegemonic discourses that perpetuate inequality for the complete definitions see Bendl, The gender subtext refers to an approach to the managerial discourse that brings attention to how official speeches of inclusion work to conceal inequalities Benschop and Doorewaard, Its methodology -subtext analysis- brings discourse analysis and feminist deconstruction together to scrutiny the managerial discourse and practices in organizations Benschop and Doorewaard, ; Bendl, ; Bendl, ; Benschop and Doorewaard, The gender subtext serves to understand the role that organizational factors play in the occurrence of GBDH.
Gender as a variable serves to underscore how the hegemonic definition of gender excludes and otherizes the LGBTQ from HRM approaches to gender equality. The feminist standpoint is applied in this paper as a framework in which two groups—women and the LGBTQ—are recognized in their heterogeneity, and still brought together to search for synergies to counteract sexism as a common source of institutionalized oppression see Oliver, ; Franke, Finally, the feminist-poststructuralist approach enables conceiving gender as deconstructed and reconstructed, and to apply the subtext analysis to the organizational discourse see Benschop and Doorewaard, ; Monro, The origins of the queer movement can be traced to the late eighties, when lesbians, gays, bisexuals, and the transgender took distance from the LGBT community as a sign of disconformity with the depoliticization of its agenda Woltersdorff, This exclusion is observed in the policies and politics supported by the HRM literature and practitioners, as well as in the way the LGBTQ are otherized by their discursive practices e.
Although the categories that the queer theory criticizes are applied in this model, its constructed nature is acknowledged see Monro, In this way, McCall's argument in favor of the strategic use of categories for the intersectional analysis of oppression is supported. This analysis is conducted adopting a queer-feminist perspective Marinucci, and the intersectional approach. The concept of intersectionality was initially introduced to frame the problem of double exclusion and discrimination that black women face in the United States Crenshaw, , Crenshaw analyzed how making visible the specific violence faced by black women conflicted with the political agendas of the feminist and anti-racist movements.
This situation left those women devoid of a framework to direct political attention and resources toward ending with the violence they were and still are subjected to Crenshaw, Intersectionality theory has evolved since then, and different approaches exist within it McCall, These approaches range from fully deconstructivist total rejection of categories , to intracategorical focused on the differences within groups , to intercategorical exploring the experiences of groups in the intersections , and are compatible with queer-feminist approaches see Parker, ; McCall, ; Chapman and Gedro, ; Hill, The intracategorical approach acknowledges the heterogeneity that exist within repressed groups see Bendl, ; McCall, Within this framework also called intracategorical complexity, see McCall, , the intersectional analysis emerges, calling for attention to historically marginalized groups, [as in Crenshaw , ].
The deconstructivist view helps to de-essentialize categories as gender, race, and ableness, making visible the power dynamics they contribute to maintain see Acker, The intercategorical approach takes constructed social categories and analyzes the power dynamics occurring between groups McCall, Applying these complementary approaches helps to analyze how women and people from the LGBTQ community are defined e.
It also allows the analysis of the oppression reinforced by members of the dominant group intercategorical approach , as well as by minority members that enjoy other forms of privilege e. In addition, the analyses within the inter- and intra-categorical framework allow approaching the problems faced by individuals in the intersections between sexism, heterosexism, cissexism, and monosexism e.
First, the effects of GBDH on the health and occupational well-being of targeted individuals are illustrated P1 and P2. When OCCPP generate respectful and integrative environments, gender diversity, and gender characteristics are no longer relevant predictors of harassment. Integrative model of GBDH in the workplace. Continuous paths represent direct relationships.
Dashed paths represent fully moderated relationships. The double-ended arrow signals the relationship between gender diversity and OCCPP, which follows a circular causation logic. Evidence suggests that exposure to sexist discrimination and harassment in the workplace negatively affects women's well-being Yoder and McDonald, ; Manuel et al. Regarding the LGBTQ at work, Flanders found a positive relationship between negative identity events, microaggressions, and feelings of stress and anxiety among a sample of bisexual individuals in the US.
In another study, Seelman et al. In the literature on gender discrimination, Khan et al. Finally, according to Chan et al. Occupational well-being refers to the relationship between job characteristics and individuals' well-being Warr, It has a positive relationship with general well-being Warr, and work-related outcomes like task performance Devonish, ; Taris and Schaufeli, There is robust evidence on the negative effects of GBDH on indicators of occupational well-being, such as overall job satisfaction, engagement, commitment, performance, job withdrawal, and job-related stress Stedham and Mitchell, ; Lapierre et al.
Its negative effects have been reported among women Fitzgerald et al. Organizational culture refers to the shared norms, values, and assumptions that are relatively stable and greatly affect the functioning of organizations Schein, This is supported by evidence that sexism endorsement encourages GBDH attitudes and behavior see Pryor et al. The literature on sexism has mainly adopted a binary conception of gender see Carrotte et al.
Scholars focusing on sexism against women have categorized it in different ways. Old-fashioned sexism refers to the explicit endorsement of traditional beliefs about women's inferiority Morrison et al. Modern and neo sexism define the denial of gender inequality in society and resentment against measures that support women as a group Campbell et al. Gender-blind sexism refers to the denial of the existence of sexism against women Stoll et al.
Benevolent sexism defines the endorsement of an idealized vision of women that is used to reinforce their submission Glick et al. Heterosexism is the endorsement of beliefs stating that heterosexuality is the normal and desirable manifestation of sexuality, while framing other sexual orientations as deviant, inferior, or flawed see Habarth, ; Rabelo and Cortina, Monosexism and biphobia refer to negative beliefs toward people that are not monosexual , namely, whose sexual orientation is not defined by the attraction to people from only one gender see Vernallis, There is evidence linking organizational climate with workplace harassment Bowling and Beehr, , sexual harassment Fitzgerald et al.
Hence, a gender-diversity climate reflects the employees' perceptions of their workplace as welcoming and positively appreciating gender differences Jansen et al. It has been associated with an increased perception of inclusion by members of an organization, buffering the negative effects of gender dissimilarity i. Sliter et al. Also, it has been suggested that it plays a crucial role for workers' active support of diversity initiatives, which is determinant for their successful implementation Avery, A similar construct, climate for inclusion has also shown to be a positive factor in gender-diverse groups, protecting against the negative effects of group conflict over unit-level satisfaction Nishii, For example, Burn et al.
The participants of their study reported that hearing heterosexist comments would be experienced as an offense, affecting their decision to share information about their sexual orientation Burn et al.
In addition, it has been found that LGBTQ-friendly climates hence, low in heterosexism , can have a positive impact on the individual and organizational level Eliason et al. Examples of positive outcomes are reduced discrimination, better health, increased job satisfaction, job commitment Badgett et al. Workplace policy plays an important role in the incidence of GBDH. Eliason et al. Calafell wrote about how the absence of policy addressing discrimination against people with simultaneous minority identities e.
Even though those are steps in the right direction. The public, too, has increasingly voiced support for employment protections and workplace fairness for gay and transgender workers. Benefits for the individuals First of all, LGBT-supportive policies will have an immediate effect on individual people, resulting in less discrimination and increased openness about being LGBT. Oiler, a married heterosexual, was fired for dressing in women's clothing off the job. The question raised by King has set the groundwork for many federal and state lawsuits alleging sexual orientation discrimination under Title VII of the Civil Rights Act of Post Comment.
Gays and lesbians in the workforce. The value of LGBT equality in the workplace
Using a combination of subtle signals and bold statements, companies can create an inclusive atmosphere that permeates throughout the entire organisation — and ultimately throughout society. The solutions can, as we have seen, be simple and yet have extremely positive outcomes; all that is required is an open mind and responsible leadership.
Office "banter" can establish a culture of subordination and complaints should be taken seriously. A clear message from management about the importance of diversity can help eliminate any doubts as to who or what can be made light of while recruitment processes, training and communications can help make the company's stance clear.
Education is key, as is the desire to embrace people for who they are, not who they love. Once that is covered, the rest will follow.
There are the bolder statements that can help create a welcoming workplace for all. Gender-neutral toilets, those without a sex assigned to the door, are a clear sign that gender is a non-issue. LGBT groups such as Barclays Spectrum can do a fantastic job of supporting employees within a bigger cooperation. Smaller companies can invite employees to attend local LGBT networking events, sponsor a Pride party or welcome speakers to share their experiences.
The opportunities are endless for any business that wants to promote diversity but change will not come over night. That will be a great leap in the right direction for anyone, regardless of their sexuality, and it might just be the sign that makes someone feel comfortable about coming out. We'd like to know your thoughts on this topic. What challenges do LGBT people face in the workplace? How can businesses support their LGBT workforce? What needs to change within businesses to create an inclusive environment?
Which companies are getting it right? Share your thoughts below in the comments section or tweet us GuardianSustBiz. All content is editorially independent except for pieces labelled advertisement feature. Join the community of sustainability professionals and experts. In turn, it's found that a well-managed diverse workforce will both reduce costs and generate greater profit.
Clearly, presenting business owners with an incentive to take action and incorporate LGBT supportive workplace policies. Let's have a look how will the businesses benefit. First of all, LGBT-supportive policies will have an immediate effect on individual people, resulting in less discrimination and increased openness about being LGBT.
According to the survey conducted by the Williams Institute, The Business Impact of LGBT-Supportive Workplace Policies , LGBT employees who spend considerable time and effort hiding their identity in the workplace, experience higher levels of stress and anxiety resulting in health problems and work related complaints.
Therefore LGBT friendly workplace will lead to the improved health, increased job satisfaction, better relationships with co-workers and supervisors, and greater work commitment among the LGBT workers. Following the individual benefits, organizational outcomes will soon go along.
Employers will benefit from lower legal costs related to discrimination lawsuits as well as lower health insurance cost, through improved health of employees. In today's business world, it is no secret that publicized discrimination causes current customers to leave brands. With adoption of inclusive policies, the negative public image discrimination brings would be avoided, attracting customers who are eager to do business with socially responsible companies. The company would be likely to gain a larger market share among the LGBT consumers.
Finally, there will be a greater demand for company's stock because of expected benefits of diversity policies. As a result of the research, employers across the country have considered the economic benefits of LGBT friendly workplace and many of them voluntary enacted a range of policies, non-discrimination included. In , only 8 years ago, BP chief Lord Browne, had to resign from his position after he was outed for being gay.
I have always regarded my sexuality as a personal matter, to be kept private. Browne said while stepping down from his function. Corporate Equality Index, the road map for adoption of inclusive policies.
In order to receive a perfect score, the company must have, among other requirements, 1. In its initial year, a decade ago, only 13 business achieved the highest rating.
The outreach of the survey has also increased over the years. Having companies rated today, including an impressive number of 46 new brands opting into the survey this year. Some question the accuracy of list of qualifications necessary for gaining the points, while others point out the fact that the EI does not consider a larger picture of a corporation's actions and its wrong doings.
It is tiring to be gay in the workplace
Work and identity are strongly intertwined in the Western world. She found that many young members of the LGBT community thrive at their jobs. But many are uncertain about whether they should be open about their sexual orientation or gender identity. Some have also experienced discrimination and harassment. A majority believed their identity or orientation influenced their career choices.
They also thought it was important that they be accepted at the workplace. For example, LBGT youths avoided occupations that involved working with children because they were worried they might be accused of being paedophiles. Others tried to avoid occupations that they felt were intolerant to those who were not heterosexual.
Two examples are occupations in the security industry or jobs related to religion. A survey conducted by the Institute of Engineering and Technology IET in showed that 34 per cent of gay British engineers chose not to be open about their orientation at work, according to Tekniske Ukeblad, a Norwegian technology magazine.
Then the internal negotiations begin. Should they be open about their sexuality or identity, or is it best to stay quiet? Being able to talk openly during lunch about everyday things that concern a girlfriend or partner, for example, is important to thriving in the workplace.
However, in many cases, LBGT youths end up in situations at work where they feel compelled to laugh at jokes that they find uncomfortable. There is relatively little research on the workplace experiences of lesbian, gay, bisexual and transgender people in Norway. In , researchers at Fafo, a Norwegian independent research foundation that focuses on social and economic issues, looked at this issue. In this survey, roughly one-third of those surveyed kept their sexual orientation hidden at work.
A Norwegian report from shows that among those who hid their sexual orientation in , a higher proportion of individuals had mental problems and identity difficulties compared to their non-closeted peers. Read the Norwegian version of this article at forskning. What is it like to have both a disability and a sexual orientation that is not heterosexual? A new study shows that this group encounters prejudice and ignorance in the Norwegian health care system. Uganda has proportionately as many homosexuals as other countries, despite the threat of death sentences.
Norwegian homosexual men were punished harder during the Second World War if their sexual partners were Germans. It is difficult to research bullying between work colleagues because they simply will not talk about it. But researchers have now found a new and promising method that gets staff to discuss the problem. It is not a big workload that causes depression at work. An unfair boss and an unfair work environment are what really bring employees down, new study shows.
It is important for us to be able to talk openly at work about our private lives. Photo: Photographee. Nancy Bazilchuk. Published friday Hetero is the norm When young LGBT individuals join the workforce, they find that heterosexuality is the norm.
Little research in Norway There is relatively little research on the workplace experiences of lesbian, gay, bisexual and transgender people in Norway. Related content. Norwegian centre for E-health research.