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Sexual Orientation and Gender Diversity in the Workplace
Abstract
To be more inclusive and affirming of diverse identities within the lesbian, gay, bisexual, transgender (LGBT) community, it is imperative for the workplace to evolve and align with contemporary schools of thought around language that more accurately captures those who identify as part of the community. In their efforts to remain inclusive and consistent, NIH suggests considering “sexual and gender minority” (SGM) as an umbrella phrase that encompasses lesbian, gay, bisexual, and transgender populations as well as those whose sexual orientation, gender identity and expressions, or reproductive development varies from traditional, societal, cultural, or physiological norms. This chapter discusses issues related to the inclusion of SGM, as well as the barriers that still exist in the workplace, despite the rapid social advancements for this community.
... Males from cultures with more joint families and non-working women may harbour negative genderrole stereotypes (Ali et al., 2013). However, despite the grapevine chatter regarding negative perceptions and micro insults (Howell, 2018) towards employing and managing female employees, leadership at TG kept channels of formal and informal communication open and had encouraged feedback. ...
Organisations are making efforts to enhance diversity and become inclusive, yet there is little agreement on what leads an organisation to become inclusive. This article explores how organisations become inclusive through certain policies, practices, and behaviours. We conducted this study on a multinational subsidiary based in Pakistan with its parent company headquartered in Europe. Single case study methodology was used along with semi-structured interviews to gather in-depth data. Our findings suggest that inclusive organisations and inclusion can be considered relative concepts based on the context. An effort to find standardised policies, practices and behaviours to create inclusive organisations may not be possible. Organisations may be considered inclusive in the context that they operate in. The study strongly demonstrates the need to further refine the concept of inclusive organisations especially in light of societal context. The study serves as a valuable point of discussion in understanding how local operating context is balanced with international transfer of human resource (HR) practices. Our study contributes to diversity and inclusion literature through discussing behavioural and procedural elements that contribute towards building an inclusive workplace in a non-western context.
La discriminación de Lesbianas, Gays, Bisexuales, Transexuales, Queen, Intersexuales, Asexuales y otras personas no heterosexuales (+), (LGBTQIA+) afronta desafíos cada vez más complejos en lo que se refiere a la libertad para exteriorizar su Orientación Sexual u/o Identidad de Género (SO/GI). En el contexto sociolaboral, las actuales heteronormativas han generado violencia homoprejuiciada que afecta el desarrollo empresarial. El objetivo de estudio se centró en identificar las principales corrientes de investigación y temáticas emergentes de estudio sobre la discriminación sexual en el lugar de trabajo; se estableció una metodología de análisis cualitativo soportado en el software MAXQDA® para examinar 47 artículos extraídos de la base de datos Scopus®, esto permitió la construcción de redes bibliométricas basadas en la CiteScore™metrics. Los resultados demostraron que la discriminación sexual se llega a producir principalmente por causas asociadas al civismo y a la libertad de exteriorización, concluyendo que, las organizaciones deben desarrollar estrategias encaminadas a la inclusión sexual corporativa para minimizar efectos organizaciones que esta puede representar para la generación de valor.
During the analysis of the literature about the sexual behaviours and intimate relationships of autistics, several gaps in this body of research were identified, namely experiences of contraception; domestic violence, which largely occurs within relationships; lesbian, gay, bisexual, transgender, intersex and asexual experiences (LGBTQIA+); parenting; pregnancy and childbirth for autistic adults. In this chapter, several explanations are given as to why not much research in these areas has been conducted along with several recommendations and justifications for why more research should be conducted about these areas in the future. The direction of this chapter then changes to describing autistic-friendly approaches that researchers can use to help participants on the autism spectrum discuss the gaps identified that they might find sensitive and concerning. The main objective of this chapter is to outline a possible a path forward in the creation of new research about the relationship and sexual experiences of autistics.
A 2017 compendium of laws relating to sexual orientation all around the world, with maps and charts. The 2017 edition (digital) contains thousands of hyperlinks to black letter laws and numerous primary and secondary sources around issues to do with criminalisation (various sorts), protection (issues such as hate crime, etc) and recognition (family structures, etc).
In this article the author reviews research evidence on the prevalence of mental disorders in lesbians, gay men, and bisexuals (LGBs) and shows, using meta-analyses, that LGBs have a higher prevalence of mental disorders than heterosexuals. The author offers a conceptual framework for understanding this excess in prevalence of disorder in terms of minority stress— explaining that stigma, prejudice, and discrimination create a hostile and stressful social environment that causes mental health problems. The model describes stress processes, including the experience of prejudice events, expectations of rejection, hiding and concealing, internalized homophobia, and ameliorative coping processes. This conceptual framework is the basis for the review of research evidence, suggestions for future research directions, and exploration of public policy implications.
This study used the
minority stress theory to develop models of antecedents and outcomes of heterosexism in the workplace. Heterosexism was assessed via the
Workplace Heterosexist Experiences Questionnaire, a new scale assessing
direct (e.g., anti-gay jokes) and
indirect experiences (e.g., assumptions of heterosexuality). Structural equation modeling with two community samples (
N = 287) of gay, lesbian, and bisexual people indicated that heterosexism was best predicted by perceptions that the employer does not take heterosexism seriously (i.e., organizational climate). Experiencing heterosexism was associated with adverse psychological, health, and job-related outcomes, thus supporting the minority stress theory. In addition, outness was positively related to experiences of
direct heterosexism but negatively related to
indirect experiences. The minority stress theory is discussed in light of the mental health history of pathologizing homosexuality. (PsycINFO Database Record (c) 2012 APA, all rights reserved)
Multicultural organizational consultation (MOC) possesses a strong social justice component because it is directed toward removing barriers to equal access and opportunity in organizations. As such, it often challenges the power and privilege of organizational policies and practices that oppress marginalized groups and perpetuate disparities. Four important characteristics of MOC are discussed: (a) the need for a conceptual framework of multicultural organizational development, especially how standard operating procedures (programs, policies, and practices) may enhance or impede diversity initiatives; (b) confronting the sociopolitical systems of power and privilege inherent in organizations; (c) the consultant's ability to understand his or her own worldview in relation to other diverse worldviews related to race, gender, sexual orientation, and other sociodemographic dimensions; and (e) integrating roles and tasks in facilitating difficult dialogues on race, gender, and sexual orientation.
Replies to comments by T. E. Schnacht (see record
2008-05553-009), K. R. Thomas (see record
2008-05553-010), R. S. Harris Jr. (see record
2008-05553-011), and R. Goodstein (see record
2008-05553-012), on the current authors' original article (see record
2007-07130-001) which discusses racial microaggressions. The reactions by three of the four respondents to our article on racial microaggressions illustrate nicely the invisible nature of aversive racism and how well-intentioned Whites often dismiss, negate, and minimize the experiential reality of People of Color (POC). For too long POC have not had the opportunity or power to express their points of view. For too long their worldviews have been diminished, negated, or considered invalid. For too long they have been told that their perceptions are incorrect, that there are other logical and rational reasons for the actions of others (especially on racial issues), and that their assertions have no empirical validity. These latter responses are clearly evident in the comments by Schacht (2008), Thomas (2008), and Harris (2008), who continue to question the racial realities of POC using a number of false analogies, surface arguments, and flawed reasoning. (PsycINFO Database Record (c) 2012 APA, all rights reserved)
Racial microaggressions are brief and commonplace daily verbal, behavioral, or environmental indignities, whether intentional or unintentional, that communicate hostile, derogatory, or negative racial slights and insults toward people of color. Perpetrators of microaggressions are often unaware that they engage in such communications when they interact with racial/ethnic minorities. A taxonomy of racial microaggressions in everyday life was created through a review of the social psychological literature on aversive racism, from formulations regarding the manifestation and impact of everyday racism, and from reading numerous personal narratives of counselors (both White and those of color) on their racial/cultural awakening. Microaggressions seem to appear in three forms: microassault, microinsult, and microinvalidation. Almost all interracial encounters are prone to microaggressions; this article uses the White counselor – client of color counseling dyad to illustrate how they impair the development of a therapeutic alliance. Suggestions regarding education and training and research in the helping professions are discussed.
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