6. We Are Family: Labour Responds to Gay, Lesbian, Bisexual, and Transgender Workers

Hunt, Gerald; Eaton, Jonathan

doi:10.3138/9781442684300-008

Cited by 8 publications

(11 citation statements)

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“…We suggest here that these uneven landscapes of inclusion precipitate particular patterns of mobility among gay workers, such as gravitation to queer-friendly sectors and places (Hunt and Eaton, 2007;Giuffre et al, 2008;Murray, 1996). Even when work is not the main driver of migration, the ways in which place-based norms govern other aspects of life (e.g., relationships, social support) are likely to affect the extent to which work is bearable and productive.…”

Section: Gay Migration Work and Social Reproductionmentioning

confidence: 79%

“…Gay workers in Ottawa and DC have also helped to shape the institutional landscape governing social reproduction in both cities by creating auxiliary organizations that facilitate social networking, workplace activism and the exchange of professional knowhow. Labour research has typically focused on the union as the foundation of worker organization, both generally (Tufts, 1998;Wills, 2001) and with respect to gay men and lesbians (Colgan, 1999;Hunt and Eaton, 2007). Civil servant unions in Ottawa and DC, such as the Public Service Alliance of Canada and the American Federation of Government Employees, currently have Pride programs have frequently supported legal struggles for same-sex partner benefits.…”

Section: Making Work 'Work': Lgbt Auxiliary Organizations and Facilitating Worker Inclusionmentioning

confidence: 99%

“…Research in labour studies, and labour geography specifically, has often centred on workers who are geographically stable, employed in standard trades and services, and collectively organized (Coe and Lier, 2010;Kelly, 2012;Tufts and Savage, 2009). The ongoing focus on collective organization in labour studies, however, elides the experiences of queer workers whose concerns about inclusion and discrimination are not always addressed through mainstream unions (but see Colgan, 1999;Hunt and Eaton, 2007). Research on the mobility of gay, lesbian, and other queer workers therefore tends to inhabit the periphery of labour geography and often finds greater affinity with other domains of human geography (Lier, 2009).…”

Section: Introductionmentioning

confidence: 99%

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Seeking security: Gay labour migration and uneven landscapes of work

Lewis

Mills

2016

Environ Plan A

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Previous research has understood the migrations of gay men and other queer people through a lens of identity development, whereby relocation is driven by processes of coming out and consuming particular urban amenities. Meanwhile, labour geographers have largely overlooked sexuality, seeking to understand work-related migration in relation to gender, race, citizenship and the collective organization of workers. Drawing on the migration narratives of gay-identified men living in Ottawa, Canada, and Washington, DC, USA, we argue that the norms governing gender and sexuality within various workplaces, economic sectors and locales continuously influence migration related to work and inextricably linked processes of social reproduction. In particular, we explain how the affective needs of gay workers both deflect them from and attract them to particular locales and workplaces. In their migration destinations, gay workers tend to also transform the norms of social reproduction within workplaces and sectors. While gay workers may use migration to successfully negotiate the uneven landscapes of inclusion and visibility in North America, their agency is also constrained by the ongoing of regulation of sexuality in both workplaces and social and community environments.

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Section: Gay Migration Work and Social Reproductionmentioning

confidence: 79%

Section: Making Work 'Work': Lgbt Auxiliary Organizations and Facilitating Worker Inclusionmentioning

confidence: 99%

Section: Introductionmentioning

confidence: 99%

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Seeking security: Gay labour migration and uneven landscapes of work

Lewis

Mills

2016

Environ Plan A

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“…Australia and Canada have been ranked as the top 20 most popular countries for international students in 2020 (Erudera College News, 2020). It should also be noted that Canada and Australia have been recorded among the countries which experience sexual diversity issues in the world (Hunt & Eaton, 2007;Waling & Roffee, 2018). The uniqueness of the two contexts unearths the implicit and often taken-for-granted basis of our own practices and phenomena (Azarian, 2011).…”

Section: Methodology and Theoretical Frameworkmentioning

confidence: 99%

Pride and Prejudice

Thuy

Hoang²,

Hoang³

2021

JCIHE

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The concept of graduate employability has gained great prominence in international education. However, there still exists a gap in sexual orientation discrimination in graduate employability among transgender and queer (TQ) international students. In our qualitative study investigating graduate employability of transgender and queer students graduating from Australian and Canadian institutions, we have interviewed 14 international graduates with transgender and queer identity regarding their perceptions of sexual orientation and recruitment discrimination at the workplaces. Utilizing intersectionality as a conceptual framework, we have studied employability-related problems that these marginalized students with their foreigner identities have experienced in the labor market. The findings will be around the social, cultural, and political impacts of Canadian and Australian working and recruitment environments on the varying extent of discrimination, namely local attitudes toward queer and transgender international graduates, the manifestation of antidiscrimination laws, and the extent to which employers value stereotypically male heterosexual personality traits.

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“…11 “Constituency groups and minority caucuses launch careers of individual minority leaders [and] organize to get minority concerns on the broader labor movement agenda” (306). (See also Hunt [1999]; Hunt and Eaton [2007] on lesbian, gay, bisexual, and transgendered constituency organizing; Rayside and Valentine [2007] on such organizing among workers with disabilities; and Das Gupta on workers of color [2007]). Constituency organizing has been the partner of direct intervention strategies, such as affirmative action or designated seats and proportional or fair representation initiatives that seek to change the demographics of union leadership.…”

Section: Postheroic Leadership Transformational Outcomes and Union Renewal: Reframing Constituency And Cross-constituency Organizingmentioning

confidence: 99%

Union Renewal, Postheroic Leadership, and Women’s Organizing

Briskin

2011

Labor Studies Journal

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This article examines leaders, leadership, and union renewal with a focus on women's leadership and organizing. First, it considers the links between union renewal and women's local and informal leadership; and second, the contribution of constituency and cross-constituency organizing to union revitalization. It scrutinizes notions of "heroic" leaders, often implicit in union discourse and practice, which undermine membership mobilization, impede the diversification of leadership demographics and the union renewal project, and contribute to the invisibility of other forms of oftengendered leadership. It explores the alternative paradigm of postheroic leadership and argues that constituency organizing is a form of postheroic practice. In so doing, this article challenges union-renewal paradigms to take more seriously women's union leadership and constituency organizing as vehicles for revisioning unions, and offers some alternative entry points into the longstanding political debates and scholarship about women and trade union leadership.Keywords women union leaders, union renewal, informal and local union leadership, constituency organizing, cross-constituency organizing, postheroic leadership, transformational outcomesIn the context of labor market and global restructuring, union movements in many Western countries face declining union densities and reduced bargaining power. As a result, unions and the scholarship about them are heavily focused on union renewal Downloaded from Briskin 509 and revitalization. Union-renewal strategies have emphasized increasing rank-and-file participation, democratizing unions, cross-border solidarity, political campaigns, labor law improvements, and organizing campaigns (Kumar and Schenk 2006). This article examines leaders, leadership, and union renewal with a focus on women's leadership and women's organizing. First, it considers the links between union renewal and women's local and informal leadership; and second, the contribution of constituency and cross-constituency organizing to union revitalization. It scrutinizes notions of "heroic" leaders, often implicit in union discourse and practice, which undermine membership mobilization, impede the diversification of leadership demographics and the union-renewal project, and contribute to the invisibility of other forms of oftengendered leadership. It explores the alternative paradigm of postheroic leadership.The discussion weaves together the women and union, and union renewal literatures and thus attempts "inter-paradigm communication" (Hosking 2007). In so doing, it challenges union-renewal paradigms to take more seriously women's union leadership and constituency organizing as vehicles for revisioning unions, and offers some alternative entry points into the longstanding political debates and scholarship about women and trade union leadership. Despite changing union demographics, the mainstream union-renewal literature has paid surprising little attention to women and has largely failed to undertake a gender-based analysis of...

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6. We Are Family: Labour Responds to Gay, Lesbian, Bisexual, and Transgender Workers

Cited by 8 publications

References 0 publications

Seeking security: Gay labour migration and uneven landscapes of work

Seeking security: Gay labour migration and uneven landscapes of work

Pride and Prejudice

Union Renewal, Postheroic Leadership, and Women’s Organizing

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