A Historical Review of the Study of U.S. LGBTQ Employees’ Workplace Experiences

Melson-Silimon, Arturia; Salter, Nicholas P.; Carter, Nathan T.

doi:10.4324/9780429052644-9

Cited by 4 publications

(7 citation statements)

References 1 publication

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“…Consistent with information processing models (Breaugh, 2013;McGuire, 1968), our theorizing suggests that individuals first interpret a direct meaning of new information (e.g., signals of LGBT diversity and inclusion mean that this organization has a positive diversity climate), and then update their specific attitudes and subjective assessments based on this interpretation (e.g., I am attracted to or would fit well with an organization characterized by a positive diversity climate). Given the LGBT community's historical positioning as a low-status group experiencing heightened exclusion and lacking full and equitable legal protections (Melson-Silimon et al, 2020;Sears et al, 2021), we expect individuals to consistently interpret LGBT diversity signals as evidence of an organizational climate that values and supports diversity and inclusion. However, we do not expect that all individuals are likely to translate perceptions of diversity climate in an equally positive manner (Umphress et al, 2007).…”

Section: The Moderating Role Of Social Dominance Orientationmentioning

confidence: 99%

Don't just tell me, show me: Impacting perceptions of organizational attraction and fit using activating LGBT diversity signals

Bradley

Moergen

Roumpi

et al. 2023

Personnel Psychology

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To appeal to traditionally hard‐to‐reach populations such as the LGBT community, many organizations have made diversity and inclusion a focal point of their recruitment messaging. However, extant research provides little evidence of the effectiveness of this messaging for its intended and non‐intended targets. Building upon a proposed signaling theory typology, we suggest that activating signals—signals that show how diversity and inclusion are actively embodied or “activated” through organizational practices—are more effective than pointing signals—signals that merely tell an individual that diversity and inclusion is valued. After validating a collection of individual diversity signals using this typology, we test our theory across multiple studies. In Study 1, we focus specifically on LGBT job seekers and conduct an experiment to examine the degree to which various LGBT diversity signals on a fictional company website influence initial assessments of organizational attraction and person‐organization fit. In Study 2, we replicate and extend Study 1 by demonstrating how the positive effects of LGBT diversity signals are similar in a sample of non‐LGBT job seekers. Finally, in Study 3, we extend the generalizability of our theorizing using a sample of recent job seekers and real organizational websites.

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Section: The Moderating Role Of Social Dominance Orientationmentioning

confidence: 99%

Don't just tell me, show me: Impacting perceptions of organizational attraction and fit using activating LGBT diversity signals

Bradley

Moergen

Roumpi

et al. 2023

Personnel Psychology

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“…Surveys show that one in four LGB employees reported workplace discrimination; but this number increases to one in three when the employees are out at work (Sears & Mallory, 2011). Several studies have tried to identify ways to increase LGBTQ+ people's positive workplace experiences (Baker & Lucas, 2017; Lim et al., 2019; Melson‐Silimon et al., 2020). More research is needed to understand the organizational climates that can enhance the experiences of LGBTQ+ people, help them to be out and authentic at workplace, or identify ways they can break the gay glass ceiling (e.g., Aksoy et al., 2019; Koc et al., 2021; Salvati et al., 2021b).…”

Section: A Look To the Future Of Lgbtq+ Social Psychologymentioning

confidence: 99%

“…Several studies have tried to identify ways to increase LGBTQ+ people's positive workplace experiences (Baker & Lucas, 2017;Lim et al, 2019;Melson-Silimon et al, 2020). More research is needed to understand the organizational climates that can enhance the experiences of…”

Section: A Look To the Future Of Lgbtq+ Social Psychologymentioning

confidence: 99%

Advancing research into the social psychology of sexual orientations and gender identities: Current research and future directions

Salvati

Koç

2022

Euro J Social Psych

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Over the past decades, LGBTQ+ issues have been at the centre of politics, social movements, and human rights discussions across the world. Consistent with these developments, there is a growing interest in social psychological research into sexual orientation and gender identities. The emerging research not only taps recent societal developments and the effects of these on LGBTQ+ people; but also focuses on very old research questions of stereotypes and prejudice that are still relevant today. In this special issue, we bring together nine papers addressing several of these issues using qualitative, correlational, and experimental methods with sexual majority and minority samples across different cultural contexts. We discuss the current state of the field and how further research could enhance our understanding of LGBTQ+ issues. INTRODUCTIONOver the past decades, LGBTQ+ issues have been at the centre of politics, social movements, and human rights discussions, and the site of major transformation across the world. It is not surprising, therefore, that LGBTQ+ people, the social processes that surround them, and the contexts in which they live, are becoming more and more the focus of interest for psychological study (Hegarty & Rutherford; 2019; Nadal, 2019; Salvati et al., 2020). On the one hand, improvements to specific rights, such as same sex marriage legalization in the US, Taiwan, Australia, and Northern Ireland, have been linked to more positive LGBTQ+ attitudes in society and favourable outcomes for the well-being in LGBTQ+ communities. On the other hand, the same progressive trends have elicited backlashes in various contexts. For instance, many areas in Poland have been declared LGBTQ+-free zones; trans-people are no longer allowed to change their names or gender markers in official documents in Bulgaria; pride marches were banned in Georgia and Turkey; transgender people were banned from serving in the military in the US. Social change and resistance inevitably co-occur. The last report on State-Sponsored Homophobia, published by the International Lesbian, Gay, Bisexual, Trans and Intersex Association (ILGA) in 2020, pointed to the following worrying data: 36% of United Nations (UN) Member States criminalize or de facto criminalize consensual same-sex sexual acts (59% of African and 52% of Asian UN Member States); 22% of UN Member States have laws and regulations that restrict freedom of expression in relation to sexual orientation and gender identity, including criminalizing offences against morality and religion, limiting sex education curricula, prohibiting promotion or propaganda of homosexuality, censorship in media and movies, and so on (37% of African and 40% of Asian UN Member States); only 30% of UN Member States have broad legal protection against discrimination based on sexual orientation, but the high percentage is concentrated in Europe (68%); and finally, only 18% of UN Member States recognize legal equality of relationships for two people of the same gender and/or have extended the definiti...

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“…Patriarchy then functions as a social system in which men and traits associated with hegemonic masculinity (e.g., dominance, individualism, heterosexuality) are viewed as superior and desirable (Connell & Messerschmidt, 2005). Resultantly, women and LGBTQþ groups have been historically marginalized and excluded from male-dominated spaces, including much of the workforce (Hunt, 1979;Melson-Silimon et al, 2020). While women have steadily been incorporated to the workforce since the beginning of the 20th century (Yellen, 2020), and there has been improvement in work protections for LGBTQþ groups (Badgett et al, 2021, p. 159), there continues to be evidence of discriminatory practices, such as harassment and wage gaps for both women and openly LGBTQþ groups (Badgett et al, 2021;Blau & Kahn, 2017).…”

Section: Patriarchymentioning

confidence: 99%

Centering Matrices of Domination: Steps Toward a More Intersectional Vocational Psychology

Brewster

2021

Journal of Career Assessment

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The present paper responds to calls to integrate a more explicitly intersectional framework and agenda to vocational psychology. We elucidate how several matrices of domination (i.e., interlocking systems of oppression) may shape the working lives of Americans. Although vocational psychology has made limited progress in exploring two such matrices—the impact of White supremacy and Patriarchy—and expanding research, theory, and clinical work to increasingly diverse populations, we argue that other oppressive systemic forces have been largely overlooked. In response to this gap, a close analysis of how our economic system (i.e., late-stage capitalism, neoliberalism) and Christian hegemony (i.e., protestant work ethic, the prosperity gospel) have impacted the workforce is provided. Finally, to center intersectional perspectives on change, we argue that vocational psychology must pivot to a more activist stance and provide recommendations for research, training, and clinical work.

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A Historical Review of the Study of U.S. LGBTQ Employees’ Workplace Experiences

Cited by 4 publications

References 1 publication

Don't just tell me, show me: Impacting perceptions of organizational attraction and fit using activating LGBT diversity signals

Don't just tell me, show me: Impacting perceptions of organizational attraction and fit using activating LGBT diversity signals

Advancing research into the social psychology of sexual orientations and gender identities: Current research and future directions

Centering Matrices of Domination: Steps Toward a More Intersectional Vocational Psychology

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