Beyond the Lavender Scare: LGBT and Heterosexual Employees in the Federal Workplace

Federman, Peter Stanley; Elias, Nicole M.

doi:10.1080/10999922.2016.1200410

Cited by 16 publications

(16 citation statements)

References 10 publications

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“…Past research has examined how policies have affected the inclusion of gay men and lesbians in federal government including how veteran's preference affects the number of gay men that hold federal jobs (Lewis, 2013), and how policy has supported the denial of security clearance and the exclusion of gay men and lesbians from federal government (Colvin, 2004;Johnson, 1994Johnson, , 2004Lewis, 2001). Research has also explored whether LGBTs face employment discrimination (Cech & Pham, 2017;Federman & Elias, 2017;Lewis & Pitts, 2011, 2017.…”

Section: Report Thatmentioning

confidence: 99%

Inclusive Work Practices: Turnover Intentions Among LGBT Employees of the U.S. Federal Government

Sabharwal

Levine

D’Agostino

et al. 2018

The American Review of Public Administration

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The federal government lags behind in progressive civil rights policies in regard to universal workplace antidiscrimination laws for lesbian, gay, bisexual, and transgender (LGBT) Americans. The slow progress matters to inclusionary workplace practices and the theory and practice of public administration generally, as recognition of LGBT rights and protection are constitutive of representative bureaucracy and promoting social equity. This study examines the turnover intention rates of self-identified LGBT employees in the U.S. federal government. Using the Office of Personnel Management’s inclusion quotient (IQ), and 2015 Federal Employee Viewpoint Survey (FEVS), we identify links in the relationships between workplace inclusion and turnover outcomes among LGBT individuals. We also examine the impact of agency type on LGBT turnover rates based on Lowi’s agency classification type. Key findings suggest that LGBT employees express higher turnover intentions than those that identify as heterosexuals/straight, and LGBT employees who perceive their agencies as redistributive or communal are less likely to experience turnover intentions. However, an open and supportive workplace environment had a positive impact on turnover, suggesting that to implement effective structural change in an organization’s culture of inclusion, public sector managers must do more than merely “talk the talk.” This finding is also suggestive of LGBT employees’ desire to avoid the stigma of being LGBT and hide their identities. Institutions must heed the invisible and visible identities of their employees to be truly inclusive. Workplace practices that acknowledge the invisible and visible identities of their employees are a positive step toward real workplace inclusion.

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Section: Report Thatmentioning

confidence: 99%

Inclusive Work Practices: Turnover Intentions Among LGBT Employees of the U.S. Federal Government

Sabharwal

Levine

D’Agostino

et al. 2018

The American Review of Public Administration

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“…In 2014, President Obama passed the legislation, promoting diversity and inclusion in the federal workplace. However, the LGBT employees tend to prefer the federal workplace least and mostly pursue careers in fashion or entertainment industry rather than government or military (Federman & Rishel Elias, 2016).…”

Section: Formentioning

confidence: 99%

“…Transgender individuals undergo severe discrimination at the workplace, across the world. International labour organisation (ILO) in 2013 mentioned about the discrimination of transgender under LGBT (Federman & Rishel Elias, 2016). There presented a significant gap in the HRM and diversity research area for transgender and had a limited amount of literature.…”

mentioning

confidence: 99%

LGBT Diversity and Inclusion at Workplace – An Analysis of Changing Demographics

Singh¹

2018

IJMHRM

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Diversity and Inclusion are the critical elements of the workplace regardless the size of the organization. Today in the world around 27 million LGBT (Lesbian, Gay, Bisexual, and Transgender) is present, and around 8 million are in the US and 3.5 million are in Australia. These enormous numbers show that the workplace has to be LGBT supporter, and these talents cannot be ignored. At the higher management level, LGBT employees have strong interpersonal skills, empathy, creativity, and high emotional intelligence. It leads the team to expand its customer base and ability to retain the customer or clients as they will have a trust in the enterprise. Such initiates will improve the brand image of the business.

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“…Invisible groups are difficult to study because, unlike race or gender, for instance, the person can choose to disclose or not disclose their invisible minority status (Griffith & Hebl, 2002). As a result, there is relatively little empirical research on diversity management and invisible minority groups (although see Federman & Elias, 2017;Jin & Park, 2017;Lewis & Pitts, 2017;Sabharwal et al, 2019). In this regard, this study examines the level of inclusion federal lesbian, gay, bisexual, transgender (LGBT) employees perceive, compared to their heterosexual counterparts.…”

mentioning

confidence: 99%

Organizational Justice and the Inclusion of LGBT Federal Employees: A Quasi-Experimental Analysis Using Coarsened Exact Matching

Lee

Johansen

Bae

2020

Review of Public Personnel Administration

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Inclusiveness occurs when employees are considered a part of critical organizational processes, which means that they have access to information (including information that may be passed around through informal networks), a connectedness to coworkers, and the ability to participate in and influence the decision-making process. With an organizational justice framework, this study examines the level of inclusion federal lesbian, gay, bisexual, transgender (LGBT) employees perceive, compared to their heterosexual counterparts. Using a quasi-experimental method, coarsened exact matching, we find expected differences in perceptions of procedural and informational justice but no perceived differences in distributional justice between LGBT and heterosexual federal employees. The implications of our methodology and findings for the diversity management literature are discussed.

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Beyond the Lavender Scare: LGBT and Heterosexual Employees in the Federal Workplace

Cited by 16 publications

References 10 publications

Inclusive Work Practices: Turnover Intentions Among LGBT Employees of the U.S. Federal Government

Inclusive Work Practices: Turnover Intentions Among LGBT Employees of the U.S. Federal Government

LGBT Diversity and Inclusion at Workplace – An Analysis of Changing Demographics

Organizational Justice and the Inclusion of LGBT Federal Employees: A Quasi-Experimental Analysis Using Coarsened Exact Matching

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