Beyond Tolerance: Policies, Practices, and Ideologies of Queer-Friendly Workplaces

Kelly, Maura; Carathers, JaDee; Kade, Tristen

doi:10.1007/s13178-020-00512-3

Cited by 16 publications

(20 citation statements)

References 46 publications

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“…Further, the present study confirms the existence of barriers to the use of trans-inclusive language that are unevenly distributed across employee and employer "types" (Kelly et al, 2020;Patev et al, 2019). To the extent that socio-demographic characteristics reflect attitudinal, cognitive, or language-related barriers, efforts need to be directed toward educating employees concerning the appropriate use of names and pronouns when addressing their trans colleagues (Sawyer et al, 2016).…”

Section: Discussionsupporting

confidence: 61%

“…Qualitative studies focusing on the workplace experiences of trans individuals show that incorrect pronoun use not only creates stress, but also leads to feelings of rejection and invalidation (Budge et al, 2010;Kelly et al, 2020). The few studies exploring the impacts of appropriate pronoun use on trans employees have demonstrated that they help cultivate feelings of inclusion (Hanssmann et al, 2008).…”

Section: Fostering Trans-inclusive Workplaces: the Role Of Languagementioning

confidence: 99%

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You, Me, and Them: Understanding Employees’ Use of Trans-Affirming Language within the Workplace

et al. 2021

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Introduction As the benefits of workplace inclusion become progressively recognized, employers are making greater efforts to cultivate inclusive organizational environments where employees from diverse backgrounds can thrive. Yet academic research has often neglected issues of sexual orientation and gender diversity. We contribute to redressing this knowledge gap by examining processes of workplace inclusion for employees with diverse genders and sexualities, focusing on an under-researched area—the role of language. Methods Using a regression framework, we empirically examine how different individual and workplace factors are associated with employees’ inclusive language use toward their trans- and gender-diverse colleagues. To accomplish this, we undertook the first-ever analyses of unique survey data from the 2020 Australian Workplace Equality Index Employee Survey (n ~ 27,000 employees and ~ 150 employers). Results Our results highlight the role of employees’ socio-demographic characteristics (e.g., their gender and sexual orientation, age, education, and religiosity) as well as the role of features of the workplace environment (e.g., employer’s size, location, and inclusion culture). Conclusions While use of appropriate language toward individuals with diverse genders and sexualities constitutes an important stepping stone to their workplace inclusion, this study has demonstrated that its adoption remains incomplete and highly segmented. Social Policy Implications These findings bear important implications for the design, targeting, and implementation of programs aimed at fostering trans-affirming language and the workplace inclusion of individuals from sexual and gender minorities.

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Section: Discussionsupporting

confidence: 61%

Section: Fostering Trans-inclusive Workplaces: the Role Of Languagementioning

confidence: 99%

You, Me, and Them: Understanding Employees’ Use of Trans-Affirming Language within the Workplace

et al. 2021

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“…Even if the reality of SOSH emerges in the university context, both in the USA and in Spain, harassment and criticism against those who intervene to support direct victims occur in different contexts, such as the media, leisure time, or workplace. Support is needed in all contexts, for everyone (Kelly et al, 2020). Why this support is not provided is the question answered by this article.…”

Section: Discussionmentioning

confidence: 96%

Pioneer Legislation on Second Order of Sexual Harassment: Sociolegal Innovation in Addressing Sexual Harassment

Vidu¹,

Tomás²,

García

2021

Sex Res Soc Policy

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Backgroud Countless efforts to combat sexual harassment have been proposed, and for the first time in history, the second order of sexual harassment (SOSH) has been legislated under the term second-order violence (SOV) by a unanimous vote of the Catalan Parliament. Advances in preventing and responding to sexual harassment contribute to highlighting the intervention as being crucial to supporting survivors against retaliation. A lack of support provides a general explanation on why bystanders tend not to intervene and highlights the reality that reprisals are suffered by those who support victims. Methods From the existing knowledge about sexual harassment prevention and response mechanisms, this paper analyzes scientific evidence through a review of the literature published in databases, as well as legislation, reports, and other materials. Results The context that enables SOV legislation is grounded in three realms: (1) bystander intervention and protection, (2) the role of support networks in protecting survivors, and (3) awareness and legislation of SOSH. An active bystander refers to the involvement of someone who is aware of potential sexual harassment situations. Conclusions The lack of legislation against SOSH limits bystander intervention and support; therefore, legislating protection for supporters has become urgent and necessary. Legislating SOSH has great social implications because gender equality cannot be fully achieved if bystander protection is not legally considered. Policy Implications: As no legal system has previously contemplated SOSH, its pioneering parliamentarian approval and establishment by Catalan law constitute a legal key innovation for the field of gender and women’s studies. In fact, evidence reported here are important in developing further regulations and policy. Policy Implications As no legal system has previously contemplated SOSH, its pioneering parliamentarian approval and establishment by Catalan law constitute a legal key innovation for the field of gender and women’s studies. In fact, evidence reported here are important in developing further regulations and policy.

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“…Lloren and Parini found higher position in a workplace hierarchy improved mental health outcomes, though did not affect disclosures or experiences of heterosexism [ 13 ]. Disclosure may also be more likely after a professional reputation is well-established [ 3 , 19 ]. Rengers et al found disclosures were affected by how salient queer identity was in the workplace, how closely people engaged with co-workers and for how long, and whether interactions with clients/customers/patients were brief or extended [ 16 ].…”

Section: Introductionmentioning

confidence: 99%

“…Rengers et al found disclosures were affected by how salient queer identity was in the workplace, how closely people engaged with co-workers and for how long, and whether interactions with clients/customers/patients were brief or extended [ 16 ]. There are hints that even in queer-friendly workplaces, disclosures to clients/customers/patients/students may be seen as ‘unprofessional’ and ‘inappropriate’ [ 19 ].…”

Section: Introductionmentioning

confidence: 99%

Factors influencing LGBTQ+ disclosure decision-making by Canadian health professionals: A qualitative study

et al. 2023

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Disclosure of LGBTQ+ identities at work may reap benefits, but may also exacerbate harms. Faced with ambiguous outcomes, people engage in complex concealment/disclosure decision-making. For health professionals, in contexts of pervasive heteronormativity where disclosure to patients/clients is deemed to violate professional boundaries, stakes are high. This qualitative study with 13 LGBTQ+ health professionals across Canada used semi-structured interviews to explore factors affecting disclosure decision-making, particularly attending to power structures at multiple levels. Most participants engaged in constant risk-benefit assessment, disclosing strategically to colleagues, rarely to clients/patients. At the individual level they were affected by degree of LGBTQ+ visibility. At the institutional level they were affected by the culture of particular professional fields and practice settings, including type of care and type of patients/clients, as well as colleague interactions. Professional power–held by them, and held by others over them–directly affected disclosures. Finally, intersections of queer identities with other privileged or marginalized identities complicated disclosures. Power relations in the health professions shape LGBTQ+ identity disclosures in complex ways, with unpredictable outcomes. Concepts of professionalism are infused with heteronormativity, serving to regulate the gender and sexual identity expression of queer professionals. Disrupting heteronormativity is essential to forge more open professional cultures.

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Beyond Tolerance: Policies, Practices, and Ideologies of Queer-Friendly Workplaces

Cited by 16 publications

References 46 publications

You, Me, and Them: Understanding Employees’ Use of Trans-Affirming Language within the Workplace

You, Me, and Them: Understanding Employees’ Use of Trans-Affirming Language within the Workplace

Pioneer Legislation on Second Order of Sexual Harassment: Sociolegal Innovation in Addressing Sexual Harassment

Factors influencing LGBTQ+ disclosure decision-making by Canadian health professionals: A qualitative study

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