Gender, Sexual Orientation, and Workplace Incivility: Who Is Most Targeted and Who Is Most Harmed?

Zurbrügg, Lauren; Miner, Kathi N.

doi:10.3389/fpsyg.2016.00565

Cited by 76 publications

(65 citation statements)

References 73 publications

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“…Choices included completely homosexual, lesbian, or gay ( n = 21; 4%); mostly homosexual, lesbian, or gay ( n = 9, 2%); bisexual ( n = 24, 5%); mostly heterosexual ( n = 48, 9%); and completely heterosexual ( n = 434, 81%). The first four categories were combined to comprise sexual minority status ( n = 102, 20%), consistent with previous empirical research (Silverschanz et al, ; Woodford, Krentzman, & Gattis, ; Zurbrügg & Miner, ) and theoretical work that has defined sexual minorities as individuals whose sexual identity or practices differ from the heterosexual norm (Savin‐Williams, ; Sell, ).…”

Section: Methodsmentioning

confidence: 99%

Ambient workplace heterosexism: Implications for sexual minority and heterosexual employees

Miner

Costa

2018

Stress and Health

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This study examined the relationship between ambient workplace heterosexism, emotional reactions (i.e., fear and anger), and outcomes for sexual minority and heterosexual employees. Five hundred thirty-six restaurant employees (68% female, 77% White) completed an online survey assessing the variables of interest. Results showed that greater experiences of ambient workplace heterosexism were associated with heightened fear and anger and, in turn, with heightened psychological distress (for fear) and greater physical health complaints, turnover intentions, and lowered job satisfaction (for anger). Fear also mediated the relationship between ambient workplace heterosexism and psychological distress. In addition, sexual orientation moderated the relationship between ambient workplace heterosexism and fear such that sexual minority employees reported more fear than heterosexuals with greater ambient heterosexism. These effects occurred after controlling for personal experiences of interpersonal discrimination. Our findings suggest that ambient workplace heterosexism can be harmful to all employees, not only sexual minorities or targeted individuals.

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Section: Methodsmentioning

confidence: 99%

Ambient workplace heterosexism: Implications for sexual minority and heterosexual employees

Miner

Costa

2018

Stress and Health

Self Cite

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“…Drawing on a typology of social identity threats developed by Branscombe, Ellemers, Spears, and Doosje (), Berdahl () argues that one important threat to sex‐based status is the blurring of sex distinctions. In line with this, both women and men who challenge sex distinctions through gender nonconformity are at especially high risk of backlash (Meeussen et al., ) that can manifest in the form of workplace sex‐based harassment (Konik & Cortina, ) and incivility (Zurbrügg & Miner, ). Both low frequency but higher intensity forms of sexual harassment (such as sexual coercion) and more common but less intense forms (e.g., sexist comments) have negative effects on women's personal and occupational well‐being (O'Neil, Sojo, Fileborn, Scovelle, & Milner, ; Sojo, Wood, & Genat, ), as well as job and work withdrawal (Willness, Steel, & Lee, ).…”

Section: Justice and Workplace Gender Diversitymentioning

confidence: 97%

Why Does Workplace Gender Diversity Matter? Justice, Organizational Benefits, and Policy

Fine

Sojo

Lawford‐Smith

2019

Social Issues Policy Review

101

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Why does workplace gender diversity matter? Here, we provide a review of the literature on both justice-based and organizational benefits of workplace gender diversity that, importantly, is informed by evidence regarding sex differences and their relationship with vocational behavior and outcomes. This review indicates that the sexes are neither distinctly different, nor so similar as to be fungible. Justice-based gains of workplace gender diversity include that it may cause less sex discrimination and may combat androcentrism in products and services. We then consider potential instrumental benefits of workplace gender diversity to organizations, including for team and firm performance, innovation, occupational well-being, and corporate governance. The evidence of positive association is currently strongest for occupational well-being and governance. We recommend that policy makers ground gender diversity initiatives in this comprehensive and evidence-based understanding of the benefits of workplace gender diversity.

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“…Further, colleagues will typically report their behaviour as nondiscriminatory and “not personal” (Einarsdóttir et al, ). Zurbrügg and Miner () reported that when examining the relation between gender, sexual orientation, and workplace incivility, sexual minority women endorsed the highest level of workplace incivility in their sample.…”

Section: Job Demands–resources Modelmentioning

confidence: 99%

The impact of work stress on sexual minority employees: Could psychological flexibility be a helpful solution?

Singh

O’Brien

2019

Stress and Health

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In the workplace, people who identify as sexual minorities experience elevated levels of incivility, discrimination, and a general lack of protection from unfair workplace practices. These difficulties can then lead to adverse physical, psychological, and social outcomes. Internalized homonegativity may contribute to these negative outcomes as well. Psychological flexibility has been associated with improved psychological and physical health. The current study is a cross-sectional assessment of adults who identify as sexual minorities (n = 312) examining the relation among work stress, well-being, psychological flexibility, and internalized homonegativity. It was hypothesized that greater work stress would be related to lower well-being, lower psychological flexibility, and higher internalized homonegativity. Further, it was hypothesized that internalized homonegativity and psychological flexibility would mediate the relation between work stress and well-being. Results indicated that psychological flexibility was a significant mediator between work stress and well-being, but internalized homonegativity was not. This suggests that psychological flexibility could be a useful tool for sexual minorities to respond effectively in difficult workplace situations. K E Y W O R D Sinternalized homonegativity, psychological flexibility, sexual minorities, work stress

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Gender, Sexual Orientation, and Workplace Incivility: Who Is Most Targeted and Who Is Most Harmed?

Cited by 76 publications

References 73 publications

Ambient workplace heterosexism: Implications for sexual minority and heterosexual employees

Ambient workplace heterosexism: Implications for sexual minority and heterosexual employees

Why Does Workplace Gender Diversity Matter? Justice, Organizational Benefits, and Policy

The impact of work stress on sexual minority employees: Could psychological flexibility be a helpful solution?

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