Interventions to Reduce Blatant and Subtle Sexual Orientation‐ and Gender Identity Prejudice (SOGIP): Current Knowledge and Future Directions

Cramwinckel, Florien M.; Scheepers, Daan; Toorn, Jojanneke van der

doi:10.1111/sipr.12044

Cited by 66 publications

(41 citation statements)

References 101 publications

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“…Thus, a variety of experiential learning methods, including reflective exercises, video, role play, case studies and group discussion, are recommended. Given the evidence on the potential to change negative attitudes following increased contact with sexual and gender minorities (Cramwinckel et al 2018;Detenber et al 2013;Norton & Herek, 2013), it is not surprising that a number of authors recommend strategies to increase proximity to older LGBT+ individuals by involving them in the education of practitioners and establishing clinical placements in LGBT+-specific ageing organizations.…”

Section: Discussionmentioning

confidence: 99%

Pedagogical principles and methods underpinning education of health and social care practitioners on experiences and needs of older LGBT+ people: Findings from a systematic review

Higgins

Downes

Sheaf

et al. 2019

Nurse Education in Practice

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Section: Discussionmentioning

confidence: 99%

Pedagogical principles and methods underpinning education of health and social care practitioners on experiences and needs of older LGBT+ people: Findings from a systematic review

Higgins

Downes

Sheaf

et al. 2019

Nurse Education in Practice

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“…One such individual mobility response is self-group distancing, where members of low-status groups seek to improve their personal situation by distancing from their stigmatized ingroup and by moving closer to the high-status outgroup. For example, think about a female CEO who presents herself as "tough" and denies that gender discrimination exists in her company (i.e., the "Queen Bee"; Derks, Ellemers, & Van Laar, 2016), the African-American job applicant who conceals racial background information to "Whiten" their resume (Kang, DeCelles, Tilcsik, & Jun, 2016), or the gay employee who hides his homosexuality and uncomfortably joins in laughter when colleagues make a homophobic joke (Cramwinckel, Scheepers, & Van Der Toorn, 2018). While these self-group distancing coping strategies may seem effective to (temporarily) alleviate discomfort or to improve stigmatized group members' status position on an individual level, on a broader societal level, and over time, self-group distancing responses do not challenge the status quo in current social inequalities and tend to keep the social hierarchy in place (Branscombe & Ellemers, 1998;Faniko, Ellemers, Derks, & Lorenzi-Cioldi, 2017).…”

mentioning

confidence: 99%

Distancing from a stigmatized social identity: State of the art and future research agenda on self‐group distancing

Veelen

Veldman

Laar

et al. 2020

Euro J Social Psych

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Despite equal rights, minority groups such as ethnic minorities, LGBTQ + people, and people with mental or physical disabilities face discrimination on a day‐to‐day basis in subtle and hard‐to‐recognize forms. As discrimination slips beneath the surface, it becomes difficult to fight the stigma using collective social identity coping mechanisms. Instead, individual mobility responses such as distancing the self from the stigmatized identity (“self‐group distancing”) become more viable as a way to improve one's individual standing. In this overview of the state of the art, we take a social identity lens to reflect on the current empirical knowledge base on self‐group distancing as a coping mechanism and provide a framework on what self‐group distancing is; when, where and why self‐group distancing likely occurs; and what its consequences are at the individual and the collective level. The contributions in this special issue provide novel insights into how these processes unfold, and serve as a basis to set a future research agenda, for example on what can be done to prevent self‐group distancing (i.e., interventions). Together, the insights highlight that while self‐group distancing may seem effective to (strategically and temporarily) alleviate discomfort or to improve one's own position, on a broader collective level and over time self‐group distancing tends to keep the current unequal social hierarchy in place.

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“…However, openness toward SGM-employees also showed a Janus face (cf. Cramwinckel et al, 2018). Even though co-workers generally reacted neutrally to positively when participants spoke of their sexual identity, and were supportive and understanding of their position, participants still faced subtle forms of discrimination, for example through being targeted by jokes and other micro-aggressions (Sue, 2010).…”

Section: Discussionmentioning

confidence: 99%

“It’s Not Always Possible to Live Your Life Openly or Honestly in the Same Way” – Workplace Inclusion of Lesbian and Gay Humanitarian Aid Workers in Doctors Without Borders

et al. 2019

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In this exploratory study, we present findings from semi-structured interviews with 11 self-identified lesbian and gay (LG) humanitarian aid workers of Doctors without Borders (MSF). We investigate their perceptions of workplace inclusion in terms of perceived satisfaction of their needs for authenticity and belonging within two organizational settings, namely office and field. Through our combined deductive and inductive approach, based on grounded theory, we find that perceptions of their colleagues’ and supervisors’ attitudes and behaviors, as well as organizational inclusiveness practices play a role in LGs’ perceived authenticity, but not belonging, in the workplace. However, these organization-level characteristics do not account for between-participant differences in perceived authenticity. Therefore, we inductively construct a typology of three groups, which we coined conscious first-missioners , authentic realists , and idealistic activists , based on how LG humanitarian aid workers assess and deal with not being able to be their authentic selves when they are in the field, because homosexuality is illegal in many project countries. Conscious first-missioners are separated from the other two groups based on having gone to the field once, whereby they felt in control over the decision on how to manage their sexuality. Alternatively, authentic realists and idealistic activists alike felt they did not really have a choice in how to manage their sexuality, but handled that differently. We find the importance of one’s sexuality as well as adherence to the overarching organizational mission relevant individual-level factors herein. Furthermore, we find disclosure of sexual identity to be strongly context-dependent, as participants are ‘out of the closet’ in the office, but go back into the closet when they enter the field, with different country contexts even leading to different decisions concerning self-disclosure, thus demonstrating the importance of careful sexual identity management. This so-called disclosure dilemma, we find, may not be merely an individual choice, but rather a shared dilemma involving multiple stakeholders, such as the organization and fellow team members. We discuss the findings’ contributions to existing literature on LGs’ workplace experiences and implications for future research on inclusion of sexual and other invisible minorities in the workplace.

show abstract

Interventions to Reduce Blatant and Subtle Sexual Orientation‐ and Gender Identity Prejudice (SOGIP): Current Knowledge and Future Directions

Abstract: Given its prevalence and impact, it is important that prejudice against sexual-and

Cited by 66 publications

References 101 publications

Pedagogical principles and methods underpinning education of health and social care practitioners on experiences and needs of older LGBT+ people: Findings from a systematic review

Pedagogical principles and methods underpinning education of health and social care practitioners on experiences and needs of older LGBT+ people: Findings from a systematic review

Distancing from a stigmatized social identity: State of the art and future research agenda on self‐group distancing

“It’s Not Always Possible to Live Your Life Openly or Honestly in the Same Way” – Workplace Inclusion of Lesbian and Gay Humanitarian Aid Workers in Doctors Without Borders

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