Lesbian Police Officers’ Interpersonal Working Relationships and Sexuality Disclosure

Galvin-White, Christine M.; O’Neal, Eryn Nicole

doi:10.1177/1557085115588359

Cited by 16 publications

(5 citation statements)

References 57 publications

(113 reference statements)

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“…We do indeed find indications that this level may be relevant for LGB workers, given how an affective dimension facilitates disclosure for some participants, as well as how others scan their social environment for cues indicating anticipated acceptance. As such, our study resonates with previous qualitative work showing how disclosure studied from an interpersonal perspective is a dynamic, multifaceted process (e.g., Galvin-White & O'Neal, 2016). Our study especially highlights, however, the intricate manner in which intrapersonal, interpersonal, and contextual characteristics interplay throughout different stages of the sexual identity disclosure process at work (cf.…”

Section: Contributions and Implicationssupporting

confidence: 89%

Interpersonal Antecedents to Selective Disclosure of Lesbian and Gay Identities at Work

Rengers

Heyse

Wittek

et al. 2021

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Lesbian, gay, and bisexual (LGB) employees’ sexual identitymay be considered a concealable stigmatised identity. Disclosing it to others at work could potentially lead to discrimination and rejection, hence threatening their inclusion. Therefore, they may hide their sexual identity instead, which may then come at the cost of, e.g., guilt for not living authentically. However, disclosure is a continuum—rather than a dichotomy—meaning that LGB workers may decide to disclose selectively, i.e., telling some, but not all co‐workers. Most literature on disclosure focuses on the interplay between intrapersonal (e.g., psychological) and contextual (e.g., organisational) characteristics, thereby somewhat overlooking the role of interpersonal (e.g., relational) characteristics. In this article, we present findings from semi‐structured, in‐depth interviews with nine Dutch lesbian and gay employees, conducted in early 2020, to gain a better understanding of interpersonal antecedents to disclosure decisions at work. Through our thematic analysis, we find that LGB workers may adopt a proactive or reactive approach to disclosure, which relates to the salience of their sexual identity at work (high/low) and their concern for anticipated acceptance. Other themes facilitating disclosure include an affective dimension, being in a relationship, and associating with the employee resource group. We demonstrate the importance of studying disclosure at the interpersonal level and reflect on how our findings relate to literature on disclosure, authenticity, belonging, and social inclusion of LGB individuals at work.

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Section: Contributions and Implicationssupporting

confidence: 89%

Interpersonal Antecedents to Selective Disclosure of Lesbian and Gay Identities at Work

Rengers

Heyse

Wittek

et al. 2021

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“…Police scholars have questioned the extent to which the police subculture is monolithic, and some have proposed the existence of numerous attitudinal subgroups within the culture (Crank, 2010; Paoline, 2003, 2004; Terrill, PAOLINE III, & Manning, 2003). Women, racial minorities, sexual minorities, and college-educated individuals bring different viewpoints—based on past experiences—to the police subculture, resulting in different interpretations of their work and the world around them (Paoline et al, 2000; also see Galvin-White & O’Neal, 2016). Framing is a useful tool for the analysis of officer attitudes toward SA victims.…”

Section: Discussionmentioning

confidence: 99%

“Most [False Reports] Involve Teens”: Officer Attitudes Toward Teenage Sexual Assault Complainants—A Qualitative Analysis

O’Neal

Hayes

2019

Violence Against Women

Self Cite

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Scholars, advocates, and victims have repeatedly criticized the police treatment of sexual assault (SA) complainants. Apathetic attitudes and hostile behavior on the part of the police have likely resulted from socialization into a culture that condones the use of force and violence and blames SA victims for their victimization. Using data from in-depth semistructured interviews with 52 Los Angeles Police Department sex crimes detectives, we examine officer attitudes toward teenage complainants of SA. Notably, almost three fourths of the respondents ( n = 38; 73%) mentioned that teenagers lie about SA. Practical implications, theoretical advancements, and directions for future research are discussed.

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“…Scholars have identified that policing is a masculinized industry where individuals are rewarded for upholding heteronormative power structures and punished for behaving in ways that misalign with these structures (Collins, 2015; Rawski & Workman-Stark, 2018; Silvestri, 2017). For example, officers may value masculinized behaviors (e.g., aggression) over feminized (e.g., communication skills) ones (Buist & Lenning, 2016), or even report being discriminated against or unsupported by peers if they behave in ways incongruent with their gender identity (Galvin-White & O’Neal, 2016; Miller & Lilley, 2014). Women are becoming more integrated into the field of policing (Prenzler, 2020; Starheim, 2019) and there is evidence to suggest that this integration may contribute to less use of officer force across police departments (Bergman et al, 2016).…”

Section: Perceptions Of Policementioning

confidence: 99%

Measuring trans youths’ perceptions of police and police bias: Exploring the use of the perceptions of police scale.

Lloyd¹,

Fountain²

2023

Psychology, Public Policy, and Law

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Recently there have been record-breaking increases in policies prohibiting, and even some proposals to criminalize, normative behavior of gender-diverse youth. These policies inherently expand law enforcement’s surveillance of trans and gender-expansive youth. Despite this, we know very little about how trans and gender-expansive youth perceive the police, or how they believe the police perceive them, which are important factors that may influence police–youth interactions. Therefore, the present study investigated trans and gender-expansive youths’ perceptions of police and police bias by first evaluating the Perceptions of Police Scale’s (POPS; Nadal & Davidoff, 2015) construct validity. Additionally, researchers proposed the Perceived Police Perceptions (PPP) scale adapted from the POPS to capture gender-diverse youths’ beliefs about how police perceive transgender communities. Using data collected through social media, trans and gender-expansive youth (n = 480) completed the POPS and PPP. Confirmatory factor analysis confirmed the POPS’ acceptable model and evidenced the measure’s construct validity, while exploratory factor analysis confirmed the factor structure of the PPP. Together, the POPS and PPP were found to be promising measures of trans and gender-expansive youths’ perceptions. Further analyses suggested that older trans and gender-expansive youth view the police more negatively than younger youth suggesting perceptions may be formed during adolescence. We discuss the important implications for police–youth interactions and propose directions for future research.

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Lesbian Police Officers’ Interpersonal Working Relationships and Sexuality Disclosure

Cited by 16 publications

References 57 publications

Interpersonal Antecedents to Selective Disclosure of Lesbian and Gay Identities at Work

Interpersonal Antecedents to Selective Disclosure of Lesbian and Gay Identities at Work

“Most [False Reports] Involve Teens”: Officer Attitudes Toward Teenage Sexual Assault Complainants—A Qualitative Analysis

Measuring trans youths’ perceptions of police and police bias: Exploring the use of the perceptions of police scale.

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