LGBTQ issues in organizational settings: What HRD professionals need to know and do

Abstract

This chapter outlines the unique experiences of gay and lesbians in organizational settings and offers best practices for human resource professionals in supporting their sexual minority employees.

When Johnny Becomes Janie

“…While only one participant openly stated that s/he would not currently want to place a transgender student teacher in the school, even those leaders with a high level of personal acceptance and willingness to place a transgender candidate were concerned about the negative backlash they anticipated from within the school and community. These concerns aligned with the findings of previous researchers that organizational leaders should anticipate resistance as they promote tolerance for LGBTQ workers' presence in the workplace, and suggest that school leaders need to consider strategies to minimize this backlash (see Law, Martinez, Ruggs, Hebl, & Akers, 2011;Munoz & Thomas, 2006). The courage and commitment of school leaders in supporting transgender candidates will likely be tested as higher numbers of transgender individuals become more forthright about their identity.…”

“…Discrimination against LGBTQ workers is not explicitly illegal under federal law. Therefore, overt discriminatory actions may be more common toward sexual minorities than other protected minority groups (Munoz & Thomas, 2006). While societal norms for equal rights have begun to change, discrimination in hiring and promotion processes as well as more subtle discriminatory verbal and nonverbal behaviors may still occur.…”

The Sound of Silence. Lesbian, Gay, Bisexual and Transgender Discrimination in ‘Inclusive Organizations’

“…Studies exploring the forms that sexual discrimination takes within the workplace have often focused on two different types of discrimination: formal and informal or interpersonal (Levine & Leonard, 1984;Munoz & Thomas, 2006). While formal discrimination encompasses exclusion during the hiring or promotion processes, lack of access and distribution of resource; interpersonal or informal discrimination includes verbal and non-verbal behaviours limiting the respect, credibility and psychological well-being of sexual minorities.…”

Global configurations in multinational enterprises, duality, and the challenge of LGBT inclusivity in unsympathetic host countries within Africa

“…These findings are echoed by a number of other studies, which state that employees experience improved job satisfaction, productivity, and organizational commitment in LGBT supportive environments (Bell et al, 2011;Huffman et al, 2008;Muñoz & Thomas, 2006). Research shows that both heterosexual and LGBT individuals actively seek out and are more engaged with inclusive organizations (Watkins, Smith, & Aquino, 2013).…”

“…Discrimination against LGBT individuals remains widespread. In addition to inadequate legal protection, traditional heterosexual social structures and norms, homophobia, and fundamentalist religious beliefs can lead to a culture of discrimination, harassment, and violence (Bell et al, 2011;Muñoz & Thomas, 2006). Studies show that discrimination manifests in many different guises, from wage discrimination (Hammarstedt, Ahmed, & Andersson, 2015;Laurent & Mihoubi, 2012), harsher evaluations (Shepherd & Patzelt, 2015), fewer responses to job applications (Tilcsik, 2011), less opportunity for career advancement (Theodorakopoulos & Budhwar, 2015), to locker room corporate homophobia (Gregory, 2011).…”