‘My People’: the potential of LGBT employee networks in reducing stigmatization and providing voice

Abstract

This paper explores the separation and isolation from the mainstream workforce that lesbian, gay, and bisexual employees can experience due to their sexual orientation, and how this can affect their voice and silence in the workplace. In response to perceived threats and actual experience of stigma in the workplace, we highlight the need for Lesbian, Gay, Bisexual, and Transgender (LGBT) voice in organizations, while unpacking the complexities and concerns for LGBT employees in publicly voicing their sexual orientation at work. We explore how LGBT employee networks help mitigate LGBT isolation at work, and can directly and indirectly provide them with voice in the organization. Semi-structured interviews were conducted with LGBT employees across organizations in Ireland. The findings confirm that LGBT employees can experience isolation at work, affecting their voice, and that workplace networks may moderate this loneliness and stigma. However, the findings question the value of LGBT employee networks in providing voice for all sexual minority employees. Our research considers the individual-level responses of LGBT employees to participation in, and the value of, employee networks, and the perceived role of these networks in giving them visibility and voice.

Diversity Management: A Critical Review and Agenda for the Future

“…Sometimes, such networks may also help organizations in reaching a diverse customer base, or diverse job candidates, or they may take on other diversity-related responsibilities within the organizations. Indicative of this role and its assumed economic value for the organization, is the labelling of such networks as "employee resource groups" (Douglas, 2008;McFadden & Crowley-Henry, 2018;Welbourne, Rolf, & Schlachter, 2015). Although not necessarily related to diversity issues, organizations will frequently integrate initiatives into their diversity approaches that aim at supporting their employees in managing their work/life interface more effectively.…”

Diversity Networks: Networking for Equality?

“…Diversity networks meet scholarly critique for their emphasis on 'fixing' organizational minorities. However, other authors argue that diversity networks can play a role in increasing equality Safford, 2008, 2010;Githens and Aragon, 2009;McFadden and Crowley-Henry, 2017). Some authors argue that diversity networks should focus exclusively on supporting and connecting their members, and not on broader organizational changes (cf.…”

“…Friedman, 1996). However, other authors argue that diversity networks can play a role in increasing equality Safford, 2008, 2010;Githens and Aragon, 2009;McFadden and Crowley-Henry, 2017). For example, Colgan and McKearney (2012) show that an LGBT network can become an 'agency for change' by shaping and driving the organizational sexual orientation equality agenda.…”

Rainbow Lanyards: Bisexuality, Queering and the Corporatisation of LGBT Inclusion

“…LGBT is a related term used to refer to a broader group of minority sexual identities, and in some organisations is an acronym used to establish employee support networks which can provide visibility and voice, moderating the loneliness and stigma that may be faced (McFadden and Crowley-Henry, 2018).…”

“…Bisexuality can be understood in different ways but is generally identified ‘as an adjective to refer to sex acts and attractions to same-sex and other-sex persons, and as a noun to mean people who have these attractions’ (Monro et al, 2017: 665). LGBT is a related term used to refer to a broader group of minority sexual identities, and in some organisations is an acronym used to establish employee support networks which can provide visibility and voice, moderating the loneliness and stigma that may be faced (McFadden and Crowley-Henry, 2018).…”