Nondiscrimination Policies and Sexual Identity Disclosure: Do They Make a Difference in Employee Outcomes?

Abstract

Legal discrimination on the basis of sexual orientation still persists in most parts of the United States. One avenue of localized protection has been corporate policies against discrimination on the basis of sexual orientation. In a sample of N = 65 gay men, this paper examines whether differences exist on perceived workplace hostility, turnover intentions, perceived promotion opportunity, job and supervisor satisfaction and supervisorsubordinate relationship quality between the reports of men in organizations that have non-discrimination policies and those employed where they do not. Additionally, this paper examines if disclosure of sexual orientation to a supervisor affects the same variables. Findings suggest that the presence of a non-discrimination policy influences affective variables whereas disclosure influences career variables. Limitations of the study and directions for future research are discussed.

LGBT bias and discrimination: Occurrence, outcomes, and the impact of policy change

“…Offering such policies can help recruit and retain a more ethnically and racially diverse workforce, especially for colleges and universities (Cook & Glass, 2008). These policies make a difference in the emotional well-being of employees, as well (Tejeda, 2006). Although the evidence on these policies' impact is still emerging, the picture is relatively clear: they make a positive difference for LGBT people and can help the communities, companies, and schools that adopt them as well.…”

Discrimination des minorités sexuelles et de genre au travail : quelles implications pour la santé mentale ?

“…De plus, les employeurs peuvent adopter diverses initiatives pour prévenir de telles situations et assurer le bien-être des employé.e.s LGBT. L'adoption d'une politique antidiscriminatoire qui prohibe clairement la discrimination et les comportements LGBTphobes s'avère une stratégie de base pour tout employeur (King et Cortina, 2010 ;Tejeda, 2006), à condition que tous soient informés de son existence. Cependant, les politiques à elles seules ne suffisent pas pour transformer les comportements et les attitudes négatives des employé.e.s et doivent s'accompagner d'autres types d'initiatives, par exemple des formations abordant la diversité sexuelle et de genre (Beatty et Kirby, 2006 ;Harding et Peel, 2007).…”

Lessening the difference is more – the relationship between diversity management and the perceived organizational climate for gay men and lesbians

“…Homosexual mentors and organizational antidiscrimination guidelines in terms of "sexual orientation" can positively enhance the job satisfaction of homosexual employees (Day and Schoenrade 2000;Hebl et al 2012). Moreover such antidiscrimination guidelines can positively affect an individual's loyalty and devotedness to the organization (Tejeda 2006). In contrast to the USA, in Germany (and indeed throughout the European Union), any direct or indirect discrimination based on religion or belief, disability, age or sexual orientation as regards employment and occupation has been prohibited legally since (de Búrca 2012.…”

“…Colgan and McKearney 2012;Friedman and Holtom 2002;Tejeda 2006) Only two studies have analyzed cohesive bundles of practices or comprehensive diversity programs addressing sexual orientation (i.e. Button 2001;Ragins and Cornwell 2001).…”