Passing as resistance through a Goffmanian approach: Normalized, defensive, strategic, and instrumental passing when LGBTQ+ individuals encounter institutions

Özbilgin, Mustafa F.; Erbil, Cihat; Baykut, Sibel; Kamaşak, Rıfat

doi:10.1111/gwao.12928

Cited by 16 publications

(6 citation statements)

References 82 publications

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“…Although atypicality can be seen as a positive quality, individuals may not reveal it until they achieve a leadership position. For instance, given that many LGBT+ workers report significant levels of discrimination and exclusion (Connell, 2010), LGBT+ leaders are less likely to come out before they take up leadership positions which provide them with relative security and safety (Özbilgin & Erbil, 2023; Özbilgin et al., 2023).…”

Section: Defining Authenticity and Atypicality In The Context Of Lead...mentioning

confidence: 99%

Authenticity and atypicality in leadership: Can an atypical leader afford to be authentic?

Ayaz,

Ozbilgin,

Samdanis

et al. 2023

Int J Management Reviews

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Leaders from typically privileged backgrounds, such as White, male, elite‐educated and upper‐class individuals, often find it easier to craft an authentic identity in professional settings than their atypical counterparts. These atypical leaders, which include women, LGBT+, ethnic minorities or those from less affluent socio‐economic backgrounds, can indeed construct an authentic workplace identity. However, this often demands significant emotional investment and the navigation of challenges, such as reconciling conflicting identities, especially in institutions tailored predominantly for the typical leaders. While authenticity and diversity are highly desired qualities in leadership, we argue that authenticity remains a privilege primarily enjoyed by leaders from typical backgrounds. By drawing on Hochschild's notion of emotional labour and Castoriadis's concepts of autonomy and heteronomy, we shed light on the dynamic interplay between authenticity and atypicality. Further, we present a conceptual framework that outlines how atypical leaders can manifest authenticity in their roles, and the ensuing implications for driving organisational change rooted in diversity.

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Section: Defining Authenticity and Atypicality In The Context Of Lead...mentioning

confidence: 99%

Authenticity and atypicality in leadership: Can an atypical leader afford to be authentic?

Ayaz,

Ozbilgin,

Samdanis

et al. 2023

Int J Management Reviews

Self Cite

View full text Add to dashboard Cite

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“…Hence, men who attempt to present as heterosexual may be more motivated to eat meat. This need not apply solely to heterosexual men; in heteronormative culture, non-heterosexual men may at times feel pressure to present themselves as heterosexual (Ozbilgin et al, 2022).…”

Section: Masculine Norms Related To Men's Meat Consumptionmentioning

confidence: 99%

Understanding the Meat-Masculinity Link: Traditional and Non-Traditional Masculine Norms Predicting Men’s Meat Consumption.

Camilleri

Gill

Scarfo

et al. 2023

Preprint

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Men are the biggest meat consumers worldwide, placing themselves at greater risk of disease and early death from red and processed meat consumption. Despite these serious health outcomes, men tend to be unwilling to reduce their meat intake. It has been theorised that adherence to masculine norms plays a role in this unwillingness. The current study sought to determine which traditional and non-traditional masculine norms predict men’s meat consumption, intention to eat meat, and willingness to reduce meat consumption. Five hundred and seventy Australian and English self-identified males completed the Meat Consumption and Intention Scale, and three psychometrically validated measures of traditional and non-traditional masculinity. The traditional masculine norms violence, importance of sex, and heterosexual self-presentation positively predicted men’s meat consumption; the non-traditional masculine norm sensitivity to male privilege negatively predicted men’s meat consumption. Toughness, emotional control, and holistic attentiveness were also important predictors of men’s willingness to reduce. Our results suggest that informational campaigns, designed for men, that help challenge and break perceived links between meat consumption and attitudes to violence, sexual virility, heterosexuality, and physical strength may be effective in reducing meat consumption.

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“…Despite numerous institutional interventions that aim to prevent sexual orientation and gender identity stigmatization and discrimination recently, it is a well-known fact that LGBTQ+ employees still encounter an unequal workplace experience in practice (Mara et al, 2021;Ozbilgin et al, 2022). One of the leading discriminations LGBTQ+ employees face in practice is the "gay glass ceiling effect" in which they report better managerial authority and supervisory skills, but they are not able to attain top managerial positions and even get paid less when compared to heterosexual individuals.…”

Section: Introductionmentioning

confidence: 99%

“…Gender stereotypes related to heterosexist ideology also stand upon LGBTQ+ individuals to conform to assigned gender roles. Thus, LGBTQ+ employees may try to cope with the stigmatization and discrimination by trying to fit the social norms and they put much effort to close the gap between how they act and how they are expected to act (Ozbilgin et al, 2022). Previous research found that lesbian women perceived themselves as more masculine than bisexual and straight women (Kachel et al, 2016).…”

Section: Introductionmentioning

confidence: 99%

Gay, Lesbian, and Bisexual (LGB) peoples' leadership self-effectiveness: The roles of internalized sexual stigma, LGB positive identity, and traditional masculinity

Salvati

Sari²,

Pellegrini³

et al. 2023

Front. Sociol.

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Grounded in the theoretical frameworks of the minority stress model and the model of positive identity in sexual minority people, the current research contributes to fill a gap in the previous literature, investigating the relationships among leadership self-effectiveness, internalized sexual stigma, positive identity, and adherence to traditional masculinity of gay, lesbian, and bisexual (LGB) individuals. Through a correlational study (N = 449), we collected data from 229 gay/bisexual men (51%) and 220 lesbian/bisexual women (49%). We hypothesized that lower internalized sexual stigma, higher LGB positive identity, and higher adherence to traditional masculinity were associated to higher self-perceived effectiveness. The interactive relationships among the variables, including participants' gender, were investigated from an exploratory perspective. The hypotheses were tested through two moderated regression models and the results confirmed that participants with lower internalized sexual stigma and higher LGB positive identity were more likely to perceive themselves as potential effective leaders. Also, the results showed a significant interaction between participants' gender and traditional masculinity score suggesting that high adherence to traditional masculinity was a significant predictor of self-perceived effectiveness only for gay/bisexual men, but not for lesbian/bisexual women. This research contributes to provide both confirmation and novel insights into the key role of relevant factors impacting on LGB people's leadership self-effectiveness, which might contribute to preserve the gay glass ceiling effect. The presence of antidiscrimination policies in organizations not only might reduce reports of discrimination but also enhance LGB employees' positive sense of self, which is a critical aspect to emerge as a leader.

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Passing as resistance through a Goffmanian approach: Normalized, defensive, strategic, and instrumental passing when LGBTQ+ individuals encounter institutions

Cited by 16 publications

References 82 publications

Authenticity and atypicality in leadership: Can an atypical leader afford to be authentic?

Authenticity and atypicality in leadership: Can an atypical leader afford to be authentic?

Understanding the Meat-Masculinity Link: Traditional and Non-Traditional Masculine Norms Predicting Men’s Meat Consumption.

Gay, Lesbian, and Bisexual (LGB) peoples' leadership self-effectiveness: The roles of internalized sexual stigma, LGB positive identity, and traditional masculinity

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