Research on the Work Experiences of Lesbian, Gay, and Bisexual People: An Integrative Review of Methodology and Findings

Croteau, James M.

doi:10.1006/jvbe.1996.0018

Cited by 275 publications

(312 citation statements)

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“…Formal discrimination consists of firing or not hiring someone on the basis of his or her sexual orientation (see Cracker Barrel in Bell, 2007, p. 435), being passed over for promotions and raises, and being excluded from benefits such as insurance and family leave. Informal discrimination against GLBT employees includes harassment and loss of credibility and lack of acceptance and respect by co-workers and supervisors (Croteau, 1996;Levine & Leonard, 1984). Ragins and Cornwell (2001) found that GLBT employees who perceived high levels of sexual orientation discrimination in their workplace had more negative job attitudes, felt lower satisfaction, and thought that they had fewer opportunities for promotion.…”

Section: Glbt Employees In Diversity and Voice Literaturesmentioning

confidence: 99%

Voice, silence, and diversity in 21st century organizations: Strategies for inclusion of gay, lesbian, bisexual, and transgender employees

Bell

Özbilgin

Beauregard

et al. 2011

Human Resource Management

227

212

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Employee voice has been largely examined as a universal concept in unionized and non‐unionized settings, with insufficient attention to diversity of workers (Rank, 2009). As invisible minorities, gay, lesbian, bisexual, and transgender (GLBT) employees provide a valuable focal point from which to examine employee voice mechanisms. Positing that GLBT employees are often silenced by what is perceived as “normal” in work organizations, this paper identifies some of the negative consequences of this silencing and proposes ways in which the voices of GLBT employees and other invisible minorities can be heard. With its relevance to policies and practices in other organizations, the “Don't ask; don't tell” policy of the U.S. military is used as a lens through which to analyze voice, silence, and GLBT employees in other organizations. Heterosexist environments can foster organizational climates of silence, where the feeling that speaking up is futile or dangerous is widespread among employees. Specific recommendations are provided for HR managers to facilitate the expression of voice for GLBT employees in today's increasingly diverse organizations. ©2011 Wiley Periodicals, Inc.

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Section: Glbt Employees In Diversity and Voice Literaturesmentioning

confidence: 99%

Voice, silence, and diversity in 21st century organizations: Strategies for inclusion of gay, lesbian, bisexual, and transgender employees

Bell

Özbilgin

Beauregard

et al. 2011

Human Resource Management

227

212

View full text Add to dashboard Cite

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“…Previous studies looking at workplace experiences of gays and lesbians show that gay and lesbian employees still experience discrimination in the workplace (Croteau, 1996;Myers, 2000;Taylor, 2002). Specifically, previous studies examining perceptions of gays and lesbians' hirability in the United States have found that gay and lesbian job applicants are likely to experience discrimination in some form.…”

Section: Hiring and Discrimination Against Gays And Lesbiansmentioning

confidence: 99%

Can Being Gay Provide a Boost in the Hiring Process? Maybe If the Boss is Female

2015

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“…35-36) Hiding and fear of being identified do not end with adolescence. For example, studies of the workplace experience of LGB people found that fear of discrimination and concealment of sexual orientation are prevalent (Croteau, 1996) and that they have adverse psychological, health, and job-related outcomes (Waldo, 1999). These studies showed that LGB people engage in identity disclosure and concealment strategies that address fear of discrimination on one hand and a need for self-integrity on the other.…”

mentioning

confidence: 99%

Prejudice, social stress, and mental health in lesbian, gay, and bisexual populations: Conceptual issues and research evidence.

Meyer¹

2013

Psychology of Sexual Orientation and Gender Diversity

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In this article the author reviews research evidence on the prevalence of mental disorders in lesbians, gay men, and bisexuals (LGBs) and shows, using meta-analyses, that LGBs have a higher prevalence of mental disorders than heterosexuals. The author offers a conceptual framework for understanding this excess in prevalence of disorder in terms of minority stress-explaining that stigma, prejudice, and discrimination create a hostile and stressful social environment that causes mental health problems. The model describes stress processes, including the experience of prejudice events, expectations of rejection, hiding and concealing, internalized homophobia, and ameliorative coping processes. This conceptual framework is the basis for the review of research evidence, suggestions for future research directions, and exploration of public policy implications.The study of mental health of lesbian, gay, and bisexual (LGB) populations has been complicated by the debate on the classification of homosexuality as a mental disorder during the 1960s and early 1970s. That debate posited a gay-affirmative perspective, which sought to declassify homosexuality, against a conservative perspective, which sought to retain the classification of homosexuality as a mental disorder (Bayer, 1981). Although the debate on classification ended in 1973 with the removal of homosexuality from the second edition of the Diagnostic and Statistical Manual of Mental Disorders (DSM;American Psychiatric Association, 1973), its heritage has lasted. This heritage has tainted discussion on mental health of lesbians and gay men by associating-even equating-claims that LGB people have higher prevalences of mental disorders than heterosexual people with the historical antigay stance and the stigmatization of LGB persons (Bailey, 1999).However, a fresh look at the issues should make it clear that whether LGB populations have higher prevalences of mental disorders is unrelated to the classification of homosexuality as a mental disorder. A retrospective analysis would suggest that the attempt to find a scientific answer in that debate rested on flawed logic. The debated scientific question was, Is homosexuality a mental disorder? The operationalized research question that pervaded the debate was, Do homosexuals have high prevalences of mental disorders? But the research did not accurately operationalize the scientific question. The question of whether homosexuality should be considered a mental disorder is a question about classification. It can be answered by debating which behaviors, cognitions, or emotions should be considered indicators of a mental disorder (American Psychiatric Association, 1994). To use postmodernist understanding of scientific knowledge, such a debate on classification concerns the social construction of mental disorder-what we as a society and as scientists agree are abnormal behaviors, cognitions, and emotions. The answer, therefore, depends on scientific and social consensus that evolves and is subject to the vicissitudes ...

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Research on the Work Experiences of Lesbian, Gay, and Bisexual People: An Integrative Review of Methodology and Findings

Cited by 275 publications

References 0 publications

Voice, silence, and diversity in 21st century organizations: Strategies for inclusion of gay, lesbian, bisexual, and transgender employees

Voice, silence, and diversity in 21st century organizations: Strategies for inclusion of gay, lesbian, bisexual, and transgender employees

Can Being Gay Provide a Boost in the Hiring Process? Maybe If the Boss is Female

Prejudice, social stress, and mental health in lesbian, gay, and bisexual populations: Conceptual issues and research evidence.

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