The Career Stories of LGB-Q in Turkey

Ulaş, Özlem; Bayar, Öznur; Koç, Muharrem

doi:10.1080/00918369.2019.1705668

Cited by 5 publications

(4 citation statements)

References 41 publications

Supporting

Mentioning

Contrasting

Unclassified

Order By: Relevance

“…In order to maintain consistency throughout the survey we selected only negative sentiments (DeVellis, 2016). Other items were generated from the literature review, such as sexual preferences, which many studies addressed in the workplace stigmatization literature (Gates & Mitchell, 2013; Ulaş‐Kılıç et al., 2019), such as the item “I would not want to hire someone with “different” sexual preferences.” We administered the scale consisting of 22 items and 5 factors to 167 HRMs and employers.…”

Section: Methodsmentioning

confidence: 99%

“Never Hire Those—!” Hiring stigma in Turkish organizations: An exploratory sequential mixed methods approach

Sever

Özdemir

2021

Anal Soc Iss & Public Policy

View full text Add to dashboard Cite

This mixed method study aims to analyze how stigma and discrimination operate in hiring processes. Although numerous studies address hiring stigma, extensive research and multiple factor measures in the Turkish and broader context are lacking. We employed an exploratory sequential mixed method design in this three-phase study (N = 423). Phase I was to analyze interviews from 23 employers/human resource managers in different sectors. Phase II was to develop a scale using findings to measure hiring stigma and to validate the scale, which is composed of 5 dimensions (people with criminal records, problematic alcohol and other drug use, disabilities, minority and/or nonconforming, and refugees) and 17 items. We then tested for discriminant and convergent validity on a different sample. Phase III was to administer the developed scale to a different sample in order to test factor analysis. Findings suggest that the hiring stigma scale is a valid and reliable measure and employers mostly stigmatize people with problematic use of alcohol and other drugs, people with criminal records, and refugees. We suggest organizing workshops, such as diversity trainings to increase awareness about stigmatizing attitudes of employers. Antidiscriminatory legislation should protect not only those with disabilities, but also other stigmatized groups at the state level.

show abstract

Section: Methodsmentioning

confidence: 99%

“Never Hire Those—!” Hiring stigma in Turkish organizations: An exploratory sequential mixed methods approach

Sever

Özdemir

2021

Anal Soc Iss & Public Policy

View full text Add to dashboard Cite

show abstract

“…Among adolescents, factors like lack of social support, internalized homophobia, victimization, identity confusion, stereotyping and bias are found to be crucial barriers to career development and exploration (Chen and Keats, 2016). Ulaş-Kılıç et al. (2021) conducted a life story inquiry on seven participants in Turkey and found that sexual orientation plays a role in their career development and the fulfillment of their career aspirations.…”

Section: Outcomes Of Discriminatory Experiencesmentioning

confidence: 99%

LGBTQ+ in workplace: a systematic review and reconsideration

Maji

Yadav

Gupta

2023

EDI

View full text Add to dashboard Cite

PurposeThe inclusion of LGBTQ + persons (lesbian, gay, bisexual, transgender, queer and having other sexual orientations and gender identities) is a crucial step in improving gender diversity in the workplace; however, till date, it remains a significant challenge for human resource management professionals. The current study critically examines this issue of an inclusive workplace for LGBTQ + people through a systematic review of the existing research that has empirically studied their experiences at the workplace. It also examines the resistance and challenges organizations face in LGBTQ + diversity training and provides future research avenues.Design/methodology/approachFor systematically reviewing the literature, Preferred Reporting Items for Systematic reviews and Meta-Analyses (PRISMA) model has been used. A total of 101 empirical studies have been reviewed.FindingsThe result shows that LGBTQ + people encounter multiple negative workplace experiences, including proximal (hiring discrimination and housing discrimination) and distal workplace discrimination (unsafe work climate, microaggressions and harassment). These aversive experiences lead to work stress while also mandating that people manage their sexual identity and style of dressing. This stress, in turn, impacts their work–family outcomes, job satisfaction and decision-making with regard to their careers.Originality/valueThe paper provides a holistic understanding of the aversive workplace experiences encountered by sexual minorities.

show abstract

“…In many countries multi-generational households have significantly risen, which induces additional caregiving responsibilities for employees (Burgess and Muir, 2020). LGBT employees in many Middle Eastern countries may require a greater deal of organizational support since their sexual orientation or gender identity is not protected by local laws (Ulaş-Kılıç et al, 2019). Organizations need to identify and address these inequalities and provide appropriate WF support for employees (Ollier-Malaterre and Andrade, 2016).…”

Section: Practical Contributionsmentioning

confidence: 99%

No family left behind: Flexibility i-deals for employees with stigmatized family identities

Anand

Mitra

2021

Human Relations

View full text Add to dashboard Cite

Most contemporary employers offer some policies to facilitate work-family (WF) balance for their employees. However, do the policies designed to help everyone suffice for unique employees with stigmatized social identities and non-traditional family structures? We conceptualize stigmatized family identity (SFI) to provide key insights on distinct WF issues experienced by such employees, and potential solutions in the form of person-specific work arrangements called idiosyncratic deals (i-deals). First, we define the construct of SFI, and exemplify its different types arising from the intersection of sexual orientation/gender identity/race and a non-traditional family structure. Second, we integrate literatures on WF and stigma to theorize the broad spectrum of WF issues and ensuing effects on job outcomes of employees with SFIs. Finally, we advance theory by developing a multi-level framework highlighting the importance of flexibility i-deals for employees with SFIs. Our framework identifies boundary conditions at individual, team, and organizational levels that can encourage (or deter) such employees from seeking i-deals. In doing so, we also explore the importance of privilege when it comes to SFI employees seeking i-deals.

show abstract

The Career Stories of LGB-Q in Turkey

Cited by 5 publications

References 41 publications

“Never Hire Those—!” Hiring stigma in Turkish organizations: An exploratory sequential mixed methods approach

“Never Hire Those—!” Hiring stigma in Turkish organizations: An exploratory sequential mixed methods approach

LGBTQ+ in workplace: a systematic review and reconsideration

No family left behind: Flexibility i-deals for employees with stigmatized family identities

Contact Info

Product

Resources

About