The Sound of Silence. Lesbian, Gay, Bisexual and Transgender Discrimination in ‘Inclusive Organizations’

Priola, Vincenza; Lasio, Diego; Simone, Silvia De; Serri, Francesco

doi:10.1111/1467-8551.12043

Cited by 94 publications

(68 citation statements)

References 43 publications

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“…The focus on especially nuanced topics associated with invisible sexual and gendered minorities including queer, undecided, intersexed, lesbian, transgender, bisexual, asexual, and gay (QUILTBAG) is warranted, given the proclivity for groups to be silenced in organizations [44].…”

Section: Discussionmentioning

confidence: 99%

Dinner and a Conversation: Transgender Integration at West Point and Beyond

et al. 2017

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Abstract:In 2016, the United States military lifted the ban on transgender members serving and are expected to begin accessions of transgender service members in 2017. A paucity of research exists on transgender matters in the military, especially on attitudes towards cisgender service members. This study deploys a qualitative methodology, comprised of 21 focus groups of undergraduate cadets and advanced schooled Army officers (N = 110), at the United States Military Academy at West Point, New York, using a semi-structured interview protocol. Overall, a diversity of experiences and familiarity with transgender people surfaced among cadets and officers. We distinguish between experiences and familiarity on a spectrum by introducing notions of transgender tourism and cosmopolitanism. Major concerns associated with (un)comfortableness emerged from the focus groups including privacy, physical standards, well-being, and costs. Interventions are offered by the participants based on their major concerns. We recommend education, increased cosmopolitism, privacy considerations, narrowing the civil-military propinquity gap, and more studies of diversity and inclusion issues in the military.

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Section: Discussionmentioning

confidence: 99%

Dinner and a Conversation: Transgender Integration at West Point and Beyond

et al. 2017

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“…Research has indicated that heterosexism and 'silence' constrain LGBT employees' ability to engage in international work experiences and to articulate their concerns (Colgan & McKearney, 2012;Priola, Lasio, De Simone, & Serri, 2014;Weiss, 2007). The form of ERG and Ally voices can be found in both union and non-union firms, as a formal and informal voice arrangement, or as a direct (e.g.…”

Section: Linking Employee Voice Mechanisms and Lgbt Expatriationmentioning

confidence: 99%

“…We also conducted an in-depth literature review across both academic and industry literatures relating to LGBT employees, voice, and inclusivity (e.g. Baert, 2014;Doucerain, Dere, & Ryder, 2013;Fullerton, 2013;Hofhuis, van der Zee, & Otten, 2016;Kaplan, 2014;McFadden, 2015;Mercer, 2014;Noknoi & Wutthirong, 2007;Priola et al, 2014).…”

mentioning

confidence: 99%

Employee voice mechanisms for lesbian, gay, bisexual and transgender expatriation: the role of Employee-Resource Groups (ERGs) and allies

McNulty

McPhail

Inversi

et al. 2017

The International Journal of Human Resource Management

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LGBT) expatriates has largely taken an employee perspective. Less attention has been devoted to organizational mechanisms supporting LGBT voice opportunities for global mobility. In this study, we use respondent data from 15 LGBT employees in combination with data from five global mobility managers to examine the role of Employee Resource Groups. Using the depth, scope and level of voice to frame the study in relation to stereotype threat theory, the findings show that discrimination and stigmatization are prevalent features affecting voice. The findings advance three distinct contributions concerning marginalized (LGBT) employee voices about expatriation: the importance of 'informal' social dialogue, the shallow 'depth' to voice decisionmaking roles about LGBT expatriation, and a consideration of 'silence' in voice literatures.

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“…Heterosexuality may take hierarchical precedence if it is viewed as both the ‘norm' and as ‘private' (Bell et al , ), the latter of which Priola et al . () claims is a rhetorical device to manage anti‐gay sentiments. Imagine here a scenario where mentions of family life, or photographs of children and spouses on one's desk are legitimate for heterosexual workers, while at the same time suggestions are made that it is illegitimate or ‘irrelevant' for LGB workers to bring ‘private' lives to work.…”

Section: Silencing and Voice As Modes Of Inclusion And Exclusionmentioning

confidence: 99%

Peripheral Inclusion Through Informal Silencing and Voice — A Study of LGB Officers in the Swedish Police

Rennstam¹,

Sullivan

2017

Gender Work & Organization

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Seen through the growth of progressive diversity policies it may appear that contemporary organizations are sites of equality. But although inclusion is the formally stated aim of many organizations, exclusionary pressures toward LGBT workers still challenge sexual minorities' access to full inclusion. A central concern in this paper is exploring how to understand inclusion in organizational contexts where inclusion is formally advocated, and yet where both inclusionary and exclusionary pressures exist. Drawing on an interview study of Swedish gay and lesbian police officers we present the concept ‘peripheral inclusion' as a way to understand inclusion in contemporary organizational life. In addition, we theorize that the dynamics between silencing and voice is a key mode that impacts the informal ways in which exclusion and inclusion occur. We thereby contribute to previous research on inclusion that has focused on the degree to which minorities are included by conceptualizing the mode in which inclusion occurs in everyday work. Studying modes and degrees of inclusion and exclusion in relation to each other highlights how inclusion is a collective and fragile process in which inclusionary and exclusionary pressures coexist, and that questions of who and what is included in contemporary organizations are shifting and open questions.

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The Sound of Silence. Lesbian, Gay, Bisexual and Transgender Discrimination in ‘Inclusive Organizations’

Cited by 94 publications

References 43 publications

Dinner and a Conversation: Transgender Integration at West Point and Beyond

Dinner and a Conversation: Transgender Integration at West Point and Beyond

Employee voice mechanisms for lesbian, gay, bisexual and transgender expatriation: the role of Employee-Resource Groups (ERGs) and allies

Peripheral Inclusion Through Informal Silencing and Voice — A Study of LGB Officers in the Swedish Police

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