Workplace Experiences of LGBTQIA + Individuals in Portugal

Beatriz, Colleen; Pereira, Henrique

doi:10.1007/s10672-022-09417-2

Cited by 6 publications

(4 citation statements)

References 40 publications

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“…Though a landmark U.S. Supreme Court landmark ruling was designed to protect employees from discrimination on the basis of sexual orientation and gender identity (Bostock v. Clayton County, 2020), many sexual minority employees continue to experience workplace discrimination (Sears et al, 2021). The various forms that such discrimination can take (e.g., verbal or physical harassment, social exclusion; Beatriz & Pereira, 2023; Davis et al, 2015), and the fear of retaliation if it is challenged or reported (Sears & Mallory, 2011), can make sexual identity disclosure a fraught process.…”

Section: A Social Cognitive Perspective On Sexual Identity Management...mentioning

confidence: 99%

Identity management processes, contextual supports and barriers, and substance use among sexual minority workers: A social cognitive lens.

Tatum,

Lent

2024

Journal of Counseling Psychology

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Sexual minority people report substance use at higher rates than their heterosexual peers. Workplace sexual identity management, defined as the process by which sexual minority persons disclose or conceal their identities at work, may exacerbate substance use under stressful conditions, such as when faced with incivility. However, there is a paucity of research on the relation of the work environment to sexual minority workers' substance use. The present study used the social cognitive career self-management model as a conceptual framework to examine two aspects of the work environment (positive climate and harassment) in relation to the sexual identity management process and substance use of sexual minority workers. Because plurisexual employees (e.g., bisexual or pansexual) often face additional workplace stressors relative to their monosexual sexual minority peers, we also examined the links between plurisexual identity and each component of the self-management model. Participants were 418 full-time sexual minority workers residing in the United States. Results were largely consistent with the self-management model derived in terms of the prediction of sexual identity disclosure in the workplace. Workplace harassment moderated the relationship between identity disclosure and substance use, such that disclosure was linked more strongly to substance use in the context of more frequent harassment experiences. Plurisexuality was negatively related to disclosure self-efficacy, outcome expectations, and level of outness at work. Plurisexual workers also perceived their work climates as less identity-affirming. We consider implications for research and practice, including organizational interventions to minimize sexual minority workers' experience of workplace harassment. Public Significance StatementThis study examined theory-based predictors of sexual minority workers' substance use. As workplace harassment increases, the relationship between disclosing a sexual minority identity (being "out" at work) and substance use strengthens.

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Section: A Social Cognitive Perspective On Sexual Identity Management...mentioning

confidence: 99%

Identity management processes, contextual supports and barriers, and substance use among sexual minority workers: A social cognitive lens.

Tatum,

Lent

2024

Journal of Counseling Psychology

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“…In Portugal, although legal advances have been made in terms of sexual and gender equality since the 1990s, prejudice and stigma against sexual minority individuals are still a deep and transversal reality (European Union for Fundamental Rights, 2021; Moleiro et al, 2016). Studies in different contexts confirm both the presence of stigma episodes and the lack of inclusive polices: schools (Gato et al, 2020), workplaces (Beatriz & Pereira, 2022), and health (Pieri & Brilhante, 2022). Additionally, in the last election, an extreme right-wing political party assumed as third political force and one study that assessed the sexual stigma among Portuguese political sample found overall moderate levels of sexual stigma, namely, in people from right-wing (Ferros & Pereira, 2021).…”

Section: Introductionmentioning

confidence: 96%

Stigma Consciousness Questionnaire (SCQ-PT): Validation in a Portuguese Sample of Sexual Minorities

Seabra,

Gato,

Petrocchi

et al. 2023

Sex Res Soc Policy

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Introduction Stigma assessment is particularly important due to the strong relationship between stigma and mental health, including sexual minorities. There is no measure of stigma consciousness for the Portuguese sexual minority population. Methods The present study aimed to explore the factor structure and psychometric properties of the Stigma Consciousness Questionnaire-European Portuguese version (SCQ-PT) for sexual minorities. A total sample of 514 nonheterosexual individuals, recruited between January and March 2020, are randomly divided for EFAs (n = 257) and CFA, convergent and discriminant validities, and reliability (n = 257). Additionally, multigroup analyses were done. Results A second-order two-factor model (stigma consciousness devised into stigma experiences and stigma beliefs) presented the best adjustment and an acceptable reliability. This model also proved its invariance across gender and sexual orientation. Furthermore, the SCQ-PT revealed small to moderate correlations with other types of stigma, satisfaction with life and mental health indicators, and discriminated levels of depression and anxiety symptoms. Conclusions The results of this study suggest that SCQ-PT is a valid measure that might be useful in research and clinical contexts. Policy ImplicationsThe coverage of SCQ-PT allows its use in several contexts, measuring different aspects of stigma consciousness. Measuring this phenomenon accurately can improve the knowledge of sexual minorities' experiences and contribute to the development of political and clinical tools for relieving the impact of stigma on mental health.

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“…According to the literature, LGBTQIA+ employees report negative experiences in different career stages and several organizational practices, such as recruitment and selection, access to training, promotion opportunities, and work-life balance. They also face impaired treatment from the supervisors and coworkers, workplace bullying, sexual harassment, and tend to show higher levels of psychological distress and poor mental health (Beatriz & Pereira, 2022;Moya & Moya-Garófano, 2020). This context of constant oppressing behaviors in the workplace creates a dilemma to LGBTQIA+ workers regarding the self-disclosure of their sexual identity at work.…”

Section: Introductionmentioning

confidence: 99%

“…In Portugal, legislation has evolved in order to promote equality in the workplace regardless of the employee sexual orientation and identity. However, the few studies that analyze the workplace experiences of this minority group show a high presence of homophobic and transphobic behaviors and attitudes towards LGBTQIA+ employees (Beatriz & Pereira, 2022).…”

Section: Introductionmentioning

confidence: 99%

Sexual identity in the workplace: Reasons for (not) coming out

Gonçalves¹,

Leite²,

Fernandes³

2023

icgr

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Extant research on non-normative sexual identity and non-heterosexual people exposes the various forms of discrimination and oppressive practices and behaviors from peers, supervisors and subordinates, clients and organizations in general. This situation creates a dilemma to those workers regarding the self-disclosure of their sexual identity. Most studies shows that the majority usually prefer not to reveal their sexual orientation and or sexual identity in their organizational settings. In the Portuguese context, investigation in this area of research is still scarce. The present paper aims to contribute to this debate by extending knowledge on the reasons underlying the decision to share with others the sexual orientation and/or gender identity at work. To examine the reasons non-heterosexual workers and with non-normative sexual identity offer for disclosing or not to those with whom they interact at work, semi-structured interviews were conducted with 21 participants with different socio-professional profiles and geographical locations. Women and man were recruited from the personal network of one of the researchers using a convenience and snowball sampling approach. The study findings provide insight into the main reasons why the interviewees choose to disclose or not to disclose. Participants reported as main reasons for disclosure: friendship relationships in the workplace and an inclusive working environment. On the other hand, the decision for non-disclosure results from the anticipated sexual discrimination, the perception of a hostile environment and the lack of friendship relationships. The main results are in line with other studies conducted in international contexts. The study highlights the heteronormativity of Portuguese work settings and the persistence of sexual discrimination of workers with non-normative sexual identity despite the development of Portuguese legislation regarding sexual equality.

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Workplace Experiences of LGBTQIA + Individuals in Portugal

Cited by 6 publications

References 40 publications

Identity management processes, contextual supports and barriers, and substance use among sexual minority workers: A social cognitive lens.

Identity management processes, contextual supports and barriers, and substance use among sexual minority workers: A social cognitive lens.

Stigma Consciousness Questionnaire (SCQ-PT): Validation in a Portuguese Sample of Sexual Minorities

Sexual identity in the workplace: Reasons for (not) coming out

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