LGBTQ Inequality in Workplace
Promoting the diversity and culture in a workplace is not only important to the organization, it is also important for the employees and clients also. Because if the employees has a peaceful environment to work they will deliver their best to the organization that will make the client also happy and confident about the company.
According to the work presented by McPhail, McNulty, and Hutchings (2014) it is told that the HRM practices at an organization should pay a great attention to most exceptional workplace experiences such as the sexual minority of employees that is under the group of LGBTQ as they are playing a important part on the global talent pool(Day & Greene, 2008). It is said that lesbian, gay, bisexual and transgender (LGBT) employee are facing lot of challenges and circumstances in the international assignments, and it is said that the HRM policies in an organization should need to be better carved to address these complexities as it will increase the diverse workforce (Gedro, Mizzi, Rocco, & van Loo, 2013; McPhail et al., 2014). Due to the discrimination occurred in the workplace the move of LGBT has been given priority in HRM (e.g. Bell, Özbilgin, Beauregard, & Sürgevil, 2011; Wilkinson, Gollan, Kalfa, & Xu, 2014).
Transgender individuals are facing number of significant challenges across the world, as this has been identified as an international discrimination. According to a study on sexual orientation and gender discrimination at workplace shows that the highest number of discriminations in an organization is experienced by the transgender individuals (ILO, 2013). It is found that over 40% of the transgender employees do not expose their gender identity due to the fears of workplace impact that will affect them and quarter if the employees had to change the jobs due to the pressure that is experienced by the coworkers in the workplace due to the discrimination(Whittle, Turner, Al-Alami, Rundall, & Thom, 2007, p. 15).
According to a survey conducted by few researchers in UK has gathered the above results shown in Figure 1. Agreeing to the results it has been clearly visible that transgender employees are experiencing workplace harassment when compared to other gender identities.
Lack of attention to the transgender employees in the workplace LGBT employee work together without the consideration of the sexual orientation minority. Some of the transgender employee wish to undergo gender transition which they experience different social, and psychological challenges (Pepper & Lorah, 2008), which are not encountered when they are under the group of LGBT(Kwon, 2013).
Transgender individuals in workplace often experience of demotion and stigmatization. In order to prevent this discrimination in workplace, these transgender individuals prefer to remain unrevealed that will make them less difficult to support the workplace discrimination (Whittle et al., 2007). Moreover, the transgender individuals may not hide their gender identities during their life activity but they might hide it from the workplace interaction activity to avoid the difficulties that they will face. This differentiated openness of the stigmatized identity is known as the “Disclosure disconnect” (Ragins, 2008). This concept of Disclosure disconnects provides a unique challenge to the employee based on the Diversity management such as psychological stress, role conflict and pressure harmonize the identities over various (Ragins, 2008, p. 210).
References
Bell, M.P., Özbilgin, M.F., Beauregard, T.A. and Sürgevil, O., 2011. Voice, silence, and diversity in 21st century organizations: Strategies for inclusion of gay, lesbian, bisexual, and transgender employees. Human resource management, 50(1), pp.131-146.
Day, N.E. and Greene, P.G., 2008. A case for sexual orientation diversity management in small and large organizations. Human Resource Management: Published in Cooperation with the School of Business Administration, The University of Michigan and in alliance with the Society of Human Resources Management, 47(3), pp.637-654.
Gedro, J., Mizzi, R.C., Rocco, T.S. and van Loo, J., 2013. Going global: Professional mobility and concerns for LGBT workers. Human Resource Development International, 16(3), pp.282-297.
Gibney, E., 2019. Discrimination drives LGBT+ scientists to think about quitting. Nature, 571(7763), pp.16-17.
Kwon, P., 2013. Resilience in lesbian, gay, and bisexual individuals. Personality and Social Psychology Review, 17(4), pp.371-383.
McPhail, R., McNulty, Y. and Hutchings, K., 2016. Lesbian and gay expatriation: Opportunities, barriers and challenges for global mobility. The International Journal of Human Resource Management, 27(3), pp.382-406.
Pepper, S.M. and Lorah, P., 2008. Career issues and workplace considerations for the transsexual community: Bridging a gap of knowledge for career counselors and mental heath care providers. The Career Development Quarterly, 56(4), pp.330-343.
Ragins, B.R., 2008. Disclosure disconnects: Antecedents and consequences of disclosing invisible stigmas across life domains. Academy of Management Review, 33(1), pp.194-215.
Wilkinson, A., Gollan, P., Kalfa, S. and Xu, C., 2014. Special Issue of International Journal of Human Resource Management: Voices unheard?.
Whittle, S., Turner, L., Al-Alami, M., Rundall, E. and Thom, B., 2007. Engendered penalties: Transgender and transsexual people's experiences of inequality and discrimination.
According to the work presented by McPhail, McNulty, and Hutchings (2014) it is told that the HRM practices at an organization should pay a great attention to most exceptional workplace experiences such as the sexual minority of employees that is under the group of LGBTQ as they are playing a important part on the global talent pool(Day & Greene, 2008). It is said that lesbian, gay, bisexual and transgender (LGBT) employee are facing lot of challenges and circumstances in the international assignments, and it is said that the HRM policies in an organization should need to be better carved to address these complexities as it will increase the diverse workforce (Gedro, Mizzi, Rocco, & van Loo, 2013; McPhail et al., 2014). Due to the discrimination occurred in the workplace the move of LGBT has been given priority in HRM (e.g. Bell, Özbilgin, Beauregard, & Sürgevil, 2011; Wilkinson, Gollan, Kalfa, & Xu, 2014).
Transgender individuals are facing number of significant challenges across the world, as this has been identified as an international discrimination. According to a study on sexual orientation and gender discrimination at workplace shows that the highest number of discriminations in an organization is experienced by the transgender individuals (ILO, 2013). It is found that over 40% of the transgender employees do not expose their gender identity due to the fears of workplace impact that will affect them and quarter if the employees had to change the jobs due to the pressure that is experienced by the coworkers in the workplace due to the discrimination(Whittle, Turner, Al-Alami, Rundall, & Thom, 2007, p. 15).
Figure 1 - Gibney, 2019
According to a survey conducted by few researchers in UK has gathered the above results shown in Figure 1. Agreeing to the results it has been clearly visible that transgender employees are experiencing workplace harassment when compared to other gender identities.
Lack of attention to the transgender employees in the workplace LGBT employee work together without the consideration of the sexual orientation minority. Some of the transgender employee wish to undergo gender transition which they experience different social, and psychological challenges (Pepper & Lorah, 2008), which are not encountered when they are under the group of LGBT(Kwon, 2013).
Transgender individuals in workplace often experience of demotion and stigmatization. In order to prevent this discrimination in workplace, these transgender individuals prefer to remain unrevealed that will make them less difficult to support the workplace discrimination (Whittle et al., 2007). Moreover, the transgender individuals may not hide their gender identities during their life activity but they might hide it from the workplace interaction activity to avoid the difficulties that they will face. This differentiated openness of the stigmatized identity is known as the “Disclosure disconnect” (Ragins, 2008). This concept of Disclosure disconnects provides a unique challenge to the employee based on the Diversity management such as psychological stress, role conflict and pressure harmonize the identities over various (Ragins, 2008, p. 210).
References
Bell, M.P., Özbilgin, M.F., Beauregard, T.A. and Sürgevil, O., 2011. Voice, silence, and diversity in 21st century organizations: Strategies for inclusion of gay, lesbian, bisexual, and transgender employees. Human resource management, 50(1), pp.131-146.
Day, N.E. and Greene, P.G., 2008. A case for sexual orientation diversity management in small and large organizations. Human Resource Management: Published in Cooperation with the School of Business Administration, The University of Michigan and in alliance with the Society of Human Resources Management, 47(3), pp.637-654.
Gedro, J., Mizzi, R.C., Rocco, T.S. and van Loo, J., 2013. Going global: Professional mobility and concerns for LGBT workers. Human Resource Development International, 16(3), pp.282-297.
Gibney, E., 2019. Discrimination drives LGBT+ scientists to think about quitting. Nature, 571(7763), pp.16-17.
Kwon, P., 2013. Resilience in lesbian, gay, and bisexual individuals. Personality and Social Psychology Review, 17(4), pp.371-383.
McPhail, R., McNulty, Y. and Hutchings, K., 2016. Lesbian and gay expatriation: Opportunities, barriers and challenges for global mobility. The International Journal of Human Resource Management, 27(3), pp.382-406.
Pepper, S.M. and Lorah, P., 2008. Career issues and workplace considerations for the transsexual community: Bridging a gap of knowledge for career counselors and mental heath care providers. The Career Development Quarterly, 56(4), pp.330-343.
Ragins, B.R., 2008. Disclosure disconnects: Antecedents and consequences of disclosing invisible stigmas across life domains. Academy of Management Review, 33(1), pp.194-215.
Wilkinson, A., Gollan, P., Kalfa, S. and Xu, C., 2014. Special Issue of International Journal of Human Resource Management: Voices unheard?.
Whittle, S., Turner, L., Al-Alami, M., Rundall, E. and Thom, B., 2007. Engendered penalties: Transgender and transsexual people's experiences of inequality and discrimination.
Hi,
ReplyDeleteCreating a place where every employee is welcome to do their best is one of the important challenges organizations have to deal with every day. If the organizations can think of each employee as human beings regardless of their diversity, then the organizations can grow fast as a branded organization (Baker and Lucas, 2017 ). it is important for all the organizations to know that employees who choose to live as LGBT is their personal choice and organizations should not influence or interfere in employees personal lives. What matter for the organization is to have highly engaged employees who meet their goals to survive in the business world.
Employment discrimination and harassment against LGBT people has been documented in a variety of sources and found to negatively impact employees’ health and wellbeing and to reduce job commitment and satisfaction. Many employees also reported engaging in behaviors to avoid discrimination and harassment, including hiding their LGBT identity and changing their physical appearance, and many left their jobs or considered leaving their jobs because of unfair treatment. LGBT employees who experienced discrimination or harassment at work reported that their employer or co-workers did or said something to indicate that the unfair treatment was motivated by religious beliefs. For many, this included being quoted to from the Bible, told to pray that they weren’t LGBT, and told that they would “go to hell” or were “an abomination.”
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