LGBT Workplace Issues

Diversity, Equity, and Inclusion (DEI) frameworks are essential for fostering equitable opportunities and dismantling systemic barriers within societal institutions. These initiatives enhance workplace productivity, improve decision-making, and drive innovation (Page, 2007; Hunt, Layton, & Prince, 2015). However, recent policy shifts, particularly Executive Order 13950, have sought to dismantle DEI efforts, framing them as divisive rather than as tools for equity and progress (Office of the Federal Register, 2020). This paper critically examines the impact of anti-DEI policies on workforce equity, educational access, and economic growth through a policy analysis and review of empirical research. Findings indicate that restricting DEI programs exacerbates systemic inequities, stifles innovation, and weakens institutional effectiveness (Dobbin & Kalev, 2016; Thomas & Ely, 1996). Additionally, this study highlights the broader societal and economic costs of dismantling DEI initiatives, demonstrating that inclusive policies lead to higher productivity, improved institutional resilience, and enhanced social cohesion. The paper concludes with policy recommendations for sustaining DEI efforts in the face of legislative challenges and underscores the necessity of institutional commitments to diversity for long-term societal advancement.

[ESP] Este trabajo se propone desarrollar la experiencia de investigación a partir de entrevistas realizadas en el marco del Relevamiento nacional de condiciones de vida de la diversidad sexual y genérica. Se trata del primer estudio nacional realizado a los fines de conocer las condiciones de vida de la población LGBTIQ+ y generar información estadística de calidad sobre ésta. El proyecto tuvo cuatro líneas de acción: encuesta, entrevistas, mapeo de organizaciones y relevamiento bibliográfico. Palabras clave: relevamiento, población LGBTIQ+, experiencia de investigación, entrevistas // [EN] The purpose of this paper is to develop the research experience based on interviews carried out within the framework of the National Survey on the Living Conditions of Sexual and Gender Diversity. This is the first national study carried out in order to know the living conditions of the LGBTIQ+ population and generate quality statistical information about it. The project had four lines of action: survey, interviews, mapping of organizations and bibliographic survey. Keywords: survey, LGBTIQ+ population, research experience, interviews.

[ESP] El artículo describe los perfiles ocupacionales de treinta varones gays de entre 23 y 38 años que viven en el Área Metropolitana de Buenos Aires. Para ello, me baso en los datos proporcionados a partir de un abordaje biográfico-cualitativo. Al examinar sus ocupaciones ilumino un aspecto soslayado en los estudios sobre diversidad sexual que obvian que, además de tener sexo, los gays también trabajan. Al mismo tiempo, abono al campo de discusiones sobre diversidad sexual y de género en el cruce con lo laboral, que suele concentrarse solo en la discriminación. Propongo un esquema de perfiles ocupacionales que, como fotos en movimiento, permiten ver sus actuales inserciones ocupacionales, sus historias laborales y sus expectativas futuras. Estas fotos en movimiento dejan observar dónde se encuentran, de dónde vienen y hacia dónde quieren ir. Sintetizando estos tres aspectos, diseñé ad hoc cinco perfiles: desocupados que buscan trabajos convenientes; temporarios que por el momento están ahí; estabilizados relativamente quietos; estabilizados que están encendiendo sus motores y salidos de encuadre que están recalculando sus trayectorias. Concluyo con el potencial que poseen los estudios sobre diversidad sexual y de género para aportar descripciones sobre las condiciones materiales de existencia de estos grupos. Palabras clave: hombres gay | perfil ocupacional | diversidad sexual | trayectoria laboral [EN] This paper describes the occupational profiles of thirty gay men, from 23 to 38 years old, who live in the Metropolitan Area ofBuenos Aires. The reconstruction of those profiles is based on data derived from a biographical-qualitative approach. Analyzing their occupations makes me focus on a disregarded aspect in the studies of sexual diversity concentrated on their erotic experiences, bypassing that gay men also work. This paper also seeks to contribute to the field of studies on gender and sexual diversity in the realm of work, which mainly focuses on discrimination.I propose a framework of occupational profiles that, as moving paintings, allows us to observe their current jobs, their past trajectories, and their expectations about the future. These moving paintings enable us to examine where they are, from where they come, and where they want to go. Summarizing these aspects, I develop five ad hoc profiles: unemployed who look for a proper job; temporaries who, for the moment, are there; stabilized relatively stopped; stabilized on the march; and the out-of-frame ones who are readjusting their paths. I conclude with the potential that gender and sexual diversity studies to develop descriptions of the living conditions of those groups. Keywords: gay men | occupational profile | sexual diversity | career path

The present study contributes to the literature on the economics of discrimination by considering some consequences of sexual orientation discrimination. Specifically, we analyse LGB people's decision to "come out" within an identity utility theoretical framework, and estimate the model on a representative sample of the EU population. We aim to investigate the factors that systematically affect a person's inclusion in competing definitions of LGB people and the potential role of sample selection biases, such as the one leading to the commonplace mistaken assumption of the affluence of gay men. Interval regression estimates of the risk attitude coefficient within the choice to come out suggest that heterogeneity in the objective dimensions of socio-economic welfare may explain a sample selection between "out" and "closeted" LGB people, which lies behind the "myth of gay affluence".

NICOLE HANNAH So our presentation is about biand pansexual queer erasure in heteronormative presenting relationships. Um...it is kinda funny how we came to this topic because the three of us um, all identify as queer, but none of us recognized that in each other because we are all in heteropresenting relationships. So it's just a very clear example of how this happens, why it's real, um...and what we can kind of do about it, or moving forward how we can research it, and stuff like that.

Beyond Prejudice explores the multiple challenges facing the LGBT community in modern society, including violence, discrimination, and prejudice. It discusses the struggles LGBT individuals encounter and offers insights into how to foster inclusive environments through personal stories, societal analysis, and policy discussion. It focuses on embracing diversity as an essential part of societal progress, advocating tolerance, respect, and equity from the workplace to the community.

A COVID-19 impulsionou a flexibilização do trabalho, já em crescimento nas últimas décadas devido ao avanço tecnológico. No entanto, entre os trabalhadores que precisaram se adaptar a essa nova forma de trabalho existem pessoas com deficiência visual (PcDV), as quais apesar de amparadas pelas leis e normas, já não estavam incluídas no ambiente trabalho devido a barreiras diversas. Com base neste cenário, este artigo busca destacar o papel do design e da ergonomia no futuro do mercado de trabalho, a partir de uma revisão bibliográfica narrativa e também da fala de alguns entrevistados que viveram esse momento.

This study aims to investigate the employment situation of trans people in the context of the Southern European welfare regime in Turkey. We observe that the welfare state has emerged as a product of the Industrial Revolution towards the end of eighteenth century. The Industrial Revolution led to a diversification of products in manufacturing along with technological change and reforms in this era brought many variations in social, economic, political, and cultural fields. Within this context, the Southern European welfare regime plays a critical role in establishing a patriarchal system, a gender-based division of labor, and sexual orientation and gender identity categories that are rejected in culture and the system. By looking at the previous studies that collected limited data, we aim to present the yearly changes in the employment rate and the situation of trans people in Turkey. Due to the hostile work environment, inadequate policies and actions, and the discrimination against trans people, the employment rate of both trans women and trans men working in the public sector is very low. Not surprisingly, the situation is not different for the trans individuals working in the private sector.

1. Problématique Se projeter au travail reste un processus complexe pour des jeunes en transition formation-emploi les amenant à se questionner sur leurs attentes et le sens accordé au travail (Masdonati & Zittoun, 2012). Dans une perspective critique et intégrative, cette recherche vise à identifier les incidences des parcours de vie de jeunes et du sens du travail sur leurs projets d'insertion et les processus d’orientation. S’appuyant sur des travaux de Steger et al. (2005 et 2006) et Gomez-Gonzales et al. (2013), Bernaud, Lhotellier et al. (2015) caractérisent le sens comme produit (réflexion existentielle) avec deux modalités (niveau et recherche de sens) et comme processus réflexif avec trois composantes (signification, direction et sensation).

Using the combined 1 and 5 percent Public Use Microdata Sample (PUMS) of the 2000 Census, we examine the significance of interactions between race, class, gender, and sexual orientation on wage stratification. We find that these four axes of wage inequality not only have additive effects, but also interact each other in affecting in wage stratification. The results show that gay men are less likely than heterosexual men to earn as much as heterosexual White men at every earnings level. Also, gay racial minority men are further disadvantaged by their racial minority status as they have much lower odds than gay White men. In contrast, lesbians are more likely to earn as much as heterosexual White men than their heterosexual female counter parts. However, both gay men and lesbians get smaller returns to education than heterosexuals. These findings indicate that sexuality is one of the elements constructing a hierarchical social order with White heterosexual men at

This article contributes to the growing field of research on military LGBT policy development by exploring the case of Sweden, a non-NATO-member nation regarded as one of the most progressive in terms of the inclusion of LGBT personnel. Drawing on extensive archival work, the article shows that the story of LGBT policy development in the Swedish Armed Forces from 1944 to 2014 is one of long periods of status quo and relative silence, interrupted by leaps of rapid change, occasionally followed by the reappearance of discriminatory policy. The analysis brings out two periods of significant change, 1971-1979 and 2000-2009, here described as turns in LGBT policy. During the first turn, the military medical regulation protocol's recommendation to exempt gay men from military service was the key issue. During these years, homosexuality was classified as mental illness, but in the military context it was largely framed in terms of security threats, both on a national level (due to the risk of blackmail) and for the individual homosexual (due to the homophobic military environment). In the second turn, the focus was increasingly shifted from the LGBT individual to the structures, targeting the military organization itself. Furthermore, the analysis shows that there was no ban against LGBT people serving in the Swedish Armed Forces, but that ways of understanding and regulating sexual orientation and gender identity have nonetheless shaped the military organization in fundamental ways, and continue to do so.

This dissertation engages with the question of how much access to free time citizens should enjoy in a just society. A sophisticated liberal egalitarian approach holds that social justice requires protecting at least the freedom to work no more than 8 hours per day. It is unclear whether this approach supports more radical expansions of access to free time, such as the institution of a 4-day work week, a 6-hours work day, or a right to periodic sabbatical leave. Those who support these more radical demands often appeal to controversial perfectionist ideas about the importance of free time for human flourishing to justify their position. This dissertation rejects these perfectionist justifications and explains why those committed to political liberalism can get on board with more radical demands, such as the 4-day work week. Chapter 1 explains why existing approaches to social justice don’t offer satisfactory answers to the question of how much access to free time citizens should enj...

socialist transformation of society." 1 Driven by international, coalitional, intersectional, and revolutionary politics, the PSL organizes the working people of the world to take back their power. As we will see, the party has a crucial role to play in shaping my narrators and my own political consciousness. Narrator biographies. Lastly, I have included here brief biographies for my narrators. Their only purpose is to provide some facts about my narrators that are relevant to this project. Neena is my mother's name, here I refer to her as "Maa." She is an Indian immigrant, and 50 years old. She has worked as a teacher most of her life, and moved to the United States with my family eight years ago from Mumbai, India. When we came to this country, she did not work for a few years, but began working in schools in Chicago three years ago. She now has two jobs as a teacher and an after school teacher in Chicago Public Schools. Aviva is a 23 year old trans woman, secular Jew, and revolutionary socialist. She grew up in the suburbs of Los Angeles, and now lives in Chicago with her partner. She is a student, long-time care worker for people with disabilities, and an organizer with the Chicago branch of the PSL and the ANSWER Coalition. Beth is in her 70s, and is a lifelong organizer with the PSL and the ANSWER Coalition. She is revered in the PSL for her years of activism and wisdom. Beth was married to her late partner, Bill, who was also a beloved revolutionary fighter with the PSL for almost 55 years. Beth nursed Bill in the last ten years of his life as his health debilitated. She worked all her life, mostly as an accountant, and is now living in Chicago. Sammy is in her 20s, and is also an organizer with the PSL and the ANSWER Coalition. She is a student at Northern Illinois University, and lives with her partner, Brian, in Chicago.

Lesbian, gay, and bisexual (LGB) employees’ sexual identitymay be considered a concealable stigmatised identity. Disclosing it to others at work could potentially lead to discrimination and rejection, hence threatening their inclusion. Therefore, they may hide their sexual identity instead, which may then come at the cost of, e.g., guilt for not living authentically. However, disclosure is a continuum—rather than a dichotomy—meaning that LGB workers may decide to disclose selectively, i.e., telling some, but not all co‐workers. Most literature on disclosure focuses on the interplay between intrapersonal (e.g., psychological) and contextual (e.g., organisational) characteristics, thereby somewhat overlooking the role of interpersonal (e.g., relational) characteristics. In this article, we present findings from semi‐structured, in‐depth interviews with nine Dutch lesbian and gay employees, conducted in early 2020, to gain a better understanding of interpersonal antecedents to disclosu...

LGBT+ workers are invisible in Turkish work life. This paper aims to investigate LGBT+ workers as internal customers and how their performance in the workplace is affected by minority stress. Since LGBT+ individuals face covert discrimination in the workplace, this might cause minority stress. According to this argument, this study will investigate whether minority stress causes performance loss in the workplace and whether this affects LGBT+ people's performance as internal customers. Grounded theory approach has been used in this research. To conduct the qualitative study, 36 phone interviews were conducted. Participants were recruited with the snowball sampling method. The interview form was prepared according to the Human Rights Campaign's Corporate Equality Index questionnaire and included a video that shows a job interview. Based on the results, minority stress causes performance loss in the workplace. The findings highlight that LGBT+ individuals generally prefer not to be out at their workplaces because of internalized homophobia, perceived stigma, and prejudiced events concerning their sexual identity and gender expression. Furthermore, nondiscrimination is not legally enshrined in Turkey. LGBT+ individuals face covert discrimination in the workplace, which affects their performance as internal customers. Only a few Non-Governmental Organizations have reported on LGBT+ individuals' working situation. This research paper comprehensively examines their work lives and attitudes towards companies.

Some students perceive lesbian, gay, bisexual, and transgender (LGBT) positively, even though LGBT is a sexual deviation that is not appropriate with values and norms. There are several factors that influence an individual's perception of LGBT, including sexual identity. This study aims at looking at the contribution of sexual identity to student perceptions about LGBT. This research used a quantitative approach with a descriptive method and a simple linear regression analysis. The sample of this research was 385 taken from 15.752 undergraduate students of Universitas Negeri Padang which the sample was drawn by using the Slovin formula and continued with a Proportional Random Sampling technique. The instrument used was the Guttman model's sexual identity scale and the scale of students' perceptions of the LGBT Likert model. After analyzing the data with the descriptive technique and the simple linear regression analysis, the results showed that sexual identity significantly contributed to the students' perceptions of LGBT. This research has implications as a basis for counselors to help students avoid sexual identity mismatches and prevent the emergence of positive perceptions of LGBT.

Dialogue about lesbian, gay, bisexual, and transgender (LGBT) people remains undervalued in Human Resource Development (HRD). Most of HRD's LGBTrelated research has focused on sexual orientation, giving little attention to what differentiates transgender people-gender identity and/or expression that differs from assigned sex at birth. Transgender issues are particularly important to HRD practice, as practitioners increasingly aim to create diverse and inclusive organizations, but there is a lack of understanding about what it means or is like to be transgender. The purpose of this article was to situate transgender experiences as relevant and important issues for HRD, providing critical actions HRD scholars and practitioners might take to shape a more inclusive reality for transgender people in the workplace.

This article will delve into the current organizational literature regarding lesbian, gay, bisexual, and transgender (LGBT) workplace issues such as discrimination, pay differences, and workplace bullying and acceptance. This timely topic has not received recognition from scholarly publications and merits further research and studies of the barriers the LGBT community faces daily. The obstacles that have impeded further investigation, as well as the severe implications based on the neglect of this topic, can cause false correlations in biased studies. The available literature of current LGBT workplace issues is well over 30 years old. Further studies are needed about the challenges facing this community in the modern workplace. The lack of awareness does not mean that there is not a need for further studies. For example, the Canadian Journal of Administrative Sciences has published very little on LGBT sports (Washington & McKay, 2011). Additionally, the well-known professional female soccer player Megan Rapinoe has faced numerous challenges as an LGBT player in her fight for sports equality in terms of racism, gender, and sexuality. This journal has not yet published current research that explores LGBT issues such as pay differences, equality within the workplace, and employment discrimination. Typically, most organizational literature paints a broader picture of gender inequality that has received more than its fair share of attention in the research. The evidence of this disparity of necessary research is shown by the lack of coverage of masculinity (Mills & Mills, 2006), gender diversity management, and workplace

This article examines the ways in which representational and
identity transformations work during the socialization in the
workplace of young LGBT hires, linked to discrimination perceived
in their workplace environment as well as their impact on
professional goals. Working within the theoretical framework of
active socialization, the study is based on the IMIS method and
proposes a detailed analysis of two cases recently entering the
transportation workplace. The results show that, depending on
how severe the perceived discrimination is in the workplace,
previous experiences of homophobia encountered in other
environments and already built self-image are reactivated in
different ways, leading to a more or less important reconstruction
of professional and identity representations, as well as the future
goals of the individual. These elements are discussed from the
point of view of interactions between environments and possible
interventions by valuing diversity and accompanying the integra-
tion of young hires into organizations.

Este artigo sistematiza duas pesquisas cujo objeto de análise são aspectos distintos da vulnerabilidade de indivíduos LGBT. Em comum, além da temática LGBT mobilizada, está a metodologia utilizada para se alcançar resultados nas pesquisas: a análise de estudos de caso e a utilização de análise bibliométrica e revisão integrativa na captação do referencial teórico. A questão de método abordada no artigo é a versatilidade que a análise bibliométrica pode ter se associado a métodos qualitativos. Ademais, sendo um dos trabalhos um estudo corporativo e outro um estudo urbano, abordaremos como métodos quantitativos podem ser adaptados para pesquisas na área de arquitetura e urbanismo com caráter transdisciplinar e quais diferenças acabam assumindo. A aplicação de análise bibliométrica e revisão integrativa possibilitou a ambos os estudos observarem as tendências, lacunas e necessidades no tratamento dos temas em tela e aprofundarem o conhecimento sobre os temas através de estudos de casos. Os resultados das pesquisas demonstram que, em estudos transdisciplinares, métodos quantitativos possuem um maior potencial quando associados a métodos qualitativos a fim de produzir conteúdo mais original e que acrescente argumentos à bibliografia existente.

This literature review aims to identify transgender and gender nonconforming (TG/NC) individuals and their career and workplace challenges using Social Cognitive Career Theory (SCCT) and Social Learning Theory (SLT). An exploration of the current research defining how TG/NC individuals navigate identity, self-efficacy, outcome expectations and career aspirations is presented with implications for career counselors and future research. Limited empirical research presents challenges with fully understanding how self-efficacy and outcome expectations impact TG/NC individuals. Counseling and preparing TC/NC individuals for future career goals holds several challenges, such as gender identity formation, transitioning to the preferred gender (depending on what this means to the TG/NC individual), navigating limited (or the perception of being limited) career aspirations and the challenges of coming out to coworkers and supervisors. This review serves to summarize the challenges and provide suggestions for career counselors working with the TG/NC population.

Work in general is under-theorised as a site of oppression in queer and intersectional studies, despite the power imbalances it manifests and its far-reaching effects on everyday lives. Anti-work theory is a useful conceptual tool for examining work critically. The purpose of this study is therefore to form a bridge between queer and anti-work politics and theory. Using a broad conception of work drawing on the Marxist and feminist concepts of social reproduction and emotional labour, this study explores anti-work politics situated in relation to the author (who is queer), in contrast to previous accounts which focus on a heteronormative division of labour. The text lays down a theoretical background bringing together elements of queer, anti-work and intersectional theory in relation. With the lack of previous work on the topic, the study instead incorporates previous empirical research on queer work and delves into their problems, before returning to theoretical texts the relation between queer and capitalism, and the politics of anti-work. This study is centred around the accounts of nine queers in Berlin, Germany. It uses the ethnographic methods of semi-structured interviews and thematic analysis to gain intersectional insights into the links people make between queerness and the drive to work, resisting work, and the future.

This chapter draws from a qualitative study, comprising of interviews with 14 gay professionals in India, to theorize passing as an ongoing communicative practice capable of actively resisting and speaking back to dominant structures of heteronormativity and hypermasculinity at the workplace. Using the constant comparative approach, we trace the contextual particularities that instigate passing, the strategies used to pass, and the unfolding socialization practices with coworkers as a result. Five communicative strategies of passing are noted— distanciation, concealment, reframing via non-stigmatic attributes, appropriating lesser stigmas, and partitioning. Moreover, a number of tactics were used to speak back to heteronormativity and homophobia from within the (partial) closet, such as speaking forcefully, promoting discussion, protesting bigotry of all kinds, pushing for institutional change, and silence. We close by discussing directions for future research, especially tracing the potential of passing for building resilience among LGBT workers.

A systematic review was carried out on literature within the business, management, and broader social sciences disciplines, from 1985 to the present day, on the careers and workplace experiences of lesbian, gay, bisexual, and transgender (LGBT) workers. Major themes identified included identity, sexual orientation discrimination, career/identity overlap, and social issues. Discussion and conclusions build on these themes.
In addition, the characteristics of the literature surrounding this topic were also examined. Findings include the growth of academic interest in LGBT issues in recent years and, despite this, the relative dearth in management studies regarding this population. The topic still remains under-researched; areas that require further study and exposition are highlighted.  Recommendations are made for HRD practitioners and for future research. This article is of relevance to LGBT individuals, managers, HRD practitioners, academics in the field, and for wider policy influencers interested in the promotion of workplace diversity.

The purpose of this study was to examine the influence of job applicant sexual orientation on subsequent evaluations and hiring recommendations. Data were gathered from 106 students (48 men, 57 women) who participated in a 2 (applicant sexual orientation: heterosexual, sexual minority) × 2 (rater gender: female, male) × 2 (applicant gender: female, male) experiment related to the hiring of a personal trainer for a fitness organization. Analysis of variance indicated that sexual minority job applicants received poorer evaluations than did heterosexuals. These effects were moderated by the rater gender, as men provided harsher ratings of sexual minorities than did women. Finally, applicant ratings were reliably related to hiring recommendations. Results are discussed in terms of contributions to the literature, limitations, and future directions.

Most studies on diversity and discrimination in the workplace have focused on 'visible' minorities such as gender or race, often neglecting the experiences of invisible minorities such as lesbian, gay, bisexual and transgender (LGBT) workers. In this paper we explore the practices of inclusion/exclusion of LGBTs in the workplace in Italian social cooperatives, which are specifically founded to create employment for people who are disadvantaged in the labour market. The study examines how organizations, which have an ethos focused on inclusion and mainly employ workers from specific social minority groups, manage the inclusion of LGBT workers. We also explore the experience of LGBT workers within these organizations. The paper reports that the culture of silence existing in the five organizations studied prevents LGBT employees from constructing a work identity which encompasses their sexual identity and prevents the organizations from achieving their aim of being fully inclusive workplaces.

Abstract The problem and the solution. The purpose of this article is to (a) present insights from economics on earnings of sexual minorities and (b) discuss the implications for human resource development in terms of career development. In economic research, the focus has been on finding earnings differentials between sexual minorities and heterosexuals. One issue with this approach is whether the standard analytical techniques available in economics, can be applied to the earnings of sexual minorities.