The authors present results of a study surveying lesbian, gay, and bisexual student affairs professionals about work experiences related to their sexual orientation.

On Being Lesbian, Gay, or Bisexual in Student Affairs

Out Is In: Return of the Gay Nineties@@@Contested Closets: The Politics and Ethics of Outing.@@@Gay Cops.@@@Gays and the Military: Joseph Steffan versus the United States.@@@The Corporate Closet: The Professional Lives of Gay Men in America.

This French study aimed to explore the links between different dimensions of perceived workplace discrimination (i.e., perceived heterosexist events, workplace climate toward LGBT employees, organizational policies against discrimination) and disclosure of one's homosexuality at work among 234 lesbian and gay employees. Drawing on the theoretical model of an active and plural socialization, we postulated that prior experiences of coming out across different life domains (i.e., family, work, friends) moderated these links. Findings from the Web-based internet survey revealed that prior negative coming out experiences with friends moderated these links, but in a different way whether individuals were faced with personal discrimination (i.e., heterosexist events) or with a more general discrimination risk (i.e., workplace climate, organizational policies). Theoretical and practical implications of these results are discussed in the field of work and organizational psychology.

Perceived Workplace Discrimination and Disclosure at Work among Lesbian and Gay Employees: The Role of Prior Coming Out Experiences in Different Life Domains

Concealing one's non-heterosexual orientation (NHO) remains a protection strategy against workplace discrimination used by many lesbian, gay, bisexual, and queer (LGBQ+) individuals. This article explores four sets of correlates (identity and individual trajectory, social support, professional position, and structural and cultural work context) relative to three levels of outness (total, partial, and null). Online cross-sectional data of 2,106 LGBQ+ participants from Quebec (Canada) showed that 27% reported total outness, while 64% reported partial outness, and 9%, null outness. Multinomial hierarchical regression analyses revealed that each set of correlates significantly contributed to levels of workplace NHO outness. The two sets of variables making the largest contributions to levels of outness were those pertaining to identity and individual trajectory (14% of the variance) and structural and cultural work context (9%). Compared to partial outness, null outness was associated with an unaccepting work climate, while total outness was more likely in contexts with organizational support (e.g., with the presence of an inclusivity policy). Without trivializing the influence of non-workplace factors on outness levels, the present findings support the need to develop an inclusive and accepting work climate for LGBQ+ individuals.

Disclosing One's Non-Heterosexual Sexual Orientation at Work in 2020: A Survey of Quebec LGBQ Workers.

Aux États-Unis, de 3 % à 12 % des employés font partie de la communauté LGBTQ+. Malgré les nombreuses lois antidiscriminatoires, ils continuent d’être la cible de discrimination dans leur milieu de travail. L’objectif de cette recension systématique est d’examiner l’impact de la discrimination directe et indirecte portant sur les personnes LGBTQ+ en milieu de travail ainsi que sur l’organisation. 61 articles publiés entre le mois de janvier 2000 et le mois de juin 2021 et indexés dans PsycINFO, Web of Science, Business Source Premier et Gender Studies Data Base et Érudit ont été analysés. Les résultats montrent d’abord qu’il n’y a pas de consensus au niveau de la définition de la discrimination et que peu d’études font la distinction entre la discrimination directe et indirecte. Les conséquences de la discrimination directe sur les individus se résument à cinq grandes catégories : 1) cacher son orientation sexuelle ou son identité de genre, 2) subir des conséquences financières, 3) vivre des problèmes de santé mentale ou physique, 4) être exclus et 5) ressentir de l’inconfort. Les quatre effets de la discrimination indirecte sur les individus sont : 1) cacher son orientation sexuelle ou son identité de genre, 2) ressentir des émotions négatives, 3) les problèmes de santé mentale ou physique et 4) le manque de promotion. Enfin, les cinq catégories conséquences de la discrimination directe sur les organisations sont : 1) le manque d’engagement et de satisfaction, 2) le manque de confiance envers l’organisation, 3) la perte de main-d’œuvre, 4) la diminution de la performance et 5) le harcèlement. Le seul effet recensé de la discrimination indirecte sur l’organisation est un climat de travail détérioré. In the United States, between 3% and 12% of employees are part of the LGBTQ+ community. Despite numerous anti-discrimination laws, they continue to be the target of discrimination in their workplaces. The purpose of this systematic review is to examine the impact of direct and indirect discrimination against LGBTQ+ individuals in the workplace and on the organization. Sixty-one articles published between January 2000 and June 2021 and indexed in PsycINFO, Web of Science, Business Source Premier and Gender Studies Data Base and Erudit were analyzed. The results first show that there is no consensus on the definition of discrimination and that few studies distinguish between direct and indirect discrimination. The effects of direct discrimination on individuals can be summarized into five broad categories: 1) hiding one's sexual orientation or gender identity, 2) experiencing financial consequences, 3) experiencing mental or physical health problems, 4) being excluded, and 5) feeling discomfort. The four effects of indirect discrimination on individuals are 1) hiding sexual orientation or gender identity, 2) experiencing negative emotions, 3) mental or physical health problems, and 4) lack of promotion. Finally, the five categories of consequences of direct discrimination on organizations are 1) lack of commitment and satisfaction, 2) lack of trust in the organization, 3) loss of workforce, 4) decreased performance, and 5) harassment. The only identified effect of indirect discrimination on the organization is a deteriorated work climate. 

Impact de la discrimination envers les personnes LGBTQ+ en milieu de travail : recension systématique

Être lesbienne, gay ou bisexuel·le dans une organisation française : le rôle des micro-agressions homonégatives et l’effet médiateur du climat de diversité sexuelle dans le choix de dévoiler ou dissimuler son orientation sexuelle

A. Grelier

Papers

Être lesbienne, gay ou bisexuel·le dans une organisation française : le rôle des micro-agressions homonégatives et l’effet médiateur du climat de diversité sexuelle dans le choix de dévoiler ou dissimuler son orientation sexuelle