In modernity, identities inevitably become global. Indeed, few things remain local in the aftermath of the rise of capitalism. Just as goods and people come to circulate in new ways, so too identities emerge and come into specific relations of circulation and expansion. In this globalized framework of encounter and exchange, sexual identities are similar to other kinds of identities in that they are imbued with power relations. These power relations are connected to inequalities that result from earlier forms of globalization, but they have also generated new asymmetries. Our task is to examine both the specificities and the continuities within the globalization of sexual identities at the present juncture. For the most part, throughout the twentieth century, what we might call politically “progressive” studies of sexuality emerged as a result of identity politics and social movements. Increasingly, with the rise of ethnic and postcolonial studies and the growing emphasis on diaspora in American studies, the scholarship on sexuality is globalized.1 Yet thinking simply about global identities does not begin to get at the complex terrain of sexual politics that is at once national, regional, local, even “cross-cultural” and hybrid. In many works on globalization, the “global” is seen either as a homogenizing influence or as a neocolonial movement of ideas and capital from West to non-West.2 Debates on the nature of global identities have suggested the inadequacy of understanding globalization simply through political economy or through theories of “Western” cultural imperialism and have pushed us to probe further the relationship between globalization and culture.3 Yet how do we understand these emerging identities, given the divergent theories regarding the relationship between globalization and cultural forma-

Global Identities: Theorizing Transnational Studies of Sexuality

This research explores the extent to which differences in perceived diagnosticity as compared with differences in the accessibility of associations embedded in persuasion appeals better account for the attitudinal differences found in the culture and persuasion literature. Experiment 1 replicates basic findings showing that high culture-distinct associations lead to more favorable attitudes for individuals in the target culture relative to a nontarget culture, while low culture-distinct associations lead to more attitudinal similarities across cultural boundaries. Experiments 2 and 3 explore two potential explanations for these effects. Convergent evidence, provided through within-culture and across-culture mediation analysis, is more supportive of the differential accessibility explanation. That is, high culture-distinct associations may be valued in the nontarget culture but are relatively inaccessible in memory at an individual level. The results of these experiments help to reconcile conflicting findings in the consumer psychology literature, shed insight on why cultural differences might occur, and add to the growing body of research that identifies conditions under which cultural similarities in persuasion processes and effects may be found.

Accessibility or Diagnosticity? Disentangling the Influence of Culture on Persuasion Processes and Attitudes

Employee voice has been largely examined as a universal concept in unionized and non-unionized settings, with insufficient attention to diversity of workers (Rank, 2009). As invisible minorities, gay, lesbian, bisexual, and transgender (GLBT) employees provide a valuable focal point from which to examine employee voice mechanisms. Positing that GLBT employees are often silenced by what is perceived as “normal” in work organizations, this paper identifies some of the negative consequences of this silencing and proposes ways in which the voices of GLBT employees and other invisible minorities can be heard. With its relevance to policies and practices in other organizations, the “Don't ask; don't tell” policy of the U.S. military is used as a lens through which to analyze voice, silence, and GLBT employees in other organizations. Heterosexist environments can foster organizational climates of silence, where the feeling that speaking up is futile or dangerous is widespread among employees. Specific recommendations are provided for HR managers to facilitate the expression of voice for GLBT employees in today's increasingly diverse organizations.

Voice, silence, and diversity in 21st century organizations: strategies for inclusion of gay, lesbian, bisexual, and transgender employees

Gender effects on job insecurity and other work attitudes (organizational commitment, tendency to quit, resistance to change, perceived performance, and perceived organizational support) were investigated, with Israeli schoolteachers as a case in point. On a multidimensional measure of job insecurity, males and females significantly differed in their level and profile of job insecurity: Males were more insecure and emphasized financial concerns, whereas females expressed concerns about intrinsic facets of their jobs as well as financial concerns. Gender effects on work attitudes exceeded the effects of job insecurity and other demographic characteristics for most of the work attitudes studied. Moreover, job insecurity affected work attitudes differently for men and women: For females, all job attitudes were adversely affected by job insecurity; for males, only organizational commitment, intention to leave, and resistance to change were affected. Gender theories are applied to explain the differences found...

A gender-based framework of the experience of job insecurity and its effects on work attitudes.

Employee voice has been largely examined as a universal concept in unionized and non-unionized settings, with insuffi cient attention to diversity of workers (Rank, 2009). As invisible minorities, gay, lesbian, bisexual, and transgender (GLBT) employees provide a valuable focal point from which to examine employee voice mechanisms. Positing that GLBT employees are often silenced by what is perceived as “normal” in work organizations, this paper identifi es some of the negative consequences of this silencing and proposes ways in which the voices of GLBT employees and other invisible minorities can be heard. With its relevance to policies and practices in other organizations, the “Don’t ask; don’t tell” policy of the U.S. military is used as a lens through which to analyze voice, silence, and GLBT employees in other organizations. Heterosexist environments can foster organizational climates of silence, where the feeling that speaking up is futile or dangerous is widespread among employees. Specifi c recommendations are provided for HR managers to facilitate the expression of voice for GLBT employees in today’s increasingly diverse organizations.

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Voice, silence, and diversity in 21st century organizations: Strategies for inclusion of gay, lesbian, bisexual, and transgender employees

Acknowledgments 1. What Can be Done? Sexual Diversity and Labor Unions in Perspective Gerald Hunt 2. No Longer Outsiders: Labor's Response to Sexual Diversity in Canada Gerald Hunt 3. Fighting It Out in Canadian Courts Cynthia Petersen 4. A Short History of Gay and Lesbian Labor Activism in the United States Christian Arthur Bain 5. Lesbian and Gay Caucuses in the United States Labor Movement Miriam Frank 6. Domestic Partner Health Benefits: The Corporate Model vs. the Union Model Desma Holcomb 7. The Limits to Union: Labor, Gays and Lesbians, and Marriage in Hawaii Jonathan Goldberg-Hiller 8. Silence at Work: Trade Unions, Gender, and Sexual Diversity in the South Pacific Jacqueline Leckie 9. Sexual Identity and the Australian Labor Movement in Historical Perspective Shane Ostenfeld 10. At a Turning Point: Organized Labor, Sexual Diversity, and the New South Africa Mazibuko K. Jara, Naomi Webster, and Gerald Hunt 11. On the Fringes of the New Europe: Sexual Diversity Activism and the Labor Movement David Rayside 12. Labor Unions and Sexual Diversity in Germany Ron Holzhacker 13. British Trade Unions and Sexual Diversity: Survey Evidence Since the 1980s Phil Greasley 14. Moving Forward in UNISON: Lesbian and Gay Self-Organization in Action Fiona Colan 15. Laboring for Rights in Global Perspective Gerald Hunt About the Contributors

Laboring for rights : unions and sexual diversity across nations

Canadian and American research finds that organized labor's engagement with race, ethnicity, gender, and sexual orientation until recently has been largely exclusionist. The Canadian labor movement emerges as having been somewhat more responsive to equity issues, particularly gender and sexual orientation, and at an earlier stage than its U.S. counterpart. The American movement, however, did create limited room for African-American issues and unionization from early this century and now shows signs of broader engagement with diversity issues in general. The literature is strong in case studies pointing to exceptional situations involving minority militancy and union acceptance and in highlighting the role of activists inside and external to the labor movement. It suffers from a lack of large-scale analysis and comparison.

Labor Union Response to Diversity in Canada and the United States

Preface Union AbbreviationsIntroduction GERALD HUNTLooking Back: A Brief History of Everything JULIE WHITEBargaining against the Past: Fair Pay, Union Practice, and the Gender Pay Gap ANNE FORRESTUnion Response to Pay Equity: A Cautionary Tale JUDY HAIVENLabour's Collective Bargaining Record on Women's and Family Issues KAREN BENTHAMWe Are Family: Labour Responds to Gay, Lesbian, Bisexual, and Transgender Workers GERALD HUNT AND JONATHAN EATONBroadening the Labour Movement's Disability Agenda DAVID RAYSIDE AND FRASER VALENTINERacism and the Labour Movement TANIA DAS GUPTAEquity, Diversity, and Canadian Labour: A Comparative Perspective DAVID RAYSIDEAfterword LINDA BRISKINReferences Contributors

Equity, Diversity, and Canadian Labour

Alors qu'il y a de plus en plus de documentation sur les dossiers syndicaux relatifs aux femmes et aux minorites ethniques, il en existe peu sur l'engagement syndical eu egard a la discrimination fondee sur l'orientation sexuelle. En nous basant sur des donnees colligees aupres de federations syndicales, aupres de sieges sociaux d'unions et de conventions collectives et en utilisant des methodologies quantitatives et qualitatives, nous evaluons la reponse des syndicats aux questions soulevees par l'orientation sexuelle. Le Congres du travail du Canada, les federations provinciales de Nouvelle-Ecosse, de l'Ontario, du Manitoba et de la Colombie-Britannique ainsi que la Confederation des syndicats nationaux au Quebec sont parmi les plus actifs eu egard au sujet sous etude. Pour plusieurs federations provinciales, telle celle de l'Alberta, cette question n'est simplement pas a l'ordre du jour. L'image est tres inegale parmi les plus grands syndicats canadiens (plus de 30 000 membres). Nous avons demande a ces syndicats s'ils avaient une politique globale de non-discrimination, si les avantages sociaux etaient identiques en contenu et en couverture pour les conjoints de meme sexe a leur siege social ou dans au moins une convention collective, s'il y avait un debat actif sur le sujet et s'il y avait un comite officiel gai/lesbienne. Sept syndicats avaient entrepris les cinq actions. Onze d'entre eux en comptaient entre une et trois et dix n'avaient rien fait a ces sujets. Seulement les deux tiers etaient alles aussi loin que d'inclure l'orientation sexuelle comme source de non-discrimination dans leurs constitutions. La meme proportion indiquait qu'il ne s'agissait que d'un sujet de discussion. La moitie des syndicats avaient mis sur pied un comite formel gai/lesbienne, seulement la moitie prevoyaient la meme couverture d'avantages sociaux pour leurs employes gais/lesbiennes et moins de la moitie avaient negocie de telles conditions dans au moins une convention collective sous leur juridiction. Les syndicats les plus progressifs en cette matiere sont de grands syndicats (cinq des sept plus grands syndicats canadiens avaient entrepris les cinq actions et ces syndicats comptaient pres de 50 % de membres feminins). Les resultats demontrent que les syndicats du secteur public ont adopte une forme ou une autre, meme incomplete, de protection contre la discrimination alors que seulement quelques syndicats du secteur prive ont entrepris de faire quelque chose. Il s'agit ici principalement des travailleurs de l'automobile et des communications. Parmi les syndicats du secteur public, deux exceptions notoires a ces tendances se retrouvent en Alberta (les fonctionnaires et les enseignants). Les differences entre syndicats a sieges sociaux canadiens et americains sont les plus frappantes. Tous ces syndicats qui ont entrepris les cinq actions ici mentionnees etaient canadiens et 87 % des syndicats canadiens ont une politique de non-discrimination qui inclut l'orientation sexuelle. Seulement le tiers des syndicats americains etudies ont repondu avoir discute ce sujet, suggerant par le fait meme que cette question n'est meme pas a l'ordre du jour pour la majorite d'entre eux. En utilisant l'Ontario comme etude de cas, 87,3 % de leurs conventions collectives contiennent des dispositions antidiscrimination et presque toutes s'appliquent a la race, la religion, le sexe, la nationalite et l'âge. Les dispositions visant l'orientation sexuelle sont cependant les moins nombreuses (i.e. dans seulement 41,5% de ces conventions incluant une disposition antidiscrimination). Cela suggere alors que la plupart des sections locales n'ont pas traduit les politiques du CTC ou de leurs unions a la table de negociation. De ces conventions collectives prevoyant une politique de nondiscrimination incluant l'orientation sexuelle, 79 % se retrouvent dans le secteur public et 21 % dans le secteur prive. Les resultats statistiques et les etudes de cas detaillees des trois syndicats les plus progressifs (SCFP, Alliance de la fonction publique du Canada et les Travailleurs canadiens de l'automobile) suggerent que les differences ici observees entre les groupes au sujet de l'orientation sexuelle peuvent dependre de facteurs tels la dynamique regionale, l'aspect demographique des membres, le niveau d'activisme, la presence de comites feminins et le leadership institutionnel. En somme, la situation est telle qu'il se peut que les homosexuels connaissent des experiences syndicales radicalement differentes non seulement de celles des heterosexuels mais egalement de celle d'autres homosexuels. Neanmoins, des milliers de gais et de lesbiennes syndiques jouissent de recours formels a rencontre de la discrimination au sein de leur syndicat, et ils ont de plus en plus un acces egal aux avantages sociaux. De plus, vu l'importance des syndicats ici impliques, les retombees en termes d'education et d'action politique se sont multipliees. Les mythes et stereotypes au sujet de l'homosexualite sont fortement attaques. Reste alors a completer d'autres etudes empiriques dans d'autres provinces et a effectuer des etudes comparatives sur le plan international.

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Sexual Orientation and the Canadian Labour Movement

This article assesses Canadian labour’s response to changed demographics by considering the way unions have engaged with women and sexual minorities (gay, lesbian, bisexual and transgendered people) Many unions have now adopted inclusive policies However, to consider how effectively these policies have been articulated and implemented at the local level, we consider two illustrative cases One case involves a serious breakdown at the local level over pay equity for women; another case tells the story of a local’s support for a gay man’s challenge to a school board We conclude that labour’s apparent formal recognition of women and sexual minorities has not necessarily diffused into effective accommodation locally, although we also find grounds for optimism

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Gerald Hunt

Papers

Laboring for rights : unions and sexual diversity across nations

Labor Union Response to Diversity in Canada and the United States

Equity, Diversity, and Canadian Labour

Sexual Orientation and the Canadian Labour Movement

Building Democracy for Women and Sexual Minorities : Union Embrace of Diversity