Professional Documents
Culture Documents
Dru Macasieb
Brandman University
Running Head: LGB in the Workplace: A Review of Literature 2
Abstract
The federal government does not recognize the rights of gays, lesbians, and bisexuals
(LGB), leaving the fate of these individuals into the hands of organizations. Challenges
LGB members face in the work environment range from harassment to discrimination.
Numerous studies have been conducted to determine the appropriate actions in order to
avoid conflicts involving sexual orientation and workplace. This review of literature will
gather information and common themes across various studies of LGB issues in the
workplace.
Running Head: LGB in the Workplace: A Review of Literature 3
significantly affect the work environment (Robbins and Judge, 2009). One aspect of
The intent of this review of literature is to create a better understanding about issues
related to sexual orientation in an effort to reinforce a positive work environment for all
concerned. To accomplish this goal the focus of this review will be focused on lesbians,
gays and bisexuals (LGB). Three areas of discussion will be presented. First, a history of
workplace equality and sexual orientation discrimination will be presented. Then, the
current challenges facing gay men in workplace will be discussed. Lastly, possible
Equality Issues
The United States Declaration of Independence states that, “…all men are created
equal, that they are endowed by their Creator with certain unalienable Rights, that among
these are Life, liberty and the pursuit of Happiness.” These words have been the premises
behind the enactment of many federal and state laws designed to protect our inalienable
rights.
Equal opportunity laws have been established to protect citizens, with certain
Opportunity Commission, the federal government recognizes race, sex, religion, skin
color, national origin, religion, age (40 or older) and disability as characteristics
Sexual orientation is not a characteristic protected by the federal law (Lansing and
Cruser, 2009). According to the Human Rights Campaign, there are 21 states that have
The United States military is an example of how an organization may deal with
sexual orientation in the workplace. This organization, chooses to deal with the issue by
following a “don’t ask, don’t tell” policy (Wolf, 2009). This lets LGB members serve in
the military as long as they are closeted. Bill Clinton enacted this policy in 1993, which
was 16 years ago. According to a 2008 Washington Post-ABC News poll, 75 percent of
Americans supported the rights of gays to serve openly in the military (Cohen and Dropp,
2008). The “Don’t Ask, Don’t Tell” policy remains in affect today, but may not be the
best solution in dealing with the issues of sexual orientation and workplace equality. This
is because the policy chooses to avoid the issue rather than to resolve it.
community, one needs to understand the scope of the issue. One way to do this is to get a
better idea of all who may be affected. A poll conducted by Hunter College found that
2.9% of American adults identify themselves as lesbian, gay or bisexual (Eleveld, 2009).
According to the 2009 census, the adult American population is estimated to be 288
Running Head: LGB in the Workplace: A Review of Literature 5
million. These numbers suggest that roughly 8,352,000 adult Americas identify
Identity
imperative to have an understanding of gay identity development (Nam Cam Trau and
Hartel, 2004).
The Cass Identity Model, developed by Vivienne Cass (1979), describes sexual
The first two stages deal with coping with negative and uncomfortable emotions.
This may be in the form of guilt, shame, and depression. The third stage deals with
tolerating the possibility of being gay, but not accepting it. Once one accepts, and no
longer tolerates the possibility, then he has entered the fourth stage, identity acceptance.
Identity acceptance is the stage, which Cass believes, where most men have
difficulty adjusting within the workplace because at this stage is where they are
“closeted.” This means that one accepts his newly found identity but does not let the
outside world accept him. This may create emotional dissonance and frustration at work.
In order to proceed to the final stages a of healthy sexual identity, Cass believes that the
Joe Petersen (alias) is an out gay man who works for an organization that is
predominately men, believes that if the workplace is not a place, which acknowledges
Running Head: LGB in the Workplace: A Review of Literature 6
gay rights, then it will be difficult for him to achieve social and emotional well-being,
which may affect his productivity in the workplace (personal communication, November
17, 2009)
believe that identity is an important part of who a person is. It dictates how environmental
factors are perceived, which then shapes behaviors. An individual’s behavior is what
creates personality and values, which are important to the success of organizations today.
Creegan, McKearney, and Wright, 2007; Day and Schoenrade, 2000; Griffith and Hebl,
2002; Kirby, 2006; Nam Cam Trau and Hartel 2004; Ragins, Sigh, and Cornwell, 2007;
Rostosky and Riggle, 2002; Wolf, 2009;) members of the LGB community, at some point
Harassment
Effects on the Individual. In a research study by Nam Cam Trau and Hartel
(2004), gay men experienced harassment in the workplace in the form of jokes from
colleagues. They suggested that this form of abuse towards gay men might cause
confidence.
An individual who chooses not to disclose his or her sexuality at work, for fear of
harassment, may have to live a life of secrecy at work. According to research studies
Running Head: LGB in the Workplace: A Review of Literature 7
(Colgan et al., 2007; Day and Schoenrade, 2000; Griffith and Hebl, 2002; Kirby, 2006;
Nam Cam Trau and Hartel 2004; Ragins et al., 2007; Rostosky and Riggle, 2002; Wolf,
2009;) this creates a large amount of stress and anxiety for gay workers. This impacts
notion that they benefit from gender stereotypes, sexual repression, and homophobia, but
in reality they hurt themselves as well (Wolf, 2009). Instead of working together in a
professional manner for a common goal, they corrode the potential for maximum
efficiency.
Discrimination
Rostosky and Riggle (2002) studied 118 gay couples and found that one of the
most serious threats to the civil rights and psychosocial wellness of a person who
al. (2007), a sample of 534 LGB employees had fears about disclosing an identity other
than heterosexual at work, which had a negative relationship with their careers and
Negative work attitudes and the lack of career advancement among gays have
been the result of stigma-based workplace discrimination (Kirby, 2006). It is has been
Negative Work Attitudes. In a study of 220 gay men and 159 lesbians, Griffith
and Hebl (2002) found that disclosing sexual identity at work led to overall job
satisfaction. However, Nam Cam Trau and Hartel’s (2004) found that in their study, some
cases of their participants who disclosed their sexual identities were treated unfavorably
which lead to negative work attitudes. Ragins et al, (2007) suggests that there is a more
complex explanation of the processes that involves the disclosure of gay identity at the
workplace. This complex explanation suggests that secrecy may be a necessary and
adaptive challenge. LGB members must first assess the situation, overcome any
challenges, and weigh out the pros and cons before their true identity can be disclosed.
Career Advancement. Sexual orientation is not an obvious trait such as age, race
or gender. This gives the individual the power to disclose their sexuality in the work
environment. However, such power is not all that great, as it can become an issue (Kirby,
2006).
Nam Cam Trau and Hartel (2004) found that although gay men may not
experience a loss of career when coming out, it might limit career progression. According
to one participant, when asked about career opportunities, he responded with, “…you
may not make it because they don’t like you or approve of your lifestyle” (p. 633).
Colgan et al. had similar findings in a study with 154 participants (2007). Both studies
indicate that gay men fear that disclosing their sexual identities may hinder career
progression.
Running Head: LGB in the Workplace: A Review of Literature 9
Possible Solutions
If a person’s sexuality is part of their identity, and identity is crucial part of one’s
behavior, then it is critical for organizations to create a healthy mental and emotional
environment (Robbins and Judge, 2009). Large corporations have adopted policies that
acknowledge the rights of gays to gain a competitive advantage; where the value of an
employee is based on the talent and productivity one can exert, rather than the personal
Disclosing sexual identity in the workplace is associated with the degree to which
gay men are self-accepting and work in a place that has nondiscriminatory polices
(Rostosky and Riggle, 2002). Griffith and Hebl research study found that gay men are
most likely to acknowledge their sexual identities, report less discrimination, experience
more favorable coworker reactions, and fair treatment from supervisors if their
organization have written nondiscrimination policies that acknowledge and support gay
rights (2002).
Make It A Policy
Since federal law does not protect against sexual orientation discrimination, it is
up to organizations to create these polices. Griffith and Hebl’s research study found that
participants agree that written policy will make a difference because it removes unclear
and assumed rights, in favor clear and consistent standard operating procedures (2002).
Furthermore, participants in the Colgan, Creegan, McKearney, and Wright study suggest
that the policy needs to be championed, resourced and implemented by senior and line
managers. They suggest that policies should not only be written, but also enforced
Running Head: LGB in the Workplace: A Review of Literature 10
(2007).
Provide Benefits
Providing benefits for gay workers such as domestic partner benefits shows
support and promotes inclusion of a sexual diverse environment (Colgan el at., 2007).
Domestic partner benefits for gay couples are offered in more than half of the companies
on the Fortune 500. This includes companies such as American Express, IBM, Intel,
was found that environments that supported and welcomed LGB members demonstrated
Conclusion
unalienable rights, yet sexual orientation, which is a part of a person’s identity, which is
unalienable, are not among the rights, which our nation vows to protect. As a result, gay,
lesbian, and bisexual employees may find it difficult to maximize their full potential
not present but the fear of it in the future can greatly handicap an individual’s ability.
Organizations can lessen harassment and discrimination and the fear associated, by
References
Cohen, J., & Dropp, K. (2008, July 19). Acceptance of gays in the military grows
Colgan, F., Creegan, C., McKearney, A., & Wright, T. (2007). Equality and diversity
policies and practices at work: Lesbian, gay and bisexual workers [Electronic
http://web.ebscohost.com.ezproxy.nu.edu
Day, N. E. & Schoenrade P. (2000). The relationship among reported disclosure of sexual
http://www.emeraldinsight.com.libproxy.chapman.edu
Elveld, K. (2009). Poll: Only 2.9% of Americans are LGB. The Advocate. Retrieved from
http://www.advocate.com
Griffith, K. H., & Hebel, M. R. (2002). The disclosure dilemma for gay men and
Kirby, S. (2006). American gay and lesbin student leader' perceptions of job
Langsing, P., & Cruser, C. (2009). The moral responsibilty of business to protect
Running Head: LGB in the Workplace: A Review of Literature 12
http://web.ebscohost.com.ezproxy.nu.edu
Lyons, H. Z., Fassinger, R. E., & Brenner, B. R. (2005). A multicultural test of the theory
the job satisfaction of lesbian, gay, and bisexual employees [Electronic version].
http://web.ebscohost.com.ezproxy.nu.edu
Nam Cam Trau, R., & Hartel, C. E. (2004). Once, career, two identities: An assessment
Ragins, B. R., Singh, R., & Cornwell, J. M. (2007). Making the invisible visible: Fear and
Robbins, S. P., & Judge, T. A. (2009). Organizational behavior (13thth ed., ). Upper
Rostosky, S. S., & Riggle, E. D. (2002). "Out" at work: The relation of actor and partner
http://web.ebscohost.com.ezproxy.nu.edu