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Running Head: LGB in the Workplace: A Review of Literature 1

LGB in the Workplace:

A Review of Literature On the History, Challenges and Possible Solutions

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.
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LGB in the Workplace:

A Review of Literature on the History, Challenges and Possible Solutions

According to organizational behavior theorists, individual identity can

significantly affect the work environment (Robbins and Judge, 2009). One aspect of

individual identity, sexual orientation, can often be overlooked by organizations today.

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

solutions to these challenges will be researched.

Workplace Issues in the Gay Community: A History of Selected Topics

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

characteristics, against discrimination. According to the US Equal Employment


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Opportunity Commission, the federal government recognizes race, sex, religion, skin

color, national origin, religion, age (40 or older) and disability as characteristics

deserving protection against employment discrimination.

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

established laws banning discrimination based on sexual orientation. This leaves 29

states, which do not have such laws, in the hands of organizations.

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.

The Gay Community

To get a better grasp on the significance of workplace issues in the LGB

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

themselves as lesbian, gay or bisexual.

Identity

In order to understand the challenges LGB members face in the workplace, it is

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

identity development as a process of six stages: identity confusion, identity comparison,

identity tolerance, identity acceptance, identity pride, and identity synthesis.

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

fourth stage must be overcome.

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
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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)

Organizational behavior theorist mentioned earlier, Robbins and Judge (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.

Challenges Facing Homosexuality in the Workplace

According to numerous studies on homosexuality in the workplace (Colgan,

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

in their careers, face harassment and discrimination.

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

psychological damage as well as negatively affecting their self-esteem and self-

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
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(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

motivation, which is important for an individual’s success in an organization (Robbins

and Judge, 2009).

Effects on the Organization. Some working-class heterosexuals buy into the

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

identifies as gay, lesbian or bisexual is job discrimination. In a similar study by Ragins et

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

workplace experience and their psychological well-being.

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

suggested that fear, stereotyping, and lack of knowledge or understanding results in

discrimination (Ragins and Cornwall, 2009).


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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.
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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

lifestyle one chooses (Lansing and Cruser, 2009)

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
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(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,

Morgan Stanley, Motorola, and Wal-Mart (Robbins and Judge, 2009)

Create a Welcoming Climate

Ragins el at. (2007) highlighted the importance of perceived coworker support. It

was found that environments that supported and welcomed LGB members demonstrated

better teamwork. Participants in this experiment said that part of a welcoming

environment would be if they had supervisors who were LGB members.

Conclusion

The United States Declaration of Independence was created to protect individual’s

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

because of harassment and discrimination. Sometimes harassment and discrimination is

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

providing supportive environments.


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References

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