Although Portuguese Labour Code forbids discrimination based on sexual orientation and gender identity, 20% of LGBTQIA + workers report workplace discrimination, potentially because non-discrimination policies do not protect against more covert types of discrimination. This study aimed to characterize workplace discrimination and support among Portuguese LGBTQIA + workers using online surveys to capture workplace satisfaction and support and discrimination in the workplace. Quantitative results were computed using STATA, Version 17.0. Qualitative data was analysed using NVivo 12. The sample included 60 participants who self-identified as a sexual or gender minority. Although only 31.9% of participants reported experiencing LGBTQIA + -based discrimination at work, only 30% of participants reported being completely out at work. Qualitative findings revealed two main themes regarding adverse workplace experiences (overt discrimination and covert discrimination), two main themes regarding neutral and positive workplace experiences (acceptance and support and liberation after disclosure at work), and two main themes regarding participants' vision of a truly inclusive and supportive workplace (instrumental changes and changes in values). These findings indicate that discrimination attributable to sexual orientation and gender identity still exists in Portuguese workplaces despite antidiscrimination protections and that more legal, institutional, and social support is needed to ensure a safe workplace for LGBTQIA + people.

Background: Discrimination against sexual and gender minorities in occupational settings has been an important topic of research. However, little is known about this impact in Portuguese-speaking people. Methods: 305 Portuguese and Brazilian participants who identified as lesbian, gay, bisexual, transgender, queer, intersex, asexual, and other sexual and gender identities (LGBTQIA+) completed an online survey comprising sociodemographic questions, a set of scales to assess psychological distress, and a set of scales to assess occupational well-being. Results: Participants had higher levels of burnout, depressive symptoms, and anxiety and lower levels of work-related quality of life, engagement, and self-efficacy at work compared to the defined cut-off points for normative populations, with asexual and bisexual people appearing to be the most affected. Significant correlations were found for all variables, and psychological distress was a significant predictor of lower occupational well-being. Conclusions: These findings are useful for understanding the occupational health of LGBTQIA+ people and suggest efforts to improve the climate in the workplace for this population.

The phenomenon of single-father families created by surrogacy is a social event that lacks visibility. The dominant thinking regarding parenting is framed by heteronormativity, which establishes couplehood of different sexes as the acceptable and biologically grounded way to reproduce and raise children, leading to the lack of visibility of single men who want to be or are already fathers. For these men, there are two main possible paths: adoption or surrogacy. In this occasional essay, we will discuss the importance of creating social visibility for single men who want to become or are already fathers through surrogacy to provide enlightening information about the phenomenon, creating positive models for single gay or straight men who choose this method to fulfill their parenting ambitions. We will begin by establishing some introductory social considerations, followed by some explanations for why single men wish to pursue surrogacy and their experiences. We then provide research results from the field and respective conclusions. We argue that creating social visibility for single parents through surrogacy is a form of social change that could facilitate the deconstruction of traditionalist views of the concept of family.

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