We realized a tunable continuous-wave terahertz source with megahertz frequency resolution. The system is based on optical heterodyning of two near-infrared distributed feedback diode lasers, each laser being stabilized by electronic feedback from a low-finesse quadrature interferometer. The control loop permits precisely linear laser frequency scans over >1200 GHz, and a beat signal linewidth of 1 MHz at 80 ms time scale. Using GaAs photomixers and log-periodic antennae, we achieve a signal-to-noise ratio of the terahertz power of >70 dB at 100 GHz and 100 ms integration time, and still approximately 30 dB at 1 THz. As an example for high-resolution terahertz spectroscopy, we characterize the transmission properties of a subwavelength metal grating.

ObjectivesLesbian, gay, bisexual, transgender and intersex (LGBTI) individuals are often subjected to negative attitudes in the workplace, which may lead to non-disclosure of their sexual orientation and/or gender identities. We aimed to determine the prevalence of workplace disclosure of sexual or gender identity (ie, ‘outness’; being ‘out’) and to examine its associations with workplace characteristics in LGBTI workers in Austria.MethodsThis cross-sectional study analysed sociodemographic, work-related and well-being-related data from self-identifying gender and/or sexual minority participants elicited by an online questionnaire between February and June 2017. From the initial 1268 respondents, 1177 (93%) provided complete data and were included in the subsequent analyses.ResultsThe largest proportion of the sample were 26–35 years old (39.1%), cisgender gay men (40.0%) in full-time employment (63.9%). Overall, 51.7% of the sample were ‘out’ at the workplace. Being bisexual (OR=0.46, 95% CI 0.27 to 0.81), the provision of antidiscrimination guidelines in the workplace (OR=0.53, 95% CI 0.32 to 0.90), living alone (OR=0.50, 95% CI 0.32 to 0.79) and in shared households (OR=0.49, 95% CI 0.25 to 0.96) were associated with a decreased likelihood of being ‘out’ at work.Factors associated with being ‘out’ at work were being middle aged (36–45 years old; OR=1.74, 95% CI 1.07 to 2.85), having been in employment for >10 years (OR=2.03, 95% CI 1.08 to 3.81), an LGBTI-friendly work environment (OR 1.61, 95% CI 1.36 to 1.91), labour-management antidiscrimination contract (OR=2.02, 95% CI 1.23 to 3.32) and work council protections (OR=1.56, 95% CI 1.04 to 2.36).ConclusionsInstating antidiscrimination protections might facilitate ‘outness’ of LGBTI workers and lead to a better promotion of diversity in the workplace.

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