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A growing number of organizations have enacted policies intended to recognize and affirm sexual diversity in the workforce. This research demonstrates that the more prevalent these policies, the less likely sexual minority members are to experience treatment discrimination. Further, as expected, more equitable treatment was associated with higher levels of satisfaction and commitment among lesbian and gay employees. Treatment discrimination was also systematically related to the use of 3 identity management strategies (i.e., counterfeiting, avoiding, integrating). Findings also illustrate the importance of considering individual attributes in diversity research. In particular, group identity attitudes were associated with work-related attitudes and identity management. Overall, the research demonstrates the importance of organizational efforts to affirm sexual diversity and highlights the need for future research in this area.

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Although it is commonly assumed that gay and lesbian employees face a dichotomous choice between passing as a heterosexual and openly identifying oneself as a sexual minority member, past qualitative research has suggested that the decision is more complex. A set of confirmatory factor analyses was conducted to examine this issue quantitatively and identify the factor model that best explains the patterns of behavior associated with identity management in organizational settings. The results revealed that gay and lesbian employees may counterfeit a false heterosexual identity, avoid the issue of sexuality altogether, or integrate a gay or lesbian identity into the work context. The factor pattern was the same for lesbians and gay males. In addition, the results suggest that these strategies may be used in combination. The importance of identity management strategies for the individual and the organization are discussed and suggestions for future research are provided.

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