Associations between workplace characteristics and ‘outness’ in LGBTI workers in Austria

Markovic, Lovro; Schönherr, Daniel; Zandonella, Martina; Gil-Salmerón, Alejandro; Smıth, Lee; McDermott, Daragh T.; Yang, Lin; Dörner, Thomas; Mües, Hanna M.; Grabovac, Igor

doi:10.1136/oemed-2020-107345

Cited by 12 publications

(7 citation statements)

References 31 publications

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“…Plurisexual minorities may experience stigma and discrimination from both heterosexuals and monosexual sexual minorities (Alarie & Gaudet, 2013; Friedman et al, 2014). Some research suggests that plurisexual employees are less likely to disclose their sexual minority identity than are monosexual employees (Corrington et al, 2019; Markovic et al, 2022) and that they also report higher rates of substance use (Demant et al, 2017). Given the limited research on the specific workplace experiences of plurisexual individuals (e.g., Bayrakdar & King, 2022; Kuyper, 2015) and the value of avoiding uniformity assumptions about sexual minority group members, we included plurisexual status as a variable within the present study.…”

Section: A Social Cognitive Perspective On Sexual Identity Management...mentioning

confidence: 99%

Identity management processes, contextual supports and barriers, and substance use among sexual minority workers: A social cognitive lens.

Tatum,

Lent

2024

Journal of Counseling Psychology

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Sexual minority people report substance use at higher rates than their heterosexual peers. Workplace sexual identity management, defined as the process by which sexual minority persons disclose or conceal their identities at work, may exacerbate substance use under stressful conditions, such as when faced with incivility. However, there is a paucity of research on the relation of the work environment to sexual minority workers' substance use. The present study used the social cognitive career self-management model as a conceptual framework to examine two aspects of the work environment (positive climate and harassment) in relation to the sexual identity management process and substance use of sexual minority workers. Because plurisexual employees (e.g., bisexual or pansexual) often face additional workplace stressors relative to their monosexual sexual minority peers, we also examined the links between plurisexual identity and each component of the self-management model. Participants were 418 full-time sexual minority workers residing in the United States. Results were largely consistent with the self-management model derived in terms of the prediction of sexual identity disclosure in the workplace. Workplace harassment moderated the relationship between identity disclosure and substance use, such that disclosure was linked more strongly to substance use in the context of more frequent harassment experiences. Plurisexuality was negatively related to disclosure self-efficacy, outcome expectations, and level of outness at work. Plurisexual workers also perceived their work climates as less identity-affirming. We consider implications for research and practice, including organizational interventions to minimize sexual minority workers' experience of workplace harassment. Public Significance StatementThis study examined theory-based predictors of sexual minority workers' substance use. As workplace harassment increases, the relationship between disclosing a sexual minority identity (being "out" at work) and substance use strengthens.

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Section: A Social Cognitive Perspective On Sexual Identity Management...mentioning

confidence: 99%

Identity management processes, contextual supports and barriers, and substance use among sexual minority workers: A social cognitive lens.

Tatum,

Lent

2024

Journal of Counseling Psychology

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“…Given the high prevalence of workplace violence experienced by TNB workers, employers in the conventional workforce can incorporate elements specific to gender identity-based workplace violence into their violence prevention programmes, including training, written antidiscrimination policies, policies that encourage reporting, identifying and training allies to on June 26 27 A study in Austria found that lesbian, gay, bisexual, transgender and intersex (LGBTI) workers were more likely to be out in the workplace if their employer fostered an LGBTIfriendly work environment and if there were antidiscrimination provisions in their labour contracts. 28 In the USA, TNB workers are further protected by Title VII of the Civil Rights Act of 1964, which prohibits employment-related discrimination or harassment based on sex; 'sex' includes both gender identity and sexual orientation following the 2020 Bostock v Clayton County Supreme Court decision. 29 For workers in the street economy, broader legal and societal interventions have been recommended to prevent gender identity-based workplace violence, including decriminalisation of sex work, educational interventions to reduce transphobia and social policies to improve economic opportunities for TNB people.…”

Section: Workplacementioning

confidence: 99%

Prevalence and correlates of workplace violence: descriptive results from the National Transgender Discrimination Survey

Enogieru,

Blewitt-Golsch,

Hart

et al. 2024

Occup Environ Med

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ObjectiveTo describe the lifetime prevalence of workplace harassment, physical violence and sexual assault against transgender and non-binary workers targeted due to their gender identity and to identify correlates of this workplace violence.MethodsThis descriptive cross-sectional study used data from 4597 transgender or non-binary respondents from the 2008–2009 National Transgender Discrimination Survey. Respondents reported if they had ever experienced harassment, physical violence or sexual assault at work specifically because of their gender identity. We estimated the prevalence of each type of violence stratified by gender identity, race/ethnicity, age, educational attainment, history of working in the street economy (eg, sex industry, drug sales) and if people at work knew their gender identity.ResultsWorkplace violence was prevalent, with 50% of transgender and non-binary workers having ever experienced harassment, 7% physical violence and 6% sexual assault at work because of their gender identity. Harassment was common among all of these workers, but physical violence and sexual assault were more than twice as common among transfeminine and non-binary workers assigned male at birth, workers of colour, workers with low educational attainment and those who had ever worked in the street economy.ConclusionsTransgender and non-binary workers commonly face violence at work because of their gender identity. Workplace violence prevention programmes should incorporate ways to prevent gender identity-based violence and facilitate channels for workers to report the occurrence of discrimination and violence.

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“…In this article, we focus on public opinions of discriminating members of the LGBTI community when accessing to the labour market. As mentioned by Frick (2016) and Valfort (2017), LGBTI individuals face extensive discriminations in employment, often characterised by negative attitudes which may result into non-disclosive behaviours of their sexual orientation and/or gender identity (Markovic, et al, 2022). Recent European surveys among gays and lesbians show that an important amount of people experienced discrimination or harassment in the workplace (Frick, 2016).…”

Section: Introductionmentioning

confidence: 99%

Regional Public Opinions on LGBTI People Equal Opportunities in Employment: Evidence from the Eurobarometer Programme using Small Area Estimation

Moretti

2023

Soc Indic Res

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In recent years, the attention to lesbian, gay, bisexual, transgender and intersex (LGBTI) people’ rights from institutions, society and scientific bodies has clearly progressed. Although equal opportunities in employment are promoted within European countries and by the EU legislation, there are still evident discriminations in Europe. Many LGBTI people still face bullying and anti-LGBTI discrimination in the workplace and job market. Considerably more progress must be made before every LGBTI person feels accepted and comfortable for who they are in the workplace. Importantly, views on equal opportunities in employment are characterised by spatial heterogeneity at a sub-national level. Therefore, it is necessary to disaggregate estimates of relevant indicators, at least, at a regional level. This is crucial to identify the regions requiring more attention by policy makers. However, large-scale sample surveys are not designed to produce precise and accurate sub-national estimates. Small area estimation methods offer powerful tools in this context. Here, we produce regional estimates of three indicators measuring views of discrimination in employment of people from LGBTI communities in Europe. The analyses are based on the Eurobarometer 91.4 2019. Our empirical evidence shows that the estimates produced by small area estimation are reliable, giving important information to policy makers.

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Associations between workplace characteristics and ‘outness’ in LGBTI workers in Austria

Cited by 12 publications

References 31 publications

Identity management processes, contextual supports and barriers, and substance use among sexual minority workers: A social cognitive lens.

Identity management processes, contextual supports and barriers, and substance use among sexual minority workers: A social cognitive lens.

Prevalence and correlates of workplace violence: descriptive results from the National Transgender Discrimination Survey

Regional Public Opinions on LGBTI People Equal Opportunities in Employment: Evidence from the Eurobarometer Programme using Small Area Estimation

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