Better Together: A Model for Women and LGBTQ Equality in the Workplace

Abstract

Much has been achieved in terms of human rights for women and people of the lesbian, gay, bisexual, transsexual, and queer (LGBTQ) community. However, human resources management (HRM) initiatives for gender equality in the workplace focus almost exclusively on white, heterosexual, cisgender women, leaving the problems of other gender, and social minorities out of the analysis. This article develops an integrative model of gender equality in the workplace for HRM academics and practitioners. First, it analyzes relevant antecedents and consequences of gender-based discrimination and harassment (GBDH) in the workplace. Second, it incorporates the feminist, queer, and intersectional perspectives in the analysis. Third, it integrates literature findings about women and the LGBTQ at work, making the case for an inclusive HRM. The authors underscore the importance of industry-university collaboration and offer a starters' toolkit that includes suggestions for diagnosis, intervention, and applied research on GBDH. Finally, avenues for future research are identified to explore gendered practices that hinder the career development of women and the LGBTQ in the workplace.

Association of Workplace Bullying and Workplace Vulnerability in the Psychological Distress of Chilean Workers

“…In this regard, there is evidence that exposure to workplace bullying is directly related to symptoms of distress, affecting women’s well-being [43]. Furthermore, women who perceive discrimination at work tend to report more health problems, including distress, insecurity, and lack of autonomy [50]. Evidence also shows that vulnerable jobs are more likely to produce psychological distress, which increases in women [49], and that forms of destructive leadership are mainly related to situations of workplace vulnerability [51].…”

A Systematic Review of Negative Work Behavior: Toward an Integrated Definition

“…psychological behaviors, e.g., undermining (Nielsen and Einarsen, 2018 ), A4. sociocultural behaviors, e.g., NWB based on race (Johnson and Otto, 2019 ), and A5. digital behaviors, e.g., cyberaggression (Weatherbee, 2007 ).…”

Reflections on Feminist Organizational Communication

“…Even now, gender equality and human resources policies still attend to cisgender, heterosexual, white women, thus minimizing the (sometimes overlapping) needs of LBGTQ+ and minoritized females (and males) (García Johnson & Otto, 2019; see also Carrillo Arciniega, 2020). Even now, white men’s experiences, disembodied ideal workers and norms, and hypercompetitive organizations that are not isomorphic with many workers’ experiences and organizing endeavors (e.g., Acker, 1990; Williams, 2000) are laid out in a contrastive argumentation strategy (e.g., Zaidman, 2019).…”