Discrimination and Exclusion on Grounds of Sexual and Gender Identity: Are LGBT People’s Voices Heard at the Workplace?

Marco, Donatella Di; Hoel, Helge; Lewis, Duncan

doi:10.1017/sjp.2021.16

Cited by 23 publications

(11 citation statements)

References 40 publications

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“…As argued earlier, it is possible that despite efforts by individuals to keep their sexual orientation secret, and notwithstanding their possible enhanced levels of social perceptiveness (Tilcsik et al, 2015), colleagues may still assume nonheterosexuality and continue to guess, query and potentially pester LGB employees about their sexual orientation. Returning to theories of social categorisation and group prototypicality, perceived deviant appearance or behaviour could easily make expectations about sexual orientation and gender role salient categories, igniting negative feelings, thoughts and exclusionary behaviour from other in-group members against the perceived deviant group member, thus undermining the integrity of the group and how it sees itself, leading to stigmatization and rejection (Di Marco, Hoel & Lewis, 2021), although not necessarily taken to the stage of bullying.…”

Section: Discussionmentioning

confidence: 99%

Openness about Sexual Orientation and Exposure to Workplace Bullying

Hoel

Lewis

Einarsdottir

et al. 2022

Scandinavian Journal of Work and Organizational Psychology

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Previous studies of workplace bullying have not investigated whether Lesbian, Gay and Bisexual (LGB) employees experience bullying in similar or different ways to their heterosexual counterparts. This study reports on how and to what extent sexuality or sexual orientation influences the experience of workplace bullying and whether openness about sexual orientation elevates risks and shapes exposure to bullying. Using a large and rigorously compiled sample of the British working population comprising 500 non-heterosexuals and 722 heterosexuals (N = 1,222) and applying latent Class Cluster Analysis, a similar behavioural pattern of bullying for LGB employees emerged as for heterosexuals, although LGB employees were 1.34 times more likely to be bullied, and not being open about their sexual orientation elevated the risk of bullying. LGB employees were also more likely to be exposed to intrusive, sexualized behaviours and behaviours of an exclusionary nature. Altogether, this suggests that prejudices and stereotyping towards LGB people persist. Whilst being open about their sexual orientation did not make LGB people more likely to become a target of bullying as hypothesized, those who only reveal their sexual orientation when asked, were significantly more likely to be exposed to negative acts than those who were totally open. This indicates that non-disclosure does not prevent others at work making assumptions of sexual orientation, indicating that stereotyping of LGBs plays a greater part in disclosure than has previously been acknowledged.

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Section: Discussionmentioning

confidence: 99%

Openness about Sexual Orientation and Exposure to Workplace Bullying

Hoel

Lewis

Einarsdottir

et al. 2022

Scandinavian Journal of Work and Organizational Psychology

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“…Social acceptance of MSM is variable across nations and cultures. [ 7 8 9 ] In America, social marketing has played a major role in social acceptance of gay, lesbian, bisexual and transgender people. Compared to a decade earlier, 60% of Americans are more likely to accept gay relationships and marriages.…”

Section: Discussionmentioning

confidence: 99%

“…[ 6 ] Stigmatization and mistreatment of sexual minority populations is common across many cultures. [ 7 ] Social and family acceptance and safe community environment have strong association with improved health conditions. [ 8 9 ] Fear of anticipated discrimination and disparity in access to health facilities is an universal phenomenon.…”

Section: Introductionmentioning

confidence: 99%

Transgenders are the most vulnerable amongst individuals engaging in receptive anal intercourse

Wadhwa

Arora

Pandhi

et al. 2021

Journal of Family Medicine and Primary Care

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Background: In India, sexuality not confirming to hetero-conjugal and peno-vaginal norm is abhorred and discriminated against. Individuals engaging in Receptive Anal Intercourse (RAI) are marginalized. Reappraisal of their sexual health conditions is likely to promote inclusive health care. Methods: Eighty-five consenting adults with RAI history were recruited from a tertiary care hospital in Delhi. Clinico-demographic data was noted and anal cytology samples were reported by Bethesda 2014 terminology. Results: There were 29 transgenders (TGs), 51 males (31 bisexual) and five females. Fifty-four subjects were Human Immunodeficiency Virus (HIV) infected (22 TGs, 31 males (17 bisexual) and one female) and 52 were receiving anti-retroviral treatment (ART). Thirty-one subjects had anal warts (6 TGs, 20 males, five females). Anal cytology revealed squamous intra-epithelial lesions (SIL) in 20 (5 TGs, 13 males, two females). TGs had significantly risker sexual practices than homosexual males, bisexual males and females, with consistently earlier age of first RAI exposure and frequent childhood (≤16 years) RAI experience compared to homosexual males, bisexual males and females, even after stratification by HIV status, warts and SIL. Conclusions: TGs had the highest sexual health risk profile including higher frequency of HIV infection compared to other subjects with RAI history. Bisexuality was common; their risk profile was variably lower than homosexual males. Mindfulness of above is likely to help overcome barriers to health care access and promote compassionate approach at all levels including primary care physicians.

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“…Another group process perspective of workplace bullying is about that some categories of people are more exposed than others (e.g., Fevre et al, 2013;Hoel et al, 2022; which also means that bullying sometimes overlap with discrimination (Di Marco et al, 2021;Lewis et al, 2020). To be bullied just because of who you are is usually described as predatory bullying (Einarsen, 1999).…”

Section: Predatory (Or Selective) Bullyingmentioning

confidence: 99%

Beware of Non-Supportive Leaders : Moderating Effects of Supportive Leadership on the Risks and Effects of Workplace Bullying

Blomberg

2022

Linköping Studies in Behavioural Science

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The aim of the present thesis is to investigate how supportive leadership affects workplace bullying-both in terms of risk factors that may lead to bullying but also in terms of the effects of workplace bullying. There is a need for more studies that investigate the mechanisms involved with the origins and effects of workplace bullying. The present thesis addresses that need.The thesis includes three survey studies based on different Swedish cohorts and using different research design in terms of the number of data collection waves and timeframes.Based on the well-known association between workplace bullying and poor health-and drawing on the social learning theory, the theory of social information processing, the social identity theory, and the self-categorisation theory-a circular and multilevel theoretical interaction model was created. It is presented together with six hypotheses, as well as with an open research question, that were all investigated. The hypotheses are as follows:

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Discrimination and Exclusion on Grounds of Sexual and Gender Identity: Are LGBT People’s Voices Heard at the Workplace?

Cited by 23 publications

References 40 publications

Openness about Sexual Orientation and Exposure to Workplace Bullying

Openness about Sexual Orientation and Exposure to Workplace Bullying

Transgenders are the most vulnerable amongst individuals engaging in receptive anal intercourse

Beware of Non-Supportive Leaders : Moderating Effects of Supportive Leadership on the Risks and Effects of Workplace Bullying

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