Emotional well-being of black African queer employees in the workplace

Tshisa, Nkosana; Walt, Freda van der

doi:10.4102/sajhrm.v20i0.2043

Cited by 2 publications

(1 citation statement)

References 33 publications

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“…Policies and practices are not adequate if the climate in the workplace is not LGBTQIA+ supportive, employees must be made aware of the support available to them and the channels or means to follow to address discrimination in the workplace. Management in organisations is key in creating a work environment that is inclusive, welcoming, and supportive (Tshisa & van der Walt, 2022). Supportive workplace relationships consider the interpersonal resources available to LGBTQIA+ individuals in the workplace, these can be in the form of support groups, networks or visible allyship.…”

Section: Literature Review On Lgbtqia+mentioning

confidence: 99%

Diversity and inclusion in the South African telecommunications industry: An LGBTQIA+ employee perspective

Sibande,

Gobind

2024

icgr

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Despite improvements globally in actions and campaigns supporting the LGBTQIA+ community, individuals who belong to the community continue to face immense backlash and challenges in their lives for their choices and beliefs. In Africa, there are still over 30 countries that criminalise acts of homosexuality. People who identify as LGBTQIA+ often face discrimination, harassment, and violence because of their sexual orientation or gender in social and workplace settings. This study aimed to understand the experiences of employees who align with the LGBTQIA+ community and how they navigate diversity and inclusion in the workplace. While examining whether organisational culture may enable the seamless reasonable accommodation and inclusion of LGBTQIA+ employees in the workplace. The study focused on one sector at this time to further understand if the South African telecommunications industry is embracing diversity, equity and inclusion of employees who identify as LGBTQIA+. The two theories which guided the study were the queer theory and institutional theory. These theories assisted in providing a greater understanding of the concepts and phenomena studied. Providing a lens that enabled an understanding of how an individual’s unique experiences in the workplace may be perceived, as a deterrence for inclusion. Following a mixed qualitative methodology, data was gathered using a two-phase approach. The first phase entailed purposively selecting eight participants who engaged in a reflective diary. The second phase involved a set of interviews with fifteen participants. Data gathered from both phases were coded and thematically analysed enabling a triangulation of findings. Which revealed that diversity and inclusion measures are unmet. Employees who identify, as belonging to the LGBTQIA+ community are challenged each day with many resigning in an attempt to escape discrimination, harassment, and abuse. Participant's commitment to continue with the diary study for fear of being identified as the first limitation. The second limitation was the industry's reluctance to share their insights. Trust had to be built to continue with the research process. Recommendation for further research in this area and for studies to include other sectors with larger samples.

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Section: Literature Review On Lgbtqia+mentioning

confidence: 99%

Diversity and inclusion in the South African telecommunications industry: An LGBTQIA+ employee perspective

Sibande,

Gobind

2024

icgr

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A Scoping Review on Heteronormativity in African Workplaces

Ramalepe,

Asamani

2024

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The increasing globalisation of the corporate world has intensified interactions among individuals from diverse backgrounds. One significant change in the workplace is the increased participation of LGBTQ+ employees in contemporary organisations. Despite the progress made in recognising the rights of sexual minorities in some African countries, there remains a prevalent issue of sexual orientation discrimination, grounded in the belief that heterosexuality is the societal norm, a concept known as heteronormativity. Existing literature underscores the pervasive discrimination based on sexual orientation, which negatively affects the well-being and work performance of LGBTQ+ employees. While some individuals find happiness and meaning despite these challenges, research in the African context remains limited. This article conducts a scoping review to synthesise Afrocentric evidence on heteronormativity in the workplace. The review explores how heteronormativity manifests, is reinforced, and impacts on individuals and organisations within the African context. The article further examines how LGBTQ+ employees navigate this heteronormative work environment. This scoping review identifies and analyses 13 studies focusing primarily on African countries, revealing discrimination, gender inequality, sexism, and workplace heteronormativity as common themes. These themes emphasise the need for comprehensive approaches to promote equitable, diverse, and inclusive workplaces in Africa, recognising the unique challenges within this context. The findings underscore the urgency of addressing heteronormative norms to construct more inclusive and equitable workplaces for all.

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Emotional well-being of black African queer employees in the workplace

Cited by 2 publications

References 33 publications

Diversity and inclusion in the South African telecommunications industry: An LGBTQIA+ employee perspective

Diversity and inclusion in the South African telecommunications industry: An LGBTQIA+ employee perspective

A Scoping Review on Heteronormativity in African Workplaces

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