It's not to be discussed: Safety, Acceptance, and Professional Development for LGBTQ Faculty at a Large Southeastern University

Abstract

Studies show that a discriminatory, unsafe university environment negatively impacts educators identifying as lesbian, gay, bisexual, transgender, or queer. The purpose of this study was to describe perceptions of safety, acceptance, and professional development from LGBTQ faculty at a Southeastern university. LGBTQfaculty (n=21) completed an online survey with open-ended questions. Analysis of detailed responses using the constant comparative method resulted in six themes, including: Identity management in the work place, repercussions of identity disclosure on career trajectory, and lack of support from university administration. These themes are illustrated using participant data and then used to provide recommendations for change. Underserved Groups in the Workplace Research continues to highlight the issues that underserved groups face in the workplace. Renn (2010) indicates that attention has been paid to LGBTQ presence in the general workplace and to racial/ethnic and gender minority faculty presence in higher education, but little research exists to pointedly address perceptions of campus climate for LGBTQ faculty in the Southeastern United States. Extensive research exists about organizational and workplace diversity related to race, ethnicity, and gender (Chattopadhyay, Tluchowska, & George, 2004; Valenti & Rockett, 2008). However, the experiences of le bian, gay, bisexual, transgender, and queer (LGBTQ) individuals deserve increased focus. Lesbian, gay, and bisexual (LGB) employees comprise one of the most sizeable minority groups in the workforce yet are re earched the least (Ragins, 2004). Bums and Krehley (2011) report that 15% to 43% of LGBT workers have experienced some form discrimination at work. Of that number, 7% to 41 % suffered from verbal or physical abuse on the job, and up to 28% were pas ed over for a promotion because of their sexual orientation or identity. An unfriendly or "chilly" climate is also shown to negatively affect the performance and morale of lesbian and gay employee (Badgett, Lee, Sears, & Ho, 2007; Bilimoria & Stewart, 2009; Renn, 2010). Employees working for organization that encourage inclusive, diverse workplace settings are more productive and creative (Lantz, 2009). Perception of an employment organization as supportive toward various sexual orientations is related to increased job satisfaction and decreased anxiety for lesbian and gay employees (Griffeth & Hehl, 2002). The aims of this manuscript are to: 1) qualitatively analyze detailed open-ended responses for pervasive themes about professional and social issues faced by a sample of LGBTQ faculty at a large Southeastern university and 2) briefly report general descriptive trends of LGBTQ faculty's perceptions of safety and acceptance at the university through a basic quantitative analysis.