Lesbian, gay, and bisexual vocational psychology: Reviewing foundations and planning construction.

Abstract

The past 25 years have seen a shift in the psychological study of lesbian, gay and bisexual (LGB) issues from a framework of pathology to a framework of affirmation (Croteau & Bieschke, 1996;Garnets & Kimmel, 1990;Morin & Rothblum, 1991). The psychosocial issues of LGB people have become a focus of study in this new affirmative framework (Garnets & Kimmel, 1990). of these psychosocial issues, the "unique work-related concerns, behaviors, and needs" (Croteau & Bieschke, 1996, p. 119) of LGB people began to receive attention in the literature in the 1980s. Since 1993, the amount of literature on LGB career and work issues has more than doubled. This increase has been influenced by major contributions in two of the leading career and vocational psychology journals. In 1993 and 1995, the Career Development Qwlrterly (CDQ) published special sections on this topic, and in 1996 the j o u m l of Vocational Behavior published an entire 383

Sexual Orientation Disclosure, Concealment, Harassment, and Military Cohesion: Perceptions of LGBT Military Veterans

“…These results are consistent with prior findings that workplace sexual orientation-based harassment is related to greater turnover intentions and to lower job satisfaction, organizational commitment, and perceived shared values with the organization (Button, 2001;Lyons et al, 2005;Ragins & Cornwell, 2001;Waldo, 1999). Given that workplace sexual orientation-based harassment has been conceived of as an important workplace stressor for LGBT persons (Croteau, 1996;Croteau et al, 2000;Morgan & Brown, 1993;Ragins et al, 2003), these findings are also consistent with conceptualizations within the military literature that work-related stress can reduce military cohesion and related outcomes (e.g., J. Griffith & Vaitkus, 1999;Sinclair & Tucker, 2006).…”

“…Within extant literature, sexual orientation disclosure is considered to promote positive personal and job-related outcomes, whereas sexual orientation concealment and sexual orientation-based harassment are considered to be stressors that can have deleterious personal and job-related outcomes (Croteau, 1996;Croteau, Anderson, Distefano, & Kampa-Kokesch, 2000;Morgan & Brown, 1993;Ragins, Cornwell, & Miller, 2003).…”

“…Specifically, sexual orientation disclosure and concealment have been conceptualized as strategies that LGBT persons use to manage their identities in the face of cultural and organizational stigma against homosexuality (e.g., Croteau, 1996;Croteau et al, 2000;Fassinger, 1996;Griffin, 1992;Hall, 1986;Levine & Leonard, 1984;Woods & Harbeck, 1992). Importantly, both concealment and disclosure strategies may be used by the same individual in different contexts and with different people within the organization.…”

Can Heterosexism Harm Organizations? Predicting the Perceived Organizational Citizenship Behaviors of Gay and Lesbian Employees

“…These workers routinely make decisions about the personal costs and benefits of revealing their sexual orientation identity to their supervisors/superiors, coworkers, subordinates, and clients. Disclosure of one's same-sex attraction may bring increased psychological well-being and less discordance between vocational and avocational life spheres; however, the risks of being out, or "outness," in the workplace are increased levels of workplace discrimination and stress, such as the loss of advancement opportunities; diminished credibility; and less positive regard by coworkers (see Chung, 1995;Croteau, Anderson, Distefano, & Kampa-Kokesch, 2000;Croteau, Bieschke, Fassinger, & Manning, 2008;Waldo, 1999). Much less is known, however, about the potential costs and benefits of outness as related to organizations.…”

Nondiscrimination Policies and Sexual Identity Disclosure: Do They Make a Difference in Employee Outcomes?

“…Indeed in interviews with 70 gay men, Woods (1994) reported that all interviewees had "passed" themselves as heterosexuals in prior corporate jobs and that many of them had to leave their employment because of fear of discovery. Individuals who disclose their sexual identities (or have had their sexual identities disclosed involuntarily) risk significant discrimination despite non-discrimination policies (Croteau et al, 2000). Similarly, Friskopp and Silverstein (1996) in a survey of 67 Harvard Business School graduates found that 37% of respondents reported that their careers had been damaged by sexual orientation disclosure and, shockingly, 12% reported being blackmail or threatened with such.…”