Lesbians, Gays, Bisexuals, and Transgendered People and Human Resource Development

Abstract

Issues related to human resource development (HRD) and lesbian, gay, bisexual, and transgender (LGBT) people such as workplace inclusion, employee affinity groups, and LGBT-specific diversity initiatives are being addressed in organizations more often now than ever before. This article explores the existing literature on LGBT issues in HRD and adult education through a systemic review to determine what research exists and what future directions are necessary. This review revealed a small core of research related to these issues. Existing work is mainly conceptual, and there is a lack of quantitative work. Topics of focus are related to organizational change and diversity efforts, with very little research on HR policy, career development, and workplace education. Key findings include that HR professionals have primarily served in a reactive role, rather than leading on these issues. Integrative Literature Review Schmidt et al.

Adoption of LGBT‐friendly practices: The effect of institutional pressures and strategic choice

“…As a result of this lack of consideration, lesbian, gay, bisexual, and transgender (LGBT) individuals have often been excluded from certain organisational diversity initiatives and, in some instances, continue to experience workplace discrimination and harassment, or prefer to conceal their sexual orientation to avoid negative workplace experiences (Colgan, Creegan, McKearney, & Wright, 2008;Croteau, 1996;Köllen, 2016;Ragins, Singh, & Cornwell, 2007;Rumens & Broomfield, 2012;Schmidt, Githens, Rocco, & Kormanik, 2012;Ward, 2007). Research indicates, for instance, that gay men receive significantly less pay (up to 32 percent less) than heterosexual men occupying similar positions and possessing equivalent qualifications (Badgett, Lau, Sears, & Ho, 2007).…”

“…Research indicates, for instance, that gay men receive significantly less pay (up to 32 percent less) than heterosexual men occupying similar positions and possessing equivalent qualifications (Badgett, Lau, Sears, & Ho, 2007). Moreover, even though more than 80 percent of LGBT employees in the United States have a spouse or a partner (Leppel, 2009) and, as such, they have similar partnering and, in some cases, parenting 1 realities as do non-LGBT employees (Gibbs, 1989;Levy, 1992;Tully, 1989), until recently, they have often been ineligible for family-friendly practices and benefits offered to heterosexual couples (Bell et al, 2011;Croteau, Anderson, & VanderWal, 2008;Kaplan, 2014;Ragins & Cornwell, 2001;Schmidt et al, 2012).…”

A Teoria Queer e os Estudos Organizacionais: Revisando Conceitos sobre Identidade

“…Sob este aspecto, tais estudos usam a palavra queer de três maneiras: (a) um termo guarda-chuva, que representa todos os tipos de sexualidades presentes no acrônimo LGBT (Lésbicas, Gays, Bissexuais e Transgêneros) (Adams, 2012;Baines, 2010b;Litvin, 2008;Richardson & McGlynn, 2011;Rosenbaum, Walsh, & Wozniak, 2012;Schmidt, Githens, Rocco, & Kormanik, 2012); (b) significando uma nova identidade sexual específica representada pela letra Q na sigla LGBTQ (Lésbicas, Gays, Bissexuais, Transgêneros e Queer) (Hill, 2009;Kesetovic, 2009;Taylor, Mallinson, & Bloch, 2008;Willis, 2012); ou (c) as duas maneiras ao mesmo tempo (Gates, 2012).…”

Exploring the Boundaries of Diversity and Inclusion in Human Resource Development

“…However, a comprehensive review of the diversity and inclusion literature in HRD has not been done since Bierema's (2010b) review. Since that time reviews have focused on race (Alfred & Chlup, 2010), diversity instruction (K. M. Thomas et al, 2010), diverse teams (Yeager & Nafukho, 2012), diversity training program outcomes (Alhejji, Garavan, Carbery, O'Brien, & McGuire, 2016), sexual orientation (Schmidt, Githens, Rocco, & Kormanik, 2012), and conceptualizations of diversity (Qin et al, 2014) but none examined the boundaries of diversity and inclusion in HRD, that is, the collective research and practice advancements of diversity and inclusion in HRD. Furthermore, Bierema's (2010b) analysis of diversity research found that from 1998 to 2009, HRD had largely omitted diversity topics.…”