Manifestations and Reinforcement of Heteronormativity in the Workplace: A Systematic Scoping Review

Corlett, Sara; Marco, Donatella Di; Munduate, Lourdes; Arenas, Alicia

doi:10.1080/00918369.2022.2074334

Cited by 10 publications

(16 citation statements)

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“…Profile 1, High heteronormativity, was significantly composed by students who were men and heterosexual, in keeping with findings that men have higher heteronormativity than women ( Habarth, 2014 ; Habarth et al, 2019a ; Scandurra et al, 2021 ). This result is expected because heteronormative beliefs and behaviors sustain a social hierarchy that is most protected by heterosexual men ( Corlett et al, 2022 ), because it entails a position of power and advantage over other groups ( Farvid, 2015 ). Additionally, heteronormativity encompasses masculinity norms ( Ray and Parkhill, 2021 ), to which men must rigidly adhere to benefit from this social hierarchy.…”

Section: Discussionmentioning

confidence: 99%

“…We address the contextual factor, the confinement measures during the COVID-19 pandemic, in our discussion about family support. On the other hand, a cognitive-cultural schema guides compliance with heteronormativity through artifacts and activities, leading people to behave following a ritualized action or a normative expectation ( Corlett et al, 2022 ). LGB individuals may thus have positive attitudes toward Normative behavior because these norms are expected, appropriate, or taken for granted.…”

Section: Discussionmentioning

confidence: 99%

Section: Introductionmentioning

confidence: 99%

“…Heteronormativity entails cultural norms ( Farvid, 2015 ; Bible, 2020 ), reflected and reinforced in social institutions and structures, such as healthcare ( Enson, 2015 ; Vergara, 2020 ), education ( Enson, 2015 ), and the workplace ( Corlett et al, 2022 ). This construct, however, also includes cognitive processes that form the basis of prejudice, victimization, and discrimination toward LGBTQI+ people ( Habarth, 2014 ; Ray and Parkhill, 2021 ; Corlett et al, 2022 ). Habarth (2014) thus proposed that heteronormativity comprises two dimensions: Essentialist beliefs about the binary nature of sex and gender (Essentialism), and attitudes derived from these beliefs regarding expected behaviors of people as man or woman, individually and in relationships (Normative behavior).…”

Section: Introductionmentioning

confidence: 99%

“…Heteronormativity manifests not only in the classroom, but in social spaces in campus, such as cafeterias, soccer fields, hallways, and bathrooms ( Maldonado-Ramírez, 2015 ; Seal, 2019 ). Heteronormativity can also be displayed differentially in masculinized and feminized fields ( Maldonado-Ramírez, 2015 ; Corlett et al, 2022 ). Of note in this regard, Habarth et al (2019a) have shown that attaining higher education is associated with lower heteronormativity in women, but not in men, suggesting that attending university on its own does not counter heteronormative attitudes.…”

Section: Introductionmentioning

confidence: 99%

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Behavior without beliefs: Profiles of heteronormativity and well-being among heterosexual and non-heterosexual university students in Chile

2022

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Heteronormativity comprises essentialist, binary beliefs about sex and gender, and normative behaviors derived from those beliefs. There is scarce literature on how heteronormative attitudes and well-being variables are concurrent among individuals who are heterosexual or gay, lesbian, bisexual, and of other queer sexual identities (LGBQ). The objective of this study was to distinguish profiles of university students based on essentialism and normative behavior, two dimensions of heteronormativity, and to characterize these groups by sexual orientation and gender, perceived social support, physical and mental health, and life satisfaction. A sample of 552 university students in Temuco, Chile, responded to an online questionnaire consisting of sociodemographic questions, the Scale of Heteronormative Attitudes and Beliefs, the Life Satisfaction Scale, the Health-Related Quality of Life Index, and the Multidimensional Scale of Perceived Social Support. We used Latent profile analysis to distinguish profiles based on significant score differences in Essentialism and Normative behavior. We identified four heteronormativity profiles: High heteronormativity (34.85%), with a significant proportion of heterosexuals and men; Low heteronormativity (25.59%), comprising a significant proportion of students who were non-binary, and LGBQ; Heteronormativity focused on normative behavior (20.42%), with a significant proportion students who were men or non-binary, and who were lesbian, gay or bisexual or preferred not to disclose their sexual orientation; and Heteronormativity focused on essentialism (19.14%), with a significant proportion of heterosexuals and women, and individuals who preferred not to disclose their sexual orientation. The four profiles differed in the proportions of students by faculty and area of residence (urban/rural), and by life satisfaction, self-perceived mental health, and perceived social support. These results show that patterns of association between heteronormativity and subjective well-being are heterogeneous among heterosexual and non-heterosexual individuals. Some of these patterns may respond to the COVID-19 pandemic, which has disrupted daily life and social dynamics. These findings expand our understanding of advantageous and disadvantageous conditions associated with maintaining heteronormativity attitudes, particularly among non-heterosexual individuals.

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Section: Discussionmentioning

confidence: 99%

Section: Discussionmentioning

confidence: 99%

Section: Introductionmentioning

confidence: 99%

Section: Introductionmentioning

confidence: 99%

Section: Introductionmentioning

confidence: 99%

See 3 more Smart Citations

Behavior without beliefs: Profiles of heteronormativity and well-being among heterosexual and non-heterosexual university students in Chile

2022

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Understanding Relational Selfhood, Heteronormativity, and Homonormativity in Young LGBTQ+ People’s Career Planning in the Era of Diversity and Inclusion

2024

International Perspectives on Social Policy, Administration, and Practice

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Celebrating the “Invisible”: The Role of Organizational Diversity Approaches on Attracting and Retaining LGBTQ + Talent

Mor,

Gündemir,

van der Toorn

2024

J Bus Psychol

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Organizations vary in diversity approaches. Some recognize and celebrate group differences (identity consciousness), while others deem these differences unimportant and deemphasize them (identity blindness). Research on diversity approaches’ impact on workplace perceptions and experiences of marginalized groups has grown but focuses mainly on “visible” groups (e.g., racial minorities, women) while largely overlooking the potential impact on “invisible” groups (e.g., LGBTQ + individuals). Integrating the diversity approaches paradigm with signaling and identity safety theory, this research addresses this oversight. Three pre-registered studies (Ntotal = 1318) investigate whether LGBTQ + individuals prefer identity-conscious organizations for employment because they perceive this approach as a signal of safety and acceptance for their identity. Findings reveal that identity consciousness (vs. identity blindness) is associated with increased attraction towards organizations among prospective (Studies 1 and 2) and lower turnover intentions among incumbent (Study 3) LGBTQ + workers. Identity safety (measured through employees’ sense of authenticity, belonging, and justice) mediates these relationships. Exploratory analyses indicate that, compared to their cisgender counterparts, transgender participants generally report more negative workplace experiences and expectations (Studies 1–3). Furthermore, there is suggestive evidence that transgender individuals who publicly disclose their identity may exhibit an even more positive response towards diversity-conscious organizations. We discuss the implications of these findings and conclude that identity consciousness signals and creates an identity-safe working environment for LGBTQ + individuals, improves their workplace experiences, and enhances organizations’ ability to attract and retain LGBTQ + talent.

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Manifestations and Reinforcement of Heteronormativity in the Workplace: A Systematic Scoping Review

Cited by 10 publications

References 79 publications

Behavior without beliefs: Profiles of heteronormativity and well-being among heterosexual and non-heterosexual university students in Chile

Behavior without beliefs: Profiles of heteronormativity and well-being among heterosexual and non-heterosexual university students in Chile

Understanding Relational Selfhood, Heteronormativity, and Homonormativity in Young LGBTQ+ People’s Career Planning in the Era of Diversity and Inclusion

Celebrating the “Invisible”: The Role of Organizational Diversity Approaches on Attracting and Retaining LGBTQ + Talent

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