“No Retribution for Being Gay?”: Inequality in Gay-Friendly Workplaces

Giuffre, Patti; Dellinger, Kirsten; Williams, Christine L.

doi:10.1080/02732170801898380

Cited by 74 publications

(91 citation statements)

References 25 publications

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“…In the context of emerging scholarly debates about organisational forms described as 'gay-friendly' (Correia and Kleiner, 2001;Colgan et al, 2007Colgan et al, , 2009Williams et al, 2009;Giuffre et al, 2008;Williams and Giuffre, 2011), this article has examined how a sample of gay male performers in the UK negotiate the heteronormativities that inform the array of (in)formal encounters and interactions with drama school educators, casters, agents and peers in specific performing work contexts. The analysis above has developed the argument that it should not be assumed that places of work understood and experienced as 'gay-friendly' constitute 'new' organisational forms in which heteronormativities are eradicated.…”

Section: Concluding Discussionmentioning

confidence: 99%

“…One exception exists in research that has mobilised critical theories to interrogate the 'gayfriendly organisation' (Giuffre et al, 2008;Williams et al, 2009;Williams and Giuffre, 2011 LGB employees could actually be at work, not least in terms of how they should dress and behave.…”

Section: Organisations As 'Gay-friendly'mentioning

confidence: 99%

“…In light of this and the argument that sexuality is central to organisational power relations in all their numerous forms (Burrell, 1984;Hearn et al, 1989;Brewis and Linstead, 2000), which itself turns on the idea that sexuality and organisation exist in a mutually influencing dynamic, it is of considerable interest that some contemporary organisational forms have been labelled 'gay-friendly'. Such organisations are, so the argument seductively goes, more hospitable and welcoming environments for LGBT sexualities (Correia and Kleiner, 2001), and some research does appear to support this assertion but, crucially, only up to a point (Williams et al, 2009;Giuffre et al, 2008;Williams and Giuffre, 2011).…”

Section: Introductionmentioning

confidence: 99%

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Gay men in the performing arts: Performing sexualities within ‘gay-friendly’ work contexts

Rumens

Broomfield

2014

Organization

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An open access repository of Middlesex University research http://eprints.mdx.ac.uk Rumens, Nick and Broomfield, John (2014) Gay men in the performing arts: performing sexualities within 'gay-friendly' work contexts. Organization, 21 (3). pp. 365-382. ISSN 1350-5084 Final accepted version (with author's formatting)This version is available at: http://eprints.mdx.ac.uk/15539/ Copyright:Middlesex University Research Repository makes the University's research available electronically.Copyright and moral rights to this work are retained by the author and/or other copyright owners unless otherwise stated. The work is supplied on the understanding that any use for commercial gain is strictly forbidden. A copy may be downloaded for personal, non-commercial, research or study without prior permission and without charge.Works, including theses and research projects, may not be reproduced in any format or medium, or extensive quotations taken from them, or their content changed in any way, without first obtaining permission in writing from the copyright holder(s). They may not be sold or exploited commercially in any format or medium without the prior written permission of the copyright holder(s).Full bibliographic details must be given when referring to, or quoting from full items including the author's name, the title of the work, publication details where relevant (place, publisher, date), pagination, and for theses or dissertations the awarding institution, the degree type awarded, and the date of the award.If you believe that any material held in the repository infringes copyright law, please contact the Repository Team at Middlesex University via the following email address:eprints@mdx.ac.ukThe item will be removed from the repository while any claim is being investigated.See also repository copyright: re-use policy: http://eprints.mdx.ac.uk/policies.html#copy Gay men in the performing arts: performing sexualities within 'gay-friendly' work contexts AbstractBuilding on emerging research on 'gay-friendly' organisations, this article examines if and how work contexts understood and experienced as 'gay-friendly' can be characterised as exhibiting a serious breakdown in heteronormativity. Taking the performing arts as a research setting, one that is often stereotyped as 'gay-friendly', and drawing on in-depth interview data with 20 gay male performers in the UK, this article examines how everyday activities and encounters involving drama school educators, casters and peers are shaped by heteronormative standards of gay male sexuality. Adopting a queer theory perspective and connecting with an emergent queer theory literature in organisation studies, one concern articulated in this article is that heteronormative constructions of gay male sexualities constrain participants' access to work; suggesting limits to the abilities and roles gay men possess and are able to play. Another concern is that when gay male sexualities become normalised in performing work contexts, they reinforce organisational heteronormativity an...

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Section: Concluding Discussionmentioning

confidence: 99%

Section: Organisations As 'Gay-friendly'mentioning

confidence: 99%

Section: Introductionmentioning

confidence: 99%

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Gay men in the performing arts: Performing sexualities within ‘gay-friendly’ work contexts

Rumens

Broomfield

2014

Organization

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“…Burrell 1984;Rastetter 1999). The high level of tabooing sexuality in the workplace and in economical practice (Riach & Wilson 2007), combined with their over-sexualization, can lead to a latent resistance to assign those tasks to lesbians and gays that seemingly require a high degree of economic rationality (Giuffre, Dellinger, & Williams 2008;Haddock, Zanna, & Esses 1993). Besides these concrete attributions, more workplace-related barriers derive from the societal phenomenon of heterosexism that also operates on the organizational level.…”

Section: Sexual Orientationmentioning

confidence: 99%

A Review of Minority Stress Related to Employees’ Demographics and the Development of an Intersectional Framework for Their Coping Strategies in the Workplace

Köllen¹

2014

Research in Occupational Stress and Well-Being

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Every employee embodies manifestations of every demographic that attach to him or her different minority and majority statuses at the same time. As these statuses are often related to organizational hierarchies, employees frequently hold positions of dominance and subordination at the same time. Thus, a given individual's coping strategies (or coping behavior) in terms of minority stress due to organizational processes of hierarchization, marginalization and discrimination, are very often a simultaneous coping in terms of more than one demographic. Research on minority stress mostly focuses on single demographics representing only single facets of workforce diversity. By integrating the demographics of age, disability status, nationality, ethnicity, race, sexual orientation, and religion into one framework, the intersectional model proposed in this article broadens the perspective on minorities and related minority stress in the workplace. It is shown that coping with minority stress because of one demographic must always be interpreted in relation to the other demographics. The manifestation of one demographic can limit or broaden one's coping resources for coping with minority stress because of another dimension. Thus the manifestation of one demographic can determine the coping opportunities and coping behavior one applies to situations because of the minority status of another demographic. This coping behavior can include disclosure decisions about invisible demographics. Therefore organizational interventions aiming to create a supportive workplace environment and equal opportunities for every employee (e.g. diversity management approaches) should include more demographics instead of focusing only on few.

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“…These mechanisms are often based on the assumption that productive workplaces are asexual (Burrell 1984;Fleming 2007;Giuffre et al 2008;Maas 1996), and that sexual orientation is separable from professional life, and only matters in private spheres. This view ignores the hetero-normative (Galloway 2012) and often heterosexist structures of average workplaces (Herek 2010;Lewis and Ng 2013;Smith and Ingram 2004;Swim et al 2007;Willis 2012) that work as unique stressors (Lewis et al 2001;Waldo 1999) and "silencing" mechanisms of exclusion Bowen and Blackmon 2003;Colgan and McKearney 2012;Creed 2003) for non-heterosexual employees (Parnell et al 2012).…”

mentioning

confidence: 99%

Lessening the difference is more – the relationship between diversity management and the perceived organizational climate for gay men and lesbians

Köllen

2015

The International Journal of Human Resource Management

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“No Retribution for Being Gay?”: Inequality in Gay-Friendly Workplaces

Cited by 74 publications

References 25 publications

Gay men in the performing arts: Performing sexualities within ‘gay-friendly’ work contexts

Gay men in the performing arts: Performing sexualities within ‘gay-friendly’ work contexts

A Review of Minority Stress Related to Employees’ Demographics and the Development of an Intersectional Framework for Their Coping Strategies in the Workplace

Lessening the difference is more – the relationship between diversity management and the perceived organizational climate for gay men and lesbians

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