Not STRAIGHT forward for gays: A look at the lived experiences of gay men, living in Cape Town, with regard to their worker roles

Soeker, Shaheed; Bonn, G.L.; Vos, Z. de; Gobhozi, Thobile; Pape, Candice; Ribaudo, Shelly

doi:10.3233/wor-141848

Cited by 10 publications

(6 citation statements)

References 23 publications

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“…LGBTQ + individuals' performance and work role are also found to be affected by their experienced homo-prejudice (Soeker et al. , 2015).…”

Section: Outcomes Of Discriminatory Experiencesmentioning

confidence: 99%

“…In addition to disclosure, gender management might take diverse forms, most commonly in terms of workplace dressing. Workplace dress code is integral in the production of a "compulsory order of sex" (Butler, 1990) in organizations as they are typically based on stereotypical gender norms (Zalesne, 2007), and heterosexual identity is attributed based on how one "looks" (Soeker et al, 2015). A handful of existing studies propagate in favor of workplace dress code since it cultivates a positive organizational culture (Woodard, 1999).…”

Section: Outcomes Of Discriminatory Experiences Identitymentioning

confidence: 99%

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LGBTQ+ in workplace: a systematic review and reconsideration

Maji

Yadav

Gupta

2023

EDI

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PurposeThe inclusion of LGBTQ + persons (lesbian, gay, bisexual, transgender, queer and having other sexual orientations and gender identities) is a crucial step in improving gender diversity in the workplace; however, till date, it remains a significant challenge for human resource management professionals. The current study critically examines this issue of an inclusive workplace for LGBTQ + people through a systematic review of the existing research that has empirically studied their experiences at the workplace. It also examines the resistance and challenges organizations face in LGBTQ + diversity training and provides future research avenues.Design/methodology/approachFor systematically reviewing the literature, Preferred Reporting Items for Systematic reviews and Meta-Analyses (PRISMA) model has been used. A total of 101 empirical studies have been reviewed.FindingsThe result shows that LGBTQ + people encounter multiple negative workplace experiences, including proximal (hiring discrimination and housing discrimination) and distal workplace discrimination (unsafe work climate, microaggressions and harassment). These aversive experiences lead to work stress while also mandating that people manage their sexual identity and style of dressing. This stress, in turn, impacts their work–family outcomes, job satisfaction and decision-making with regard to their careers.Originality/valueThe paper provides a holistic understanding of the aversive workplace experiences encountered by sexual minorities.

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“…LGBTQ + individuals' performance and work role are also found to be affected by their experienced homo-prejudice (Soeker et al. , 2015).…”

Section: Outcomes Of Discriminatory Experiencesmentioning

confidence: 99%

Section: Outcomes Of Discriminatory Experiences Identitymentioning

confidence: 99%

LGBTQ+ in workplace: a systematic review and reconsideration

Maji

Yadav

Gupta

2023

EDI

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“…Despite these advanced laws, LGBTQ1 people in South Africa face relentless discrimination and high rates of violence (OUT, 2016). This discrimination, being either overt or covert, happens across many different settings: schools, healthcare, government offices, workplaces, police stations and higher education institutions (Francis, 2017;Soeker et al, 2015). South African LGBTQ1 people therefore straddle worlds of protection and persecution.…”

Section: Lgbtq1 People's Experiences In South Africamentioning

confidence: 99%

Sexual Orientation Microaggressions in South Africa

Dayal¹

2022

Gender Violence, the Law, and Society

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Discrimination against LGBTQ1 people in South Africa has shifted from overt hate crimes to covert microaggressions. Microaggression is a term used in psychology to describe casual discrimination against socially marginalised groups, and they occur in three forms: microassaults, microinsults and microinvalidations. Microassaults include verbal and non-verbal discriminatory behaviours. Microinsults include actions or statements which demean a person's identity, and microinvalidations negate the thoughts, feelings or lived experiences of a certain people. Microaggressions have detrimental impacts on lives of people experiencing them and on their interpersonal relationships. The chapter presents a focus on microaggression theory together with microaggression experiences of South African Indian LGBTQ1 people, who have been under-researched. Reference is made to interview extracts from research studies focusing on South African Indian LGBTQ1 people and from e-zine articles focusing on the experiences of South African Indian LGBTQ1 people.

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“…Despite these advanced laws, LGBTQ1 people in South Africa face relentless discrimination and high rates of violence (OUT, 2016). This discrimination, being either overt or covert, happens across many different settings: schools, healthcare, government offices, workplaces, police stations and higher education institutions Soeker et al, 2015). South African LGBTQ1 people therefore straddle worlds of protection and persecution.…”

Section: Lgbtq1 People's Experiences In South Africamentioning

confidence: 99%

Gender Violence, the Law, and Society

2022

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Not STRAIGHT forward for gays: A look at the lived experiences of gay men, living in Cape Town, with regard to their worker roles

Cited by 10 publications

References 23 publications

LGBTQ+ in workplace: a systematic review and reconsideration

LGBTQ+ in workplace: a systematic review and reconsideration

Sexual Orientation Microaggressions in South Africa

Gender Violence, the Law, and Society

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