Predictors of the Adoption of LGBT‐Friendly HR Policies

Everly, Benjamin A.; Schwarz, Joshua L.

doi:10.1002/hrm.21622

Cited by 82 publications

(79 citation statements)

References 34 publications

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“…Also, Mor Barak (2016) contended that individuals must be networked, involved, and be a part of the decision-making process in order to experience inclusion. In light of this research, it is important to note how the wider landscape of LGBT legal rights can serve as cues for organizations to exceed what is expected of them in law (Everly & Schwarz, 2015). Here then, issues of LGBT workplace inclusivity escalate quickly to the wider sociopolitical landscape.…”

Section: Critiquing Lgbt Workplace Inclusionmentioning

confidence: 99%

“…They highlighted both the heteronormative and patriarchal dimensions of business schools that can disadvantage lesbian women. As organizational landscapes have changed in the intervening decades, so too has organizational research on LGBT workplace issues, such as the recent shift over the last decade or so toward examining how organizations are creating work environments that are LGBT inclusive (Everly & Schwarz, 2015;Köllen, 2013). Fourth, "homosexuality" has long been considered as a medical abnormality and psychological disorder in many countries, and a great deal of research undertaken on LGBT individuals has been imbued with a medical or health perspective (Anteby & Anderson, 2014;Maher et al, 2009).…”

mentioning

confidence: 99%

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Diversity and inclusion for LGBT workers: Current issues and new horizons for research

Rumens

2017

Can J Adm Sci

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Section: Critiquing Lgbt Workplace Inclusionmentioning

confidence: 99%

mentioning

confidence: 99%

Diversity and inclusion for LGBT workers: Current issues and new horizons for research

Rumens

2017

Can J Adm Sci

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“…those who are not heterosexual) to positions of increased authority, power, prestige, and formal responsibility' . Such discrimination typically begins in the home-country (Collins, McFadden, Rocco, & Mathis, 2015;Everly & Schwartz, 2014;Hill, 2009). This can be direct and formal (e.g.…”

Section: Linking Employee Voice Mechanisms and Lgbt Expatriationmentioning

confidence: 99%

“…The term 'LGBT' in this article is similarly applied to reflect its use in current literature (e.g. Everly & Schwartz, 2014;Gedro et al, 2013;Ungar, 2000) as part of the broader debate in relation to LGBTQ, LGBTI, and LGBTQI (where Q = questioning and I = intersex; Munoz & Thomas, 2006). LGBT is thus an overarching term noting that extant literature on diversity accepts that identities operate at multiple complex levels (Paisley & Tayar, 2016).…”

Section: Linking Employee Voice Mechanisms and Lgbt Expatriationmentioning

confidence: 99%

Employee voice mechanisms for lesbian, gay, bisexual and transgender expatriation: the role of Employee-Resource Groups (ERGs) and allies

McNulty

McPhail

Inversi

et al. 2017

The International Journal of Human Resource Management

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LGBT) expatriates has largely taken an employee perspective. Less attention has been devoted to organizational mechanisms supporting LGBT voice opportunities for global mobility. In this study, we use respondent data from 15 LGBT employees in combination with data from five global mobility managers to examine the role of Employee Resource Groups. Using the depth, scope and level of voice to frame the study in relation to stereotype threat theory, the findings show that discrimination and stigmatization are prevalent features affecting voice. The findings advance three distinct contributions concerning marginalized (LGBT) employee voices about expatriation: the importance of 'informal' social dialogue, the shallow 'depth' to voice decisionmaking roles about LGBT expatriation, and a consideration of 'silence' in voice literatures.

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“…La pré-sence de telles mesures est associée à une réduction de la discrimination perçue par les employé.e.s LG et à des attitudes plus positives envers le travail (Ragins et Cornwall, 2001). Cependant, la mise en place de ce type d'initiatives par les employeurs privés dépend de plusieurs facteurs, dont les lois de l'État et leur adoption par des compétiteurs (Chuang, Church et Ophir, 2011 ;Everly et Schwarz, 2014). Parmi les 500 plus grandes entreprises américaines (Fortune 500), 89 % incluent l'orientation sexuelle dans leurs politiques antidiscriminatoires et 66 %, l'identité de genre (Fidas et Cooper, 2014).…”

Section: La Conquête De L'égalité Au Travail Au Canada Et Aux éTats-unisunclassified

Discrimination des minorités sexuelles et de genre au travail : quelles implications pour la santé mentale ?

Geoffroy

Chamberland

2016

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Malgré les avancées législatives en matière d’égalité au travail pour les minorités sexuelles et de genre (MSG), les données disponibles permettent de constater la persistance des discriminations en milieu de travail envers les personnes lesbiennes, gaies et bisexuelles, et surtout, envers les personnes transsexuelles/transgenres. Cet article, basé sur une revue de la littérature, explore les liens entre les différents vécus de discrimination en milieu de travail et leurs impacts sur la santé mentale chez les MSG et chez différentes sous-populations : hommes ayant des relations sexuelles avec d’autres hommes, femmes non hétérosexuelles, parents lesbiennes et gais, et personnes trans. De plus, l’article explore certains facteurs de protection et de risque individuels et systémiques qui interviennent dans cette relation, entre autres le dévoilement de l’orientation sexuelle ou de l’identité de genre et le soutien organisationnel. Finalement, la littérature sur la discrimination en milieu de travail et la santé mentale des MSG met en lumière l’importance, dans le contexte actuel, des approches intersectionnelles et des études sur les micro-agressions. Pour terminer, l’article discute les implications pour les milieux de pratique, de recherche et de travail tout en formulant plusieurs recommandations.Despite legislative advances in terms of workplace equality for sexual and gender minorities (SGM), available data ascertains the persistence of workplace discrimination of lesbian, gay, bisexual, and especially of transgender/transsexual employees. This article, based on an extensive literature review, explores the relationship between different types of workplace discrimination experiences and their impacts on the mental health of SGM and of different sub-populations: men who have sex with men, non-heterosexual women, lesbian and gay parents, and trans people. Furthermore, the article explores certain individual and systemic protection and risk factors that have an impact on this relationship, such as coming-out at work and organisational support. Finally, the existing literature on workplace discrimination and mental health of sexual and gender minorities highlights the importance, in the current legal and social context, of intersectional approaches and of research on homo- and trans-negative microaggressions. The article ends with a discussion on the implications for practice, research, and workplace settings, as well as with several recommendations for these settings

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Predictors of the Adoption of LGBT‐Friendly HR Policies

Abstract: Employment discrimination against lesbian, gay, bisexual, and transgender (LGBT)

Cited by 82 publications

References 34 publications

Diversity and inclusion for LGBT workers: Current issues and new horizons for research

Diversity and inclusion for LGBT workers: Current issues and new horizons for research

Employee voice mechanisms for lesbian, gay, bisexual and transgender expatriation: the role of Employee-Resource Groups (ERGs) and allies

Discrimination des minorités sexuelles et de genre au travail : quelles implications pour la santé mentale ?

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