Stigma, Gay Lifestyles, and Adjustment to Aging:

Adelman, Marcy

doi:10.1300/j082v20n03_02

Cited by 84 publications

(2 citation statements)

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“…Although some of the care needs may be similar for all ageing populations, there is a growing awareness in many societies of the specific issues faced by older lesbian, gay, bisexual, transgender and gender diverse (LGBT+) people. Some of the identified issues include: social isolation (Fokkema & Kuyper, 2009;Fredriksen-Goldsen et al 2013), stigma and discrimination (Adelman, 1991) and higher risk of negative mental health outcomes (Carr & Pezzella, 2017).…”

Section: Pedagogical Principles and Methods Underpinning Education Ofmentioning

confidence: 99%

Pedagogical principles and methods underpinning education of health and social care practitioners on experiences and needs of older LGBT+ people: Findings from a systematic review

Higgins

Downes

Sheaf

et al. 2019

Nurse Education in Practice

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Section: Pedagogical Principles and Methods Underpinning Education Ofmentioning

confidence: 99%

Pedagogical principles and methods underpinning education of health and social care practitioners on experiences and needs of older LGBT+ people: Findings from a systematic review

Higgins

Downes

Sheaf

et al. 2019

Nurse Education in Practice

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“…The literature on LGB and same‐sex marriage concerns, for the most part, health issues, suicide, human rights, social support and gender identity, and substance abuse, among others (Adelman ; Alonzo and Reynolds ; Cahill and Makadon ; Gedro et al . ; Hamlyn et al .…”

Section: Introductionmentioning

confidence: 99%

MNC Considerations in Identifying and Managing LGB Expatriate Stigmatization

Moeller

Maley

2017

Int J Management Reviews

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Lesbian, gay and bisexual (LGB) expatriates are rightfully sceptical, and at times fearful, of international assignment experiences, owing to the sometimes hostile reception at assignment locations as a result of their sexual orientation. The authors argue that this hostility arises from a perceived incompatibility in values between the host country and LGB expatriates. Dissonance between the two value systems leaves LGB expatriates seemingly powerless to self-manage imposed stigmas inside and outside the workplace at international assignment locations. The authors suggest that it is essential for the multinational corporation (MNC) to help manage these stigmas by implementing human resource management (HRM) practices and policies that recognize the needs of traditional and non-traditional expatriates as substantially different. Using organizational legitimacy theory, the authors assert that MNCs' strategic actions should entail a set of distinct practices and policies for LGB expatriates as a way to strive for acceptance within the LGB expatriate community and beyond. Managing value congruence in this manner ensures greater willingness of the LGB talent pool to undertake international career opportunities and is likely to result in better assignment experiences and outcomes. Outcomes of LGB stigmatization are discussed and suggestions are put forward on the MNC's role in supporting LGB expatriates and their families. Propositions relative to support are offered.

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