The Australian corporate closet: Why it's still so full!

Smith, I. P.; McCarthy, Grace

doi:10.1080/19359705.2017.1354793

Cited by 2 publications

(5 citation statements)

References 161 publications

(347 reference statements)

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“…Thus, they are often compelled to manage their identity and remain an outsider group (e.g. Chung, 2001; Marques, 2019; Ortiz and Mandala, 2021; Smith and McCarthy, 2017). The findings show that heteronormative ideologies deeply rooted in society are reinforced in the workplace (Corlett et al, 2022; Cox, 2019; Eagan, 2018) and continue to silence LGBTI employees epitomizing the spiral of silence theory (Bowen and Blackmon, 2003).…”

Section: Discussion Implications and Future Research Directionsmentioning

confidence: 99%

“…To this end, it is necessary to create brave and safe spaces to enable voice which is a determinant of LGBTI-inclusive workplaces (Ladwig, 2022). However, organizations often fail to capture LGBTI employee voice resulting in continued oppression of this cohort because they remain unheard, silenced by systemic barriers stemming from heteronormativity (Smith and McCarthy, 2017) which is not just passively mirrored in organizations, but manifested in spaces, policies and norms (Corlett et al, 2022).…”

Section: Lgbti Employee Voice and Inclusionmentioning

confidence: 99%

“…The liberalization of societal attitudes towards sexual and gender minorities also referred to as lesbian, gay, bisexual, trans and intersex (LGBTI) 1 groups, particularly in developed countries, means that many organizations now consider sexual and gender diversity as part of employee diversity (Buchter, 2021;Smith and McCarthy, 2017). Despite such progression, many sexual and gender minority employees remain vulnerable to workplace hostility (Ortiz and Mandala, 2021;Smith and McCarthy, 2017), leading to lower levels of job satisfaction (Conti et al, 2022;Drydakis, 2014) and underrepresentation in leadership (Syed, 2014). Considering this situation, concerns have been raised that many organizations lack proper mechanisms to foster inclusion (Mara et al, 2021;Smith and McCarthy, 2017).…”

Section: Introductionmentioning

confidence: 99%

“…Despite such progression, many sexual and gender minority employees remain vulnerable to workplace hostility (Ortiz and Mandala, 2021;Smith and McCarthy, 2017), leading to lower levels of job satisfaction (Conti et al, 2022;Drydakis, 2014) and underrepresentation in leadership (Syed, 2014). Considering this situation, concerns have been raised that many organizations lack proper mechanisms to foster inclusion (Mara et al, 2021;Smith and McCarthy, 2017).…”

Section: Introductionmentioning

confidence: 99%

“…Previously, the Australian Human Rights Commission (AHRC) (2014) estimated the LGBTI cohort to be around 11% of the population. Such conflicting results further highlight the likelihood of some LGBTI individuals choosing to be closeted (Smith and McCarthy, 2017). The Australian Sex Discrimination Act 1984 (Cth) prohibits employment discrimination based on sexual identity.…”

Section: Introductionmentioning

confidence: 99%

See 4 more Smart Citations

Capturing the missing voices: A ‘fair go’ for sexual and gender minority employees in Australian workplaces

Dahanayake

Selvarajah

Rajendran

2023

Australian Journal of Management

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This article explores employee voice within organizations, in the context of the often-complex inclusion of sexual and gender minority (lesbian, gay, bisexual, trans and intersex (LGBTI)) employees. This study utilized a qualitative case study approach to gather insights from diversity experts and organizational documents of three large Australian organizations representing private, not-for-profit and public sectors. This research focused on organizational interventions that capture the voices of LGBTI employees, because their voice remains a challenge. While extant literature has largely focused on employee networks as a primary voice for this group, this study identifies several other integral and novel mechanisms. This study contributes to existing knowledge by developing an empirically based theory on voice mechanisms to overcome the spirals of silence. The findings of this study offer practical value to organizations seeking to promote LGBTI voice and inclusion in the workplace. JEL Classification: J15, J16, J71, J81, M12, M14, O15

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Section: Discussion Implications and Future Research Directionsmentioning

confidence: 99%

Section: Lgbti Employee Voice and Inclusionmentioning

confidence: 99%

Section: Introductionmentioning

confidence: 99%

Section: Introductionmentioning

confidence: 99%

Section: Introductionmentioning

confidence: 99%

See 3 more Smart Citations

Capturing the missing voices: A ‘fair go’ for sexual and gender minority employees in Australian workplaces

Dahanayake

Selvarajah

Rajendran

2023

Australian Journal of Management

View full text Add to dashboard Cite

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Lesbian and Gay Population, Work Experience, and Well-Being: A Ten-Year Systematic Review

Lacatena,

Ramaglia,

Vallone

et al. 2024

IJERPH

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Despite an increase in the promotion of equal opportunities at work, there is still persistent discrimination against lesbian and gay (LG) workers. In this vein, this study aimed to systematically review the research investigating the peculiarities of the work experience of LG people, particularly considering the theoretical frameworks in the approach to sexual minorities’ work-related issues, as well as individual and contextual variables influencing the work experience and the impact they may have on health and well-being. We explored the PsycArticles, EMBASE, Scopus, and Web of Science electronic databases and the EBSCOHost (PsycInfo, Psychology and Behavioral Sciences Collection) scholarly search engine, between 01/01/2013 to 01/03/2023, with regards to the search terms “lgb*”, “gay*”, “lesbian*”, “homosexual*”, and “sexual minorit*”, associated with “employee*”, ”personnel”, “worker*”, and “staff”, and with “workplace”, “work”, “job”, “occupation”, “employment”, and “career”. Data were narratively synthesized and critically discussed. Of the 1584 potentially eligible articles, 140 papers contributed to this systematic review. Five main theoretical frameworks were identified: (a) minority stress, (b) sexual prejudice and stigma, (c) queer and Foucauldian paradigms, (d) social identity theories, and (e) intersectionality. Furthermore, significant individual (e.g., outness, disclosure, and work–family conflict) and contextual (e.g., heterosexist and heteronormative workplace climate and culture) variables influencing LG people’s work experience were identified. This review highlights the need to develop a unified theoretical model for the construction of specific measurement tools to assess the work experience of LG people and for the implementation of interventions aimed at minimizing the effects of stigma in work contexts.

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The Australian corporate closet: Why it's still so full!

Cited by 2 publications

References 161 publications

Capturing the missing voices: A ‘fair go’ for sexual and gender minority employees in Australian workplaces

Capturing the missing voices: A ‘fair go’ for sexual and gender minority employees in Australian workplaces

Lesbian and Gay Population, Work Experience, and Well-Being: A Ten-Year Systematic Review

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