The double-edged sword of having a unique perspective

Abstract

Purpose Drawing on social identity theory and the concept of perceived organizational support, the authors conducted an online, exploratory survey of 150 lesbian, gay, bisexual, and transgender (LGBT) workers in 28 countries to examine whether being LGBT provides a unique perspective in the workplace, if they perceive their employer appreciates this perspective, and what effects this has on perceived discrimination and perceived career advancement. Collectively these questions have implications for work engagement and career prospects of LGBT workers. The paper aims to discuss these issues. Design/methodology/approach Multiple regression and qualitative analyses were used to analyze Likert scale questions along with open-ended options. Findings The majority of respondents agree that being LGBT offers a unique perspective compared to heterosexual workers. The more respondents agree that they have a different perspective, the more they feel discriminated against. After controlling for demographic variables as well as education, tenure, job level, and disclosure, hierarchical linear regression analyses showed offering a unique perspective increases perceived career advantages. Results also showed increased perceived career advantages if the employer appreciates this perspective. Results of a second regression analysis also showed that a unique perspective is associated with more perceived discrimination, unless their employer appreciates this perspective. Research limitations/implications Although single-item measures and a small international sample limit generalizability, rich qualitative responses provide insights into LGBT attitudes across multiple countries. Practical implications This study can be applied to future understandings of the diverse nature of LGBT perceptions and attitudes in the workplace. Social implications This is one of the first studies to examine LGBT perceptions that they possess a unique perspective that should be valued by employers. Originality/value This exploratory study is one of the first to recognize unique LGBT perspectives and examine the relationship between their perspectives and perceived discrimination and career advantages.

Fall Issue, 2022

“…For example, a nationwide meta-analysis quantitative study of sexual orientation, wellbeing, and job satisfaction among Swedish workers by Aldén et al (2020) revealed complex results -job satisfaction differed between gay men, lesbians, and heterosexual workers (Aldén et al, 2020). Another factor that could cause variance in the level of authenticity is whether workplace discrimination policies are in place (Gacilo et al, 2018;Webster et al, 2018). Because the LGBTQIA participants worked at a Fortune 50 organization with protective workplace policies, the level of authenticity measured in this study could be higher than an organization without the same protections.…”

“…LGBTQIA individuals, available literature suggests that supervisors contribute to LGBTQIA and workplace security, fairness, and well-being when organizational workplace diversity policies and programs exist (Elias et al, 2018;Gacilo et al, 2018;Hossain et al, 2020). Conversely, Knoll et al's early research (2015) to create a worker authenticity instrument indicated that an individual's responsible behavior, optimal self-esteem, and moral courage might cause worker success to override destructive leader influence.…”

“…Organizations directly influence workers' experiences through the workers' supervisors. A supervisor's influence on the worker's ability to be authentic or one's best self at work is supported by research on the general population (Ma et al, 2020) and LGBTQIA workers (Fidas & Cooper, 2018;Gacilo et al, 2018;Hossain et al, 2020;Pichler et al, 2017;Schneider et al, 2017). In addition, the supervisor's style is essential in predicting turnover, work quality, satisfaction, and job retention since "it is often said that people don't leave jobs, they leave their bosses" (Ryan & Deci, 2019, pp.…”

Influence of All Sexual Orientations and Gender Identity Upon Work Authenticity through Satisfaction with Supervisor

“…For example, a nationwide meta-analysis quantitative study of sexual orientation, well-being, and job satisfaction among Swedish workers by Aldén et al (2020) revealed complex results -job satisfaction differed between gay men, lesbians, and heterosexual workers (Aldén et al, 2020). Another factor that could cause variance in the level of authenticity is whether workplace discrimination policies are in place (Gacilo et al, 2018;Webster et al, 2018). Because the LGBTQIA participants worked at a Fortune 50 organization with protective workplace policies, the level of authenticity measured in this study could be higher than an organization without the same protections.…”

The Queer Experience of School Counselors: An Interpretative Phenomenological Analysis

“…When a queer individual can be out at work and experiences positive outcomes, research has indicated they have a more positive and coherent self-identity and “greater levels of job satisfaction and persistence, lower levels of anxiety at work, and feel more integrated into their work community” (Marrs & Staton, 2016, p. 43). Queer people who feel supported by their supervisors and organizations report less discrimination, harassment, job stress, and burnout (Gacilo et al, 2018). Although this research aids in understanding the barriers faced by queer people in the workplace, it is not specific to the educational settings in which school counselors serve.…”