The relationship of gender expression, sexual identity, distress, appearance, and clothing choices for queer women

Reddy-Best, Kelly L.; Pedersen, Elaine L.

doi:10.1080/17543266.2014.958576

Cited by 21 publications

(16 citation statements)

References 41 publications

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“…Huxley, Clarke, and Halliwell (2014) found their lesbian and bisexual participants felt their appearance and clothing styles were important to communicate their sexual identity and that they are less distinct due to the “perceived increase in social acceptance of sexual diversity” (p. 217). Similarly, Reddy-Best and Pedersen (2015) found some queer women in their sample reported a daily or sometimes hourly shift in the queer signifiers displayed on their bodies and through their fashion styles.…”

Section: Lgbtq Women’s Style(s)mentioning

confidence: 87%

“…Several scholars have recently reported that lesbian styles are more fluid than in the mid-twentieth century (Clarke & Spence, 2013; Huxley, Clarke, & Halliwell, 2014; Reddy-Best & Pedersen, 2015). Huxley, Clarke, and Halliwell (2014) found their lesbian and bisexual participants felt their appearance and clothing styles were important to communicate their sexual identity and that they are less distinct due to the “perceived increase in social acceptance of sexual diversity” (p. 217).…”

Section: Lgbtq Women’s Style(s)mentioning

confidence: 99%

“…Findings from those studies revealed several negative stressors that individuals in the LGBQ community experience (Gillow & Davis, 1987; Lewis et al, 2001; Swim, Pearson, & Johnson, 2007; Woodman, 1989); however, scholars rarely asked questions about minority distress, mistreatment, or discrimination related to in-store shopping experiences (as opposed to online shopping). Several scholars have investigated lesbian, bisexual, and queer women’s styles (Clarke & Spence, 2013; Huxley et al, 2014; Reddy-Best & Pedersen, 2015), yet the literature is limited in research questions related to viewing queer imagery in the media by queer women. It is important to investigate these experiences, because heterosexism can cause distress and affect an individual’s mental well-being (Swim et al, 2007).…”

Section: Justification and Research Questionsmentioning

confidence: 99%

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Queer Women’s Experiences Purchasing Clothing and Looking for Clothing Styles

Reddy-Best

Pedersen

2015

Clothing and Textiles Research Journal

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The purpose of this study is to understand queer women's experiences when shopping for clothing, looking for style inspiration, and if they experience minority distress or discrimination during these processes. Three research questions guided our study: (a) Where do queer women look for fashion style inspiration? (b) What are queer women's experiences with shopping in brick-and-mortar stores for clothing and accessories? and (c) Do queer women experience minority distress or discrimination while shopping or looking for fashion style inspiration? Semi-structured interviews were conducted with 32 queer-identifying females with two follow-up interviews. Four themes surfaced from the data: (a) awareness of or attention to queer styles, (b) frustration with or feelings of alienation with the current apparel marketplace and media, (c) minority distress or subtle acts of heterosexism related to queer visibility and crossing gender boundaries, and (d) interest in an LGBTQ-friendly shopping environment.

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Section: Lgbtq Women’s Style(s)mentioning

confidence: 87%

Section: Lgbtq Women’s Style(s)mentioning

confidence: 99%

Section: Justification and Research Questionsmentioning

confidence: 99%

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Queer Women’s Experiences Purchasing Clothing and Looking for Clothing Styles

Reddy-Best

Pedersen

2015

Clothing and Textiles Research Journal

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“…Clothing and appearance can be an especially important signal of social position in terms of social class, race and ethnicity, profession, and, especially, gender (Pettinger, 2005). Members of low-status groups may de-emphasize their stigma by modifying appearance to better align with dominant cultural norms and values (Reddy-Best & Pedersen, 2015; Roschelle & Kaufman, 2004; Shih, Young, & Bucher, 2013). In work settings, members of low-status groups can be negatively evaluated for failure to assimilate in appearance and behavior (Opie & Phillips, 2015) and can experience significant stress as they work to conform to dominant cultural appearance norms while maintaining a sense of authenticity (Reddy-Best & Pedersen, 2015).…”

Section: Managing Stigmamentioning

confidence: 99%

Female Masculinity at Work

Dozier

2017

Psychology of Women Quarterly

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In this study, the author interviewed 49 self-identified masculine women in the United States to examine how they negotiate stigma in the workplace. Masculine women often negotiate dual stigmas due to both their gender nonconformity and perceived sexual orientation. Participants used a variety of strategies to cope with their stigmatized identity including modifying clothing; incorporating feminine behaviors to counteract masculine appearance; working in high-demand, undesirable jobs; working in male-dominated settings; and opting out of formal work organizations. While some participants experienced mistreatment in male-dominated settings, many reported positive outcomes including strong relationships with male coworkers, opportunities for advancement, and a general comfort in the work environment. Participants challenge Goffman's notion of sexual orientation as a concealable status, showing that sexual orientation minority women who are gender nonconforming employ strategies similar to members of other visibly stigmatized groups. Findings from this study suggest that researchers addressing sexual orientation minorities should include gender expression as a variable that can influence individual experiences and outcomes.

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“…Some women in the LGBTQ community push gender boundaries by adopting masculine garments in order to express their sexual identity (Reddy-Best and Pedersen, 2015). Skidmore (1999) found gender-boundary pushing appearances within some workspaces were not considered appropriate by analyzing several English and German court decisions that rejected cases allowing lesbian and gay individuals to push gender boundaries.…”

mentioning

confidence: 99%

LGBTQ Women, Workplace Dress Codes, and Appearance Negotiations

Reddy-Best

2015

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Over time, there has been a myriad of ways LGBTQ women express their sexual identity through appearance and clothing. Some women in the LGBTQ community push gender boundaries by adopting masculine garments in order to express their sexual identity (Reddy-Best and Pedersen, 2015). Skidmore (1999) found gender-boundary pushing appearances within some workspaces were not considered appropriate by analyzing several English and German court decisions that rejected cases allowing lesbian and gay individuals to push gender boundaries. Many companies have employee handbooks that outline regulations such as dress code; however, companies often also have unwritten rules, which impact the cultural environment and productivity (Duncan, 2014). There is significant research on the impact of dress code regulations on employee performance and psychological health for heterosexual individuals. Studies that examine workplace dress code for the LGBTQ community are limited to findings based on court cases that are 16 years old. It is important to understand the current climate at work for LGBTQ women since workplace regulations may impact performance and psychological well-being. Due to the dearth of studies on the topic, this exploratory study asks: Do unwritten or written workplace dress codes impact LGBTQ women's experiences at work?To answer the research question, the researcher conducted 20 semi-structured, in-depth interviews, which lasted between 40 and 90 minutes. Participants in the study also completed a follow-up interview that lasted between 10 and 30 minutes. All of the interviews were completed individually with each participant. In the initial interview, the researcher asked questions about where they work, what they are required to wear, if there are written or unwritten dress code regulations, and whether or not they feel they can fully express their sexual and/or gender identity in a way that made them feel comfortable within the written or unwritten dress codes. An interview guide with 45 questions was followed. During the follow-up interview, the researcher checked the respondent's answers from the initial interview to ensure they had interpreted the answers correctly and to see if anything was missing or overstated.Each interview was audio-recorded and later transcribed verbatim. After transcription, the researcher used open coding. During the first round of coding, a codebook was developed with code definitions. Throughout the entire process, the researcher redefined the codes and continually revisited the data to link ideas and themes. An additional coder was employed until an intercoder reliability of 80% was reached. Twenty codes or subthemes were developed initially, and the researcher continued analysis until three larger themes were defined.Participants included 20 self-identified women in the LGBTQ community (15 Black or African American and 5 Asian; ages 23-50). Participants lived in California, Washington, and Oregon. All of the participants worked in professional settings where professional attire wa...

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The relationship of gender expression, sexual identity, distress, appearance, and clothing choices for queer women

Cited by 21 publications

References 41 publications

Queer Women’s Experiences Purchasing Clothing and Looking for Clothing Styles

Queer Women’s Experiences Purchasing Clothing and Looking for Clothing Styles

Female Masculinity at Work

LGBTQ Women, Workplace Dress Codes, and Appearance Negotiations

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