Workplace “trans”-actions: How organizations, coworkers, and individual openness influence perceived gender identity discrimination.

Ruggs, Enrica N.; Martinez, Larry R.; Hebl, Michelle R.; Law, Charlie

doi:10.1037/sgd0000112

Cited by 57 publications

(66 citation statements)

References 60 publications

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“…Importantly, they also signal information to LGBT workers about how they can expect to be treated in terms of hiring, promotion, termination, and other personnel decisions. They also reassure them that leaders and coworkers will be held accountable for instances of mistreatment even in the absence of legal protections (Ruggs, Martinez, Hebl, & Law, ). In this way, organizational policies and practices may help to reduce or eliminate discrimination and harassment toward LGBT employees.…”

Section: Workplace Contextual Supportsmentioning

confidence: 99%

“…One notable issue among the measures is that not all of the items always refer to the full range of LGBT identities. Some refer just to sexual orientation (e.g., Waldo, ), while others refer to only gender identity (e.g., Ruggs et al, ). Although this is not an inherent limitation, researchers must take care that the measures they employ make use of the referent most germane to the population they wish to study.…”

Section: Review and Analysismentioning

confidence: 99%

See 1 more Smart Citation

Workplace contextual supports for LGBT employees: A review, meta‐analysis, and agenda for future research

Webster

Adams

Maranto

et al. 2017

Human Resource Management

163

161

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The past decade has witnessed a rise in the visibility of the lesbian, gay, bisexual, and transgender (LGBT) community. This has resulted in some organizational researchers focusing their attention on workplace issues facing LGBT employees. While empirical research has been appropriately focused on examining the impact of workplace factors on the work lives of LGBT individuals, no research has examined these empirical relationships cumulatively. The purpose of this study was to conduct a comprehensive review and meta-analysis of the outcomes associated with three workplace contextual supports (formal LGBT policies and practices, LGBTsupportive climate, and supportive workplace relationships) and to compare the relative influence of these workplace supports on outcomes. Outcomes were grouped into four categories:(a) work attitudes, (b) psychological strain, (c) disclosure, and (d) perceived discrimination.Results show that supportive workplace relationships were more strongly related to work attitudes and strain, whereas LGBT supportive climate was more strongly related to disclosure and perceived discrimination compared to the other supports. Our findings also revealed a number of insights concerning the measurement, research design, and sample characteristics of the studies in the present review. Based on these results, we offer an agenda for future research.

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Section: Workplace Contextual Supportsmentioning

confidence: 99%

Section: Review and Analysismentioning

confidence: 99%

Workplace contextual supports for LGBT employees: A review, meta‐analysis, and agenda for future research

Webster

Adams

Maranto

et al. 2017

Human Resource Management

163

161

View full text Add to dashboard Cite

show abstract

“…Thus, workplace outcomes may impact the likelihood of concealment. Consistent with this possibility, research investigating identity concealment among transgender employees has underscored the association between positive interpersonal relationships with one's coworkers and positive outcomes such as job satisfaction (Law et al, 2011;Ruggs, Martinez, Hebl, & Law, 2015; see also Wessel, 2017). However, it is important to also examine whether identity concealment can affect workplace outcomes.…”

Section: Introductionmentioning

confidence: 99%

People Like Me Don't Belong Here: Identity Concealment is Associated with Negative Workplace Experiences

Newheiser

Barreto

Tiemersma

2017

Journal of Social Issues

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In two studies, we examined the impact of concealing (vs. revealing) a stigmatized identity in the context of a recalled or imagined social interaction with one's coworkers. We propose that although people may choose to conceal stigmatized identities in order to increase their chances of acceptance and belonging, identity concealment in fact reduces feelings of belonging and results in negative work‐related outcomes. Participants possessing a concealable stigmatized identity (in Study 1: LGB identity, N = 95; in Study 2, LGBT identity, history of mental illness, history of physical illness, or history of poverty, N = 303) were randomly assigned to recall or imagine concealing or revealing their identity at work. We found that concealing (vs. revealing) the identity reduced felt belonging in the recalled or imagined situation, collective self‐esteem, job satisfaction, and work‐related commitment. Thus, despite its promise to protect individuals against workplace discrimination, identity concealment is associated with deleterious outcomes.

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“…In fact, 31 states lack discrimination laws against sexual orientation and gender identity bias in the workplace (LOPEZ, 2015). Consequently, many lesbian, gay, bisexual, and transgender (LGBT) workers continue to experience widespread and persistent employment discrimination that leads to decreased physical and emotional well-being (DESOUZA; ISPAS, 2017;MYER, 2003), as well as lower wages and career advancement, lower job satisfaction, organizational commitment, and productivity (RUGGS et al, 2015;SEARS;MALLORY, 2014).…”

mentioning

confidence: 99%

“…Consequently, some LGBT employees may conceal their sexual orientation in order to avoid employment discrimination, retaliation, or social exclusion (BADGETT, 1996;RAGINS;SINGH;CORNWELL, 2007;RUGGS et al, 2015;SEARS;MALLORY, 2014;SPRADLIN, 1998).…”

mentioning

confidence: 99%

Coming out in the classroom: still an occupational hazard?

Souza

2018

R. Educ. Ci. e Cult.

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Abstract:In 2002, Russ, Simonds, and Hunt reported that coming out in the classroom was hazardous to gay instructors in the United States. We replicated their study in the same medium-sized North American university with a sample of 222 college students (71.7% White, 53.2% women, mean age = 19.66) who listened to a talk by a male speaker. Unknown to these students, we experimentally manipulated the sexual orientation of the speaker. In one section of a general education course, the speaker mentioned three times in passing the name of his same-sex partner (gay condition). In another section of the same course, the speaker mentioned three times the name of his other-sex partner (heterosexual condition). Immediately a er the talk, students evaluated the speaker. Analyses using t-tests on teacher credibility ratings showed that students consistently rated the speaker in the heterosexual condition more positively than the speaker in the gay condition, which mirror Russ et al. 's ndings published 15 years earlier. Chisquare analyses on the themes derived from the written comments showed mixed results. Students perceived the gay speaker as having "poor speech" skills, but they also perceived him to be more "honest and open" than the heterosexual speaker. Implications are discussed. Keywords:Teacher Sexual Orientation; Teacher Credibility.Resumo: Em 2002, Russ, Simonds e Hunt relataram que revelar a orientação sexual na sala de aula era perigoso para professores homossexuais nos Estados Unidos. Replicamos este estudo na mesma universidade norte-americana de porte médio com uma amostra de 222 estudantes universitários (71,7% brancos, 53,2% mulheres, idade média = 19,66) que ouviram uma palestra de um professor visitante. Esses alunos não sabiam que manipulamos experimentalmente a orientação sexual deste professor. Em uma seção, o professor mencionou três vezes de passagem o nome de seu parceiro do mesmo sexo (condição gay). Em outra seção do mesmo curso, o mesmo professor mencionou três vezes o nome de seu parceiro de outro sexo (condição heterossexual). Imediatamente após a palestra, os alunos avaliaram o professor visitante. As análises sobre classi cações de credibilidade do professor mostraram que os alunos avaliaram consistentemente o professor na condição heterossexual mais positivamente do que o mesmo professor na condição homossexual, o que re ete os resultados de Russ et al. publicados 15 anos antes. As análises sobre os temas derivados dos comentários escritos mostraram resultados mistos. Os alunos perceberam o professor gay negativamente com um estilo de "fala pobre", mas também perceberam que ele era mais "honesto e aberto" do que o professor heterossexual. As implicações são discutidas. Palavras-chave:Orientação Sexual do Professor; Credibilidade do Professor.In the United States, the workplace continues to become demographically more diverse in terms of race/ethnicity, national origin, religion, disability, sex/gender, and sexual orientation (PALUDI; PALUDI; DESOUZA, 2011). It is important to highlight that...

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Workplace “trans”-actions: How organizations, coworkers, and individual openness influence perceived gender identity discrimination.

Cited by 57 publications

References 60 publications

Workplace contextual supports for LGBT employees: A review, meta‐analysis, and agenda for future research

Workplace contextual supports for LGBT employees: A review, meta‐analysis, and agenda for future research

People Like Me Don't Belong Here: Identity Concealment is Associated with Negative Workplace Experiences

Coming out in the classroom: still an occupational hazard?

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