How LGBT-Supportive Workplace Policies Shape the Experience of Lesbian, Gay Men, and Bisexual Employees

How LGBT-Supportive Workplace Policies Shape the Experience of Lesbian, Gay Men, and Bisexual... Support for lesbians’, gay men’s, bisexuals’, and transgender people’s (LGBT) rights has increased over the last two decades. However, these recent trends hide existing disparities between and within countries. In particular, workplace discrimination is still a relatively widespread phenomenon. Although many countries lack legal provision protecting LGBT employees, numerous organizations have adopted LGBT-supportive policies over the last two decades. Many studies have investigated the business case for diversity arguments and tested whether diversity brings about positive business outcomes. However, few studies have studied their effect on outcomes that do not directly affect employees’ productivity. This article aims at filling this gap and examines whether LGBT-supportive policies help (1) to reduce discrimination based on sexual discrimination and (2) to increase LGB employees’ well-being and psychological health at work. Results show that diversity management contributes to shaping the experience of LGB employees by reducing discrimination and increasing overall well-being at work. However, LGBT-supportive policies do not influence employees’ psychological health outcomes. http://www.deepdyve.com/assets/images/DeepDyve-Logo-lg.png Sexuality Research and Social Policy Springer Journals

How LGBT-Supportive Workplace Policies Shape the Experience of Lesbian, Gay Men, and Bisexual Employees

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Publisher
Springer US
Copyright
Copyright © 2016 by Springer Science+Business Media New York
Subject
Psychology; Sexual Behavior; Social Sciences, general
ISSN
1868-9884
eISSN
1553-6610
D.O.I.
10.1007/s13178-016-0253-x
Publisher site
See Article on Publisher Site

Abstract

Support for lesbians’, gay men’s, bisexuals’, and transgender people’s (LGBT) rights has increased over the last two decades. However, these recent trends hide existing disparities between and within countries. In particular, workplace discrimination is still a relatively widespread phenomenon. Although many countries lack legal provision protecting LGBT employees, numerous organizations have adopted LGBT-supportive policies over the last two decades. Many studies have investigated the business case for diversity arguments and tested whether diversity brings about positive business outcomes. However, few studies have studied their effect on outcomes that do not directly affect employees’ productivity. This article aims at filling this gap and examines whether LGBT-supportive policies help (1) to reduce discrimination based on sexual discrimination and (2) to increase LGB employees’ well-being and psychological health at work. Results show that diversity management contributes to shaping the experience of LGB employees by reducing discrimination and increasing overall well-being at work. However, LGBT-supportive policies do not influence employees’ psychological health outcomes.

Journal

Sexuality Research and Social PolicySpringer Journals

Published: Sep 1, 2016

References

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