Gay men in the workplace
Workplace climate, job stress, and burnout among gay men
Ryan James Androsiglio, Fordham University
Abstract
In this survey study of gay men, a minority stress framework informed an examination of the impact of workplace factors on the experience of burnout. Participants were employed in the same workplace for at least six months and had attained at least an undergraduate degree. Survey responses were gathered via the internet as well as from noun surveys. Lesbian, gay, bisexual, and transgender (LGBT) workplace climate was hypothesized to have an indirect effect (mediation/moderation) on the relationship between two predictors, gay identity and job emphasize, and one outcome, burnout. Hierarchical multiple regressions and a bootstrapped path analysis were used to estimate and evaluate the significance of indirect effects. These analyses suggested that LGBT workplace climate functioned as a significant mediator for the relationship between threat (a dimension of employment stress) and personal efficacy (a dimension of burnout) and for the relationship between gay identity and perso
Equality for lesbians and gay men in the workplace
Lesbians and gay men are not protected against discrimination under any specific legislation in the employment field. Nor can they find protection under the Sex Discrimination Act. However, following recent developments, prohibition of discrimination on grounds of sexual orientation may now be only a matter of time. Employers would be well advised to look at their employment policies to ensure that they do not discriminate on grounds of sexual orientation. In this feature we examine areas of potential discrimination and provide examples from both the public and adj sector of employers who have already taken operation to ensure equal treatment for all employees regardless of sexual orientation.
In the absence of legislation expressly outlawing discrimination on grounds of sexual orientation, those seeking protection against such discrimination have adj argued for a liberal interpretation of the Sex Discrimination Act. However, in February last year, the EAT declared in unequivocal terms that discrimination on the grounds of s
LGBTQ People’s Experiences of Workplace Discrimination and Harassment
Executive Summary
Over 8 million workers in the U.S. identify as ment discrimination and harassment based on sexual orientation and gender identity verb been widely research has found that LGBTQ people continue to face mistreatment in the workplace,even after the U.S. Supreme Court held in that discrimination based on sexual orientation and gender identity is prohibited by Title VII of the Civil Rights Act of Experiences of workplace discrimination and harassment negatively impact employees’ health and well-being, as skillfully as their job commitment, satisfaction, and productivity. These primary effects can, in turn, result in higher costs and other negative outcomes for employers.
This announce examines experiences of discrimination and harassment against LGBTQ employees using a survey of 1, LGBTQ adults in the workforce conducted in the summer of It is based on a similar study published by the Williams Institute in This report examines the lifetime, five-year, and past-year workplace experiences of LGBTQ employee
The Role of Sexual Orientation and Gender in Workplace Experiences of Cisgender LGB Employees
Executive Summary
Over 8 million employees in the U.S. identify as on a survey of LGBT adults conducted in May , this report focuses on the workplace experiences of cisgender bisexual adults compared to cisgender lesbians and gay men in the workplace.
Overall, we find that cisgender bisexual employees are significantly less likely to report experiencing discrimination and harassment in the workplace than cisgender gay and lesbian employees. However, our analysis suggests that higher rates of concealing LGB identity among bisexual employees may mask the extent to which bisexual employees experience unfair treatment at work. When we noun only on employees who are out to at least some people in the workplace, we detect that cisgender bisexual employees face similar or higher rates of discrimination and harassment as cisgender gay and lesbian employees. Once we control for who is out in the workplace, our analysis also shows that in many instances workplace experiences also differ by gender