As noted in chapter 3, workplace bullying has been proven to disproportionately affect those who are outside of the mainstream culture because of race, gender, or organizational position. In short, those who do not confirm to the hegemonic culture’s expectations are more likely to be the targets of bullying. This fact remains particularly evident in the examination of the gender and sexual minority (GSM) sample of this data collection. Rarely is 100% of one sample affected by bullying, as is the case of GSM employees working in community colleges. Therefore, this conceptual essay will use Allport’s (1979) theory on prejudice and descriptive statistics to reflect on the campus cultures that allow for GSMs to consistently face such abuse on the community college campus.
To acknowledge the full continuum of identities and experiences that may not be completely captured through a survey, and to allow for the intersectional, fluid, and dynamic nature of identities, we use the term gender and sexual minority (GSM) rather than the traditional LGBTQ acronym. The exception is when the LGBTQ, LGB, or LGBT label is used by other authors/researchers.
Hollis, L. and Robinson, S. (2016), "Insult to Injury: The Extent of Bullying for Gender and Sexual Minorities in Community Colleges", The Coercive Community College: Bullying and its Costly Impact on the Mission to Serve Underrepresented Populations (Diversity in Higher Education, Vol. 18), Emerald Group Publishing Limited, pp. 113-123. https://doi.org/10.1108/S1479-364420160000018013Download as .RIS
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