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1 – 10 of over 8000The purpose of this paper is to explore the triggers to the development of sexual orientation diversity policy and practice in the UK private sector, based on the perspectives of…
Abstract
Purpose
The purpose of this paper is to explore the triggers to the development of sexual orientation diversity policy and practice in the UK private sector, based on the perspectives of those “championing” sexual orientation diversity work.
Design/methodology/approach
The paper is based on 22 in‐depth key informant interviews which can be broken down as follows: diversity specialists (5), management (6, of whom 3 were sexual orientation senior management “champions” in their organisations), trade union (3) and LGBT network group representatives (8), as well as access to company and trade union web sites and publications. Interviews sought to trace the history of sexual orientation equality and diversity work, development of structures, policies and practices as well as triggers and barriers to progress and areas of innovation.
Findings
Recent literature on equality and diversity in the British national context has sought to explore the implications of a social justice versus a business case driven equality and diversity agenda. This paper considers that this dichotomous analysis can be unhelpful. Within the private sector case studies, the difference between the two approaches was not clear‐cut. The corporate social responsibility agenda seemed to offer a broader vision for sexual orientation diversity work in a global context. It promised a more activist awareness of international human rights standards, stakeholder involvement plus links between employee and customer rights and concerns.
Originality/value
The paper addresses a gap in knowledge regarding sexual orientation diversity management in the UK private sector. It also considers the links between corporate social responsibility and sexual orientation diversity management.
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This study explores the representation of identity groups and their interests within the labor movement using lesbian, gay, bisexual, and transgender (LGBT) individuals as my case…
Abstract
This study explores the representation of identity groups and their interests within the labor movement using lesbian, gay, bisexual, and transgender (LGBT) individuals as my case group. The goal is to provide new knowledge about how national and international unions in the United States are responding to sexual orientation. Data on the official polices of the 13 largest national and international unions was collected through a telephone survey of union staff and officials possessing specialized knowledge about their unions’ responses to sexual diversity.
The data collected here was used to test whether structural and demographic arguments regarding union responsiveness to LGBT issues explain the divergences in union initiatives to recognize sexual diversity. The results of this study confirmed earlier research that structural and demographic variables do matter but revealed that it is necessary to go beyond these variables to more fully explain variation in union responses to sexual diversity. Future research needs to explore other factors involving collective agency, history, ideology, and so on and the differences between the social movement unionism rooted in old class politics and one more influenced by the new social movements to understand why unions such as Service Employees International Union (SEIU) are the most responsive to minorities and the most successful in changing union culture as well as practice.
Zorlu Senyucel and Stephen Phillpott
The purpose of this paper is to examine the effects of the recent introduction of equality and diversity initiatives to the workplace in the UK public sector. It provides an…
Abstract
Purpose
The purpose of this paper is to examine the effects of the recent introduction of equality and diversity initiatives to the workplace in the UK public sector. It provides an overview of the changing work patterns through the experiences of lesbian, gay and bisexual (LGB) employees in UK local councils.
Design/methodology/approach
A case study has been conducted into the perceptions of managers and staff around council's approach and its impact on equality and diversity issues through a quantitative survey and a set of semi‐structured qualitative interviews. A framework of equality and diversity is constructed to create much needed linkages between the organisation's policies, processes and culture.
Findings
The study has revealed that despite a lack of promotion of the equalities framework, the “hard” notion of equality and diversity is understood and embedded in many parts of the organisation. However, there is little evidence that councils are perceived to have a clear organisational equality and diversity strategy, and there is little activity intended to encourage active discussion around the issue of sexual orientation, inhibiting the development of “soft” knowledge and of confidence in managing day‐to‐day issues of sexual orientation.
Originality/value
The paper illuminates the effectiveness of equality and diversity management strategies focusing on sexual orientation in UK local councils. The findings should be of value to policy makers who need to understand the needs of a diverse workforce in order to plan new ways of managing equality and diversity.
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Fiona Colgan, Chris Creegan, Aidan McKearney and Tessa Wright
The purpose of this paper is to identify organisational good practice concerning equality, diversity and sexual orientation and consider the impact of the Employment Equality…
Abstract
Purpose
The purpose of this paper is to identify organisational good practice concerning equality, diversity and sexual orientation and consider the impact of the Employment Equality (Sexual Orientation) Regulations 2003.
Design/methodology/approach
The paper employs in‐depth interviews and a short survey with 154 lesbian, gay and bisexual people (LGB) and 60 interviews with management, trade union and LGB group representatives within 16 “good practice” case study organisations.
Findings
Before the introduction of the (SO) Regulations (2003), progress concerning equality, diversity and sexual orientation was made based on social justice and/or business case arguments. The research shows that an inclusive organisational response can benefit both LGB employees and their employers. However, an “implementation gap” between equality/diversity policy and practice on sexual orientation was identified. The introduction of the law as a further driver to equality action in the sexual orientation area has been positive. However, LGB employees voiced concerns about the way in which organisations rely on LGB people to come forward with complaints before tackling problems. Thus, the protection provided by the (SO) Regulations 2003, although welcomed, was not seen as a panacea to tackling discrimination and harassment on grounds of sexual orientation in the workplace. LGB respondents looked to their organisation management to provide proactive leadership on equality/diversity issues and stop treating the sexual orientation strand as the “poor relation” within the organisational drive for equality and diversity.
Originality/value
The paper addresses the gap in knowledge regarding LGB people's perceptions of equality/diversity policy and practice within UK workplaces, providing information on good practice for employers, trade unions, government and LGB campaigning organisations.
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Jennet Achyldurdyyeva, Li-Fan Wu and Nurbibi Datova
The purpose of this study is to examine the aspects of workplace environment and the experiences of LGBT (lesbian, gay, bisexual and transgender) employees in an Asian context; a…
Abstract
Purpose
The purpose of this study is to examine the aspects of workplace environment and the experiences of LGBT (lesbian, gay, bisexual and transgender) employees in an Asian context; a subject that has hitherto been somewhat neglected. It responds to a call for more contextual research in the field of employment diversity in organizational management in general.
Design/methodology/approach
This is a mixed method study, which utilizes multiple sources of primary and secondary data and consists of in-depth personal interviews, a survey of LGBT employees, published data (including legislation and state policies), reports issued by social and media organizations, documentary evidence from Taiwanese companies and insights drawn from the existing literature.
Findings
It was found that there is an interplay between the macro, meso and micro levels in the multilevel relational framework applied to diversity of employment in Taiwan. Macrolevel factors, such as supportive legislation, mass media and social tolerance toward LGBT community positively affect mesolevel factors, such as stable and secure social networks among the LGBT community in the form of legal and social organizations (NGOs, social media, bars, restaurants, etc.) as well as many companies inclusion of sexual orientation in their definitions of diversity. However, this is opposed by macrolevel, cultural values related to family structure and intergenerational relationships that inhibit pro-active integration and equality of LGBT individuals at the meso organizational level. Companies headed by older-generation leadership can be slow to advocate, support and promote sexual-orientation diversity in their workplaces. In contrast, microlevel data shows that LGBT employees receive robust psychological support from their peer group, friends and the LGBT community, although gaining acceptance by family and coworkers remains a challenge.
Research limitations/implications
Future studies need to focus on the dynamics of the meso- and microlevel factors by investigating how organizational structure, perspectives of leaders and HR managers, diversity management practices and attitudes and behaviors of LGBT employees and other coworkers affect development and integration of sexual-orientation diversity programs within organizations.
Practical implications
Managers, policy makers in organization as well as educators benefit from the context-sensitive findings and recommendations offered in this paper.
Social implications
Understanding of LGBT individuals employment environment helps to facilitate or hinder the positive development of equal society and benefit both LGBT employees, their coworkers and managers.
Originality/value
Limited research exists on the LGBT employees experiences at work in Asia. This study makes unique contribution to the understanding of sexual orientation category of diversity at work in Taiwan context.
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Shaun Pichler, Enrica Ruggs and Raymond Trau
The purpose of this paper is to develop a cross-level conceptual model of organizational- and individual-level outcomes of lesbian, gay, bisexual, and transgender…
Abstract
Purpose
The purpose of this paper is to develop a cross-level conceptual model of organizational- and individual-level outcomes of lesbian, gay, bisexual, and transgender (LGBT)-supportive policies for all workers regardless of their sexual orientation.
Design/methodology/approach
This is a conceptual paper based on an integration of propositions from perceived organizational support and organizational justice theories.
Findings
The model suggests that LGBT-supportive policies should be related to perceptions of organizational support directly and indirectly through diversity climate and perceptions of distributive, procedural, and interactional justice.
Practical implications
The model implies that employees should feel more supported and more fairly treated among firms with LGBT-supportive policies and practices, and that these feelings will be reciprocated.
Originality/value
This is the first paper to develop propositions about the outcomes of LGBT-supportive policies for all workers, and advances the literature by developing a multi-level model of outcomes of these policies.
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Fiona Colgan and Aidan McKearney
This editorial introduces the papers within the special issue and outlines their contribution to the emerging and evolving study of sexuality and sexual orientation in…
Abstract
Purpose
This editorial introduces the papers within the special issue and outlines their contribution to the emerging and evolving study of sexuality and sexual orientation in organisation and management studies.
Design/methodology/approach
A review of some key themes within the literature on sexuality and sexual orientation is provided prior to drawing out key points within the submitted papers and considering how they contribute to this literature.
Findings
These six papers make an important contribution to the fast‐changing and evolving study of sexuality and sexual orientation in organisations and the development and implementation of equality and diversity policy and practice.
Originality/value
The editorial refers to papers presented at the Equality Diversity and Inclusion Conference held in Istanbul, July 2009, which included a stream entitled: “Spirals of silence? Tackling the ‘invisibility’ of the sexual orientation strand and sexuality in academic research and in organisation equality and diversity policy and practice” which can lead to reflections on the processes of voice and silence as these pertain to the discussion of sexuality and sexual orientation issues in academic organisations and at academic and practitioner conferences.
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– The purpose of this paper is to explore the influence demographic factors have on the way lesbians and gay men manage their sexual orientation at work.
Abstract
Purpose
The purpose of this paper is to explore the influence demographic factors have on the way lesbians and gay men manage their sexual orientation at work.
Design/methodology/approach
Based on data taken from a cross-sectional survey of 1,308 gay and lesbian employees working in Germany, four regression models are proposed. The means of handling one’s homosexuality at work was measured by the 31 items containing Workplace Sexual Identity Management Measure from Anderson et al. (2001).
Findings
Results indicate that being in a relationship is related to increased openness about one’s homosexuality at work. Furthermore, it appears that the older and the more religious lesbian and gay employees are, the more open (and therefore less hidden) about their sexuality they are. Having a migratory background is related to being more guarded about one’s sexual orientation, whereas personal mobility within the country is not related to the way one manages one’s sexual orientation at work. Lesbians tend to be a little more open and less guarded about their homosexuality compared to gay men.
Research limitations/implications
The focus of this research (and the related limitations) offers several starting and connecting points for more intersectional research on workforce diversity and diversity management.
Practical implications
The study’s findings indicate the need for an intersectional approach to organizational diversity management strategies. Exemplified by the dimension “sexual orientation”, it can be shown that the impact each dimension has for an employee’s everyday workplace experiences and behavior in terms of a certain manifestation of one dimension of diversity can only be understood in terms of its interplay with other dimensions of diversity.
Originality/value
It is shown that manifestations of demographic factors that tend to broaden the individual’s coping resources for stigma-relevant stressors lead to more openness about one’s homosexuality in the workplace.
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Kowoon Kim and Mary Ann Von Glinow
The purpose of this paper is to add to the understanding of the international work experiences of lesbian and gay self-initiated expatriates (SIEs) with a particular focus on the…
Abstract
Purpose
The purpose of this paper is to add to the understanding of the international work experiences of lesbian and gay self-initiated expatriates (SIEs) with a particular focus on the effects of different contexts on their disclosure decisions. In doing so, this study responds to the call for more empirical and extensive studies of lesbian, gay, bisexual, and transgender (LGBT) expatriates.
Design/methodology/approach
This paper is based on in-depth analysis of four interviews of lesbian and gay SIEs.
Findings
The findings presented in this paper support three contextual determinants – personal, organizational, and country-level context. These contextual determinants significantly influence lesbian and gay SIEs’ disclosure decisions and their overall international work experience.
Originality/value
Given the rapid globalization and dynamic business environment, workforce diversity has become a business imperative over the past few decades. Diversity in today’s workforce includes not simply gender and racial diversity, but also age, culture, sexual orientation, religion, education, and disabilities as primary categories of diversity. Moreover, new technologies require highly skilled labor the world over, exacerbating existing global talent shortages. These advancements in technology, accompanied by massive shortfalls in skilled labor, have expanded the pool of potential expatriates to include those non-traditional ones who have been excluded from international assignments. Particularly, as LGBT rights to equal employment opportunity and their potential contributions to international assignments have been increasingly recognized worldwide in recent years, attention to LGBT expatriates has grown exponentially. Nevertheless, neither their experiences as lesbian and gay SIEs in international assignments nor the effects of contexts on those experiences, including disclosure decisions, have yet to be fully explored. In this sense, this paper provides a contribution to the deeper understanding of lesbian and gay SIEs in multidimensional contexts of an international assignment. Although the study examined lesbian and gay expatriates, results suggest insights into the entire LGBT expatriate community.
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Laura Alonso Martínez and María Begoña Vigo-Arrazola
Government’s role and sex education are vital in promoting inclusivity and sexual health. To understand the impact that the legislation has had on sex education, it is necessary…
Abstract
Purpose
Government’s role and sex education are vital in promoting inclusivity and sexual health. To understand the impact that the legislation has had on sex education, it is necessary to evaluate it at the different training levels.
Design/methodology/approach
The method used is a critical review aimed at comparing educational and state legislation and its impact on Sex Education in Spain and the United Kingdom.
Findings
In most countries the compulsory contents in the curriculum are oriented to sexually transmitted infections and contraception. Nonetheless, this approach is deemed inadequate and restrictive, failing to cope with the challenges posed by globalization, including the increased spread of sexual infection. Legislative constraints hinder the comprehensive implementation of public health education strategies and social justice concerning sexuality.
Research limitations/implications
Scope may miss legislative nuances and regional differences.
Practical implications
Findings emphasize comprehensive sex education to tackle modern challenges and to urge policy makers to incorporate these insights.
Social implications
Enhanced sex education laws foster health equity that will contribute to reducing violence and improving positive attitudes and behaviours.
Originality/value
Insufficient analysis exists on the effects of ministry measures in sex education, connecting health, well-being and sustainability. This underscores the urgency of researching the legislative, educational and societal consequences, enabling interventions to address negative sexual attitudes and behaviours, including gender violence, biases against sexual diversity, emotional challenges, sexual freedom and health problems, based on respect for Human Sexual Rights.
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