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Sexual Identity on the Job provides academics and practitioners with a solid resource for addressing sexual identity concerns and issues in the workplace. It offers corporate trainers, managers, and policymakers suggestions for creating a positive psychological environment of inclusion for all workers through policies of nondiscrimination, the availability of domestic partner benefits, and solid efforts to eliminate on-the-job discrimination toward lesbians, gays, bisexuals, and transgender individuals. It educates social service providers about company actions of which they need to know in order to effectively support their gay, lesbian, bisexual, and transgenderedclients.As a compilation of scholarly and applied perspectives, Sexual Identity on the Job covers such topics as multicultural identity (multiple identities) development; legal and policy issues of employment; career development issues for lesbians, gay men, bisexuals, and transgender persons; and how inclusion improves productivity among all groups. By including both perspectives, this unique volume offers both academics and practitioners a broader knowledge of the field and relevant issues, and possible solutions for sexual identity concerns and questions in the workplace.Chapters in Sexual Identity on the Job address a diverse set of issues relating to ways in which those concerned about the psychological well-being of gay, lesbian, bisexual, and transgender workers can address their needs while recognizing their desire to lead productive, fulfilling lives. The contributors, in promoting workplaces that offer all workers inclusion, safety, and a place to thrive psychologically and emotionally, cover such topics as: gay, lesbian, and bisexual career development and counseling issues managing multiple identities (race, gender, sexual orientation) in the workplace current trends in economic discrimination toward lesbians, gay men, and bisexuals and relevant legal concerns domestic partner benefits the relationship between inclusion and productivitySexual Identity on the Job chronicles the development of research, specific concerns which have been addressed, and where current research leaves this situation. It also provides some interpretation of the past and current research and its implications for lesbians, gay men, bisexuals, and transgender workers and their co-workers. It betters relationships among gay and straight workers, administration, and management by promoting equal and fair treatment, in regard to both legal and policy issues and in interpersonal relationships, to all employees. Corporate trainers of all levels, academic researchers, career and other counselors, and the general public will find its pages filled with applicable and helpful information.
Theorists Griffin (1991) and Woods (1993) proposed identity management strategies used by lesbian, gay, and bisexual (LGB) individuals in the workplace. LGB individuals tend to develop identity management strategies, which range from hiding their sexual orientation to fully disclosing their sexual orientation. Researchers have designed quantitative measures to classify individuals into categories based on their management strategies for research purposes. The Workplace Sexual Identity Management Measure (WSIMM) uses the Griffin identity management style. The Identity Management Strategies (ISM) uses the Woods identity management style. Both measures were revised to be inclusive of bisexuals. To date, the measures have not been examined together with the same large population. In addition, neither measure has been examined for confirmatory factor analysis to study the construct validity. This study examines the internal consistency reliability and the construct validity of the WSIMM-R and the IMS-R. A sample totaling of 437 LGB individuals completed both measures. The IMS-R demonstrates internal consistency with its factors. The WSIMM-R only achieves internal consistency with two of the four factors. Using confirmatory factor analysis both the IMS-R three-factor model and the WSIMM-R measures do not show evidence of construct validity. The IMS-R four-factor model is adequate. An ANOVA demonstrates there is significant difference between the identity management constructs between bisexual individuals and lesbian and gay men. Using qualitative data, participants demonstrates identity management in the workplace continues to exist, but the participants reported concerns with the WSIMM-R. Participants found the items limiting compared to their experiences. Bisexual individuals also found challenges with the WSIMM-R measure. Further development of new measures is needed.