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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.
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.
A multivariate General Linear Model (GLM) was utilized to assess the outcomes of sexual orientation disclosure in the workplace among lesbians. As expected, the use of greater sexual identity management strategies that reveal a lesbian's identity was positively associated with higher levels of psychological well-being and relationship satisfaction. Contrary to what was predicted, the use of sexual identity management strategies was not significantly associated with job satisfaction, and possible explanations for this finding are addressed. Furthermore, two simple linear regression analyses revealed that greater relationship commitment was associated with bringing one's partner to work-related events and bringing one's partner to work-related events was associated with greater relationship satisfaction. This study improves present understanding of lesbians' experiences of sexual orientation disclosure in the workplace. The findings are useful for organizations and practitioners in their pursuits to better understand their lesbian employees and clients, and will hopefully motivate other researchers in the field who are interested in contributing to the growing literature in this area. Limitations and implications for theory, research, practice, and training are discussed.
For employees facing identity-based stigma, bringing one's whole self to work may expose oneself to experienced prejudice; accordingly, the present dissertation examined theoretical models unpacking the notion that those seeking to conceal a stigmatized identity at work may subsequently separate their work and life spheres, regardless of their ideal boundaries between their work and home lives. Across two multi-wave studies, the current work demonstrates a novel relationship between stigmatized identity management and enacted boundary management for lesbian, gay and bisexual workers (Study 1), supporting the prediction that those engaged in distancing identity management strategies are more likely to segment their work and home lives. Study 2 provided limited support of differential boundary management congruence when comparing heterosexual and sexual minority employees, though the importance of boundary management congruence in predicting a number of work-relevant attitudes was underscored, and disparities in work-relevant attitudes across heterosexual and sexual minority employees emerged. Theoretical implications for work-life and diversity literatures, as well as practical learnings for organizations are discussed.
For the first time ever, managers have a tool that will enable them to effectively grapple with the controversial, and sometimes explosive issues surrounding sexual orientation in the workplace. This guide provides managers with the means to effectively communicate the company message of openness and inclusion throughout the work force, and teach everyone to celebrate the riches of diversity.
In spite of the fact that discussions regarding the social inequality of lesbian, gay and bisexual (LGB) individuals have been at the forefront of the U.S. national dialogue over the last decade, and estimates suggest that LGB employees comprise between 6 and 17 percent of the workforce (Gonsiorek & Weinrich, 1991), little is known about the experiences of these individuals at work. The limited research that exists suggests that inclusive diversity programs (e.g. gay-friendly organizational policies and practices, such as same-sex partner benefit programs), LGB employee experiences and fears of discrimination, and decisions regarding the disclosure of their sexual orientation are of central concern for LGB employees. However, at present only a small number of empirical studies have been conducted, resulting in relatively inconclusive findings. For example, research on the role of the environment at work with respect to LGB employee disclosure decisions has generated evidence that disclosure is related to both reduced and increased levels of discrimination. Explanations for these mixed findings includes evidence that the decision to disclose or not disclose one's LGB identity is driven by a multitude of factors such as individual attitudes suggesting that elements of the organizational environment may be more useful if considered a context in which LGB employees enact disclosure decisions. In addition, evidence suggests that the decision to disclose one's LGB identity is much more complex than a simple "to tell" or "not to tell" dichotomy. This complexity, theoretically and empirically captured in the concept of identity management strategies, has been argued to have detrimental effects on the well-being and productivity of LGB employees. However, as of yet there has been little research conducted to empirically investigate these claims. I propose that employee engagement, articulated by Kahn (1990) as a psychological presence in which workers are able and motivated to fully employ and express themselves physically, cognitively and emotionally at work, offers a useful framework in which to examine the potential effects of identity management.