05-01: Sexual Orientation and Transgender Issues in the Workplace
SIG: Gender, Race, and Diversity in Organisations
05-01 Sexual Orientation and Transgender Issues in the Workplace In management and business research, a small, but increasing, amount of literature is now becoming available on the subject of issues experienced by lesbian and gay employees in the workplace, and organizational responses to these issues. Those issues experienced by bisexual and transgender employees have, until now, largely been overlooked. In management practice many organizations use the term LGBT (sometimes LGBTI) to designate the target group of organizational practices (e.g. diversity management), although, in reality, these usually only aim at lesbian and gay employees. As transgenderism and intersexuality are not related to a certain sexual orientation, subsuming these phenomena into one umbrella term, together with different sexual orientations, marginalizes the unique stressors transgender or intersex employees have to face. Unique experiences of transgender employees, for example, can appear before, within, and after transitioning. In this context, this track encourages researchers to submit contributions that broaden the understanding of both issues related to employees' sexual orientation (such as being bisexual, lesbian, gay, and also being heterosexual), and issues that are specifically related to transgender or intersex employees. Proponents Thomas Köllen Vienna University of Economics and Business, WU Wien, Austria, thomas.koellen@wu.ac.at Oscar Holmes IV Rutgers, The State University of New Jersey, USA, oscar.holmesIV@rutgers.edu Melanie C. Steffens University of Koblenz-Landau, Germany, steffens@uni-landau.de Joao Bosco Hora Gois Universidade Federal Fluminense, Rio de Janeiro, Brazil, jbhg@uol.com.br Keywords Sexual orientation; LGBTI; Gender identity; Homosexuality; Transgender; Bisexuality |
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We invite scholars to submit papers that address LGBTI issues from a variety of different perspectives. Possible research questions may address:
- Understanding more fully the experiences of lesbian, gay, bisexual, transgender, and/or intersex employees.
- How sexual orientation or gender identity may affect career paths as well as career aspirations (e.g. preferring "supporting role" jobs or stereotype-congruent jobs, low- profile jobs, non-elected jobs, etc.).
- Evaluations of diversity management activities in terms of various individual or organizational outcomes.
- Exploration of the intersection of multiple stigmatized identities of LGBTI people.
- Theoretical considerations on L, G, B, T, and/or I- related issues in organizations (e.g. queer theory, business ethics, and feminist/gender studies).
- Provision of unique insights into same-sex relationships among colleagues within the same workplace and perceived, or real, career-related outcomes.
- Sexual harassment of LGBTI employees.
- Exploration of whether there is LGBTI/gender stereotype conformity to specific organizational citizenship behaviors.
- Experience of micro-aggressions of LGBTI employees within the workplace.
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Oscar Holmes IV, Ph.D.
Assistant Professor of Management
Rutgers, The State University of New Jersey
School of Business
227 Penn Street
Camden, NJ 08102
BSB 332
Email: Oscar.HolmesIV@Rutgers.edu
P: 856-225-6593
F: 856-225-6231
http://business.camden.rutgers.edu/faculty-profiles/hr/holmes/
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