Inhaltszusammenfassung

Do lesbians and gay men experience discrimination at work, and can this be prevented? The present chapter reviews evidence from three complementary perspectives. First, focusing on the perceived organizational working climate, the chapter reviews studies in which samples of lesbians, gay men, bisexuals, and (sometimes) transgender individuals described their work experiences. The theoretical basis is the minority stress model (Meyer. Psychological Bulletin 129(5):674–697, 2003) postulating th...Do lesbians and gay men experience discrimination at work, and can this be prevented? The present chapter reviews evidence from three complementary perspectives. First, focusing on the perceived organizational working climate, the chapter reviews studies in which samples of lesbians, gay men, bisexuals, and (sometimes) transgender individuals described their work experiences. The theoretical basis is the minority stress model (Meyer. Psychological Bulletin 129(5):674–697, 2003) postulating that (sexual) minorities are, because of their minority status, confronted with additional stressors in their work life. The minority stress model is used to organize this review of the existing findings, focusing on outcome variables strongly related to the work environment, such as perceived organizational working climate and turnover intentions. In this part of the chapter, the focus is on German-language studies, in order to make that evidence available to an international audience for the first time. In the second part of the review, an outside perspective is adopted: How are lesbian and gay employees perceived, and under which conditions does this result in sexual orientation-based discrimination at work? Internationally, there is very little experimental research testing this question, and to the best of the authors’ knowledge, no published review exists. Therefore, the chapter provides a comprehensive review of all available published studies (i.e., from North America and Europe). These two parts of the review focus on the status quo, suggesting intervention routes, but not testing them. The third part reviews international evidence on the effectiveness of diversity training in improving sexual orientation-related attitudes.» weiterlesen» einklappen

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Klassifikation

DDC Sachgruppe:
Psychologie