Gays in the Workplace:

A Review of Literature on the History, Challenges and Possible Solutions.

According to organizational behavior theorists, individual identity can

significantly affect the work environment (Judge and Robbins, 2009). One aspect of
individual identify, sexual orientation, can often be overlooked by organizations
today. The intent of this review of literature is to create a better understanding about
issues related to sexual orientation in an effort to reinforce a positive work
environment for all concerned. To accomplish this goal the focus of this review will be
focused on gay men. Three areas of discussion will be presented. First, a history of
workplace equality and sexual orientation discrimination will be presented. Then, the
current challenges facing gay men in workplace will be discussed. Lastly, possible
solutions to these challenges will be researched.

Workplace Issues in the Gay Community: A History of Selected Topics

Equality Issues

The United States Declaration of Independence states that, “…all men are
created equal, that they are endowed by their Creator with certain unalienable
Rights, that among these are Life, liberty and the pursuit of Happiness.” These words
have been the premises behind the enactment of many federal and state laws
designed to protect our inalienable rights.

Equal opportunity laws have been established to protect citizens, with certain
characteristics, against discrimination. According to the US Equal Employment
Opportunity Commission, the federal government recognizes race, sex, religion, skin
color, national origin, religion, age (40 or older) and disability as characteristics
deserving protection against employment discrimination.

Sexual orientation is not a characteristic protected by the federal law (Lansing

and Cruser, 2009). According to the Human Rights Campaign, there are 21 states
that have established laws banning discrimination based on sexual orientation.

The Gay Community

A poll conducted by Hunter College found that 2.9% of American adults

identify themselves as lesbian, gay or bisexual (Eleveld, 2009). According to the 2009
census, the adult American population is estimated to be 288 million. These numbers
suggest that roughly 8,352,000 adult Americas identify themselves as lesbian, gay or
bisexual.

Identity

In order to understand the challenges gay men face in the workplace, it is

imperative to have an understanding of gay identity development (Nam Cam Trau
and Hartel, 2004).

The Cass Identity Model, developed by Vivienne Cass (1979), describes sexual
identity development as a process of six stages: identity confusion, identity
comparison, identity tolerance, identity acceptance, identity pride, and identity
synthesis.

The first two stages deal with coping with negative and uncomfortable
emotions. This may be in the form of guilt, shame, and depression. The third stage
deals with tolerating the possibility of being gay, but not accepting it. Once one
accepts, and no longer tolerates the possibility, then he has entered the fourth stage,
identity acceptance .

Identity acceptance is the stage, which Cass believes, where most men have
difficulty adjusting within the workplace because at this stage is where they are
“closeted.” This means that one accepts his newly found identity but does not let the
outside world accept him. This may create emotional dissonance and frustration at
work. In order to proceed to the final stages a of healthy sexual identity, Cass
believes that the fourth stage must be overcome.

Joe Petersen (alias) is an out gay man who works for an organization that is
predominately men, believes that if the workplace is not a place, which
acknowledges gay rights, then it will be difficult for him to achieve social and
emotional well-being, which may affect his productivity in the workplace (personal
communication, November 17, 2009)

Challenges Facing Homosexuality in the Workplace

Gay men experience harassment in the workplace in the form of jokes form
colleagues (Nam Cam Trau and Hartel, 2004). This may cause psychological damage
(Nam Cam Trau and Hartel, 2004). This affects their self-esteem and self-confidence.
(Nam Cam Trau and Hartel, 2004).

Although gay men may not experience a loss of career when coming out, it
may limit career progression (Nam Cam Trau and Hartel, 2004). According to one
participant in Nam Cam Trau and Hartel research (2004), when asked about career
opportunities, a participant responded with, “…you may not make it because they
don’t approve your lifestyle.”

This fear also causes new hires to hide their identity and closeted workers to
suppress theirs. Once a false identity is established at the workplace, it could be
difficult transition to the true identity (Colgan, Creegan, McKearney, and Wright,
2007)

Possible Solutions

Large corporations have adopted policies that acknowledge the rights of gays
to gain a competitive advantage; where the value of an employee is based on the
talent and productivity one can exert, rather than the personal lifestyle one chooses
(Lansing and Cruser).

In a research conducted by Kristin H. Griffith and Michelle R. Hebl (2002), gays

are most likely to acknowledge their sexual identities, report less discrimination,
experience more favorable coworker reactions, and fair treatment from supervisors if
their organization have written nondiscrimination policies that acknowledge and
support gay rights.

Participants who acknowledged their gay identity at work said that they were
more confident and comfortable at work(Nam Cam Trau and Hartel, 2004). Closeted
individuals displayed less commitment to their organizations (Nam Cam Trau and
Hartel, 2004).

Some actions that would promote awareness and enhance inclusion of sexual
diverse employees include:
 • Anti-discrimination training

• Same sex benefits

• Gay senior role models

• Equal opportunity policy enforcement

• Sponsorship of gay events, e.g. pride events

These suggestions came from respondents of the Colgan el at. research

(2004). They further expressed that gay-friendly environment had a direct impact on
their job satisfaction.

It provides an environment which allows one to be the best he or she can be without
having to worry about

Conclusion
 Works Cited

Cohen, J., & Dropp, K. (2008, July 19). Acceptance of gays in the military grows
dramatically. Washington Post. Retrieved November 17, 2009, from
http://www.washingtonpost.com/wp_dyn/content/article/2008/07/18/AR2008071
802561.html
Colgan, F., Creegan, C., McKearney, A., & Wright, T. (2007). Equality and diversity
policies and practices at work: Lesbian, gay and bisexual workers [Electronic
version]. Equal Opportunities International, 26(6), 590-609.
doi:10.1108/02610150710777060
Detailed tables: American factfinder. (2009). Retrieved November 17, 2009, from
http://factfinder.census.gov/servlet/DTTable?_bm=y&-geo_id=01000US&-
ds_name=PEP_2008_EST&-mt_name=PEP_2008_EST_G2008_T001
Elveld, K. (2009). Poll: Only 2.9% of Americans are LGB. The Advocate. Retrieved from
http://www.advocate.com/News/Daily_News/2008/05/01/Poll__Only_2_9__of_A
mericans_Are_LGB/
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Robbins, S. P., & Judge, T. A. (2009). Organizational behavior (13thth ed., ). Upper
Saddle River, NJ: Prentice-Hall.

Wolf, S. (2009). Sexuality and socialism. Chiacago: Haymarket Books.