Workplace Discrimination against Sexual Minorities: Subtle and not‐so‐subtle

• DOI: http://doi.org/10.1002/cjas.1438
• Published date: 01 June 2017
• Author: Eric D. Wesselmann,Eros R. DeSouza,Dan Ispas
• Date: 01 June 2017

Workplace Discrimination against Sexual

Minorities: Subtle and not-so-subtle

Eros R. DeSouza

Illinois State University

Eric D. Wesselmann*

Illinois State University

Dan Ispas

Illinois State University

Abstract

Sexual minorities (lesbian, gay, bisexual, and transgender

individuals; LGBT) experience workplace discrimination

that leads to decreased physical and emotional well-being,

and negative job outcomes. LGBT individuals may also ex-

perience microaggressions and ostracism in the workplace.

Microaggressions are brief and subtle slights or insults that

can be either conscious or unconscious, which have nega-

tive consequences similar to direct “old-fashioned”forms

of discrimination. Ostracism, being ignored and excluded,

has similar negative outcomes. Microaggressions and

ostracism are often ambiguous and diff‌icult to substantiate

legally, whereas other forms of discrimination can be

observed directly. We review the literature on

microaggressions and ostracism, which have recently been

investigated with LGBT populations, suggesting future re-

search directions. We suggest practices for encouraging an

organizational climate of acceptance. Copyright © 2017

ASAC. Published by John Wiley & Sons, Ltd.

Keywords: microaggressions, ostracism, exclusion, LGBT,

workplace discrimination

Résumé

Dans les lieux de travail, les minorités sexuelles (les

lesbiennes, les gays, les bisexuels et les transsexuels,

désormais LGBT) sont victimes d’actes de discrimination

qui entraînent des malaises physiques et émotionnels et

réduisent leurs rendements. Ils y subissent également des

microagressions et des actes d’ostracisme. Les

microagressions sont des provocations ou des insultes

brèves et subtiles, conscientes ou inconscientes dont les

effets néfastes sont comparables à ceux des « vieilles »

formes de discrimination directe. Quant à l’ostracisme, c’est

un acte d’exclusion ou de mise à l’écart, qui débouche aussi

sur des conséquences négatives. Contrairement aux actes de

discrimination directement observables, les microagressions

et l’ostracisme se confondent souvent et sont diff‌iciles à

prouver sur le plan juridique. Dans cet article, nous passons

en revue les travaux sur les microagressions et l’ostracisme

subis par les LGBT, avant de proposer non seulement des

pratiques visant à favoriser un climat de tolérance au sein

des organisation, mais aussi de nouvelles pistes de

recherche. Copyright © 2017 ASAC. Published by John Wi-

ley & Sons, Ltd.

Mots-clés: microagressions, ostracisme, exclusion, LGBT,

discrimination en milieu professionnel

The workplace continues to become demographically

more diverse in terms of race/ethnicity, gender, and sexual

identity (Paludi, Paludi, & DeSouza, 2011). Although the

United States has formal equality provisions that protect

many minority groups, such as women and racial minorities,

31 states lack policies about discrimination against sexual

orientation and gender identity in the workplace (Lopez,

2015). Many lesbian, gay, bisexual, and transgender

(LGBT) workers experience widespread and persistent em-

ployment discrimination that leads to decreased physical

and emotional well-being, lower wages and career advance-

ment, and lower job satisfaction and productivity (Sears &

Mallory, 2014). We will brief‌ly review research on such

discrimination before identifying newer expressions of

prejudice and discrimination that have emerged as many

organizations and states have erected policies that protect

LGBT workers from blatant discrimination while ignoring

subtle forms. Specif‌ically, we will discuss the literature on

microaggressions and ostracism, two types of negative

*Please address correspondence to: Eros R. DeSouza or Eric D.

Wesselmann, Illinois State University Psychology, Campus Box 4620,

Normal Illinois, 61790 United States. Emails: erdesou@ilstu.edu or

edwesse@ilstu.edu

Canadian Journal of Administrative Sciences

Revue canadienne des sciences de l’administration

34: 121–132 (2017)

Published online in Wiley Online Library (wileyonlinelibrary.com) DOI: 10.1002/CJAS.1438

Can J Adm Sci

34(2), 121–132 (2017)Copyright © 2017 ASAC. Published by John Wiley & Sons, Ltd. 121