Improving the wellbeing of LGBTQ+ employees: Do workplace diversity training and ally networks make a difference?

The use of community-engagement approaches to identify strategies for increasing workplace well-being among LGBTQ+ adults

Background

LGBTQ + individuals often face social stigma and workplace discrimination, negatively impacting their well-being. However, limited research exists on the factors and strategies that enhance their positive workplace experiences. This study was a sequential qualitative mixed-method design conducted in three phases. The study had the following objectives: identifying factors associated with workplace well-being, generating strategies for improving workplace well-being, and obtaining feedback on the identified strategies' acceptability.

Methods

In Phase 1, in-depth interviews were conducted with 10 LGBTQ + who described factors that improved their satisfaction at work. In Phase 2, two focus group discussions were held with 13 participants, including LGBTQ + adults, scholars in positive psychology, human resource development, and civil rights advocates, to develop strategies for improving workplace well-being based on Phase 1 data. In Phase 3, a survey was sent to a subset of the focus group participants (N = 7) to ascertain the acceptability of the developed strategies. Data analysis was performed using deductive and inductive approaches.

Results

The study's first phase identified the factors contributing to workplace well-being. These factors were categorized into intrapersonal, interpersonal, and social-ecological. In the second phase and third phase, 11 strategies were developed to improve workplace well-being. These strategies were divided into two sections. The first section includes strategies organizations and agencies can implement to promote employee well-being (such as emphasizing diversity and equity as core values). The second section outlines strategies for government and civil society sectors (such as establishing laws addressing LGBTQ + equal rights). The Index of Congruence (IOC) assessed the relationship between strategies and workplace well-being improvement. Results showed IOC values from 0.8 to 1 for 11 strategies, indicating high content validity.

Conclusions

Strategies to enhance LGBTQ + workplace well-being were identified through community engagement, but further research is needed for implementation and evaluation.

Rainbow within and beyond: A qualitative study on the experiences of lesbian, gay, bisexual, and transgender staff nurses in the Philippine hospital settings

Background

An individual's sexual orientation plays a fundamental role in their self-identity, relationships, and health. Years have shown both progressive and regressive responses to the LGBT community's social acceptance, particularly observable in various areas. Yet existing literature overlooks the Filipino healthcare settings, particularly with lesbian, gay, bisexual, and transgender (LGBT) staff nurses. Exploring their perspectives and experiences, whether challenges or successes, is crucial for gaining insights into occupational matters, workplace dynamics, and policy development.

Objective

The research aimed to explore the lived experiences of LGBT staff nurses in the hospital settings.

Methods

Husserl's Transcendental Phenomenology research design was utilized in this study. Participants included LGBT staff nurses with at least a year of experience at any hospital department. Individualized unstructured interviews were conducted with three participants interviewed face-to-face and five through online video conferencing platforms from March to April 2024. All interviews were transcribed, coded, themed, and analyzed using Colaizzi's approach. Data saturation was achieved with eight participants.

Results

Seven themes emerged, including: Recognizing Gender Stereotypes, Optimizing Nursing Care, Yearning for Acceptance, Generating Meaningful Relationships, Battling Heteronormative Gender Norms, Inspiring Potentials beyond Gender and Profession, and Valuing the Progress of LGBT Inclusivity.

Conclusion

The study revealed that LGBT staff nurses had multifaceted experiences with patients, colleagues, and superiors in the hospital settings as their workplace. They faced gender stereotyping and battled against limits on expression but fought to defend their authentic identities. They built relationships with colleagues and strived to be defined beyond societal perceptions. As they yearn for amplified LGBT acceptance in the workplace and society, they expressed gratitude for progress towards acceptance of the LGBT community.

Lesbian and Gay Population, Work Experience, and Well-Being: A Ten-Year Systematic Review

Despite an increase in the promotion of equal opportunities at work, there is still persistent discrimination against lesbian and gay (LG) workers. In this vein, this study aimed to systematically review the research investigating the peculiarities of the work experience of LG people, particularly considering the theoretical frameworks in the approach to sexual minorities' work-related issues, as well as individual and contextual variables influencing the work experience and the impact they may have on health and well-being. We explored the PsycArticles, EMBASE, Scopus, and Web of Science electronic databases and the EBSCOHost (PsycInfo, Psychology and Behavioral Sciences Collection) scholarly search engine, between 01/01/2013 to 01/03/2023, with regards to the search terms "lgb*", "gay*", "lesbian*", "homosexual*", and "sexual minorit*", associated with "employee*", "personnel", "worker*", and "staff", and with "workplace", "work", "job", "occupation", "employment", and "career". Data were narratively synthesized and critically discussed. Of the 1584 potentially eligible articles, 140 papers contributed to this systematic review. Five main theoretical frameworks were identified: (a) minority stress, (b) sexual prejudice and stigma, (c) queer and Foucauldian paradigms, (d) social identity theories, and (e) intersectionality. Furthermore, significant individual (e.g., outness, disclosure, and work-family conflict) and contextual (e.g., heterosexist and heteronormative workplace climate and culture) variables influencing LG people's work experience were identified. This review highlights the need to develop a unified theoretical model for the construction of specific measurement tools to assess the work experience of LG people and for the implementation of interventions aimed at minimizing the effects of stigma in work contexts.

Workplace-Sexual-Harassment Victimization and Employee Wellbeing Among LGBTQ+ and Non-LGBTQ+ Employees

Workplace sexual harassment represents a critical risk to contemporary organizations, with evidence indicating that its prevalence is increasing. Research has consistently demonstrated that workplace-sexual-harassment victimization exerts negative impacts on employees' health and wellbeing. However, no empirical studies have examined how these impacts vary by lesbian, gay, bisexual, trans, and queer (LGBTQ+) status. In this study, we leverage a unique survey dataset (2022 Australian Workplace Equality Index Employee Survey, n = 44,943) and random-intercept, multilevel regression models to estimate the relationships between workplace-sexual-harassment victimization and employee wellbeing. Expanding on earlier studies, we consider how these relationships vary between LGBTQ+ and other employees, across domains of employee wellbeing, and with the timing of sexual harassment. Our results reveal large, negative, and statistically significant impacts of sexual harassment on employee wellbeing. The impacts are comparatively larger for LGBTQ+ employees and recent harassment experiences, and manifest across all domains of employee wellbeing. These findings underscore the urgent need for holistic programs to combat workplace sexual harassment, and the importance of connecting these programs with diversity and inclusion initiatives.