Perceived Organizational Fairness is defined as the perception that an employee has about how fairly their organization treats all its members equally, regardless of their gender identity or sexual orientation. This includes policies, practices, procedures, and actions that are related to hiring, promotions, compensation, benefits, training, decision making, and communication. Perceived Organizational Fairness can impact LGBTQ employees' mental health in many ways, including increased stress levels, lower job satisfaction, decreased productivity, and poor work-life balance. These effects are not just limited to the workplace but also affect an individual's personal life, leading to increased anxiety, depression, and isolation from family and friends. The following reasons will illustrate why perceived organizational fairness is so important for LGBTQ employees' mental health:
1) Discrimination and bias - When an employee feels they are being treated unfairly due to their sexuality or gender identity, it creates a sense of exclusion and isolation. They may feel like they do not belong or fit in with their colleagues and this can lead to feelings of loneliness and low self-esteem. This can result in a lack of motivation and engagement at work, which could eventually lead to decreased productivity and performance.
Discrimination and bias can lead to bullying, harassment, and other forms of mistreatment, which can further damage an individual's mental health.
2) Work-Life Balance - Many LGBTQ individuals face challenges when trying to balance work and home life. When there is no sense of safety or belonging at work, it becomes difficult to focus on their jobs, leading to decreased productivity and increased stress levels.
If an employee must hide their true identity at work to avoid discrimination or bias, this can create additional tension and confusion that takes time away from their personal lives.
3) Compensation - Perceived Organizational Fairness plays a role in how an employee views their compensation package. If they feel they are underpaid or overworked, they may become frustrated and disengaged, leading to lower job satisfaction and poorer mental health. This is especially true if the organization has policies that favor heterosexual or cisgender employees over their LGBTQ counterparts.
4) Benefits - LGBTQ employees often have fewer benefits available to them than their straight or cisgender peers due to outdated laws and practices.
Many insurance plans do not cover gender-affirming surgeries or fertility treatments for transgender people. This lack of access can lead to increased anxiety and depression as well as a feeling of being left out or excluded.
5) Decision Making - When decisions are made without considering the needs of LGBTQ employees, it can make them feel alienated and unheard. They may also feel that their opinions and ideas are dismissed, which can further affect their motivation and engagement at work.
When LGBTQ individuals see that their employer does not value their contributions, they may begin to doubt themselves and question whether or not they belong in their current position.
Perceived organizational fairness plays a significant role in LGBTQ employees' mental health. It impacts their ability to be productive, engaged, and happy at work while also affecting their personal lives outside of the office. Organizations should strive to create an inclusive environment where all employees feel safe, respected, and valued, regardless of sexuality or gender identity. By doing so, they will benefit from higher levels of employee satisfaction, retention, and overall business success.
In what ways does perceived organizational fairness affect LGBTQ employees' mental health?
Research indicates that employees who experience unfair treatment in their workplace are more likely to suffer from poor mental health outcomes such as depression, anxiety, stress, low self-esteem, and burnout (Fu, Wang, & Xie, 2019).