LGBTQ+ employees have often been victims of unconscious bias and microaggressions in their workplace. This can lead to them feeling like they don't belong there. Subtle biases are small things that people say or do without realizing it that reinforce negative stereotypes about LGBTQ+ individuals. Microaggressions are even smaller comments or actions that can be harmful and hard to spot. Examples include assumptions about gender identity, misgendering someone, using incorrect pronouns, asking intrusive questions about personal life, making offensive jokes, etc. These biases and microaggressions can affect an individual's perception of themselves and their ability to perform well at work.
If you assume that all gay men are weak or feminine, then you may think that they are less capable than heterosexual men at your job.
This is untrue because homosexuals come from diverse backgrounds with various strengths. Another way subtle biases shape perceptions is through self-efficacy beliefs. Self-efficacy is how confident one feels about their abilities, which can impact productivity and performance. When LGBTQ+ individuals are constantly subjected to discrimination at work, their self-esteem takes a hit. They might feel like they cannot succeed because no matter what they do, they will not be treated fairly by others. Lastly, subtle biases and microaggressions can make LGBTQ+ employees question whether they truly belong in the professional world. If colleagues joke about their sexuality or make them feel unwelcome, they may wonder why they should stay in such an environment. This leads to feelings of isolation and exclusion, negatively affecting both personal and professional growth. It also makes it harder for these workers to build meaningful relationships since people who don't accept them won't want to collaborate with them.
Subtle biases and microaggressions against LGBTQ+ individuals create a hostile workplace where they are less likely to thrive professionally.
How do subtle biases and microaggressions in professional contexts shape perceptions of competence, belonging, and self-efficacy among LGBTQ+ employees?
Subtle biases and microaggressions in professional contexts can have significant effects on the perceptions of competence, belonging, and self-efficacy among LGBTQ+ employees. These experiences may lead to feelings of marginalization and alienation that can negatively impact their ability to contribute to the workplace and feel accepted by their peers.