Studies have shown that lesbian, gay, bisexual, and transgender individuals (LGBT) face many difficulties in their daily lives due to discrimination and prejudice based on their gender identity and sexual orientation. Double stigmatization occurs when an individual is subjected to negative attitudes and behaviors because they belong to more than one marginalized group simultaneously. In the workplace, this can lead to significant challenges for LGBT employees.
Effects of double stigma
Increased stress levels
Being part of two minority groups often means facing additional barriers and discrimination from both society and coworkers. This leads to increased stress levels which can negatively impact productivity and job performance. According to research, double-stigmatized workers report higher rates of burnout, anxiety, depression, and physical health issues compared to their peers who are only stigmatized. As a result, employers may suffer from reduced productivity and morale among these employees.
Discrimination in hiring
Employers may be less likely to hire or promote people with multiple identities out of fear that they will bring negative attention to the organization. This can limit career opportunities for qualified candidates, leading to decreased diversity and representation within the company.
Poor interpersonal relationships
Double-stigmatized employees may struggle to build strong relationships with colleagues and supervisors due to their unique position. They may feel isolated and excluded from social activities and networks, leading to lower engagement and commitment to their jobs.
Coworkers may be reluctant to form alliances or collaborate with them due to social norms and biases against minority statuses.
Low wages and benefits
Studies show that double-stigmatized individuals experience greater economic disadvantages than those who belong solely to one marginalized group. They tend to earn less money, receive fewer promotions, and have limited access to benefits such as healthcare coverage. In some cases, this can lead to financial instability and poverty, making it difficult to pay bills and support themselves and their families.
Impact on professional outcomes
Increased turnover
The effects of double stigma on LGBT workers can cause them to leave their jobs more frequently than other employees. This high turnover rate can lead to increased costs for employers in terms of recruiting and training new staff members. It also reduces the company's ability to retain talent, which can negatively impact productivity and innovation.
Decreased job satisfaction
As discussed earlier, double-stigmatized workers face significant challenges at work, including discrimination, isolation, and poor pay. These factors contribute to decreased job satisfaction, which can further decrease motivation and performance over time. As a result, employers may see a decline in overall employee morale and retention rates.
Lack of role models
Double-stigmatized individuals often lack positive examples within their field, which can limit career advancement opportunities. Without seeing people like themselves represented in leadership positions, they may struggle to envision a future for themselves in the industry. This can lead to lower aspirations and reduced engagement among young LGBT workers.
Reduced creativity and collaboration
When individuals feel excluded or isolated due to their identities, they may become less likely to share ideas or participate actively in team projects. They may also be hesitant to take risks or try new approaches, leading to missed opportunities for innovation and growth.
This can hinder the company's ability to stay competitive and succeed in today's fast-paced business environment.
Recommendations
Provide supportive policies and resources
Companies should implement policies that protect employees from discrimination based on gender identity and sexual orientation. This includes providing training and education on diversity and inclusion topics, offering mentorship programs, and establishing affinity groups for LGBT staff members.
Employers should provide access to healthcare benefits and other resources that meet the unique needs of double-stigmatized individuals.
Promote allyship and advocacy
Employees who identify as heterosexual and cisgender can help promote a more inclusive workplace by speaking up against discriminatory behaviors and advocating for change. Companies can encourage allyship through initiatives such as LGBT employee resource groups, diversity events, and volunteer opportunities with LGBT organizations.
Foster open communication and dialogue
Regular check-ins and feedback sessions can help managers understand how their employees are feeling about their work environment. By fostering open communication and creating safe spaces for discussion, companies can address concerns and build trust among all employees, regardless of their background.
What are the effects of double stigma on LGBT personnel, and how does it influence relational and professional outcomes?
Double stigmatization refers to experiencing two types of prejudice simultaneously, which can have serious implications for individuals' mental health and well-being. For lesbian, gay, bisexual, and transgender (LGBT) personnel, this may include discrimination based on their sexual orientation and gender identity.