Fair treatment is crucial to the well-being and success of employees in all workplaces.
This notion takes on special significance for lesbian, gay, bisexual, and transgender (LGBT) workers who may face discrimination and prejudice based on their identity in addition to their job performance. This has led many employers to make efforts to create inclusive environments where everyone feels valued and supported. In particular, fairness policies have been introduced to promote retention and engagement among LGBT personnel. Research shows that these policies can be effective in reducing turnover rates and boosting productivity levels. Yet, it's important to recognize how perceptions of fairness influence retention and engagement among LGBT personnel. By understanding these factors, managers and human resources professionals can develop strategies to ensure that they are providing an equitable workplace environment for all employees.
Perceptions of Fairness
When it comes to perceptions of fairness among LGBT employees, there are several key factors to consider. First, research suggests that LGBT individuals tend to be more sensitive to perceived unfairness than non-LGBT individuals. This means that even small instances of favoritism or bias can have a significant impact on their willingness to remain with an organization.
If an LGBT employee feels like they are being passed over for promotions or raises despite meeting the same criteria as other staff members, they may become frustrated and demoralized.
LGBT workers may feel particularly disadvantaged when their sexual orientation or gender identity is not respected by management or coworkers. This type of exclusion can lead to feelings of isolation and alienation, which can negatively affect job satisfaction and commitment to the company.
Impact on Retention
The impact of perceived unfairness on retention varies depending on the individual's circumstances. Some LGBT employees may choose to leave their jobs altogether due to feeling mistreated. Others may stay but become increasingly dissatisfied with their employer, leading to lower performance levels and reduced productivity. In either case, turnover rates can rise significantly as a result of poor treatment. Research has found that companies with inclusive policies and practices, including equal pay for equal work and open communication about LGBT issues, report higher levels of engagement and loyalty among their LGBT workforce. Conversely, those without such policies may struggle to retain talented staff who seek out more supportive environments elsewhere.
Impact on Engagement
Besides retention, perceptions of fairness also influence engagement among LGBT personnel. When employees believe they are treated fairly, they are more likely to be motivated and invested in their work. They may take pride in their contributions and strive to excel in their roles.
If they feel like they are being held back due to their identity, they may become less engaged and less committed to achieving organizational goals. This can create a cycle where employees become less productive, causing their managers to question their value, which further contributes to disengagement. Companies that prioritize fair treatment can avoid this vicious cycle by creating an environment where everyone feels valued and supported.
Perceptions of fairness play a critical role in retaining and engaging LGBT workers. To promote equity and inclusion, managers must ensure that all employees have access to the same opportunities and resources regardless of their sexual orientation or gender identity. By recognizing these factors, employers can develop strategies to attract and retain top talent while fostering a positive company culture.
This benefits both the individual employee and the organization as a whole.
How do perceptions of fairness influence retention and engagement among LGBT personnel?
Perceptions of fairness can significantly influence retention and engagement among lesbian, gay, bisexual, and transgender (LGBT) personnel in the workplace. Research has shown that when employees perceive their organization as fair, they are more likely to remain loyal and engaged in their jobs, which leads to higher levels of productivity and job satisfaction (King & Dovidio, 2017).