In the workplace, LGBTQ employees must navigate between their own identity and external pressure from peers, managers, and customers. This can lead to conflicting cultural expectations that make it difficult for them to feel comfortable or safe expressing themselves fully.
They may need to hide their orientation or gender expression to avoid being discriminated against or harassed.
This hiding can cause internal conflict if they are unable to be authentic with coworkers and bosses who may otherwise support them. To manage these conflicting expectations, LGBTQ employees often have to find ways to balance their identities while also conforming to societal norms. Some strategies include dressing in more neutral clothing, using gender-neutral language, and finding allies within the organization.
Many companies are working hard to create inclusive policies that protect LGBTQ rights and provide support systems for employees. By doing so, organizations hope to foster an environment where everyone feels welcome and valued regardless of their sexuality or gender identity.
Here are some examples of how LGBTQ employees might navigate conflicting cultural expectations in global organizations:
1. Dressing differently at home than at work: In some cultures, it is expected for men to wear skirts and women to wear pants. For transgender people, this can be a source of internal conflict as they try to present themselves in accordance with their gender identity but may not always be able to do so without risking disapproval or rejection.
2. Not discussing personal relationships: In many countries, public displays of affection between same-sex partners are frowned upon or even illegal. This can lead LGBTQ employees to feel isolated from their peers and co-workers and prevent them from fully expressing themselves.
3. Speaking up against discrimination: Many LGBTQ employees face discrimination in the workplace based on their identity. They must decide whether to speak out about this discrimination and potentially risk retaliation or remain silent and suffer quietly.
4. Finding a safe space: LGBTQ employees may seek out other LGBTQ employees or form support groups within their company to find common ground and feel less alone. These spaces allow them to share experiences and receive emotional support without fear of judgment or reprisal.
5. Seeking professional help: Some LGBTQ employees choose to see therapists or counselors who specialize in working with the LGBTQ community to help manage their conflicts and feelings. Others turn to friends, family, or online communities for guidance.
In what ways do LGBTQ employees manage conflicting cultural expectations in global organizations?
According to researchers from Harvard Business Review (2019), LGBTQ employees can experience conflicts between their personal identities and the expectations of the culture at work. This is especially true for those who live in countries with less tolerance towards sexual minorities. To manage these challenges, they may adopt various coping strategies such as masking their identity, self-censorship, and finding support networks.