Institutional hierarchies are the rules and regulations that govern how an organization is structured and operate. These include policies, procedures, job descriptions, roles, and responsibilities. In the workplace, these hierarchies can have a significant impact on the treatment of employees, including those who identify as lesbian, gay, bisexual, or transgender (LGBT). There are several ways in which institutional hierarchies can reinforce or challenge discrimination against LGBT employees.
One way in which institutional hierarchies can reinforce discrimination against LGBT employees is through the use of outdated policies and practices. Many organizations still have policies that do not reflect current laws or societal norms regarding LGBT rights.
Some companies may have policies that prohibit same-sex partners from receiving benefits or recognition for their relationship status. This can create an environment where LGBT employees feel like they cannot be open about their identity and must hide their true selves at work.
Some organizations may require employees to adhere to dress codes or grooming standards that do not allow for individual expression or self-expression, which can exclude LGBT individuals who do not conform to traditional gender norms.
Another way in which institutional hierarchies can reinforce discrimination against LGBT employees is through the allocation of resources and power. Institutional hierarchies often result in certain groups being prioritized over others, with decision-making authority concentrated in the hands of a small number of individuals. This can lead to bias and prejudice, particularly if these individuals hold conservative views on LGBT issues.
If an organization has a largely male leadership team, it may be more likely to prioritize initiatives that benefit men over women, including programs aimed at attracting and retaining female talent. This can create a hostile environment for LGBT employees, who may feel excluded or marginalized.
Institutional hierarchies can also challenge discrimination against LGBT employees by promoting inclusivity and equality. Some organizations are taking steps to recognize the unique needs and experiences of LGBT employees and implement policies and practices that support them.
Many companies offer transgender-inclusive healthcare coverage, which allows individuals to receive medical treatment consistent with their gender identity. Others have implemented nondiscrimination policies that protect employees from harassment based on sexual orientation or gender identity. These measures can help create a more welcoming and supportive workplace culture where all employees feel valued and respected.
Institutional hierarchies can have both positive and negative impacts on the treatment of LGBT employees. By recognizing and addressing the ways in which these hierarchies perpetuate discrimination, organizations can create a more equitable and inclusive work environment for all employees.
How do institutional hierarchies in workplaces reinforce or challenge discrimination against LGBT employees?
Institutional hierarchies are organizational structures that define authority and power relations within an organization. These hierarchies often create barriers for individuals who identify as lesbian, gay, bisexual, and transgender (LGBT) by perpetuating systemic oppression and discrimination.