LGBTQIA+ stands for Lesbian, Gay, Bisexual, Transgender, Queer/Questioning, Intersex, and Allies. The acronym is inclusive to show acceptance and respect for all people regardless of their gender identity or sexual orientation.
It can also be exclusionary if we focus only on these labels rather than exploring how different identities intersect with each other. In this article, I will explore how organizational norms and traditions shape perceptions, experiences, and inclusion of LGBT personnel.
Organizational norms are behaviors and values that employees consider normal within an organization. They include dress code, language, communication style, work ethic, hierarchies, and more. Traditions refer to practices passed down from generation to generation within an organization or industry.
Many companies have annual holiday parties where employees celebrate together; this tradition has been carried out since the beginning of the company's history. Organizations also create policies and procedures related to employee behavior such as social media usage, cell phone usage, email etiquette, etc. All of these things contribute to creating a culture unique to each organization and help shape perceptions about what is acceptable behavior.
Norms and traditions can positively influence perceptions by providing structure and support for employees. When everyone follows the same rules and expectations, there is less conflict and confusion in the workplace. Employees may feel more comfortable working together because they know what is expected of them. This makes teamwork easier and allows individuals to focus on their job instead of worrying about being judged based on their appearance or personality. Norms and traditions can also foster a sense of belongingness among employees who identify with similar values.
Norms and traditions can negatively impact perceptions when they exclude certain groups of people.
If the dress code requires men to wear suits but does not allow women to wear pantsuits or skirts, it sends a message that masculinity is preferred over femininity. If all meetings occur during traditional business hours (9 am-5 pm) while most parents cannot attend due to childcare responsibilities, it creates barriers for those with children at home. Traditional gender roles reinforce heteronormativity which excludes non-binary or queer identities from feeling included in the organization.
Experiences vary depending on an individual's identity within an organization's culture. Someone who is cisgender and straight may have different experiences than someone who is transgender and pansexual; both may feel differently than someone who is agender and asexual.
An employee who identifies as bisexual might struggle with coming out to co-workers who do not understand bisexuality; this could lead them to hide their sexual orientation or avoid socializing outside of work to protect themselves. Conversely, an employee who identifies as non-binary may find themselves facing discrimination from coworkers who refuse to use correct pronouns or misgender them regularly. These differences in experience must be taken into account when creating policies around inclusion because what works for one group may not work for another.
Inclusive organizations recognize these nuances and create policies that address them. Policies should be created based on research rather than assumptions about how employees will react to them. The best way to ensure inclusivity is by involving all stakeholders in policy creation - including LGBTQIA+ employees - so everyone has a voice in shaping company norms and traditions. When companies take steps towards true inclusion, they set an example for other businesses to follow; this creates positive change across industries and society at large.
In what ways do organizational norms and traditions shape perceptions, experiences, and inclusion of LGBT personnel?
The norms and traditions of an organization can have a significant impact on how LGBT personnel are perceived and included within the workplace. These factors can include the culture and values of the company, as well as policies, procedures, and practices that may be in place. Organizational norms and traditions can influence how individuals interact with one another and the level of acceptance they feel towards members of the LGBT community.