There has been growing attention to the experiences of LGBT individuals in various aspects of their lives, including employment. Discussions around workplace discrimination against LGBT people have increased significantly since the Supreme Court legalized same-sex marriage in 2015, but many LGBT people still face negative consequences due to their identity. This paper will explore how internalized fears of discrimination may influence occupational choices, ambitions, and career satisfaction for LGBT adults.
Internalized fears are defined as "the belief that certain social groups or characteristics are undesirable" (Rose et al., 2016, p. 28).
If an individual grows up hearing messages that being gay is wrong, they may internalize these messages and believe them to be true, leading to low self-esteem and feelings of shame or guilt about their sexual orientation. Similarly, someone who has experienced discrimination based on race, gender, or other identities may develop a fear of being treated unfairly again, which can lead to self-doubt and uncertainty about their abilities and future prospects. These fears can impact a person's career trajectory by influencing their decisions about which jobs to pursue, what industries to enter, and whether to prioritize advancement within a company.
LGBT adults may avoid jobs or fields that require close relationships with customers or coworkers due to concerns about revealing their sexual orientation or facing unwelcome advances or comments from others. They may also feel pressure to hide their sexuality to fit into heteronormative expectations or avoid negative stereotypes.
They may experience microaggressions like being excluded from networking opportunities, not receiving promotions, or having their ideas dismissed in meetings due to assumptions about their identity. This can result in lower job satisfaction and motivation, leading to higher turnover rates among LGBT employees.
To mitigate the effects of internalized fears, employers should provide clear policies and training around diversity, equity, and inclusion. Companies that value diverse perspectives and backgrounds are more likely to attract top talent and retain employees over time. Managers can create safe spaces for open dialogue about workplace culture and encourage employee feedback through anonymous surveys or focus groups. Individuals can seek mentors or allies within their organization who can advocate for them and help them navigate challenges related to their identity.
Organizations can offer benefits such as health insurance coverage for same-sex partners or domestic violence leave policies to support all employees regardless of their personal circumstances.
Internalized fears of discrimination shape occupational choices, ambition, and career satisfaction for many LGBT adults. By creating welcoming and inclusive workplaces, companies can better serve their employees' needs and promote a positive corporate culture. LGBT individuals can take steps to address these fears by seeking out supportive colleagues and advocating for themselves.
Understanding the impact of internalized fears on professional life is essential for advancing equality and improving work environments for all people.
How do internalized fears of discrimination shape occupational choices, ambition, and career satisfaction in LGBT adults?
LGBT individuals face various forms of prejudice that can lead to anxiety and low self-esteem, which may affect their ability to pursue high-status jobs, aim for promotions, and achieve career satisfaction. Research suggests that minority groups are more likely to experience discriminatory treatment due to their gender identity, sexual orientation, race/ethnicity, and other factors (e. g. , gender expression).