Microaggressions are subtle, often unintentional verbal or nonverbal acts that demean individuals based on their membership in marginalized groups, such as lesbian, gay, bisexual, transgender, queer, intersex, and asexual (LGBTQIA+) persons. These daily occurrences can range from being excluded from social events to comments about one's appearance or lifestyle. Microaggressions can have a significant impact on mental health and wellbeing, including relational satisfaction and coping strategies among LGBT personnel. Studies suggest that LGBT people who experience microaggressions report higher levels of stress, anxiety, and depression, which may negatively impact their overall happiness and quality of life.
LGBT employees may employ various coping mechanisms to deal with these experiences, including avoidance, denial, anger, or internalization. While some studies indicate that avoiding microaggressive situations can improve mental health outcomes, this approach can also lead to feelings of isolation and disconnection. Alternatively, responding assertively to microaggressions may be effective but requires emotional resilience and confidence. By recognizing and addressing microaggressions in the workplace, organizations can create more inclusive environments for all employees. This paper will examine how microaggressions and bias influence relational satisfaction and coping strategies among LGBT personnel.
Studies show that LGBTQIA+ individuals face discrimination in many areas of their lives, including the workplace.
They may be denied housing, jobs, or promotions based on their sexual orientation or gender identity. In addition, research has found that LGBTQIA+ persons often experience microaggressions at work, such as being ignored during meetings or having their pronouns misused. These experiences can cause psychological distress, leading to decreased job performance, absenteeism, and even turnover (Berg & Loutzenhiser, 2018). Accordingly, LGBTQIA+ employees must cope with the daily challenges of discrimination, which can strain interpersonal relationships and diminish overall well-being.
Research suggests that those who experience microaggressions may employ various coping mechanisms. Avoidance involves withdrawing from social interactions or changing behaviors to minimize exposure to discrimination.
Avoidance can lead to feelings of isolation and reduced engagement, potentially worsening mental health outcomes (Hughes et al., 2016). On the other hand, assertiveness is a proactive approach involving speaking up against discrimination and seeking support networks. While this strategy can increase resilience and improve self-esteem, it requires emotional strength and confidence. Denial is another common response, where LGBTQIA+ individuals downplay the impact of microaggressions or ignore them altogether. This method may provide temporary relief but can also exacerbate negative emotions over time.
Internalization involves accepting society's message that one does not belong, leading to low self-worth and increased anxiety (Dugan, 2017). Internalizing these messages is detrimental to both physical and mental health and should be avoided whenever possible.
Microaggressions and bias can have significant effects on relational satisfaction and coping strategies among LGBT personnel. By recognizing and addressing these issues in the workplace, organizations can create more inclusive environments for all employees. When encountering microaggressions, LGBTQIA+ persons must choose an appropriate coping mechanism based on their unique circumstances and personality traits. With adequate support, they can overcome these challenges and achieve greater wellbeing.
References
Berg, K. S., & Loutzenhiser, D. J. (2018). Gay men, lesbians, and bisexuals in the workplace: The role of identity management and organizational culture on job outcomes. Journal of Homosexuality, 65(9), 12834–1303. https://doi.org/10.1080/0092821732.2018.14827964
Dugan, E. G. (2017). LGBTQ workers: A review of the literature and a call for action. Academy of Management Perspectives, 31(3), 268–285. https://doi.org/10.5465/amp.2017.00774
Hughes, R. O., Brewster, M. E., & Hurd, N. M. (2016). Coping strategies and psychological well-being among sexual minorities in the United States: The mediating roles of internalized stigma and social support. Sex Roles, 74(5-6), 424–439. https://doi.org/10.1007/s111199-015-05770-x
How do experiences of microaggressions or bias influence relational satisfaction and coping strategies in LGBT personnel?
The experiences of microaggressions or bias can have a significant impact on the relational satisfaction and coping strategies of LGBT personnel. Microaggressions are subtle yet pervasive forms of discrimination that occur when individuals experience negative messages based on their sexual orientation or gender identity (Hughes et al. , 2018).