LGBT workers are often subject to discriminatory policies and practices that go beyond what is legally permissible. While laws against workplace discrimination based on sexual orientation or gender identity have been enacted in many countries around the world, there remain numerous forms of discrimination that can impact LGBT professionals' ability to succeed in their careers. Some of these covert forms of discrimination may be more subtle than others, but they can still have significant effects on individuals who identify as LGBTQ+. This essay will explore some of the most common ways in which LGBTQ+ professionals continue to face discrimination in the workplace despite legal protections.
One way that LGBTQ+ professionals can experience discrimination is through the hiring process. Employers may be hesitant to hire someone who identifies as queer due to concerns about how they will fit into the company culture or whether they will make other employees uncomfortable. They may also worry about potential backlash from customers or clients if an openly gay or trans employee works for them. As a result, they may screen out applicants with obvious LGBTQ+ characteristics before even considering them for a job interview. This type of implicit bias can lead to the denial of opportunities for qualified candidates simply because of their sexuality or gender identity.
Once employed, LGBTQ+ professionals may encounter difficulties in obtaining promotions or raises. Even though they may be performing well at their jobs, managers may be reluctant to recognize their contributions if they perceive them as "different" from their peers. Alternatively, employers may offer them lower salaries and benefits than their heterosexual counterparts due to assumptions about their financial needs or priorities. In either case, this can create a climate where LGBTQ+ workers feel undervalued and underpaid compared to their cisgender and straight colleagues.
LGBTQ+ individuals are also more likely to face harassment and bullying in the workplace. While many companies have policies against such behavior, they may not always be enforced effectively.
Coworkers may tease or taunt LGBTQ+ workers for being different or express disgust at their lifestyle choices. Managers may joke about their personal lives or use derogatory language when discussing them. This kind of treatment can create a hostile working environment that makes it difficult for LGBTQ+ employees to focus on their work and perform to the best of their abilities.
LGBTQ+ professionals may find themselves marginalized in terms of networking and professional development opportunities. Companies may exclude them from certain events or activities that could help advance their careers due to concerns about public perceptions of homosexuality or transgenderism. They may also be passed over for training or mentorship programs designed to develop future leaders within an organization.
These exclusions can limit their potential for upward mobility and prevent them from fully contributing to the success of the company.
Even though laws against discrimination based on sexual orientation and gender identity exist in many countries around the world, covert forms of prejudice continue to impact LGBTQ+ workers' ability to succeed in their careers. By understanding these forms of bias and taking steps to address them, employers can create a more equitable and inclusive work environment where all employees feel valued and supported.
What covert and institutional forms of workplace discrimination continue to marginalize LGBT professionals despite legal protections?
Despite anti-discriminatory legislation that prohibits sexual orientation and gender identity discrimination at the federal level since 2015, many workplaces still experience these behaviors from coworkers and supervisors.