Employees may have different preferences when it comes to sexual orientation and this could affect their decision to move from one department to another.
An employee who identifies as gay may find it more comfortable working in the marketing department where there are more people like them. They may feel safer and be able to express themselves freely without fear of judgment or discrimination. This could lead them to consider moving from IT, which is perceived as less accepting of LGBTQ individuals. On the other hand, someone who identifies as straight might enjoy working in IT because they believe that the field attracts people who share similar values and beliefs. As a result, they may choose to stay put and avoid potential conflicts within their current team.
Employees may want to explore new sexual experiences outside of their department. If they feel attracted to someone in another division, they may seek to transfer to work closer to them.
This can create tension if the person they're interested in doesn't reciprocate the feelings or already has a partner.
Office romances can sometimes disrupt productivity due to distractions caused by flirting or jealousy among coworkers. Employees should carefully consider these factors before making any major changes.
Sexual identity can also play a role in promotions and advancement opportunities. Managers may favor certain candidates based on their perceived personal compatibility rather than skill set or experience. This could lead to unfairness and bias, resulting in under-qualified individuals being promoted over those with better qualifications. In such situations, employees may choose to leave for another company that values merit-based hiring practices.
Sexual preferences can have both positive and negative impacts on internal mobility and unofficial migration between departments. It's important for employers to create an inclusive environment where all employees feel comfortable expressing themselves without fear of judgment or discrimination. By doing so, companies can retain top talent while fostering innovation and creativity through diversity of thought.
In what ways can sexual preferences drive internal mobility and unofficial migration of employees between departments?
Employees' sexual orientations have been shown to play an important role in their internal mobility within organizations (King & Dwyer 2016). Employees who identify as LGBTQ+ may be more likely to experience workplace discrimination and harassment due to their sexual orientation (Bell et al.