One of the most pervasive forms of discrimination that many people face today is based on their sexual orientation or gender identity. Unfortunately, even in societies where there are laws protecting against discrimination, individuals who identify as lesbian, gay, bisexual, transgender, queer, and questioning (LGBTQ) still face barriers that make it difficult for them to thrive in the workplace. This is often due to institutionalized norms and informal social networks within organizations that contribute to systemic discrimination against LGBTQ employees. These factors can include everything from hiring and promotion practices to office culture and interactions between co-workers.
Institutionalized norms refer to policies and procedures that have been established by an organization without considering how they might affect certain groups of people.
A company policy requiring all employees to dress "professionally" may disproportionately impact non-cisgender individuals who do not conform to traditional gender roles. Similarly, a performance review process that prioritizes teamwork and collaboration may favor heterosexual employees who have access to more social opportunities outside of work. The way these systems are designed can create barriers for LGBTQ employees and reinforce the idea that being open about one's sexuality or gender identity will negatively impact their career prospects.
Informal social networks are also important contributors to systemic discrimination against LGBTQ employees. These networks are made up of personal relationships between coworkers, clients, and other stakeholders that shape the way information flows throughout an organization. When these networks exclude LGBTQ individuals, they may miss out on important job opportunities or be left out of key decision-making processes. They may also experience negative attitudes and behaviors from colleagues, such as microaggressions or exclusion from social events. This can make it difficult for them to feel comfortable in the workplace and to succeed professionally.
There are evidence-based interventions that organizations can implement to promote equity and inclusion for LGBTQ employees. One approach is to provide training on inclusive practices for managers and supervisors, so they understand how to recognize and address bias in the workplace. Another option is to create diversity and inclusion committees composed of representatives from across the company, including LGBTQ staff members. Companies can also offer support services like employee resource groups, mentorship programs, and health benefits tailored to the needs of LGBTQ people. By implementing these strategies, organizations can create a culture where all employees feel valued and respected, regardless of their sexual orientation or gender identity.
Institutionalized norms and informal social networks play a significant role in perpetuating discrimination against LGBTQ employees. Organizations must take steps to address these factors if they want to create truly equitable and inclusive workplaces. With commitment and effort, companies can create environments where everyone feels welcome and supported, regardless of who they are.