Sexualized perception is an essential factor that affects inclusion, social support, and adaptation of marginalized employees. Marginalization occurs when individuals are excluded from the mainstream society based on their differences such as gender identity, race, ethnicity, disability, and religion. Sexual orientation is one of these characteristics that may lead to marginalization in many places worldwide. This discrimination has become commonplace among various workplaces, causing negative impacts like low productivity, high turnover rate, and limited opportunities for growth.
Marginalized employees who experience discrimination due to their sexual orientation feel isolated from their colleagues because they cannot freely express themselves without fear of rejection or judgment. They often hide their identities to avoid being targeted, which makes them less competitive and confident in their careers. In addition, they have no role models to look up to since most companies do not promote LGBTQ+ individuals into leadership positions. As a result, they lack mentors to guide them through challenges and develop professionally. The lack of inclusion leads to poor self-esteem and decreased job satisfaction, making it difficult to fit in with coworkers.
Social support is another way that sexualized perception negatively influences marginalized employees. When people face prejudice at work, they struggle to find friends and allies who understand them. Without this emotional connection, they might feel lonely and depressed, resulting in increased stress levels. Since marginalized employees lack this support system, they cannot discuss personal issues openly, limiting their ability to seek advice or help. Therefore, they become more likely to quit their jobs than those who receive social support.
Adaptation difficulties are also widespread among marginalized employees struggling with sexualized perception. When facing discrimination based on sexual orientation, they may be uncomfortable working with heterosexual coworkers due to different beliefs about intimacy and relationships. This discomfort causes communication barriers and affects the ability to perform well.
They experience distractions during meetings and brainstorming sessions when sexual topics arise, reducing productivity levels significantly. To adapt to such circumstances, these employees must learn to tolerate harassment without retaliating against their oppressors. They can also avoid situations where sexualized conversations occur but often find themselves isolated from colleagues.
Sexualized perception negatively impacts inclusion, social support, and adaptation of marginalized employees. Employees need a safe environment where they can express themselves freely without fear of judgment or rejection. Companies should create inclusive policies promoting diversity and equality regardless of sexual orientation and other differences. Leaders must set an example by providing role models for others to follow to reduce isolation and promote growth opportunities. By doing so, organizations will improve employee engagement, increase productivity, and attract top talent.
In what ways does sexualized perception affect inclusion, social support, and adaptation of marginalized employees?
Sexualization of an employee can be viewed as both internal and external forces that create barriers towards inclusion, social support, and adaptation. Internal factors include individual's self-image and identity while external forces refer to social norms, stereotypes, and biases. Such effects lead to feelings of isolation, exclusion, and reduced acceptance by peers in the workplace.