The world is changing, but discrimination still exists. Discrimination against people who identify as lesbian, gay, bisexual, transgender, queer, or any other non-heteronormative identity persists in many countries around the world. This paper will explore how structural and social barriers impede the ability of these individuals to develop professionally, advance their careers, and achieve full equality in the workplace. It will also consider which interventions can be implemented to promote inclusivity and equity for LGBTQ+ individuals.
In most societies, heterosexuality is the norm. People who do not conform to this are often treated differently from those whose identities fit within the dominant culture. The stigma surrounding homosexuality and gender nonconformity means that employers may hesitate to hire or promote openly LGBTQ+ employees, even if they meet all of the qualifications necessary for success. They may fear being associated with them, losing business from conservative customers or clients, or facing criticism from colleagues. As such, it is difficult for LGBTQ+ people to find jobs and succeed in their professions.
One way this manifests itself is through implicit bias. Employers may assume that LGBTQ+ individuals have less dedication to their work, are unreliable, or lack professionalism because of their identity. They may worry about the impact of their sexual orientation on their job performance. These assumptions lead to discrimination in hiring and promotion decisions. Even when an individual has made it past the interview process, they may encounter subtle prejudice from coworkers or superiors that makes it more challenging to succeed.
Many companies lack policies protecting LGBTQ+ employees from harassment or discrimination based on their identity. This leaves workers vulnerable to bullying, intimidation, or violence without recourse. Without legal protections, victims may feel unsafe reporting incidents out of fear for their safety or retribution. When policies do exist, they can be vague or ambiguous, leaving room for interpretation by managers who may not fully understand the issue. Some employers even go so far as to fire workers who come out publicly or refuse to comply with gender norms.
Interventions to promote equity include education and training programs for staff members. Companies should provide information on the effects of implicit bias and offer resources for addressing it within the organization. By educating employees about the needs and perspectives of LGBTQ+ colleagues, they create a more inclusive environment where all individuals can thrive. This may involve sensitivity training, diversity workshops, or other initiatives tailored to each company's specific culture.
Another important intervention is creating clear and explicit policies against discrimination and harassment. Employees must know what behaviors are unacceptable and how to report them safely. Policies should be enforced consistently across all levels of management, including upper-level executives. Managers need to receive regular training in identifying and responding to these issues. They also need to be held accountable for creating an inclusive atmosphere.
Businesses should actively seek out diverse candidates when hiring new employees. Many job applicants are reluctant to reveal their sexual orientation or gender identity, especially if they have experienced discrimination before. Opening applications to a wider pool of candidates allows companies to find talented individuals they might otherwise miss. It also helps create a welcoming environment for those who do wish to come out at work.
Despite progress towards greater equality, structural and social barriers continue to impede professional development and inclusion for many LGBTQ+ individuals. Implementing targeted interventions can help foster equity by promoting understanding, education, and accountability throughout the workplace.
What structural and social barriers impede LGBTQ professional development and inclusion, and what interventions foster equity?
The research literature indicates that there are many structural and social barriers that hinder LGBTQ+ professionals' development and inclusion. These include microaggressions, discrimination based on sexual orientation or gender identity/expression, unequal access to promotions and opportunities for advancement, and lack of support from supervisors and colleagues (Duke et al. , 2018; Rice, 2016).