Stigma is defined as an undesirable quality, discrediting mark, shameful characteristic, or social disapproval. Institutional stigma occurs when organizations, systems, structures, or institutions promote negative attitudes towards a certain population. This can lead to discrimination, exclusion, and limited opportunities for advancement in one's career. Research suggests that individuals who identify as lesbian, gay, bisexual, transgender, queer, questioning, intersex, asexual, pansexual, agender, bigender, pangender, demigender, nonbinary, genderfluid, Two Spirit, Third Gender, four-spirit, genderqueer, gender-nonconforming, gender-expansive, or gender-variant may face institutionalized stigma, which can have serious consequences for their professional lives. These include reduced access to resources, lower pay rates, and fewer promotions due to homophobic, biphobic, and transphobic policies and practices within organizations. As a result, LGBTQIA+ professionals may experience higher levels of stress, anxiety, depression, and burnout than their cisgender and heterosexual counterparts. They may also struggle to build resilience and bounce back from setbacks, leading to long-term mental health problems. This paper discusses the impact of institutionalized stigma on career progression and psychological resilience among LGBTQIA+ professionals.
Consequences of institutionalized stigma
Career progression
LGBTQIA+ individuals face numerous barriers to career progression, including:
1. Discriminatory hiring practices: Organizations often discriminate against LGBTQIA+ job seekers by refusing to consider them based on their sexual orientation or gender identity.
Many companies still use resumes with gendered pronouns (he/him, she/her) that exclude those who do not fit into these categories. Some even require potential employees to sign agreements stating they are not part of the LGBTQIA+ community before being considered for open positions. This exclusion can limit LGBTQIA+ people's opportunities to work in certain industries and roles, resulting in fewer job offers overall.
2. Limited networking opportunities: Networking is essential for advancement in most careers, but it can be difficult for LGBTQIA+ individuals due to limited access to safe spaces where they can connect with peers. Many professional organizations, events, conferences, and conventions have a predominantly straight, white, and male membership, making it challenging for queer people of color to find support and mentorship. As a result, LGBTQIA+ professionals may miss out on valuable opportunities to learn from others and build relationships that could lead to promotion.
3. Lack of visibility: Even when LGBTQIA+ individuals secure employment, they often feel isolated within their organization due to the lack of visible role models and allies. They may struggle to identify potential mentors or sponsors who share their experiences and understand their needs. This can make it harder to develop leadership skills and gain visibility within their industry, leading to fewer promotions over time.
4. Pay disparity: Research shows that LGBTQIA+ workers earn less than cisgender heterosexual workers, even when controlling for factors such as education, experience, and location.
A study found that transgender women earn 70% less than cisgender men and non-binary individuals earn 51% less than cisgender women. This pay gap contributes to a cycle of poverty that makes it difficult for LGBTQIA+ people to save for retirement, buy homes, and achieve financial stability.
Psychological resilience
Institutionalized stigma also impacts psychological resilience by:
1. Increasing stress levels: The constant fear of discrimination and exclusion creates chronic stress in LGBTQIA+ individuals, which can lead to physical and mental health problems. According to one study, LGBTQIA+ people report higher rates of anxiety, depression, substance abuse, and self-harm compared to their peers. This is especially true for those who have experienced bullying, harassment, violence, or family rejection based on their sexual orientation or gender identity. Chronic stress can negatively affect cognitive functioning, immune system response, and overall well-being.
2. Reducing self-esteem: Institutionalized stigma erodes self-confidence and belief in oneself, making it harder for LGBTQIA+ professionals to feel empowered at work. It's challenging to thrive in an environment where you are constantly judged for who you are rather than your skills and contributions. This lack of confidence can lead to imposter syndrome, where individuals doubt their abilities and accomplishments, even when they perform well.
3. Limiting growth opportunities: Higher stress levels and lower self-esteem can make it more difficult for LGBTQIA+ individuals to take risks and pursue new opportunities that may be outside their comfort zone. They may avoid applying for leadership roles or speaking up during meetings because of the potential backlash from colleagues or supervisors. This limits career growth and prevents them from reaching their full potential.
4. Increasing burnout: The constant battle against discrimination can lead to burnout, a state of emotional, physical, and mental exhaustion caused by prolonged exposure to stress. Burnout can manifest as fatigue, disengagement, cynicism, and reduced productivity, leading to missed deadlines, errors, and poor performance reviews. It can also contribute to long-term health problems such as heart disease, diabetes, and depression.
Institutionalized stigma has serious consequences for career progression and psychological resilience among LGBTQIA+ professionals. To address these issues, organizations must create inclusive policies and
What are the consequences of institutionalized stigma for career progression and psychological resilience?
Institutionalized stigmas can have several negative impacts on one's career progression and psychological resilience. Firstly, it may lead to limited opportunities for advancement, as employers may discriminate against individuals with certain identities or characteristics due to prejudice or stereotypes. This can result in lower wages, fewer promotions, and reduced job satisfaction.