What Covert, Structural, And Systemic Forms Of Workplace Discrimination Continue To Marginalize Lgbt Employees Despite Anti-Discrimination Laws?
In the United States, lesbian, gay, bisexual, and transgender (LGBT) people are protected from employment discrimination under federal law.
They still face covert, structural, and systemic forms of marginalization in the workplace despite these laws. This article will explore some examples of such marginalization and explain how they continue to occur.
Covert Discrimination
Covert discrimination is subtle, indirect, and often difficult to prove. It can include verbal or nonverbal communication that suggests an employee's identity is unwelcome or unacceptable.
A manager might avoid using an employee's name if it does not match their assigned gender. This can make employees feel excluded and isolated. Another form of covert discrimination is assigning tasks that reinforce stereotypes about LGBT people, such as asking a gay man to plan a "bachelorette party" for his female coworkers.
Covert discrimination can also involve microaggressions, which are subtle insults or put-downs based on identity. A manager might say something like, "I don't understand why you need Pride Month. We all have the same rights." These types of comments can create a hostile environment for LGBT employees and make them feel unwanted or unwelcome at work.
Structural Discrimination
Structural discrimination occurs when policies, practices, or structures disproportionately impact certain groups. One example is job advertisements that require applicants to be married with children. This can exclude many LGBT individuals who may not have access to marriage or parenthood due to legal restrictions or personal choice. Another structural issue is lack of diversity in management positions. If there are no openly LGBT leaders or executives, it can be challenging for LGBT employees to advance professionally. In addition, some organizations may not offer benefits to partners of LGBT employees, which can limit career opportunities.
Structural discrimination can occur through wage gaps between LGBT employees and their non-LGBT counterparts.
Systemic Discrimination
Systemic discrimination is institutionalized and built into an organization's culture and practices.
An organization may encourage employees to socialize after hours but only at venues that do not welcome LGBT people. This can make it difficult for LGBT employees to participate fully in office events and build relationships with coworkers. Another systemic issue is a lack of support for transgender employees. Many companies do not provide gender-neutral bathrooms or allow employees to use their chosen name without going through bureaucratic procedures. This can lead to isolation and frustration.
Systemic discrimination can manifest as unequal treatment based on sexual orientation or identity in performance reviews, promotions, and other aspects of employment.
While anti-discrimination laws protect LGBT workers from blatant discrimination, covert, structural, and systemic forms of marginalization continue to exist. These issues need to be addressed through education, policy changes, and cultural shifts. Companies should strive to create inclusive work environments where all employees feel valued and respected.
What covert, structural, and systemic forms of workplace discrimination continue to marginalize LGBT employees despite anti-discrimination laws?
Despite being protected by legislation that prohibits discrimination on the grounds of sexual orientation and gender identity, LGBT (lesbian, gay, bisexual, transgender) employees continue to face various forms of marginalization in the workplace. This marginalization can take different forms, including covert, structural, and systemic discrimination.