Sexuality and Gender at Work

.....individual's level of sexual identity development relates to their level of job satisfaction depends on numerous variables -- such as the confidence with which one identifies their sexuality, the degree to which that identity is accepted among peers, and the extent to which that identity places one as a minority. As the U.S. Merit Systems Protection Board (n.d.) indicates, "Minorities also tend to be at a disadvantage in terms of job rewards, which no doubt has an impact on their job satisfaction as well as career advancement in the long run" (p. 62). The issue therefore is one of whether the individual's sexual identity is a cause of tension or stress both for the individual and for colleagues. To the extent that it is an issue, the individual's job satisfaction is likely to be comparably impacted.

The functions of heterosexual privilege are 1) to enable heterosexuals to maintain a high degree of authority and command, and 2) to undermine the notion of equality between heterosexuals and homosexuals. Some examples of heterosexual privilege in an employment setting may be: 1) the way in which heterosexuals can indulge in lewd or sexually inappropriate conversation with one another, whereas if a homosexual behaved similarly he or she would be labeled as a pervert or with some other such negative label that would be socially stigmatizing; 2) the way in which heterosexuals erect the power structure, adopting an "alpha male" power base that enables them to assert an authority over others. From this power base, promotions are granted to heterosexuals before they are granted to homosexuals because of a signal of alpha maleness that they give. In other words, the privilege is extended because their way of life is more respected by the workplace culture.

3. Whether it is important for a lesbian, gay, bisexual or transgender employee to "come out" at work depends upon the aims of the workplace culture and of the individual. A workplace culture that does not promote "coming out" may produce negative effects on an individual who "comes out" -- which would typically cause an individual to want to not come out. However, if it is socially accepted and the individual wants to be honest with his or her co-workers, "coming out" may be viewed as important. It depends upon the circumstance, the context, and what is gained by it. An individual who wants to obtain a promotion may feel it better to hide his or her sexuality for fear of being passed over. On the other hand, another individual might feel that no promotion is worth that kind of fear or stigmatizing and may feel it more important to come out. Coming out at work therefore has social and political consequences; some may conclude that coming out helps to change the social setting and promote a more inclusive culture; however, not every workplace culture is the same and some may be more inclined to discriminate. Therefore it is a question that is best answered on a situation by situation basis.

4. Gender Identity Disorder is most likely still listed in the DSM-IV because gender dysphoria is still recognized as a real disorder in which confusion about one's gender based on one's biology is identified as a psychological issue. Homosexuality does not necessarily mean that confusion is present. One can, in other words, engage in homosexual behavior without being confused about one's gender or having issues identifying as a male or female. Thus, this disorder is still preserved because it is distinct from homosexuality.

5. Heterosexism and transphobia in the workplace can negatively effect heterosexual workers by making it seem like all heterosexuals must view themselves as normal and homosexuals or transgender individuals as abnormal, when such may not be the view of all heterosexuals. Thus, it is negative for heterosexuals because it falsely represents them and discriminates against homosexuals. This creates tension in the workplace and can put non-discriminating heterosexuals at odds with those who do discriminate. It does not promote inclusivity either and can cause groups to become fractious, which can be bad for employee morale and motivation. Thus, heterosexism and transphobia can lead to fear and conflict in the workplace for heterosexuals.

6. This chapter has helped me better understand the terms lesbian, gay, bisexual and transgender not as labels that are to be applied derogatorily but rather as identity markers that individuals choose to apply to themselves and that should never be applied by others unless that individual welcomes its application. To apply such terms to individuals who do not welcome them is to misstep in the direction of discrimination. It is important that everyone be treated equally and that no one be looked at differently just because of one's gender identity or one's sexuality. That is what this chapter helped me to realize. However, at the same time, it also taught me that these terms can indicate that there are issues that need to be better understood still -- such as what it means for gender and sexuality to relate and especially in the light of the DSM-IV section on Gender Identity Disorder it is important for people to understand what constitutes confusion and a disorder and what does not. These points have to be addressed more specifically, I feel, so that confusion for those who on the outside looking in can be cleared up and misunderstandings prevented.

References

U.S. Merit Systems Protection Board. (n.d.). FAIR & EQUITABLE TREATMENT: A

Progress Report on Minority Employment in the Federal Government. DC: Office of Policy and Evaluation.