Closeted At Work? It could hurt company performance…

LGBT people work everywhere. But we’re not always welcome to be ourselves at work. In fact, it’s sometimes downright discouraged and even could be grounds for termination in some states. Well here’s something for intolerant employers: A new study suggests that coming out at work could enhance job performance for co-workers of the uncloseted- and therefore the company.

Supporters of policies that force gay and lesbian individuals to conceal their sexual orientation in the workplace argue that working with openly gay individuals undermines performance. We examine this claim in two studies and find the opposite effect. Specifically, participants working with openly gay partners performed better on a cognitive task (i.e., a math test) and a sensory-motor task (i.e., a Wii shooting game) than individuals left to wonder about the sexual orientation of their partners. These results suggest that policies, such as “Don’t Ask, Don’t Tell,” that introduce uncertainty into social interactions harm rather than protect performance. (emphasis mine) 

 

 

We’ve always known that being trapped in the closet can be harmful to the self-esteem and self-worth of a person. It turns out that maintaining integrity in your personal life is also good for your working life. Makes sense to me. Ask anyone who has to remain closeted at work how hard it is to self-monitor at that level for 8-10 hours a day. Excruciating. And if you’re in the military, or member of an institution that actively frowns on The Gay- well, it’s even more terrible. Pretty much 24-hour-a-day anxiety and fear.

 

Living a life of integrity in the workplace was a dream of mine ever since I came out. I vowed I wouldn’t have to go back in- ever. But I’ve been more fortunate than some. Economic concerns about losing jobs can make this situation even more painful- there just aren’t a lot of choices for employers right now- especially in rural areas.

 

But maybe CEO’s who want to improve the job performance of their companies will see this and create more integrity-supportive personnel policies. It just makes sense.

 

And cents. And we all know that money talks. Especially today.

 

So feel free to put this post up in your break room….

Report: LGBT Workplace Discrimination Common- High Impact On Performance And Health

Today, The Williams Institute released a report summarizing academic studies and other documented evidence of employment discrimination based on sexual orientation and gender identity, and the negative impact such discrimination has on lesbians, gay men, bisexuals and transgender (LGBT) people.  Although sexual orientation and gender identity have no relationship to workplace performance, during the past four decades a large body of research using a variety of methodologies has consistently documented high levels of discrimination against LGBT people at work. 

“This research shows that LGBT employees who have experienced employment discrimination, or fear discrimination, have higher levels of psychological distress and health-related problems, less job satisfaction and higher rates of absenteeism, and are more likely to contemplate quitting than LGBT employees who have not experienced or do not fear discrimination,” says Ilan Meyer, study co-author and Williams Institute Senior Scholar of Public Policy.

Results from the 2008 GSS provide recent evidence of discrimination from one of very few national probability surveys that have collected data about sexual orientation and workplace discrimination.  Among LGB respondents to the survey, 42% had experienced employment discrimination at some point in their lives, and 27% had experienced employment discrimination just during the five year period prior to the survey.

GSS data further show that employment discrimination is more common among LGB employees who are open about their sexual orientation in the workplace than among those who are not—38% of employees who are out in the workplace had experienced discrimination in the five year period prior to the survey, compared with 10% of those who are not out.

This new data shows that it’s still risky to come out about being LGBT in the workplace, “says study co-author Christy Mallory, Legal Fellow.  “Therefore, it’s not surprising that the GSS data also show that one-third of LGB employees are not open about their sexual orientation to anyone at work.”

These results are consistent with findings from other recent studies that reveal a continuing pattern of employment discrimination against LGBT people.  In several studies from 2010 and 2011 that report data on transgender people separately, the rates of discrimination are even higher.

“Recent studies show that pervasiveness of discrimination against transgender people in the hiring process,”   says Williams Institute Executive Director Brad Sears.   “The devastating results of this discrimination are confirmed by the high rates of poverty and unemployment documented in the transgender community.”

Recent research also reveals the negative impacts of discrimination against LGBT people.  Because of discrimination, and fear of discrimination, many LGBT employees hide their identities, are paid less and have fewer employment opportunities than non-LGBT employees.

Bottom line: “Research shows that LGBT employees who have experienced employment discrimination, or fear discrimination, have higher levels of psychological distress and health-related problems, less job satisfaction and higher rates of absenteeism, and are more likely to contemplate quitting than LGBT employees who have not experienced or do not fear discrimination,” says Ilan Meyer, Williams Senior Scholar of Public Policy.   “In contrast, supervisor, coworker, and organizational support for LGB employees was found to have a positive impact on employees in terms of job satisfaction, life satisfaction, and outness at work.” 

The full report may be found here.