Page 212 - Discrimination at Work The Psychological and Organizational Bases

8. UNDERSTANDING HETEROSEXISM
out to no one at work, 37% were out to some people, 24% were out to most
people, and 27% reported that they were out to everyone at work (Ragins
& Cornwell, 2001 a). Coming out to some coworkers, but not all, can create
considerable ambiguity as to "who knows and who does not." 181
Research on the work and individual outcomes associated with disclo­
sure yields inconsistent findings. Some researchers found that gay and
lesbian employees who disclosed their sexual orientation to more people
at work had less general anxiety (Jordan & Deluty, 1998), greater job satis­
faction, and less job anxiety (Griffith & Hebl, 2002) than those who did not
disclose. However, other researchers found no relationship between dis­
closure and work attitudes, psychological strain, or occupational coping
(Croteau & Lark, 1995; Driscoll, Kelley, & Fassinger, 1996). In fact, some
studies found that gay and lesbian employees who disclosed to more peo­
ple at work had lower continuance organizational commitment (Day &
Schoenrade, 1997), earned less compensation (Ellis & Riggle, 1995; Schnei­
der, 1987), and had less pay satisfaction (Ellis & Riggle, 1995) than those
who concealed their sexual identity from others in the workplace. One
reason for these inconsistent findings may be that the actual decision to
disclose at work, although important and complex, has less of an im­
pact than the immediate fears preceding this decision. In fact, Ragins and
Cornwell (2001 b) found that the fear of negative consequences of disclo­
sure had a greater impact on work attitudes and psychological strain than
the actual disclosure decision, which brought a sense of relief to gay and
lesbian employees. This suggests that the organization's climate is a key
factor to consider when examining outcomes associated with disclosure;
staying in the closet may be an optimal survival strategy for gay and les­
bian employees in hostile organizational climates. However, when gay and
lesbian workers feel free to "be their true selves" in the workplace, the orga­
nization may also benefit. For example, Creed and Scully (2000) observed
that disclosure of a gay or lesbian identity in the workplace is a tool for
positive change, as it can heighten others' awareness of the potential for
heterosexism and discrimination.

Support for Identity

Gay and lesbian employees get little support in managing their sexual
identities, and the coming out process is usually a difficult and isolating
experience (c.f. Garnets & Kimmel, 1993; Rivers, 1997). Because families
of lesbians and gay men are typically heterosexual, they often cannot pro­
vide adult gay children with role models or coping mechanisms to address
heterosexism. Whereas the family unit is a source of support for many peo­
ple of color, families are often disrupted, and even lost, when adult gay