Page 214 - Discrimination at Work The Psychological and Organizational Bases

8. UNDERSTANDING HETEROSEXISM
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associated with homosexuals, particularly gay men, is related to the AIDS
epidemic: about 40% of the American population holds the outdated belief
that AIDS is spread primarily through homosexual behavior (Herek &
Capitanio, 1999). Studies of prejudice and discrimination toward gays and
lesbians in countries other than the United States have produced similar
findings. Heterosexism and the resulting negative treatment of lesbians
and gays has been documented in Canada (Mallon, 2001), Britain (Ellis &
Fox, 2001), Israel (Ben-Ari, 2001), New Zealand (Appleby, 2001), and India
(Bhugra, 1997). Heterosexism is particularly prevalent in countries where
conservative religious beliefs shape social mores, such as strongly Islamic
countries in the Middle East (Schmitt & Sofer, 1992).
Although relatively little research has examined the nature and effects
of workplace discrimination toward gay men and lesbians (Croteau, 1996),
existing reports indicate this discrimination is fierce (Van Den Bergh, 1999).
Research indicates that more than half of those who disclose their sex­
ual orientations at work experience discrimination on the job (Croteau,
1996; Ragins & Corn well, 2001 a), including termination of employment
(Croteau, 1996).
One reason for this continued discrimination is its legality. Internation­
ally, gays and lesbians are not protected by the United Nation's Universal
Declaration of Human Rights (Wetzel, 2001) and the United States lacks
federal legislation prohibiting sexual orientation discrimination. At this
writing, only 14 states, the District of Columbia, 119 cities, and 23 coun­
ties in the United States have passed ordinances banning sexual orientation
discrimination in employment, and it is estimated that only one-fifth of gay
and lesbian Americans live in areas that offer this protection (Herrschaft
& Mills, 2002).
The absence of legislation prohibiting sexual orientation discrimination
in the workplace is an important antecedent of discrimination. A recent
study found that gay and lesbian employees in organizations covered by
protective legislation reported significantly less heterosexism in the work­
place than did employees in organizations not covered by protective legis­
lation (Ragins & Cornwell, 2001a). Still, discrimination against employees
who are gay or lesbian (or are merely perceived to be) is legal in most
workplaces.

Organizational Antecedents of Heterosexism

A key factor in reducing heterosexism in the workplace is the presence
of "gay-friendly" organizational policies and practices. These range from
policies that prohibit sexual orientation discrimination to practices that cre­
ate a more inclusive workplace climate (Button, 2001; Ragins & Cornwell,