Page 218 - Discrimination at Work The Psychological and Organizational Bases

8. UNDERSTANDING HETEROSEXISM
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and legislation that prohibit discrimination more subtle, even unconscious,
forms of discrimination can persist.
This research suggests that prejudiced heterosexuals can make work life
difficult to intolerable for lesbian and gay colleagues. At best, gay and les­
bian workers are avoided; at worst, they face overt job discrimination or
even physical assault. To date, very few studies have directly investigated
the effects of workplace heterosexist behaviors on lesbians and gays, but
the existing research provides some insight. First, heterosexism thwarts
career progression for many lesbians and gay men (Friskopp & Silverstein,
1996). For example, one study found that lesbians limited their job and
career choices to avoid heterosexist work environments (Fassinger, 1996).
Gay male workers have been found to earn significantly less compensation
than their heterosexual counterparts, although this finding was not repli­
cated for lesbians (Badgett, 1995, 2001; Black, Makar, Sanders, & Taylor,
2003; Clain & Leppel, 2001). Other studies confirm that heterosexism has
a negative effect on lesbians' and gays' workplace productivity (Powers,
1996). Additionally, the Ragins and Cornwell (2001 a) study cited earlier
found that greater reports of workplace heterosexism were associated with
fewer promotions over a 10-year period. In this investigation, reports of
heterosexism also had a negative relationship with job satisfaction, organi­
zational commitment, career commitment, organization-based self-esteem,
and satisfaction with opportunities for promotion, and a positive relation­
ship with intentions to leave the job. Moreover, repeated discriminatory
treatment takes its toll on lesbian and gay workers. Research documents
the stress gay men and lesbians experience as a result of the discrimina­
tion they encounter both on and off the job (e.g., Bosanok, 1995; Waldo,
1999). The health hazards associated with this stress include drug and
alcohol abuse (Appleby, 2001), mental health problems (Garnets, Herek,
& Levy, 1992), and diminished physical health and well being (DiPlacido,
1998).
Research into the antecedents and consequences of heterosexism has
unique methodological and conceptual challenges. We now turn to exam­
ining some of these dilemmas.

METHODOLOGICAL AND CONCEPTUAL ISSUES IN STUDYING
HETEROSEXISM IN THE WORKPLACE

In this section we review some of the key conceptual and methodolog­
ical challenges confronting research on heterosexism in the workplace.
These include the measurement of sexual orientation and workplace