Page 226 - Discrimination at Work The Psychological and Organizational Bases

8. UNDERSTANDING HETEROSEXISM
on diversity in organizations. It is clear that researchers need to more
thoroughly examine the similarities and differences between heterosexism
and other forms of social prejudice. 195
CONCLUSION AND ROADMAP FOR FUTURE RESEARCH
It is clear that researchers face a number of conceptual and methodological
challenges while studying sexual orientation in the workplace. This chap­
ter identified dilemmas and complexities in constructing, operationalizing,
measuring, and studying sexual orientation in the workplace. We also high­
lighted the concern that many existing theories and models of workplace
diversity have limited applicability to gay, lesbian, bisexual, and transgen­
dered employees.
Although the study of sexual orientation in the workplace presents
unique challenges, it also represents an incredible opportunity for mean­
ingful and important research on a vastly understudied topic. As a starting
point, we pose the following research questions for future consideration:
What individual, interpersonal and organizational factors are associated with
heterosexism and the disclosure of a gay identity at work? This chapter high­
lighted the sparse research at these three levels of analysis, but we need
a better assessment of how these levels interact to affect workplace ex­
periences for lesbians, gay men, bisexuals, and transgendered employees.
Multiple levels of analysis are necessary to capture the full experiences of
gay and lesbian employees. For example, what are the individual, group,
and organizational outcomes associated with heterosexism, and what fac­
tors predict outcomes at each level of analysis?
What are the effects of individual and multiple identities on heterosexism and
the decision to come out at work? Emerging research often views "gay em­
ployees" as a monolithic group, thus ignoring important differences based
on biological gender, race, ethnicity, class, and other group memberships.
To start, we need to explore similarities and differences in the workplace
experiences of lesbians and gay men, and whether these relationships vary
by race and ethnicity. We need to delve into the interactive and additive
effects of race, sexual orientation, and biological gender on workplace dis­
crimination and disclosure decisions. We need to analyze the similarities
and differences between heterosexism, racism, sexism, and other forms
of social prejudice (see discussion by Ragins et al., 2003). Along parallel
lines, we need to understand how the multiple identities of heterosex­
ual employees combine to affect their interactions with gay and lesbian
coworkers. For example, what factors affect the reaction of heterosexual
employees to gay coworkers? This leads to a larger issue: We need a more