Page 227 - Discrimination at Work The Psychological and Organizational Bases

196
thorough understanding of the overarching effects of sexual identity in
the workplace, and we need to not limit our study of sexual identity to
investigations of homosexuality. RAGINS AND WIETHOFF
How does sexual identity become constructed in the workplace? Using a queer
theory perspective (Namaste, 1996), we need to examine how assumptions
of heterosexuality infuse the very fabric of organizational culture, practices,
and everyday social interactions. Similar to the idea that the study of gender
is not the study of women, and the study of race is not limited to the study
of people of color, so must the study of sexual identity not be constrained
to the study of gay men and lesbians. Of course we need to understand
their unique experiences, but we also need to take a broader perspective
in deconstructing sexual identity and in understanding how the dominant
paradigm of heterosexuality affects organizational culture, processes, and
practices.
What are the workplace experiences of bisexual and transgendered employees?
To our knowledge, there is no research that examines the workplace experi­
ences of bisexual and transgendered employees. In fact, discussions of sex­
ual orientation in the workplace often do not even mention these groups.
We need to understand the similarities and differences in workplace ex­
periences among gay, bisexual, and transgendered men and women. It is
reasonable to expect that the nature, form, and consequences of heterosex­
ism may differ for these groups.
How do the antecedents and consequences of direct and indirect forms of dis­
crimination differ? Although we are encouraged by the recent surge of com­
panies adopting antidiscrimination policies, we know that this alone will
not lessen heterosexism in the workplace. Like racism and sexism, hetero­
sexism takes subtle and even subconscious forms. For example, heterosex­
uals may be uncomfortable interacting with gay and lesbian colleagues,
and this may result in social distance, more formal interactions, and avoid­
ing developmental and close work relationships. We need to examine the
processes involved with subtle and aversive heterosexism (Ragins et al.,
2003).
What are the processes underlying the management of hidden stigmatized iden­
tities in the workplace? We need to understand the similar and different ex­
periences of individuals with various hidden stigmatized identities. For
example, gay men and lesbians may share similar experiences with other
individuals with invisible stigmas, such as those in the religious minority,
those with invisible disabilities, and some multiracial individuals, but there
are also unique attributes of various hidden identities that create unique
workplace experiences. We need both research and theory that examines
the similarities and differences in the management of hidden stigmatized
identities at work.