Race is a barrier in disclosures about sexual identity

Published in the Journal of Occupational and Organizational Psychology, the study identifies race as a factor in the reaction of workers to disclosures by colleagues of their sexual orientation.

The American study analysed data from 308 lesbian, gay, bisexual and pansexual employees. It is believed to be among the first to consider how factors outside of sexual orientation might influence the responses sexual minority employees experience following disclosure at work.

The two-wave study found that sexual minorities who hold other stigmatised identities, such as being Black or transgender, or who are bisexual or pansexual, face greater obstacles to disclosure.

Employees who identified as such reported experiencing more unsupportive reactions from their co-workers following disclosure of their sexual identity when compared to White, cisgender, and gay/lesbian employees.

Further analysis found that Black bisexual/pansexual participants reported significantly more unsupportive reactions compared to other groups [White lesbian/gay, Black lesbian/gay and White bisexual/pansexual], the research found.

The study authors call for organisations to foster greater inclusion saying negative reactions to disclosures can undermine sexual minority employees' psychological wellbeing and job satisfaction, as well as their future intentions to disclose.

To assess the impact of disclosures on wellbeing and job satisfaction, the study focused on emotional exhaustion and depressive symptoms. It found that these increased as a result of negative disclosure reactions.

Lead author Lindsay Yasmin Dhanani, an assistant professor of human resource management at Rutgers University, said:

"Being rejected for disclosing one's sexual orientation can change how people view their own identity, make them more reluctant to discuss the identity in the future or with other people, and signal that someone is not accepted in their work environment.

"It's important for organisations not just to create opportunities for disclosure but also to take steps to foster environments in which those identities will be embraced, accepted, and celebrated when they are made public.

"Some employees may want to be supportive but may not know the right way to respond if a co-worker comes out to them," Professor Dhanani added.

"Providing resources that guide employees toward more constructive and supportive reactions could help them successfully navigate those situations and foster greater feelings of inclusion for LGBTQIA+ colleagues. 

"Black bisexual and pansexual employees appear to have unique experiences when they disclose their sexual orientation at work. When conducting staff surveys, organisations should consider taking a more fine-grained approach to better diagnose who is feeling the most left out and then make concerted efforts to reach those employees."

Earlier research/polling shows that sexual minorities are expected to continue to make up a larger proportion of the workforce as greater numbers of younger generations identify as members of the LGBTQIA+ community.

As these shifts occur, organisations face an increased need to improve the workplace experiences of this population, the study states.

Read the full study.