Project info
Project consists of following studies
That’s My Cue: The Impact of Organizational, Conversational, and Conversation Partner’s Characteristics on LGB Employees’ Selective Disclosure Decisions at Work
“In Certain Situations, it’s Better for You to Act this Way Rather than Another” — LGBQ Academic Staff Members’ Selective Disclosure Decisions at Work
Interpersonal Antecedents to Selective Disclosure of Lesbian and Gay Identities at Work
“It’s Not Always Possible to Live Your Life Openly or Honestly in the Same Way” — Workplace Inclusion of Lesbian and Gay Humanitarian Aid Workers in Doctors Without Borders
Description
Discriminatory behaviours against minorities of all kinds are common in many organizations. This may negatively affect e.g. their individual well-being and work performance. How can the inclusion of minorities at the workplace be safeguarded? Specifically, we are interested in those employees who possess a concealable stigmatized identity, and, thus, in principle have the option to not share this characteristic with others within the workplace. The particular minority group we study are lesbian women, gay men, and bisexual people (LGBs). This project investigates the interplay between informal social networks, organizational policies, and inclusion of invisible minorities at work. We focus on two aspects of inclusion - perceptions of belongingness and opportunities for authenticity - and their impact on work-related outcomes, for the individual and organization alike.
Project start
01/09/2017
End date
30/04/2022
Behavioral theory
- Identities
Researchers
Subjects
- Disclosure
Audience
- Social psychology
- Sociology
Work package
- Inclusion
Sustainability threat
- Feedback Cycles
Challenge
- Dealing with diversity
Theoretical background
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Research design
A multi-method approach will be used to address several sub-projects. First, we collect mixed-method (semi-structured interview and ego-network) data on LGB employees within the workplace, in order to assess how the workplace experiences, perceptions of inclusion, and assess how the informal social networks within which they are embedded play a role therein. Second, we conduct an online vignette experiment, wherein we study the (mis)match between acceptance/rejection cues originating from the employer, a manager, or a co-worker, and how this may differentially affect disclosure decisions (i.e., instantaneous moments wherein one must decide whether to disclose a concealable stigmatized identity). Based on these data, we also aim to study the relationship between perceived workplace inclusion and degrees of openness about one's sexual identity at work.
Related sources
Funders
Name
Grant ID
University of Groningen PhD Scholarship Faculty Fund