• Work

• External Shocks

• Reshaping organizational forms

From Policy to Perceptions: A Multilevel Study of Diversity Approaches and Perceived Inclusive Climate How Gender, Sexual Orientation, and Their Expression Influence Perceived Professionalism: A Factorial Survey Experiment The Double-Edged Sword of “Being Out” at Work: Its Impact on Perceived Professionalism, Morality, and Cooperation Intentions  “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 “Are They Just Putting Up With Me”? How Diversity Approaches Impact LGBTQ+ Employees’ Sense of Being Tolerated at Work

How Gender, Sexual Orientation, and Their Expression Influence Perceived Professionalism: A Factorial Survey Experiment From Policy to Perceptions: A Multilevel Study of Diversity Approaches and Perceived Inclusive Climate The Double-Edged Sword of “Being Out” at Work: Its Impact on Perceived Professionalism, Morality, and Cooperation Intentions 

Heteroprofessionalism, the workplace-specific institutionalization of heteronormativity, equates professionalism with cis-heterosexual norms, subtly shaping norms around identity expression at work. Building on this concept, this study investigates how lesbian, gay, and bi+ (LGB+) employees navigate their sexual identities in heteronormative workplace settings. It contrasts their experiences of identity conflict, behavioral strategies, and emotional responses with those of non-LGB+ peers across workplace and non-work contexts. It further examines whether perceived inclusive team climate mitigates these adverse experiences. An online survey of 198 UK employees revealed that referencing one’s own sexual identity was seen as significantly less appropriate in the workplace than outside of it. Heteroprofessionalism manifested in three key ways: LGB+ employees reported greater identity conflict (cognitive), lower disclosure motivation and higher disclosure avoidance (behavioral), and more negative emotions (emotional) than non-LGB+ employees. Importantly, perceived inclusive team climate moderated these effects, buffering identity conflict and disclosure avoidance among LGB+ participants. By theorizing heteroprofessionalism as a systemic barrier to authentic sexual identity expression at work, this research illuminates its cognitive, behavioral, and emotional manifestations, while underscoring the potential of inclusive climates in fostering identity integration.

• Collected during project

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• English

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