Donatella Di Marco

Workplace Incivility as Modern Sexual Prejudice

Although discrimination on grounds of sexual orientation is prohibited by law in many countries, negative prejudices against Lesbian and Gay (LG) people, as a stigmatized minority, might be internalized by co-workers, being a source of a modern and subtle form of discrimination. Results from 39 in-depth semi-structured interviews with LG employees show that they are victims of workplace incivility which is manifested through jokes, use of language, stereotypes, and intrusive behaviors. Such acts are barely recognizable as a form of discrimination, due to the absence of any reference to sexual orientation, and for this reason it is more difficult to act against them at an organizational level. This is the first study that demonstrates how workplace incivility toward LG employees can be an expression of a subtle form of discrimination. It shows that discrimination on grounds of sexual orientation has not disappeared; it has simply changed its manifestations. Contributions and implications of the study are discussed from a theoretical and a practical perspective.

Approaching the Discriminatory Work Environment as Stressor: The Protective Role of Job Satisfaction on Health

Discrimination is a complex phenomenon with adverse consequences at personal and organizational levels. Past studies have demonstrated that workers who are victims of discrimination might show less job satisfaction, less organizational commitment and worse levels of health and productivity. Although most research has focused on the effects of discrimination on victims, less is known about the extent to which discrimination produces consequences on workers who perceive the existence of a discriminatory work environment. The goal of this article is to analyze the consequences of the perception of a discriminatory work environment on employees’ health. The importance of this relationship is studied taking into account the mediating effect of job satisfaction. In order to reach this goal a cross-sectional study was carried out with a sample of 1633 Italian workers (male = 826, female = 764), employed in private and public sectors, and in different hierarchical positions. Results suggest that the perception of a discriminatory work environment is negatively associated with employees’ health. This relationship is partially mediated by job satisfaction (R2 = 0.17). This study demonstrates that perceiving a discriminatory work environment might have a negative impact on workers’ health. A higher level of job satisfaction might buffer this effect. These findings have several practical implications. On the one hand, Human Resource Managers need to intervene in order to recognize and diminish implicit biases, creating a healthy and inclusive environment (e.g., through training, diversity policies, etc.). On the other hand, promoting job satisfaction (e.g., providing mechanisms of voice) might help workers to preserve their well-being, coping with the negative effects of a discriminatory work environment.

Dialogue for Inclusion: When Managing Diversity Is not Enough

This introductory chapter shows the way the handbook explores whether and how organizations can be transformed so as to promote equity, voice, participation and empowerment in the workplace. In doing so we examine the role that Social Dialogue can play in encouraging organizational change for inclusion. In this chapter, we propose that shaping inclusive workplaces requires a sustainable change and constant adjustment. In the path towards inclusive organizations, Human Resource managers are key change agents of the continuous change needed. We propose the Circle of Inclusion as the model to outline inclusive organizations. From a holistic approach, this model covers the main HRM strategies showing how to develop good practices taking into account different organizational and national contexts. Thus, an initial step towards creating more and better work for all is to address these inequalities through the whole HRM system, giving voice and participation through Social Dialogue, in order to achieve the successful continuous change needed.

The Circle of Inclusion: From Illusion to Reality

Societies, labor markets, and work relationships face fast changes, and several dynamics are shaping a new landscape which includes workers with diverse cultures and backgrounds. However, if changes are not managed well, they might be perceived as chaotic, and the results might be different from those expected. Walking through the Circle of Inclusion, we are going to highlight how the organizational change for inclusion might be fostered through Social Dialogue, pointing out the role played by all the actors involved, such as HRM, supervisors, unions and work councils. Moreover, the chapter discusses how inclusion contributes to build a business case for diversity, and the role that it plays in promoting sustainable organizations and societies.

Coming out strategies of lesbians and gays at work / Estrategias de coming out de personas lesbianas y gays en el trabajo

Abstract In recent years there has been a great deal of social and legislative progress in the struggle against discrimination on grounds of sexual orientation. However, the coming out process in the workplace is still a crucial aspect in the lives of many lesbians and gays (LG). This study sets out to analyse the different strategies that Spanish LG adopt when revealing their sexual orientation at work by identifying the factors that facilitate or hinder this process. It also analyses the personal and organizational consequences of the strategies used in the coming out process. The study was carried out through in-depth interviews with 15 LG. Results show that the coming out strategies vary and are affected by different factors (e.g., characteristics of the colleagues, sector, etc.). Moreover, it confirmed that the coming out process (or its absence) can have consequences at different levels (e.g., relationships with colleagues, perception of organizational injustice, etc.).

Be Friendly, Stay Well: The Effects of Job Resources on Well-Being in a Discriminatory Work Environment

Many studies have focused on the negative effects of discrimination on workers’ well-being. However, discrimination does not affect just victims but also those people who witness discriminatory acts or who perceived they are working in a discriminatory work environment. Although perceiving a discriminatory work environment might be a stressor, the presence of job resources might counteract its negative effects, as suggested by the Job Demand-Resources model. The goal of this study is to test the effect of perceiving a discriminatory work environment on workers’ psychological well-being when job autonomy and co-workers and supervisor support act as mediator and moderators respectively. To test the moderated mediation model data were gathered with a sample of Italian 114 truckers. Results demonstrated that job autonomy partially mediates the relationship between perceiving a discriminatory work environment and workers’ well-being. Main interactional effects have been observed when co-workers support is introduced in the model as moderator, while no main interactional effects exist when supervisor support is introduced. Theoretical and practical implications are discussed.

Unlocking Closets at Organizations

In the last few years, several researchers have focused their attention on the experience of lesbian, gay and bisexual (LGB) people at work. Although, in some countries, many progresses have been done in terms of legal and social recognitions, prejudice and negative stereotypes might be still present, leading to (subtle) discriminatory acts. After briefly exploring some issues related to the disclosure of sexual orientation at work and the manifestation of subtle discrimination, the chapter focuses on the role played by the organization in creating an inclusive and safe work environment for LGB employees. In doing so, the chapter highlights the importance of managers and supervisors during this process. Moreover, how to create inclusive organizations for LGB people through social dialogue is pointed out.