Thomas Köllen

Bisexuality and Diversity Management—Addressing the B in LGBT as a Relevant ‘Sexual Orientation’ in the Workplace

With the emergence of diversity management in Europe, more and more organizations see ‘sexual orientation’ or ‘sexual identity’ as a relevant field of action. In terms of concrete actions, European organizations primarily adopt the most common measures that are implemented by U.S. organizations. Thus, although they often utilize the term ‘LGBT’ (lesbian, gay, bisexual, transsexual), they mainly focus on homosexual employees. Against this background, this article analyzes the suitability of the most common diversity management measures of ‘sexual orientation’ to contribute to an amelioration of the workplace situation for bisexual employees. The analysis is based on quantitative data of 77 bisexual employees working in Germany, to which a regression model and correlation analyses were methodically applied. Results show that only the internal thematization of bi- and homosexuality positively affects the working climate for bisexual employees, whereas the existence of external gay marketing campaigns negatively affects it. Furthermore, it becomes obvious that a supportive working climate results in a higher degree of openness and decreased pressure to conceal or deny ones bisexuality at work.

Lessening the difference is more – the relationship between diversity management and the perceived organizational climate for gay men and lesbians

With a growing number of European companies following a variety of diversity management strategies, the number of companies including the ‘sexual orientation’ dimension in their diversity programs is increasing. Partially explained by the lack of research on that topic, most companies apply the risk-minimizing strategy of copying actions implemented by companies which have already done more in that field. In this context, this paper aims to provide more profound evidence for evaluating the interrelation between sexual orientation diversity management and the perceived organizational climate for gay and lesbian employees. Study 1 compares Deutsche Bank, Commerzbank and a German equivalent, showing that companies including ‘sexual orientation’ in their diversity programs can be associated with a more supportive organizational climate for gay men and lesbians. Applying a Heideggerian theoretical framework, Study 2 compares regression models based on a sample of 1308 gay men and lesbians working in Germany. It is shown that those organizational practices that lessen the difference between homosexuality and heterosexuality within the organization are more strongly related to positive psychological climates than those practices that accentuate the difference. Equalization of heterosexual and homosexual partnerships, internal thematization of homosexuality and gay marketing are associated with positive climate perceptions; LGBT networks and mentoring are not.

Privatsache und unerheblich für Unternehmen? Der Stand der Personalforschung zur "sexuellen Orientierung"

In Deutschland und Europa setzen immer mehr Unternehmen Maßnahmen zur „sexuellen Orientierung”, zumeist im Rahmen von aktuell an Bedeutung gewinnenden Diversity Management-Ansätzen. Vor diesem Hintergrund gibt der Artikel einen strukturierten Überblick über den Stand der Personalforschung in diesem Bereich. Neben wenigen Studien zu Bi- und Transsexualität bezieht sich der größte Teil der Forschung auf das Phänomen Homosexualität und lässt sich in drei thematische Gruppen unterteilen: 1. der Umgang mit der eigenen Homosexualität am Arbeitsplatz, 2. das Arbeits- und Organisationsklima für Lesben und Schwule und 3. der organisationale Umgang mit Homosexualität bzw. der „sexuellen Orientierung”. Es zeigt sich, dass schwule, lesbische, bisexuelle und auch transidente Beschäftigte unterschiedlichen Barrieren am Arbeitsplatz begegnen, und entsprechende Maßnahmen von Unternehmensseite dazu beitragen können, diese abzubauen. Es wird diskutiert, inwieweit sich daraus positive ökonomische Konsequenzen für Unternehmen ergeben können.

The impact of demographic factors on the way lesbian and gay employees manage their sexual orientation at work: An intersectional perspective

Purpose - – The purpose of this paper is to explore the influence demographic factors have on the way lesbians and gay men manage their sexual orientation at work. Design/methodology/approach - – Based on data taken from a cross-sectional survey of 1,308 gay and lesbian employees working in Germany, four regression models are proposed. The means of handling one’s homosexuality at work was measured by the 31 items containing Workplace Sexual Identity Management Measure from Anderson Findings - – Results indicate that being in a relationship is related to increased openness about one’s homosexuality at work. Furthermore, it appears that the older and the more religious lesbian and gay employees are, the more open (and therefore less hidden) about their sexuality they are. Having a migratory background is related to being more guarded about one’s sexual orientation, whereas personal mobility within the country is not related to the way one manages one’s sexual orientation at work. Lesbians tend to be a little more open and less guarded about their homosexuality compared to gay men. Research limitations/implications - – The focus of this research (and the related limitations) offers several starting and connecting points for more intersectional research on workforce diversity and diversity management. Practical implications - – The study’s findings indicate the need for an intersectional approach to organizational diversity management strategies. Exemplified by the dimension “sexual orientation”, it can be shown that the impact each dimension has for an employee’s everyday workplace experiences and behavior in terms of a certain manifestation of one dimension of diversity can only be understood in terms of its interplay with other dimensions of diversity. Originality/value - – It is shown that manifestations of demographic factors that tend to broaden the individual’s coping resources for stigma-relevant stressors lead to more openness about one’s homosexuality in the workplace.

Diversity Management in the European Health Care Sector: Trends, Challenges, and Opportunities

The European healthcare sector is undergoing fundamental shifts towards becoming more diverse, in terms of its patients, as well as its employees. Alongside the core dimensions of diversity—gender, age, nationality/ethnicity, sexual orientation/gender identity, and disability status—this article outlines the crucial developments in the different European regions, and their relevance to health care management. It shows that the situations and developments within Europe are quite heterogeneous. Almost the whole of Europe is confronted with aging populations, but in recent years, this has been counterbalanced in Western and Northern European countries with an augmenting replacement migration of predominantly younger migrants. As this migration partially comes from Eastern and Southern Europe, this additionally accelerates populations’ aging in these countries. In the whole of Europe, although to different degrees, a weakening of stereotypic gender roles as well as an increase in societal acceptance of homosexuality can be observed. In order to provide an efficient health care service for increasingly diverse patients, health care practitioners and policy makers should develop a comprehensive awareness and sensitivity for health care-related mechanisms of inclusion and exclusion working around every dimension of diversity. In aiming to create a supportive and equitable health care environment for both patients and employees, any kind of “othering”, disrespect, or judgmental behavior towards “other” nationalities, ethnicities, sexualities, genders or life styles should be avoided and critically reflected. The article discusses these issues alongside the varying actual situations within Europe and outlines connecting points for future research.

Intersexualität und Transidentität im Diversity Management

Sowohl Im wissenschaftlichen Diversity Diskurs als auch in der Diversity Management-Praxis sind Intersexualitat und Transidentitat (bzw. Transsexualitat oder Transgender) bisher lediglich Randthemen. Dieser Beitrag zeichnet die unterschiedlichen soziologischen, medizinischen und betriebswirtschaftlichen Diskursfelder zu beiden Kategorien nach und leitet daraus Anknupfungspunkte fur organisationales Diversity Management ab. Es wird gezeigt, dass beide Phanomene verschiedene Aspekte der Diversity-Dimension ‚Geschlecht‘ reprasentieren. Ihre bisher ubliche Zuordnung in eine Sammelkategorie zusammen mit der Diversity-Dimension ‚sexuelle Orientierung‘ kann als ein wesentlicher Grund dafur angesehen werden, dass sie in Diversity Programmen auf der Masnahmenebene meist unberucksichtigt bleiben. Vor diesem Hintergrund entwickelt dieser Beitrag einen modifizierten Zugang zur dimensionsspezifischen Herangehensweise im Diversity Management und zeigt die Notwendigkeit auf, die Dimensionen ‚Geschlecht‘, ‚Geschlechtsidentitat‘ und ‚sexuelle Orientierung‘ als ein zusammenhangendes organisationales Handlungsfeld zu betrachten. Fur die Diversity Management-Praxis ist damit ein grundlegendes Uberdenken der eigenen Zielsysteme und Masnahmengestaltung verbunden.

Sexual Orientation and Transgender Issues in Organizations

Over the last decade workforce diversity has attracted much scientific attention. Given the shortage of literature on issues related to homosexual, bisexual and transgender employees, compared to other facets of workforce diversity, this book opens up new perspectives on this issue. Emphasis is placed on the equal consideration of gay, lesbian, bisexual, and transgender issues. Thus the predominance of lesbian and gay issues in LGBT research (and practice), will be contrasted by an explicit consideration of the unique experiences, stressors and related needs of bisexual and transgender employees. Contributions provide deeper insights into the differing experiences the whole spectrum of LGBT employees make in the workplace in different national and occupational contexts. Furthermore, the collection offers contextualized insights for evaluating and conceptualizing organizational initiatives aiming at a higher level of inclusion for LGBT employees.

Belegschafts- und PatientInnen-Diversität in Krankenhäusern: Status quo, Entwicklungstendenzen und Ansätze für deren Management in Deutschland, Österreich und der Schweiz

Wesentliche Triebfedern der aktuellen Entwicklungen bezuglich Diversitat im deutschsprachigen Raum sind der demografische Wandel, eine generelle Pluralisierung von gelebten Selbstentwurfen und eine fortschreitende Internationalisierung bzw. Europaisierung. Die drei deutschsprachigen Lander weisen dabei in ihren Entwicklungen deutliche Parallelen auf und sind zudem untereinander stark verwoben. Daraus ergeben sich spezifische Herausforderungen und Moglichkeiten fur das Krankenhausmanagement, die dieser Beitrag entlang der Diversitats- Dimensionen Nationalitat/Ethnizitat, Alter, Behinderung, Geschlecht, sexuelle Orientierung und Geschlechtsidentitat nachzeichnen und diskutieren wird.

Declining career prospects as ‘transition loss’? On the career development of transgender employees

This chapter provides an overview of the specific issues that trans-persons face in their career development. For many transgender employees, the decision to initiate their transition brings with it a potential career setback, and, quite often, a subsequent ongoing socio-economic decline. In this chapter the current state of research on this issue is discussed alongside the case of Andrea, a trans-women, who had her transition while she held a management position in a multinational. Her case shows the enormous personal strength and/or the substantial and consequent organizational support needed to ensure that a transition does not lead to the end of the employee’s career. Based on these insights, practical implications for both individuals who are about to begin, or who are within their transition, and their employers are discussed, and several recommendations for both are derived.

Intersexuality and Trans-Identities within the Diversity Management Discourse

Within both the scientific discourse on workforce diversity, and diversity management practice, intersexuality and transgender issues have hitherto remained marginalized topics. This chapter gives an overview of the discourses on both phenomena, and proposes starting points for more inclusive organizational diversity management initiatives. It is shown that both topics represent different aspects of the category of “gender”. The common practice of conceptually lumping together intersexuality, transgenderism, and sexual orientation can be seen as one important reason that intersexuality and transgenderism are rarely considered in organizational diversity management programs in terms of concrete action. Against this background, a modified, and more integrated approach to structuring the workforce alongside the different dimensions of diversity is proposed. It is shown that the categories of “biological sex and gender”, “gender identity”, and “sexual orientation” cannot be regarded as being separate from each other. They represent, rather, an interrelated organizational field of action that should be considered as being one interrelated topic for organizational diversity practices. This chapter derives this claim theoretically and discusses the consequences for organizational diversity management practices. For most organizations, this would mean a fundamental rethinking of their goals, in terms of workforce diversity, and the shaping of their diversity management programs.