Homophobia at Work
Problem Identification
"The social organization of work is the set of relations among people at work" and within any organization, gay and lesbian people account for approximately 10 percent of the workforce (Hodson & Sullivan, 2002, p. 4). "Unlike most other minority groups, however, homosexuals are not readily visible, and many have chosen to remain invisible, especially at work, because they fear the negative consequences that might result from revealing their sexual orientation" (Hunt, 1995, p. 149). For gays and lesbians coming out is not worth risking exclusion, career damage, or even being the butt of jokes and anti-gay remarks. Along with this fear there are also the added obstacles of homophobia in the workplace, which most managers and human resource professionals know little about. The reason that they know little is because gay and lesbian people, as well as most forms of discrimination against them, are invisible. It is this invisibility, which is at the heart of the problem, and which causes most managers to assume that sexual orientation is not an issue in their organization.
"Homophobia irrational fear and hatred of gay people underlies a spectrum of emotions and misconceptions that are destructive in the workplace and in society at large" (Winfield & Spielman, 1995, p. 17). It is this homophobia that can cause gay and lesbian people to have difficulty adapting to the workplace culture. Regrettably, homophobia appears to be the result of stereotypes and prejudices and according to Norma Carr-Ruffino some reasons given for prejudice against gay and lesbian persons include:
· I believe in traditional gender and sex roles,
· I fee uncomfortable with gay persons. I'm not sure what to say or how to act,
· Maybe they'll come on to me,
· Maybe I will get AIDS be being around them,
· I have to show disapproval of gays so people will know for sure I am not one.
Prejudices do not only affect gay and lesbian people, those who hold these
"The social organization of work is the set of relations among people at work" and within any organization, gay and lesbian people account for approximately 10 percent of the workforce (Hodson & Sullivan, 2002, p. 4). "Unlike most other minority groups, however, homosexuals are not readily visible, and many have chosen to remain invisible, especially at work, because they fear the negative consequences that might result from revealing their sexual orientation" (Hunt, 1995, p. 149). For gays and lesbians coming out is not worth risking exclusion, career damage, or even being the butt of jokes and anti-gay remarks. Along with this fear there are also the added obstacles of homophobia in the workplace, which most managers and human resource professionals know little about. The reason that they know little is because gay and lesbian people, as well as most forms of discrimination against them, are invisible. It is this invisibility, which is at the heart of the problem, and which causes most managers to assume that sexual orientation is not an issue in their organization.
"Homophobia irrational fear and hatred of gay people underlies a spectrum of emotions and misconceptions that are destructive in the workplace and in society at large" (Winfield & Spielman, 1995, p. 17). It is this homophobia that can cause gay and lesbian people to have difficulty adapting to the workplace culture. Regrettably, homophobia appears to be the result of stereotypes and prejudices and according to Norma Carr-Ruffino some reasons given for prejudice against gay and lesbian persons include:
· I believe in traditional gender and sex roles,
· I fee uncomfortable with gay persons. I'm not sure what to say or how to act,
· Maybe they'll come on to me,
· Maybe I will get AIDS be being around them,
· I have to show disapproval of gays so people will know for sure I am not one.
Prejudices do not only affect gay and lesbian people, those who hold these