Non-Heteronormative Sexual Orientations at Work: Disclosure Dynamics and the Negotiation of Boundaries between Lesbian and Gay Employees and Their Co-workers.

This article focuses on the interactional dynamics which take place during disclosure of non-heteronormative sexual orientations at work. Since the disclosure might be considered a process through which lesbian and gay (LG) people share information about their personal life at work, Boundary Theory, which explores how people create boundaries between life domains, allows us to better understand disclosure dynamics. For this purpose, 39 Spanish lesbian and gay employees were interviewed. The results demonstrated that LG employees and their coworkers, affected by the socio-cultural context, are jointly responsible for the integration/segmentation of LG employees' personal and work domains, thus questioning the extent to which management of non-heteronormative sexual orientations is considered a strategic choice under the control of LG employees alone.

Discrimination and Exclusion on Grounds of Sexual and Gender Identity: Are LGBT People's Voices Heard at the Workplace?

The review explores key issues associated with discrimination and hostility faced by Lesbian, Gay, Bisexual and Transgender (LGBT) people at work and organizational responses to it. Starting from a description of the main challenges facing LGBT workers' identity management, the review examines manifestations of negative attitudes towards gender and sexual minority groups, highlighting processes of subtle discrimination and exclusion. It presents and critiques dominant organizational responses to LGBT stigmatization, highlighting the need for holistic, intersectional approaches, and pointing out issues requiring further research.

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.

Bullying and employee turnover among healthcare workers: a three-wave prospective study.

AIM: To investigate the risk of turnover among targets of bullying at work. BACKGROUND: Exposure to bullying seems to leave targets with intentions to leave their workplaces. However, it is uncertain to what extent they actually leave. METHOD: Data were collected by questionnaires in a three-wave study among Danish healthcare workers at the time of graduation (T1 ), 1 (T2 ) and 2 years (T3 ) later. We followed 2154 respondents who participated in all three waves. RESULTS: The first year after graduation, 9.2% reported being bullied at work, 1.8% frequently. Follow-up analyses showed a strong relationship between exposure to bullying at T2 and turnover at T3 [odds ratio (OR) for frequently bullied = 3.1]. The inclusion of push factors such as low social support and low sense of community, intention to leave and ill health did not change the relation between bullying and turnover significantly. Three reasons for quitting stood out among reasons given by the bullied respondents: poor leadership, being exposed to negative behaviour and health problems. CONCLUSION: Bullying may be costly to an organization in terms of staff turnover and subsequent recruitment and training of replacements. IMPACT FOR NURSING MANAGEMENT: Managers should regularly monitor the psychosocial work environment. To prevent bullying local policies and procedures should be developed, implemented and evaluated.

Victimization in the school and the workplace: are there any links?

We examine whether reported roles in school bullying, and victimization in the workplace, are connected; the influence of victim coping strategies at school; and sex differences. A questionnaire was completed by 5,288 adults from various workplace venues in Great Britain. We analysed two questions on school experiences (participant role; coping strategies if bullied) and questions on workplace bullying (experiences of being bullied). We found a significant relationship between reported roles in school bullying, and experience of workplace victimization. The highest risk of workplace victimization was for those who were both bullies and victims at school (bully/victims), followed by those who were only victims. An analysis of relative risk of workplace bullying, given being a victim at school plus using various coping strategies, revealed an increased risk for the strategies 'tried to make fun of it', and 'did not really cope'. Women were at slightly higher risk of getting bullied at work, but there were no interactions with roles at school, and only one interaction with coping strategies. This is the first study to report an association between school and workplace bullying. Victims at school are more at risk of workplace victimization, but the especial risk for 'bully/victims' supports other indications that this particular category of school pupils should be a focus of concern. The findings also suggest that school pupils who consistently cannot cope with bullying, or try to make fun of the bullying, are more at risk for later problems in the workplace. However, associations are modest; many victims of school bullying are not being victimized in later life, and the results also suggest important contextual or environmental effects on risks of victimization.