LGBTQI+ Inclusion in Organisations
An inclusive organisational climate is crucial to the successful management of a diverse workplace, but much remains unknown about how to effectively create such a climate. Inclusion of lesbian, gay, bisexual, transgender, queer and intersex (LGBTQI+) employees presents a particular challenge to these efforts, as members of this group are different in relatively invisible ways.
This project studies the underlying mechanisms of LGBTQI+ workplace inclusion by examining the diversity approaches and ideologies (identity-blind vs. identity conscious) in relation to LGBTQI+ employees. It studies how heteronormativity manifests in people’s diversity ideologies, how these ideologies in turn inform their approaches toward and support for LGBTQI+ inclusion initiatives, and what are the intended and unintended consequences of these initiatives for LGBTQI+ employees (in terms of their sense of inclusion, work-related stress, organisational commitment and turn-over intentions). This project takes a multi-level approach and examines the interplay between organisational and individual factors that affect the inclusion and well-being of LGBTQI+ employees at an organisation. As such, the project provides insight into the psychological (mis)conceptions that shape diversity management programs at work, the psychological experience of LGBTQI+ employees in reaction to these programs, and the ways in which their sustainable cooperation can be fostered.
This study is part of the research program Sustainable Cooperation – Roadmaps to Resilient Societies external link (SCOOP). The SCOOP program was funded by the Netherlands Organisation for Scientific Research (NWO) and the Dutch Ministry of Education, Culture and Science (OCW) in the context of its 2017 Gravitation Program.
Seval Gündemir (UvA)