Discuss and critically evaluate the impact of organizational culture on sexual minorities.
Diversity is not about equality per se, but it may lead to equality based on merit. Equality is about compliance, and diversity is about differentiation. Equality is about creating a level playing field; diversity is about valuing individual differences to enhance business results. An important point to emphasise is that diversity management is about going beyond HR issues like recruitment, retention and motivation. It is also about improving organisational resilience, which only comes through diversity. According to research on companies, “many of the programmes on corporate renewal in the 1990s failed because the lack of people diversity ensured that the prevailing cultures were more inward than outward looking, and more backward than forward looking. In the current wave of competition, such cultures are untenable”. (Personnel Today magazine, 2003)
Out of all the discipline of diversity management there remains one topic which struggles to be recognized in organization or of little interest to researchers is “Sexual Minorities”. There seem to be lack of research done in this particular topic, reason behind it can be linked to silence. Sexual minorities at work have, in past surrounded by silence. (Wards and Winstanley, 2003)
At work place self identity and social identity of a person is an important aspect. Self identity refers to ‘Who am I’ and whereas, social identity is ‘Who am I in the eyes of other’. Both play an important role in the mind of sexual minorities. They are important as there seem to be a lot of separation and splitting that takes place and one important medium being in closet. When we talk about organizational culture and its impact on sexual minorities, the emphasis should be made on social identity as it is created through organizational culture and also helps in developing self identity. It can be said organizational culture helps in harnessing of self identity and involve in creating a social identity at work place.
The essay will focus on impact of organizational culture on sexual minorities. The essay will define organizational culture and what organizational culture is made up of? Discussion will be made on the factors that affect sexual minorities at workplace with real life example. Sexual minorities are those who identify as homosexual, gay, lesbian, bisexual, queer, transgender, or transsexual, or who participate in same-sex sexual or affectional behaviors. (Klawitter, 1998)
The cultural and political context of sexual orientation has changed dramatically in the last thirty years, offering up many quasi-experimental opportunities for researchers. Culturally, mainstream public opinion about homosexuality has become more benign, if not accepting (David Moore 1993). Also, sexual minorities have expanded or created supportive subcultures and communities (John D’Emilio 1993 cited in Klawitter, 1998).
The Hegemony Culture of an Organisation
Categories of social group are women, men, ethnic minorities, gay, lesbian, disabled, older workers. Membership of social groups rests partly on the possession of a single or set of characteristics associated with that group. (Kirton and Greene, 2000)
Homosexuals conceal or suppress their sexual orientation in order to be acceptable within a dominant or hegemonic heterosexualized culture. There are status differences between men especially in relation to sexual orientation. Nevertheless, a discourse is created in which organizational cultures are constructed and legitimated as monocultures, from which deviants or those regarded as ‘others’ (Gheradi, 1996 cited in Kirton and Greene, 2000) are excluded if not literally, then symbolically. Gheradi (1996) identified that there are different types of organizational cultures in which gender relations are characterized by a ‘guest-host’ dynamic; same can be applied to other social groups, who may also be knock down as ‘guests for failing to conform to the expected norms and thereby challenging the social order. In the dominant monoculture those groups are likely to be called ‘others’ who need to make most adaptation and adjustments. (Kirton and Greene, 2000)
The Culture of the organization is made up of the attitudes, beliefs, norms and values of that organization. (Daniels and Macdonald, 2005) The culture of the organization can be written in the form of mission statement or unwritten which can be observed by how individual behave. The individual attitudes, beliefs and values should be aligned in such a way that is reflected upon the corporate culture of the organization. But as a diversity manager it is really hard to change how one perceives or thinks about the minority groups. The policies of the organization should promote equality at work place and the culture should help in fostering of those strategies.
Behaviours
Alvesson and Billing (1997:107) talk about the ‘pressure for homogeneity and culturally competent behavior’. In this culture individuals adapt to organizations norms. Eg Language, style Etc. (Kirton and Greene, 2000) Behaviours set by an organization to promote values that they want to communicate across the organization. Organization will try to set such behaviours in the organization which fights against discrimination rather than indulge in discrimination. Behaviours which do not promote equality show a culture which does not promote diverse workforce. Behaviours in the form of action which discriminates against sexual minorities have made it hard for a manager to promote diverse workforce. Behaviours in the form of bullying, harassing, joking , taunting, copying and discriminating based on minority groups or being different in an organization has a adverse affect on the sexual minorities.
Values
It is easy to mention and write about diversity in a mission statement rather than implementing on those values. According to Cox (1994), individual employees who have different values to those promoted by the organization can affect the whole culture of the organization. Potentially it could lead to problems like institutionalized discrimination against sexual minorities. (Daniels and Macdonald, 2005)
Attitudes and Beliefs
The negative attitudes and beliefs entrenched by individual, can change the culture of the organization and these attitudes and beliefs embedded by the society in general make up for the way individual perceive or behave in a certain way against a particular group. Sexual minorities are not accepted by most individual, especially in eastern countries due to societal and religious reasons. Most individuals don’t like to be associated with gay men and lesbian. They don’t even consider them part of their group; don’t prefer to socialize with them. For these reasons gay men, lesbians and bisexuals find it very hard to settle within the organization and keeps them guessing whether they should come out of closet or not. How individuals perceive (social identity) can have an adverse affect on the sexual minorities.
Ozbilgin and Tatli (2008) states that culture subfield of diversity management is made up of historical structure discrimination, inequality in society and change in the labour market. Historical context plays an important role in setting up the culture and how individual perceives about sexual minorities. The participant who has faced discrimination has linked stories of cultural field on history and current structure of their internal and external communities. It is important to emphasize the fact that for managing diversity a change of culture is required within organizations. The change seems to be slow and can’t be changed overnight. It’s not only the organization, the society needs to be changed as well, because employers are dealing and coping with society at work and it’s difficult to make decision about the society. (Ozbilgin and Tatli, 2008)
Though there seem to be policies and action taking place due to diverse culture the protection of minority groups. Government has given a lot importance to equality and diversity which have made organisations invest more in equality and diversity training. (Personnel Today Magazine, 2004) “Although many organisations have invested in equality and diversity training, a recent survey conducted by the EthnicMinority Foundation charity revealed that almost nine in 10 recent graduates have experienced some kind of discrimination at work”. (Personnel Today Magazine, 2004) and sexual minorities facing discrimination either direct or indirect and the conducive environment seem to be missing from organization where sexual minorities can feel comfortable. An astonishing fact is that if employee from any organization in the UK is asked about the equality laws the chances of them knowing about is doubtful, laws are being constantly changing, so as a diversity manager it is important for them to invest in equality and diversity training and keep their employees informed and up to date with all the laws and helping sexual minorities, as this will help in creating understanding for the employees and helping sexual minorities with the access and knowledge of policies so they can work in a open and relaxed environment after knowing about their rights rather than asking about them in the organizations and being open about their sexuality.
Organizational social life is characterized as heterosexualized. There is hostility towards gays and lesbians in organizations. (Oerton, 1996b cited Kirton and Greene, 2000) and they referred to as ‘other’ in socially constructed world which are dominated by heterosexual masculine identity and discourse. Organizational culture is made up of informal ‘rules of behavior’ which construct norms and values. (Kirton and Greene, 2000) Heterosexuality is the norm for most organizations; this is why heterosexual hegemony dominates the culture and discourse of the organization. (Mills, 1998; Oerton, 1996a cited in Kirton and Greene, 2000)
Legislation Acts on Sexual Minorities
Till recently there were no protection laws against discrimination on sexual minorities in UK. Until, the employment equality sexual orientation regulations 2003 act was implement in December 2003. The regulations prohibit direct discrimination, indirect discrimination, victimization and harassment. (Daniels and Macdonald, 2005) Protection is also available under the regulations to employees for being treated unfavorably or on the basis of perception as to whether they are gay, lesbian or bisexual. For example harassment based on an incorrect assumption that a particular individual was gay could give rise to legitimate claim for unlawful discrimination. There should not be any discrimination to employees’ partner in any possible way. In 2004 bill was passed in the parliament that sexual minorities can get into civil partnership to avoid any discrimination based on married couples.
An employer has no rights to know the sexual orientation of their employees, and there is no reason as to why they should know about their employees’ sexual orientation. Regulations do not state that an individual should disclose their sexual orientation. But evidence shows that gay men and lesbian employees are particularly likely to be victims of stereotyping, prejudice and harassment in the workplace. (Daniels and Macdonald, 2005)
Making homosexuality high profile, is this appropriate right across business?
Homosexuality should be a high profile across organization reason being that a lot of problems are being linked with homophobia and people who most suffer are those sexual minorities who are not out as gay. Being in a closet and not coming out to colleague and boss can stop the individual from accessing the policies and protection that are there for sexual minorities at work place. This will help sexual minorities to be more visible and in long run will benefit the organization as whole as this could lead to respect for all the employees of the organization. (Personnel Today Magazine, 2004) After protection legislation act being implemented for sexual minorities and them being in closet won’t help them as individual and will affect the organization as a whole. In one of the research it is evident that the people who are out in the organization are more committed to work and they enjoy work more overall making them more productive. (Day and Schoenrade, 1997, 2000 cited in Ward and Winstanley, 2006) But there is little evidence to strongly believe that closeted sexual minorities are less committed to work. “One study of 123 lesbians found that while work climate influenced organizational stress and coping, disclosure had little effect on either outcome”. (Driscoll et al., 1996 cited in Day and Schoenrade, 2000)
Closet
Being in closet can have negative consequences on the individual and their work and can put constant pressure. (Bowen and Blackmon, 2003; Ward, 2003, p. 62 cited in Ward and Winstanlet, 2006) The decision to come out is one of the most important career decisions faced by gay employees and one that many others do not have to make (Bowen and Blackmon, 2003, p. 1401; Clair et al, 2002; Lucas and Kaplan, 1994; Ragins and Cornwell, 2001, p. 1; Ward and Winstanley, 2005 cited in Ward and Winstanley, 2006). The reason why sexual minorities conceal their sexual orientation is to evade inequality and harassment. (EOR, 1997 cited in Kirton and Greene, 2000) The reason of coming out at work could be beneficial to the individual in building open relationships and giving peace of mind for not lying and being honest at work. Research has revealed that individuals are mostly force to come out rather than taking the decision to come out on their own will. Gay men often speak of coming out as the final frontier; as if it were the final destination on a long, arduous journey (Woods and Lucas, 1993, p. 172 cited in Ward and Winstanley, 2006).
While out gay employees are more committed to their organization and are likely to feel more fulfilled and do a better job (Day and Schoenrade, 1997, 2000) For sexual minorities, discrimination and the fear of discrimination, are persistent features of the workplace and customary features of lesbian and gay men’s experience (Croteau, 1996; Gabriel et al ., 2000, p. 174). Discrimination in the workplace can be formal and informal, overt or covert (Croteau, 1996). It can include verbal harassment, property violence and loss of credibility or acceptance (Zuckerman and Simons, 1996, p. 40) as well as decisions not to promote (Badgett and King, 1997, p. 75), to fire or not to hire, (Snape et al ., 1995), or to pay someone less on the basis of their sexual orientation (Badgett, 1995). Management of this stigma and fear means that people are either forced to remain closeted (Boatwright et al ., 1996), or they tend to separate their lives between their work and their leisure (Boatwright et al ., 1996; Croteau, 1996).
Discourse and language
Discourse embraces a range of discursive practices including language, social practice and symbolic media. The language people use at work about sexual minorities is an important part of their workplace experience. In heterosexual masculinity humor gay men are barred from participating rather they are the one being targeted in such humors. The life is even harder for lesbians who are being dominated by both the heterosexual men and women at work place.
Sexuality is often linked to the person’s ability to do the job. For example, one trader on Wall Street said of a colleague that it was bizarre ‘that the guy’s a fucking faggot and he’s still trading’ (Woods and Lucas, 1993, p. 17 cited in Ward and Winstanley, 2006).
Rules
The literature has suggested that to achieve greater commitment from its sexual minority employees, an organization should have the right policies and procedures in place (Day and Schoenrade, 1997, 2000)
Ward and Winstanley (2006) in their research findings found out that where policies and procedure are vague, then informal rules become the norm. So it is very important for sexual minorities to work in a stress fee environment and for that proper policies and procedures should be in place.
The research suggests that there is a lack of clarity over policies for dealing with sexual minorities and that it is what happens in practice in key procedural areas, such as recruitment and promotion, that counts. Unlike gender, race or disability, sexual minorities did not enjoy legal protection at the time of the research. Although most brigades, including the Shire Fire Service, included the issue of sexuality in their policies, there was generally a lack of up-to-date, inclusive and consistent policies (HM Fire Service Inspectorate, 1999, p. 16). Despite equality policies being in place, in this instance they had little effect.
Work environment
There are different professions where people work in close physical work environment. Where workers can work together and spend a lot of time together, for example police, fire brigade and nurse. In normal working environment there Working in such close environment can have an impact on how people interact with one another and their sexuality. (Burke, 1993, 1994; Miller et al., 2003 cited Ward and Winstanley, 2006)
Ward and Winstanley (2006) in their research on fire services in UK identified that work environment for fire services are not like other typical work environment; there is a lot of physical interaction among people in their free time by playing pool, watching television, drinking tea. There are separate toilet facilities for different gender, but showering facilities and changing room are shared by same gender affecting gay and lesbian employees at work place. Research has also identified the fact that heterosexual employees feel uncomfortable to work around sexual minorities.
Signs and symbols
Uniforms can be used as a good way of hiding an individual’s sexual orientation. Uniforms in the organization can be very helpful for sexual minorities. Uniform resembles rank and authority and respect which might not be there for sexual minorities when not wearing uniform. For example, “One gay officer told us that his white shirt (a sign of officer status in his brigade) was useful in making his sexual identity of secondary concern. It also changed people’s behaviour around him”. (Ward and Winstanley, 2006)
For example, it is believed that sexual orientation must be addressed in the organization and human resources “would individually speak out against anti-gay acts, only 20 percent of their companies have diversity programs that specifically address gay and lesbian work issues”. (Personnel Journal, 1995 cited in Day and schoenrade, 2000)
Day and Schoenrade (2000) in their study found out that those who are more open about their sexual orientation are more committed and have lower conflict between work and family. Organizations with anti-discrimination policies of sexual minorities lead to higher commitment, job satisfaction and low level of conflict between work and home. Top management support seems to affect sexual minorities and the surrounding environment at work place a lot. It is reported that top management support give higher job commitment, higher job satisfaction and lower conflict among work and home. The support by top management helps in creating an open environment a culture which is more conducive for sexual minorities and the way the top management will think and support making others believe that how important this issue is.
Conclusion
Sexual orientation, unlike most other areas of diversity, is invisible; in organizations where few people feel able to come out, this means that the individual may experience an intense feeling of isolation.
Bibliography
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