April 5, 2021 | Mark O'Neill | Amsterdam
Background
In any corporate workplace, LGBTQ+ or queer employees have to construct and manage their identity in ways that may conflicft with traditionally professional norms. For many, this requires management of an ongoing presentation of self throughout all stages of one’s career—meaning that important decisions must be made regarding the disclosure of one’s queer identity. Choosing to “come out” of the corporate closet may be a personal, political, or functional decision for some, while others may choose to obscure stereotypical displays of their identity to mitigate risk. Efforts to communicate in more prototypically “straight” or “male” tones may also impact communication under prevailing power structures and social expectations. Generational differences between older and younger queer employees may impact their outlook on society, safety, and workplace assimilation. This ongoing construction of interpersonal communication through disclosure follows queer employees as they navigate changing workplace dynamics. Global implications for corporations operating in heteronormative climates may threaten the physical and social safety of queer employees. Broader changes to corporate communication brought on by new ways of working and the COVID-19 pandemic may also shift the future of disclosure in corporate workplaces. In recent years, changes in diversity management have also elevated the plight of queer employees through outreach efforts, affinity groups, and educational resources.
Research
Coming Soon!
Resources below are offered for private use and may not be modified, adapted, or distributed without expressed written permission from the author. This research received no financial support. There are no conflicts of interest to declare. Self-published results have not been subjected to formal peer-review, although several experts, advisors, and editors have contributed to the project at various stages. (IRB: ASCoR Ethics Committee)