Skip to main content
SpringerLink
Log in

Nondiscrimination Policies and Sexual Identity Disclosure: Do They Make a Difference in Employee Outcomes?

  • Original Paper
  • Published:
Employee Responsibilities and Rights Journal Aims and scope Submit manuscript

Legal discrimination on the basis of sexual orientation still persists in most parts of the United States. One avenue of localized protection has been corporate policies against discrimination on the basis of sexual orientation. In a sample of N = 65 gay men, this paper examines whether differences exist on perceived workplace hostility, turnover intentions, perceived promotion opportunity, job and supervisor satisfaction and supervisor–subordinate relationship quality between the reports of men in organizations that have non-discrimination policies and those employed where they do not. Additionally, this paper examines if disclosure of sexual orientation to a supervisor affects the same variables. Findings suggest that the presence of a non-discrimination policy influences affective variables whereas disclosure influences career variables. Limitations of the study and directions for future research are discussed.

This is a preview of subscription content, log in via an institution to check access.

Access this article

Log in via an institution

Price excludes VAT (USA)
Tax calculation will be finalised during checkout.

Instant access to the full article PDF.

Similar content being viewed by others

REFERENCES

  • Badgett, L. (1995). The wage effects of sexual orientation discrimination. Industrial and Labor Relations Review, 48, 726–739.

    Article  Google Scholar 

  • Badgett, L. (1996). Employment and sexual orientation: Disclosure and discrimination in the workplace. Journal of Gay and Lesbian Social Services, 4, 29–52.

    Article  Google Scholar 

  • Badgett, M. V. L. (2001). Money, Myths, and Change: The Economic Lives of Lesbians and Gay Men. Chicago: University of Chicago Press.

  • Burgess, C. A. (1997). The impact of lesbian/gay sensitive policies on the behavior and health of lesbians in the workplace. In Swan, W. (Ed.), Gay/Lesbian/Bisexual/Transgender Public Policy Issues, 35–47. Binghamton, NY: Harrington Park Press.

  • Button, J. W., Rienzo, B. A., & Wald, K. D. (1997). Private Lives, Public Conflicts: Battles Over Gay Rights in American Communities. Washington, DC: Congressional Quarterly Press.

  • Cox, T. H., & Blake, S. (1991). Managing cultural diversity: Implications for organizational competitiveness. Academy of Management Executive, 5, 45–56.

    Google Scholar 

  • Cox, T., & Finley-Nickelson, J. (1991). Models of acculturation for intra-organizational diversity. Canadian Journal of Administrative Sciences, 8, 90–100.

    Article  Google Scholar 

  • Croteau, J. M. (1996). Research on the work experiences of lesbian, gay and bisexual people: An integrative review of methodology and findings. Journal of Vocational Behavior, 48, 195–209.

    Article  Google Scholar 

  • Croteau, J. M., Anderson, M. Z., Distefano, T. M., & Kampa-Kodesch, S. (2000). Lesbian, gay, and bisexual vocational psychology: Reviewing foundations and planning construction. In Perez, R. M., DeBord, K. A., & Bieschke, K. J. (Eds.), Handbook of Counseling and Psychotherapy with Lesbian, Gay, and Bisexual Clients, 383–408. Washington, DC: American Psychological Association.

  • Croteau, J. M., & Lark, J. S. (1995). On being lesbian, gay or bisexual in student affairs: A national survey of experiences on the job. NASPA Journal, 32, 189–197.

    Google Scholar 

  • Croteau, J. M., & von Destinon, M. (1994). A national survey of job search experiences of lesbian, gay, and bisexual student affairs professionals. Journal of College Student Development, 35, 40–45.

    Google Scholar 

  • Deluga, R. J. (1998). Leader-member exchange quality and effectiveness ratings: the role of subordinate-supervisor conscientiousness similarity. Group & Organization Management, 23(2), 189–216.

    Article  Google Scholar 

  • Deutschman, A. (1999, March 29). Dead-end street: Gay Wall Street. New York, 32(12), 26–33.

    Google Scholar 

  • Dienesch, R. M., & Liden, R. C. (1986). Leader-member exchange model of leadership: A critique and further development. Academy of Management Review, 11, 618–634.

    Article  Google Scholar 

  • Driscoll, J. M., Kelley, F. A., & Fassinger, R. E. (1996). Lesbian identity and disclosure in the workplace: Relation to occupational stress and satisfaction. Journal of Vocational Behavior, 48, 229–242.

    Article  Google Scholar 

  • Ellis, A. L., & Riggle, E. D. B. (1995). The relation of job satisfaction and degree of openness about one's sexual orientation for lesbians and gay men. Journal of Homosexuality, 30, 75–85.

    Article  Google Scholar 

  • Friskopp, A., & Silverstein, S. (1996). Straight Jobs, Gay Lives: Gay and Lesbian Professionals, the Harvard Business School, and the American Workplace. New York: Touchstone.

  • Gonsiorek, J. C., & Weinrich, J. D. (1991). The definition and scope of sexual orientation. In Gonsiorek, J. C., & Weinrich, J. D. (Eds.), Homosexuality: Research Implications for Public Policy, 1–12. Newbury Park, CA: Sage.

  • Graen, G. B., & Scandura, T. A. (1987). Toward a Psychology of Dyadic Organizing. Research in Organizational Behavior, 9, 175–208

    Google Scholar 

  • Graen, G. B., & Uhl-Bien, M. (1995). Relationship-based approach to leadership. Development of leader-member exchange LMX theory. Leadership Quarterly, 6, 219–247.

    Article  Google Scholar 

  • Griffeth, K. H., & Hebl, M. R. (2002). The disclosure dilemma for gay men and lesbians: “Coming out” at work. Journal of Applied Psychology, 87, 1191–1199.

    Article  Google Scholar 

  • Herek, G. M. (1998). Psychological Perspectives on Lesbian and Gay Issues. Thousand Oaks, CA: Sage.

  • Jones, J. M. (1972). Prejudice and Racism. Reading, MA: Addison-Wesley.

  • Jones, J. M. (1997). Prejudice and Racism, 2nd ed. New York: McGraw-Hill.

  • Jones, J. M. (1999). Cultural Racism: The Intersection of Race and Culture in Intergroup Conflict. In Prentice, D., & Miller, D. (Eds.), Cultural Divides: The Social Psychology of Cultural Identity. New York: Russell Sage.

  • Kanter, R. M. (1977). Men and Women of the Corporation. New York: Basic Books.

  • Mowday, R. T., Koberg, C. S., & MacArthur, A. W. (1984). The psychology of the withdrawal process: A cross-validation test of Mobley's intermediate linkages model of turnover in two samples. Academy of Management Journal, 27(1), 79–94.

    Article  Google Scholar 

  • London, J., & Hammett, R. (1954). Impact of company policy upon discrimination. Sociology and Social Research, 39, 88–91.

    Google Scholar 

  • Mickens, E. (1994). The 100 Best Companies for Gay Men and Lesbians. New York: Pocket Books.

  • Murphy, S. E., & Ensher, E. A. (1999). The effects of leader and subordinate characteristics in the development of leader-member exchange quality. Journal of Applied Social Psychology, 29(7), 1371–1394.

    Article  Google Scholar 

  • Myers, S. L. (2000, March 25). Survey of Troops Finds Antigay Bias Common in Service. The New York Times, p. A10

  • Oppel, R. A. (1999, December 7). Exxon to Stop Giving Benefits to Partners of Gay Workers. The New York Times, p. C19.

  • Organ, D. M. L., & Ryan, K. (1995). A meta-analytic review of attitudinal and dispositional predictors of organizational citizenship behavior. Personnel Psychology, 48, 775–802.

    Article  Google Scholar 

  • Powers, B. (1996). The impact of gay, lesbian, and bisexual workplace issues on productivity. Journal of Gay and Lesbian Social Services, 4, 79–90.

    Article  Google Scholar 

  • Powers, B., & Ellis, A. (1995). A Manager's Guide to Sexual Orientation in the Workplace. New York: Routledge.

  • Ragins, B. R., & Cornwell, J. M. (2001). Pink triangles: Antecedents and consequences of perceived workplace discrimination against gay and lesbian employees. Journal of Applied Psychology, 86(6), 1244–1261.

    Article  Google Scholar 

  • Ragins, B. R., Cornwell, J. M., & Miller, J. S. (2003). Heterosexism in the workplace: Do race and gender matter? Group and Organization Management, 28(1), 45–74.

    Article  Google Scholar 

  • Scandura, R. A., & Graen, G. B. (1984). Moderating effects of initial leader-member exchange status on the effects of a leadership intervention. Journal of Applied Psychology, 69, 428–436

    Article  Google Scholar 

  • Schein, E. H. (1992). Organizational culture and leadership, 2nd ed. San Francisco: Jossey-Bass.

  • Schneider, B. (1987a). The people make the place. Personnel Psychology, 40, 437–453.

    Article  Google Scholar 

  • Schneider, B. E. (1987b). Coming out at work: Bridging the private/public gap. Work and Occupations, 13, 463–487.

    Article  Google Scholar 

  • Smith, P. C., Kendall, L. M., & Hulin, C. L. (1969). The Measurement of Satisfaction in Work and Retirement. Chicago: Rand McNally.

  • Tejeda, M. J. (1998). Heterosexism in the Workplace: An Agenda for Research. Paper presented at the Academy of Management, Gender and Diversity in Organizations Division, San Diego, CA.

  • Tsui, A., Egan, T. D., & O’Reilly, C. A. (1992). Being different: Relational demography and organizational attachment. Administrative Science Quarterly, 37, 549–579.

    Article  Google Scholar 

  • Tsui, A. S., & O’Reilly, C. A. (1989). Beyond simple demographic effects: The importance of relational demography in superior-subordinate dyads. Academy of Management Journal, 32, 402–423.

    Article  Google Scholar 

  • van der Meide, W. (2000). Legislating equality: A review of laws affecting gay, lesbian, bisexual, and transgendered people in the United States. New York: Policy Institute of the National Gay and Lesbian Task Force.

  • van Dyne, L., & LePine, J. A. (1998). Helping and voice extra-role behaviors: Evidence of construct and predictive validity. Academy of Management Journal, 41(1), 108–119.

    Article  Google Scholar 

  • Weiss, D. J., Dawis, R. V., England, G. W., & Lofquist, L. H. (1967). Manual for the Minnesota Satisfaction Questionnaire. University of Minnesota.

  • Winfeld, L., & Spielman, S. (2000). Straight talk about gays in the workplace: Creating an inclusive, productive environment for everyone in your organization, 2nd ed. New York: Haworth Press.

  • Woods, J. D. (1994). The Corporate Closet: The Professional Lives of Gay Men in America. New York: Free Press.

Download references

ACKNOWLEDGMENTS

The author thanks two anonymous reviewers for their helpful comments and Mr. Stefano Ciotti for his assistance in locating data and data entry.

Author information

Authors and Affiliations

  1. Andreas School of Business, Barry University, Miami Shores, Florida, USA

    Manuel J. Tejeda

  2. Andreas School of Business, Barry University, 11300 Northeast Second Avenue (AN 243), Miami Shores, Florida, 33161, USA

    Manuel J. Tejeda

Authors
  1. Manuel J. Tejeda
    View author publications

    You can also search for this author in PubMed Google Scholar

Corresponding author

Correspondence to Manuel J. Tejeda.

Rights and permissions

Reprints and permissions

About this article

Cite this article

Tejeda, M.J. Nondiscrimination Policies and Sexual Identity Disclosure: Do They Make a Difference in Employee Outcomes?. Employ Respons Rights J 18, 45–59 (2006). https://doi.org/10.1007/s10672-005-9004-5

Download citation

  • Published:

  • Issue Date:

  • DOI: https://doi.org/10.1007/s10672-005-9004-5

Keywords

Search

Navigation