Getting a Piece of the Pie

Abstract

This article outlines challenges facing gay, lesbian, bisexual, and transgendered employees at the workplace because of a lack of federal legislation prohibiting discrimination based on sexual orientation. A conceptual framework, PIE, is offered which addresses the protection, inclusion and equity issues which must be considered in order to create a safe and productive working environment for gay, lesbian, bisexual, and transgendered employees. Additionally, attitudes, knowledge and skills are described which a practitioner would need to acquire, so as to become culturally competent in working with sexual minority employees.     

From Invisibility to Voice

The purpose of this article is to articulate the salient issues of gay and lesbian employees, both in the workplace and in general. Hence, it also serves to sensitize Employee Assistance professionals and their interventions to the problems and needs of gays and lesbians. As less research and fewer publications have been focused on lesbian issues, this article offers a specific focus on the problems and needs lesbians experience in the workplace. Within the last year, there has been more visibility focused on lesbians and gays due to both state referenda seeking to curtail their civil rights protections and Federal initiatives to lift the military ban on homosexuals. Therefore, it is pertinent and timely for EAP professionals to become familiar with the issues that confront this group of employees, to ensure that Employee Assistance interventions can be developed which will be both appropriate and effective.     

Employment and Sexual Orientation:

Economist, sociologists, and other social scientists have begun to study the influence of sexual orientation on individuals in the labor market, particularly with respect to employment discrimination. The conceptual framework developed in this paper connects lesbian, gay, and bixexual workers' disclosure of their sexual orientation to the economic and social characteristics of the workplace. Disclosure creates the potential for discrimination by employers and coworkers. The framework shows how sexual orientation operates independently and in interaction with other important characteristics such as race and gender. A review of existing research supports the hypothesis that discrimination against gay workers exists. Both workplace groups for gays and lesbians and those who work gay and lesbian workers (such as supervisors, personnel managers, and counselors) need to understand the relationship between disclosure and discrimination in order to make workplaces supportive of lesbian, gay, and bisexual workers.     

Marijuana,Gender, and Health-Related Harms: Disentangling Marijuana's Contribution to Risk in a College “Party” Context

Sociological studies suggest that there is social change occurring in the acceptance of lesbians and gay men in the workplace. Compared to prior decades, there are more businesses that welcome, value, and even privilege nonheterosexual sexual identities and relationships. Few studies have analyzed workers' experiences in these types of work contexts. In this article, we explore the experiences of “out” LGB women and men who work for organizations that they consider “gay-friendly.” In-depth interviews demonstrated that, although gay and lesbian workers feel that they are accepted in “gay-friendly” organizations, they nevertheless described differential treatment because of their sexual identity. We discuss evidence of stereotyping, sexual harassment, and gender discrimination in their work experiences. Although the movement toward greater acceptance of gays and lesbians in the workplace has made significant progress, the transformation is so far incomplete. We conclude with a discussion of the implications of this research for the study of equality in organizations.     

Substance Use Patterns and Consequences Among Lesbians,Gays, and Bisexuals

Substance abuse among gays and lesbians may be considered a “neglected area” of drug use research in criminology and criminal justice. In the current study, we seek to address the lack of scientific inquiry on substance use among lesbians, gays, and bisexuals by drawing from an availability sample of 179 lesbian, gay, and bisexual (LGB) adults to examine substance use patterns as well as the relationship of self-esteem with problems associated with using alcohol and drugs. Results showed consistency in the frequency of tobacco, alcohol, marijuana, and cocaine use in the past year; however, more gay and bisexual men than gay and bisexual women reported problems stemming from substance use.     

Disrupting Cultural Selves: Constructing Gay and Lesbian Identities in Rural Locales

Research points to the increasing geographical diversity of gays and lesbians, in contrast to cultural narratives that link gay and lesbian sexualities to urban spaces. Examining the sexual identity constructions of rural gays and lesbians thus provides an opportunity to analyze the connection between cultural and personal levels of narrative identity. Drawing on data from thirty interviews with rural gays and lesbians, I address how this group negotiates cultural narratives about queerness and constructs sexual identities in rural locales. I find that their interpretations of geography make clear distinctions between urban/rural and draw on elements in rural culture. These interpretations provide resources to modify cultural understandings that narrate gay/lesbian identities in rural areas as closeted, hidden, and oppressed.     

Workplace Problems and Needs for Lesbian and Gay Male Employees

Abstract

This article presents research findings pursuant to the problems and needs of lesbian and gay male employees, as perceived from a randomly selected national sample of employee assistance professionals. The research was based on a conceptual model for framing workplace interventions addressing issues of protection, inclusion and equity (PIE) for gay/lesbian employees. Findings indicate that heterosexual employees greatly underestimate the level of discrimination sexual minorities experience; women respondents were more sensitive to gay/ lesbian workplace issues than men; existing EAP and human resource services, programs and policies inadequately address gay/lesbian needs; significant differences exist between heterosexual and gay/lesbian employees' on perceptions of diversity training content and gay/lesbian EAP professionals feel the workplace is only somewhat “safe” for them as sexual minority employees.     

Attitudes Towards Gays and Lesbians Serving in the Military

The purpose of the resent study was to identify correlates of attitudes towards permitting gays and lesbians to serve in the military. Two studies were conducted, one with 210 adults enrolled in classes at a university and one with 31 high school students, most of whom were enrolled in ROTC classes. Although the high school students were more conservative, both samples revealed the high school students were more conservative, both samples revealed the same general pattern of findings. Support for having gays and lesbians serve in the military was closely related to endorsement of arguments in favor of their service, and both samples revealed the same general pattern of findings. Support for having gays and lesbians serve in the military was closely related to endorsement of arguments in favor of their service, and both variables were related to a complex of other conservative values as well as to personal acquaintance with gays and lesbians and to factual knowledge about homosexuality. People with less conservative views on a number of issues, who knew more gay and lesbian individuals, who knew more about homosexuality, who did not belong to a traditional religion, who did not own guns, and who were female were more likely to agree that gays and guns, ands who were female were more likely to agree that gays and lesbian should be permitted to service in the military. The results imply that increasing knowledge and personal familiarity might lead to greater acceptance of military service for gay and lesbians. Ways in which social service providers can use these findings to improve service to gay and lesbian client are discussed.     

Correlates of Homophobia and Use of Gay Affirmative Practice Among Social Workers

ABSTRACT

Research on social work practice with gay and lesbian clients has historically focused on examining social workers' attitudes towards gay and lesbian individuals, however, no studies have examined the relationship between attitudes and practice using validated measures to assess practice. The focus of this study was therefore to examine the relationship between attitudes and practice with gays and lesbians using the recently developed and validated Gay Affirmative Practice Scale (GAP). Significant relationships were found with the GAP and two measures of homophobia as well as with measures that assessed feelings about lesbians and gay men, contact with gays and lesbians, attendance at workshops that focused on gay and lesbian issues, relationship status, sexual orientation, political party, and primary area of practice. Relationships with measures of attitudes were also examined. Implications for social work practice, education, and research are discussed.     

Discrimination Against Gay Men,Lesbians, and Transgender People Working in Education

Abstract

This paper explores the workplace experiences of 120 gay men, lesbians, and transgender people who were employed as teachers, academics, and educators. The data, drawn from a larger collaborative research project, explored the workplace experiences of 900 gay men, lesbians, and transgender people. Homophobic harassment and treatment were widespread amongst the lesbian, gay men, and transgender teachers, academics, and educators. The paper will utilize the stories of those who experienced discrimination to explicate the issues confronting gay men, lesbians, and transgender people who work in the education system.     

Therapy with lesbian and gay parents and their children

This article explores some of the social and clinical issues facing the many different kinds of gay and lesbian families that are becoming increasingly visible in the United States. Research findings are discussed that dispel popularly held myths and stereotypes concerning these families, gays and lesbians as parents, and their children. Clinical vignettes are presented to illustrate issues often encountered in the consulting room, some unique to gay and lesbian families and some common to all families.     

Organizing Sexualities,Organized Inequalities: Lesbians and Gay Men in Public Service Occupations

This article examines the experiences of lesbians and gay men who are employed in a variety of public service occupations in the UK, drawing upon interview material gathered during a broader research project on lesbian and gay self-organization within the public sector trade union UNISON. It forges pathways through hitherto unexplored territories by concentrating upon career trajectories beyond the closet, arguing that those who dare to come out and proud in public sector workplaces will tread a precarious tightrope between being out and pursued for their specialist knowledges and out and persecuted for their presumed perversities. Although many public sector employers have endorsed equal opportunities policies which include lesbians and gay men, and although these have been vital in alleviating some forms of discrimination, it is argued that such measures have been incapable of resolving the more profound double-binds etched into our organizations, whereby sexualities are reproduced as inequalities, while sexuality itself is eclipsed from the organization's self-consciousness. It is claimed that in virtue of their unique positions and perspectives, lesbian and gay employees have become the carriers of the sexual consciousness of their organizations. However, it is also acknowledged that the political agenda on lesbian and gay rights will not remedy deeper ignorances and broader injustices, unless the heterosexual majority and other non-heterosexual minorities are also parties to these debates.     

TWENTY YEARS AND STILL IN THE DARK? CONTENT ANALYSIS OF ARTICLES PERTAINING TO GAY,LESBIAN, AND BISEXUAL ISSUES IN MARRIAGE AND FAMILY THERAPY JOURNALS

To what extent do marriage and family therapy journals address gay, lesbian, and bisexual issues and how does this coverage compare to allied fields? To answer these questions, a content analysis was conducted on articles published in the marriage and family therapy literature from 1975 to 1995. Of the 13,217 articles examined in 17 journals, only 77 (.006%) focused on gay, lesbian, and/or bisexual issues or used sexual orientation as a variable. Findings support the contention that gay, lesbian, and bisexual issues are ignored by marriage and family therapy researchers and scholars.     

“Don’t Ask,Don’t Tell,Don’t Pursue”: A Critical Examination

President Clinton, in announcing his policy concerning the service of gays, lesbians, and bisexuals, referred to the policy as an “honorable compromise.” Dubbed, “don’t ask, don’t tell, don’t pursue,” the policy states that applicants for service will no longer be asked their sexual orientation. At the same time, the policy formally prohibits members from uttering statements or engaging in actions that identify them as gay, lesbian, or bisexual. Finally, the policy offers new guidelines for investigating homosexuality in the military intended to allow gays, lesbians, and bisexuals to continue serving but only in secret. This paper examines closely the text of the new policy in terms of the “don’t ask, don’t tell, don’t pursue” provisions and concludes that, with few exceptions, there is little substantive difference between the Clinton policy and the former policy.     

Mentoring for Gay and Lesbian Youth

Abstract

Coming to terms with one's sexual identity always has presented a challenge to gay and lesbian adolescents. Older gays and lesbians have useful knowledge to contribute to the younger generation, whose members usually lack role models of successful gay and lesbian adults. Mentoring programs that involve gay and lesbian youth and adults are an important, but overlooked resource for sexual minority youth.     

Culturally Competent Practice with Bisexual Individuals

Working with lesbian, gay, and bisexual individuals requires clinical social workers to demonstrate cultural competency with these populations. Although there are many common issues across these identities, bisexual individuals experience unique challenges that differ from lesbian and gay individuals. Bisexuality is sometimes misunderstood by heterosexual as well as lesbian and gay individuals, leading to experiences of marginalization from multiple sources. Moreover, clinical social workers may incorrectly assume that the treatment needs of bisexual individuals are the same as lesbian and gay individuals. This paper utilizes qualitative interviews with 45 bisexual-identified people to illuminate five prominent issues in clinical practice with bisexual people. They are: (a) biphobia, (b) practitioner attitudes about bisexuality, (c) identity development, (d) social relationships, and (e) sexual health. Findings illuminate clinical practice strategies that will facilitate culturally competent social work practice with this population.     

A Study of Attitudes Towards Gays and Lesbians in the State of Utah,U.S.A.

Abstract

The purpose of this study was to examine Utahans' attitudes towards gay and lesbian people and their civil rights. Utah politics are dominated by the Church of Jesus Christ of Latter Day Saints (the Mormons) and the Republican Party, with membership typically shared by the two. However, Mormon sociocultural values are also distinctively pro-family and companionate. We wondered to what extent caring, warmth, and inclusiveness toward family members mitigated against the doctrinaire injunction to reject homosexuality and, if necessary, to reject family members who were homosexual.

We found that proponents of gay and lesbian civil rights were likely to be personally familiar with gays and lesbians, to have empathetic attitudes about gay and lesbian youth and being out, and to possess a commitment to legal rights for gay and lesbian individuals and families. Opponents of gay and lesbian civil rights were driven by moralistic imperatives about sexuality and the roots of sexual behavior, made a sharp distinction between what they perceived as social privileges and legally mandated rights and were not likely to have had much direct contact with gay and lesbian people. Our results suggest that Utahans indeed appear to be torn, or at best ambivalent, about the religious mandate to condemn homosexuality while at the same time prizing family ties and relationships above other values. For the same reasons, political actions directed at obtaining specific legal rights for gays and lesbians appear to have more support than expected, especially in the realms of partner benefits, employment discrimination, health benefits, and private freedoms. Legal marriage, however, is soundly rejected as a possibility, especially in view of the belief that marriage is sacred and exclusively for heterosexuals.     

Teachers' Views of Students with Gay or Lesbian Parents

Eighty-three female and 24 male teachers responded to an anonymous questionnaire exploring four aspects of teachers' views of students who have gay or lesbian parents: (1) exposure to and general knowledge about homosexuality, (2) attitudes towards gays and lesbians, (3) interactions with gay or lesbian parents, including school practices and policies, and (4) beliefs about problems experienced by students with gay and lesbian parents. Most teachers knew some gay males and lesbians, had limited education and knowledge about homosexuality, and possessed moderately tolerant attitudes towards gays and lesbians. They believed that students with gay or lesbian parents had more problems in social interaction but were more mature, tolerant, and self-reliant than other students. Open-ended questions about gay and lesbian parents and their children revealed a wide range of answers, ranging from very supportive to noticeably hostile.     

Life Course Diversity Among Older Lesbians and Gay Men: A Study in Chicago

How much can we assume about the shared life experiences of older lesbians and gays? This article is broadly concerned with rethinking the significance of this question as it pertains to cultural images and stereotypes of “older gay and lesbian” identities in a large and diverse American city. In 1996, the authors completed a 10-month needs assessment study regarding the lives and needs (social and psychological), which must be addressed for older lesbians and gays in the city of Chicago. The authors take the approach that simply being of the same or similar age is insufficient to understand the meaning of people's sexual identities. They entered into this study aware of some stereotypes about older lesbians and gays, but like previous investigators, they were surprised at the range of diversity that they uncovered. They discovered not only the common denominators in their participants' experiences and their lives, but as some commentators have already suggested, they also discovered a great deal of variation. To address the issues, the authors describe conceptual problems that emerged in a recent needs assessment of older lesbians and gay men in Chicago.     

Economic Rights,Economic Myths,and Economic Realities

Summary

Although the myth is that gay and lesbian people, especially gay men, are affluent and are faring well in the workplace, research shows that they in fact experience wage discrimination and lack many other fundamental rights related to employment. This article reviews the literature addressing gay, lesbian, bisexual, and transgend-ered people as workers, showing the ways in which their economic rights are still compromised in the United States today. The social work profession must understand these realities and seek ways to address them.