Discriminación por orientación sexual en el lugar de trabajo y sus efectos organizacionales
Abstract
La discriminación de Lesbianas, Gays, Bisexuales, Transexuales, Queen, Intersexuales, Asexuales y otras personas no heterosexuales (+), (LGBTQIA+) afronta desafíos cada vez más complejos en lo que se refiere a la libertad para exteriorizar su Orientación Sexual u/o Identidad de Género (SO/GI). En el contexto sociolaboral, las actuales heteronormativas han generado violencia homoprejuiciada que afecta el desarrollo empresarial. El objetivo de estudio se centró en identificar las principales corrientes de investigación y temáticas emergentes de estudio sobre la discriminación sexual en el lugar de trabajo; se estableció una metodología de análisis cualitativo soportado en el software MAXQDA® para examinar 47 artículos extraídos de la base de datos Scopus®, esto permitió la construcción de redes bibliométricas basadas en la CiteScore™metrics. Los resultados demostraron que la discriminación sexual se llega a producir principalmente por causas asociadas al civismo y a la libertad de exteriorización, concluyendo que, las organizaciones deben desarrollar estrategias encaminadas a la inclusión sexual corporativa para minimizar efectos organizaciones que esta puede representar para la generación de valor.
References
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Alonzo, D. J., & Buttitta, D. J. (2019). Is “Coming Out” Still Relevant? Social Justice Implications for LGB-Membered Families. Journal of Family Theory and Review, 11(3), 354–366. https://doi.org/10.1111/JFTR.12333
Anthony, W. P., Perrewe, P. L., & Kacmar, K. Michele. (1996). Strategic human resource management (S. L Berger, Ed.; 2nd ed.). Dryden Press.
Aquino, K., & Douglas, S. (2003). Identity threat and antisocial behavior in organizations: The moderating effects of individual differences, aggressive modeling, and hierarchical status. Organizational Behavior and Human Decision Processes, 90(1), 195–208. https://doi.org/10.1016/S0749-5978(02)00517-4
Badgett, M. V. L., Carpenter, C. S., & Sansone, D. (2021). LGBTQ economics. In Journal of Economic Perspectives (Vol. 35, Issue 2, pp. 141–170). American Economic Association. https://doi.org/10.1257/JEP.35.2.141
Badgett, M. V. L., Waaldijk, K., & Rodgers, Y. van der M. (2019). The relationship between LGBT inclusion and economic development: Macro-level evidence. World Development, 120, 1–14. https://doi.org/10.1016/J.WORLDDEV.2019.03.011
Barreto, C., De, M., & Ángeles, L. (2021). Transgénero: Un análisis desde la mirada de los derechos humanos: Revista de Ciencias Sociales, 27(1), 255–264. https://doi.org/10.31876/RCS.V27I1.35311
Bonaventura, L., & Biondo, A. E. (2016). Disclosure of sexual orientation in the USA and its consequences in the workplace. International Journal of Social Economics, 43(11), 1115–1123. https://doi.org/10.1108/IJSE-01-2015-0014
Bryson, A. (2016). Pay equity after the Equality Act 2010: does sexual orientation still matter? Https://Doi.Org/10.1177/0950017016664678, 31(3), 483–500. https://doi.org/10.1177/0950017016664678
Buchanan, N. T. (2011). Microaggressions in Everyday Life: Race, Gender, and Sexual Orientation. Psychology of Women Quarterly, 35(2), 336–337. https://doi.org/10.1177/0361684311401818
Charbonnier, E., Dumas, F., Chesterman, A., & Graziani, P. (2018). Characteristics of stress and suicidal ideation in the disclosure of sexual orientation among young french LGB adults. International Journal of Environmental Research and Public Health, 15(2). https://doi.org/10.3390/IJERPH15020290
Cortina, L. M. (2008). Unseen injustice: Incivility as modern discrimination in organizations. Academy of Management Review, 33(1), 55–75. https://doi.org/10.5465/AMR.2008.27745097
Cramwinckel, F. M., van der Toorn, J., & Scheepers, D. T. (2018). Interventions to Reduce Blatant and Subtle Sexual Orientation- and Gender Identity Prejudice (SOGIP): Current Knowledge and Future Directions. Social Issues and Policy Review, 12(1), 183–217. https://doi.org/10.1111/SIPR.12044
DeSouza, E. R., Wesselmann, E. D., & Ispas, D. (2017). Workplace Discrimination against Sexual Minorities: Subtle and not-so-subtle. Canadian Journal of Administrative Sciences, 34(2), 121–132. https://doi.org/10.1002/cjas.1438
Drydakis, N. (2015). Effect of sexual orientation on job satisfaction: Evidence from Greece. Industrial Relations, 54(1), 162–187. https://doi.org/10.1111/IREL.12080
Durán, S. E., García Guiliany, J., Paz Marcano, A., & Boscán, M. (2021). Satisfacción laboral como actitud integradora de los individuos en organizaciones no gubernamentales. Revista Venezolana de Gerencia, 26(6), 223–244. https://doi.org/10.52080/RVGLUZ.26.E6.14
Eagly, A. H., & Karau, S. J. (2002). Role congruity theory of prejudice toward female leaders. Psychological Review, 109(3), 573–598. https://doi.org/10.1037/0033-295X.109.3.573
Fric, K. (2017). Access to the labour market for gays and lesbians: Research review. Http://Dx.Doi.Org/10.1080/10538720.2017.1365671, 29(4), 319–361. https://doi.org/10.1080/10538720.2017.1365671
Fric, K. (2021). Do gays and lesbians experience more frequent and longer unemployment? Economics and Sociology, 14(3), 105–126. https://doi.org/10.14254/2071-789X.2021/14-3/6
Galupo, M. P., & Resnick, C. A. (2016). Experiences of LGBT microaggressions in the workplace: Implications for policy. In Sexual Orientation and Transgender Issues in Organizations: Global Perspectives on LGBT Workforce Diversity (pp. 271–287). Springer International Publishing. https://doi.org/10.1007/978-3-319-29623-4_16
Gómez Mejía, L. R., Balkin, D. B., & Cardy, R. L. (2007). Managing human resources (S. Yagan, Ed.; 7th ed.). PEARSON.
Hebl, M., Cheng, S. K., & Ng, L. C. (2020). Modern Discrimination in Organizations. Annual Review of Organizational Psychology and Organizational Behavior, 7(1), 257–282. https://doi.org/10.1146/annurev-orgpsych-012119-044948
Horn, S. S. (2019). Sexual Orientation and Gender Identity-Based Prejudice. Child Development Perspectives, 13(1), 21–27. https://doi.org/10.1111/CDEP.12311
Howell, G. (2017). Sexual orientation and gender diversity in the workplace. Diversity and Inclusion in the Global Workplace: Aligning Initiatives with Strategic Business Goals, 69–79. https://doi.org/10.1007/978-3-319-54993-4_4
Jiménez Castaño, J., Cardona Acevedo, M., & Sánchez Muñoz, M. del P. (2017). Discrimination and labor exclusion in the lgbt community: A case of study in chapinero district, Bogota Colombia. Papeles de Poblacion, 23(93), 231–267. https://doi.org/10.22185/24487147.2017.93.028
Kelly, G. M. (2016). Transitioning Into Modern Society: Why The Law Is Not. Journal of Law and Commerce, 35(1). https://doi.org/10.5195/JLC.2016.114
Laurent, T., & Mihoubi, F. (2017). Sexual Orientation, Unemployment and Participation: Are Gays Less Employable than Straights? Journal of Labor Research, 38(1), 1–44. https://doi.org/10.1007/S12122-016-9237-0
Longarino, D. (2019). Uncovering: The Economic Benefits of LGBT Workplace Inclusion. Frontiers of Law in China, 14(4), 500–532. https://doi.org/10.3868/S050-008-019-0024-5
Mantilla de Gil, M., & Lameda, A. (1999). Compromiso organizacional, estrés laboral, disposición al cambio y satisfacción con el trabajo | Telos: Revista de Estudios Interdisciplinarios en Ciencias Sociales. Telos, 1(1), 99–106. http://ojs.urbe.edu/index.php/telos/article/view/278
Mara, L. C., Ginieis, M., & Brunet-Icart, I. (2021). Strategies for Coping with LGBT Discrimination at Work: a Systematic Literature Review. Sexuality Research and Social Policy, 18(2), 339–354. https://doi.org/10.1007/S13178-020-00462-W
Mateescu, V. M. (2015). Perspectives on diversity management at workplace. The European SMEs case. Online Journal Modelling the New Europe, 16(1), 80–92.
Mejía, N. J. (2019). Gerencia financiera como factor de rentabilidad en organizaciones empresariales. Revista Científica Global Negotium, 2(1), 6–37. https://doi.org/10.53485/RGN.V2I1.67
Mena, J. A., & Vaccaro, A. (2012). Tell Me You Love Me No Matter What: Relationships and Self-Esteem among GLBQ Young Adults, 9(1), 3–23. https://doi.org/10.1080/1550428X.2013.746052
Mennicke, A., & Cutler-Seeber, A. (2016). Incorporating Inclusivity: How Organizations Can Improve the Workplace Experiences of Trans* People Across the Trans* Spectrum: A US Perspective. In Sexual Orientation and Transgender Issues in Organizations (pp. 513–523). Springer International Publishing. https://doi.org/10.1007/978-3-319-29623-4_30
Nadal, K. L. (2013). That’s so gay! Microaggressions and the lesbian, gay, bisexual, and transgender community. That’s so Gay! Microaggressions and the Lesbian, Gay, Bisexual, and Transgender Community. https://doi.org/10.1037/14093-000
Nadal, K. L. (2019). A Decade of Microaggression Research and LGBTQ Communities: An Introduction to the Special Issue. Journal of Homosexuality, 66(10), 1309–1316. https://doi.org/10.1080/00918369.2018.1539582
Okoli, C., & Schabram, K. (2010). Guide to Conducting a Systematic Literature Review of Information Systems Research. Working Papers on Information Systems.
Asamblea General – ONU (1948). Universal Declaration of Human Rights.
Onwuegbuzie, A. J., Leech, N. L., & Collins, K. M. T. (2012). Qualitative Analysis Techniques for the Review of the Literature. In The Qualitative Report (Vol. 17). http://www.nova.edu/ssss/QR/QR17/onwuegbuzie.pdf
Papadaki, V., Papadaki, E., & Giannou, D. (2021). Microaggression experiences in the workplace among Greek LGB social workers. Journal of Gay and Lesbian Social Services, 33(4), 512–532. https://doi.org/10.1080/10538720.2021.1892560
Parr, N. J., & Howe, B. G. (2021). Factors associated with frequency of gender identity nonaffirmation microaggressions among transgender persons. Culture, Health and Sexuality, 23(8), 1094–1110. https://doi.org/10.1080/13691058.2020.1755454
Pati, D., & Lorusso, L. N. (2018). How to Write a Systematic Review of the Literature. Health Environments Research and Design Journal, 11(1), 15–30. https://doi.org/10.1177/1937586717747384
Peake, L. J. (2017). Heteronormativity. In International Encyclopedia of Geography: People, the Earth, Environment and Technology (pp. 1–4). John Wiley & Sons, Ltd. https://doi.org/10.1002/9781118786352.wbieg0827
Resnick, C. A., & Galupo, M. P. (2019). Assessing Experiences With LGBT Microaggressions in the Workplace: Development and Validation of the Microaggression Experiences at Work Scale. Journal of Homosexuality, 66(10), 1380–1403. https://doi.org/10.1080/00918369.2018.1542207
Sabat, I. E., Lindsey, A. P., King, E. B., Ahmad, A. S., Membere, A., & Arena, D. F. (2017). How prior knowledge of LGB identities alters the effects of workplace disclosure. Journal of Vocational Behavior, 103, 56–70. https://doi.org/10.1016/J.JVB.2017.09.001
Shan, L., Fu, S., & Zheng, L. (2017). Corporate sexual equality and firm performance. Strategic Management Journal, 38(9), 1812–1826. https://doi.org/10.1002/SMJ.2624
Sue, D. W. (2010). The Manifestation of Racial, Gender, and Sexual-Orientation Microaggressions. In Microaggressions in Everyday Life.
Suriyasarn, B. (2016). Discrimination and marginalization of LGBT workers in Thailand. Sexual Orientation and Transgender Issues in Organizations: Global Perspectives on LGBT Workforce Diversity, 197–215. https://doi.org/10.1007/978-3-319-29623-4_12
Tebele, S. M., & Odeku, K. O. (2014). An analysis of workplace discrimination based on sexual orientation. Anthropologist, 18(2), 609–617. https://doi.org/10.1080/09720073.2014.11891579
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Published
2023-01-02
How to Cite
Chaparro-Pérez, Z.-Y., Virgüez, J.-F., Chaparro-Pérez, C.-J., & Cely-Ramírez, J.-A. (2023). Discriminación por orientación sexual en el lugar de trabajo y sus efectos organizacionales. Revista Venezolana De Gerencia, 28(101), 29-46. https://doi.org/10.52080/rvgluz.28.101.3
Issue
Section
Desempeño laboral y bienestar social en las organizaciones
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