LGBT Community and the Workplace

Although estimates vary, a recent report suggested that 9% of the population identify themselves as gay, lesbian, or bisexual (Gates, 2010). LGBT individuals often incur prejudice and discrimination in the workplace as a result of their sexual orientation. Unfortunately, this discrimination against LGBT individuals is often based upon negative stereotypes, religious interpretations, and irrational fears of contracting AIDS (Chung, 2001). In the United States, for example,
LGBT individuals may be the only group who continue to face legalized discrimination
in the workplace. As a result of the many challenges that LGBT people face in their early careers, the vocationcal behavior of LGBT individuals may be significantly from that of their heterosexual counterparts (Datti, 2009). Hetherington (1991) found that the personal and
environmental factors influencing career decisions among LGBT people are quite opposite
as those of the heterosexual population. For example, LGBT individuals
have to consider workplace discrimination and coping strategies in their career
choice (Chung, Williams, & Dispenza, 2009).
​LGBT people may cope with discrimination by selecting work environments that are LGBT friendly (employer choice), by proactive identity management (work adjustment), or by attempting to manage the discrimination by quitting, remaining silent, seeking social support, and facilitating confrontation. (Chung, 2001).  Clearly, both workplace discrimination and coping strategies have important implications for the vocational behavior, career achievement, and psychological well-being of LGBT individuals (Ragins, 2004).

Chung, Y.B. (2001). Work discrimination and coping strategies: Conceptual frameworks for
counseling lesbian, gay, and bisexual clients. Career Development Quarterly, 50, 33-44
Chung, Y.B., Williams, W., & Dispenza, F. (2009). Validating work discrimination and coping
strategy models for sexual minorities. The Career Development Quarterly, 58, 162-170
Datti, P. A. (2009). Applying social learning theory of career decision making to gay, lesbian,
bisexual, transgender, and questioning young adults. Career Development Quarterly, 58,
54-64
Gates, G. J. (2010). Sexual minorities in the 2008 general social survey: Coming out and demographic characteristics. The Williams Institute. Retrieved from http://www2.law.ucla.edu/
williamsinstitute/pdf/Sexual-Minorities-2008-GSS.pdf
Hetherington, C. (1991). Life planning and career counseling with gay and lesbian students. In N. J. Evans & V. A. Walls (Eds.), Beyond tolerance: Gays, lesbians, and bisexuals on campus (pp. 131-146). Alexandria, VA: American College Personnel Association
Ragins, B. R. (2004). Sexual orientation in the workplace: The unique work and career
experiences of gay, lesbian, and bisexual workers. Research in Personnel Human
Resources Management, 23, 35-120