‘Are they just putting up with me’? How diversity approaches impact LGBTQ+ employees' sense of being tolerated at work: How diversity approaches impact LGBTQ+ employees' sense of being tolerated at work
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| Název: | ‘Are they just putting up with me’? How diversity approaches impact LGBTQ+ employees' sense of being tolerated at work: How diversity approaches impact LGBTQ+ employees' sense of being tolerated at work |
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| Autoři: | Kshitij Mor, Seval Gündemir, Jojanneke van der Toorn |
| Zdroj: | British Journal of Social Psychology. 64 |
| Informace o vydavateli: | Wiley, 2025. |
| Rok vydání: | 2025 |
| Témata: | Adult, Male, Sexual and Gender Minorities/psychology, Leadership, Workplace/psychology, Young Adult, Social Identification, Humans, Employment/psychology, Female, Cultural Diversity, Middle Aged, Organizational Culture |
| Popis: | This research investigates whether and how workplace diversity approaches—identity‐conscious versus identity‐blind—are associated with LGBTQ+ employees' perceptions of tolerance. Whilst tolerance is widely regarded as an important virtue for the harmonious functioning of diverse societies, it can inadvertently harm minoritized individuals. In workplace settings, perceptions of tolerance may hinder the benefits of diversity by discouraging minoritized employees from sharing their perspectives and prompting individuals with relatively concealable stigmas, such as LGBTQ+ employees, to conceal their identities. Across two studies (n = 907), we examine the conditions under which tolerance perceptions may arise. Study 1 explores LGBTQ+ prospective employees' anticipated tolerance in organizations with identity‐blind versus identity‐conscious mission statements. Study 2 examines LGBTQ+ employees' workplace experiences, focussing on how organizational and leadership diversity approaches are related to perceptions of tolerance. Findings reveal that relatively identity‐blind approaches are associated with increased feelings of being tolerated. Moreover, identity‐conscious leadership strategies, when coupled with identity‐conscious organizational approaches, further diminish perceptions of being merely tolerated. Our findings underscore an un‐intended correlate of identity‐blind diversity approaches, which may perpetuate tolerance‐focussed climates and indirectly undermine inclusion for LGBTQ+ employees. |
| Druh dokumentu: | Article |
| Jazyk: | English |
| ISSN: | 2044-8309 0144-6665 |
| DOI: | 10.1111/bjso.70006 |
| Přístupová URL adresa: | https://pure.eur.nl/en/publications/5c8b511d-c2d7-4837-80b3-2e790a427f02 https://doi.org/10.1111/bjso.70006 https://research-portal.uu.nl/en/publications/6246db9f-90a9-4ac1-ab8e-7974f8e55600 https://doi.org/10.1111/bjso.70006 |
| Rights: | CC BY |
| Přístupové číslo: | edsair.doi.dedup.....4dc062592bd35642b799c385fd30ac1b |
| Databáze: | OpenAIRE |
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Nájsť tento článok vo Web of Science | Abstrakt: | This research investigates whether and how workplace diversity approaches—identity‐conscious versus identity‐blind—are associated with LGBTQ+ employees' perceptions of tolerance. Whilst tolerance is widely regarded as an important virtue for the harmonious functioning of diverse societies, it can inadvertently harm minoritized individuals. In workplace settings, perceptions of tolerance may hinder the benefits of diversity by discouraging minoritized employees from sharing their perspectives and prompting individuals with relatively concealable stigmas, such as LGBTQ+ employees, to conceal their identities. Across two studies (n = 907), we examine the conditions under which tolerance perceptions may arise. Study 1 explores LGBTQ+ prospective employees' anticipated tolerance in organizations with identity‐blind versus identity‐conscious mission statements. Study 2 examines LGBTQ+ employees' workplace experiences, focussing on how organizational and leadership diversity approaches are related to perceptions of tolerance. Findings reveal that relatively identity‐blind approaches are associated with increased feelings of being tolerated. Moreover, identity‐conscious leadership strategies, when coupled with identity‐conscious organizational approaches, further diminish perceptions of being merely tolerated. Our findings underscore an un‐intended correlate of identity‐blind diversity approaches, which may perpetuate tolerance‐focussed climates and indirectly undermine inclusion for LGBTQ+ employees. |
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| ISSN: | 20448309 01446665 |
| DOI: | 10.1111/bjso.70006 |