How Leaders Can Play a Role and Its Benefits for Employees

Introduction

In recent years, awareness of gender diversity has significantly increased in society. However, many LGBTQIA+ individuals still have to hide their gender identity from others, even in their families and workplaces, due to concerns and fears of stigma and inappropriate treatment. This includes workplace harassment, discrimination in hiring processes, promotions, or terminations.

Such discrimination stems from societal stigma and the lack of legal protections preventing harassment and discrimination against diverse gender identities. Although such laws have not yet been proposed in many places, organizations in other countries have supported their diverse gender employees through workplace contextual support.

Types of Workplace Contextual Support for Gender Diversity

1. Formal Policies and Practices Supporting Gender Diversity:

   - Consistent implementation of these policies reinforces the organization’s values and beliefs and communicates that discrimination and inappropriate behavior towards diverse gender identities are not tolerated.

   - Such policies can include written anti-discrimination policies, comprehensive benefits for same-sex couples, training programs to support gender diversity, forming groups for relationship-building among diverse gender employees, and encouraging the participation of same-sex partners in company events.

2. Workplace Climate for Diversity:

   - This refers to employees' perception of an inclusive and discrimination-free environment, where they feel a sense of belonging.

   - Variations in individual interpretations of diversity policies can lead to inconsistent behaviors. Therefore, organizations should gauge employees' perceptions of workplace climate through factors such as psychological safety, positive workplace interactions, and the ability to express oneself authentically without fear.

3. Promoting Social Support within the Organization:

   - Emotional Support: Showing care, listening, and empathizing with those facing workplace bias and discrimination.

   - Tangible Support: Reporting harassment to HR and directly confronting wrongdoers to change behaviors.

   - Informational Support: Providing advice and useful information on recognizing and addressing workplace discrimination.

Impact of Supporting Gender Diversity on Employees

Jennica R. Webster et al. (2018) analyzed data from 27 studies on the effects of supporting gender diversity in the workplace, categorizing the outcomes into four groups:

1. Work Attitudes: Includes job satisfaction and organizational commitment, influenced by:

   - Supportive workplace interactions: 55%

   - Supportive workplace climate for gender diversity: 41%

   - Formal policies: 4%

2. Psychological Strain: Includes anxiety, depression, and emotional exhaustion, influenced by:

   - Supportive workplace interactions: 57%

   - Supportive workplace climate: 41%

   - Formal policies: 2%

3. Disclosure of Gender Identity: Influenced by:

   - Supportive workplace interactions: 73%

   - Formal policies: 14%

   - Supportive workplace climate: 13%

4. Perceived Discrimination: Regarding employment opportunities and post-hiring discrimination, influenced by:

   - Supportive workplace climate: 86%

   - Supportive workplace interactions: 9%

   - Formal policies: 4%

Conclusion

Organizations should actively support gender diversity rather than waiting for legal mandates. Beyond formal policies, it is crucial to ensure that employees perceive a supportive workplace climate and foster positive interactions. Leaders play a key role in promoting inclusivity through workplace contextual support. Effective support includes not just formal policies but also fostering a positive, inclusive atmosphere and encouraging supportive interpersonal interactions. This holistic approach can significantly enhance the well-being of gender-diverse employees.

References

Webster, J. R., Adams, G. A., Maranto, C. L., Sawyer, K., & Thoroughgood, C. (2018). Workplace contextual supports for LGBT employees: A review, meta‐analysis, and agenda for future research. Human Resource Management, 57(1), 193-210.