Associations between workplace characteristics and “outness” in LGBTIQ workers in Austria

Abstract

Abstract Introduction Lesbian, gay, bisexual, transgender, intersex, and queer (LGBTIQ) individuals are often subjected to negative attitudes at the workplace, which may lead to non-disclosure of their sexual and/or gender identities. We aimed to determine the prevalence of workplace disclosure of sexual or gender identity (i.e. “outness”; being “out”) and to examine its associations with workplace characteristics in LGBTIQ workers in Austria. Methods Sociodemographic, work- and wellbeing-related data were gathered using an online questionnaire between February and June 2017. From the initial 1268 respondents, 1054 (83%) provided complete data and were included in the analysis. Results Participants were mostly 26-35 years old (39.1%), educated (43.9% tertiary level), urban (53.8%), cisgender gay men (40.0%) with a full-time employment (63.9%). Overall, 51.7% were “out” at the workplace. Being bisexual (OR = 0.46, 95%CI 0.27-0.81), having anti-discrimination guidelines (OR = 0.53, 95%CI 0.32-0.90), living alone (OR = 0.50, 95%CI 0.32-0.79 and in shared households (OR = 0.49, 95%CI 0.25-0.96) were associated with lesser likelihood of being “out” at work. Furthermore, being “out” at work was associated with middle age (36-45-year-olds; OR = 1.74, 95%CI 1.07-2.85), duration of employment >10 years (OR = 2.03, 95%CI 1.08-3.81), LGBT friendly work environment (OR 1.61, 95%CI 1.36-1.91), anti-discrimination policies enacted (OR = 2.02, 95%CI 1.23-3.32), and work council protections (OR = 1.56, 95%CI 1.04-2.36). Conclusions Approximately half of participants reported being “out” at work. An LGBTIQ-friendly work environment, presence of work council protections and of enacted anti-discrimination policies were linked with higher workplace outness. Instating discrimination protections might facilitate “outness” and therefore visibility of LGBTIQ workers, leading to better health outcomes and productivity.