Abstract
Much has been achieved in terms of human rights for women and people of the lesbian, gay, bisexual, transsexual, and queer (LGBTQ) community. However, human resources management (HRM) initiatives for gender equality in the workplace focus almost exclusively on white, heterosexual, cisgender women, leaving the problems of other gender, and social minorities out of the analysis. This article develops an integrative model of gender equality in the workplace for HRM academics and practitioners. First, it analyzes relevant antecedents and consequences of gender-based discrimination and harassment (GBDH) in the workplace. Second, it incorporates the feminist, queer, and intersectional perspectives in the analysis. Third, it integrates literature findings about women and the LGBTQ at work, making the case for an inclusive HRM. The authors underscore the importance of industry-university collaboration and offer a starters' toolkit that includes suggestions for diagnosis, intervention, and applied research on GBDH. Finally, avenues for future research are identified to explore gendered practices that hinder the career development of women and the LGBTQ in the workplace.
Highlights
People from the LGBTQ community find safe spaces to express their gender in most developed countries
The gender equality, gender management, and gender mainstreaming approaches overlook most problems faced by people from the LGBTQ community and from women of color, framing their target stakeholders as white, cisgender, and heterosexual
We think that since overt expressions of gender-based discrimination and harassment (GBDH) are in the decline in western workplaces, it is necessary to reach for gendered practices that disadvantage women and the LGBTQ in organizations
Summary
The purpose of this paper is to support the claim that gender equality shall be done within a queer, feminist, and intersectional framework This argument is developed by integrating available evidence on the antecedents and consequences of GBDH against women and people from the LGBTQ community in the workplace. Male-Dominated Workplace In male-dominated organizations, a hypermasculine culture is predominant, male workers represent a numerical majority, and most positions of power are occupied by men (e.g., Carrington et al, 2010) These organizations present an increased frequency and intensity of GBDH against women, men who do not do gender in a hypermasculine form, and individuals from the LGBTQ community (Stockdale et al, 1999; Street et al, 2007; Chan, 2013; Wright, 2013). Practitioners must gain awareness of gender issues in the workplace, and organizationalfeminist scholars should write and reach for the practitioner audience as well
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