LGBTQ Systems: A Framework and Future Research Agenda

Abstract

Building on a body of management research that explores strategies for addressing issues of prejudice and discrimination against persons who are lesbian, gay, bisexual, transgender or queer (LGBTQ), we introduce a conceptual framework for creating and maintaining LGBTQ-supportive climates in organizations. Based on a review of theory and research on LGBTQ-policies and practices, we highlight limits to our current understanding of their associated effects and the processes through which such effects occur. We draw from key propositions from the strategic human resource management literature to conceptualize LGBTQ systems and advance insight into the mechanisms through which they influence the development of supportive workplace environments. Specifically, we propose the formation of LGBTQ practice bundles and articulate how system components of content and strength can be leveraged to enable sensemaking about an organization's commitment to sexual orientation and gender identity diversity that can amplify the impact of LGBTQ policies and practices in organizations. We conclude by offering an agenda for a more systemic approach to the study of LGBTQ policies and practices as well as a more purposeful approach to their implementation to better understand and address sexual orientation and gender identity as hidden inequalities in organizations.