Disclosing One's Non-Heterosexual Sexual Orientation at Work in 2020: A Survey of Quebec LGBQ Workers

Concealing one's non-heterosexual orientation (NHO) remains a protection strategy against workplace discrimination used by many lesbian, gay, bisexual, and queer (LGBQ+) individuals. This article explores four sets of correlates (identity and individual trajectory, social support, professional position, and structural and cultural work context) relative to three levels of outness (total, partial, and null). Online cross-sectional data of 2,106 LGBQ+ participants from Quebec (Canada) showed that 27% reported total outness, while 64% reported partial outness, and 9%, null outness. Multinomial hierarchical regression analyses revealed that each set of correlates significantly contributed to levels of workplace NHO outness. The two sets of variables making the largest contributions to levels of outness were those pertaining to identity and individual trajectory (14% of the variance) and structural and cultural work context (9%). Compared to partial outness, null outness was associated with an unaccepting work climate, while total outness was more likely in contexts with organizational support (e.g., with the presence of an inclusivity policy). Without trivializing the influence of non-workplace factors on outness levels, the present findings support the need to develop an inclusive and accepting work climate for LGBQ+ individuals.

The roles of non-heterosexuality outside of identity and gender non-conformity in Allostatic Load among young adults

Using the National Longitudinal Study of Adolescent to Adult Health, this study contrasted levels of Allostatic Load at the baseline and change observed between the age 20s and 30s, among self-identified Lesbians/Gays/Bisexuals and heterosexuals with non-heterosexual attraction/behavior (discordant heterosexuals), against heterosexuals without (concordant heterosexuals). In addition, the study tested if Allostatic Load differs for each of the sexual orientation group differs jointly or independently of gender non-conformity. The study found no Allostatic Load elevation for self-identified non-heterosexual men and women. For women only, a significantly greater elevation of Allostatic Load is observed among discordant heterosexuals. Independently, Allostatic Load is found higher for females appearing more androgynous. The findings suggest expanding the current scope of sexual minority research to consider the relevance of minority stress to those without a LGB identity, who may be exposed to stress from disparate sources related to their gender identity.

Work-related stressors and mental health among LGBTQ workers: Results from a cross-sectional survey

PURPOSE

Lesbian, gay, bisexual, transgender, and queer (LGBTQ) individuals experience high rates of adverse mental health outcomes due to the stressors they experience in families, communities, and society more broadly. Work and workplaces have the potential to influence these outcomes given their ability to amplify minority stress, and their ability to influence social and economic wellbeing in this already marginalized population. This study aims to identify how sociodemographic characteristics and characteristics of work, including degree of precarity, industry and perceived workplace support for LGBTQ people, influence self-reported mental health among LGBTQ people in two Canadian cities.

METHODS

Self-identified LGBTQ workers ≥16 years of age (n = 531) in Sudbury and Windsor, Ontario, Canada were given an online survey between July 6 and December 2, 2018. Multivariate ordinal logistic regression was used to calculate odds ratios (OR) to evaluate differences in gender identity, age, income, industry, social precarity, work environment, and substance use among workers who self-reported very poor, poor, or neutral mental health, compared with a referent group that self-reported good or very good mental health on a five-point Likert scale about general mental health.

RESULTS

LGBTQ workers with poor or neutral mental health had greater odds of: being cisgender women or trans compared with being cisgender men; being aged <35 years compared with ≥35 years; working in low-wage service sectors compared with blue collar jobs; earning <$20,000/year compared with ≥$20,000/year; working in a non-standard work situation or being unemployed compared with working in full-time permanent employment; feeling often or always unable to schedule time with friends due to work; feeling unsure or negative about their work environment; and using substances to cope with work.

CONCLUSIONS

Both precarious work and unsupportive work environments contribute to poor mental health among LGBTQ people. These factors are compounded for trans workers who face poorer mental health than cis-LGBQ workers in similar environments.

Perceived Workplace Discrimination and Disclosure at Work Among Lesbian and Gay Employees: The Role of Prior Coming Out Experiences in Different Life Domains

This French study aimed to explore the links between different dimensions of perceived workplace discrimination (i.e., perceived heterosexist events, workplace climate toward LGBT employees, organizational policies against discrimination) and disclosure of one's homosexuality at work among 234 lesbian and gay employees. Drawing on the theoretical model of an active and plural socialization, we postulated that prior experiences of coming out across different life domains (i.e., family, work, friends) moderated these links. Findings from the Web-based internet survey revealed that prior negative coming out experiences with friends moderated these links, but in a different way whether individuals were faced with personal discrimination (i.e., heterosexist events) or with a more general discrimination risk (i.e., workplace climate, organizational policies). Theoretical and practical implications of these results are discussed in the field of work and organizational psychology.

The Impact of Psychological Distress on the Occupational Well-Being of Sexual and Gender Minorities

BACKGROUND

Discrimination against sexual and gender minorities in occupational settings has been an important topic of research. However, little is known about this impact in Portuguese-speaking people.

METHODS

305 Portuguese and Brazilian participants who identified as lesbian, gay, bisexual, transgender, queer, intersex, asexual, and other sexual and gender identities (LGBTQIA+) completed an online survey comprising sociodemographic questions, a set of scales to assess psychological distress, and a set of scales to assess occupational well-being.

RESULTS

Participants had higher levels of burnout, depressive symptoms, and anxiety and lower levels of work-related quality of life, engagement, and self-efficacy at work compared to the defined cut-off points for normative populations, with asexual and bisexual people appearing to be the most affected. Significant correlations were found for all variables, and psychological distress was a significant predictor of lower occupational well-being.

CONCLUSIONS

These findings are useful for understanding the occupational health of LGBTQIA+ people and suggest efforts to improve the climate in the workplace for this population.

Interdisciplinary, internet-based trans health care (i²TransHealth): study protocol for a randomised controlled trial

INTRODUCTION

Living in an area with no or deficient structures for trans health care is disadvantageous for trans people. By providing an internet-based health care programme, i²TransHealth aims at reducing structural disadvantages for trans people living in areas lacking specialised care. The e-health intervention consists of video consultations and a 1:1 chat with a study therapist. Additionally, the i²TransHealth network cooperates with physicians, who especially offer crisis intervention close to the participants' place of residence. The aim of this study is to evaluate the (cost-)effectiveness of the internet-based health care programme for trans people compared with a control (waiting) group. The following research questions will be examined with a sample of 163 trans people: Does a 4-month treatment with the i²TransHealth internet-based health care programme improve patient-reported health-outcomes? Is i²TransHealth cost-effective compared with standard care from a societal or health care payers' perspective? Does the participation in and support by i²TransHealth lead to an increase of trans-related expertise in the physician network?

METHODS AND ANALYSIS

In a randomised controlled trial, the outcomes of an internet-based health care programme for trans people will be investigated. In the intervention group, participants are invited to use i²TransHealth for 4 months. Participants allocated to the control group will be able to start with their transition-related care after 4 months of study participation. The primary outcome measure is defined as the reduction of psychosomatic symptoms, as assessed by the Brief Symptom Inventory-18, 4 months after using the i²TransHealth programme. Participants in both groups will undergo an assessment at baseline and 4 months after using i²TransHealth.

ETHICS AND DISSEMINATION

Positive ethical approval was obtained from the Hamburg Medical Association (PV7131). The results will be disseminated to service users and their families via media, to health care professionals via professional training and meetings and to researchers via conferences and publications.

TRIAL REGISTRATION NUMBER

NCT04290286.

PROTOCOL VERSION

22 December 2021 (V.1.0).

How Sense of Community Affects Sense of Self Among Sexual Minorities: Critical Consciousness as a Mediating Mechanism

Research shows that sense of community may enable lesbian, gay, and bisexual (LGB) individuals to resist and fight against societal heterosexism and increase their positive sense of self. Less is known, however, about the underlying processes. The present study examined whether sense of community would affect sense of self (i.e., identity affirmation and self-esteem) through critical consciousness (i.e., critical reflection and critical action) among LGB individuals. A total of 401 LGB individuals from Hong Kong, China, provided cross-sectional questionnaire data on sense of community, critical reflection, critical action, identity affirmation, and self-esteem. Structural equation modeling and bootstrap analyses were performed to analyze the direct and indirect relations among the variables. Results showed that sense of community was positively associated with critical action, and this association was mediated by critical reflection. Moreover, critical action was positively associated with self-esteem, and this association was mediated by identity affirmation. Theoretically, this study demonstrated how LGB individuals' sense of community may have a positive impact on their sense of self through the mechanism of critical consciousness. Practically, this study pointed to the utility of cultivating positive in-group perceptions among LGB individuals in liberating them from oppressive ideology, mobilizing them to resist social injustice, enhancing their identity affirmation, and increasing their self-esteem.

Sexual orientation and prevalence of mental health difficulties among emergency services employees

BACKGROUND

LGBQ+ people (Lesbian, Gay, Bisexual, Queer) are at-risk of discrimination and developing mental health issues within general populations. Limited research has assessed their mental health in emergency services occupations, a population which are known to experience poorer mental health. The current study explores the extent to which sexual orientation is associated with higher rates of mental health issues among emergency personnel.

METHODS

A stratified random sample of employees from twenty-nine police (N = 8,088), ambulance (N = 3,473), and fire and rescue (N = 2,975) agencies from around Australia participated in a cross-sectional mental health survey (N = 14,536, male = 64.2%, 42.7% over 45 years of age, heterosexual = 92.7%).

RESULTS

Employees with a bisexual/pansexual orientation or those who were not sure about their sexual orientation were significantly more likely to report suicidal thoughts, suicide plans, psychological distress, and illicit drug use when compared with heterosexual employees. LGBQ+ employees reported significantly higher rates of lifetime suicide plans and attempts. Specifically, LGBQ+ fire and rescue personnel were roughly six times more likely to report lifetime suicide attempts, and approximately five times more likely to use illicit drugs weekly than their heterosexual colleagues in the fire and rescue sector. Female LGBQ+ personnel were significantly less likely to consume illicit drugs weekly and monthly than male LGBQ+ personnel.

CONCLUSIONS

Emergency services personnel are already at-risk of developing pervasive mental health difficulties. It is important that organisations foster positive working environments, particularly for LGBQ+ people who may be more marginalized within organisations.

It is time to mobilize suicide prevention for sexual and gender minorities in Canada

Suicide is a significant health issue among sexual and gender minority adults (SGMA); yet, there are no tailored suicide prevention programs for these marginalized populations in Canada. We hosted two world cafés with community leaders, health professionals, policymakers, and researchers to identify recommendations for mobilizing SGMA-focused suicide prevention programs. We identified five priorities: (1) make society safer for sexual and gender minorities; (2) decrease barriers to mental health services; (3) support community-driven and community-based interventions; (4) increase suicide knowledge and reduce stigma; (5) expand the knowledge base on SGMA suicide. In the absence of a national Canadian SGMA suicide prevention policy, these priorities provide a starting point in addressing SGMA suicide inequities by advancing SGMA-tailored interventions.

Heteronormative models of health-care delivery: investigating staff knowledge and confidence to meet the needs of LGBTIQ+ people

Health services internationally are reconsidering whether current service delivery models are inclusive and responsive to lesbian, gay, bisexual, trans* and gender diverse, intersex, and/or queer (LGBTIQ+) identifying individuals. A survey was conducted to establish a baseline needs analysis, as part of an LGBTIQ+ workforce development program, on perceived staff knowledge and confidence in a multi-site public mental health service in Melbourne, Australia. The survey comprising multiple choice, 5-point Likert scale ratings, and short answer sections was administered to mental health staff attending training at their place of work. Workplaces included: community clinics, residential services, acute inpatient services, service development, and research departments. Perceptions of self-confidence and knowledge, and further support needs expressed, were examined through analyzing quantitative and qualitative responses in feedback following the education sessions. The sample comprised 85 respondents; the majority female (66%), with a good representation of staff across age brackets. While the majority of staff identified as heterosexual (68%), LGBTIQ+ individuals were represented. Though 64% of staff surveyed noted that opportunities exist in the workplace to discuss LGBTIQ+ issues, a desire to increase knowledge was expressed by 94% of staff. Staff attitudes, knowledge, confidence, and support needs should be carefully considered at organizational and leadership levels, to ensure health services foster LGBTIQ+ responsive service delivery models and practices.

Overlooked and Invisible: Everyday Experiences of Microaggressions for LGBTQ Adolescents

Lesbian, gay, bisexual, transgender, and queer (LGBTQ) adolescents face a number of challenges in their lives related to heterosexism and cissexism. Drawing on the microaggressions framework, we conducted two focus groups with LGBTQ adolescents (n = 11; ages 14-18, six trans/genderfluid, one person of color) to (1) explore the type and nature of microaggressions experienced by LGBTQ adolescents; (2) assess the relevance of existing LGBTQ microaggression taxonomies for this group; and (3) understand the impact of microaggressions on LGBTQ adolescents. Participants' experiences of microaggressions reflected complex forms of discrimination emerging from the intersections of sexual and gender identity.

Advancing Research on LGBTQ Microaggressions: A Psychometric Scoping Review of Measures

Understanding the nature and consequences of LGBTQ microaggressions is critical to fostering equity and wellbeing among sexual and gender minorities. Yet little guidance is available for researchers seeking psychometrically robust measures of subtle LGBTQ slights, invalidations, and insults. To address this gap, we conducted a scoping review of multi-item quantitative measures that included at least one question addressing LGBTQ microaggressions. This article reports the study characteristics and psychometric properties of 27 original measures we identified and their subsequent adaptations. The article concludes with an assessment of strengths and limitations of LGBTQ microaggression measurement, highlighting aspects of measurement innovation on which future researchers can build. As microaggressions remain a powerful and underexplored mechanism of sexual and gender minority oppression, this review will help to both advance methodological quality in this critical research area and enhance our understanding of how microaggressions manifest in the lives of LGBTQ individuals.

Ambient workplace heterosexism: Implications for sexual minority and heterosexual employees

This study examined the relationship between ambient workplace heterosexism, emotional reactions (i.e., fear and anger), and outcomes for sexual minority and heterosexual employees. Five hundred thirty-six restaurant employees (68% female, 77% White) completed an online survey assessing the variables of interest. Results showed that greater experiences of ambient workplace heterosexism were associated with heightened fear and anger and, in turn, with heightened psychological distress (for fear) and greater physical health complaints, turnover intentions, and lowered job satisfaction (for anger). Fear also mediated the relationship between ambient workplace heterosexism and psychological distress. In addition, sexual orientation moderated the relationship between ambient workplace heterosexism and fear such that sexual minority employees reported more fear than heterosexuals with greater ambient heterosexism. These effects occurred after controlling for personal experiences of interpersonal discrimination. Our findings suggest that ambient workplace heterosexism can be harmful to all employees, not only sexual minorities or targeted individuals.

"It's Just More Acceptable To Be White or Mixed Race and Gay Than Black and Gay": The Perceptions and Experiences of Homophobia in St. Lucia

Lesbian, gay, and bisexual (LGB) individuals come from diverse cultural groups with differing ethnic and racial identities. However, most research on LGB people uses white western samples and studies of Afro-Caribbean diaspora often use Jamaican samples. Thus, the complexity of Afro-Caribbean LGB peoples' experiences of homophobia is largely unknown. The authors' analyses explore experiences of homophobia among LGB people in St. Lucia. Findings indicate issues of skin-shade orientated tolerance, regionalized disparities in levels of tolerance toward LGB people and regionalized passing (regionalized sexual identity shifting). Finally, the authors' findings indicate that skin shade identities and regional location influence the psychological health outcomes of homophobia experienced by LGB people in St. Lucia.

Extending the Minority Stress Model to Incorporate HIV-Positive Gay and Bisexual Men's Experiences: a Longitudinal Examination of Mental Health and Sexual Risk Behavior

BACKGROUND

Minority stress theory represents the most plausible conceptual framework for explaining health disparities for gay and bisexual men (GBM). However, little focus has been given to including the unique stressors experienced by HIV-positive GBM.

PURPOSE

We explored the role of HIV-related stress within a minority stress model of mental health and condomless anal sex.

METHODS

Longitudinal data were collected on a diverse convenience sample of 138 highly sexually active, HIV-positive GBM in NYC regarding sexual minority (internalized homonegativity and gay-related rejection sensitivity) and HIV-related stressors (internalized HIV stigma and HIV-related rejection sensitivity), emotion dysregulation, mental health (symptoms of depression, anxiety, sexual compulsivity, and hypersexuality), and sexual behavior (condomless anal sex with all male partners and with serodiscordant male partners).

RESULTS

Across both sexual minority and HIV-related stressors, internalized stigma was significantly associated with mental health and sexual behavior outcomes while rejection sensitivity was not. Moreover, path analyses revealed that emotion dysregulation mediated the influence of both forms of internalized stigma on symptoms of depression/anxiety and sexual compulsivity/hypersexuality as well as serodiscordant condomless anal sex.

CONCLUSIONS

We identified two targets of behavioral interventions that may lead to improvements in mental health and reductions in sexual transmission risk behaviors-maladaptive cognitions underlying negative self-schemas and difficulties with emotion regulation. Techniques for cognitive restructuring and emotion regulation may be particularly useful in the development of interventions that are sensitive to the needs of this population while also highlighting the important role that structural interventions can have in preventing these disparities for future generations.

Coping with workplace minority stress: Associations between dyadic coping and anxiety among women in same-sex relationships

Sexual minorities are exposed to stressors in the workplace (workplace minority stress), which can be detrimental for well-being (e.g., levels of anxiety). The present study examined whether a particular set of relationship processes, dyadic coping, served to moderate the association between workplace minority stress and symptoms of anxiety. Using a dyadic sample of 64 female same-sex couples, we found that partner problem-focused supportive dyadic coping (DC) and emotion-focused supportive DC (marginally) buffered, whereas partner delegated DC and negative DC did not moderate, the association between workplace minority stress and symptoms of anxiety. Implications for relationship researchers and mental health practitioners are discussed.

Testing a Social Cognitive Model of Workplace Sexual Identity Management

Lent and Brown proposed a social cognitive career self-management process model that extended prior social cognitive career theory (SCCT) content models to explain the conditions under which people will engage in career management behaviors (e.g., career exploration). We tested the SCCT self-management model in the context of workplace sexual identity management. The model hypothesizes that engagement in sexual identity management strategies in the workplace is facilitated by strong sexual identity management self-efficacy beliefs and positive outcome expectations for engaging in sexual identity management behaviors. The model also posits that additional person and contextual variables will influence engagement in sexual identity management behaviors directly as well as indirectly via self-efficacy beliefs and outcome expectations. Using a sample of 152 sexual minority participants drawn from community Internet mailing lists, partial and full mediation models of workplace sexual identity disclosure were tested using theoretically relevant person input (i.e., concealment motivation) and contextual (i.e., workplace climate) variables. Results supported a partially mediated model suggesting that concealment motivation and workplace climate influence workplace disclosure directly as well as indirectly through self-efficacy and positive outcome expectations. Policy and social justice implications for the results are discussed and future research directions are considered.

A Psychometric Review of Measures Assessing Discrimination Against Sexual Minorities

Discrimination against sexual minorities is widespread and has deleterious consequences on victims' psychological and physical wellbeing. However, a review of the psychometric properties of instruments measuring lesbian, gay, and bisexual (LGB) discrimination has not been conducted. The results of this review, which involved evaluating 162 articles, reveal that most have suboptimal psychometric properties. Specifically, myriad scales possess questionable content validity as (1) items are not created in collaboration with sexual minorities; (2) measures possess a small number of items and, thus, may not sufficiently represent the domain of interest; and (3) scales are "adapted" from measures designed to examine race- and gender-based discrimination. Additional limitations include (1) summed scores are computed, often in the absence of scale score reliability metrics; (2) summed scores operate from the questionable assumption that diverse forms of discrimination are necessarily interrelated; (3) the dimensionality of instruments presumed to consist of subscales is seldom tested; (4) tests of criterion-related validity are routinely omitted; and (5) formal tests of measures' construct validity are seldom provided, necessitating that one infer validity based on the results obtained. The absence of "gold standard" measures, the attendant difficulty in formulating a coherent picture of this body of research, and suggestions for psychometric improvements are noted.

Surviving in Dangerous Places: Lesbian Identity Performances in the Workplace, Social Class and Psychological Health

This article examines the ways in which the psychological health of women may be influenced by workplace sexual identity performances and social class positioning. It draws on UK research through in-depth interviews with 24 women who self-defined as mainly lesbian and/or gay. The article demonstrates that, for the women in the study, sexual identity performances at work involved negotiating employment settings that render heterosexuality compulsory and thus lesbian/gay performances a risk. As a result, the women engaged in risk-assessment strategies that were psychologically demanding. The women's narratives also suggest that the psychological effects of managing an ‘othered’ sexual identity in work was mediated by social class. The working-class women were more likely to be employed in settings where heterosexuality was heavily regulated and their ‘practices of survival’ were potentially more detrimental to their psychological health.

Differences Across Contexts

Minority stressors encountered by lesbian, gay, and bisexual (LGB) women are inherently connected to contextual experiences. Although there is a growing body of research on the benefits of gaining political rights and the costs of their denial, little research has focused on the effects of access to LGB-affirmative resources. In the current study with 1,017 women in same-sex relationships, we created profiles using latent class analysis to characterize the contexts in which participants were raised and the contexts in which they lived at the time of the study. We examined differences in interpersonal relationships, internalized heterosexism (IH), and outness across these profiles. Class 1 (28%) included participants who always lived in affirmative contexts with LGB-supportive resources. Class 2 participants (28%) always lived in more heterosexist contexts with few resources. Class 3 participants (44%) originally lived in more heterosexist contexts with few resources but shifted to more affirmative contexts. Class 3 individuals had greater social support and lower IH than Class 2 participants. Classes 1 and 3 had greater outness than Class 2. This study provides evidence linking IH to the lack of contextual supports. Our data also suggest that the quality of relationships for LGB women may remain strong even in heterosexist contexts. Actions that increase affirming resources will provide avenues for more positive identity development and interpersonal relationships for LGB individuals. Online slides for instructors who want to use this article for teaching are available on PWQ's website at http://journals.sagepub.com/page/pwq/suppl/index .

Social Sharing of Emotion in Anticipation of Cardiac Surgery

This study examined associations between social sharing of emotions, social support and preoperative psychological distress. Social sharing was operationalized in terms of quantity and quality. Quantity of social sharing was measured daily using a diary method. Quality of social sharing was measured with the Quality of Sharing Inventory. Participants were 157 hospitalized Greek patients. Hierarchical regression analysis showed that controlling for distress on admission, quality of social sharing was negatively related to distress one day before surgery ( p < .01). No effects were found for quantity of social sharing. Results emphasize the importance of studying qualitative aspects of emotional disclosure.

The Role of Individual Differences and Situational Variables in the Use of Workplace Sexual Identity Management Strategies

Examination of individual difference variables have been largely ignored within research on the use of workplace sexual identity management strategies. The current study examined personality traits (extraversion, openness, and neuroticism), facets of sexual identity development (identity confusion, internalized heterosexism), and situational variables (e.g., perceptions of workplace climate and heterosexism) in explaining the use of management strategies, as well as possible interactions between individual and situational factors. Perceptions of the workplace climate toward lesbian and gay individuals significantly related to the use each of the management strategies, and Internalized Heterosexism was found to significantly predict the use of the Explicitly Out strategy. Most interactions between individual difference and situational variables were not supported, with the exception of an interaction between workplace heterosexism and internalized homophobia in explaining the use of the Explicitly Out strategy.

Gender, Sexual Orientation, and Workplace Incivility: Who Is Most Targeted and Who Is Most Harmed?

Scholars have proposed that interpersonal workplace discrimination toward members of oppressed social groups has become covert and subtle rather than overt and explicit and that such experiences lead to negative outcomes for targets. The present study examined this proposition by examining experiences and consequences of workplace incivility—a seemingly harmless form of interpersonal maltreatment—based on gender, sexual orientation, and their intersection. A sample of 1,300 academic faculty (52% male, 86% White) participated in an online survey study assessing their experiences of workplace incivility, job stress, job satisfaction, job identity centrality, and demographics. Results showed that sexual minority women reported the highest levels of workplace incivility. Findings also revealed that women reported lower job satisfaction than men and that heterosexuals reported higher job stress and lower job identity centrality than sexual minorities with higher levels of incivility. Thus, sexual minority status buffered the negative effects of incivility for sexual minorities. These findings point to the resiliency of sexual minorities in the face of interpersonal stressors at work.

Discrimination des minorités sexuelles et de genre au travail : quelles implications pour la santé mentale ?

Malgré les avancées législatives en matière d’égalité au travail pour les minorités sexuelles et de genre (MSG), les données disponibles permettent de constater la persistance des discriminations en milieu de travail envers les personnes lesbiennes, gaies et bisexuelles, et surtout, envers les personnes transsexuelles/transgenres. Cet article, basé sur une revue de la littérature, explore les liens entre les différents vécus de discrimination en milieu de travail et leurs impacts sur la santé mentale chez les MSG et chez différentes sous-populations : hommes ayant des relations sexuelles avec d’autres hommes, femmes non hétérosexuelles, parents lesbiennes et gais, et personnes trans. De plus, l’article explore certains facteurs de protection et de risque individuels et systémiques qui interviennent dans cette relation, entre autres le dévoilement de l’orientation sexuelle ou de l’identité de genre et le soutien organisationnel. Finalement, la littérature sur la discrimination en milieu de travail et la santé mentale des MSG met en lumière l’importance, dans le contexte actuel, des approches intersectionnelles et des études sur les micro-agressions. Pour terminer, l’article discute les implications pour les milieux de pratique, de recherche et de travail tout en formulant plusieurs recommandations.

Coping With Antigay Violence: In-Depth Interviews With Flemish LGB Adults

In view of the possible negative mental health outcomes of antigay violence and the limited understanding of how lesbian, gay, and bisexual (LGB) men and women cope with such experiences, this study examined the coping and social support-seeking strategies that victims adopt. In 2012, in-depth interviews were conducted with 19 Flemish sexual minority victims of violence. These in-depth interviews show that antigay violence can generate profound negative outcomes. However, the respondents employed a range of coping strategies, of which four were discerned: (1) avoidance strategies, (2) assertiveness and confrontation, (3) cognitive change, and (4) social support. Applying a diverse set of coping strategies and actively attaching meaning to negative experiences helps victims of antigay violence to overcome negative effects such as fear, embarrassment, or depressive feelings. However, the presence of a supportive network seems an important condition in order for these positive outcomes to occur.

Typology of gay consumers' interaction styles on complaining propensity

The purpose of this study is to develop a typology of gay male consumers based on self-concept variables related to social interactions. Openness about sexual orientation, collective self-esteem, stigma-consciousness, and negative evaluation were used to identify clusters of gay male consumers. An initial test sample (n = 125) suggested a three-cluster solution, and a validation sample (n = 247) established reproducibility of the proposed typology. Three clusters with distinct interaction styles emerged: "confident gay," "diffident gay," and "guarded gay." Additionally, the usefulness of the typology is demonstrated by comparing the clusters on the basis of complaining propensity. Typologies of each cluster and implications for research and practice are discussed.

The Social and Economic Imperative of Lesbian, Gay, Bisexual, and Transgendered Supportive Organizational Policies

The central premise of this article is that organizations have social and economic interests in building policies and practices that support lesbian, gay, bisexual, and transgendered (LGBT) workers. This argument is based on empirical evidence that (a) LGBT workers continue to face discrimination at work from which they are not protected under federal law, and (b) discrimination has negative consequences for individual's mental and physical health, and on reasoning that (c) organizations share responsibility for the social good of the communities in which they operate. We offer practical suggestions for creating LGBT-supportive organizations and propose that industrial–organizational psychologists have an ethical obligation to support such efforts.

Gender abuse, depressive symptoms, and substance use among transgender women: a 3-year prospective study

OBJECTIVES

We examined the effects of gender abuse (enacted stigma), depressive symptoms, and demographic, economic, and lifestyle factors on substance use among transgender women.

METHODS

We conducted a 3-year prospective study (December 2004 to September 2007) of 230 transgender women aged 19 to 59 years from the New York Metropolitan Area. Statistical techniques included generalized estimating equations with logistic and linear regression links.

RESULTS

Six-month prevalence of any substance use at baseline was 76.2%. Across assessment points, gender abuse was associated with alcohol, cannabis, cocaine, or any substance use during the previous 6 months, the number of days these substances were used during the previous month, and the number of substances used. Additional modeling associated changes in gender abuse with changes in substance use across time. Associations of gender abuse and substance use were mediated 55% by depressive symptoms. Positive associations of employment income, sex work, transgender identity, and hormone therapy with substance use were mediated 19% to 42% by gender abuse.

CONCLUSIONS

Gender abuse, in conjunction with depressive symptoms, is a pervasive and moderately strong risk factor for substance use among transgender women. Improved substance abuse treatment is sorely needed for this population.

Easing the transition for queer student teachers from program to field: implications for teacher education

Tensions exist between what some queer student teachers experience in the university setting, their lives in schools during field placements, and upon graduation. We describe a series of workshops designed for queer student teachers and their allies that were conducted prior to field placement. Participants revealed high degrees of satisfaction with the program and increased feelings of personal and professional self-efficacy. Participants reported high levels of experienced homophobia in their academic programs; as such, the workshops were a valuable "safe space." These workshops appear to fill a significant gap for queer students and their allies in teacher preparation programs.

A network evaluation of attitudes toward gays and lesbians among U.S. military cadets

The U.S. military's ban on open homosexuality has become an increasingly salient issue since its implementation in 1993 and its repeal in 2011. The military is an organization with a unique professional and social organization. Evaluating military attitudes from a network perspective may offer insight into the role of formal and informal leadership in engendering attitudinal change and cultural tolerance around homosexuality. This study evaluates the role of network centrality and network exposure across formal (command networks) and informal (friendship and perceived leadership networks) structures on attitudes toward homosexuality in the military. This work analyzes survey data from a single cadet company within the U.S. Military Academy (n = 139) prior to the repeal of Don't Ask, Don't Tell. Results indicate that popular students tend to show tolerance toward homosexuality, whereas those who hold command leadership positions are more likely to have personal and professional opposition to homosexuality. In addition, formal superior-subordinate relationships are somewhat more likely to suggest social contagion compared to informal leadership and friendship relationships. Recommendations offer guidance for training strategies particularly with respect to a military leaders and socialization. Future research should monitor these issues relative to the post-DADT environment.

Outness and relationship satisfaction in same-gender couples

Self-disclosure of sexual orientation, or outness, is a fundamental feature of gay, lesbian, and bisexual (GLB) experience, yet little is known about how outness impacts same-gender relationship satisfaction. Through a qualitative analysis of interviews with 15 same-gender couples, the complexities of navigating a stigmatized identity in a homonegative society emerged, including (a) characteristics of outness, (b) the influence of coupling on an individual's outness, and (c) the impact of outness on same-gender relationship satisfaction. Findings suggest that for GLB persons, outness is a developmental skill, an expression of identity and values, as well as a resilience strategy for managing discrimination and gay-related stress that influences, though does not singularly determine, relationship satisfaction. Implications for clinical practice and future research suggestions are presented.