Nondiscrimination Policies and Sexual Identity Disclosure: Do They Make a Difference in Employee Outcomes?

87 citations recorded by the source corpus.

How researchers see this paper

The researchers whose trusted networks rank it highest, strongest advocate first. Every researcher gets a different order.

Making the invisible visible: fear and disclosure of sexual orientation at work. (2007, background): “In fact, employees who disclosed more reported lower continuance organizational commitment (Day & Schoenrade, 1997); earned less compensation (Ellis & Riggle, 1995; Schneider, 1987); and reported less pay satisfaction (Ellis & Riggle, 1995), more turnover intentions, and fewer opportunities for prom”
Workplace contextual supports for LGBT employees: A review, meta‐analysis, and agenda for future research (2018, background): “Some measures relied on a single item focused on whether sexual orientation was included in an organization's nondiscrimination policy (e.g., Day & Schoenrade, 2000; Tejeda, 2006), whereas other measures used multiple policy and practice items.”
How LGBT-Supportive Workplace Policies Shape the Experience of Lesbian, Gay Men, and Bisexual Employees (2017, background): “Tejeda (2006) finds that employees are more likely to report workplace hostility in organizations that have corporate LGB policies, and Kaplan (2006), who focuses on training programs, discusses how the promotion of LGBT rights within firms can collide with the views of conservatives and religious…”