Heterosexism in the Workplace

By B. R. Ragins, J. Cornwell, Janice S. Miller. 2003

109 citations recorded by the source corpus.

Subfields: Gender Studies, Social Psychology, Sociology and Political Science

View Paper: https://www.semanticscholar.org/paper/6f96083c87cbe9bd52ccc300b564911363de9a6a

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Citations in the corpus

Diversity in organizations: Where are we now and where are we going? (2009, background): “…policies, gay-friendly culture, offering same-sex partner benefits, inviting same-sex partners to social events, work climate, group-level dynamics, and work group composition (Button, 2001; Driscoll, Kelley, & Fassinger, 1996; Griffith & Hebl, 2002; Ragins & Cornwell, 2001; Ragins et al., 2003).”
Nondiscrimination Policies and Sexual Identity Disclosure: Do They Make a Difference in Employee Outcomes? (2006, background): “At the same time, despite many civil rights advances over the past three decades for gay employees, discrimination on the basis of sexual orientation remains legal in most places across the United States (Button et al., 1997; Ragins et al., 2003; van der Meide, 2000).”
Do LGBT-supportive Corporate Policies Enhance Firm Performance? (2017, unknown): “…same model as they relate to firm performance outcomes, the literature on sexual orientation discrimination suggests that both firm policies and state laws may affect outcomes that are related to social responsiveness, such as employee attraction and workplace discrimination (see Pichler, 2007).”
Policing Gender at Work: Intersections of Harassment Based on Sex and Sexuality (2008, background): “... as ‘‘an ideological system that denies, denigrates, and stigmatizes any nonheterosexual form of behavior, identity, relationship or community.’’ The limited empirical scholarship on workplace heterosexism has addressed both explicit (e.g., targeting an employee with anti-gay insults) and implici”