The relationship among reported disclosure of sexual orientation, anti-discrimination policies, top management support and work attitudes of gay and lesbian employees.

By Nancy E. Day, P. Schoenrade. 2000

203 citations recorded by the source corpus.

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

View Paper: https://www.semanticscholar.org/paper/98cff04c7679fffc61c461cbb3ed5f649e568f44

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Citations in the corpus

Managing Concealable Stigmas at Work (2014, background): “According to Roberts (2005), our efforts to manage others’ impressions of us are driven by motives to behave in both a credible and authentic manner; however, these motives often conflict and engender psychological distress.”
Stigma and disclosure: Implications for coming out of the closet (2003, background): “Among sexual minorities, diminished stress that results from coming out leads to better relationships with one’s partner (Beals & Peplau, 2001) and improved job satisfaction (Day & Schoenrade, 1997, 2000).”
Trans-Parency in the Workplace: How the Experiences of Transsexual Employees Can Be Improved. (2011, background): “…having formal diversity policies that include transsexual employees in place may lead to a better workplace climate (see Huffman, Watrous-Rodriguez, & King, 2008), higher job satisfaction (Day & Schoenrade, 2000; Ragins & Cornwell, 2001) and organizational commitment (Day & Schoenrade, 2000).”
Sexual orientation discrimination in the United Kingdom’s labour market: A field experiment (2015, background): “In addition, firms should understand the strategic benefit of fully realizing the talents of all employees and the ethical mandate of promoting equal opportunity and fairness for all (Day and Schoenrade, 2000).”
How LGBT-Supportive Workplace Policies Shape the Experience of Lesbian, Gay Men, and Bisexual Employees (2017, background): “Employees working for companies implementing such policies and providing domestic partner benefits tend to be less depressed, distracted, exhausted, and stressed at work (Day and Schoenrade 2000; Human Rights Campaign [HCR] 2009).”
Workplace contextual supports for LGBT employees: A review, meta‐analysis, and agenda for future research (2018, background): “For example, one often-cited early study of LGBT social support (Day & Schoenrade, 2000) consists of a single item that refers to support from “top management.””