SEXUAL ORIENTATION IN THE WORKPLACE: THE UNIQUE WORK AND CAREER EXPERIENCES OF GAY, LESBIAN AND BISEXUAL WORKERS

By B. R. Ragins. 2004

249 citations recorded by the source corpus.

Subfields: Gender Studies, Public Administration, Social Psychology

View Paper: https://www.semanticscholar.org/paper/bae59d08bff96f6899d4c531c8cd567554579b6a

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Citations in the corpus

Models of Workplace Sexual Identity Disclosure and Management (2008, background): “Ragins (2004) provided an extensive review of the literature concerning sexual orientation in the workplace and made a number of propositions about the processes that underlie the workplace experiences of LGB people, some of which focused specifically on experiences of disclosing sexual orientation.”
Concealable Stigma and Occupational Segregation (2015, unknown): “Moreover, fear of the consequences of disclosure has a profound and often detrimental effect on the work experiences of many gay men and lesbians (Ragins, 2004; Drydakis, 2015).”
Do LGBT-supportive Corporate Policies Enhance Firm Performance? (2017, unknown): “While public opinion has changed in the recent past, negative attitudes towards gay men and lesbians are still more normative and socially accepted than other forms of prejudice (Ragins, 2004; Pichler, 2007).”
Coming Out as Lesbian, Gay, or Bisexual: The Lasting Impact of Initial Disclosure Experiences (2015, background): “Despite how critical coming out may be for self-acceptance and overall well-being for LGB individuals (Cain, 1991; Ragins, 2004; Wells & Kline, 1987), the link between coming out and well-being may be complicated by a person’s interpersonal context.”
Workplace contextual supports for LGBT employees: A review, meta‐analysis, and agenda for future research (2018, background): “This is recognized in two of the most prominent models used to describe the workplace experiences of those with invisible stigmas [i.e., the Interpersonal Diversity Disclosure Model (Clair et al., 2005) and the Home-Work Disclosure Model (Ragins, 2004, 2008)].”
Making the invisible visible: fear and disclosure of sexual orientation at work. (2007, methodology): “First, although LGB workers compose 4% to 17% of the workforce (Gonsiorek & Weinrich, 1991),1 a larger proportion than many other minority groups (Lubensky, Holland, Wiethoff, & Crosby, 2004), scholars know little about their workplace experiences (cf. reviews by Ragins, 2004; Welle & Button, 2004).”