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Privatsache und unerheblich fuer Unternehmen? Der Stand der Personalforschung zur ‘sexuellen Orientierung’ (Just a Private Affair and Irrelevant for Companies? The State of the Art in Human Resource Research Regarding ‘Sexual Orientation’)

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  • Koellen, Thomas

Abstract

In Deutschland und Europa setzen immer mehr Unternehmen Massnahmen zur „sexuellen Orientierung“, zumeist im Rahmen von aktuell an Bedeutung gewinnenden Diversity Management-Ansaetzen. Vor diesem Hintergrund gibt der Artikel einen strukturierten UEberblick ueber den Stand der Personalforschung in diesem Bereich. Neben wenigen Studien zu Bi- und Transsexualitaet bezieht sich der groesste Teil der Forschung auf das Phaenomen Homosexualitaet und laesst sich in drei thematische Gruppen unterteilen: 1. der Umgang mit der eigenen Homosexualitaet am Arbeitsplatz, 2. das Arbeits- und Organisationsklima fuer Lesben und Schwule und 3. der organisationale Umgang mit Homosexualitaet bzw. der „sexuellen Orientierung“. Es zeigt sich, dass schwule, lesbische, bisexuelle und auch transidente Beschaeftigte unterschiedlichen Barrieren am Arbeitsplatz begegnen, und entsprechende Massnahmen von Unternehmensseite dazu beitragen koennen, diese abzubauen. Es wird diskutiert, inwieweit sich daraus positive oekonomische Konsequenzen fuer Unternehmen ergeben koennen. (In Germany and Europe Mmore and more companies in Germany and Europe are establishing initiatives concerningmeasures in the area of sexual orientation, mainly as part of emerging diversity management approaches. Against this background,In that context this article will provides a structured overview of the state of art of sexual orientation in human resource research regarding sexual orientation. Besides only a few studies on bi- and transsexuality, most of the literaturestudies focuses on the phenomenon of homosexuality and can be thematically divided into three groups: 1. 1) Individual’s handling of their own homosexuality in the workplace, 2). the atmosphere for lesbians and gays in the workplace- and the organizational climate for lesbians and gays and 3). the organizational handling of homosexuality and “sexual orientation”. The review of the literature showsIt turns out that gay, lesbian, bisexual and transsexual employees are confronted with different barriers in the workplace and adequate organizational measures can help to overcome them. TheIts economic consequencesimpact of such measures for companies areis also discussed.)

Suggested Citation

  • Koellen, Thomas, 2012. "Privatsache und unerheblich fuer Unternehmen? Der Stand der Personalforschung zur ‘sexuellen Orientierung’ (Just a Private Affair and Irrelevant for Companies? The State of the Art in Human Resource R," Zeitschrift fuer Personalforschung. German Journal of Research in Human Resource Management, Rainer Hampp Verlag, vol. 26(2), pages 143-166.
  • Handle: RePEc:rai:zfpers:doi_10.1688/1862-0000_zfp_2012_02_koellen
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    Keywords

    sexual orientation; homosexuality; transsexuality; work atmosphere; job performance;

    JEL classification:

    • J15 - Labor and Demographic Economics - - Demographic Economics - - - Economics of Minorities, Races, Indigenous Peoples, and Immigrants; Non-labor Discrimination
    • J16 - Labor and Demographic Economics - - Demographic Economics - - - Economics of Gender; Non-labor Discrimination
    • J71 - Labor and Demographic Economics - - Labor Discrimination - - - Hiring and Firing
    • J78 - Labor and Demographic Economics - - Labor Discrimination - - - Public Policy (including comparable worth)
    • M12 - Business Administration and Business Economics; Marketing; Accounting; Personnel Economics - - Business Administration - - - Personnel Management; Executives; Executive Compensation
    • M50 - Business Administration and Business Economics; Marketing; Accounting; Personnel Economics - - Personnel Economics - - - General

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