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Voice, silence, and diversity in 21st century organizations: strategies for inclusion of gay, lesbian, bisexual, and transgender employees

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  • Bell, Myrtle P.
  • Özbilgin, Mustafa F.
  • Beauregard, T. Alexandra
  • Sürgevil, Olca

Abstract

Employee voice has been largely examined as a universal concept in unionized and non-unionized settings, with insufficient attention to diversity of workers (Rank, 2009). As invisible minorities, gay, lesbian, bisexual, and transgender (GLBT) employees provide a valuable focal point from which to examine employee voice mechanisms. Positing that GLBT employees are often silenced by what is perceived as “normal” in work organizations, this paper identifies some of the negative consequences of this silencing and proposes ways in which the voices of GLBT employees and other invisible minorities can be heard. With its relevance to policies and practices in other organizations, the “Don't ask; don't tell” policy of the U.S. military is used as a lens through which to analyze voice, silence, and GLBT employees in other organizations. Heterosexist environments can foster organizational climates of silence, where the feeling that speaking up is futile or dangerous is widespread among employees. Specific recommendations are provided for HR managers to facilitate the expression of voice for GLBT employees in today's increasingly diverse organizations.

Suggested Citation

  • Bell, Myrtle P. & Özbilgin, Mustafa F. & Beauregard, T. Alexandra & Sürgevil, Olca, 2011. "Voice, silence, and diversity in 21st century organizations: strategies for inclusion of gay, lesbian, bisexual, and transgender employees," LSE Research Online Documents on Economics 32094, London School of Economics and Political Science, LSE Library.
    • Handle: RePEc:ehl:lserod:32094
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    References listed on IDEAS

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    1. Frances Bowen & Kate Blackmon, 2003. "Spirals of Silence: The Dynamic Effects of Diversity on Organizational Voice," Journal of Management Studies, Wiley Blackwell, vol. 40(6), pages 1393-1417, September.
    2. W. E. Douglas Creed, 2003. "Voice Lessons: Tempered Radicalism and the Use of Voice and Silence," Journal of Management Studies, Wiley Blackwell, vol. 40(6), pages 1503-1536, September.
    3. Karen Leppel, 2009. "Labour Force Status and Sexual Orientation," Economica, London School of Economics and Political Science, vol. 76(301), pages 197-207, February.
    4. Linn Van Dyne & Soon Ang & Isabel C. Botero, 2003. "Conceptualizing Employee Silence and Employee Voice as Multidimensional Constructs," Journal of Management Studies, Wiley Blackwell, vol. 40(6), pages 1359-1392, September.
    5. Libby Bishop & David I. Levine, 1999. "Computer-Mediated Communication as Employee Voice: A Case Study," ILR Review, Cornell University, ILR School, vol. 52(2), pages 213-233, January.
    Full references (including those not matched with items on IDEAS)

    Citations

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    Cited by:

    1. Aleksi Soini, 2022. "A gay reflection on microaggressions, symbolic normativities, and pink hair," Gender, Work and Organization, Wiley Blackwell, vol. 29(5), pages 1594-1611, September.
    2. Sandrine Frémeaux, 2020. "A Common Good Perspective on Diversity," Post-Print hal-03232779, HAL.
    3. Mustafa F. Ozbilgin & Cihat Erbil & Sibel Baykut & Rifat Kamasak, 2023. "Passing as resistance through a Goffmanian approach: Normalized, defensive, strategic, and instrumental passing when LGBTQ+ individuals encounter institutions," Gender, Work and Organization, Wiley Blackwell, vol. 30(3), pages 862-880, May.
    4. Ernesto Noronha & Nidhi S. Bisht & Premilla D’Cruz, 2022. "From Fear to Courage: Indian Lesbians’ and Gays’ Quest for Inclusive Ethical Organizations," Journal of Business Ethics, Springer, vol. 177(4), pages 779-797, May.
    5. Hannah Trittin & Dennis Schoeneborn, 2017. "Diversity as Polyphony: Reconceptualizing Diversity Management from a Communication-Centered Perspective," Journal of Business Ethics, Springer, vol. 144(2), pages 305-322, August.
    6. Virginia Doellgast & Matthew Bidwell & Alexander J. S. Colvin, 2021. "New Directions in Employment Relations Theory: Understanding Fragmentation, Identity, and Legitimacy," ILR Review, Cornell University, ILR School, vol. 74(3), pages 555-579, May.
    7. Lila Skountridaki & W. Victoria Lee & Lilinaz Rouhani, 2024. "Missing voices: Office space discontent as a driving force in employee hybrid work preferences," Industrial Relations Journal, Wiley Blackwell, vol. 55(1), pages 54-77, January.
    8. Beauregard, T. Alexandra & Arevshatian, L. & Booth, Jonathan E. & Whittle, S., 2016. "Listen carefully: transgender voices in the workplace," LSE Research Online Documents on Economics 67793, London School of Economics and Political Science, LSE Library.
    9. Abdullah Abdulmohsen Alfalih, 2022. "How to Develop Diversity Management Competencies in the Private Sector in Saudi Arabia," SAGE Open, , vol. 12(2), pages 21582440221, June.
    10. Jens Rennstam & Katie Rose Sullivan, 2018. "Peripheral Inclusion Through Informal Silencing and Voice — A Study of LGB Officers in the Swedish Police," Gender, Work and Organization, Wiley Blackwell, vol. 25(2), pages 177-194, March.

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    More about this item

    Keywords

    sexual orientation; GLBT; diversity; voice; silence; inclusion; gay; lesbian; bisexual; and transgender;
    All these keywords.

    JEL classification:

    • R14 - Urban, Rural, Regional, Real Estate, and Transportation Economics - - General Regional Economics - - - Land Use Patterns
    • J01 - Labor and Demographic Economics - - General - - - Labor Economics: General

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