{"title":"Impact de la discrimination envers les personnes LGBTQ+ en milieu de travail : recension systématique","authors":"F. Imsirovic , C. Sénéchal , S. Larivée","doi":"10.1016/j.pto.2023.01.004","DOIUrl":null,"url":null,"abstract":"<div><p>In the United States, between 3% and 12% of employees are part of the LGBTQ+ community. Despite numerous anti-discrimination laws, they continue to be the target of discrimination in their workplaces. The purpose of this systematic review is to examine the impact of direct and indirect discrimination against LGBTQ+ individuals in the workplace and on the organization. Sixty-one articles published between January 2000 and June 2021 and indexed in PsycINFO, Web of Science, Business Source Premier and Gender Studies Data Base and Erudit were analyzed. The results first show that there is no consensus on the definition of discrimination and that few studies distinguish between direct and indirect discrimination. The effects of direct discrimination on individuals can be summarized into five broad categories: 1) hiding one's sexual orientation or gender identity, 2) experiencing financial consequences, 3) experiencing mental or physical health problems, 4) being excluded, and 5) feeling discomfort. The four effects of indirect discrimination on individuals are 1) hiding sexual orientation or gender identity, 2) experiencing negative emotions, 3) mental or physical health problems, and 4) lack of promotion. Finally, the five categories of consequences of direct discrimination on organizations are 1) lack of commitment and satisfaction, 2) lack of trust in the organization, 3) loss of workforce, 4) decreased performance, and 5) harassment. The only identified effect of indirect discrimination on the organization is a deteriorated work climate.</p></div>","PeriodicalId":43191,"journal":{"name":"Psychologie du Travail et des Organisations","volume":"29 2","pages":"Pages 115-135"},"PeriodicalIF":0.3000,"publicationDate":"2023-06-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":"0","resultStr":null,"platform":"Semanticscholar","paperid":null,"PeriodicalName":"Psychologie du Travail et des Organisations","FirstCategoryId":"1085","ListUrlMain":"https://www.sciencedirect.com/science/article/pii/S1420253023000043","RegionNum":0,"RegionCategory":null,"ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":null,"EPubDate":"","PubModel":"","JCR":"Q4","JCRName":"PSYCHOLOGY, APPLIED","Score":null,"Total":0}
引用次数: 0
Abstract
In the United States, between 3% and 12% of employees are part of the LGBTQ+ community. Despite numerous anti-discrimination laws, they continue to be the target of discrimination in their workplaces. The purpose of this systematic review is to examine the impact of direct and indirect discrimination against LGBTQ+ individuals in the workplace and on the organization. Sixty-one articles published between January 2000 and June 2021 and indexed in PsycINFO, Web of Science, Business Source Premier and Gender Studies Data Base and Erudit were analyzed. The results first show that there is no consensus on the definition of discrimination and that few studies distinguish between direct and indirect discrimination. The effects of direct discrimination on individuals can be summarized into five broad categories: 1) hiding one's sexual orientation or gender identity, 2) experiencing financial consequences, 3) experiencing mental or physical health problems, 4) being excluded, and 5) feeling discomfort. The four effects of indirect discrimination on individuals are 1) hiding sexual orientation or gender identity, 2) experiencing negative emotions, 3) mental or physical health problems, and 4) lack of promotion. Finally, the five categories of consequences of direct discrimination on organizations are 1) lack of commitment and satisfaction, 2) lack of trust in the organization, 3) loss of workforce, 4) decreased performance, and 5) harassment. The only identified effect of indirect discrimination on the organization is a deteriorated work climate.
在美国,3%至12%的员工属于LGBTQ+群体。尽管有许多反歧视法律,但她们在工作场所仍然是歧视的目标。这项系统审查的目的是审查工作场所和组织中对LGBTQ+个人的直接和间接歧视的影响。分析了2000年1月至2021年6月期间发表在PsycINFO、Web of Science、Business Source Premier和性别研究数据库以及Erudit上的61篇文章。研究结果首先表明,对歧视的定义没有达成共识,很少有研究区分直接歧视和间接歧视。直接歧视对个人的影响可以概括为五大类:1)隐藏自己的性取向或性别认同,2)经历经济后果,3)经历心理或身体健康问题,4)被排斥,5)感到不适。间接歧视对个人的四种影响是:1)隐藏性取向或性别认同,2)经历负面情绪,3)心理或身体健康问题,以及4)缺乏晋升。最后,直接歧视对组织的五类后果是:1)缺乏承诺和满意度,2)对组织缺乏信任,3)劳动力流失,4)绩效下降,5)骚扰。间接歧视对该组织的唯一影响是工作环境恶化。