Associations between Workplace Characteristics and “Outness” in LGBTI Workers in Austria

Markovic, Lovro and Schönherr, Daniel and Zandonella, Martina and Gil-Salmerón, Alejandro and Smith, Lee and McDermott, Daragh T. and Yang, Lin and Dorner, Thomas and Mües, Hanna M. and Grabovac, Igor (2021) Associations between Workplace Characteristics and “Outness” in LGBTI Workers in Austria. Occupational and Environmental Medicine. ISSN 1470-7926

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Official URL: http://dx.doi.org/10.1136/oemed-2020-107345

Abstract

Objectives: Lesbian, gay, bisexual, transgender and intersex (LGBTI) individuals are often subjected to negative attitudes in the workplace, which may lead to non-disclosure of their sexual orientation and/or gender identities. We aimed to determine the prevalence of workplace disclosure of sexual or gender identity (ie, ‘outness’; being ‘out’) and to examine its associations with workplace characteristics in LGBTI workers in Austria. Methods: This cross-sectional study analysed sociodemographic, work-related and well-being-related data from self-identifying gender and/or sexual minority participants elicited by an online questionnaire between February and June 2017. From the initial 1268 respondents, 1177 (93%) provided complete data and were included in the subsequent analyses. Results: The largest proportion of the sample were 26–35 years old (39.1%), cisgender gay men (40.0%) in full-time employment (63.9%). Overall, 51.7% of the sample were ‘out’ at the workplace. Being bisexual (OR=0.46, 95% CI 0.27 to 0.81), the provision of antidiscrimination guidelines in the workplace (OR=0.53, 95% CI 0.32 to 0.90), living alone (OR=0.50, 95% CI 0.32 to 0.79) and in shared households (OR=0.49, 95% CI 0.25 to 0.96) were associated with a decreased likelihood of being ‘out’ at work. Factors associated with being ‘out’ at work were being middle aged (36–45 years old; OR=1.74, 95% CI 1.07 to 2.85), having been in employment for >10 years (OR=2.03, 95% CI 1.08 to 3.81), an LGBTI-friendly work environment (OR 1.61, 95% CI 1.36 to 1.91), labour-management antidiscrimination contract (OR=2.02, 95% CI 1.23 to 3.32) and work council protections (OR=1.56, 95% CI 1.04 to 2.36). Conclusions: Instating antidiscrimination protections might facilitate ‘outness’ of LGBTI workers and lead to a better promotion of diversity in the workplace.

Item Type: Journal Article
Keywords: Outness, LGBTIQ, Workplace Health
Faculty: Faculty of Science & Engineering
SWORD Depositor: Symplectic User
Depositing User: Symplectic User
Date Deposited: 07 May 2021 15:48
Last Modified: 07 Jun 2021 14:23
URI: https://arro.anglia.ac.uk/id/eprint/706570

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