Privacy at Work: Diversity Ideologies and support for LGBTQI+ policy within the workplace

Abstract

Research pertaining to Lesbian, Gay, Bisexual, Transgender, Queer and other sexual/gender identity minorities (LGBTQI+) within a workplace context is scarce compared to other minority groups. When looking at diversity ideologies and inclusion policies, research is focused on race and male/female differences. No known research has been conducted on LGBTQI+ specific policies. Gender identity and sexual orientation, when it does not pertain to cis-hetero ideals is regulated to the private realm. Furthermore, the belief of whether sexual orientation and gender identity belong in the public or private realm contributes to the support of inclusivity policy Diversity ideologies transpire through two lenses. Identity-blind and identity-aware. As such the question guiding this research is as follows: Is people’s support of LGBTQI+ policies informed by diversity ideologies and perceptions of privacy in relation to sexual orientation and gender identity? Data was collected through an online survey. Using a mediation analysis, relational effects between privacy and support mediated by specific identity blindness and relative identity blindness were examined. Significant negative results were found between specific identity blindness and support. As such, organizational policy writers should be aware how their own ideologies shape and contribute to the organizational culture.