Presented by:

1. The Effects of Gender Conformity/nonconformity and ethnic identity on workplace sexual identity management among LGB African-Americans Presented by:

2. Introduction • Only 24 out of 50 states are covered by employment nondiscrimination laws that explicitly protect sexual orientation and gender identity (ACLU, 2014). • African-American workers encounter negative attitudes during interactions with White counterparts (Hughes & Dodge, 1997). • In the US workforce, there are approximately 460,000 gay and lesbian African-Americans (Williams Institute, 2013). • Intersection of ethnicity and sexual minority identities may compound the negative interactions faced  negotiation of conformity and non-conformity within two distinct minority groups simultaneously • Coping strategies for sexual orientation disclosure can be implemented, but maybe problematic emotionally and socially.

3. Introduction • Multiple identities  split loyalties for LGB workers who are members of minority groups  Profound effects for the African-American LGB individual. • Gender roles and group identification  coworker interactions and career choices • Negative attitudes and evaluations from colleagues  feelings of disconnection. • Limit career choices, strain colleague interaction, negatively impact job attendance and performance (Lent et al., 2000). • Conflict between individual and dominant heterosexual society  LGB individual’s social stress (Kimmel & Mahalik, 2005) • There is a need to analyze • How people navigate intersecting and multiple minority status issues. • How employment settings and perceived or actual homophobia affects workers’ mental health

4. Introduction • Positive aspects to identification with multiple minority groups (Kertzner et al., 2009) • Lack of research on ethnic minority LGB individuals whose discrimination experiences led to poor physical and mental health (Choi et al., 2011) • Immense impact on emotional and psychological well-being of the LGB individual (Newcomb & Mustanski, 2010) • Gender nonconformity as an additional stressor (Almeida et al., 2009) • Can result in isolation, especially with concealment of true sexual identity • Identify the impact of gender conformity/nonconformity and ethnic identity on the sexual identity management and disclosure practices of African-American LGB persons in the workplace

5. Problem and Purpose

6. Research Questions • RQ1: Is there a significant difference in disclosure of sexual orientation in the workplace in relation to ethnic identity levels among African American LGB workers? • H01: There is no significant difference between African American LGB workers in the high ethnic identity group (belonging) and African American LGB workers in the low ethnic identity group (searching) on scores of disclosure of sexual orientation in the workplace. • RQ2: Is there a significant difference in disclosure of sexual orientation in the workplace in relation to high gender-nonconformity and low gender-conformity levels among African American LGB workers? • H02: There is no significant difference between African Americans LGB workers in the high gender-conformity group and African Americans LGB workers in the low gender-nonconformity group on scores of disclosure of sexual orientation in the workplace. • RQ3: Is there a significant difference between level of gender conformity and level of ethnic identity on passing and covering workplace sexual disclosure management strategies among African American LGB workers? • H03: There is no significant difference between level of gender conformity and level of ethnic identity on passing and covering workplace sexual disclosure management strategies among African American LGB workers.

7. Significance of the Study • Discrimination and prejudice are physical and mental stressors (Almeida et al., 2009)  varies with the work environment • Examining intersectional identities helps explain negative psychological outcomes in individuals • Diversity of the LGB workforce  difficult o determine what makes a workplace safe for sexual identity disclosure • Existing research only examined either homophobia’s impact on white LGB people or racism’s impact on heterosexual African-Americans, but no examination of the effects of intersecting minority identities

8. Theoretical framework • LGB individuals from minority groups are more likely to gender-conform (Badgett & Frank, 2007)  minority stress (Meyer, 2003) • Conflict between authentic identity and heteronormative standards  inhospitable social environment (Kimmel & Mahalik, 2005) • Internalized homophobia as a proximal stressor (Meyer & Dean, 1998) • Linked to negative outcomes within intimate relationships of the LGB population

9. Literature Review • Gap in existing research • Few studies on the process of identity development in people who are both sexual and ethnic minorities (Swank et al., 2013) • African-American LGB individuals have higher rates of mental health problems • African-American LGB workers have adopted coping strategies • Many LGB individuals still live healthy, successful and productive lives • Increase support from government and NGOs • Development of coping techniques

10. Study Methodology

11. instrumentation • Multigroup Ethnic Identity Measure (MEIM; Phinney, 1992) • 12 items, rated on a 4-point scale • Brief Self-Report of Gender Expression (BSGE; Wylie et al., 2010) • 2 items on appearance and mannerisms, rated on a 7-point scale • Total scores can range from 2 to 14, scores higher than 8 indicate gender nonconformity • Workplace Sexual Identity Management Measure-Revised (WSIMM-R; Lance et al., 2010) • Assess frequency of use of sexual identity management strategies • 31 questions, rated on a 6-point scale • Passing, covering, implicitly out, explicitly out

12. Data Analysis Procedures • Statistical assumption testing • Normality • Homogeneity of variance • Homogeneity of covariance • Multicollinearity • Descriptive statistics • Measures of central tendency • Measures of dispersion • Hypothesis testing • 2x2 factorial MANOVA

13. Data Analysis Results • Descriptive statistics • Total of 129 African-American LGB workers, 99 women, 30 men • Ages ranged from 20 to 61, M = 37.57 • High male and low female gender expression scores indicate mostly gender-conforming individuals in the sample

14. Data Analysis Results – RQ1 • Differences in coping strategies between workers in low ethnic identity group and workers in high ethnic identity group • F(4, 124) = 0.59, p = .67

15. Data Analysis Results – RQ2 • Differences in disclosure of sexual orientation in the workplace in relation to high gender nonconformity and low gender nonconformity • F(4, 124) = 1.98, p = .10

16. Data Analysis Results – RQ3 • Differences in coping strategies between LGB workers in the high gender-nonconformity group and those in the low gender-conformity group and between LGB workers in the high ethnic identity group and those in the low ethnic identity group. • * Coping strategies by Gender Expression and Ethnic Identity Level

17. Findings of the STudy • Contrary to the findings of previous studies (Jamil et al., 2006; Lee & Quam, 2013; McKeown et al., 2010), the decision of African American LGB workers to disclose their sexual orientation to others in the workplace is the same regardless of their ethnic identity or level of gender conformity. • Changing perceptions towards LGB persons (Gedro, 2010) • Increased legal rights and protections, particularly in the workplace • Major shifts in public opinion, particularly with regard to the legality of homosexuality • Decision to disclose sexual identity is influenced by organizational cultures (Deblaere et al., 2010) • African-American LGB employees may have developed healthier coping techniques

18. Assumptions and Limitations

19. Recommendations (Practice) • Raise public awareness about the complexities of gender identity, especially in the workplace • Take caution against perpetuation of gender discrimination • Balance in the development and implementation of gender discrimination policies

20. Recommendations (Research) • Use mixed methods research design • Use qualitative methods to explain non-significant results • Analysis of study implications • Recruit more study participants

21. Summary and Conclusions • Purpose: Examine the effects of gender conformity/nonconformity and ethnic identity on disclosure of sexual identity in the workplace of a sample of African-American LGB workers • Insights on the lack of statistically significant differences • Shift in social outlook • Small sample size • Contradicting concerns on sexual disclosure • Negative responses to being LGB still occur, thereby decreasing the motivation for sexual identity disclosure, especially in the workplace

22. Questions?

23. References • Almeida, J., Johnson, R. M., Corliss, H. L., Molnar, B. E., & Azrael, D. (2009). Emotional distress among LGB youth: The influence of perceived discrimination based on sexual orientation. Journal of Youth and Adolescence, 38(7), 1001–1014. doi:10.1007/s10964-009-9397-9 • American Civil Liberties Union. (2014). Non-discrimination laws: State by state information. Retrieved from https://www.aclu.org/maps/non-discrimination-laws-state-state-information-map • Badgett, M., & Frank, J. (2007). Sexual orientation discrimination: An international perspective. New York, NY: Taylor & Francis. • Choi, K., Han, C., Paul, J., & Ayala, G. (2011). Strategies for managing racism and homophobia among U.S. ethnic and racial minority men who have sex with men. AIDS Education and Prevention: Official Publication of the International Society for AIDS Education, 23(2), 145–158. doi:10.1521/aeap.2011.23.2.145 • Cohen, T. R., Hall, D. L., & Tuttle, J. (2009). Attitudes toward stereotypical versus counter stereotypical gay men and lesbians. Journal of Sex Research, 46(4), 274–281. • Deblaere, C., Brewster, M., Sarkees, A., & Moradi, B. (2010). Conducting research with LGB people of color: Methodological challenges and strategies. Counseling Psychologist, 38, 331–362. • Gallor, S. M. (2006). Heterosexual parents’ gender role attitudes, religious orientation, heterosexist beliefs, support group experiences, and relationship functioning with their lesbian or gay children (Doctoral dissertation). Available from ProQuest Dissertations and Theses database. (UMI No. 305306487) • Gedro, J. (2010). Understanding, designing, and teaching LGB issues. Advances in Developing Human Resources, 12(3), 352–366. • Hughes, D., & Dodge, M. A. (1997). African American women in the workplace: Relationships between job conditions, racial bias at work, and perceived job quality. American Journal of Community Psychology, 25(5), 581–99. Retrieved from ProQuest Electronic Journals. (UMI No. 205334575) • Jamil, O. B., Harper, G. W., & Fernandez, M. I. (2009). Sexual and ethnic identity development among gay–bisexual–questioning (GBQ) male ethnic minority adolescents. Cultural Diversity and Ethnic Minority Psychology, 15(3), 203.

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