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We're Here, but Are We Queer?

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We're Here, but Are We Queer? We’re Here, But Are We Queer? A case study of the current LGBT+ situation on the Danish labour market. Kandidatafhandling Cand.soc. Human Resource Management Copenhagen Business School Studerende: Fredrick Hansen – 124307 Thor Vive – 124293 Vejleder: Carina Enggård Jensen Dansk Titel: Vi er godt på vej, men er vi i mål? - Et casestudie af den nuværende LGBT+ situation på det danske arbejdsmarked. Antal Anslag: 249.376 Antal Sider: 108 Afleveringsdato: 15.05.2020 i. Acknowledgements After two years of studying Human Resource Management at Copenhagen Business School, this thesis represents the end of the said study. Working on this thesis has been an insightful process, that have broadened our perspective, not only on the Danish labour market but also on the LGBT+ community present in Denmark. The process of going from many ideas to this finalised thesis has been a knowledgeable journey, that we could not have achieved alone. Therefore, we would like to thank everyone who has helped us achieve this. First of all, a big thank you to our supervisor, Carina Enggård Jensen, professor at Copenhagen Business School. Carina has provided us with valuable feedback and guidance, and she has been a marvellous sparring partner on the subject of the LGBT+ community. We also want to thank all the people who participated in our interviews and QueerLab. Without them, this research would not have been achievable. Also, a thank you to the people who were supposed to participate in our future QueerLabs, that unfortunately was cancelled due to Covid19. We would also like to thank Copenhagen Pride, for helping us with finding relevant secondary research, which has supported our research tremendously. Finally, a big thanks to our families and friends, who have supported us right from the start of this degree. We are both ready to seek new challenges, and hopefully be able to implement findings from this research in our future jobs. If this research can help just one company become more open and diverse, then we are grateful. Fredrick Hansen and Thor Vive Copenhagen 11-05-2020 P a g e 1 | 114 ii. Abstract Forskningsspørgsmål: ”Hvordan oplever LGBT+ medarbejdere det danske arbejdsmarked og hvordan kan virksomheder reagere på disse oplevelser for at fremme mangfoldighed of inklusion?” Danmark er blandt de bedste lande i verden at bo og arbejde i, for personer som identificerer sig udenfor den heteroseksuelle og ciskønnede norm (LGBT+ personer). Dette betyder dog ikke at det danske arbejdsmarked er uden sine LGBT+ relaterede problematikker. Med en stigende interesse i LGBT+ miljøet over de seneste år, så ønsker denne forskning at tage udgangspunkt i det danske arbejdsmarked. Målet er at udforske hvordan LGBT+ medarbejdere oplever det danske arbejdsmarked, samt undersøge hvilke problematikker der er en manifesteret del af arbejdsmarkedet. Ydermere, så er målet at nå frem til løsninger på disse problematikker, som fremadrettet kan implementeres i danske virksomheder. Denne undersøgelse benytter sig af en triangulering af metoder, der bruger et mix af en induktiv og deduktiv tilgang, for at nå frem til svaret på forskningsspørgsmålet. Der er blevet samlet primære data gennem to metoder; Først er der fortaget fire semistruktureret interviews med fire forskellige personer, som alle blev valgt på baggrund af deres LGBT+ status. Dernæst blev der afholdt en workshop kaldet QueerLab, hvori fire personer, alle med en LGBT+ status, deltog. Endeligt blev der indsamlet sekundære data fra nylige og relevante studier, som gennem hele afhandlingen blev brugt til at supportere og udfordre de primære data. Formålet med at benytte dette mix af metoder er for at udforske arbejdsmarkedet og de oplevelser som LGBT+ medarbejdere har. Dette skaber en sammenhængene forståelse af hvordan man kan modarbejde de manifesterede problematikker. Fundene i denne forskning belyser at der findes almindelige problematikker manifesteret på det danske arbejdsmarked. Mens interviewpersonerne alle havde oplevet diskrimination en gang i deres arbejdsliv, så var deres oplevelser af det danske arbejdsmarked overvejende positive. Dog blev det belyst at personer som ikke har afsløret deres seksuelle orientering eller kønsidentitet på deres job, har en tendens til at internalisere både formel og uformel diskrimination mere end personer som har afsløret deres LGBT+ status. Endeligt, så fandt denne forskning ud af at uformel diskrimination har en ligeså stor effekt på medarbejder trivsel som formel diskrimination har. Som et modspil til disse diskriminationsproblematikker, så er denne forskning end med at fremstille en guide der indeholder otte ’best practice’ politikker som virksomheder kan implementere hvis de ønsker at blive mere mangfoldige og inklusive i et LGBT+ perspektiv. P a g e 2 | 114 Table of contents i. Acknowledgements 1 ii. Abstract 2 1. Introduction 6 2. Terminology 10 3. Theoretical Framework 13 3.1 General Tendencies 13 3.2 Coming Out 15 3.3 Effects of Disclosing One’s Personal Identity at Work 17 3.3.1 Discrimination from a Legal Perspective 17 3.3.2 Discrimination in Recruiting 18 3.3.3 Discrimination During Employment 19 3.4 Policies 21 3.5 Benevolent Discrimination 21 3.6 Phenomenology and Hermeneutic approach 23 4. Methodology 25 4.1 Topic Delimitation 25 4.2 Research Structure 26 4.2.1 Research Approach 26 4.2.2 Research Strategy 26 4.3 Data Collection 27 4.3.1 Semi-Structured Interviews 27 P a g e 3 | 114 4.3.2 QueerLab 36 4.3.3 Secondary Data 46 4.4 Data Quality Measures 47 5. Analysis 51 5.1 Part 1: What Experiences Do Members of the LGBT+ Community Have in the Danish Labour Market? 51 5.1.1 Graham 51 5.1.2 Maya 54 5.1.3 Lene 56 5.1.4 Tim 58 5.1.5 Summary of Experiences 60 5.2 Part 2: Based on Qualitative and Quantitative Data, What LGBT+ Issues Are Currently Manifested in the Danish Labour Market? 64 5.2.1 Presentation of QueerLab Data 64 5.2.2 Coming Out 68 5.2.3 Lack of Knowledge on LGBT+ 73 5.2.4 LGBT+ Related CSR 75 5.2.5 Benevolent Discrimination 77 5.2.6 LGBT+ Diversity and Inclusion Policies 79 5.2.7 Summary of Issues 80 5.3 Part 3: What Specific Practices Can Be Implemented to Promote LGBT+ Diversity and Inclusion? 82 5.3.1 Change in the Organisational Culture 83 5.3.2 Recruiting 86 P a g e 4 | 114 5.3.3 LGBT+ Attraction 89 5.3.4 Retaining 91 6. Discussion 96 6.1 Key Findings 96 6.2 The Meanings and Importance of These Findings in Relation to the Research Question 99 6.3 Our Study in the Context of Existing Literature 102 6.4 Limitations 103 6.5 Future Research 105 7. Conclusion 107 8. References 109 9. Appendix Overview 114 P a g e 5 | 114 1. Introduction Motivation Diversity and inclusion are words that today are used in countless discussions all over the world. The workforce nowadays is characterized by increased numbers of women, people from different ethnic backgrounds and generations (Roberson, 2006). Diversity can, therefore, be seen as differences in perspectives among cultural groups, resulting in potential behavioural differences (ibid). Binary genders, age and ethnicity, are, among others, what Bowen and Blackmon (2003) call sources of visible diversity. Visible diversity is, as the name suggests, traits that are visible to everyone. Therefore, these sources of diversity might be easier for organisations to work with when establishing diversity measures (ibid). The counterpart to visible diversity is invisible diversity; sources of invisible diversity are only visible if individuals choose to disclose them. Sources of invisible diversity include, but are not limited to, religion, socioeconomic status, sexual orientation and gender identity (ibid). When approaching diversity in relation to hiring and utilizing individuals from different backgrounds, inclusion must also be taken into account. Inclusion can be seen as the extent to which individuals from diverse backgrounds are involved in work processes, and the extent to how organisations fully realise the value in diversity (Mor Barak & Cherin, 1998; Roberson, 2006). Ozeren (2014) states that “Gay, lesbian, bisexual, transgender (GLBT) employees constitute one of the largest, but least studied minority groups in the workforce.” (Ozeren, 2014, p. 1). While the size of the minority is not a problem in itself, it poses a possible issue when people in the minority group choose to stay invisible. According to a recent report made by ALS Research (2019), only 42% of LGBT+ members in Denmark choose to disclose their sexual orientation at work. The main reason for not disclosing it is the fear of the reaction from their environment (ALS Research, 2019). By not disclosing one’s sexual orientation and gender identification, these sources of diversity stay invisible and thereby less manageable by companies (Bowen & Blackmon, 2003). With many connections to the LGBT+ community, both researchers of this paper find personal motivation to research the invisible sources of diversity that is sexual orientation and gender identity. The study aims to research how these sources of diversity can become a larger part of the diversity and inclusion discourse, and eventually be translated into HR policies and practices that can be implemented in Danish organisations. P a g e 6 | 114 Reach As sexual orientation and gender identity are one of the least studied minority aspects in the workforce (Ozeren, 2014), a focal point of this thesis will be to explore the personal experiences of people from the LGBT+ community working in the Danish Labour market. Even though regulations and protective measures for LGBT+ workplace rights have been developed (Employment Equality Directive 2000/78), LGBT+ employees might face subtle forms of discrimination, for instance, verbal harassment, jokes, and degradation rather than direct homophobic treatment (Ozeren, 2014).
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