Workplace Discrimination - Counseling Homosexuals - Research Paper Example

Introduction Lesbian and gay couples often face unique challenges attributable to workplace discrimination. Hegemonic heterosexist system in workplace promotes sexual prejudice against gay and lesbians. Discrimination is often based on personal qualities unrelated to work performance. This is despite sufficient empirical evidence indicating no differences in measure of cognitive abilities between heterosexuals and homosexuals. Same-sex couples often face rejection, disparagement, and stigma by heterosexist system in workplace. Outcomes of one’s disclosure of sexual orientations in workplace are mixed. Sexual identity management in workplace is complex. Personal and career concerns for homosexuals should be integrated into career counseling. Effective career counseling employs holistic approach to client’s life complexities. Counselors need to understand concerns of minority clients, such as gay and lesbians. The paper will discuss forms of workplace discrimination. The paper will also present discussion of counseling strategies helpful in addressing concerns of nonheterosexuals. Forms of Workplace Discrimination against Gay and Lesbian Couples Discrimination based on sexual orientation is usually manifest during hiring, termination, rewards, bonuses, and other decisions by employers. Homosexual couples are faced with challenges of juggling their sexual orientation-related stigma, unique family structures, and ethnic and racial identity with their professional lives. Just like their heterosexual counterparts, dual-earner lesbian and gay couples undergo career challenges and relationship, including multitasking, time management, and labor division. Furthermore, these couples have to grapple with homophobic workplace, whether to reveal their relationships, how to characterize their relationship, how to introduce their partners, and how manage social events (O'Ryan & McFarland, 2010). According to Barusch (2012), gay and lesbian couples working as teachers, coaches, or counselors are more predisposed to employment discrimination. These couples often experience verbal harassment. Kopala and Keitel (2003) indicated that gay, lesbian, and bisexual couples are faced with career concerns, including identity formation, workplace climate and discrimination, management of sexual identity, measures from career professionals, career interests, and societal communication. Gender can be important variable of understanding career issues with regard to lesbian and bisexual women. Understanding unique career struggles that lesbian and bisexual women undergo are fundamental for effective career counseling. Same-sex couples have their mental health jeopardized by heterosexist system. Exposure to heterosexism poses as additional stressor when same-sex oriented individuals make crucial transition in life (Smith & Ingram, 2004). Perceptions of workplace heterosexism has close correlation with mental health of same-sex couples, with elevated levels of heterosexism relating to acute symptoms of depression and anxiety among same-sex couples. Support from co-workers is associated with greater career satisfaction among gay and lesbians (Goldberg & Smith, 2011). Homosexuals have to surmount intense pressure from sexist workplace. They are confronted with expectations of conformance to masculinity norms. According to Brewster, Velez, Moradi, and DeBlaere (2012), perception of employment discrimination by nonheterosexual individuals has correlation with lowered employment satisfaction, with psychological distress, symptoms of depression, and health-attributable problems increasing. Heterosexist and homophobic workplace environment may discourage nonheterosexuals from coming out. Concealing one’s sexual identity has underlain job dissatisfaction and elevated levels of work-attributable stress. Disclosure of one’s sexual orientation tends to increase job satisfaction. There is sufficient proof that those who disclose their sexual identity may undergo greater stress and deleterious effects than those concealing. Individual’s behavior in workplace may reveal one’s sexual orientation through affirmation of particular symbols or overtly speaking about same-sex intimate partners (Gedro, 2006). Counseling Gay, Lesbian and Bisexual Couples Capuzzi and Stauffer (2012) suggested need to overcome homophobia by counselors before addressing concerns of gay and lesbian couples. Sadly, research shows that majority of counselors are homophobic. Surmounting homophobia has proven difficult for most career counselors because nonheterosexuality violates their fundamental values and beliefs. In order to successfully juggle career with relationship, nonheterosexuals must deciding on time and place of coming out, create positive associations, shifting from seclusion to integration and consolidation. Gay and lesbian couples should gain assistance from counselors in establishing support networks and associations (Capuzzi & Stauffer, 2012). Diamant (1993) suggested that published, visually conspicuous policy within workplace condemning all forms of discrimination, may increase probability of openness. Non-heterosexual couples tend to regard employment as part of career course involving progressive responsibility, earnings, and power. Discrimination of these couples has immense repercussions, because it exerts substantial effects on their occupational development and decision-making. Career counseling is necessary for gay and lesbian couples because it can enhance their quality of life. Majority of gay and lesbian couples tend to acknowledge relationship interdependence and occupation in formation of identity. Counselors would need to procure adequate knowledge regarding specific needs of lesbian and gay couples in career development, including applying identity formation approach. Counselors must acknowledge and endeavor to improve identity formation of gay and lesbian couples. Counseling should consider dual-career concerns for both partners (O'Ryan & McFarland, 2010). Career counselors must understand process of sexual identity formation. This is essential in helping bisexual and lesbian couples in decision-making regarding presenting themselves in workplace in ways that address their concerns. Strategies for managing identity development are essential. Counselors need to be more sensitive to experiences and issues of career lesbian and gay couples. Knowledge of effects of career choice stereotypes and professional organizations for gay, lesbian, and bisexual couples is an important area that career counselors need to understand (Kopala & Keitel, 2003). According to American Psychological Association (2012), therapists need to understand diverse combination of contextual factors attributable to race, ethnicity, gender, social status, geographical location, disability, religious background, and culture. This enables response to different forms of stigma, coping mechanisms, and pressures. This would enable therapists to assess appropriate and effective interventions, and evaluation of results by clients. Therapists need to focus on raising clients’ sense of security and alleviating stress. They also need to develop clients’ individual and social resources, provide solutions to trauma, and empowering clients to cope with social discrimination and stigma when necessary (American Psychological Association, 2012). Conclusion To sum up, workplace is predominated with heterosexism and sexist ideologies. Gays, lesbians, and bisexual individuals are perceived as outcasts in workplaces. This is despite adequate research indicating that there are no differences in measurements of cognitive abilities between nonheterosexuals and heterosexuals. Effective career counselors use holistic approach to analyze client’s life complexities. There is great need to understand concerns of sexual minorities. References American Psychological Association. (2012). Guidelines for psychological practice with lesbian, gay, and bisexual clients. American Psychologist , 57 (1), 10-42. Barusch, A. S. (2012). Foundations of social policy: Social justice in human perspective. Belmont, CA: Brooks/Cole Cengage Learning. Brewster, M. E., Velez, B., Moradi, B., & DeBlaere, C. (2012). Transgender individuals’ workplace experiences: The applicability of sexual minority measures and models. Journal of Counseling Psychology , 59 (1), 60-70. Capuzzi, D., & Stauffer, M. D. (2012). Career counseling: Foundations, perspectives, and applications. New York, NY: Taylor & Francis Group. Diamant, L. (1993). Homosexual issues in the workplace. Washington, DC; London: Taylor & Francis. Gedro, J. (2006). Lesbians: Identifying, facing, and navigating the double bind of sexual orientation and gender in organizational settings. New Directions for Adult & Continuing Education (112), 41-50. Goldberg, A. E., & Smith, J. Z. (2011). Stigma, social context, and mental health: Lesbian and gay couples across the transition to adoptive parenthood. Journal of Counseling Psychology , 58 (1), 139-150. Kopala, M., & Keitel, M. A. (2003). Handbook of counseling women. Thousand Oaks, CA : Sage Publications . O'Ryan, L. W., & McFarland, W. P. (2010). A phenomenological exploration of the experiences of dual-career lesbian and gay couples. Journal of Counseling & Development , 88, 71-79. Smith, N. G., & Ingram, K. M. (2004). Workplace heterosexism and adjustment among lesbian, gay, and bisexual individuals: The Role of Unsupportive Social Interactions. Journal of Counseling Psychology , 51 (1), 57-67. Read More