Workplace Sexual Harassment and Economic Abuse Affecting LGBTQIA+ Employees

By Alyssa Garagiola, Training and Engagement Policy Advocate

Workplace sexual harassment and sexual assault against LGBTQIA+ employees is pervasive, in part because of social norms which assume that heterosexism is the norm (Resnick & Galupo, 2019). Heterosexism can be understood as oppressing people who identify as LGBTQIA+ due to the belief that romantic relationships between a male-identifying individual and a female-identifying individual are the only accepted forms of romantic engagement, and that any other form is “abnormal” or “unacceptable” by societal standards (Anti-Defamation League, 2023). Heterosexism is a risk factor for sexual violence because it supports social norms that promote an acceptance of gender inequity in workplace culture and policies (CDC, 2022). This is especially problematic because studies show a correlation between sex- and gender-based discrimination and health problems for those impacted (National Center for Chronic Disease Prevention and Health Promotion, 2023). Additionally, heterosexism may manifest in the workplace as sexual harassment in ways such as subtle or overt microaggressions against LGBTQIA+ employees (Resnick & Galupo, 2019).

There are three forms of microaggressions: micro-assaults, micro-insults, and microinvalidations (Galupo & Resnick, 2016).

• Micro-assaults include purposeful verbal or nonverbal insults which are intended to hurt the victim (Galupo & Resnick, 2016). For example, using a derogatory name to refer to a coworker would be a micro assault (Galupo & Resnick, 2016).
• Micro-insults are often unconscious forms of communication or actions which convey rudeness or insensitivity (Nadal, 2023), and demean a person’s identity (Galupo & Resnick, 2016). For instance, a group of coworkers are talking about sports, and one coworker states that their colleague “couldn’t possibly like sports” because “all gay men are feminine” (Nadal et al., 2016). In this case, the offending coworker may say their intention was not to be harmful; nevertheless, their assumption was hurtful to their gay coworker, making it a micro-insult (Nadal et al., 2016).
• Microinvalidations include a coworker or employer’s unconscious communications (Nadal, 2023) with a LGBTQIA+ employee which invalidate the LGBTQIA+ employee’s thoughts, feelings, or experiences regarding their sexual orientation or gender identity (Galupo & Resnick, 2016). For example, an employee self-discloses their sexual orientation to their coworker and the coworker responds with shock, saying the LGBTQIA+ employee does not “look gay” (Galupo & Resnick, 2016), invalidating the LGBTQIA+ employee’s identity.

Ultimately, microaggressions affect the economic well-being of LGBTQIA+ employees who are targeted, as demonstrated by a 2021 report on LGBTQIA+ employees’ experiences with workplace sexual harassment (Sears et al., 2021). In this report, 45.5 percent of LGBTQIA+ employees reported that they had been terminated, not hired, or harassed due to their LGBTQIA+ identity (Sears et al., 2021). More specifically, 11.3 percent of LGBTQIA+ employees of color reported being terminated or not hired due to their identities (Sears et al., 2021). 67.5 percent of LGBTQIA+ employees reported a work environment in which negative comments about LGBTQIA+ people were tolerated (Sears et al., 2021).

Additionally, the 2015 US Transgender Survey highlighted that 23 percent of Maryland survey respondents reported workplace maltreatment such as being forced to dress in a way that did not align with their gender identity or gender expression, as well as being forced to use a public restroom that did not align with their identity (National Center for Transgender Equality [NCTE], 2017). In fact, 34 percent of MD respondents reported limiting their food and beverage intake to reduce the number of times they would need to use the restroom at work so they could avoid identity-related confrontations (NCTE, 2017).

Moreover, 29 percent of Transgender survey respondents across the US reported living in poverty, with 15 percent reporting unemployment (James et al., 2016). In a study conducted by the Human Rights Campaign (HRC), analyzing wage disparities among LGBTQIA+ employees, it was discovered that full-time LGBTQIA+ employees earn 90 cents for every dollar that a full-time, cisgender, heterosexual employee makes (HRC, n.d.). This data is significant because studies show that higher rates of poverty and unemployment lead to a greater likelihood of experiencing food and housing insecurity (HRC, n.d.), and housing insecurity is a risk factor for sexual assault (NSVRC & Safe Housing Partnerships, 2020). These economic hardships are additionally problematic for LGBTQIA+ employees who are experiencing economic abuse, stemming from intimate partner sexual violence, because a survivor may be more likely to stay with their abusive partner due to an inability to afford financial stability (National Network to End Domestic Violence, 2019).

Overall, workplace sexual harassment and sexual assault harm both the person being targeted, as well as everyone with which the targeted employee interacts (Galupo & Resnick, 2016). One study showed that hostile work environments impacted all employees’ perceptions about the inclusivity and safety of the workplace, leading to a decrease in employee job satisfaction and productivity (Resnick & Galupo, 2019, as cited in McKay, 2007). On an individual level, this study found correlations between an overexposure to stress due to workplace sexual harassment victimization, and experiences of depression, heart disease, and other negative health outcomes (McLaughlin & Thomas, 2020).

In sum, workplace sexual harassment and sexual assault are risk factors for sexual violence perpetration (Division of Violence Prevention, NCIPC, 2022); however, employers and employees can take steps to promote a safe, supportive, and inclusive work environment that does not tolerate workplace sexual harassment (Basile et al., 2016). The HRC developed an employer toolkit to guide employers in evaluations of their workplace. Additionally, employers can use Out & Equal Workplace Advocates’ employer toolkit to guide conversations about inclusive workplace policies. Coworkers can work together to cultivate an inclusive culture by upstanding against forms of sexual harassment for which they are aware (American Psychological Association, 2023). LGBTQIA+ employees may benefit from the HRC’s WorthIt digital wellness platform which aims to help LGBTQIA+ employees improve their economic health and well-being. Finally, if anyone experiences workplace sexual harassment or sexual assault, and needs legal assistance, they can reach out to either MCASA’s Sexual Assault Legal Institute, or FreeState Justice, the only statewide LGBTQ+ advocacy organization in the country that combines direct legal services and policy advocacy to serve the needs of LGBTQ+ communities.

Workplace sexual harassment and sexual assault are preventable through collective action (Division of Violence Prevention, NCIPC, 2022). What actions are you taking to protect and empower yourself and others in your workplace?

References:

American Psychological Association. (2023). Bystander Intervention tip sheet. https://www.apa.org/pi/health-equity/bystander-intervention

Anti-Defamation League. (2023). What is heterosexism and what can I do about it? Tools and Strategies. https://www.adl.org/resources/tools-and-strategies/what-heterosexism-and-what-can-i-do-about-it

Basile, K. C., DeGue, S., Jones, K., Freire, K., Dills, J., Smith, S. G., Raiford, J. L. (2016). STOP SV: A technical package to prevent sexual violence. Division of Violence Prevention, National Center for Injury Prevention and Control (NCIPC), Centers for Disease Control and Prevention (CDC). https://www.cdc.gov/violenceprevention/pdf/sv-prevention-technical-package.pdf

CDC. (2022, June 22). Fast facts: Preventing sexual violence. https://www.cdc.gov/violenceprevention/sexualviolence/fastfact.html

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Human Rights Campaign (HRC). (n.d.). Understanding poverty in the LGBTQ+ community.  Resources. https://www.hrc.org/resources/understanding-poverty-in-the-lgbtq-community

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HRC. (n.d.). WorthIt: HRC’s LGBTQ+ financial wellness platform. Resources. https://www.hrc.org/resources/worthit-hrcs-lgbtq-financial-wellness-platform

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