To begin with, it is important to consider that the term “sexual and gender minorities” (SGM) refers to people who are minoritised because of their sexual orientation, body or gender identity or expression that does not conform to cultural norms on sexuality and gender and who are therefore vulnerable to stigmatisation and discrimination. It concerns so-called lesbian, gay, bisexual and transgender/transsexual (LGBT) people. In the literature, there is a link between the mental health status of MSG and their experiences of discrimination, particularly in the workplace. The majority of these studies are conducted in Canada and the United States, while France has a few but seems to be less advanced in studying this topic.
In general the results of European surveys on discrimination of LGB employees show that discrimination and other forms of stigmatisation exist at work. However, the Labour Code lists sexual orientation as one of the twelve grounds for discrimination prohibited by law since 2001. Indeed, a study by Falcoz (2008) shows that 85% of LG participants have at least once experienced so-called implicit homophobia without explicitly mentioning their sexual orientation. This includes various behaviours carried out by peers such as: indifference, rejection, rumour, denigration, harassment. Furthermore, 40% said that they had been the victim of incidents with explicit mention of sexual orientation at least once. These include: jokes, insults, degradation, physical violence, threats to disclose one’s sexual orientation to others, blackmail or dismissal. In general, 40% of the participants had to deal with heterosexist remarks at least once in their current workplace, which related to: dress, hairstyle or accessories, body gestures and attitudes and their voice. With regard to the situation of transgender or transsexual people, a meta-analysis carried out by the US National Transgender Discrimination Survey reports the employment-related stigma experienced by this group: a majority of respondents report having experienced harassment or at least one direct form of mistreatment in the workplace. As a result, 47% have experienced at least one discriminatory situation such as being refused a promotion or even being refused a job. Furthermore, 44% consider themselves to be in a position that is under-qualified in relation to their qualifications. It should be noted that these results are even more important in the case of “non-whites”, which illustrates the multiplied impact of racism and transphobia.
Regarding the significant impacts observed on the mental health of these individuals, the studies come to include them in part when testing the psychometric validity of their measures. Take for example an early qualitative study linking lesbians’ psychological health and work experience by McDermott (2006). It turns out that in a work context that values heterosexuality, lesbian performance is defined as risk-taking that comes to constitute a significant psychological burden on a daily basis. Working class lesbians find themselves in more risky environments where the negotiation of their sexual identity becomes complex. This prevents expression and forces them to develop survival practices, such as presenting a false heterosexual facade that deteriorates their psychological health. In the Trans PULSE survey, the experience of transphobia in the workplace significantly increases the risk of depression. Many other factors related to discrimination in the workplace can have an influence on mental health, such as: coming out, since coming out may generate more satisfaction and less anxiety about work. The reaction of colleagues plays a mediating role in this relationship. In recent years, the concept of micro-aggression has emerged and plays a role in the current social context towards homosexual and transsexual people. They refer to verbal insults, intentional or unintentional affronts that share hostile, negative messages targeting specific individuals on the basis of their membership of a defined social group. This phenomenon corresponds to the new face of discrimination determined by political and public opinion changes that make open stigmatisation of LGBT persons less socially acceptable. These behaviours impact on the victims’ self-esteem, their sense of identity and the process of identity development.
In conclusion, the existence of gender discrimination in the context of work, and the impact that this can have on an individual’s mental and occupational wellbeing, must be taken into account so that we can be aware of it and act on it when it arises. All of this will help to encourage an inclusive environmental, social and working context to alleviate all of these deleterious effects of experienced and perceived discrimination.
The phenomena and studies described above can only encourage us, as psychological practitioners, to adopt so-called intersectional approaches that allow us to take into account the multiple facets of individuals that are likely to intervene in discriminatory behaviour and the repercussions on mental health. For example, the adoption of an anti-discrimination policy that clearly prohibits LGBT-phobic behaviour may be a good starting strategy for promoting the integration and psychological well-being at work of these individuals. Training on sexual and gender diversity can also be offered to educate all staff on these issues, which may not be part of the collective consciousness.
- Falcoz, C. (2008). Homophobie en entreprise. Paris : La Documentation Française Coll. “Études et Recherches – HALDE”.
- Geoffroy, M & Chamberland, L. (2015). Discrimination des minorités sexuelles et de genre au travail : quelles implications pour la santé mentale ? Santé mentale au Québec, 40(3), 145-172. https://doi.org/10.7202/1034916ar
- McDermott, E. (2006). Surviving in dangerous places : Lesbian identity performances in the workplace, social class and psychological Health. Feminism & Psychology, 16(2), 193-211. doi : 10.1177/0959-353506062977