Reddy-Best Kelly L
a Department of Apparel, Events, and Hospitality Management , Iowa State University , Ames , Iowa , USA.
J Homosex. 2018;65(5):615-639. doi: 10.1080/00918369.2017.1328225. Epub 2017 Jun 30.
The purpose of this study was to explore LGBTQ women's experiences with unwritten or formal dress codes at work. I asked: What are LGBTQ women's experiences in the workplace with appearance management, and what are LGBTQ women's experiences navigating the written and unwritten dress codes in the workplace? To answer the research question, interviews were conducted with 24 self-identifying LGBTQ women. Six key themes emerged from the data. Themes included (1) expressed sexual identity in appearance, (2) unwritten dress codes in work environments did not always allow for expression of sexual identity in appearance, (3) motivations for pressure or desire to conceal expression of sexual identity in appearance at work, (4) negotiations of revealing or concealing sexual identity in appearance in the workplace impacted levels of comfort and confidence, (5) verbal and nonverbal negative experiences related to appearance at work, and (6) received compliments about appearance at work.
本研究的目的是探讨女同性恋、男同性恋、双性恋和跨性别者（LGBTQ）群体中的女性在工作中面对不成文或正式着装规范的经历。我提出了以下问题：LGBTQ群体中的女性在工作场所进行外表管理时有哪些经历？她们在应对工作场所的成文和不成文着装规范时有哪些经历？为了回答这个研究问题，我们对24名自我认定为LGBTQ群体的女性进行了访谈。数据中出现了六个关键主题。这些主题包括：（1）在外表上表达性取向身份；（2）工作环境中的不成文着装规范并不总是允许在外表上表达性取向身份；（3）在工作中对外表上表达性取向身份施加压力或有隐藏欲望的动机；（4）在工作场所就外表上透露或隐藏性取向身份进行的协商影响了舒适感和自信心的程度；（5）在工作中与外表相关的言语和非言语负面经历；（6）在工作中收到的关于外表的赞美。
