Seiler-Ramadas Radhika, Markovic Lovro, Staras Chase, Medina Laura Llop, Perak Jelena, Carmichael Christina, Horvat Matej, Bajkusa Mario, Baros Sladjana, Smith Lee, McDermott Daragh T, Grabovac Igor
Department of Social and Preventive Medicine, Center for Public Health, Medical University of Vienna, Vienna, Austria.
School of Psychology & Sport Science, Anglia Ruskin University, Cambridge, UK.
Sex Res Social Policy. 2022;19(4):1452-1472. doi: 10.1007/s13178-021-00644-0. Epub 2021 Sep 30.
In Europe, young sexual and gender minority (SGM) people continue to face discrimination in the labour sector despite advances in legislation towards their acceptance and equal treatment. Non-discrimination policy strategies helping SGM individuals are not equally enforced in all contexts, making it difficult for many SGM individuals to disclose their identity, hence undermining their health and well-being.
Qualitative semi-structured interviews were conducted between October 2020 and February 2021 with 55 SGM youth (18-27 years) having work experience from Austria, Croatia, Serbia, Slovakia, Spain and the UK.
From the analysis, three overarching themes were significant: (1) societal discrimination played a major role in sociocultural factors and policy considerations, (2) workplace discrimination had distinct factors and impacts on SGM individuals and (3) SGM inclusion should use strategies to ensure workplace diversity and equality.
SGM individuals from contexts of poor acceptance tended to hide their identity in the workplace, while transgender and non-binary individuals were prone to experience force-disclosure and discrimination in all aspects of employment. There is a lack of resolute reaction from policy makers in managing problems faced by SGM people in workplaces. New laws improving the status of SGM people need to be further adopted, staff training should be implemented, and managers are crucial in achieving an inclusive climate in the workplace.Policy ImplicationsIt is essential to implement policies on how to effectively handle problems faced by sexual and gender minority people in the workplace.
在欧洲，尽管在立法方面朝着接纳和公平对待年轻的性取向和性别认同少数群体（SGM）取得了进展，但他们在劳动力市场上仍继续面临歧视。帮助SGM个体的非歧视政策策略在所有情况下并未得到同等执行，这使得许多SGM个体难以公开自己的身份，从而损害了他们的健康和福祉。
2020年10月至2021年2月期间，对来自奥地利、克罗地亚、塞尔维亚、斯洛伐克、西班牙和英国的55名有工作经验的18至27岁SGM青年进行了定性半结构化访谈。
通过分析，三个总体主题显著：（1）社会歧视在社会文化因素和政策考量中起主要作用；（2）职场歧视对SGM个体有不同的因素和影响；（3）包容SGM应采用策略以确保职场多样性和平等。
在接纳度较低环境中的SGM个体往往在工作场所隐藏自己的身份，而跨性别者和非二元性别者在就业的各个方面容易遭遇被迫公开身份和歧视。政策制定者在处理SGM人群在工作场所面临的问题时缺乏坚决的反应。需要进一步通过改善SGM人群地位的新法律，应开展员工培训，管理者对于在工作场所营造包容氛围至关重要。
政策启示
必须实施关于如何有效处理性取向和性别认同少数群体在工作场所面临问题的政策。
