Department of Humanities, University of Naples Federico II, Via Porta di Massa 1, 80133 Naples, Italy.
Department of Research and Humanistic Innovation, University of Bari Aldo Moro, Piazza Umberto I, 70121 Bari, Italy.
Int J Environ Res Public Health. 2024 Oct 14;21(10):1355. doi: 10.3390/ijerph21101355.
Despite an increase in the promotion of equal opportunities at work, there is still persistent discrimination against lesbian and gay (LG) workers. In this vein, this study aimed to systematically review the research investigating the peculiarities of the work experience of LG people, particularly considering the theoretical frameworks in the approach to sexual minorities' work-related issues, as well as individual and contextual variables influencing the work experience and the impact they may have on health and well-being. We explored the PsycArticles, EMBASE, Scopus, and Web of Science electronic databases and the EBSCOHost (PsycInfo, Psychology and Behavioral Sciences Collection) scholarly search engine, between 01/01/2013 to 01/03/2023, with regards to the search terms "lgb*", "gay*", "lesbian*", "homosexual*", and "sexual minorit*", associated with "employee*", "personnel", "worker*", and "staff", and with "workplace", "work", "job", "occupation", "employment", and "career". Data were narratively synthesized and critically discussed. Of the 1584 potentially eligible articles, 140 papers contributed to this systematic review. Five main theoretical frameworks were identified: (a) minority stress, (b) sexual prejudice and stigma, (c) queer and Foucauldian paradigms, (d) social identity theories, and (e) intersectionality. Furthermore, significant individual (e.g., outness, disclosure, and work-family conflict) and contextual (e.g., heterosexist and heteronormative workplace climate and culture) variables influencing LG people's work experience were identified. This review highlights the need to develop a unified theoretical model for the construction of specific measurement tools to assess the work experience of LG people and for the implementation of interventions aimed at minimizing the effects of stigma in work contexts.
尽管在工作中促进平等机会的举措有所增加，但对女同性恋、男同性恋和双性恋（LG）员工的持续歧视依然存在。有鉴于此，本研究旨在系统地回顾调查 LG 人群工作经历特殊性的研究，尤其考虑到处理少数群体工作相关问题的理论框架，以及影响工作经历的个体和情境变量，以及它们对健康和幸福感的可能影响。我们在 2013 年 1 月 1 日至 2023 年 1 月 3 日期间，通过 PsycArticles、EMBASE、Scopus 和 Web of Science 电子数据库以及 EBSCOHost（PsycInfo、心理学和行为科学数据库）学术搜索引擎，检索了“lgb*”、“gay*”、“lesbian*”、“homosexual*”和“sexual minorit*”等与“employee*”、“personnel”、“worker*”和“staff”以及“workplace”、“work”、“job”、“occupation”、“employment”和“career”相关的搜索词，对 1584 篇可能符合条件的文章进行了筛选，其中 140 篇文章为本次系统综述做出了贡献。确定了五个主要的理论框架：（a）少数群体压力，（b）性偏见和污名，（c）酷儿和福柯范式，（d）社会认同理论，和（e）交叉性。此外，还确定了影响 LG 人群工作经历的重要个体（如公开性、披露和工作-家庭冲突）和情境（如异性恋至上和异性恋规范的工作环境和文化）变量。本综述强调需要制定一个统一的理论模型，以构建具体的衡量工具，评估 LG 人群的工作经历，并实施旨在最大限度减少工作环境中污名影响的干预措施。
