Abstract
Gender discrimination in the workplace is a serious occupational health concern for people of diverse genders, sexualities, and variations in sex characteristics. Workplace discrimination among Lesbian, Gay, Bisexual, Transgender, Queer, Questioning, Intersex, and Asexual + (LGBTQIA+) in the university setting continues to persist (Corpuz, 2023a). While the university workplace should be safe for all persons, LGBTQIA+ often face various forms of bullying in the workplace. Gender-based discrimination intersects with other factors of discrimination, such as ethnicity, socioeconomic status, disability, age, geographic location, gender identity and sexual orientation, among others (World Health Organization [WHO], 2022). All workers have the right to a safe and healthy environment at work (WHO, 2022). This paper discusses the issue of gender discrimination and its effects on the mental health of university employees.
Despite these reported negative effects, workplace sexual harassment and violence have been understudied worldwide. In the United States alone, more than 8 million workers identify as LGBTQIA+ (Sears et al., 2021). Of the 935 LGBT adults, 40% of LGBT workers (45.5%) reported experiencing unfair treatment at work. LGBTQIA+ discrimination includes but is not limited to being fired or not being hired, being a contractual worker for excessive years of service to the department, unfair treatment based on their sexual orientation and gender identity, not being promoted, not receiving bonuses raises, being treated differently than those with different-sex partners, having their schedules changed or reduced, and being excluded from company events (Sears et al., 2021). Fifty-seven percent (57.0%) of LGBTQIA+ employees who experienced discrimination or harassment at work reported that their employer or co-workers did or said something to indicate that the unfair treatment that they experienced was motivated by religious beliefs. Nearly two-thirds (63.5%) of LGBTQIA+ employees of color said that religion was a motivating factor in their experiences of workplace discrimination compared to 49.4% of white LGBTQIA+ employees.
Workplace discrimination against LGBTQIA+ people has been found to negatively impact employees’ health and well-being and to reduce job commitment and satisfaction. Being subjected to workplace discrimination has been associated with decreased self-confidence and increased stress, fatigue, sleeping problems, anxiety, depression, and suicidal ideation (Raj et al., 2020). A study by Raj et al. (2020) assessed the associations between gender parity at work and workplace sexual harassment. Normative changes are needed to address workplace sexual harassment (Raj et al., 2020). As reported by Gilbert et al. (2023), the mental health/well-being of university personnel and healthcare workers must be protected. One can learn from a recent Current Topics published by Rosemberg and McPhaul (2023) concerning the mental health workplace. They summarized the new U.S. Surgeon General’s Framework for Workplace Mental Health & Well-Being (Office of the U.S. Surgeon General, 2022) emphasizes that workplace mental health and well-being is a critical priority for occupational health.
Workplace discrimination can occur everywhere and LGBTQIA+ and minorities often experience challenges due to the intersectionality of their identities. Discrimination, social stigma, and limited access to healthcare contribute to the disproportionate prevalence of mental health among LGBTQIA+ individuals (Corpuz, 2023a). To address the effects of discrimination among LGBTQIA+’s mental health, an inclusive praxis is necessary (Corpuz, 2023b). First, there is a need for culturally competent preparation for mental health service providers. Their training should focus on fostering an understanding of intersectionality, promoting empathy, and challenging internal biases to ensure inclusive care for all. Second, it is critical to understand the Sexual Orientation, Gender Identity, Gender Expression, and Sex Characteristics (SOGIESC) of the workers to provide a more inclusive workplace in the university. Third, there is a need to increase access to mental health resources and activities to cater to the needs of professors, university administrators, and personnel. Relevant principles, objectives, and implementation strategies are needed to enable good mental health in the workplace (WHO, 2022). This can be achieved through targeted funding for community-based organizations, mental health clinics, and outreach programs specifically tailored to the needs of these populations. Finally, the WHO (2022) recommends employers do this by implementing organizational interventions that directly target working conditions and environments. Aside from the faculty manual, schools should be updated about domestic laws that criminalize anyone who will discriminate against an employee in the workplace. In the Philippines, the Republic Act No. 11313 or The Safe Spaces Act covers all forms of gender-based sexual harassment committed in public spaces, educational or training institutions, workplace, and online space. Creating safe and inclusive spaces within communities can significantly contribute to the mental well-being of LGBTQIA+ employees (Corpuz, 2023b).
It is essential that all stakeholders (professors, administrators, and personnel) develop a culture of respect in the university workplace. The use of inclusive language and interpersonal dialogue in the workplace can create safe spaces for all (Corpuz, 2023a). Further research is still needed to develop tools that will help university administrators to improve the occupational wellness of LGBTQIA+ people in the university workplace. University administrators and leaders can also consider Asset-Based Community Development to address issues like racial injustice, LGBTQ+ inequities, and other determinants of health to support worker well-being and foster connection in the broader community (Office of the U.S. Surgeon General, 2022) while improving the quality of teaching, research, and community service of LGBTQIA+ workers in the university workplace.
