LGBTQIA+ inclusive workplace climate in Portugal: Sexual minorities employees’ perspectives

Iara Teixeira; Felipe Alckmin-Carvalho; Henrique Pereira

doi:10.31211/rpics.2025.11.2.406

Autores

Iara Teixeira Universidade da Beira Interior https://orcid.org/0000-0001-7931-4237
Felipe Alckmin-Carvalho Universidade do Minho https://orcid.org/0000-0002-0203-2650
Henrique Pereira Universidade da Beira Interior https://orcid.org/0000-0001-9448-682X

DOI:

https://doi.org/10.31211/rpics.2025.11.2.406

Palavras-chave:

Apoio do supervisor, Clima organizacional inclusivo, Discriminação percebida, Minorias sexuais e de género, Pessoas LGBTQIA , Revelação da identidade sexual

Resumo

Contexto: Apesar dos esforços crescentes para promover a diversidade no local de trabalho, muitos trabalhadores LGBTQIA+ continuam a enfrentar discriminação, exclusão e dificuldade em expressar plenamente as suas identidades no contexto laboral. A literatura indica que as perceções de um clima organizacional inclusivo estão estreitamente associadas ao bem-estar, satisfação profissional e envolvimento das pessoas LGBTQIA+ no trabalho. Objetivo: Examinar as perceções do clima organizacional inclusivo para pessoas LGBTQIA+ entre trabalhadores cisgénero pertencentes a minorias sexuais em Portugal e testar as suas associações com a discriminação autorrelatada. Métodos: Setenta e nove participantes cisgénero não heterossexuais (M_idade 31,59, DP = 10,13) completaram um questionário de avaliação do clima organizacional inclusivo para pessoas LGBT e um questionário sociodemográfico, num inquérito online de natureza transversal. Os dados foram analisados recorrendo a estatísticas descritivas, correlações de postos de Spearman, teste U de Mann-Whitney, regressão hierárquica e análise de moderação baseada na regressão. Resultados: Os participantes indicaram que as suas organizações dispunham frequentemente de políticas formais de inclusão LGBTQIA+, embora estas fossem muitas vezes percecionadas como apenas parcialmente implementadas ou de forma inconsistente. Foram reportadas experiências de discriminação, sendo que as mulheres percecionaram menos discriminação e indicaram maior abertura relativamente às suas identidades. O suporte percecionado por parte de supervisores e colegas associou-se fortemente a um clima menos discriminatório, e a divulgação/assunção da identidade (outness) associou-se positivamente a perceções de um clima organizacional inclusivo. A análise de moderação indicou que a interação entre suporte do supervisor e divulgação não foi significativa; em vez disso, o suporte do supervisor previu níveis mais baixos de discriminação de forma consistente em todos os níveis de divulgação. Conclusões: Esses resultados destacam o papel crítico da cultura organizacional e dos mecanismos de suporte na promoção de um clima inclusivo para indivíduos LGBTQIA+ no contexto laboral.

Downloads

Não há dados estatísticos.

Referências

Anderson, M. Z., Croteau, J. M., Chung, Y. B., & DiStefano, T. M. (2001). Developing an assessment of sexual identity management for lesbian and gay workers. Journal of Career Assessment, 9(3), 243–260. https://doi.org/fp7zq9

Baptista, J., & Costa, D. (2024). Insights from Portuguese LGBTQ+ associations on trans population’s professional integration. Social Sciences, 13(7), Article 386. https://doi.org/pk9m

Cabral, J., & Pinto, T. (2023). Gender, shame, and social support in LGBTQI+ exposed to discrimination: A model for understanding the impact on mental health. Social Sciences, 12(9), Article 454. https://doi.org/pk9n

Carreiro, S. J. C. (2014). Measuring workplace climate for LGBT people: Antecedents and outcomes of an LGBT-inclusive workplace climate (Master’s thesis, ISCTE Business School, Lisbon, Portugal). http://bit.ly/4mrntc3

Chowdhury, M., & Brooks, T. (2024). The comparative inclusion and acceptance of LGBT+ people in the UK construction industry. Proceedings of the Institution of Civil Engineers – Management, Procurement and Law, 178(2), 41–49. https://doi.org/pk9p

Cohen, J. (1988). Statistical power analysis for the behavioral sciences (2nd ed.). Lawrence Erlbaum Associates.

Cruz-Zuniga, N., Castillo, M. A., Armendáriz-García, N., & Lima Rodríguez, J. (2022). Clima laboral, estrés laboral y consumo de alcohol en trabajadores de la industria: Una revisión sistemática. Revista Española de Salud Pública, Article 95. https://bit.ly/4m9Dt1W

Cupach, W. R., & Imahori, T. T. (1993). Identity management theory: Communication competence in intercultural episodes and relationships. In R. L. Wiseman & J. Koester (Eds.), Intercultural communication competence (Vol. 112, pp. 131–149). Sage.

Dagar, R., & Shrotiya, K. (2025). The inclusion imperative: Building LGBTI-friendly work environments. Research Review International Journal of Multidisciplinary, 10(1), 76–95. https://doi.org/pk9q

Dawis, R. V., & Lofquist, L. H. (1984). A psychological theory of work adjustment: An individual-differences model and its applications. University of Minnesota Press.

Della Torre, R., & Pereira, H. (2024). Lived experiences of sexual minorities in their achievement of leadership and psychosocial well-being in organizational settings. Humanities and Social Sciences Communications, 11, 1–17. https://doi.org/pk9r

Dutta, D., & Srinivasan, V. (2024). Inclusion for LGBTQ talent: A practice theory approach. Equality, Diversity and Inclusion, 43(7), 1093–1118. https://doi.org/pk9s

Eisenberger, R., Huntington, R., Hutchison, S., & Sowa, D. (1986). Perceived organizational support. Journal of Applied Psychology, 71(3), 500–507. https://doi.org/bmzkg6

Ellsworth, D., Mendy, A., & Sullivan, G. (2020). How the LGBTQ+ community fares in the workplace. McKinsey & Company. https://bit.ly/3GPbLHD

Faul, F., Erdfelder, E., Buchner, A., & Lang, A.-G. (2009). Statistical power analyses using G*Power 3.1: Tests for correlation and regression analyses. Behavior Research Methods, 41(4), 1149–1160. https://doi.org/b22kn7

Fletcher, L., & Everly, B. A. (2021). Perceived lesbian, gay, bisexual, and transgender (LGBT) supportive practices and the life satisfaction of LGBT employees: The roles of disclosure, authenticity at work, and identity centrality. Journal of Occupational and Organizational Psychology, 94(3), 485–508. https://doi.org/gm529g

Foster, B. P., Manikas, A. S., & Preece, D. C. (2020). LGBTQ workplace inclusion before and after Obergefell v. Hodges: Association with Tobin’s Q and ROA. Journal of Accounting, Ethics & Public Policy, 21(4), 481–510. https://doi.org/pk9t

Gosar, C. (2023). Impact of LGBT-supportive workplace policies on productivity. MET Management Review, 10(2), 84–91. https://doi.org/pk9v

Hayes, A. F. (2022). Introduction to mediation, moderation, and conditional process analysis: A regression-based approach (3rd ed.). The Guilford Press.

Hudson, K. D., & Bruce-Miller, V. (2022). Nonclinical best practices for creating LGBTQ-inclusive care environments: A scoping review of gray literature. Journal of Gay & Lesbian Social Services, 35(2), 218–240. https://doi.org/pk9w

Hur, H. (2020). The role of inclusive work environment practices in promoting LGBT employee job satisfaction and commitment. Public Money & Management, 40(6), 426–436. https://doi.org/gh44kh

Lardier, D. T., Opara, I., Brammer, M. K., Pinto, S. A., Garcia-Reid, P., & Reid, R. J. (2020). Psychological sense of community, community civic participation, and ethnic identity on social justice orientation and psychological empowerment between LGBQ and non-LGBQ youth of color. Journal of LGBT Youth, 20(1), 1–32. https://doi.org/pk9x

Lathabhavan, R., & Mishra, N. (2024). LGBTQ inclusion in the workplace: Examining the roles of climate, leadership, and psychological empowerment. Social Responsibility Journal, 20(8), 1891–1908. https://doi.org/pk9z

Le, H., Johnson, C. P., & Fujimoto, Y. (2020). Organizational justice and climate for inclusion. Personnel Review, 50(1), 1–20. https://doi.org/ghvdt6

Liddle, B. J., Luzzo, D. A., Hauenstein, A. L., & Schuck, K. (2004). Construction and validation of the lesbian, gay, bisexual, and transgendered climate inventory. Journal of Career Assessment, 12(1), 33–50. https://doi.org/bs8rg9

Maji, S., Yadav, N., & Gupta, P. (2023). LGBTQ+ in workplace: A systematic review and reconsideration. Equality, Diversity and Inclusion, 43(3), 313–360. https://doi.org/pk93

Markovic, L., Schönherr, D., Zandonella, M., Gil-Salmeron, A., Smith, L., McDermott, D., Yang, L., Dorner, T. E., Mües, H., & Grabovac, I. (2022). Associations between workplace characteristics and “outness” in LGBTI workers in Austria. Occupational and Environmental Medicine, 79(1), 10–16. https://doi.org/pk94

Mathew, J., & Selvi, U. (2007). Importance of organisational climate in contemporary management. Journal of Business Management, 6(2), 61–74. https://doi.org/pk95

Meyer, I. H. (1995). Minority stress and mental health in gay men. Journal of Health and Social Behavior, 36(1), 38–56. https://doi.org/b52m28

Mills, S., & Oswin, N. (2024). Finding work in the age of LGBTQ+ equalities: Labor market experiences of queer and trans workers in deindustrializing cities. Economic Geography, 100(2), 170–190. https://doi.org/gt6hbw

Ng, W. Z., Yang, D. W. J., Sim, D., Ubalde, J., Conron, K. J., & Tan, R. (2024). Discrimination and harassment in the workplace: The lived experiences of Singaporean LGBTQ+ individuals. Diversity & Inclusion Research, 2(1), Article e70009. https://doi.org/pk96

Nowack, V., & Donahue, J. J. (2019). Outcomes associated with employee and organisational LGBT value discrepancies. Psychology & Sexuality, 11(1–2), 32–44. https://doi.org/ghvdp9

Oliveira, A., Pereira, H., & Alckmin-Carvalho, F. (2024). Occupational health, psychosocial risks and prevention factors in lesbian, gay, bisexual, trans, queer, intersex, asexual, and other populations: A narrative review. Societies, 14(4), Article 136. https://doi.org/pk97

Oliveira, A., Teixeira, I., Alckmin-Carvalho, F., & Pereira, H. (2025). Psychosocial determinants of occupational health through the lenses of gender identity and sexual orientation. Behavioral Sciences, 15(6), Article 234. https://doi.org/pk98

Opall, B. S. (2021). Motives in creating an LGBTQ inclusive work environment: A case study. Qualitative Research in Organizations and Management, 16(2), 237–260. https://doi.org/gkfhdd

Reetu, Yadav, A., & Redhu, K. (2020). Organizational climate and organizational effectiveness relationship: Mediating role of job satisfaction. International Journal of Advanced Science and Technology, 29(5), 2970–2982. https://bit.ly/4iX1XZB

Rivero-Díaz, M. L., Agulló-Tomás, E., & Llosa, J. A. (2020). Adaptation and validation of the LGBTCI to the Spanish LGBT working population. Journal of Career Assessment, 29(3), 422–441. https://doi.org/ghvdt9

Roberge, M. É., Xu, Q. J., Aydin, A. L., & Huang, W. R. (2021). An inclusive organizational climate: Conceptualization, antecedents, and multi-level consequences. American Journal of Management, 21(1), 1–15. http://bit.ly/3GMAsVe

Saleiro, S. P. (2021). The Portuguese rainbow: LGBTQI+ rights and experiences. Portuguese Journal of Social Science, 20(1), 111–116. https://doi.org/pk99

Sheridan, D., Zolobczuk, J. M., Huynh, K., & Lee, D. L. (2017). Workplace harassment and attitudes towards LGBT people: Differences across human service occupations in South Florida. Florida Public Health Review, 14(1), 1–12. https://bit.ly/3GLI0rg

Sibande, X., & Gobind, J. (2024, April). Diversity and inclusion in the South African telecommunications industry: An LGBTQIA+ employee perspective. In Proceedings of the International Conference on Gender Research (pp. 466–471). Academic Conferences International Limited. https://doi.org/pmbd

Theriault, D. (2017). Implementation of promising practices for LGBTQ inclusion: A multilevel process. Journal of Park and Recreation Administration, 35(2), 123–135. https://doi.org/d467

Ueno, K., Jackson, T. M., Ingram, R., Grace, J., & Saras, E. D. (2020). Sexual minority young adults’ construction of workplace acceptance in the era of diversity and inclusion. Social Currents, 7(1), 91–108. https://doi.org/gnkc85

Waldo, C. R. (1999). Working in a majority context: A structural model of heterosexism as minority stress in the workplace. Journal of Counseling Psychology, 46(2), 218–232. https://doi.org/ffjqqw

Webster, J. R., Adams, G. A., Maranto, C. L., Sawyer, K. B., & Thoroughgood, C. N. (2018). Workplace contextual supports for LGBT employees: A review, meta‐analysis, and agenda for future research. Human Resource Management, 57(1), 193–210. https://doi.org/ghtjw8

World Medical Association. (2013). World Medical Association Declaration of Helsinki: Ethical principles for medical research involving human subjects. JAMA, 310(20), 2191–2194. https://doi.org/3cp

Yu, H., Ancheta, A. J., Flores, D., Bonett, S., Meanley, S., Choi, S. K., & Bauermeister, J. A. (2024). Nurse leaders’ recommendations for implementing LGBTQ+ inclusive practices in health systems. International Journal of Nursing Studies Advances, 7, Article 100262. https://doi.org/pmbc