Most American adults spend the majority of their waking hours at work. Therefore, it’s understandable that the people they work with may feel like friends and family.
Not everyone has such a welcoming environment. For some people, workdays are filled with microaggressions from co-workers. For people with a sexual orientation other than heterosexual, it can be a daily occurrence.
What is sexual orientation discrimination?
Discrimination occurs whenever employees are mistreated due to some perceived difference, in this case, sexual orientation. Sexual discrimination is prohibited per Title VII of the Civil Rights Act of 1964, and in 2020, the U.S. Supreme Court expanded it to include sexual orientation.
Blatant acts, such as derogatory slurs, are easy to identify and address. It’s the subtle forms of discrimination that are hard to detect and may go unnoticed, but they leave lasting harm to targeted employees.
Common examples of these microaggressions include:
- The systematic exclusion of LGBTQIA+ employees from professional opportunities, such as being overlooked for leadership roles and being left out of important projects and social gatherings.
- Making assumptions about someone’s abilities or preferences based on their sexual orientation, like assuming that gay men aren’t “tough” or assigning creative tasks to LGBTQIA+ employees based on certain stereotypes.
- Dismissive comments such as referring to their same-sex partner as a “friend” or trivializing the struggles of the LGBTQIA+ community.
- Unequal policy application, including limited benefits for same-sex couples or questioning their request for parental leave.
- Lack of recognition, such as no mention of Pride events.
The consequences of subtle sexual orientation can adversely impact both employees and employers. An LGBTQIA+ employee may experience increased stress, anxiety and feelings of isolation. They often feel the need to hide their true selves at work, which can lead to decreased job satisfaction.
For the employer, such issues can lower workplace morale and damage the company’s reputation.
Employees experiencing sexual orientation discrimination need to understand they have legal rights, including the right to a safe and inclusive workplace. The first step is to address the issue with a supervisor or HR department. If the company fails to rectify the problem, the employee may want to seek legal representation.
