Abstract
This dissertation examines the work lives of 32 gays and lesbians in Florida. It compares the experiences of Lesbian and Gay (LG) workers who are protected by non-discrimination laws and policies to those who are unprotected. Through in-depth interviews I explore the reasons that LG workers decide to conceal or reveal a homosexual identity at work, the importance of non-discrimination policies compared to workplace climate, and the social processes that promote acceptance in the workplace experienced by LG workers. In this dissertation I have illustrated the changing nature of the workplace by examining the experiences of LG workers in a climate where workplace rights have begun to enter the public discourse, and public opinion appears to be shifting away from condemnation toward acceptance. I have found that LG workers are active agents in this change, by coming out at work, voicing their needs and discussing their lives openly and honestly. This dissertation has three main findings. First, my findings suggest that LG workers choose to come out at work for many reasons, including the desire to be themselves at work, to enact social change, because they feel they cannot hide their sexual orientation or because a specific event prompts them to identify as gay or lesbian. Second, for LG workers in this study who are employed in gay-friendly environments, workplace climate is more important than having formal protections. For unprotected workers in gay-unfriendly workplaces, non-discrimination protection trumps climate. Third, many LG workers promote acceptance in the workplace via interaction. In this dissertation I identified four social processes through which acceptance is promoted through interaction in the workplace: inclusion, subordinate vocalization, boundary deconstruction, and emotional management. The findings of this dissertation illustrate that acceptance is being promoted in the workplace, but equality can only be created when all workers are formally protected from discrimination.
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