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"Colgan, Fiona"
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Sexual orientation at work : contemporary issues and perspectives
\"Sexual Orientation at Work: Contemporary Issues and Perspectives brings together contemporary international research on sexual orientation and draws out its implications for lesbian, gay, bisexual, trans and heterosexual employees and managers. It provides new empirical and theoretical insights into sexual orientation employment discrimination and equality work in countries such as South Africa, Turkey, Australia, Austria, Canada, US and the UK. This book is novel in its focus on how sexual orientation intersects with other aspects of difference such as age, class, ethnicity and disability. It adopts new theoretical perspectives (e.g. queer theory) to analyze the rise of new 'gay-friendly' organizations, and examines important methodological issues in collecting socio-economic data about sexual minorities. Providing an accessible account of key issues and perspectives on sexual orientation in the workplace, Sexual Orientation at Work caters to a wide range of readers across business, feminist, and LGBT/Queer Studies fields\"-- Provided by publisher.
Book
Predator biomass and vegetation influence the coastal distribution of threespine stickleback morphotypes
Intraspecific niche differentiation can contribute to population persistence in changing environments. Following declines in large predatory fish, eutrophication, and climate change, there has been a major increase in the abundance of threespine stickleback (Gasterosteus aculeatus) in the Baltic Sea. Two morphotype groups with different levels of body armor—completely plated and incompletely plated—are common in coastal Baltic Sea habitats. The morphotypes are similar in shape, size, and other morphological characteristics and live as one apparently intermixed population. Variation in resource use between the groups could indicate a degree of niche segregation that could aid population persistence in the face of further environmental change. To assess whether morphotypes exhibit niche segregation associated with resource and/or habitat exploitation and predator avoidance, we conducted a field survey of stickleback morphotypes, and biotic and abiotic ecosystem structure, in two habitat types within shallow coastal bays in the Baltic Sea: deeper central waters and shallow near‐shore waters. In the deeper waters, the proportion of completely plated stickleback was greater in habitats with greater biomass of two piscivorous fish: perch (Perca fluviatilis) and pike (Esox lucius). In the shallow waters, the proportion of completely plated stickleback was greater in habitats with greater coverage of habitat‐forming vegetation. Our results suggest niche segregation between morphotypes, which may contribute to the continued success of stickleback in coastal Baltic Sea habitats. Following declines in large predatory fish, eutrophication, and climate change, there has been a major increase in the abundance of two morphotype groups of threespine stickleback (Gasterosteus aculeatus) in the Baltic Sea. In deeper coastal waters, the proportion of completely plated stickleback was greater in habitats with greater biomass of two piscivorous fish: perch (Perca fluviatilis) and pike (Esox lucius) and in shallow coastal waters. The proportion of completely plated stickleback was greater in habitats with greater percent coverage of habitat‐forming vegetation. Our results suggest niche segregation between morphotypes, which may contribute to the continued success of stickleback in coastal Baltic Sea habitats.
Journal Article
LGBTQ research in management and institutions: broadening the lens
In order to achieve these goals, the LGBTQ movement has established NGOs and forms of community/constituency within trade unions and company LGBTQ network groups (Hunt, 1999; Colgan and Ledwith, 2002, Colgan and McKearney, 2012; Kollen, 2016) and worked to affirm LGBTQ identit(ies) within institutions such as the family, education, work, law, state and religion (Scott, 2008; Healy et al., 2018). Institutions are a critical component of the social environment that shapes organisational structures – the orders of social relationships and sovereignty – which indicate who has power and gains access to beneficial resources (DiMaggio and Powell, 1983; Fligstein, 1991; Yang and Konrad, 2011). Based on the findings, the authors suggest that in order to tackle inequality, organisations should recognise that encounters may be more strongly shaped by the institution rather than by individual effort. [...]equality/diversity interventions should move from a focus on individual training on topics such as unconscious bias to focus on changes in institutional intersections so encompassing a wider range of policies to supporting diversity. “The intersection of professionalism, gay men, bodies and power”, specifically focuses on how gay male professionals in positions of authority in the UK, try to make sense of themselves within a context of varying notions of organisational heteronormativity, masculinity and professionalism in organisations.
Journal Article
Visibility and voice in organisations
Purpose : The paper aims to focus on the activism of lesbian, gay, bisexual and transgendered (LGBT) people and their allies within work organisations. Specifically, it explores whether LGBT trade union groups and company employee network groups provide mechanisms for visibility, voice and activism for LGBT employees within UK organisations. Design/methodology/approach : This paper is based on in-depth interviews with 149 LGB employees within 14 UK case study organisations. These took place within four local authorities, three fire and emergency services, two national voluntary sector organisations and five private sector organisations between 2004-2006. In addition, 55 in-depth interviews with management, trade union and LGBT company employee network group representatives within the organisations plus analysis of company and trade union web sites and publications provided information on organisation policy and practice. Interviews were conducted using a semi-structured interview schedule and the data collected were coded and analysed with the assistance of Nvivo software. Findings : This paper outlines the history of LGBT trade union groups and company employee network groups within the UK. It found that both LGBT trade union groups and company employee network groups have provided important and at times complimentary mechanisms for visibility, community and voice for LGBT employees. However, the paper recognised that LGBT company network groups were relatively \"new actors\" within the case study organisations and suggests that some early gains may have been those which companies were willing to concede. It concludes that more research will be needed to see whether both LGBT trade union and company employee network groups can maintain their momentum during a time of economic recession as equality and diversity budgets are squeezed. Originality/value : A decline in trade unions and increasing non-unionisation despite labour movement revitalisation campaigns has meant that there is growing interest in whether employee network groups can provide meaningful avenues for \"employee voice\" in both unionised and non-unionised workplaces. The paper addresses a gap in knowledge by focusing firstly on LGBT activism in the workplace and secondly on the rationale for and development of LGBT trade union and company employee network groups as mechanisms for \"employee voice\" for LGBT employees.
Journal Article
Equality, diversity and corporate responsibility
[bold]Purpose[/bold] ; The purpose of this paper is to explore the triggers to the development of sexual orientation diversity policy and practice in the UK private sector, based on the perspectives of those “championing; sexual orientation diversity work. [bold]Design/methodology/approach[/bold] ; The paper is based on 22 in-depth key informant interviews which can be broken down as follows: diversity specialists (5), management (6, of whom 3 were sexual orientation senior management;champions; in their organisations), trade union (3) and LGBT network group representatives (8), as well as access to company and trade union web sites and publications. Interviews sought to trace the history of sexual orientation equality and diversity work, development of structures, policies and practices as well as triggers and barriers to progress and areas of innovation. [bold]Findings[/bold] ; Recent literature on equality and diversity in the British national context has sought to explore the implications of a social justice versus a business case driven equality and diversity agenda. This paper considers that this dichotomous analysis can be unhelpful. Within the private sector case studies, the difference between the two approaches was not clear-cut. The corporate social responsibility agenda seemed to offer a broader vision for sexual orientation diversity work in a global context. It promised a more activist awareness of international human rights standards, stakeholder involvement plus links between employee and customer rights and concerns. [bold]Originality/value[/bold] ; The paper addresses a gap in knowledge regarding sexual orientation diversity management in the UK private sector. It also considers the links between corporate social responsibility and sexual orientation diversity management.
Journal Article
Gender, Diversity and Trade Unions
The pressures of globalization and diversity are increasingly requiring organizations to rethink their priorities and methods. In this collection, leading researchers examine the debates and developments on gender, diversity and democracy in trade unions in eleven countries. Offering an authoritative basis for comparative analysis, this book is essential reading for researchers, teachers, trade unionists and students of industrial relations and equal opportunities, along with all those concerned with ensuring that modern organizations reflect and represent the needs and concerns of a diverse workforce.
eBook
Equality, diversity and corporate responsibility
Purpose - The purpose of this paper is to explore the triggers to the development of sexual orientation diversity policy and practice in the UK private sector, based on the perspectives of those \"championing\" sexual orientation diversity work.Design methodology approach - The paper is based on 22 in-depth key informant interviews which can be broken down as follows: diversity specialists (5), management (6, of whom 3 were sexual orientation senior management \"champions\" in their organisations), trade union (3) and LGBT network group representatives (8), as well as access to company and trade union web sites and publications. Interviews sought to trace the history of sexual orientation equality and diversity work, development of structures, policies and practices as well as triggers and barriers to progress and areas of innovation.Findings - Recent literature on equality and diversity in the British national context has sought to explore the implications of a social justice versus a business case driven equality and diversity agenda. This paper considers that this dichotomous analysis can be unhelpful. Within the private sector case studies, the difference between the two approaches was not clear-cut. The corporate social responsibility agenda seemed to offer a broader vision for sexual orientation diversity work in a global context. It promised a more activist awareness of international human rights standards, stakeholder involvement plus links between employee and customer rights and concerns.Originality value - The paper addresses a gap in knowledge regarding sexual orientation diversity management in the UK private sector. It also considers the links between corporate social responsibility and sexual orientation diversity management.
Journal Article
Spirals of silence?
Purpose - This editorial introduces the papers within the special issue and outlines their contribution to the emerging and evolving study of sexuality and sexual orientation in organisation and management studies.Design methodology approach - A review of some key themes within the literature on sexuality and sexual orientation is provided prior to drawing out key points within the submitted papers and considering how they contribute to this literature.Findings - These six papers make an important contribution to the fast-changing and evolving study of sexuality and sexual orientation in organisations and the development and implementation of equality and diversity policy and practice.Originality value - The editorial refers to papers presented at the Equality Diversity and Inclusion Conference held in Istanbul, July 2009, which included a stream entitled: \"Spirals of silence? Tackling the 'invisibility' of the sexual orientation strand and sexuality in academic research and in organisation equality and diversity policy and practice\" which can lead to reflections on the processes of voice and silence as these pertain to the discussion of sexuality and sexual orientation issues in academic organisations and at academic and practitioner conferences.
Journal Article
Visibility and voice in organisations
Purpose - The paper aims to focus on the activism of lesbian, gay, bisexual and transgendered (LGBT) people and their allies within work organisations. Specifically, it explores whether LGBT trade union groups and company employee network groups provide mechanisms for visibility, voice and activism for LGBT employees within UK organisations.Design methodology approach - This paper is based on in-depth interviews with 149 LGB employees within 14 UK case study organisations. These took place within four local authorities, three fire and emergency services, two national voluntary sector organisations and five private sector organisations between 2004-2006. In addition, 55 in-depth interviews with management, trade union and LGBT company employee network group representatives within the organisations plus analysis of company and trade union web sites and publications provided information on organisation policy and practice. Interviews were conducted using a semi-structured interview schedule and the data collected were coded and analysed with the assistance of Nvivo software.Findings - This paper outlines the history of LGBT trade union groups and company employee network groups within the UK. It found that both LGBT trade union groups and company employee network groups have provided important and at times complimentary mechanisms for visibility, community and voice for LGBT employees. However, the paper recognised that LGBT company network groups were relatively \"new actors\" within the case study organisations and suggests that some early gains may have been those which companies were willing to concede. It concludes that more research will be needed to see whether both LGBT trade union and company employee network groups can maintain their momentum during a time of economic recession as equality and diversity budgets are squeezed.Originality value - A decline in trade unions and increasing non-unionisation despite labour movement revitalisation campaigns has meant that there is growing interest in whether employee network groups can provide meaningful avenues for \"employee voice\" in both unionised and non-unionised workplaces. The paper addresses a gap in knowledge by focusing firstly on LGBT activism in the workplace and secondly on the rationale for and development of LGBT trade union and company employee network groups as mechanisms for \"employee voice\" for LGBT employees.
Journal Article
Voice and Visibility: Tackling the ‘Invisibility’ of the Sexual Orientation Strand in UK Organisation Equality and Diversity Research
This covering statement introduces the nine published outputs in this submission, and explains their genesis. It considers the implications of the growing visibility of the sexual orientation strand for individuals and organisations operating in the UK context before and after the introduction of the Employment Equality (Sexual Orientation) Regulations 2003 (hereafter the Regulations). The PhD advanced knowledge and understanding of the following: the rationale for and drivers of sexual orientation equality work in UK trade union, public, private and voluntary sector organisations over the last two decades; the equality/diversity structures, policies and practices introduced by organisations in order to become more inclusive of lesbian gay and bisexual (LGB) people; LGB people’s perceptions and experiences of these sexual orientation equality and diversity policies and practices; LGB people’s voice, activism and agency in influencing the changes which have been taking place. The covering document provides details of the research projects and the interpretivist case study methodology on which the published outputs draw. It summarises and links the aims and principal findings of each output demonstrating that they form a coherent body of work. It concludes that although the introduction of the Regulations has been a positive trigger to sexual orientation equality work in the UK, progress remains uneven within and across organisations. Thus, it identifies voice mechanisms such as LGBT trade union and company network groups as key tools for inclusion. The conclusion locates the PhD as an original contribution to the advancement of sexual orientation organisation equality/diversity research. It does so by discussing its empirical and theoretical contributions to a sexual orientation research agenda which has been developing in waves subject to social, political and legal change and mobilisation in LGBT communities in different parts of the world.
Dissertation