Voice, silence, and diversity in 21st century organizations: strategies for inclusion of gay, lesbian, bisexual, and transgender employees

Employee voice has been largely examined as a universal concept in unionized and non-unionized settings, with insuffi cient attention to diversity of workers (Rank, 2009). As invisible minorities, gay, lesbian, bisexual, and transgender (GLBT) employees provide a valuable focal point from which to examine employee voice mechanisms. Positing that GLBT employees are often silenced by what is perceived as “normal” in work organizations, this paper identifi es some of the negative consequences of this silencing and proposes ways in which the voices of GLBT employees and other invisible minorities can be heard. With its relevance to policies and practices in other organizations, the “Don’t ask; don’t tell” policy of the U.S. military is used as a lens through which to analyze voice, silence, and GLBT employees in other organizations. Heterosexist environments can foster organizational climates of silence, where the feeling that speaking up is futile or dangerous is widespread among employees. Specifi c recommendations are provided for HR managers to facilitate the expression of voice for GLBT employees in today’s increasingly diverse organizations.

This is the peer reviewed version of the following article: Bell, M. P., Özbilgin, M. F., Beauregard, T. A. and Sürgevil, O. (2011), Voice, silence, and diversity in 21st century organizations: Strategies for inclusion of gay, lesbian, bisexual, and transgender employees. Hum. Resour. Manage., 50: 131–146. doi: 10.1002/hrm.20401, which has been published in final form at http://doi.org/10.1002/hrm.20401. This article may be used for non-commercial purposes in accordance with Wiley Terms and Conditions for Self-Archiving