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Authors
Abstract(s)
O presente trabalho tem como objetivo compreender como é que as políticas de diversidade e inclusão (D&I) concebidas pela gestão de recursos humanos têm em consideração as minorias sexuais (LGBT). A importância do tema decorre da circunstância de se saber pouco sobre o modo como estas minorias particulares são consideradas quando se procura assegurar a diversidade organizacional e a inclusão de todos os indivíduos, independentemente dos seus atributos singulares. A literatura existente é, ainda, muito generalista, mas o património de investigação publicada justifica que a Revisão Sistemática da Literatura (RSL) tenha sido o método escolhido para dar conta dos objetivos do estudo. A pesquisa e recolha de artigos incidiu no período entre 2015 e 2020, resultando numa amostra de 38 artigos. A análise de conteúdo relevou que as minorias LGBT são particularmente suscetíveis à discriminação em meio organizacional, sobretudo em organizações nas quais domine um tipo de cultura tradicional que consagra valores associados à heteronormatividade e cisnormatividade. Nestes casos, os preconceitos fundamentam formas de discriminação e mesmo estigmatização destes trabalhadores, cuja proteção é assegurada pela legislação sobre diversidade, ainda que de forma imperfeita. O business case, emerge como um instrumento de gestão que determina o ganho económico que a inclusão das minorias LGBT pode proporcionar. Este argumento instrumental parece mais eficaz do que as próprias normas legais o que poderá constituir um desafio que a gestão de recursos humanos terá de enfrentar.
The present study aims to understand how diversity and inclusion policies conceived by human resource management take into account sexual minorities (LGBT). That is a relevant issue because little is known about how the quest for organizational diversity and inclusion of all individuals, despite their specific attributes, considers those particular minorities. The literature is still generic, but there search volume a leady allows for a Systematic Literature Review as the method of choice to accomplish the study goal. Articles were searched and collected among articles published between 2015 and 2020. The sample included 38 articles whose content analysis revealed that LGBT minorities are particularly susceptible to organizational discrimination, especially in organizations dominated by the traditional culture of hetero normativity and cis normativity. Such organizations originate not only forms of discrimination but also stigmatization of LGBT workers, who are, in any case, protected by the legislation on diversity, although imperfectly. The business case of diversity emerges as a management tool that determines the economic advantages generated by the inclusion of LGBT minorities. This instrumental argument is deemed more effective than legal norms, and that can become a challenge that human resource management must face.
The present study aims to understand how diversity and inclusion policies conceived by human resource management take into account sexual minorities (LGBT). That is a relevant issue because little is known about how the quest for organizational diversity and inclusion of all individuals, despite their specific attributes, considers those particular minorities. The literature is still generic, but there search volume a leady allows for a Systematic Literature Review as the method of choice to accomplish the study goal. Articles were searched and collected among articles published between 2015 and 2020. The sample included 38 articles whose content analysis revealed that LGBT minorities are particularly susceptible to organizational discrimination, especially in organizations dominated by the traditional culture of hetero normativity and cis normativity. Such organizations originate not only forms of discrimination but also stigmatization of LGBT workers, who are, in any case, protected by the legislation on diversity, although imperfectly. The business case of diversity emerges as a management tool that determines the economic advantages generated by the inclusion of LGBT minorities. This instrumental argument is deemed more effective than legal norms, and that can become a challenge that human resource management must face.
Description
Keywords
Políticas de diversidade e inclusão Minorias sexuais LGBT Igualdade de género Discriminação Diversity and Inclusion policies Sexual minorities Gender equality Discrimination