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Leaving Your Identity at the Door: Exploring the Reasons Why and Impact of LGB Employees Hiding Their Sexual Orientation in the Workplace

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Thesis(2.53 MB)

Date

2025

Authors

Supervisor

Ravenswood, Katherine

Item type

Thesis/Dissertation

Degree name

Master of Business

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Publisher

Auckland University of Technology

Abstract

We see an observed paucity of literature focused on LGBT+ people within New Zealand workplaces. This thesis is focused on bridging this identified gap and providing a voice to lesbian, gay and bisexual (LGB) individuals in New Zealand. The aim of this thesis is to improve the working environment for LGB individuals through influencing positive change in workplace policy and practice across New Zealand organisations. This thesis uncovers the reasons why LGB employees hide their sexual orientation in the workplace, and the impact this has on them. Semi-structured interviews were conducted with 12 participants. Inductive thematic analysis was used to develop the findings. The primary researcher engaged reflexivity throughout the research process as he identifies as an insider researcher. The findings of this thesis uncover two important contributions of knowledge. Firstly, this thesis demonstrates alignment between disclosure behaviour of New Zealand LGB and international literature. This is evidenced in reasons for hiding sexual orientation in the workplace (fear of discrimination, fear of how others may react, fear of a ‘rainbow ceiling’, workplace culture, workplace policies, and industry of work); and in the impact of employees hiding their sexual orientation in the workplace (impact on mental health, employee satisfaction, career opportunities, and work output). Secondly, this thesis has uncovered unique findings specific to this thesis. Unique reasons for hiding sexual orientation in the workplace identified are summarised as: fear of ones’ personal reputation, place of work, and support networks. Unique impact on employees hiding their sexual orientation in the workplace are summarised as: impact on relationships (internal and external to the workplace), an internal dilemma faced, and influence on retention. The findings provide a strong case for future research to expand on the unique findings identified. It is only through continued research and greater understanding, that we will be supporting our rainbow colleagues to be their true authentic self as they step into the workplace every day.

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http://hdl.handle.net/10292/19165

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Masters Theses