Original Research The unseen struggle: Queer employee experiences with subtle discrimination in KwaZulu-Natal corporates

Lungile L. Ntombela, Vuyokazi N. Mtembu

About the author(s) Lungile L. Ntombela, Department of Industrial Psychology and People Management, College of Business and Economics, University of Johannesburg, Johannesburg, South Africa
Vuyokazi N. Mtembu, Department of Business Management, Faculty of Management and Law, University of Limpopo, Mankweng, South Africa

Abstract

Orientation: Sexuality and gender diversity have gone unnoticed as an important area of scholarship, practice and policy within organisational work. This is based on heteronormative bias that goes unchallenged, reproducing a restrictive heterosexual or homosexual binary.
Research purpose: This study aimed to understand the workplace experiences of queer employees in corporate workplaces in South Africa.
Motivation of the study: Literature suggests that queer employees manage their sexuality with constant fear of discrimination. However, not much is known about queer employees within corporate workplaces in KwaZulu-Natal, South Africa.
Research approach/design and method: The study employed a qualitative research approach. A sample of 25 participants was selected through purposive sampling. Data were collected using face-to-face in-depth interviews and were analysed using thematic analysis.
Main findings: The participants experienced subtle rather than blatant forms of discrimination. This is because blatant discrimination, among other protected identity forms, is unlawful under South African anti-discriminatory legislation.
Practical/managerial implications: The study proposed fostering an authentic culture of inclusivity by integrating an all-encompassing diversity management policy into the strategic plans of corporate workplaces and educating employees on subtle discrimination.
Contribution/value-add: The study highlights a ‘blind spot’ in formal diversity efforts, showing that sexuality is often overlooked, creating a clear implementation gap between existing diversity management policies and the lived experiences of queer employees in corporate workplaces. This research advocates for the development of diversity programmes that are tailored to the needs of queer employees in corporate workplaces.

Keywords

workplace experiences; diversity; queer employees; culture of inclusivity; sexuality; gender; discrimination

JEL Codes

J16: Economics of Gender • Non-labor Discrimination; J71: Discrimination

Sustainable Development Goal

Goal 10: Reduced inequalities

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