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Cech, E. A., & Waidzunas, T. J. (2021). Systemic inequalities for LGBTQ professionals in Stem. Science Advances, 7(3). Web.
The source is up-to-date and was published within the last two years.
The researchers studied the impact of systematic inequalities that LGBTQ individuals experience within the STEM field, including career limitations, harassment, and professional devaluation. It was found that although LGBTQ workers had no differences in educational levels, job commitment, and work effort, they experienced more inequalities than their straight and cisgender counterparts.
The participants included in the study were LGBTQ (lesbian, gay, bisexual, transgender, and questioning) STEM workers. The members of the group represent minorities whose gender identity or sexual orientation differs from the stereotypical standards. However, the researchers underline that workers show high levels of commitment and job engagement.
The source is closely connected to my research because it illustrates that LGBTQ status significantly affects individuals within the professional context, specifically, there is a high degree of discrimination and the limiting of job opportunities.
The researchers did not provide recommendations on reducing discrimination in the STEM field targeting LGBTQ individuals.
Riccucci, N. M. (2021). Diversity and LGBTQIA. Managing Diversity in Public Sector Workforces, 136–156. Web.
The source was published within the last two years, which makes it relevant to the current study topic.
The author of the chapter discusses general barriers that LGBTQ individuals have historically faced in society, including workplace challenges, such as some of the discriminatory practices employers implement. In addition, the author discusses ways in which discrimination could be alleviated in the professional environment, with company leaders learning how to manage diversity and use it to their advantage.
Even though LGBTQ individuals are the focus population of the source, in the particular chapter, the author also speaks about managers who fail to address diversity concerns in the workplace. These managers are characterized as lacking knowledge and training on eliminating workplace discrimination and creating an inclusive environment where workers of any gender or sexual orientation can work productively.
The source is relevant to my research study because it illustrates that discrimination against LGBTQ individuals is persistent in the workplace and that more training and awareness are needed to solve this issue.
Even though the author discusses the barriers that LGBTQ individuals face in society and within the professional setting, there is missing statistical evidence included to support the claims being made.
Seiler-Ramadas, R., Markovic, L., Staras, C., Medina, L. L., Perak, J., Carmichael, C., … Grabovac, I. (2021). “I don’t even want to come out”: The suppressed voices of our future and opening the lid on sexual and gender minority youth workplace discrimination in Europe: A qualitative study. Sexuality Research and Social Policy, 2021. Web.
The source was published within the last two years, making it relevant to the current discussion.
In the study, the researchers discuss that despite advances in diversity and inclusion legislation, LGBTQ individuals continue experiencing workplace discrimination. As a result, many individuals from the group choose to conceal their sexual orientation or gender identity to avoid undermining their well-being.
The population of focus in the study is young sexual and gender minority (SGM) people who live and work in Europe. The group is characterized as being generally discriminated against during their search for a job as well as when working.
The study is highly relevant to the current research because it offers a perspective on LGBTQ discrimination within the European context. A comparison with the North American and other contexts could enhance the discussion on the issue.
There are missing recommendations on how LGBTQ individuals should handle discrimination and advocate for themselves. It could have been helpful to offer some solutions to the challenge because the issue appears persistent and systematic efforts are necessary to address the problem.
References
Cech, E. A., & Waidzunas, T. J. (2021). Systemic inequalities for LGBTQ professionals in Stem. Science Advances, 7(3). Web.
Riccucci, N. M. (2021). Diversity and LGBTQIA. Managing Diversity in Public Sector Workforces, 136–156. Web.
Seiler-Ramadas, R., Markovic, L., Staras, C., Medina, L. L., Perak, J., Carmichael, C., … Grabovac, I. (2021). “I don’t even want to come out”: The suppressed voices of our future and opening the lid on sexual and gender minority youth workplace discrimination in Europe: A qualitative study. Sexuality Research and Social Policy, 2021. Web.
Do you need this or any other assignment done for you from scratch?
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NB: All your data is kept safe from the public.