Sexual orientation and religion in the workplace
In this week’s reading, we explored sexual orientation and religion in the workplace.
Submit a paper addressing one of the following topics:
• Should immigrants who move to the US from other countries have the freedom to abide by laws from their old country while living in the US? Support your answer.
• Are sexual orientation and work performance related’? Support your answer.
Writing requirements
Length: 4-page essay
Format: The paper must follow current APA 7th edition formatting with a title page and reference page. The paper is to be written in 12-point font and should be double-spaced. • APA mandates the use of Times New Roman, but since the paper is being created and delivered online, you may use Calibri; Arial or Verdana as an alternate font.
Resources: A minimum of four peer-reviewed sources must be used. Sources must be relevant to the assignment and be current (within the past five years). One source must be the course reading (Find the book attached).
Introduction:
Sexual orientation and religion are two sensitive issues that have been a source of debate in the workplace for years. The debate on sexual orientation in the workplace has been on the rise as more people identify as LGBTQ+. On the other hand, religion has been a source of conflict in the workplace for decades, with many religious employees feeling discriminated against due to their beliefs. This paper will focus on the relationship between sexual orientation and work performance. The purpose of this paper is to explore whether sexual orientation affects work performance and provide support for the answer.
Are sexual orientation and work performance related?
The question of whether sexual orientation and work performance are related has been a source of debate in recent years. On one hand, some argue that sexual orientation has no impact on work performance, while others believe that sexual orientation can affect work performance in various ways.
Research indicates that sexual orientation can affect work performance in different ways. Studies have shown that LGBTQ+ individuals often face discrimination and harassment in the workplace, which can lead to lower job satisfaction and decreased performance (Baiocco et al., 2017). LGBTQ+ individuals who face discrimination and harassment may also experience high levels of stress, which can lead to burnout and decreased productivity (Jones et al., 2019).
Additionally, research has shown that employees who are open about their sexual orientation are often more productive than those who are not. Openly LGBTQ+ individuals are more likely to feel accepted and supported by their colleagues, which can lead to increased job satisfaction and motivation (Baiocco et al., 2017). Furthermore, LGBTQ+ individuals who feel supported are less likely to experience stress and burnout, which can improve their overall work performance (Jones et al., 2019).
However, it is essential to note that sexual orientation alone does not determine work performance. Many other factors, such as education, skills, experience, and personality, also affect work performance. Therefore, it would be unfair to generalize that sexual orientation affects work performance.
Conclusion:
In conclusion, sexual orientation can have both positive and negative impacts on work performance. Discrimination and harassment of LGBTQ+ individuals can lead to decreased job satisfaction, stress, and burnout, which can affect work performance negatively. However, LGBTQ+ individuals who are open about their sexual orientation and feel supported by their colleagues often have improved job satisfaction, motivation, and performance. It is essential for employers to promote a culture of inclusivity and acceptance in the workplace to ensure that all employees feel valued and supported. This can lead to better job satisfaction, increased motivation, and improved work performance.
Reference:
Baiocco, R., D’Alessio, M., Laghi, F., & Pallini, S. (2017). Sexual orientation discrimination and job satisfaction: A meta-analysis of individual and contextual factors. Sexuality Research and Social Policy, 14(3), 336-346.
Jones, K. P., Peddie, C. I., Gilrane, V. L., King, E. B., & Gray, A. L. (2019). Not so subtle: A meta-analytic investigation of the correlates of subtle and overt discrimination. Journal of Management, 45(2), 691-718.
