Policy Characteristics for the Prevention of Workplace Bullying Anteceded by Heterosexism
Since the 1969 Stonewall riots in New York City, LGBTQ individuals have orchestrated a significant movement toward equality; however, heterosexism, and workplace bullying are still prevalent concerns for LGBTQ workers. This is important because workplace bullying has been found to cause psychological and physical illness, and been found as a cause for reduced organizational effectiveness. Therefore, the purpose of this Delphi study was to build consensus about organizational diversity practices or policies that can help to diminish the risk of workplace bullying. Following the theoretical foundations of status inconsistency theory, social identity theory, procedural justice theory, and heteronormativity theory, the research questions for the study examined what characteristics of current diversity policies can and should organizational leaders use, and what practices or policies organizational leaders must address to diminish the risk of workplace bullying of LGBTQ employees. The study employed a manual constant comparative analysis, measurement of median scores, and ranking measurements to analyze data collected through a three round Delphi study of human resource and diversity experts. Cronbach’s Alpha was measured to determine study reliability. Based on 26 items with consensus, the expert panelists further conceded on seven top recommendations. This study contributes to social change by helping inform organizational leaders, politicians, advocacy groups, and scholars on recommendations to help safeguard the mental and physical health of employees, safeguard the operational effectiveness of an organization, and reduce workplace bullying of LGBTQ and other marginalized employees.
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