Discrimination challenges and psychological well-being of black African queer employees

Abstract

A larger and more complex talent pool is emerging as a result of the labour force becoming more diverse (Ozeren, 2014). This talent pool includes individuals with different sexual orientations and gender identities such as lesbian, gay, bisexual, transgender, queer, intersex, asexual and others (LGBTQIA+: henceforth referred to as queer). Despite legislation regulating equality and equal access, queer employees continually face many challenges on both a personal level and in the work context, such as being compelled to refrain from revealing their sexual identity through to blatant discriminatory practices such as job dismissals (International Labour Organization [ILO], 2016; Ozeren, 2014), and cases of micro-aggressive, homophobic language and destructive behaviour (Vollenhoven & Els, 2013). According to Meyer (2003), these examples are outside stressors, referred to as distal minority stressors experienced by minority social groups such as queer individuals, which increases their risk of negative mental health outcomes (Ramirez & Galupo, 2019). These stressful experiences, along with other factors such as internalised homonegativity, negative appraisal of one’s sexual identity and poor social support, contribute Orientation: It is known that black queer employees are exposed to various forms of discrimination because of their sexual orientation being different from the norm. However, because of societal progression in terms of equality and inclusivity in Africa, it is hoped that the discriminatory challenge has lessened and that black queer employees are now in a position to experience well-being. When employees experience well-being, personal functioning and organisational performance are promoted.