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As trajetórias profissionais dos profissionais LGBTQ+: um estudo exploratório
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Abstract(s)
Atualmente, debatem-se conceitos como tolerância, diversidade, inclusão, multiculturalismo, etc.
Portanto, não deveria de ser um fator surpresa quando estes termos surgem, também, no local de
trabalho. Porém, quando abordado em contexto laboral, o desafio torna-se maior. Gerir pessoas
não é uma tarefa fácil. Fazer essa gestão enquanto se tenta valorizar e aproveitar as diferenças de
cada trabalhador, pode ser ainda mais complicado de se decifrar. É por isso, que consideramos
importante estudara inserção de minorias em contexto laboral. A minoria estudada neste projeto
são os profissionais LGBTQ+.
Neste contexto, definimos objetivos que se focam nas trajetórias profissionais destes profissionais
e nos desafios que encontram no mundo de trabalho atual. Simultaneamente, procuramos conhecer
a perceção de práticas organizacionais e do conceito de discriminação, bem como os contextos de
trabalho. Para este estudo, foi utilizado uma metodologia qualitativa, através da realização de 8
entrevistas semiestruturadas, a 7 quadros e 1 não quadro. A técnica utilizada para escolha de
entrevistados foi a de bola de neve. Para tratamento de dados, utilizámos a análise de conteúdo
categorial.
Os resultados obtidos indicam que estes profissionais procuram ambientes de trabalho onde
estejam inseridos outros profissionais LGBTQ+, por serem ambientes mais abertos e com menos
incidência de discriminação. No que diz respeito a revelar a sua identidade de género ou orientação
sexual, no local de trabalho, a maioria dos entrevistados sentiu-se hesitante, com medo de alguma
rejeição ou discriminação. No entanto, os que fizeram e quando fizeram, não se sentiram
discriminados. Sobre o papel das chefias no processo de marginalização desta população, os
entrevistados afirmaram que estes assumem um papel de extrema importância neste processo, pela
dinâmica de poder que existe. Apesar de haver regulamentos internos anti preconceito nalgumas
empresas, os entrevistados ficaram divididos nas respostas: uns consideram que estas são eficientes
e outros consideram que apenas se encontram no papel. Quando questionados sobre o que pode ser
mudado, a resposta foi uníssona: têm de ser feitas ações de sensibilização sobre o tema, pois a
visibilidade é o caminho para a mudança
Concepts such as tolerance, diversity, inclusion, multiculturalism, etc. are currently being debated. Therefore, it should not come as a surprise when these terms also appear in daily work life. However, when addressed in a work context, the challenge becomes greater. Managing people is not an easy task. Doing this management while trying to value and take advantage of each worker’s differences can be an even more difficult task. Therefore, we consider it important to study the insertion of minorities in the work context. The minority studied in this project are the LGBTQ+ professionals. It is to this extend that we set goals that focus on the career’s trajectories of these professionals and the challenges they encounter in the current job market. Simultaneously, we seek to know the perception of organizational practices and the concept of discrimination. For this study, a qualitative methodology was used, through the realization of 8 semi-structured interviews, with 7 cadres and 1 non cadre. The technique used for choosing interviewees was snowball sampling. For data processing technique, we used categorical content analysis. The results obtained indicate that these professionals seek work environments where other LGBTQ+ professionals are inserted, for they are known to be more open environments and with less incidence of discrimination. When it comes to revealing their gender identity or sexual orientation in the workplace, most of the interviewees felt hesitant, afraid of some rejection or discrimination. However, those who did and when they did it, did not feel discriminated against. About the role of managers in the process of marginalization of this population, the interviewees affirmed that they assume an extremely important role in this process, because of the power dynamic that exists. Although there are anti-bias internal rules of procedure in some companies, the interviewees were divided in their answers: some consider them to be efficient and others consider that they are only there on paper. When asked about what can be changed, the answer was unanimous: there must be awareness-raising actions on the subject, because visibility is the way to change.
Concepts such as tolerance, diversity, inclusion, multiculturalism, etc. are currently being debated. Therefore, it should not come as a surprise when these terms also appear in daily work life. However, when addressed in a work context, the challenge becomes greater. Managing people is not an easy task. Doing this management while trying to value and take advantage of each worker’s differences can be an even more difficult task. Therefore, we consider it important to study the insertion of minorities in the work context. The minority studied in this project are the LGBTQ+ professionals. It is to this extend that we set goals that focus on the career’s trajectories of these professionals and the challenges they encounter in the current job market. Simultaneously, we seek to know the perception of organizational practices and the concept of discrimination. For this study, a qualitative methodology was used, through the realization of 8 semi-structured interviews, with 7 cadres and 1 non cadre. The technique used for choosing interviewees was snowball sampling. For data processing technique, we used categorical content analysis. The results obtained indicate that these professionals seek work environments where other LGBTQ+ professionals are inserted, for they are known to be more open environments and with less incidence of discrimination. When it comes to revealing their gender identity or sexual orientation in the workplace, most of the interviewees felt hesitant, afraid of some rejection or discrimination. However, those who did and when they did it, did not feel discriminated against. About the role of managers in the process of marginalization of this population, the interviewees affirmed that they assume an extremely important role in this process, because of the power dynamic that exists. Although there are anti-bias internal rules of procedure in some companies, the interviewees were divided in their answers: some consider them to be efficient and others consider that they are only there on paper. When asked about what can be changed, the answer was unanimous: there must be awareness-raising actions on the subject, because visibility is the way to change.
Description
Keywords
Trajetórias Profissionais Gestão de Recursos Humanos Profissionais LGBTQ+ Gestão de Diversidade Careers Trajectories Human Resource Management LGBTQ+ Professionals Diversity Management