EXPERIÊNCIAS NO LOCAL DE TRABALHO DE INDIVÍDUOS LGBTQ+ EM PORTUGAL: UM ESTUDO PILOTO DE MÉTODO MISTO

Introduction: While Portugal is a world leader in LGBTQ+ workplace protections, with a Labor Code that forbids discrimination based on sexual orientation and gender identity, about 20% of LGBTQ+ workers report having experienced discrimination in the workplace. One potential explanation for this discrepancy is that existing non-discrimination policies do not protect LGBTQ+ workers from more covert types of discrimination, such as microaggressions. Objectives: The purpose of this pilot study was to explore and characterize workplace discrimination and support experienced by LGBTQ+ workers in Portugal. Methods: This mixed-method study used online surveys to capture workplace satisfaction, experiences of “coming out” at work, and experienced support and discrimination in the workplace. Preliminary quantitative results were computed using IBM SPSS Statistics for Windows, Version 27.0. Qualitative data were analyzed using a constructivist grounded theory approach. Results: The sample included 38 participants: 21 cisgender males, 10 cisgender females, 1 transgender male, 2 transgender females, and 2 fluid individuals, 1 agender individual, and 1 who did not respond. The age of participants ranged from 20 to 63 years (mean=37.13 years). Eighteen participants identified as gay, 5 as lesbian, 10 as bisexual, 2 as pansexual, 1 as queer, and 2 as straight. All participants were either a sexual or gender minority. Six participants were self-employed, 26 were employed by someone else, 3 were student workers, 1 was a student, and 2 were currently unemployed. Most participants were frequently (37.8%) or always (21.6%) satisfied with the quality of their professional life, with only 5.6% and 8.1% respectively reporting never or rarely feeling satisfied. Although only about 10% of participants reported that they felt some type of discrimination at work due to their sexual orientation or gender identity, only 47% of participants reported actually being out at work. Qualitative findings revealed three main themes around work life after coming out at work: acceptance, enacted discrimination, (e.g., victimization and bullying), and discrete discrimination (e.g., ignorance, rejection, and hetero- and cis-normative social expectations). Three main themes were also identified for participants’ vision of a truly inclusive and supportive workplace: instrumental changes (e.g., legal protections, training, and education), increased visibility (e.g., models and diversity in leadership