LGBTQ research in management and institutions: broadening the lens

In order to achieve these goals, the LGBTQ movement has established NGOs and forms of community/constituency within trade unions and company LGBTQ network groups (Hunt, 1999; Colgan and Ledwith, 2002, Colgan and McKearney, 2012; Kollen, 2016) and worked to affirm LGBTQ identit(ies) within institutions such as the family, education, work, law, state and religion (Scott, 2008; Healy et al., 2018). Institutions are a critical component of the social environment that shapes organisational structures – the orders of social relationships and sovereignty – which indicate who has power and gains access to beneficial resources (DiMaggio and Powell, 1983; Fligstein, 1991; Yang and Konrad, 2011). Based on the findings, the authors suggest that in order to tackle inequality, organisations should recognise that encounters may be more strongly shaped by the institution rather than by individual effort. [...]equality/diversity interventions should move from a focus on individual training on topics such as unconscious bias to focus on changes in institutional intersections so encompassing a wider range of policies to supporting diversity. “The intersection of professionalism, gay men, bodies and power”, specifically focuses on how gay male professionals in positions of authority in the UK, try to make sense of themselves within a context of varying notions of organisational heteronormativity, masculinity and professionalism in organisations.