Employee voice mechanisms for lesbian,gay, bisexual and transgender expatriation: the role of Employee-Resource Groups (ERGs) and allies |
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| Authors: | Yvonne McNulty Ruth McPhail Cristina Inversi Tony Dundon Eva Nechanska |
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| Institution: | 1. School of Human Development and Social Services, Singapore University of Social Sciences, Singapore, Singaporeyvonnemcnulty@suss.edu.sg;3. Department of Employment Relations and Human Resources, Griffith University, Australia;4. Alliance Manchester Business School, University of Manchester, Manchester, UK;5. School of Business, National University of Ireland, Galway, Ireland |
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| Abstract: | AbstractRecent literature on lesbian, gay, bisexual and transgender (LGBT) expatriates has largely taken an employee perspective. Less attention has been devoted to organizational mechanisms supporting LGBT voice opportunities for global mobility. In this study, we use respondent data from 15 LGBT employees in combination with data from five global mobility managers to examine the role of Employee Resource Groups. Using the depth, scope and level of voice to frame the study in relation to stereotype threat theory, the findings show that discrimination and stigmatization are prevalent features affecting voice. The findings advance three distinct contributions concerning marginalized (LGBT) employee voices about expatriation: the importance of ‘informal’ social dialogue, the shallow ‘depth’ to voice decision-making roles about LGBT expatriation, and a consideration of ‘silence’ in voice literatures. |
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| Keywords: | Voice employee-resource groups (ERGs) expatriates LGBT stereotype theory silence |
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