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Navigating Risks and Barriers for LGBTQ Employees : Perspectives from Managers, HR Professionals, Discrimination Experts, and LGBTQ Individuals

Lundberg, Tove LU orcid ; Klysing, Amanda LU orcid ; Claréus, Benjamin ; Malmquist, Anna ; Wurm, Matilda and Mejias Nihlén, Theodor (2025) Malmö Work Life Symposium
Abstract (Swedish)
Background and Aim
According to Swedish law, employers should take active measures to promote equal opportunities and hinder discrimination. To understand how this can be done effectively, more research is needed. However, few studies in Sweden have explored the work experiences and needs of lesbian, gay, bisexual, transgender, and queer (LGBTQ) employees, which was the aim of the 3-year research project “Minority Stress at Work” (Funded by AFA Insurance).

Methods and Material
We explored the experiences of LGBTQ-employees both qualitatively (N=83) and quantitatively (N=1752). We also interviewed managers, HR-staff, and anti-discrimination experts (N=26) to understand how active measures can be implemented in... (More)
Background and Aim
According to Swedish law, employers should take active measures to promote equal opportunities and hinder discrimination. To understand how this can be done effectively, more research is needed. However, few studies in Sweden have explored the work experiences and needs of lesbian, gay, bisexual, transgender, and queer (LGBTQ) employees, which was the aim of the 3-year research project “Minority Stress at Work” (Funded by AFA Insurance).

Methods and Material
We explored the experiences of LGBTQ-employees both qualitatively (N=83) and quantitatively (N=1752). We also interviewed managers, HR-staff, and anti-discrimination experts (N=26) to understand how active measures can be implemented in practice.

Main results and Conclusions
The project synthesis shows that LGBTQ-employees are more exposed to microaggressions, and incivility compared to heterosexual cisgender individuals, which has negative consequences for health and job satisfaction. Furthermore, knowledge about LGBTQ-individuals' working conditions varies greatly among managers and HR-staff, which influences how they perceive risks and barriers in the workplace. This, in turn, shapes the perception of what measures are considered reasonable.

Implications
The results highlight challenges and opportunities in working with active measures to prevent incivility and microaggressions in workplaces and provide support for LGBTQ-employees. (Less)
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author
; ; ; ; and
organization
publishing date
type
Contribution to conference
publication status
unpublished
subject
keywords
hbtq, minoritetsstress, ohövlighet, diskriminering, aktiva åtgärder
conference name
Malmö Work Life Symposium
conference location
Malmö, Sweden
conference dates
2025-05-20
project
Minoritetsstress på jobbet: Arbetsplatsen som lindrande eller hindrande för hbtqi-personers psykiska hälsa och välmående
Queer Psychology in Sweden
language
Swedish
LU publication?
yes
id
f85053bf-aa52-4228-9060-76726c4edd21
date added to LUP
2026-06-15 14:43:33
date last changed
2026-06-17 07:56:53
@misc{f85053bf-aa52-4228-9060-76726c4edd21,
  abstract     = {{Background and Aim <br/>According to Swedish law, employers should take active measures to promote equal opportunities and hinder discrimination. To understand how this can be done effectively, more research is needed. However, few studies in Sweden have explored the work experiences and needs of lesbian, gay, bisexual, transgender, and queer (LGBTQ) employees, which was the aim of the 3-year research project “Minority Stress at Work” (Funded by AFA Insurance).   <br/><br/>Methods and Material <br/>We explored the experiences of LGBTQ-employees both qualitatively (N=83) and quantitatively (N=1752). We also interviewed managers, HR-staff, and anti-discrimination experts (N=26) to understand how active measures can be implemented in practice. <br/><br/>Main results and Conclusions <br/>The project synthesis shows that LGBTQ-employees are more exposed to microaggressions, and incivility compared to heterosexual cisgender individuals, which has negative consequences for health and job satisfaction. Furthermore, knowledge about LGBTQ-individuals' working conditions varies greatly among managers and HR-staff, which influences how they perceive risks and barriers in the workplace. This, in turn, shapes the perception of what measures are considered reasonable. <br/><br/>Implications <br/>The results highlight challenges and opportunities in working with active measures to prevent incivility and microaggressions in workplaces and provide support for LGBTQ-employees.}},
  author       = {{Lundberg, Tove and Klysing, Amanda and Claréus, Benjamin and Malmquist, Anna and Wurm, Matilda and Mejias Nihlén, Theodor}},
  keywords     = {{hbtq; minoritetsstress; ohövlighet; diskriminering; aktiva åtgärder}},
  language     = {{swe}},
  month        = {{05}},
  title        = {{Navigating Risks and Barriers for LGBTQ Employees : Perspectives from Managers, HR Professionals, Discrimination Experts, and LGBTQ Individuals}},
  year         = {{2025}},
}