While Italy has a tradition of inclusive policies and practices, the efforts have been exclusively oriented to protect certain categories considered weaker and disadvantaged, namely: physical or mental disabled, psychiatric patients, drug addicts, young workers from troubled families and former detainees (Murgia & Poggio, 2010). Other forms of diversity, such as sexual orientation, are not included in the aims of the social enterprises that are specifically founded to provide social services through the social and work integration of disadvantaged groups. However, unequal treatment can still be perpetrated within those organizations that have the social objective of promoting the rights of minority groups (Smith, 2005). The discrimination against LGBT persons is difficult to individuate because hetero-normativity is naturalized through performances and dominant discourses that silence minority sexual identities (Butler, 1997). The present work examines how organizations, whose mission is the social integration of minority groups, manage the inclusion of LGBT workers and what are the experiences of LGBT workers within such organizations. Data were collected through in-depth interviews and focus groups with managers and LGBT employees from four social enterprises. Findings show that, in spite of the organizations’ ethos of inclusion, discriminatory practices such as silence, gossip and derogatory comments are common and depicted as normal, thus revealing a deeply rooted heterosexist culture based on moral and religious values. The lack of policies around LGBT issues is supported by the widespread idea that sexual orientation is a private matter and by the taken for granted heterosexuality. Alternative discourses about sexual orientation are limited by the splitting between private and public life that contributes to make sexual minorities invisible (Foucault, 1976). Such dynamics contribute to the absence of power of minority individuals and influence their decision to remain silent (Ward & Winstanley, 2003).
The thin line between silence and discrimination. How Italian inclusive organizations reproduce inequalities regarding lesbian, gay, bisexual and transgender employees
LASIO, DIEGO;DE SIMONE, SILVIA;SERRI, FRANCESCO
2013-01-01
Abstract
While Italy has a tradition of inclusive policies and practices, the efforts have been exclusively oriented to protect certain categories considered weaker and disadvantaged, namely: physical or mental disabled, psychiatric patients, drug addicts, young workers from troubled families and former detainees (Murgia & Poggio, 2010). Other forms of diversity, such as sexual orientation, are not included in the aims of the social enterprises that are specifically founded to provide social services through the social and work integration of disadvantaged groups. However, unequal treatment can still be perpetrated within those organizations that have the social objective of promoting the rights of minority groups (Smith, 2005). The discrimination against LGBT persons is difficult to individuate because hetero-normativity is naturalized through performances and dominant discourses that silence minority sexual identities (Butler, 1997). The present work examines how organizations, whose mission is the social integration of minority groups, manage the inclusion of LGBT workers and what are the experiences of LGBT workers within such organizations. Data were collected through in-depth interviews and focus groups with managers and LGBT employees from four social enterprises. Findings show that, in spite of the organizations’ ethos of inclusion, discriminatory practices such as silence, gossip and derogatory comments are common and depicted as normal, thus revealing a deeply rooted heterosexist culture based on moral and religious values. The lack of policies around LGBT issues is supported by the widespread idea that sexual orientation is a private matter and by the taken for granted heterosexuality. Alternative discourses about sexual orientation are limited by the splitting between private and public life that contributes to make sexual minorities invisible (Foucault, 1976). Such dynamics contribute to the absence of power of minority individuals and influence their decision to remain silent (Ward & Winstanley, 2003).
I documenti in IRIS sono protetti da copyright e tutti i diritti sono riservati, salvo diversa indicazione.
