QUEER EMPLOYEES’ CLOSET NEGOTIATIONS: PERCEIVED AUTHENTICITY AND CAREER PROGRESSION

Abstract

We inquire in this study into queer employees' experiences of managing the conflict between closet exposure and perceived authenticity at work, as well how this negotiation affects their career development. In the age of increasing support for workplace diversity, queer individuals still struggle with issues around identity disclosure, authenticity and career advancement. Method Qualitative study design, including semi structured interviews with 30 queer professional working in the United States. The data were thematically analyzed to examine the relationship between closet management techniques, feelings of authentic self, and projected career outcomes. Results indicate that, while disclosure contributes to a feeling of being real and fitting in, it also puts employees at risk for discrimination or stalled career promotion, resulting in elaborate negotiation tactics. The study suggests that authenticity can be a state not just of individual being, but one informed by relationality and context impacted by organizational culture and social forces. These findings highlight the significance of inclusive workplace policies that enable people to express their authentic self in order to positively influence queer career advancement. This study thereby adds to the organizational behavior literature by conceptualizing closet negotiations as a key element for interpreting diversity and inclusion outcomes. Theoretical and managerial implications are provided, and future research directions are presented.

Keywords: queer employees, closet negotiations, authenticity, career progression, workplace diversity, identity disclosure, organizational behavior