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This study used the minority stress theory to develop models of antecedents and outcomes of heterosexism in the workplace. Heterosexism was assessed via the Workplace Heterosexist Experiences Questionnaire, a new scale assessing direct (e.g., anti-gay jokes) and indirect experiences (e.g., assumptions of heterosexuality). Structural equation modeling with two community samples (N = 287) of gay, lesbian, and bisexual people indicated that heterosexism was best predicted by perceptions that the employer does not take heterosexism seriously (i.e., organizational climate). Experiencing heterosexism was associated with adverse psychological, health, and job-related outcomes, thus supporting the minority stress theory. In addition, outness was positively related to experiences of direct heterosexism but negatively related to indirect experiences. The minority stress theory is discussed in light of the mental health history of pathologizing homosexuality.
Craig R. Waldo (Thu,) studied this question.