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Two conceptual models are proposed in this article—one for work discrimination and the other for discrimination coping strategies pertaining to lesbian, gay, and bisexual workers. The work discrimination model includes 3 dimensions (formal vs. informal, potential vs. encountered, and perceived vs. real). The coping strategies model outlines methods that deal with potential and encountered discriminations. It includes vocational choice and work adjustment strategies; the latter are further categorized under identity management or discrimination management strategies.
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Y. Barry Chung (2001) studied this question.
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