Workplace Supports for LGBT Employees

What are workplace supports for LGBT employees? Workplace supports for LGBT employees are organizational policies and practices that are thought to improve the work experiences of LGBT employees and foster diversity within an organization. Although there isn’t one set of specific workplace supports for LGBT employees, one way of summarizing the contextual supports in the workplace is to categorize them as (a) formal LGBT-supportive policies and practices, (b) LGBT-supportive climates, and (c) supportive workplace relationships (Webster, Adams, Maranto, Sawyer, & Thoroughgood, 2017). Formal policies and practices that are supportive of LGBT employees include things like same-sex benefits coverage, LGBT resource groups, active recruitment of LGBT employees, and organizational commitment to the LGBT community (e.g., Button, 2001; Ragins & Cornwell, 2001). In general, climate refers to workers’ perceptions and interpretations about their work environment; an LGBT-supportive workplace climate indicates that employees perceive their work environment as accepting and affirming of LGBT employees (Liddle, Luzzo, Hauenstein, & Schuck, 2004). Supportive workplace relationships are thought to impact the experiences of LGBT workers by creating interpersonal resources that provide acceptance and support of LGBT workers (Webster et al., 2017). These relationships can be with a variety of coworkers, including subordinates, peers, supervisors, or top management (Webster et al., 2017). The existence of formal policies is measured through single or multiple items, completed by individual employees or organization representatives. Example items include, “Does your organization include sexual orientation in the definition of diversity?” and “Does your organizational welcome same-sex partners at company social events?” The most common way to measure LGBT climate is through the LGBT Climate Inventory (Liddle et al., 2004). Employees are asked to indicate how well each statement describes their workplace. Example items include, “LGBT people consider it a comfortable place to work” and “Coworkers make comments that seem to indicate a lack of awareness of LGBT issues.” Finally, LGBT-supportive relationships are assessed through a variety of measures that tap supportive relationships at various levels (Webster et al., 2017). Thus far, these measures are about support in general, rather than LGBT-specific support, and include items such as, “My coworkers are hostile towards me” (Griffith & Hebl, 2002) and “My supervisor takes pride in my accomplishments at work” (Rabelo & Cortina, 2014). July 22, 2020 Why are workplace supports for LGBT employees important? The most recent national data show that 4.5% of adults in the US identify as LGBT, 91% of whom are employed in the workforce (LGBT Demographic Data Interactive, 2019; Newport, 2018). Given recent population estimates, that is nearly 10.5 million people. Even that number is likely an underestimate, however, given the general stigma associated with identifying as LGBT and the risk of facing unfair treatment and discrimination at the workplace. Until the very recent decision by the Supreme Court to protect LGBT employees from discrimination based on sex, 30 states had no legislation protecting LGBT employees from discrimination. With the absence of legislation to protect LGBT workers from discrimination, workplace supports may offer other forms of protection. LGBT workplace supports are important because they are associated with LGBT employees’ (a) work attitudes (e.g., job satisfaction organizational commitment), (b) psychological strain (e.g., anxiety, depression, and burnout), (c) perceived discrimination, and (d) disclosure of their LGBT identity at work (Webster et al., 2017). The research does not allow for conclusions of causal connections, but any factors that have the potential to improve work attitudes, reduce psychological strain, and reduce perceived discrimination among LGBT employees are important to further examine. Though LGBT identity disclosure is not necessarily a goal for employers to pursue, it may be a behavioral indicator of psychological safety and comfort, which may be valuable in its own right. • Formal policies and practices are moderately associated with lower perceived discrimination and a higher likelihood of disclosure of LGBT identity. They are only modestly connected with job satisfaction and organizational commitment and very minimally associated with psychological strain. • An LGBT-supportive climate is strongly associated with lower perceived discrimination, a higher likelihood of disclosure, and higher job satisfaction and organizational commitment. It is moderately associated with lower strain. • Supportive workplace relationships are strongly associated with higher job satisfaction and organizational commitment and moderately associated with lower psychological strain. Note that these findings are already known to be generally true, independent of LGBT factors, but these findings indicate that they are also true of people who identify as LGBT. In terms of more LGBT-specific factors, supportive relationships are moderately associated with higher likelihood of disclosure and lower perceived discrimination. Having all three types of supports is better than fewer, but the strongest relationships are between (a) an LGBT-supportive climate and both disclosure and perceived discrimination and (b) workplace relationships and both work attitudes and psychological strain. Note that the more LGBT-specific supports (policies and climate) are most strongly connected to LGBTspecific outcomes (disclosure and perceived discrimination), whereas the more generic support type (workplace relationships) is most strongly related to more generic outcomes (e.g., job satisfaction, burnout). More research is needed to explore other types of potential outcomes and to examine the effect of interventions that improve LGBT workplace supports. QIC-WD Takeaways ► Workplace supports for LGBT employees include (a) formal LGBT-supportive policies and practices, (b) an LGBT-supportive climate, and (c) supportive workplace relationships. ► Formal policies and practices are (a) moderately associated with lower perceived discrimination and a higher likelihood of disclosure of LGBT identity, (b) modestly connected with job satisfaction and organizational commitment and (c) very minimally associated with psychological strain. ► An LGBT-supportive climate is strongly associated with lower perceived discrimination, a higher likelihood of disclosure, and higher job satisfaction and organizational commitment. It is moderately associated with lower psychological strain. ► Supportive workplace relationships are (a) strongly associated with higher job satisfaction and organizational commitment (b) and moderately associated with lower psychological strain, higher likelihood of disclosure, and lower perceived discrimination. ► There are no meta-analyses assessing the connection between LGBT workplace supports and turnover. ► Research is needed to test the effects of interventions to improve LGBT workplace supports. ► The most common way to measure LGBT climate is the LGBT Climate Inventory

Social Affect Regulation in University Students During the COVID-19 Pandemic

Given how much time humans spend in social contexts, interest has been growing in socially mediated forms of affect regulation. Historically, though, research on affect regulation has focused on individual forms of regulation, such as cognitive reappraisal. To address this gap, we investigated social affect regulation in university students through an online survey, with a particular focus on social reappraisal. Specifically, we tested whether the frequency with which students communicate with their social contacts is related to how much social reappraisal support they receive from those contacts, and whether social reappraisal support is associated with mental health. Our final sample consisted of 152 undergraduates from across North America who reported on a total of 1,124 social contacts. We consistently found that communication frequency was positively associated with perceived social reappraisal support across several modalities of communication (e.g., text-based, video-based, in-person). However, we observed no associations between levels of social reappraisal support and measures of mental health. This research was part of a preregistered project on social affect regulation in university students in the context of the COVID-19 pandemic (https://osf.io/q7bvw/). Thus, we present findings in relation to this context. These findings underscore that social forms of affect regulation play a significant role in university students’ lives, emphasizing the value of further research into their mechanisms and effects

DU Undergraduate Showcase: Research, Scholarship, and Creative Works: Abstracts

Abstracts from the DU Undergraduate Showcase

Geographic Variation of Strontium and Hydrogen Isotopes in Avian Tissue: Implications for Tracking Migration and Dispersal

Background: Isotopes can provide unique solutions to fundamental problems related to the ecology and evolution of migration and dispersal because prior movements of individuals can theoretically be tracked from tissues collected from a single capture. However, there is still remarkably little information available about how and why isotopes vary in wild animal tissues, especially over large spatial scales. Methodology/Principal Findings: Here, we describe variation in both stable-hydrogen (dDF) and strontium ( 87Sr/86SrF) isotopic compositions in the feathers of a migratory songbird, the Tree Swallow (Tachycineta bicolor), across 18 sampling sites in North America and then examine potential mechanisms driving this variation. We found that dDF was correlated with latitude of the sampling site, whereas 87Sr/86SrF was correlated with longitude. dDF was related to dD of meteoric waters where molting occurred and 87Sr/86SrF was influenced primarily by the geology in the area where feathers were grown. Using simulation models, we then assessed the utility of combining both markers to estimate the origin of individuals. Using 13 geographic regions, we found that the number of individuals correctly assigned to their site of origin increased from less than 40 % using either dD or 87Sr/86Sr alone to 74 % using both isotopes. Conclusions/Significance: Our results suggest that these isotopes have the potential to provide predictable an

Detecting Instability in Animal Social Networks: Genetic Fragmentation Is Associated with Social Instability in Rhesus Macaques

The persistence of biological systems requires evolved mechanisms which promote stability. Cohesive primate social groups are one example of stable biological systems, which persist in spite of regular conflict. We suggest that genetic relatedness and its associated kinship structure are a potential source of stability in primate social groups as kinship structure is an important organizing principle in many animal societies. We investigated the effect of average genetic relatedness per matrilineal family on the stability of matrilineal grooming and agonistic interactions in 48 matrilines from seven captive groups of rhesus macaques. Matrilines with low average genetic relatedness show increased family-level instability such as: more sub-grouping in their matrilineal groom network, more frequent fighting with kin, and higher rates of wounding. Family-level instability in multiple matrilines within a group is further associated with group-level instability such as increased wounding. Stability appears to arise from the presence of clear matrilineal structure in the rhesus macaque group hierarchy, which is derived from cohesion among kin in their affiliative and agonistic interactions with each other. We conclude that genetic relatedness and kinship structure are an important source of group stability in animal societies, particularly when dominance and/or affilative interactions are typically governed by kinship

Enhanced hyporheic exchange flow around woody debris does not increase nitrate reduction in a sandy streambed

Anthropogenic nitrogen pollution is a critical problem in freshwaters. Although riverbeds are known to attenuate nitrate, it is not known if large woody debris (LWD) can increase this ecosystem service through enhanced hyporheic exchange and streambed residence time. Over a year, we monitored the surface water and pore water chemistry at 200 points along a ~50m reach of a lowland sandy stream with three natural LWD structures. We directly injected 15N-nitrate at 108 locations within the top 1.5m of the streambed to quantify in situ denitrification, anammox and dissimilatory nitrate reduction to ammonia, which, on average, contributed 85%, 10% and 5% of total nitrate reduction, respectively. Total nitrate reducing activity ranged from 0-16µM h-1 and was highest in the top 30cm of the stream bed. Depth, ambient nitrate and water residence time explained 44% of the observed variation in nitrate reduction; fastest rates were associated with slow flow and shallow depths. In autumn, when the river was in spate, nitrate reduction (in situ and laboratory measures) was enhanced around the LWD compared with non-woody areas, but this was not seen in the spring and summer. Overall, there was no significant effect of LWD on nitrate reduction rates in surrounding streambed sediments, but higher pore water nitrate concentrations and shorter residence times, close to LWD, indicated enhanced delivery of surface water into the streambed under high flow. When hyporheic exchange is too strong, overall nitrate reduction is inhibited due to short flow-paths and associated high oxygen concentrations

A structural equation model of conflict-affected youth coping and resilience

This study tested a theoretical relationship between trauma exposure, youth coping strategies and peer, family and community level factors on psychological distress and well-being among 399 trauma-affected youth in the Democratic Republic of Congo. Structural equation modeling (SEM) was used to analyze paths and to assess differences in relationships by gender. Psychological distress was measured by self-reports of internalizing problems (depression and anxiety), externalizing problems (aggression and behavioral problems) and somatic complaints (pain without medical cause). Self-reports of happiness, hope and self-esteem were measures of well-being. Findings from this study suggest gender differences in how individual coping strategies and external factors explain mental health resilience in trauma-affected youth. Problem-focused coping strategies were associated with higher psychological distress in both boys and girls. Use of avoidance was associated with better well-being in girls and boys and use of faith-based coping strategies was associated with better well-being in boys. Use of both problem-focused and emotion-focused coping strategies (coping flexibility) resulted in lower psychological distress in boys and girls. The home environment including closeness to family, caregiver post traumatic stress disorder and violence in the home was associated with psychological distress and well-being. Having close peer relationships, village safety and enrollment in school benefited well-being. Results from these SEM of resilience suggest that interventions should (1) work to build the coping repertoire of youth, (2) support reduction in psychological distress through improved family relationships and caregiver mental health and (3) target improved well-being through support of positive peer and community relationships and school enrollment

Perceptions, experiences and expectations of Iraqi medical students

Abstract Background The environment for medical education in Iraq has been difficult for many years. The 2003 invasion of Iraq accelerated a steady emigration of faculty and graduates. Kidnappings and deaths of doctors became commonplace. To understand current career plans, expectations and perceptions of medical students, three Baghdad medical schools were surveyed. Methods Written questionnaires were completed by 418 medical students variously in their 4th, 5th and 6th (final)years of training. We asked about perceptions of the quality of their medical education, the quality of health services in Iraq generally, and about deaths, injuries and migration of faculty, classmates and family. Results The average age of students was 22 years, with 59% women. Most students (90%) were originally from Baghdad. Although there were some positive responses, many students (59%) rated the overall quality of their medical education as fair or poor. Three-fourths of students believed the quality of hospital care in Iraq to be only fair or poor. A majority of students (57%) stated they were thinking frequently or all the time about leaving Iraq after graduation. Reasons given for leaving included the desire for further education, seeking a better lifestyle and fleeing conflict. Leading reasons for staying included the pull of friends and family, familiarity with the health system, and a sense of responsibility to the country. Nearly one in five (18%) students reported the death of a family member attributable to intentional violence, and 15% reported the violent death of a medical school classmate or faculty member since the 2003 invasion. Half the students reported at least one school faculty members had left Iraq because of the war. Conclusion Medical students hold a mediocre view of the quality of their medical education and of Iraq’s health system. Many of their faculty members have left the country. The majority of students may leave Iraq after graduation, afforded the opportunity. This poses a significant problem for staffing an already demoralized and stressed health system. Current circumstances suggest the situation will continue to deteriorate

Xanthine-Based Photoaffinity Probes Allow Assessment of Ligand Engagement by TRPC5 Channels

TRPC1/4/5 cation channels are emerging drug targets for the treatment of, amongst others, central nervous system (CNS) disorders, kidney disease, and cardiovascular and metabolic disease. Various small-molecule TRPC1/4/5 modulators have been reported, including highly potent xanthine derivatives that can distinguish between specific TRPC1/4/5 tetramers. However, there is a paucity of information about their binding mode, which limits the ability to develop them further as chemical probes of specific TRPC1/4/5 channels for use in fundamental biological studies and drug discovery programmes. Here, we report the development of a set of potent xanthine-based photoaffinity probes that functionally mimic the xanthines Pico145 and AM237, respectively. Using these probes, we have developed a quantitative photoaffinity labelling protocol for TRPC5 channels. Our results provide the first direct evidence that xanthines modulate TRPC5 channels through a direct binding interaction with TRPC5 protein, and the first quantitative method for the assessment of binding interactions of TRPC5 and small molecules. Our method may allow the study of the mode-of-action of other TRPC1/4/5 modulators, and the identification of small molecule binding sites of TRPC1/4/5 channels