Only 22% of LGBTI Persons Out Themselves in Private Sector

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Kaos Gay and Lesbian Cultural Researches and Solidarity Association (KAOS GL) has conducted a research on “The Situation of LGBTI as Private Sector Employees in Turkey”. 151 persons have been interviewed who are employed in a private company.

The results of the research demonstrate that the circumstances not only cause direct or indirect and open or hidden discrimination of LGBTI employees but also prevent the real performance of employees and workplaces to come out, influence the peace and decrease the productivity on the workplace.

%25 workers, %3 senior executives, %25 mid-level managers

25% of the persons participating in the research are blue and white collar workers, 3.3% are senior executives and 21% are mid-level managers.

22% of the interviewed have outed sexual identities, 39% have stated to be partially outed, 39% to be totally closed.

LGBTI persons “popular” in some sectors

According to the research, discriminations occur mostly during job interviews. Some of the LGBTI employees express to have hidden their sexual orientation or gender identity considering these would be a reason to get rejected for the job.

Contraversly, it has also been noted that there are some sectors in which LGBTI persons are popular yet that this situation supports LGBTI persons on one hand but also can be evaluated as a “symbolic discrimination” or a misuse of gender identity and sexual orientation on the other hand.

“When it comes to stores and visual occupations, my sexual orientation turns out to be an advantage unfortunately”; explains a gay merchandising specialist.

“It even becomes a required qualification when you are a designer, especially in textile”; says a gay designer.

It affects productivity on workplace and whole life

LGBTI employees explain what it means to hide their identity on the workplace as follows:

“Like heterosexual persons, I can sometimes have an arguement with my partner. At this point, while others can console each other, my whole day turns to hell as I can’t share it with anybody”. (a gay factory worker)

“Sometimes the stress I’m living through influences my performance naturally. Rather than an assault, knowing that homophobic workers would use derogatory expressions behind my back if it comes out, stresses me”. (A gay information sector staff)

“Of course it has an effect. When I am called out as ‘lady’, ‘girl’ or with my identity name, a thousand thoughts go through my mind in 3-5 seconds. At the same time I’m trying to concentrate on the work. Such things influence my motivation but I’m trying to avoid that as far as possible. I must hold on till the transformation”. (A trans man food sector worker)

“I can’t fondly do my job and am sad that I will have to face with the same glances and oppressions”. (A lesbian food sector worker)

The second part of the research analyses the situation of LGBTI persons in private sector from the standpoint of employers, executives and human resources specialists and the third part discusses U.S. and Germany based company’s approach to the rights of LGBTI employees. (ÇT/DG)