Employabilitity of the LGBT in Metro Vigan

Reclusado, Edel Mark, J

Reclusado, Maybelyn, J
Reyes, Mae Antonette
Paje, David
GRADE 12 HUMSS
(12-LAO-TZU)

Efren Antonio Molina

(Research Teacher)

(Research Adviser)
INTRODUCTION

LGBT, or GLBT, is an initialism that stands for lesbian, gay, bisexual, and transgender. In

use since the 1990s, the term is an adaptation of the initialism LGB, which began to replace the

term gay in reference to the broader LGBT community beginning in the mid-to-late 1980s.The

initialism, as well as some of its common variants, functions as an umbrella term for sexuality

and gender identity may refer to anyone who is non-heterosexual or non-cisgender, instead of

exclusively to people who are lesbian, gay, bisexual, or transgender. To recognize this

inclusion, a popular variant adds the letter Q for those who identify as queer or are questioning

their sexual identity; LGBTQ has been recorded since 1996. Those who add intersex people to

LGBT groups or organizing may use the extended initialism LGBTI. These two initialisms are

sometimes combined to form the terms LGBTIQ or LGBT+ to encompass spectrums of sexuality

and gender. Other, less common variants also exist, with some being rather extreme in length,

resulting in an initialism over twice as long, which has prompted some criticism.

A well-motivated and productive set of employees is essential for business success. Today,

businesses’ employees are increasingly diverse in terms of race, ethnicity, sex, national origin,

religion, gender identity, and sexual orientation, among other characteristics. The impact of that

diversity is much discussed in the global economy, and the “business case for diversity” has

become a modern business mantra. In short, the business case posits that a diverse workforce

(or in more nuanced versions, a well-managed diverse workforce) will lead to lower costs and/or

higher revenues, improving the corporate bottom line. If the business case is correct, then

employers have economic incentives to take actions that will create and maintain a diverse
workforce. This briefing paper assesses the research-based evidence related to the business

case for diversity related to sexual orientation, and to a lesser extent, gender identity. The roots

of the business case for diversity hypothesis can be found in policies in the United States that

were designed to eliminate discrimination and, in effect, to diversify the race and gender

composition of the corporate workforce. Kelly and Dobbin (1998) argue that diversity

management rhetoric emerged as government pressure on companies to comply with

nondiscrimination laws and affirmative action diminished in the 1980’s. During earlier

enforcement periods, companies had hired human resources professionals who developed 4

managerial expertise in practices that would result in more diverse workforces. As enforcement

pressure lessened, those managers then became champions of retaining practices and internal

policies that promote racial, ethnic, and gender diversity, using the argument that those

practices were essential to creating a diverse workforce that had become a competitive

necessity.

More recently, pressure from LGBT employees and, in some cases, policymakers and

unions has pushed employers to end discriminatory practices against LGBT workers (Badgett,

2001; Raeburn, 2004). Those stakeholders often apply the business case for diversity to this

newer territory, although the focus is less on increasing representation of LGBT people and

more on equal treatment of LGBT employees. Voluntarily enacted sexual orientation and gender

identity nondiscrimination policies, domestic partner benefits, transition-related health care

benefits, and other related policies are said to be sound business decisions, in addition to be the

fair or right thing to do. Those efforts have been successful, as we see by the rapid growth in

the number of corporations adopting LGBT-supportive policies. In 1999, 72% of Fortune 500

companies included sexual orientation in their nondiscrimination policies, and only a handful

included gender identity (Human Rights Campaign, 1999). By 2009, 87% of such companies

included sexual orientation and 41% included gender identity in their nondiscrimination policies
(Luther, 2009). Over the same time period, the percentage of Fortune 500 companies offering

domestic partner benefits increased from 14% to 59% (Human Rights Campaign, 1999; Luther,

2009). A 2011 Williams Institute study found evidence that the business case for diversity

motivates employers to take those actions (Sears & Mallory, 2011).

The study found that almost all of the top 50 Fortune 500 companies and the top 50 federal

government contractors (92%) state that, in general, diversity policies and generous benefit

packages are good for their business. In addition, the majority of those companies (53%) have

specifically linked policies prohibiting sexual orientation and gender identity discrimination or a

decision to extend domestic partner benefits to their employees to improving their bottom line.

The question remains about how well the reality matches the rhetoric. An enormous amount of

research over the last few decades has assessed the validity of the business case for diversity

related to race, sex, age, experience, and other dimensions of employment diversity. Reviews of

those studies have found that support for the business case for diversity is not straightforward

(Jackson et al., 2003). Some studies find positive effects of diversity on firms’ outcomes, but

others find no effect or even a negative impact of diversity on business-related outcomes. One

set of influential and highly detailed studies of diversity within particular firms found little direct

effect of diversity, positive or negative, on team processes or on team and individual

performance measures (Kochan et al., 2003). The “business case” has, instead, increasingly

focused on the management of diversity, with an emphasis on cultural competency, training in

group process skills, and efforts toward full inclusion of employees from varying social groups

as a way to create value from a diverse workforce. The business case for diversity-respecting

policies related to LGBT people has been somewhat different, with a focus on the impact of

policies rather than on the sexual orientation and gender identity diversity of an employer’s

workforce per se. As we discuss in the next section, policies 5 that equalize compensation or

improve the workplace climate might have a direct impact on LGBT employees.
 Social exchange theory is used in this paper to theorize about the effects of these different

inclusive work environment practices on LGBT employee job satisfaction and organizational

(affective) commitment. An inclusive work environment approach was found to have a positive

effect on LGBT employee job satisfaction and affective commitment in federal government staff

in the USA. However, individual inclusive work environment practices varied in their effects on

LGBT employee job satisfaction and affective commitment. This paper enhances understanding

of how LGBT employees respond to different inclusive work environment practices. LGBT

employees’ job satisfaction and commitment to their organization operate differently when work

environment practices are fairness-oriented, co-operation-oriented, and empowerment-oriented.

There are important lessons in this paper for HR managers; top-level managment and policy-

makers concerned to manage fairly and to compete for and retain talented staff.
Statement of the Problem

The study aimed to determine the factors leading to the employability of LGBT in Metro Vigan.

1. What is the personal profile of the respondents in terms of:

1.1 Age

1.2 Sex

1.3 Academic Achievements

1.4 Educational Attainment

1.5 Employment

2. What is the challenges they faced before they achieved their dream.

3. What is their current job and position.

Significance of the Study

People in the 21st century has already aware of the LGBT community and through this, the

researchers would like to know the recent factors affecting the employability skills of LGBT. This

will lead to acknowledge the people in the community according to the LGBT people and it will

also help to change their views if in case they had been disowned or disgusted or angry towards

their gender preference. This study will not only benefit the authors but eventually it will help to

toil people in their perceptions and attitudes.

Scope and Delimitation

This study aims to know the factors leading the employability of the members of LGBT

community. The participants of this study are the employees from Metro Vigan.

THEORETICAL FRAMEWORK

This part contains the following discussion of theories, concepts and insights gathered from

available sources which are useful in conceptualizing this research.

Personal Profile

The personal profile consists of age, sex, academic achievements, educational attainment,

employment.

Age

The age of the respondents. The amount of time that a person has lived or exist.

Sex

Sex is the gender of the respondents. This will have differences between male and female. This

sex is important to detect who is more likely to choose to study in the employees in Metro Vigan

whether a males or females.

Academic Achievements

The awards and achievements respondents had received.

Educational Attainment

The respondents highest level of education the level respondents successfully completed.

Employment

The work in which the respondent is engaged; occupation.

Conceptual Framework

INDEPENDENT VARIABLES DEPENDENT VARIABLES

Personal Profile of the Respondents Factors that leading to the

in terms of: employability of LGBT in Metro Vigan

A. Age A. Self Esteem

B. Gender B. Determination
C. Academic achievements C. Environment
D. Educational attainment D. Qualification
E. Employment

Figure 1. Research Paradigm

The paradigm shows the independent variables consist of the personal profile of students such

as age, gender, academic achievement, educational attainment and employability. While the

dependent variables consist of the factors that leading to the employability of LGBT in Metro

Vigan such as a. self esteem b. determination c. environment and d. qualification.

Hypothesis

From the problems cited, the researchers posited that:

Assumptions

1. There is no problem with being part of lgbt they just become bad in the eyes of jealous
people.
2. They also have a good effect on our society and they are not plaque because they are
acceptable.
Operational Definition of Terms

Academic Achievement - The academic achievement of students covers with honors, with

high honors and non-honors.

Educational attainment - The highest ISCED level of education an individual has successfully

completed.

Employability - Refers to your ability to gain initial employment, maintain. employment, and

obtain new employment if required. In simple terms, employability is about

being capable of getting and keeping fulfilling work.

LGBT - Stands for lesbian, gay, bisexual and transgender and along with heterosexual they

are terms used to describe people’s sexual orientation or gender identity.

Methodology

The research methodology provides a detailed description that elaborates the plan of action

process or design that informs the methods employed in the conducted study. A plan of action

is necessary to attain the goal of answering the questions raised by the researchers. In

particular, this chapter discusses the context of the study, the research design, the sources of

data, data gathering instruments, data gathering procedure and data processing technique.

Research design

This study uses survey in determining the factors affecting the employability of the target

participants and their perception about it. This survey will accurately measure respondent’s

opinions on The topic. The respondents will be coming from the employees of Metro Vigan.
Population of the Study

This study will be conducted on the LGBT employees in Metro Vigan, since the study is about

the factors leading to the employability of lgbt ain Metro Vigan.

Table 1

Population of the Study

EMPLOYEES Population (N)

WORKERS 15

Data Gathering Instruments

The researcher will use a questionnaire checklists in which these consist the personal
information of respondents as a way of inquiring information and data.
The item on the factors of lgbt was evaluated using the scale below
Item Interpretation Item DR
4.20-5.00 Always
3.40-4.19 Very Often
2.60-3.39 Sometimes
1.90-2.59 Rarely
1.00-1.89 Never
The items on the perceptions of the factors of lgbt was evaluated using the scale
presented below
Item Interpretation Item DR
4.20-5.00 5=Strongly Agree (SA)
3.40-4.19 4=Agree (A)
2.60-3.39 3=Neutral (N)
 1.90-2.59 2=Disagree (DA)
1.00-1.89 1=Strongly Disagree (SDA)

Data Gathering Procedure

In the conduct of the study, the researchers will go to Principal’s Office of Ilocos Sur

National High School (ISNHS) to seek permission and ask for endorsement for the conduct of

the study. Then the researchers will ask guidance from their validators to validate their

questionnaires. Followed by the floating of questionnaires. It will pursued by analyzing and

interpreting the data that will be gathered from the questionnaire. Lastly, the researchers will

discuss the findings of the study without including their names in the discussion to protect their

identity.

Statistical treatment of data

To attain the objectives set for in this study, the following statistical tools will be used to treat the

data that will be gathered:

Frequency count and percentage distribution will be used to determine the profile of

the respondents in terms of personal related factors.

Mean will be used to know the factors leading to the employability of LGBT in Metro

Vigan.