Abstract
Lesbian, gay, bisexual and transsexual (LGBT) expatriates are rightfully sceptical and at times fearful of international assignment experiences due to the sometimes hostile reception
at assignment locations as a result of their sexual orientation. We argue that this hostility arises from a perceived incompatibility in values between the host country and LGBT expatriate. Dissonance between the two value systems leaves LGBT expatriates seemingly
powerless to self-manage imposed stigmas inside and outside the workplace at international assignment locations. We suggest it is essential for the multinational corporation (MNC) to help manage these stigmas by implementing human resource management (HRM) practices and policies that recognize the needs of traditional and non-traditional expatriates as substantially different. Using organizational legitimacy theory, we assert that MNCs’ strategic actions should entail a set of distinct practices and policies for the LGBT expatriates as a way to strive for acceptance from the LGBT expatriate community. LGBT stigmas are discussed and suggestions are put forward on the MNC’s role in supporting LGBT expatriates and their families
at assignment locations as a result of their sexual orientation. We argue that this hostility arises from a perceived incompatibility in values between the host country and LGBT expatriate. Dissonance between the two value systems leaves LGBT expatriates seemingly
powerless to self-manage imposed stigmas inside and outside the workplace at international assignment locations. We suggest it is essential for the multinational corporation (MNC) to help manage these stigmas by implementing human resource management (HRM) practices and policies that recognize the needs of traditional and non-traditional expatriates as substantially different. Using organizational legitimacy theory, we assert that MNCs’ strategic actions should entail a set of distinct practices and policies for the LGBT expatriates as a way to strive for acceptance from the LGBT expatriate community. LGBT stigmas are discussed and suggestions are put forward on the MNC’s role in supporting LGBT expatriates and their families
| Original language | English |
|---|---|
| Title of host publication | BAM 2015 conference proceedings |
| Subtitle of host publication | The value of pluralism in advancing management research, education and practice |
| Place of Publication | United Kingdom |
| Publisher | British Academy of Management |
| Number of pages | 37 |
| ISBN (Print) | 9780954960889 |
| Publication status | Published - 2015 |
| Externally published | Yes |
| Event | British Academy of Management Annual Conference (29th : 2015) - Portsmouth, United Kingdom Duration: 8 Sept 2015 → 10 Sept 2015 |
Conference
| Conference | British Academy of Management Annual Conference (29th : 2015) |
|---|---|
| Country/Territory | United Kingdom |
| City | Portsmouth |
| Period | 8/09/15 → 10/09/15 |
Keywords
- non-traditional expatriate
- lesbian
- gay
- bisexual and transgender (LGBT) expatriate
- international assignment
- stigma
- legitimacy
- value system congruence