Discrimination and Harassment in the Workplace: The Lived Experiences of Singaporean LGBTQ Individuals
Authors: Ng Wen Zhi , Yang Daryl WJ , Sim Deryne , Ubalde Jhermayne , Conron Kerith , Tan Rayner KJ 
Published: July 2024

In today’s increasingly global business landscape, fostering diversity and inclusivity in the workplace has become crucial for staying competitive. Numerous studies have demonstrated the positive impact of LGBTQ + diversity on business performance. Despite this, discrimination and harassment based on sexual orientation and gender identity or expression (SOGIE) remains prevalent, leading to adverse effects on the mental and physical well-being of LGBTQ + workers. This study aims to investigate experiences of workplace discrimination and harassment among LGBTQ + individuals in Singapore in order to inform policy discussions about extending protections to LGBTQ + workers under the forthcoming Workplace Fairness Legislation. Through an exploratory cross-sectional survey conducted across March 2023 to August 2023, data was collected from Singaporeans who identified as a SOGIE minority, were between 18 to 66 years old, and had ever been employed in Singapore. Participants were recruited via social media channels of Singaporean LGBT community-based organizations. The survey was based on the 2021 Employment Experiences Survey by the Williams Institute and tailored to the Singaporean context. Statistical analysis was carried out using statistical software STATA version 18, where bivariable (Pearson’s chi-square tests) and multivariable (logistic regression and multivariable linear regression) techniques were used. We recruited a total of 409 participants. Over half (n = 208, 50.85%) experienced some form of workplace discrimination or harassment due to their SOGIE identity. 24.26% (n = 99) reported being treated unfairly in the workplace, and 38.73% (n = 158) experienced verbal harassment. Compared to their Chinese counterparts, Malay participants were more likely to experience some form of discrimination (adjusted Odds Ratio [aOR] = 2.51, confidence interval [CI] 1.05, 5.96) and Indian participants were more likely to experience some form of harassment (aOR = 3.22, CI 1.39, 7.49). Transgender (aOR = 5.71, CI 2.25, 14.54) and gender-diverse (aOR = 3.33, CI 1.80, 6.16) participants had higher odds of experiencing discrimination or harassment compared to cisgender participants. Empirical studies have shown that legislation is an effective tool in reducing the amount of discrimination experienced, reducing prejudice, and improving sentiment toward the LGBTQ + community. In the absence of national legislation, researchers have also found that consistently applied company policies are also able to reduce perceived discrimination and improve work attitudes among LGBTQ + employees. Furthermore, fostering an inclusive culture that is embraced at all levels of the organization has been discovered to be a key tool in creating a supportive workplace environment, further boosting the positive effects that LGBTQ + employees experience in the workplace. Overall, a comprehensive approach that integrates national legislation, supportive company policies, and cultural change would have an enormous impact on the many LGBTQ + Singaporeans who experience workplace discrimination and harassment.