Validating Work Discrimination and Coping Strategy Models for Sexual Minorities.

The purpose of this study was to validate and expand on Y. B. Chung's (2001) models of work discrimination and coping strategies among lesbian, gay, and bisexual persons. In semistructured individual interviews, 17 lesbians and gay men reported 35 discrimination incidents and their related coping strategies. Responses were coded based on Chung's models. Results supported the validity of the Work Discrimination model and two coping strategy models (Vocational Choice and Identity Management). The Discrimination Management coping strategy model was expanded. Implications for practice and research are discussed. In a special issue of The Career Development Quarterly (Savickas, 2003) that was devoted to trend analyses of career development literature and projections for the next decade, Chung (2003a) identified one significant and cutting-edge development of this literature - the vocational behavior of lesbian, gay, and bisexual (LGB) persons. He stated that conceptual and practical articles about the career development of LGB persons began to emerge in the late 1980s and early 1990s (e.g., Elliott, 1993; Hetherington, Hillerbrand, & Etringer, 1989; Hetherington & Orzek, 1989), followed by theoretical and empirical work during the past decade (e.g., Bieschke & Matthews, 1996; Chung, 2001; Rostosky & Riggle, 2002). Two of the most important areas of inquiry regarding the vocational behavior of LGB persons are work discrimination and coping strategies (Chung, 2001 , 2003b; Croteau, Anderson, DiStefano, & Kampa-Kokesch, 2000). Discrimination in the workplace is an existing barrier that affects LGB persons, and researchers have suggested that work discrimination has a profound effect on the well-being of this population (Croteau, 1996; Croteau Sc Hedstrom, 1993; Driscoll, Kelley, & Fassinger, 1996; Elliott, 1993; Fassinger, 1995, 1996; Griffin, 1992; Hetherington et al., 1989; Levine & Leonard, 1984; Morgan 8c Brown, 1991; Orzek, 1992; Pope, 1995, 1996; Worthington, McCrary, Sc Howard, 1998). In response to discrimination, LGB persons must learn to develop effective coping strategies (Griffin, 1992; Levine & Leonard, 1984; Pope, 1996). It is essential for career counselors to understand the various forms of work discrimination, their effects, and various coping strategies that correspond to the individual needs and self-efficacy of LGB clients. Chung (2001) proposed two conceptual frameworks about work discrimination and coping strategies based on an integration of existing literarure. He defined work discrimination as "unfair and negative treatment of workers or job applicants based on personal attributes that are irrelevant to job performance" (Chung, 2001 , p. 34). His Work Discrimination model describes the nature of work discrimination along three dimensions: (a) formal versus informal, (b) perceived versus real, and (c) potential versus encountered. Formal discrimination pertains to institutional policies or decisions that affect an employee's status of employment (e.g., being hired or fired, receiving a promotion), job assignment, and compensation. Informal discrimination refers to workplace behavior or atmosphere that is hostile or not welcoming. Perceived discrimination involves acts that are discriminatory according to perceptions; whereas real discrimination is based on actuality. Potential cuscrirnination refers to possible discrimination that would occur should a person's LGB identity become known or be assumed. Encountered discrimination is discriminatory acts that the person experiences. These three dimensions (2x2x2) describe eight types of work discrimination (e.g., perceived-potential-formai discrimination, real-encountered-informal discrimination). How these eight types of work discrimination are manifested under various federal and state laws or institutional discrimination policies and how they affect employees' well-being and coping are worthy topics for investigation. …