Publication: The use of community-engagement approaches to identify strategies for increasing workplace well-being among LGBTQ+ adults
4
0
Issued Date
2024-11-15
Resource Type
eISSN
24058440
Scopus ID
2-s2.0-85207112450
Journal Title
Heliyon
Volume
10
Issue
21
Rights Holder(s)
SCOPUS
Bibliographic Citation
Heliyon Vol.10 No.21 (2024)
Suggested Citation
Sakunpong N., Mahantamak R., Sukcharoen P., Matthews A.K. The use of community-engagement approaches to identify strategies for increasing workplace well-being among LGBTQ+ adults. Heliyon Vol.10 No.21 (2024). doi:10.1016/j.heliyon.2024.e39541 Retrieved from: https://hdl.handle.net/20.500.14740/20022
Author(s)
Corresponding Author(s)
Other Contributor(s)
Abstract
Background: LGBTQ + individuals often face social stigma and workplace discrimination, negatively impacting their well-being. However, limited research exists on the factors and strategies that enhance their positive workplace experiences. This study was a sequential qualitative mixed-method design conducted in three phases. The study had the following objectives: identifying factors associated with workplace well-being, generating strategies for improving workplace well-being, and obtaining feedback on the identified strategies' acceptability. Methods: In Phase 1, in-depth interviews were conducted with 10 LGBTQ + who described factors that improved their satisfaction at work. In Phase 2, two focus group discussions were held with 13 participants, including LGBTQ + adults, scholars in positive psychology, human resource development, and civil rights advocates, to develop strategies for improving workplace well-being based on Phase 1 data. In Phase 3, a survey was sent to a subset of the focus group participants (N = 7) to ascertain the acceptability of the developed strategies. Data analysis was performed using deductive and inductive approaches. Results: The study's first phase identified the factors contributing to workplace well-being. These factors were categorized into intrapersonal, interpersonal, and social-ecological. In the second phase and third phase, 11 strategies were developed to improve workplace well-being. These strategies were divided into two sections. The first section includes strategies organizations and agencies can implement to promote employee well-being (such as emphasizing diversity and equity as core values). The second section outlines strategies for government and civil society sectors (such as establishing laws addressing LGBTQ + equal rights). The Index of Congruence (IOC) assessed the relationship between strategies and workplace well-being improvement. Results showed IOC values from 0.8 to 1 for 11 strategies, indicating high content validity. Conclusions: Strategies to enhance LGBTQ + workplace well-being were identified through community engagement, but further research is needed for implementation and evaluation.