A Review of Minority Stress Related to Employees' Demographicsudand the Development of an Intersectional Framework for TheirudCoping Strategies in the Workplace

摘要

Every employee embodies manifestations of every demographic that attach to him or heruddifferent minority and majority statuses at the same time. As these statuses are often related toudorganizational hierarchies, employees frequently hold positions of dominance andudsubordination at the same time. Thus, a given individual's coping strategies (or copingudbehavior) in terms of minority stress due to organizational processes of hierarchization,udmarginalization and discrimination, are very often a simultaneous coping in terms of moreudthan one demographic. Research on minority stress mostly focuses on single demographicsudrepresenting only single facets of workforce diversity. By integrating the demographics ofudage, disability status, nationality, ethnicity, race, sexual orientation, and religion into oneudframework, the intersectional model proposed in this article broadens the perspective onudminorities and related minority stress in the workplace. It is shown that coping with minorityudstress because of one demographic must always be interpreted in relation to the otheruddemographics. The manifestation of one demographic can limit or broaden one's copingudresources for coping with minority stress because of another dimension. Thus theudmanifestation of one demographic can determine the coping opportunities and copingudbehavior one applies to situations because of the minority status of another demographic. Thisudcoping behavior can include disclosure decisions about invisible demographics. Thereforeudorganizational interventions aiming to create a supportive workplace environment and equaludopportunities for every employee (e.g. diversity management approaches) should includeudmore demographics instead of focusing only on few. (author's abstract)