ABSTRACT

Semi-structured interviews (N = 34) were conducted with employees at a healthcare organization to explore their perspectives on LGBT (lesbian, gay, bisexual, and transgender) inclusion in their workplace. When lacking both comfort and a vocabulary with which to discuss issues relevant to LGBT patients and staff, employees constructed comparisons by using other groups and events as stand-ins for experiences that were unfamiliar. From employees’ reflections, three dialectic tensions emerged: (1) desire for change and uncertainty about change; (2) preserving competent appearances and knowledge gap awareness; and (3) direct and indirect appraisals. The interplaying discourses that surfaced within the organization set the stage for impending inclusion initiatives. This study contributes to theorizing on dialectical tensions by examining the interplay of order and disorder activated by indirect appraisals and resistance by omission.

摘要

半结构化面试（N = 34) 与一家医疗机构的员工一起进行，以探讨他们对工作场所中 LGBT（女同性恋、男同性恋、双性恋和变性人）包容性的看法。当缺乏舒适和词汇来讨论与 LGBT 患者和员工相关的问题时，员工通过使用其他团体和事件作为不熟悉的经历的替身来构建比较。从员工的反映来看，出现了三种辩证的张力：（1）变革的渴望和变革的不确定性；(2) 保持称职的外表和知识差距意识；(3) 直接和间接评估。组织内出现的相互作用的话语为即将到来的包容性举措奠定了基础。