Toward an affirmative lesbian, gay, bisexual, and transgender leadership paradigm.
This article presents an affirmative paradigm for understanding the leadership of sexual minorities-that is, lesbian, gay, bisexual, and transgender (LGBT) people. Although research on LGBT issues in leadership to date is almost nonexistent, there are several bodies of literature that can contribute to an understanding of the unique leadership challenges faced by sexual minority people. These include the literatures on stigma and marginalization, leadership in particular status groups (e.g., college students, women), and LGBT vocational issues (especially workplace climate and identity disclosure). We propose a new, multidimensional model of LGBT leadership enactment that incorporates sexual orientation (particularly regarding identity disclosure), gender orientation (including leader gender), and the situation (conceptualized here as group composition); the model also is embedded in context, the most relevant factors that affect the enactment of leadership being stigma and marginalization. We explicate this model with findings and concepts from relevant literatures, and we conclude the article with recommendations for building a scholarly literature in LGBT leadership.
Fassinger
Ruth E
RE
College of Education, California State University-Stanislaus, One University Circle, Turlock, CA 95382, USA. rfassing@umd.edu
Shullman
Sandra L
SL
Stevenson
Michael R
MR
D005260:Female; D005783:Gender Identity; D006801:Humans; D007857:Leadership; D008297:Male; D008913:Minority Groups; D011287:Prejudice; D019529:Sexuality; D012933:Social Identification; D012944:Social Support; D014189:Transsexualism