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Ozen, Muhammed (2024) Inclusive Work Environment and Recruitment Strategies For Gay Employees in Dublin. Masters thesis, Dublin, National College of Ireland.
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Abstract
This research aims to explore the extent of inclusiveness in organisations in Dublin through inclusiveness in gay employees. In this research, focusing on equity, diversity, and inclusion (EDI) at the workplace is stressed. Considering the current global and local trends toward diversity and the non-acceptance of discrimination against persons based on their sexual orientation, this research endeavours to find out how far and how effectively the existing policies are catering for the needs of the gay community in Dublin, an increasingly popular tourist destination that is becoming more welcoming of the Lesbian, Gay, Bisexual and Transgender community. The current research linked with a review of literature, establishing the state of research work done on the topic of workplace inclusion of LGBTQ+ population and the issues faced by this workforce. First, supervising a literature review, it reveals some of the weaknesses of research on the topic that include the overall discussion of diversity and inclusion of homosexual employees while ignoring specific experiences of gay employees. The literature review also discusses the theorisation of the topic focusing on how and why inclusive practices enhance employees’ well-being, job satisfaction, and organisational performance. Literature research findings indicate that although organizations have leveraged efforts towards diversity, there is much more that needs to be done regarding the needs of Gay employees, especially about the abovementioned aspects. The Interpretive Phenomenology method of research used in this study is qualitative and aims to conduct a thematic analysis of the results of the perception and experience of gay employees working in Dublin. The data collected based on open ended interviews from employees, 10 in-depth interviews conducted to analyse the responses regarding inclusive Primary research was conducted through the administration of interviews and questionnaires received from employees in different organization that provided details about existing measures in improving inclusion. The thematic analysis highlighted several related themes; effects of inclusion policies on the organizational culture; views and understanding of inclusion; gay employees’ experiences and obstacles. based on research the recommendations for the enhancement of gay employees in the Dublin workplaces, these are to expand and improve training and education in LGBTQ+ issues and establish broader support initiatives and organizational policies that go beyond mere legal compliance. The study also provides some suggestions for future research; it prescribes to look at the experiences of other oppressed groups in the context of the LGBTQ+ and recommends that there should be more studies conducted to understand the long-term implications of policies that enhance diversity and inclusion in the effectiveness of firms as well as their ability to retain their workers. Hence, the present work adds to the body of knowledge on workplace diversity by shedding light on the outcomes of existing policies for gay workers in Dublin. This calls for the continuation of the struggle for workplaces that would not only meet legal requirements for diversity and equality but also provide support for the employees and prohibit discrimination of them.
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