Empowering workplace allies for lesbian, gay, bisexual, and transgender employees to prevent and minimize psychological distress: A scoping review
Introduction
Lesbian, gay, bisexual, and transgender (LGBT) employees have increasingly reported experiencing different forms of workplace discrimination/harassment. Workplace allyship may be positively associated with psychological health through creating inclusive organizational cultures or reducing discrimination/harassment. However, comprehensive literature reviews or evidence syntheses on the effects of workplace allyship in mental health protection/promotion for LGBT employees are limited.
Methods
This scoping review aimed to summarize available evidence regarding the effectiveness of workplace allies for LGBT employees in preventing/minimizing psychological distress and clarify the therapeutic components. This review included published research articles and grey literature identified through 11 electronic databases, a secondary search, and other sources.
Results
We identified 27 relevant articles. Most included studies used cross‐sectional or qualitative research designs, and evidence from countries beyond the United States was limited. Three essential/effective components of workplace allies/allyship were identified that could create supportive/safe workplace relationships/climates: (a) knowledge, (b) empathy, and (c) action.
Conclusions
Further longitudinal studies and controlled trials are needed to increase the quality of evidence on the effects and change processes induced by workplace allyship. Qualitative studies are also recommended to understand the health needs and mechanism of actions of workplace allyships in different LGBT communities.
