LGBTIQA+ networks, employee voice, silence, and the call for intersectional representation in the workplace

This chapter discusses the complexity and diversity of ‘employee voice’ in organisations, particularly when examined across different and specific work group identities. Despite extensive scholarly attention, research on ‘employee voice’ has often overlooked employees who have limited avenues to express themselves or feel unable to do so freely. As a result, some voices in contemporary organisations continue to go unheard. Indeed, extant literature on employee voice assumes that the workforce is homogeneous, treating voice as a universal concept that applies to all workers. This chapter focuses on employee networks as a voice mechanism aiming to foster community support and advocacy for LGBTIQA+ individuals. Reviewing scholarship research, it identifies a notable research gap in considering the intersectionality within the LGBTIQA+ community when analysing voice and silence in organisations. As argued, these networks are often centred around common sexual orientations and tend to overlook the diverse range of experiences, especially for those situated at the intersections of gender, sexuality, race and identity. The chapter calls scholars and practitioners to acknowledge and address these intersecting factors to foster inclusivity in organisations and ensure that the needs and voices of all members within the LGBTIQA+ community are heard and adequately represented.