Discrimination and Harassment in the Workplace: The Lived Experiences of Singaporean LGBTQ Individuals

Discrimination and Harassment in the Workplace: The Lived Experiences of Singaporean LGBTQ Individuals | Research Square window.SnipcartSettings = { analytics: { enabled: false } }; (function() { var accessVector = localStorage.getItem('access_vector') || ''; window.dataLayer = window.dataLayer || []; if (accessVector) { window.dataLayer.push({ user: { profile: { profileInfo: { snid: accessVector } } } }); } })(); (function(w,d,s,l,i){w[l]=w[l]||[];w[l].push({'gtm.start':new Date().getTime(),event:'gtm.js'});var f=d.getElementsByTagName(s)[0],j=d.createElement(s),dl=l!='dataLayer'?'&l='+l:'';j.async=true;j.src='https://www.googletagmanager.com/gtm.js?id='+i+dl;f.parentNode.insertBefore(j,f);})(window,document,'script','dataLayer','GTM-K279D39R'); Browse Preprints In Review Journals COVID-19 Preprints AJE Video Bytes Research Tools Research Promotion AJE Professional Editing AJE Rubriq About Preprint Platform In Review Editorial Policies Our Team Advisory Board Help Center Sign In Submit a Preprint Cite Share Download PDF Research Article Discrimination and Harassment in the Workplace: The Lived Experiences of Singaporean LGBTQ Individuals Wen Zhi Ng, Daryl WJ Yang, Deryne Sim, Jhermayne Ubalde, Kerith Conron, and 1 more This is a preprint; it has not been peer reviewed by a journal. https://doi.org/ 10.21203/rs.3.rs-4741235/v1 This work is licensed under a CC BY 4.0 License Status: Posted Version 1 posted You are reading this latest preprint version Abstract In today’s increasingly global business landscape, fostering diversity and inclusivity in the workplace has become crucial for staying competitive. Numerous studies have demonstrated the positive impact of LGBTQ + diversity on business performance. Despite this, discrimination and harassment based on sexual orientation and gender identity or expression (SOGIE) remains prevalent, leading to adverse effects on the mental and physical well-being of LGBTQ + workers. This study aims to investigate experiences of workplace discrimination and harassment among LGBTQ + individuals in Singapore in order to inform policy discussions about extending protections to LGBTQ + workers under the forthcoming Workplace Fairness Legislation. Through an exploratory cross-sectional survey conducted across March 2023 to August 2023, data was collected from Singaporeans who identified as a SOGIE minority, were between 18 to 66 years old, and had ever been employed in Singapore. Participants were recruited via social media channels of Singaporean LGBT community-based organizations. The survey was based on the 2021 Employment Experiences Survey by the Williams Institute and tailored to the Singaporean context. Statistical analysis was carried out using statistical software STATA version 18, where bivariable (Pearson’s chi-square tests) and multivariable (logistic regression and multivariable linear regression) techniques were used. We recruited a total of 409 participants. Over half (n = 208, 50.85%) experienced some form of workplace discrimination or harassment due to their SOGIE identity. 24.26% (n = 99) reported being treated unfairly in the workplace, and 38.73% (n = 158) experienced verbal harassment. Compared to their Chinese counterparts, Malay participants were more likely to experience some form of discrimination (adjusted Odds Ratio [aOR] = 2.51, confidence interval [CI] 1.05, 5.96) and Indian participants were more likely to experience some form of harassment (aOR = 3.22, CI 1.39, 7.49). Transgender (aOR = 5.71, CI 2.25, 14.54) and gender-diverse (aOR = 3.33, CI 1.80, 6.16) participants had higher odds of experiencing discrimination or harassment compared to cisgender participants. Empirical studies have shown that legislation is an effective tool in reducing the amount of discrimination experienced, reducing prejudice, and improving sentiment toward the LGBTQ + community. In the absence of national legislation, researchers have also found that consistently applied company policies are also able to reduce perceived discrimination and improve work attitudes among LGBTQ + employees. Furthermore, fostering an inclusive culture that is embraced at all levels of the organization has been discovered to be a key tool in creating a supportive workplace environment, further boosting the positive effects that LGBTQ + employees experience in the workplace. Overall, a comprehensive approach that integrates national legislation, supportive company policies, and cultural change would have an enormous impact on the many LGBTQ + Singaporeans who experience workplace discrimination and harassment. Other Public Policy Workplace discrimination workplace harassment anti-discrimination legislation LGBTQ + policies Figures Figure 1 Introduction In an increasingly global and diverse business environment, creating a culture of diversity and inclusivity has become a strategic imperative in order to remain competitive( 1 ). The push for equality and fairness is prominent among the international market, with 91% of Fortune 500 companies having nondiscrimination policies that include “sexual orientation” and “gender identity”( 2 ). Recent literature has also begun evaluating the case for lesbian, gay, bisexual, transgender, and queer (LGBTQ+) diversity in the workplace, and has often found evidence for the positive effects of LGBTQ + diversity on business performance. A study done in the United States of America (USA) on publicly traded companies found that supportive LGBTQ + workplace policies were linked to increases in company value, productivity, and profitability( 3 ). In addition, other studies in the USA also found that such policies were associated with increased firm innovation and performance, better credit ratings( 4 ), lessened employee turnover intention and increased positive work attitude( 5 ). Furthermore, a 2019 report by the Williams Institute concluded that exclusionary treatment of LGBTQ + people led to lost labor time, decreased productivity, and inefficient investment and allocation of human resources, resulting in reduced economic output. Concurrently, in a study including data from 132 countries, GDP per capita was found to be higher in countries with more legal rights for LGB people( 6 ). Due to the many benefits that increasing diversity can bring, more research has been conducted to evaluate the impact of discrimination and harassment based on sexual orientation and gender identity or expression (SOGIE) on both the company and employees( 7 ). Workplace discrimination can be defined in many ways, but it boils down to the unfair and negative treatment of workers or job applicants based on their group membership or personal attributes that are irrelevant to job performance( 7 , 8 ). An important definition is that we focus on perceived workplace discrimination, as discrimination has the biggest influence when the individual being discriminated against is aware of the discriminatory event( 5 , 9 ). On the other hand, workplace harassment can be defined as behavior that is aimed at another individual that is intentionally harmful, and can range from more minor infractions, like dirty looks and belittling, to more serious cases, like physical and sexual assault( 10 ). There is no restriction regarding the source of mistreatment (e.g. from supervisors or from peers) and severity or intensity of behavior( 11 ). In this study, workplace harassment is used as a more umbrella term that encompasses mistreatment with multiple terms such as incivility, victimization, ostracism, or even abusive supervision( 12 ). When evaluating the effects of discrimination and harassment at a more micro level, there are multiple effects on the individual. Discrimination has long been linked to poorer outcomes for the individual across multiple domains, with evidence showing that experiencing workplace discrimination leads to impaired mental and physical health, and has negative implications for job attitudes, stress, and job satisfaction( 9 , 13 – 16 ). Similarly, workplace harassment is associated with poorer outcomes for those targeted( 17 ). It has detrimental effects on the victims’ work-related attitudes, such as increased turnover intentions, lowered job performance, and counterproductive work behaviors( 10 ). In addition, their psychological health is likely to be negatively affected( 11 ), leading to symptoms of depression( 18 – 20 ), anxiety and stress-related complaints( 20 ), post-traumatic stress and burnout( 21 ), and even suicidal ideation( 22 ) and suicidal behavior( 23 ). Contrary to the expectations that discrimination and harassment would only affect a small percentage of a company, evidence suggests that witnesses of such incidents can also be negatively impacted( 9 , 10 ). While witnesses may not suffer the same severity of physical and psychological problems, lessened job satisfaction, increased turnover intent, and reduced commitment to the organization are all potential consequences( 24 – 26 ). Traditionally, research on discrimination and harassment has focused on the topics of sex and race, but there has been growing recognition that discrimination and harassment in the workplace based on SOGIE is a pressing issue( 7 ). Despite significant progress in terms of LGBTQ + acceptability in the community and the protection of their rights, anti-LGBTQ + sentiment and discrimination in the workplace remains a problem( 27 ). In general, the LGBTQ + community often suffers from worsened outcomes in the labor force when compared to their heterosexual cisgender peers( 28 ). A 2021 survey done by the Williams Institute discovered that 29.8% of LGBT employees experienced employment discrimination based on their SOGIE, and 37.7% reported experiencing workplace harassment( 29 ). Within the LGBTQ + community, people who are transgender have even greater difficulties in securing and maintaining employment, suffering from unemployment rates that are twice that of the general population( 30 ). 78% of transgender employees reported harassment at work, and 47% experienced employment discrimination, a number that is notably higher than even their LGB counterparts( 31 ). Sometimes, even being perceived as being part of the LGBTQ + community is sufficient to experience discrimination. A number of studies found that, even if other essential characteristics are matched, an individual that could potentially be seen as part of the LGBTQ + community on their resume resulted in a significantly lower likelihood of receiving a callback or interview( 32 , 33 ). In Singapore, the Prime Minister announced that the government would introduce the Workplace Fairness Legislation (WFL) to address discrimination at the workplace( 34 ), with the Tripartite Committee on Workplace Fairness (TCWF) proposing what would be considered as protected characteristics( 35 ). Sexual orientation and gender identity were not included on the basis that the WFL is meant to protect against “common and familiar forms of workplace discrimination” and that little to no SOGIE-based discrimination complaints were made to the Tripartite Alliance for Fair and Progressive Employment Practices (TAFEP) between 2018 to 2022( 36 – 38 ). However, a lack of complaints does not necessarily mean that SOGIE-based discrimination does not occur in Singapore. A survey done in 2022 found that LGBTQ + people in Singapore faced much higher rates of workplace discrimination (68%) compared to those who did not identify as LGBTQ+ (56%)( 39 ). In addition, a survey conducted in 2021 by Blackbox Research in Singapore revealed that 54% of their respondents were not familiar with what TAFEP could support them with for workplace discrimination cases( 40 ). Given these facts, it is not surprising that LGBTQ + workers did not seek support from TAFEP between 2018 and 2022. Looking at Singapore as a whole, it is difficult to paint an accurate picture of Singaporeans’ experiences of workplace discrimination as there have been a paucity of published studies focused on this topic. There is no official information on workplace discrimination and harassment rates among the general population except for the reports made to TAFEP, which makes it crucial for this study to get a glimpse into what experiences are like on the ground. In an effort to better inform incoming legislation and ensure equitable outcomes, this study aims to examine the experience of workplace discrimination and harassment among LGBTQ + individuals in Singapore. Methodology Study design and participants This study was an exploratory cross-sectional survey conducted from March 2023 to August 2023 to examine the experiences of LGBTQ + persons specifically with respect to their experiences of stigma in workplace settings. To be eligible for this study, participants had to be between 18 to 85 years old, identify as a SOGIE minority, and have ever worked or been employed in Singapore. Ethics approval was obtained from the institutional review board at the National University of Singapore (NUS-IRB-2022-98) prior to data collection. There are no relevant financial or non-financial competing interests to report. Data collection The 63 question survey was primarily disseminated via the social media networks of Pink Dot, an organization that hosts the largest annual LGBTQ + community event in Singapore. Pink Dot has a social media following of close to 50 thousand people, a large percentage of which are LGBTQ + Singaporeans, the primary audience for this study. The survey was available only in English. Participants who were interested in the survey had the opportunity to learn more about participation by reading an online information sheet. Subsequently, study volunteers indicated their consent to participate by clicking on the button to proceed with the survey. The survey was hosted on RedCap, a survey-administration web platform. No remuneration was provided to participants for taking part in this survey. Furthermore, no personal identifiers or IP addresses were collected in order to safeguard participants’ identities. Measures Demographic information was collected from all participants, such as age, gender identity, sexual orientation, race, and religion, as well as information about workplace experiences. Participants answered questions about lifetime experiences of employment discrimination, such as being fired, not being hired, denied opportunities, and being treated unfairly, as well as any verbal, physical, or sexual harassment they had experienced at the workplace. They were also questioned about whether they had reported their experiences to their companies, the Ministry of Manpower (MOM), TAFEP, or any other organization, as well as the response they received to their grievance. Two open-ended questions were included in order to elucidate deeper understanding into participants’ experiences (“Please tell us about your worst experience of unfair treatment, harassment, or discrimination at work because of your sexual orientation, gender identity or gender expression.” and “Please elaborate what happened: for example, unreasonable delays in response from recipients of complaints, suggestions to drop complaints, further harassment etc.”). The questions in this survey were based on the Employment Experiences Survey conducted by the Williams Institute in 2021( 29 ), which was modeled on similar studies of employment discrimination. Permission was obtained from the Williams Institute in order to make use of their survey questions, and small adjustments were made to localize it to the Singaporean context. Analytic Sample A total of 753 participants provided informed consent and initiated screening questions to determine eligibility; 692 of whom were eligible for the study. Participants who selected gender identity response options that were either “male” or “female” and differed from either their sex assigned at birth or sex indicated on their National Registration Identity Card (NRIC) / national identification document were classified as transgender. Those who selected gender identity options that matched their sex assigned at birth or sex indicated on their NRIC / national identification document were classified as cisgender. Those whose gender identity response options were either “non-binary” or “other genders” were classified as gender-diverse. Among the 692 eligible participants, 409 of them completed the survey and were included in the analytic sample. A flowchart of this process can be found in Fig. 1 . Data analysis Statistical analysis was carried out using the statistical software STATA version 18 (Stata Corp, College Station, TX, USA). Basic descriptives were used to summarize sociodemographic information. Two-way tables of frequency counts were used together with Pearson’s chi-square test for outcome variables and sociodemographic data to assess any associations at the bivariable level. Logistic regression was utilized to examine the associations between sociodemographic factors and the likelihood of experiencing any form of discrimination and harassment in their lifetime. Additionally, multivariable linear regression was used to examine the associations between the overall types of discrimination and harassment experienced, how out the participants were to their co-workers, the amount of covering behaviors they engaged in at the workplace, and a combined minority score (gender identity, sexual orientation, and race). Results for multivariable linear regression and discussion on its results can be found in the Supplementary Material. Statistical significance was set at p < 0.05. The data that support the findings of this study are available from the corresponding author, RT, upon reasonable request. We conducted thematic content analysis for open-ended text derived from our survey. Text responses were extracted into a Microsoft Excel document and separated into tabs by question. We then conducted deductive coding using a predefined framework that was developed and informed by the survey questions (for example, types of harassment or discrimination experienced, or reasons for non-reporting). Intercoder reliability was conducted using a sample of 16.2% of excerpts (n = 43) between two coders (WN and RT), and a Cohen's kappa of 0.95 (confidence interval [CI] 0.88, 1.00) was achieved. Quotes included in this report were selected to illustrate a bigger picture of the discrimination and harassment experienced by respondents. They were edited to correct for issues like typos, spellings, and grammar, which did not impact the substance of the response. Brackets were used to indicate areas in which words were either changed or added for the purposes of clarity. The overall trends for the rates of reporting grievances and the reasons for it can be found in the Supplementary Material. Results Demographics The mean age of participants was 31.95 years old (SD = 8.03), with the majority being Chinese (n = 309, 75.55%). The rest were Indian (n = 30, 7.33%), Malay (n = 27, 6.60%), and others (n = 43, 10.51%). There were 240 (58.68%) females and 169 (41.32%) males as per sex assigned at birth. A majority (73.35%, n = 300) were cisgender, 9.29% (n = 38) were transgender, and 17.36% (n = 71) were gender-diverse. Most participants identified as gay (n = 135, 33.01%) or lesbian (n = 109, 26.65%), followed by bisexual (n = 87, 21.27%) and other sexual orientations such as pansexual or asexual (n = 64, 15.65%). There were 4 participants (0.98%) who identified as questioning, who were subsequently folded into the “other sexual orientations” group for analysis due to small group size. A summary of this information can be found in Table 1 . Table 1 Demographics characteristics of adult participants (n = 409) in the Singapore Employment Experiences Survey, 2023. Variable n % Mean SD Age (in years) 31.95 8.03 Race Chinese 309 75.55 Malay 27 6.60 Indian 30 7.33 Others 43 10.51 Sex assigned at birth Male 169 41.32 Female 240 58.68 Gender identity Cisgender 300 73.35 Transgender 38 9.29 Gender-diverse 71 17.36 Sexual orientation Straight 10 2.44 Gay 135 33.01 Lesbian 109 26.65 Bisexual 87 21.27 Other sexual orientations 64 15.65 Questioning 4 0.98 SD, Standard Deviation Prevalence of discrimination and harassment Overall trends for discrimination and harassment Over half of the participants (n = 208, 50.85%) experienced at least one form of discrimination or harassment in the workplace due to their Sexual Orientation, Gender Identity or Expression (SOGIE) in their lifetime. Almost one-third of participants (n = 123, 30.07%) reported experiencing at least one form of employment discrimination in the workplace at some point of their lives, and 43.52% (n = 178) of them reported experiencing some form of workplace harassment. A detailed breakdown of the rates for discrimination and harassment experienced can be found in Table 2 . Table 2 Lifetime prevalence of discrimination and harassment based on SOGIE among adult participants in the Singapore Employment Experiences Survey, 2023. n % Lifetime discrimination or harassment Any lifetime discrimination or harassment (n = 409) 208 50.86 Discrimination Any lifetime discrimination (n = 409) 123 30.07 Fired (n = 409) 22 5.38 Not hired (n = 407) 50 12.29 Denied promotion / opportunities (n = 407) 41 10.07 Ever treated unfairly (n = 408) 99 24.26 Harassment Any lifetime harassment (n = 409) 178 43.52 Verbal (n = 408) 158 38.73 Physical (n = 407) 30 7.37 Sexual (n = 408) 55 13.48 Experiences of discrimination in the workplace In terms of SOGIE-based discrimination in the workplace, 5.38% (n = 22) of participants experienced being fired from their job, and 12.29% (n = 50) reported not being hired despite being adequately qualified once the employer found out about their SOGIE. Examples of such experiences include: I was fired after my supervisor found out I was lesbian. As I got closer with one of my colleagues I told him I was gay and the next day my supervisor pulled me aside and started yelling at me in front of the ongoing crowd ... (I) finished my break and finished the shift and never came back. - Javanese cisgender lesbian woman I was interviewing for a role … I disclosed that I am a lesbian and LGBTQ community organizer. The external headhunter told me not to talk about these things in the interview with the company's HR team because a previous candidate had referred to "his husband" throughout his interview and the company's HR team told the external headhunter that they did not wish to proceed with that candidate because of the reference to his same-sex spouse. - Chinese cisgender lesbian woman Aside from being fired or not hired, participants also experienced other forms of discrimination in the workplace due to their SOGIE, such as being passed over for promotions and being denied opportunities for which they were qualified for (n = 41, 10.07%), as well as being treated unfairly (n = 99, 24.26%). Some examples of these experiences are: At an end-of-year Work Review session, when I asked my Reporting Officer (RO) what my (Key Performance Indicators) for the following years were to be appointed Key Personnel in school, I was told that I would not be appointed due to my sexual orientation. - Chinese cisgender gay man My boss at the time intentionally tried matchmaking me with other male colleagues in the office, and gave me a drastically poorer grade compared to other years' performance evaluation. It was also obvious he was leaving me and another queer colleague out of team gatherings/isolating us in terms of team dynamics. - Chinese cisgender lesbian woman Experiences of harassment in the workplace In terms of SOGIE-based discrimination in the workplace, 38.73% (n = 158) of the participants experienced some form of verbal harassment, which included being called names like “ah gua” [a term that means transvestite which has a pejorative connotation], and experiencing humiliating or offensive jokes in relation to their SOGIE. Examples of such experiences include: I experienced regular "you should be raped until you're pregnant then kicked and hit." jokes directed at me from my boss and two female colleagues. My body was commented on, and made fun of. I was called an "it". - Chinese gender-diverse bisexual person (My direct supervisor) constantly made jokes about my gender presentation, calling me "tomboy" to taunt me in front of my colleagues, humiliating me with hurtful and inappropriate comments in front of other colleagues by asking me "you sure you girl meh?" (and) referring to me as "The Lesbian" during meetings. All these were passed off as "jokes" which made it very difficult to express my discomfort, especially in front of other colleagues. - Chinese gender-diverse lesbian person A smaller percentage of participants (n = 30, 7.37%) experienced some form of physical harassment in the workplace due to their SOGIE. Some examples are: I fought with a female colleague out of self-defense because she grabbed the back of my neck when I ignored her. I ignored her because she wanted me to watch a graphic rape scene and then a graphic anal sex scene in an anime she was watching in the office. Another incident, she threatened me with a pair of scissors and I was cornered. She wouldn't back off despite verbal warnings and she moved even more into my personal space, so I shoved her away and tried to wrestle the scissors away from her. - Chinese gender-diverse bisexual person Many male colleagues would threaten to punch me or hit me because, [they said] 'if I want to look like a man then I should be treated like one'. - Chinese cisgender woman 13.48% (n = 55) of participants experienced sexual harassment at the workplace on the basis of SOGIE. When asked to elaborate on their worst experiences of discrimination or harassment, many participants specifically wrote about their experiences of sexual harassment, as illustrated in the following: “A female colleague who is married and slightly more superior [higher status position] kept making unwelcomed and lingering touches and even tried to hug me from behind while I was at the pantry. This continued even though I instantly expressed my discomfort verbally and non-verbally and asked her to stop. She would laugh happily because she was amused by my reactions and said she enjoys teasing me. It made me really uncomfortable when she kept commenting on my gender expression.” - Chinese cisgender lesbian woman Daily sexual harassment from co-workers that went on for months. They kept telling me if I had sex with them I would be "normal" again and not be attracted to women. They would even make obscene gestures to show how they would try to have sex with me. They even tried to touch me inappropriately but I walked away. I reported it to HR but I was told to suck it up and get used to it if I want to work in a male dominated industry. - Chinese transgender man Contributing factors for increased discrimination and harassment Overall trends for experiencing increased discrimination and harassment It was found that racial minorities were more likely to report verbal and sexual harassment at the workplace compared to their Chinese counterparts. When comparing based on gender identity, transgender and gender-diverse participants were more likely to report higher lifetime rates of discrimination and harassment compared to their cisgender counterparts. A more detailed breakdown on specific rates can be found in Table 3 . Three logistic regressions were done to determine if age, gender identity, race, and sexual orientation are associated with the likelihood of a participant having experienced any form of lifetime discrimination, lifetime harassment, or both. The details can be found in Table 4 . The adjusted Odds Ratio (aOR) showcases how likely something is to happen in relation to the comparison point. It was found that transgender (aOR = 5.71, CI 2.25, 14.54) and gender-diverse (aOR = 3.33, CI 1.80, 6.16) participants had higher odds of experiencing discrimination or harassment compared to cisgender participants. In addition, in comparison to being Chinese, being Indian significantly increased the likelihood of experiencing lifetime discrimination (aOR = 3.22, CI 1.39, 7.49), while being Malay significantly increased the likelihood of experiencing lifetime discrimination (aOR = 2.51, CI 1.05, 5.96). While straight (heterosexual) is included as a sexual orientation and has a noticeably high odds ratio for lifetime experience of both discrimination and harassment, it may not be an accurate depiction as all 10 straight participants were also transgender. This may have led to their experiences being non-indicative of a cisgender heterosexual person. Table 3 Lifetime prevalence of discrimination and harassment based on SOGIE among adult participants (n = 409) in the Singapore Employment Experiences Survey by race and gender identity. Race Gender Identity Chinese Malay Indian Others Cisgender Gender Diverse Transgender n % n % n % n % n % n % n % Lifetime discrimination or harassment Any lifetime discrimination or harassment 146 47.25 16 59.26 20 66.67 26 60.47 133* 44.33* 45* 63.38* 30* 78.95* Discrimination Any lifetime discrimination 86 27.83 13 48.15 11 36.67 13 30.23 70* 23.33* 26* 36.62* 27* 71.05* Fired 15 4.85 4 14.81 0 - 3 6.98 10* 3.33* 3* 4.23* 9* 23.68* Not hired 34 11.04 5 19.23 6 20.00 5 11.63 22* 7.36* 11* 15.49* 17* 45.95* Denied promotion / opportunities 27 8.77 4 15.38 5 16.67 5 11.63 26 8.70 8 11.27 7 18.92 Ever treated unfairly 69 22.40 12 44.44 8 26.67 10 23.26 59* 19.67* 20* 28.17* 20* 54.05* Harassment Any lifetime harassment 122*** 39.48*** 16*** 59.26*** 19*** 63.33*** 21*** 48.84*** 116** 38.67** 38** 53.52** 24** 63.16** Verbal 107*** 34.74*** 15*** 55.56*** 15*** 50.00*** 21*** 48.84*** 100** 33.33** 36** 50.70** 22** 59.46** Physical 18 5.86 3 11.11 4 13.33 5 11.63 17 5.67 9 12.68 4 11.11 Sexual 37*** 11.97*** 7*** 26.92*** 8*** 26.67*** 3*** 6.98*** 35 11.71 13 18.31 7 18.42 Statistically significant (p < 0.05) are highlighted in bold font; *p < 0.00; **p < 0.01; ***p < 0.05 Table 4 Odds of lifetime discrimination and harassment based on SOGIE among adult participants (n = 409) in the Singapore Employment Experiences Survey, 2023. Odds Ratio Model 1 Any lifetime harassment or discrimination* Model 2 Any discrimination* Model 3 Any harassment** aOR 95% CI aOR 95% CI aOR 95% CI Age 1.06* (1.03, 1.09) 1.05** (1.02, 1.08) 1.04** (1.01, 1.07) Gender Diverse (Ref: Cisgender) 3.33* (1.80, 6.16) 3.13** (1.64, 6.00) 2.50** (1.38, 4.53) Transgender (Ref: Cisgender) 5.71* (2.25, 14.54) 11.57* (4.66, 28.76) 3.23** (1.39, 7.49) Indian (Ref: Chinese) 2.93*** (1.28, 6.72) 1.99 (0.84, 4.69) 3.23** (1.44, 7.23) Malay (Ref: Chinese) 1.48 (0.63, 3.46) 2.51** (1.05, 5.96) 2.11 (0.92, 4.82) Other races (Ref: Chinese) 1.49 (0.75, 3.00) 1.08 (0.51, 2.28) 1.30 (0.66, 2.54) Lesbian (Ref: Gay) 1.10 (0.63, 1.91) 1.22 (0.65, 2.26) 1.03 (0.59, 1.79) Bisexual (Ref: Gay) 0.76 (0.42, 1.38) 0.84 (0.42, 1.68) 0.75 (0.41, 1.37) Straight (Ref: Gay) 1.91 (0.19, 19.00) 1.06 (0.17, 6.65) 1.07 (0.21, 5.46) Other Orientations (Ref: Gay) 0.93 (0.46, 1.87) 0.63 (0.28, 1.41) 1.00 (0.50, 2.00) aOR, adjusted odds ratio; CI, confidence interval Statistically significant (p < 0.05) are highlighted in bold font; *p < 0.00; **p < 0.01; ***p < 0.0 Discussion Our findings highlight that SOGIE-based workplace discrimination and harassment is an issue that impacts many LGBTQ + individuals in Singapore. Almost one-third of respondents (n = 123, 30.07%) experienced at least one form of discrimination in the workplace due to their SOGIE, and close to half (n = 178, 43.52%) of them reported some form of harassment at the workplace. A 2014 survey by SOGI Singapore found that 15% of LGBTQ + employees had ever experienced workplace discrimination( 41 ), which demonstrates how discrimination has long existed over the years. It is difficult to say whether the rates for SOGIE-based workplace discrimination and harassment in Singapore are high relative to the overall population, as there are no existing figures for the general population in Singapore to compare to and this is the first extensive study on the topic. However, a study conducted in the USA found that 29.8% of respondents had experienced SOGIE-based workplace discrimination and 37.7% had experienced SOGIE-based workplace harassment( 29 ). This study also confirms that within the LGBTQ + community, some groups are more vulnerable than others. Transgender respondents reported higher rates of discrimination and harassment compared to their cisgender counterparts. The logistic regression model discovered that transgender respondents were 11.57 times more likely to experience workplace discrimination and 3.23 times more likely to experience workplace harassment. Noticeably, transgender respondents were far more likely to be fired or not hired (fired: 23.68% vs 3.33%; not hired: 45.95% vs 7.36%). In addition, 59.46% of transgender respondents experienced verbal harassment, compared to 33.33% of cisgender respondents. The results are in line with existing literature which shows that transphobia and discrimination in Singapore is a major barrier to finding employment, and that there are higher levels of unemployment among Singaporean transgender and non-binary residents (20.9%) compared to Singapore’s unemployment rate of 2.9%( 42 ). The discrimination they face starts even before starting employment, with cisgender applicants receiving 81.5% more positive responses compared to transgender applicants when applying for a job despite possessing equivalent qualifications and experience( 43 ). In addition, racial minorities within the LGBTQ + community suffer from increased rates of workplace discrimination and harassment. Indian respondents were found to be 3.23 times more likely to experience workplace harassment in comparison to their Chinese counterparts, while Malay respondents were 2.51 times more likely to experience workplace discrimination. In Singapore, racial discrimination is often felt in the workplace, and the income differences between the Chinese and other racial groups is mostly attributed to the discrimination that they face( 44 ). Despite the concept of meritocracy where all Singaporeans have equal opportunities, negative perceptions and stereotypes of Malays and Indians here perpetuate discrimination and prevent a level playing field( 45 ). It is particularly of concern as race, gender identity, and sexual orientation do not exist in a vacuum, and these axes of inequality cannot be compared independently of each other( 46 ). The multiple regression model in Table S3 of the Supplementary Material found that having multiple minority identities is the largest risk factor for experiencing an increased level of workplace discrimination and harassment (adjusted coefficient [aβ] = 0.51, CI 0.29, 0.73). Existing research shows that having multiple minority statuses creates additional stressors which are associated with negative outcomes such as increased psychological distress and lower job satisfaction( 47 , 48 ). It is thus important for any legislation to consider how such factors come together and interact in order to maximize impact. Anti-discrimination legislation is a crucial component in reducing the level of discrimination and harassment faced by the LGBTQ + community in the workplace. It is an effective tool in reducing inequalities in the labor market, and can even help to improve public sentiment toward the community( 49 ). In the USA, where states have differing SOGI laws, states without anti-discrimination laws faced more serious incidents of discrimination and a significantly higher prevalence of harassment( 50 ). Anti-discrimination legislation has effects beyond the workplace, and can even out the playing field when applying for jobs. A study found that with anti-discrimination laws, gay and non-gay applicants for a job were rated equivalently, and helped to reduce the prejudice they faced when applying for jobs( 51 ). It has also been found to causally affect interpersonal discrimination, where protective legislation leads to individuals facing decreased discrimination( 52 ). Thus, the enactment of anti-discrimination legislation has the potential to not only improve working conditions for the LGBTQ + community, but foster economic growth and reduce anti-LGBTQ + sentiment in the wider community. Beyond policies at a national level, companies can enforce their own formal policies and practices within the organization. Policies are a measure in which the company conveys their values and expectations to their employees, and protective legislation can convey that discrimination and mistreatment of LGBTQ + employees is not acceptable behavior( 53 ). Formal policies that are consistently implemented allow LGBTQ + employees to know how they will be treated and assure them that perpetrators will be held accountable for instances of discrimination or harassment despite the absence of legal protections( 54 ). Formal protective policies for LGBTQ + employees have been linked to a reduction in perceived discrimination in the workplace, as well as more positive work attitudes( 55 ). Furthermore, LGBTQ + supportive policies are a topic that draws investor attention, and investor trading picks up significantly after a company adopts such policies( 56 ). Although this movement leads to both stock returns and share turnover, findings from another study suggest that the effect of such movements in firm value are at worst neutral, and firms will not be penalized for supporting LGBTQ + friendly policies( 57 ). Generally speaking, the enactment of supportive LGBTQ + policies in the workplace leads to significant positive effects on business performance, such as increased profitability and value( 3 ), increased innovation and performance( 4 ), and reduced employee turnover( 5 ). However, research has shown that having supportive LGBTQ + policies is not enough, as the mere presence of policies does not always reflect what employees understand from them( 58 ). Policies need to be consistently enforced with clear consequences in order for employees to believe that they are supported, and policies must be embraced at all levels of the company( 7 , 55 ). One way that this can be done is to foster an inclusive culture through additional programs such as diversity training and intersectional education( 2 ). Diversity training and other similar programs are a key component of fighting against homophobia and prejudice, and have been associated with more positive attitudes as well as reduced discriminatory tendencies( 59 ). Supportive workplace environments and interpersonal relationships in the workplace have been found to accurately predict positive outcomes among LGBTQ + employees, and to an even greater extent than just protective policies by themselves( 55 ). In order to build a truly inclusive workplace that reduces the discrimination and harassment the LGBTQ + community faces, a culture of support and inclusion that is grounded in positive interpersonal relationships and protective policies needs to be fostered. There are a few limitations identified in this study, which should be taken note of when interpreting the findings. First, our convenience sample may not have been representative of all LGBTQ + employees in Singapore. It is possible that study volunteers were more likely to have experienced workplace discrimination than the broader LGBTQ + population. Secondly, as demographic characteristics were only collected in the last segment of the survey, we were unable to analyze the characteristics of respondents who started but did not complete the survey. Thirdly, the findings may have been impacted as respondents had to retrospectively evaluate if they have ever had experiences of discrimination or harassment in their lifetime. Given that events may have occurred far in their past, the accuracy of recall may be circumspect. Finally, the study relied on respondents’ self-report of discrimination or harassment based on SOGIE. In this manner, there is no way to accurately determine if reported discrimination or harassment was actually due to their SOGIE status. Moreover, it is also possible that SOGIE-based discrimination and harassment was unnoticed and underreported in our survey. Future research should employ audit-testing methods to more accurately assess and monitor the presence of SOGIE-related discrimination and harassment in the workplace. Overall, our findings indicate that the inclusion of SOGIE into the WFL as a protected characteristic would have a great impact on the myriad of LGBTQ + individuals who experience workplace discrimination and harassment in the workplace. The results show how pervasive discrimination and harassment are in Singapore’s workplaces, and the majority of LGBTQ + individuals choose not to report their grievances due to their fear of additional penalties being levied against them and their expectations of no support from their companies, MOM, or TAFEP. Numerous studies have shown that supporting LGBTQ + employees through national legislation or supportive workplace policies is an economic imperative that enhances the performance of both employees and organizations, allowing both to flourish together. LGBTQ + individuals deserve respect and equal treatment in the workplace, and all parties have their own part to play in working toward equitable outcomes for every individual. References Hossain M, Atif M, Ahmed A, Mia L (2020) Do LGBT Workplace Diversity Policies Create Value for Firms? J Bus Ethics 167(4):775–791 Human Rights Campaign Foundation Corporate Equality Index 2023–2024 [Internet]. 2023 [cited 2024 Apr 18]. https://reports.hrc.org/corporate-equality-index-2023?_ga=2.12772529.780514620.1713338946-1011071297.1713338946#equality-fortune-companies Pichler S, Blazovich JL, Cook KA, Huston JM, Strawser WR (2018) Do LGBT-supportive corporate policies enhance firm performance? Hum Resour Manage 57(1):263–278 Chintrakarn P, Treepongkaruna S, Jiraporn P, Lee SM (2020) Do LGBT-Supportive Corporate Policies Improve Credit Ratings? An Instrumental-Variable Analysis. 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William Inst UCLA Sch Law Davidson S (2016) Gender inequality: Nonbinary transgender people in the workplace. Halsall J, editor. Cogent Soc Sci. ;2(1):1236511 Grant JM, Mottet LA, Tanis T, Harrison J, Herman JL, Keisling M (2011) Injustice at Every Turn: A Report of the National Transgender Discrimination Survey. National Centre for Trasngender Equality, Washington, DC, USA Flage A (2019) Discrimination against gays and lesbians in hiring decisions: a meta-analysis. Int J Manpow 41(6):671–691 Dilmaghani M, Robinson M (2022) The blue of the rainbow: queerness and hiring discrimination in blue-collar occupations. Rev Soc Econ 0(0):1–29 Baker JANDR (2021) : Singapore to enshrine into law workplace anti-discrimination guidelines. CNA [Internet]. 2021 Aug 29 [cited 2024 Apr 18]; https://www.channelnewsasia.com/singapore/ndr-2021-anti-discrimination-law-tafep-pm-lee-2143101 Ministry of Manpower Singapore [Internet] (2023) [cited 2024 Apr 18]. Government Accepts Tripartite Committee Final Recommendations for WFL. https://www.mom.gov.sg/newsroom/press-releases/2023/0804-government-accepts-tripartite-committee-final-recommendations-for-wfl Chan RKW, Leow Y, Forum Proposed workplace fairness law needs to be all-inclusive. [cited 2024 Apr 19]; https://www.straitstimes.com/opinion/forum/forum-proposed-workplace-fairness-law-needs-to-be-all-inclusive Tripartite Committee on Workplace Fairness. Building Fairer & More Harmonious Workplaces: Tripartite Committee on Workplace Fairness Final Report [Internet] (2023) Aug https://www.mom.gov.sg/-/media/mom/documents/press-releases/2023/tripartite-committee-on-workplace-fairness-final-report.pdf Lee CW, Forum Sending a strong signal there is no place for workplace discrimination in Singapore. The Straits Times [Internet]. [cited 2024 Apr 19]; https://www.straitstimes.com/opinion/forum/forum-sending-a-strong-signal-there-is-no-place-for-workplace-discrimination-in-singapore AWARE [Internet] (2022) [cited 2024 Apr 21]. 1 in 2 experienced workplace discrimination in Singapore over the past five years, with race, age and gender discrimination most common. https://www.aware.org.sg/2022/09/1-in-2-experienced-workplace-discrimination-aware-milieu-survey/ Lau EAWARE (2021) [cited 2024 Apr 21]. A Recap: Fair Enough? Towards an anti-discrimination law for Singapore (online panel). https://www.aware.org.sg/2021/11/a-recap-fair-enough-towards-an-anti-discrimination-law-for-singapore-online-panel/ SOGI Singapore. National LGBT Census: Singapore. SOGI Singapore Byrne J, Yee A, Tan K, Veale J (2021) Challenges Facing Singapore’s Transgender Community - A Quantitative Review. Asia Pacific Transgender Network, Jul Winter S, Davis-McCabe C, Russell CB, Wilde D, Chu TH, Suparak P et al (2018) Denied Work: An audit of employment discrimination on the basis of gender identity in South-East Asia. Asia Pacific Transgender Network and United Nations Development Programme Lee WKM (2004) The economic marginality of ethnic minorities: an analysis of ethnic income inequality in Singapore. Asian Ethn 5(1):27–41 Velayutham S (2017) Races without Racism? everyday race relations in Singapore. Identities 24(4):455–473 Cerezo A, Cummings M, Holmes M, Williams C (2020) Identity as Resistance: Identity Formation at the Intersection of Race, Gender Identity, and Sexual Orientation. Psychol Women Q 44(1):67–83 Velez BL, Polihronakis CJ, Watson LB, Cox R, Heterosexism (2019) Racism, and the Mental Health of Sexual Minority People of Color. Couns Psychol 47(1):129–159 Velez B, Moradi B, Brewster M (2013) Testing the Tenets of Minority Stress Theory in Workplace Contexts. J Couns Psychol. ;60 Delhommer S, Vamossy DF (2024) Effect of State and Local Sexual Orientation Anti-Discrimination Laws on Labor Market Differentials [Internet]. arXiv; [cited 2024 Apr 26]. http://arxiv.org/abs/2404.03794 Baumle AK, Badgett MVL, Boutcher S (2020) New Research on Sexual Orientation and Gender Identity Discrimination: Effect of State Policy on Charges Filed at the EEOC. J Homosex 67(8):1135–1144 Barron LG (2009) Promoting the Underlying Principle of Acceptance: The Effectiveness of Sexual Orientation Employment Antidiscrimination Legislation. J Workplace Rights 14(2):251–268 Barron LG, Hebl M (2013) The force of law: The effects of sexual orientation antidiscrimination legislation on interpersonal discrimination in employment. Psychol Public Policy Law 19(2):191–205 Tejeda MJ (2006) Nondiscrimination Policies and Sexual Identity Disclosure: Do They Make a Difference in Employee Outcomes? Empl Responsib Rights J 18(1):45–59 Ruggs EN, Martinez LR, Hebl MR, Law CL (2015) Workplace trans-actions: How organizations, coworkers, and individual openness influence perceived gender identity discrimination. Psychol Sex Orientat Gend Divers 2(4):404–412 Webster JR, Adams GA, Maranto CL, Sawyer K, Thoroughgood C (2018) Workplace contextual supports for LGBT employees: A review, meta-analysis, and agenda for future research. Hum Resour Manage 57(1):193–210 Do HX, Nguyen L, Nguyen NH, Nguyen QMP (2022) LGBT policy, investor trading behavior, and return comovement. J Econ Behav Organ 196:457–483 Johnston D, Malina MA (2008) Managing sexual orientation diversity: The impact on firm value. Group Organ Manag 33(5):602–625 Dwertmann DJG, Nishii LH, van Knippenberg D (2016) Disentangling the fairness & discrimination and synergy perspectives on diversity climate: Moving the field forward. J Manag 42(5):1136–1168 Ozeren E (2014) Sexual Orientation Discrimination in the Workplace: A Systematic Review of Literature. Procedia - Soc Behav Sci 109:1203–1215 Additional Declarations The authors declare no competing interests. Supplementary Files ManuscriptSupplementaryMaterials.docx Cite Share Download PDF Status: Posted Version 1 posted You are reading this latest preprint version Research Square lets you share your work early, gain feedback from the community, and start making changes to your manuscript prior to peer review in a journal. As a division of Research Square Company, we’re committed to making research communication faster, fairer, and more useful. We do this by developing innovative software and high quality services for the global research community. Our growing team is made up of researchers and industry professionals working together to solve the most critical problems facing scientific publishing. Also discoverable on Platform About Our Team In Review Editorial Policies Advisory Board Help Center Resources Author Services Accessibility API Access RSS feed Manage Cookie Preferences © Research Square 2026 | ISSN 2693-5015 (online) Privacy Policy Terms of Service Do Not Sell My Personal Information {"props":{"pageProps":{"initialData":{"identity":"rs-4741235","acceptedTermsAndConditions":true,"allowDirectSubmit":true,"archivedVersions":[],"articleType":"Research Article","associatedPublications":[],"authors":[{"id":326965286,"identity":"fb92e7c7-ea73-4cfa-8917-9fe95b52101c","order_by":0,"name":"Wen Zhi Ng","email":"","orcid":"","institution":"National University of Singapore","correspondingAuthor":false,"prefix":"","firstName":"Wen","middleName":"Zhi","lastName":"Ng","suffix":""},{"id":326965287,"identity":"778652a4-f54c-4f6a-abb8-88e93e93d551","order_by":1,"name":"Daryl WJ Yang","email":"","orcid":"","institution":"Same But 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17:10:13","extension":"docx","order_by":1,"title":"","display":"","copyAsset":false,"role":"supplement","size":1904741,"visible":true,"origin":"","legend":"","description":"","filename":"ManuscriptSupplementaryMaterials.docx","url":"https://assets-eu.researchsquare.com/files/rs-4741235/v1/bcf26852ca0d950f17d66c3d.docx"}],"financialInterests":"The authors declare no competing interests.","formattedTitle":"\u003cp\u003e\u003cem\u003e\u003cstrong\u003eDiscrimination and Harassment in the Workplace: The Lived Experiences of Singaporean LGBTQ Individuals\u003c/strong\u003e\u003c/em\u003e\u003c/p\u003e","fulltext":[{"header":"Introduction","content":"\u003cp\u003eIn an increasingly global and diverse business environment, creating a culture of diversity and inclusivity has become a strategic imperative in order to remain competitive(\u003cspan citationid=\"CR1\" class=\"CitationRef\"\u003e1\u003c/span\u003e). The push for equality and fairness is prominent among the international market, with 91% of Fortune 500 companies having nondiscrimination policies that include \u0026ldquo;sexual orientation\u0026rdquo; and \u0026ldquo;gender identity\u0026rdquo;(\u003cspan citationid=\"CR2\" class=\"CitationRef\"\u003e2\u003c/span\u003e). Recent literature has also begun evaluating the case for lesbian, gay, bisexual, transgender, and queer (LGBTQ+) diversity in the workplace, and has often found evidence for the positive effects of LGBTQ\u0026thinsp;+\u0026thinsp;diversity on business performance. A study done in the United States of America (USA) on publicly traded companies found that supportive LGBTQ\u0026thinsp;+\u0026thinsp;workplace policies were linked to increases in company value, productivity, and profitability(\u003cspan citationid=\"CR3\" class=\"CitationRef\"\u003e3\u003c/span\u003e). In addition, other studies in the USA also found that such policies were associated with increased firm innovation and performance, better credit ratings(\u003cspan citationid=\"CR4\" class=\"CitationRef\"\u003e4\u003c/span\u003e), lessened employee turnover intention and increased positive work attitude(\u003cspan citationid=\"CR5\" class=\"CitationRef\"\u003e5\u003c/span\u003e). Furthermore, a 2019 report by the Williams Institute concluded that exclusionary treatment of LGBTQ\u0026thinsp;+\u0026thinsp;people led to lost labor time, decreased productivity, and inefficient investment and allocation of human resources, resulting in reduced economic output. Concurrently, in a study including data from 132 countries, GDP per capita was found to be higher in countries with more legal rights for LGB people(\u003cspan citationid=\"CR6\" class=\"CitationRef\"\u003e6\u003c/span\u003e). Due to the many benefits that increasing diversity can bring, more research has been conducted to evaluate the impact of discrimination and harassment based on sexual orientation and gender identity or expression (SOGIE) on both the company and employees(\u003cspan citationid=\"CR7\" class=\"CitationRef\"\u003e7\u003c/span\u003e).\u003c/p\u003e \u003cp\u003eWorkplace discrimination can be defined in many ways, but it boils down to the unfair and negative treatment of workers or job applicants based on their group membership or personal attributes that are irrelevant to job performance(\u003cspan citationid=\"CR7\" class=\"CitationRef\"\u003e7\u003c/span\u003e, \u003cspan citationid=\"CR8\" class=\"CitationRef\"\u003e8\u003c/span\u003e). An important definition is that we focus on perceived workplace discrimination, as discrimination has the biggest influence when the individual being discriminated against is aware of the discriminatory event(\u003cspan citationid=\"CR5\" class=\"CitationRef\"\u003e5\u003c/span\u003e, \u003cspan citationid=\"CR9\" class=\"CitationRef\"\u003e9\u003c/span\u003e). On the other hand, workplace harassment can be defined as behavior that is aimed at another individual that is intentionally harmful, and can range from more minor infractions, like dirty looks and belittling, to more serious cases, like physical and sexual assault(\u003cspan citationid=\"CR10\" class=\"CitationRef\"\u003e10\u003c/span\u003e). There is no restriction regarding the source of mistreatment (e.g. from supervisors or from peers) and severity or intensity of behavior(\u003cspan citationid=\"CR11\" class=\"CitationRef\"\u003e11\u003c/span\u003e). In this study, workplace harassment is used as a more umbrella term that encompasses mistreatment with multiple terms such as incivility, victimization, ostracism, or even abusive supervision(\u003cspan citationid=\"CR12\" class=\"CitationRef\"\u003e12\u003c/span\u003e).\u003c/p\u003e \u003cp\u003eWhen evaluating the effects of discrimination and harassment at a more micro level, there are multiple effects on the individual. Discrimination has long been linked to poorer outcomes for the individual across multiple domains, with evidence showing that experiencing workplace discrimination leads to impaired mental and physical health, and has negative implications for job attitudes, stress, and job satisfaction(\u003cspan citationid=\"CR9\" class=\"CitationRef\"\u003e9\u003c/span\u003e, \u003cspan additionalcitationids=\"CR14 CR15\" citationid=\"CR13\" class=\"CitationRef\"\u003e13\u003c/span\u003e\u0026ndash;\u003cspan citationid=\"CR16\" class=\"CitationRef\"\u003e16\u003c/span\u003e). Similarly, workplace harassment is associated with poorer outcomes for those targeted(\u003cspan citationid=\"CR17\" class=\"CitationRef\"\u003e17\u003c/span\u003e). It has detrimental effects on the victims\u0026rsquo; work-related attitudes, such as increased turnover intentions, lowered job performance, and counterproductive work behaviors(\u003cspan citationid=\"CR10\" class=\"CitationRef\"\u003e10\u003c/span\u003e). In addition, their psychological health is likely to be negatively affected(\u003cspan citationid=\"CR11\" class=\"CitationRef\"\u003e11\u003c/span\u003e), leading to symptoms of depression(\u003cspan additionalcitationids=\"CR19\" citationid=\"CR18\" class=\"CitationRef\"\u003e18\u003c/span\u003e\u0026ndash;\u003cspan citationid=\"CR20\" class=\"CitationRef\"\u003e20\u003c/span\u003e), anxiety and stress-related complaints(\u003cspan citationid=\"CR20\" class=\"CitationRef\"\u003e20\u003c/span\u003e), post-traumatic stress and burnout(\u003cspan citationid=\"CR21\" class=\"CitationRef\"\u003e21\u003c/span\u003e), and even suicidal ideation(\u003cspan citationid=\"CR22\" class=\"CitationRef\"\u003e22\u003c/span\u003e) and suicidal behavior(\u003cspan citationid=\"CR23\" class=\"CitationRef\"\u003e23\u003c/span\u003e). Contrary to the expectations that discrimination and harassment would only affect a small percentage of a company, evidence suggests that witnesses of such incidents can also be negatively impacted(\u003cspan citationid=\"CR9\" class=\"CitationRef\"\u003e9\u003c/span\u003e, \u003cspan citationid=\"CR10\" class=\"CitationRef\"\u003e10\u003c/span\u003e). While witnesses may not suffer the same severity of physical and psychological problems, lessened job satisfaction, increased turnover intent, and reduced commitment to the organization are all potential consequences(\u003cspan additionalcitationids=\"CR25\" citationid=\"CR24\" class=\"CitationRef\"\u003e24\u003c/span\u003e\u0026ndash;\u003cspan citationid=\"CR26\" class=\"CitationRef\"\u003e26\u003c/span\u003e).\u003c/p\u003e \u003cp\u003eTraditionally, research on discrimination and harassment has focused on the topics of sex and race, but there has been growing recognition that discrimination and harassment in the workplace based on SOGIE is a pressing issue(\u003cspan citationid=\"CR7\" class=\"CitationRef\"\u003e7\u003c/span\u003e). Despite significant progress in terms of LGBTQ\u0026thinsp;+\u0026thinsp;acceptability in the community and the protection of their rights, anti-LGBTQ\u0026thinsp;+\u0026thinsp;sentiment and discrimination in the workplace remains a problem(\u003cspan citationid=\"CR27\" class=\"CitationRef\"\u003e27\u003c/span\u003e). In general, the LGBTQ\u0026thinsp;+\u0026thinsp;community often suffers from worsened outcomes in the labor force when compared to their heterosexual cisgender peers(\u003cspan citationid=\"CR28\" class=\"CitationRef\"\u003e28\u003c/span\u003e). A 2021 survey done by the Williams Institute discovered that 29.8% of LGBT employees experienced employment discrimination based on their SOGIE, and 37.7% reported experiencing workplace harassment(\u003cspan citationid=\"CR29\" class=\"CitationRef\"\u003e29\u003c/span\u003e). Within the LGBTQ\u0026thinsp;+\u0026thinsp;community, people who are transgender have even greater difficulties in securing and maintaining employment, suffering from unemployment rates that are twice that of the general population(\u003cspan citationid=\"CR30\" class=\"CitationRef\"\u003e30\u003c/span\u003e). 78% of transgender employees reported harassment at work, and 47% experienced employment discrimination, a number that is notably higher than even their LGB counterparts(\u003cspan citationid=\"CR31\" class=\"CitationRef\"\u003e31\u003c/span\u003e). Sometimes, even being perceived as being part of the LGBTQ\u0026thinsp;+\u0026thinsp;community is sufficient to experience discrimination. A number of studies found that, even if other essential characteristics are matched, an individual that could potentially be seen as part of the LGBTQ\u0026thinsp;+\u0026thinsp;community on their resume resulted in a significantly lower likelihood of receiving a callback or interview(\u003cspan citationid=\"CR32\" class=\"CitationRef\"\u003e32\u003c/span\u003e, \u003cspan citationid=\"CR33\" class=\"CitationRef\"\u003e33\u003c/span\u003e).\u003c/p\u003e \u003cp\u003eIn Singapore, the Prime Minister announced that the government would introduce the Workplace Fairness Legislation (WFL) to address discrimination at the workplace(\u003cspan citationid=\"CR34\" class=\"CitationRef\"\u003e34\u003c/span\u003e), with the Tripartite Committee on Workplace Fairness (TCWF) proposing what would be considered as protected characteristics(\u003cspan citationid=\"CR35\" class=\"CitationRef\"\u003e35\u003c/span\u003e). Sexual orientation and gender identity were not included on the basis that the WFL is meant to protect against \u0026ldquo;common and familiar forms of workplace discrimination\u0026rdquo; and that little to no SOGIE-based discrimination complaints were made to the Tripartite Alliance for Fair and Progressive Employment Practices (TAFEP) between 2018 to 2022(\u003cspan additionalcitationids=\"CR37\" citationid=\"CR36\" class=\"CitationRef\"\u003e36\u003c/span\u003e\u0026ndash;\u003cspan citationid=\"CR38\" class=\"CitationRef\"\u003e38\u003c/span\u003e). However, a lack of complaints does not necessarily mean that SOGIE-based discrimination does not occur in Singapore. A survey done in 2022 found that LGBTQ\u0026thinsp;+\u0026thinsp;people in Singapore faced much higher rates of workplace discrimination (68%) compared to those who did not identify as LGBTQ+ (56%)(\u003cspan citationid=\"CR39\" class=\"CitationRef\"\u003e39\u003c/span\u003e). In addition, a survey conducted in 2021 by Blackbox Research in Singapore revealed that 54% of their respondents were not familiar with what TAFEP could support them with for workplace discrimination cases(\u003cspan citationid=\"CR40\" class=\"CitationRef\"\u003e40\u003c/span\u003e). Given these facts, it is not surprising that LGBTQ\u0026thinsp;+\u0026thinsp;workers did not seek support from TAFEP between 2018 and 2022. Looking at Singapore as a whole, it is difficult to paint an accurate picture of Singaporeans\u0026rsquo; experiences of workplace discrimination as there have been a paucity of published studies focused on this topic. There is no official information on workplace discrimination and harassment rates among the general population except for the reports made to TAFEP, which makes it crucial for this study to get a glimpse into what experiences are like on the ground. In an effort to better inform incoming legislation and ensure equitable outcomes, this study aims to examine the experience of workplace discrimination and harassment among LGBTQ\u0026thinsp;+\u0026thinsp;individuals in Singapore.\u003c/p\u003e"},{"header":"Methodology","content":"\u003cdiv id=\"Sec3\" class=\"Section2\"\u003e \u003ch2\u003eStudy design and participants\u003c/h2\u003e \u003cp\u003eThis study was an exploratory cross-sectional survey conducted from March 2023 to August 2023 to examine the experiences of LGBTQ\u0026thinsp;+\u0026thinsp;persons specifically with respect to their experiences of stigma in workplace settings. To be eligible for this study, participants had to be between 18 to 85 years old, identify as a SOGIE minority, and have ever worked or been employed in Singapore. Ethics approval was obtained from the institutional review board at the National University of Singapore (NUS-IRB-2022-98) prior to data collection. There are no relevant financial or non-financial competing interests to report.\u003c/p\u003e \u003c/div\u003e \u003cdiv id=\"Sec4\" class=\"Section2\"\u003e \u003ch2\u003eData collection\u003c/h2\u003e \u003cp\u003eThe 63 question survey was primarily disseminated via the social media networks of Pink Dot, an organization that hosts the largest annual LGBTQ\u0026thinsp;+\u0026thinsp;community event in Singapore. Pink Dot has a social media following of close to 50 thousand people, a large percentage of which are LGBTQ\u0026thinsp;+\u0026thinsp;Singaporeans, the primary audience for this study. The survey was available only in English. Participants who were interested in the survey had the opportunity to learn more about participation by reading an online information sheet. Subsequently, study volunteers indicated their consent to participate by clicking on the button to proceed with the survey. The survey was hosted on RedCap, a survey-administration web platform. No remuneration was provided to participants for taking part in this survey. Furthermore, no personal identifiers or IP addresses were collected in order to safeguard participants\u0026rsquo; identities.\u003c/p\u003e \u003c/div\u003e \u003cdiv id=\"Sec5\" class=\"Section2\"\u003e \u003ch2\u003eMeasures\u003c/h2\u003e \u003cp\u003eDemographic information was collected from all participants, such as age, gender identity, sexual orientation, race, and religion, as well as information about workplace experiences. Participants answered questions about lifetime experiences of employment discrimination, such as being fired, not being hired, denied opportunities, and being treated unfairly, as well as any verbal, physical, or sexual harassment they had experienced at the workplace. They were also questioned about whether they had reported their experiences to their companies, the Ministry of Manpower (MOM), TAFEP, or any other organization, as well as the response they received to their grievance. Two open-ended questions were included in order to elucidate deeper understanding into participants\u0026rsquo; experiences (\u0026ldquo;Please tell us about your worst experience of unfair treatment, harassment, or discrimination at work because of your sexual orientation, gender identity or gender expression.\u0026rdquo; and \u0026ldquo;Please elaborate what happened: for example, unreasonable delays in response from recipients of complaints, suggestions to drop complaints, further harassment etc.\u0026rdquo;).\u003c/p\u003e \u003cp\u003eThe questions in this survey were based on the Employment Experiences Survey conducted by the Williams Institute in 2021(\u003cspan citationid=\"CR29\" class=\"CitationRef\"\u003e29\u003c/span\u003e), which was modeled on similar studies of employment discrimination. Permission was obtained from the Williams Institute in order to make use of their survey questions, and small adjustments were made to localize it to the Singaporean context.\u003c/p\u003e \u003c/div\u003e \u003cdiv id=\"Sec6\" class=\"Section2\"\u003e \u003ch2\u003eAnalytic Sample\u003c/h2\u003e \u003cp\u003e A total of 753 participants provided informed consent and initiated screening questions to determine eligibility; 692 of whom were eligible for the study. Participants who selected gender identity response options that were either \u0026ldquo;male\u0026rdquo; or \u0026ldquo;female\u0026rdquo; and differed from either their sex assigned at birth or sex indicated on their National Registration Identity Card (NRIC) / national identification document were classified as transgender. Those who selected gender identity options that matched their sex assigned at birth or sex indicated on their NRIC / national identification document were classified as cisgender. Those whose gender identity response options were either \u0026ldquo;non-binary\u0026rdquo; or \u0026ldquo;other genders\u0026rdquo; were classified as gender-diverse. Among the 692 eligible participants, 409 of them completed the survey and were included in the analytic sample. A flowchart of this process can be found in Fig.\u0026nbsp;\u003cspan refid=\"Fig1\" class=\"InternalRef\"\u003e1\u003c/span\u003e.\u003c/p\u003e \u003cp\u003e \u003c/p\u003e \u003c/div\u003e \u003cdiv id=\"Sec7\" class=\"Section2\"\u003e \u003ch2\u003eData analysis\u003c/h2\u003e \u003cp\u003eStatistical analysis was carried out using the statistical software STATA version 18 (Stata Corp, College Station, TX, USA). Basic descriptives were used to summarize sociodemographic information. Two-way tables of frequency counts were used together with Pearson\u0026rsquo;s chi-square test for outcome variables and sociodemographic data to assess any associations at the bivariable level. Logistic regression was utilized to examine the associations between sociodemographic factors and the likelihood of experiencing any form of discrimination and harassment in their lifetime. Additionally, multivariable linear regression was used to examine the associations between the overall types of discrimination and harassment experienced, how out the participants were to their co-workers, the amount of covering behaviors they engaged in at the workplace, and a combined minority score (gender identity, sexual orientation, and race). Results for multivariable linear regression and discussion on its results can be found in the Supplementary Material. Statistical significance was set at p\u0026thinsp;\u0026lt;\u0026thinsp;0.05. The data that support the findings of this study are available from the corresponding author, RT, upon reasonable request.\u003c/p\u003e \u003cp\u003eWe conducted thematic content analysis for open-ended text derived from our survey. Text responses were extracted into a Microsoft Excel document and separated into tabs by question. We then conducted deductive coding using a predefined framework that was developed and informed by the survey questions (for example, types of harassment or discrimination experienced, or reasons for non-reporting). Intercoder reliability was conducted using a sample of 16.2% of excerpts (n\u0026thinsp;=\u0026thinsp;43) between two coders (WN and RT), and a Cohen's kappa of 0.95 (confidence interval [CI] 0.88, 1.00) was achieved. Quotes included in this report were selected to illustrate a bigger picture of the discrimination and harassment experienced by respondents. They were edited to correct for issues like typos, spellings, and grammar, which did not impact the substance of the response. Brackets were used to indicate areas in which words were either changed or added for the purposes of clarity. The overall trends for the rates of reporting grievances and the reasons for it can be found in the Supplementary Material.\u003c/p\u003e \u003c/div\u003e"},{"header":"Results","content":"\u003cdiv id=\"Sec9\" class=\"Section2\"\u003e \u003ch2\u003eDemographics\u003c/h2\u003e \u003cp\u003eThe mean age of participants was 31.95 years old (SD\u0026thinsp;=\u0026thinsp;8.03), with the majority being Chinese (n\u0026thinsp;=\u0026thinsp;309, 75.55%). The rest were Indian (n\u0026thinsp;=\u0026thinsp;30, 7.33%), Malay (n\u0026thinsp;=\u0026thinsp;27, 6.60%), and others (n\u0026thinsp;=\u0026thinsp;43, 10.51%). There were 240 (58.68%) females and 169 (41.32%) males as per sex assigned at birth. A majority (73.35%, n\u0026thinsp;=\u0026thinsp;300) were cisgender, 9.29% (n\u0026thinsp;=\u0026thinsp;38) were transgender, and 17.36% (n\u0026thinsp;=\u0026thinsp;71) were gender-diverse. Most participants identified as gay (n\u0026thinsp;=\u0026thinsp;135, 33.01%) or lesbian (n\u0026thinsp;=\u0026thinsp;109, 26.65%), followed by bisexual (n\u0026thinsp;=\u0026thinsp;87, 21.27%) and other sexual orientations such as pansexual or asexual (n\u0026thinsp;=\u0026thinsp;64, 15.65%). There were 4 participants (0.98%) who identified as questioning, who were subsequently folded into the \u0026ldquo;other sexual orientations\u0026rdquo; group for analysis due to small group size. A summary of this information can be found in Table\u0026nbsp;\u003cspan refid=\"Tab1\" class=\"InternalRef\"\u003e1\u003c/span\u003e.\u003c/p\u003e \u003cp\u003e \u003cdiv class=\"gridtable\"\u003e\u003ctable float=\"Yes\" id=\"Tab1\" border=\"1\"\u003e \u003ccaption language=\"En\"\u003e \u003cdiv class=\"CaptionNumber\"\u003eTable 1\u003c/div\u003e \u003cdiv class=\"CaptionContent\"\u003e \u003cp\u003eDemographics characteristics of adult participants (n\u0026thinsp;=\u0026thinsp;409) in the Singapore Employment Experiences Survey, 2023.\u003c/p\u003e \u003c/div\u003e \u003c/caption\u003e \u003ccolgroup cols=\"5\"\u003e \u003cdiv align=\"left\" class=\"colspec\" colname=\"c1\" colnum=\"1\"\u003e\u003c/div\u003e \u003cdiv align=\"left\" class=\"colspec\" colname=\"c2\" colnum=\"2\"\u003e\u003c/div\u003e \u003cdiv align=\"left\" class=\"colspec\" colname=\"c3\" colnum=\"3\"\u003e\u003c/div\u003e \u003cdiv align=\"left\" class=\"colspec\" colname=\"c4\" colnum=\"4\"\u003e\u003c/div\u003e \u003cdiv align=\"left\" class=\"colspec\" colname=\"c5\" colnum=\"5\"\u003e\u003c/div\u003e \u003cthead\u003e \u003ctr\u003e \u003cth align=\"left\" colname=\"c1\"\u003e \u003cp\u003eVariable\u003c/p\u003e \u003c/th\u003e \u003cth align=\"left\" colname=\"c2\"\u003e \u003cp\u003en\u003c/p\u003e \u003c/th\u003e \u003cth align=\"left\" colname=\"c3\"\u003e \u003cp\u003e%\u003c/p\u003e \u003c/th\u003e \u003cth align=\"left\" colname=\"c4\"\u003e \u003cp\u003eMean\u003c/p\u003e \u003c/th\u003e \u003cth align=\"left\" colname=\"c5\"\u003e \u003cp\u003eSD\u003c/p\u003e \u003c/th\u003e \u003c/tr\u003e \u003c/thead\u003e \u003ctbody\u003e \u003ctr\u003e \u003ctd align=\"left\" colname=\"c1\"\u003e \u003cp\u003e\u003cb\u003eAge (in years)\u003c/b\u003e\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c2\"\u003e\u0026nbsp;\u003c/td\u003e \u003ctd align=\"left\" colname=\"c3\"\u003e\u0026nbsp;\u003c/td\u003e \u003ctd align=\"left\" colname=\"c4\"\u003e \u003cp\u003e31.95\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c5\"\u003e \u003cp\u003e8.03\u003c/p\u003e \u003c/td\u003e \u003c/tr\u003e \u003ctr\u003e \u003ctd align=\"left\" colspan=\"5\" nameend=\"c5\" namest=\"c1\"\u003e \u003cp\u003e\u003cb\u003eRace\u003c/b\u003e\u003c/p\u003e \u003c/td\u003e \u003c/tr\u003e \u003ctr\u003e \u003ctd align=\"left\" colname=\"c1\"\u003e \u003cp\u003eChinese\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c2\"\u003e \u003cp\u003e309\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c3\"\u003e \u003cp\u003e75.55\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c4\"\u003e\u0026nbsp;\u003c/td\u003e \u003ctd align=\"left\" colname=\"c5\"\u003e\u0026nbsp;\u003c/td\u003e \u003c/tr\u003e \u003ctr\u003e \u003ctd align=\"left\" colname=\"c1\"\u003e \u003cp\u003eMalay\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c2\"\u003e \u003cp\u003e27\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c3\"\u003e \u003cp\u003e6.60\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c4\"\u003e\u0026nbsp;\u003c/td\u003e \u003ctd align=\"left\" colname=\"c5\"\u003e\u0026nbsp;\u003c/td\u003e \u003c/tr\u003e \u003ctr\u003e \u003ctd align=\"left\" colname=\"c1\"\u003e \u003cp\u003eIndian\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c2\"\u003e \u003cp\u003e30\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c3\"\u003e \u003cp\u003e7.33\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c4\"\u003e\u0026nbsp;\u003c/td\u003e \u003ctd align=\"left\" colname=\"c5\"\u003e\u0026nbsp;\u003c/td\u003e \u003c/tr\u003e \u003ctr\u003e \u003ctd align=\"left\" colname=\"c1\"\u003e \u003cp\u003eOthers\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c2\"\u003e \u003cp\u003e43\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c3\"\u003e \u003cp\u003e10.51\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c4\"\u003e\u0026nbsp;\u003c/td\u003e \u003ctd align=\"left\" colname=\"c5\"\u003e\u0026nbsp;\u003c/td\u003e \u003c/tr\u003e \u003ctr\u003e \u003ctd align=\"left\" colspan=\"5\" nameend=\"c5\" namest=\"c1\"\u003e \u003cp\u003e\u003cb\u003eSex assigned at birth\u003c/b\u003e\u003c/p\u003e \u003c/td\u003e \u003c/tr\u003e \u003ctr\u003e \u003ctd align=\"left\" colname=\"c1\"\u003e \u003cp\u003eMale\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c2\"\u003e \u003cp\u003e169\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c3\"\u003e \u003cp\u003e41.32\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c4\"\u003e\u0026nbsp;\u003c/td\u003e \u003ctd align=\"left\" colname=\"c5\"\u003e\u0026nbsp;\u003c/td\u003e \u003c/tr\u003e \u003ctr\u003e \u003ctd align=\"left\" colname=\"c1\"\u003e \u003cp\u003eFemale\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c2\"\u003e \u003cp\u003e240\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c3\"\u003e \u003cp\u003e58.68\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c4\"\u003e\u0026nbsp;\u003c/td\u003e \u003ctd align=\"left\" colname=\"c5\"\u003e\u0026nbsp;\u003c/td\u003e \u003c/tr\u003e \u003ctr\u003e \u003ctd align=\"left\" colspan=\"5\" nameend=\"c5\" namest=\"c1\"\u003e \u003cp\u003e\u003cb\u003eGender identity\u003c/b\u003e\u003c/p\u003e \u003c/td\u003e \u003c/tr\u003e \u003ctr\u003e \u003ctd align=\"left\" colname=\"c1\"\u003e \u003cp\u003eCisgender\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c2\"\u003e \u003cp\u003e300\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c3\"\u003e \u003cp\u003e73.35\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c4\"\u003e\u0026nbsp;\u003c/td\u003e \u003ctd align=\"left\" colname=\"c5\"\u003e\u0026nbsp;\u003c/td\u003e \u003c/tr\u003e \u003ctr\u003e \u003ctd align=\"left\" colname=\"c1\"\u003e \u003cp\u003eTransgender\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c2\"\u003e \u003cp\u003e38\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c3\"\u003e \u003cp\u003e9.29\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c4\"\u003e\u0026nbsp;\u003c/td\u003e \u003ctd align=\"left\" colname=\"c5\"\u003e\u0026nbsp;\u003c/td\u003e \u003c/tr\u003e \u003ctr\u003e \u003ctd align=\"left\" colname=\"c1\"\u003e \u003cp\u003eGender-diverse\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c2\"\u003e \u003cp\u003e71\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c3\"\u003e \u003cp\u003e17.36\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c4\"\u003e\u0026nbsp;\u003c/td\u003e \u003ctd align=\"left\" colname=\"c5\"\u003e\u0026nbsp;\u003c/td\u003e \u003c/tr\u003e \u003ctr\u003e \u003ctd align=\"left\" colspan=\"5\" nameend=\"c5\" namest=\"c1\"\u003e \u003cp\u003e\u003cb\u003eSexual orientation\u003c/b\u003e\u003c/p\u003e \u003c/td\u003e \u003c/tr\u003e \u003ctr\u003e \u003ctd align=\"left\" colname=\"c1\"\u003e \u003cp\u003eStraight\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c2\"\u003e \u003cp\u003e10\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c3\"\u003e \u003cp\u003e2.44\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c4\"\u003e\u0026nbsp;\u003c/td\u003e \u003ctd align=\"left\" colname=\"c5\"\u003e\u0026nbsp;\u003c/td\u003e \u003c/tr\u003e \u003ctr\u003e \u003ctd align=\"left\" colname=\"c1\"\u003e \u003cp\u003eGay\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c2\"\u003e \u003cp\u003e135\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c3\"\u003e \u003cp\u003e33.01\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c4\"\u003e\u0026nbsp;\u003c/td\u003e \u003ctd align=\"left\" colname=\"c5\"\u003e\u0026nbsp;\u003c/td\u003e \u003c/tr\u003e \u003ctr\u003e \u003ctd align=\"left\" colname=\"c1\"\u003e \u003cp\u003eLesbian\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c2\"\u003e \u003cp\u003e109\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c3\"\u003e \u003cp\u003e26.65\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c4\"\u003e\u0026nbsp;\u003c/td\u003e \u003ctd align=\"left\" colname=\"c5\"\u003e\u0026nbsp;\u003c/td\u003e \u003c/tr\u003e \u003ctr\u003e \u003ctd align=\"left\" colname=\"c1\"\u003e \u003cp\u003eBisexual\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c2\"\u003e \u003cp\u003e87\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c3\"\u003e \u003cp\u003e21.27\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c4\"\u003e\u0026nbsp;\u003c/td\u003e \u003ctd align=\"left\" colname=\"c5\"\u003e\u0026nbsp;\u003c/td\u003e \u003c/tr\u003e \u003ctr\u003e \u003ctd align=\"left\" colname=\"c1\"\u003e \u003cp\u003eOther sexual orientations\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c2\"\u003e \u003cp\u003e64\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c3\"\u003e \u003cp\u003e15.65\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c4\"\u003e\u0026nbsp;\u003c/td\u003e \u003ctd align=\"left\" colname=\"c5\"\u003e\u0026nbsp;\u003c/td\u003e \u003c/tr\u003e \u003ctr\u003e \u003ctd align=\"left\" colname=\"c1\"\u003e \u003cp\u003eQuestioning\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c2\"\u003e \u003cp\u003e4\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c3\"\u003e \u003cp\u003e0.98\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c4\"\u003e\u0026nbsp;\u003c/td\u003e \u003ctd align=\"left\" colname=\"c5\"\u003e\u0026nbsp;\u003c/td\u003e \u003c/tr\u003e \u003c/tbody\u003e \u003c/colgroup\u003e \u003ctfoot\u003e \u003ctr\u003e\u003ctd colspan=\"5\"\u003eSD, Standard Deviation\u003c/td\u003e\u003c/tr\u003e \u003c/tfoot\u003e \u003c/table\u003e\u003c/div\u003e \u003c/p\u003e \u003c/div\u003e \u003cdiv id=\"Sec10\" class=\"Section2\"\u003e \u003ch2\u003ePrevalence of discrimination and harassment\u003c/h2\u003e \u003cdiv id=\"Sec11\" class=\"Section3\"\u003e \u003ch2\u003eOverall trends for discrimination and harassment\u003c/h2\u003e \u003cp\u003eOver half of the participants (n\u0026thinsp;=\u0026thinsp;208, 50.85%) experienced at least one form of discrimination or harassment in the workplace due to their Sexual Orientation, Gender Identity or Expression (SOGIE) in their lifetime. Almost one-third of participants (n\u0026thinsp;=\u0026thinsp;123, 30.07%) reported experiencing at least one form of employment discrimination in the workplace at some point of their lives, and 43.52% (n\u0026thinsp;=\u0026thinsp;178) of them reported experiencing some form of workplace harassment. A detailed breakdown of the rates for discrimination and harassment experienced can be found in Table\u0026nbsp;\u003cspan refid=\"Tab2\" class=\"InternalRef\"\u003e2\u003c/span\u003e.\u003c/p\u003e \u003cp\u003e \u003cdiv class=\"gridtable\"\u003e\u003ctable float=\"Yes\" id=\"Tab2\" border=\"1\"\u003e \u003ccaption language=\"En\"\u003e \u003cdiv class=\"CaptionNumber\"\u003eTable 2\u003c/div\u003e \u003cdiv class=\"CaptionContent\"\u003e \u003cp\u003eLifetime prevalence of discrimination and harassment based on SOGIE among adult participants in the Singapore Employment Experiences Survey, 2023.\u003c/p\u003e \u003c/div\u003e \u003c/caption\u003e \u003ccolgroup cols=\"3\"\u003e \u003cdiv align=\"left\" class=\"colspec\" colname=\"c1\" colnum=\"1\"\u003e\u003c/div\u003e \u003cdiv align=\"left\" class=\"colspec\" colname=\"c2\" colnum=\"2\"\u003e\u003c/div\u003e \u003cdiv align=\"left\" class=\"colspec\" colname=\"c3\" colnum=\"3\"\u003e\u003c/div\u003e \u003cthead\u003e \u003ctr\u003e \u003cth align=\"left\" colname=\"c1\"\u003e\u0026nbsp;\u003c/th\u003e \u003cth align=\"left\" colname=\"c2\"\u003e \u003cp\u003en\u003c/p\u003e \u003c/th\u003e \u003cth align=\"left\" colname=\"c3\"\u003e \u003cp\u003e%\u003c/p\u003e \u003c/th\u003e \u003c/tr\u003e \u003c/thead\u003e \u003ctbody\u003e \u003ctr\u003e \u003ctd align=\"left\" colspan=\"3\" nameend=\"c3\" namest=\"c1\"\u003e \u003cp\u003e\u003cb\u003eLifetime discrimination or harassment\u003c/b\u003e\u003c/p\u003e \u003c/td\u003e \u003c/tr\u003e \u003ctr\u003e \u003ctd align=\"left\" colname=\"c1\"\u003e \u003cp\u003eAny lifetime discrimination or harassment (n\u0026thinsp;=\u0026thinsp;409)\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c2\"\u003e \u003cp\u003e208\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c3\"\u003e \u003cp\u003e50.86\u003c/p\u003e \u003c/td\u003e \u003c/tr\u003e \u003ctr\u003e \u003ctd align=\"left\" colspan=\"3\" nameend=\"c3\" namest=\"c1\"\u003e \u003cp\u003e\u003cb\u003eDiscrimination\u003c/b\u003e\u003c/p\u003e \u003c/td\u003e \u003c/tr\u003e \u003ctr\u003e \u003ctd align=\"left\" colname=\"c1\"\u003e \u003cp\u003eAny lifetime discrimination (n\u0026thinsp;=\u0026thinsp;409)\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c2\"\u003e \u003cp\u003e123\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c3\"\u003e \u003cp\u003e30.07\u003c/p\u003e \u003c/td\u003e \u003c/tr\u003e \u003ctr\u003e \u003ctd align=\"left\" colname=\"c1\"\u003e \u003cp\u003eFired (n\u0026thinsp;=\u0026thinsp;409)\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c2\"\u003e \u003cp\u003e22\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c3\"\u003e \u003cp\u003e5.38\u003c/p\u003e \u003c/td\u003e \u003c/tr\u003e \u003ctr\u003e \u003ctd align=\"left\" colname=\"c1\"\u003e \u003cp\u003eNot hired (n\u0026thinsp;=\u0026thinsp;407)\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c2\"\u003e \u003cp\u003e50\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c3\"\u003e \u003cp\u003e12.29\u003c/p\u003e \u003c/td\u003e \u003c/tr\u003e \u003ctr\u003e \u003ctd align=\"left\" colname=\"c1\"\u003e \u003cp\u003eDenied promotion / opportunities (n\u0026thinsp;=\u0026thinsp;407)\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c2\"\u003e \u003cp\u003e41\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c3\"\u003e \u003cp\u003e10.07\u003c/p\u003e \u003c/td\u003e \u003c/tr\u003e \u003ctr\u003e \u003ctd align=\"left\" colname=\"c1\"\u003e \u003cp\u003eEver treated unfairly (n\u0026thinsp;=\u0026thinsp;408)\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c2\"\u003e \u003cp\u003e99\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c3\"\u003e \u003cp\u003e24.26\u003c/p\u003e \u003c/td\u003e \u003c/tr\u003e \u003ctr\u003e \u003ctd align=\"left\" colspan=\"3\" nameend=\"c3\" namest=\"c1\"\u003e \u003cp\u003e\u003cb\u003eHarassment\u003c/b\u003e\u003c/p\u003e \u003c/td\u003e \u003c/tr\u003e \u003ctr\u003e \u003ctd align=\"left\" colname=\"c1\"\u003e \u003cp\u003eAny lifetime harassment (n\u0026thinsp;=\u0026thinsp;409)\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c2\"\u003e \u003cp\u003e178\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c3\"\u003e \u003cp\u003e43.52\u003c/p\u003e \u003c/td\u003e \u003c/tr\u003e \u003ctr\u003e \u003ctd align=\"left\" colname=\"c1\"\u003e \u003cp\u003eVerbal (n\u0026thinsp;=\u0026thinsp;408)\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c2\"\u003e \u003cp\u003e158\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c3\"\u003e \u003cp\u003e38.73\u003c/p\u003e \u003c/td\u003e \u003c/tr\u003e \u003ctr\u003e \u003ctd align=\"left\" colname=\"c1\"\u003e \u003cp\u003ePhysical (n\u0026thinsp;=\u0026thinsp;407)\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c2\"\u003e \u003cp\u003e30\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c3\"\u003e \u003cp\u003e7.37\u003c/p\u003e \u003c/td\u003e \u003c/tr\u003e \u003ctr\u003e \u003ctd align=\"left\" colname=\"c1\"\u003e \u003cp\u003eSexual (n\u0026thinsp;=\u0026thinsp;408)\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c2\"\u003e \u003cp\u003e55\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c3\"\u003e \u003cp\u003e13.48\u003c/p\u003e \u003c/td\u003e \u003c/tr\u003e \u003c/tbody\u003e \u003c/colgroup\u003e \u003c/table\u003e\u003c/div\u003e \u003c/p\u003e \u003c/div\u003e \u003c/div\u003e \u003cdiv id=\"Sec12\" class=\"Section2\"\u003e \u003ch2\u003eExperiences of discrimination in the workplace\u003c/h2\u003e \u003cp\u003eIn terms of SOGIE-based discrimination in the workplace, 5.38% (n\u0026thinsp;=\u0026thinsp;22) of participants experienced being fired from their job, and 12.29% (n\u0026thinsp;=\u0026thinsp;50) reported not being hired despite being adequately qualified once the employer found out about their SOGIE. Examples of such experiences include:\u003cdiv class=\"BlockQuote\"\u003e\u003cp\u003eI was fired after my supervisor found out I was lesbian. As I got closer with one of my colleagues I told him I was gay and the next day my supervisor pulled me aside and started yelling at me in front of the ongoing crowd ... (I) finished my break and finished the shift and never came back.\u003c/p\u003e\u003c/div\u003e\u003c/p\u003e \u003c/div\u003e \u003cdiv id=\"Sec13\" class=\"Section2\"\u003e \u003ch2\u003e- Javanese cisgender lesbian woman\u003c/h2\u003e \u003cp\u003e \u003cdiv class=\"BlockQuote\"\u003e \u003cp\u003eI was interviewing for a role \u0026hellip; I disclosed that I am a lesbian and LGBTQ community organizer. The external headhunter told me not to talk about these things in the interview with the company's HR team because a previous candidate had referred to \"his husband\" throughout his interview and the company's HR team told the external headhunter that they did not wish to proceed with that candidate because of the reference to his same-sex spouse.\u003c/p\u003e \u003c/div\u003e \u003c/p\u003e \u003c/div\u003e \u003cdiv id=\"Sec14\" class=\"Section2\"\u003e \u003ch2\u003e- Chinese cisgender lesbian woman\u003c/h2\u003e \u003cp\u003eAside from being fired or not hired, participants also experienced other forms of discrimination in the workplace due to their SOGIE, such as being passed over for promotions and being denied opportunities for which they were qualified for (n\u0026thinsp;=\u0026thinsp;41, 10.07%), as well as being treated unfairly (n\u0026thinsp;=\u0026thinsp;99, 24.26%). Some examples of these experiences are:\u003cdiv class=\"BlockQuote\"\u003e\u003cp\u003eAt an end-of-year Work Review session, when I asked my Reporting Officer (RO) what my (Key Performance Indicators) for the following years were to be appointed Key Personnel in school, I was told that I would not be appointed due to my sexual orientation.\u003c/p\u003e\u003c/div\u003e\u003c/p\u003e \u003c/div\u003e \u003cdiv id=\"Sec15\" class=\"Section2\"\u003e \u003ch2\u003e- Chinese cisgender gay man\u003c/h2\u003e \u003cp\u003e \u003cdiv class=\"BlockQuote\"\u003e \u003cp\u003eMy boss at the time intentionally tried matchmaking me with other male colleagues in the office, and gave me a drastically poorer grade compared to other years' performance evaluation. It was also obvious he was leaving me and another queer colleague out of team gatherings/isolating us in terms of team dynamics.\u003c/p\u003e \u003c/div\u003e \u003c/p\u003e \u003c/div\u003e \u003cdiv id=\"Sec16\" class=\"Section2\"\u003e \u003ch2\u003e- Chinese cisgender lesbian woman\u003c/h2\u003e \u003cdiv id=\"Sec17\" class=\"Section3\"\u003e \u003ch2\u003eExperiences of harassment in the workplace\u003c/h2\u003e \u003cp\u003e In terms of SOGIE-based discrimination in the workplace, 38.73% (n\u0026thinsp;=\u0026thinsp;158) of the participants experienced some form of verbal harassment, which included being called names like \u0026ldquo;ah gua\u0026rdquo; [a term that means transvestite which has a pejorative connotation], and experiencing humiliating or offensive jokes in relation to their SOGIE. Examples of such experiences include:\u003cdiv class=\"BlockQuote\"\u003e\u003cp\u003eI experienced regular \"you should be raped until you're pregnant then kicked and hit.\" jokes directed at me from my boss and two female colleagues. My body was commented on, and made fun of. I was called an \"it\".\u003c/p\u003e\u003c/div\u003e\u003c/p\u003e \u003c/div\u003e \u003c/div\u003e \u003cdiv id=\"Sec18\" class=\"Section2\"\u003e \u003ch2\u003e- Chinese gender-diverse bisexual person\u003c/h2\u003e \u003cp\u003e \u003cdiv class=\"BlockQuote\"\u003e \u003cp\u003e(My direct supervisor) constantly made jokes about my gender presentation, calling me \"tomboy\" to taunt me in front of my colleagues, humiliating me with hurtful and inappropriate comments in front of other colleagues by asking me \"you sure you girl meh?\" (and) referring to me as \"The Lesbian\" during meetings. All these were passed off as \"jokes\" which made it very difficult to express my discomfort, especially in front of other colleagues.\u003c/p\u003e \u003c/div\u003e \u003c/p\u003e \u003c/div\u003e \u003cdiv id=\"Sec19\" class=\"Section2\"\u003e \u003ch2\u003e- Chinese gender-diverse lesbian person\u003c/h2\u003e \u003cp\u003e A smaller percentage of participants (n\u0026thinsp;=\u0026thinsp;30, 7.37%) experienced some form of physical harassment in the workplace due to their SOGIE. Some examples are:\u003cdiv class=\"BlockQuote\"\u003e\u003cp\u003eI fought with a female colleague out of self-defense because she grabbed the back of my neck when I ignored her. I ignored her because she wanted me to watch a graphic rape scene and then a graphic anal sex scene in an anime she was watching in the office. Another incident, she threatened me with a pair of scissors and I was cornered. She wouldn't back off despite verbal warnings and she moved even more into my personal space, so I shoved her away and tried to wrestle the scissors away from her.\u003c/p\u003e\u003c/div\u003e\u003c/p\u003e \u003c/div\u003e \u003cdiv id=\"Sec20\" class=\"Section2\"\u003e \u003ch2\u003e- Chinese gender-diverse bisexual person\u003c/h2\u003e \u003cp\u003e \u003cdiv class=\"BlockQuote\"\u003e \u003cp\u003eMany male colleagues would threaten to punch me or hit me because, [they said] 'if I want to look like a man then I should be treated like one'.\u003c/p\u003e \u003c/div\u003e \u003c/p\u003e \u003c/div\u003e \u003cdiv id=\"Sec21\" class=\"Section2\"\u003e \u003ch2\u003e- Chinese cisgender woman\u003c/h2\u003e \u003cp\u003e 13.48% (n\u0026thinsp;=\u0026thinsp;55) of participants experienced sexual harassment at the workplace on the basis of SOGIE. When asked to elaborate on their worst experiences of discrimination or harassment, many participants specifically wrote about their experiences of sexual harassment, as illustrated in the following:\u003cdiv class=\"BlockQuote\"\u003e\u003cp\u003e\u003cb\u003e\u0026ldquo;A female colleague who is married and slightly more superior [higher status position] kept making unwelcomed and lingering touches and even tried to hug me from behind while I was at the pantry. This continued even though I instantly expressed my discomfort verbally and non-verbally and asked her to stop. She would laugh happily because she was amused by my reactions and said she enjoys teasing me. It made me really uncomfortable when she kept commenting on my gender expression.\u0026rdquo;\u003c/b\u003e\u003c/p\u003e\u003c/div\u003e\u003c/p\u003e \u003c/div\u003e \u003cdiv id=\"Sec22\" class=\"Section2\"\u003e \u003ch2\u003e- Chinese cisgender lesbian woman\u003c/h2\u003e \u003cp\u003e \u003cdiv class=\"BlockQuote\"\u003e \u003cp\u003eDaily sexual harassment from co-workers that went on for months. They kept telling me if I had sex with them I would be \"normal\" again and not be attracted to women. They would even make obscene gestures to show how they would try to have sex with me. They even tried to touch me inappropriately but I walked away. I reported it to HR but I was told to suck it up and get used to it if I want to work in a male dominated industry.\u003c/p\u003e \u003c/div\u003e \u003c/p\u003e \u003cdiv id=\"Sec23\" class=\"Section3\"\u003e \u003ch2\u003e- Chinese transgender man\u003c/h2\u003e \u003cdiv id=\"Sec24\" class=\"Section4\"\u003e \u003ch2\u003eContributing factors for increased discrimination and harassment\u003c/h2\u003e \u003cp\u003e \u003cspan type=\"Underline\" class=\"Underline\" name=\"Emphasis\"\u003eOverall trends for experiencing increased discrimination and harassment\u003c/span\u003e \u003c/p\u003e \u003cp\u003eIt was found that racial minorities were more likely to report verbal and sexual harassment at the workplace compared to their Chinese counterparts. When comparing based on gender identity, transgender and gender-diverse participants were more likely to report higher lifetime rates of discrimination and harassment compared to their cisgender counterparts. A more detailed breakdown on specific rates can be found in Table\u0026nbsp;\u003cspan refid=\"Tab3\" class=\"InternalRef\"\u003e3\u003c/span\u003e.\u003c/p\u003e \u003cp\u003eThree logistic regressions were done to determine if age, gender identity, race, and sexual orientation are associated with the likelihood of a participant having experienced any form of lifetime discrimination, lifetime harassment, or both. The details can be found in Table\u0026nbsp;\u003cspan refid=\"Tab4\" class=\"InternalRef\"\u003e4\u003c/span\u003e. The adjusted Odds Ratio (aOR) showcases how likely something is to happen in relation to the comparison point. It was found that transgender (aOR\u0026thinsp;=\u0026thinsp;5.71, CI 2.25, 14.54) and gender-diverse (aOR\u0026thinsp;=\u0026thinsp;3.33, CI 1.80, 6.16) participants had higher odds of experiencing discrimination or harassment compared to cisgender participants. In addition, in comparison to being Chinese, being Indian significantly increased the likelihood of experiencing lifetime discrimination (aOR\u0026thinsp;=\u0026thinsp;3.22, CI 1.39, 7.49), while being Malay significantly increased the likelihood of experiencing lifetime discrimination (aOR\u0026thinsp;=\u0026thinsp;2.51, CI 1.05, 5.96).\u003c/p\u003e \u003cp\u003eWhile straight (heterosexual) is included as a sexual orientation and has a noticeably high odds ratio for lifetime experience of both discrimination and harassment, it may not be an accurate depiction as all 10 straight participants were also transgender. This may have led to their experiences being non-indicative of a cisgender heterosexual person.\u003c/p\u003e \u003cp\u003e \u003cdiv class=\"gridtable\"\u003e\u003ctable float=\"Yes\" id=\"Tab3\" border=\"1\"\u003e \u003ccaption language=\"En\"\u003e \u003cdiv class=\"CaptionNumber\"\u003eTable 3\u003c/div\u003e \u003cdiv class=\"CaptionContent\"\u003e \u003cp\u003eLifetime prevalence of discrimination and harassment based on SOGIE among adult participants (n\u0026thinsp;=\u0026thinsp;409) in the Singapore Employment Experiences Survey by race and gender identity.\u003c/p\u003e \u003c/div\u003e \u003c/caption\u003e \u003ccolgroup cols=\"16\"\u003e \u003cdiv align=\"left\" class=\"colspec\" colname=\"c1\" colnum=\"1\"\u003e\u003c/div\u003e \u003cdiv align=\"left\" class=\"colspec\" colname=\"c2\" colnum=\"2\"\u003e\u003c/div\u003e \u003cdiv align=\"left\" class=\"colspec\" colname=\"c3\" colnum=\"3\"\u003e\u003c/div\u003e \u003cdiv align=\"left\" class=\"colspec\" colname=\"c4\" colnum=\"4\"\u003e\u003c/div\u003e \u003cdiv align=\"left\" class=\"colspec\" colname=\"c5\" colnum=\"5\"\u003e\u003c/div\u003e \u003cdiv align=\"left\" class=\"colspec\" colname=\"c6\" colnum=\"6\"\u003e\u003c/div\u003e \u003cdiv align=\"left\" class=\"colspec\" colname=\"c7\" colnum=\"7\"\u003e\u003c/div\u003e \u003cdiv align=\"left\" class=\"colspec\" colname=\"c8\" colnum=\"8\"\u003e\u003c/div\u003e \u003cdiv align=\"left\" class=\"colspec\" colname=\"c9\" colnum=\"9\"\u003e\u003c/div\u003e \u003cdiv align=\"left\" class=\"colspec\" colname=\"c10\" colnum=\"10\"\u003e\u003c/div\u003e \u003cdiv align=\"left\" class=\"colspec\" colname=\"c11\" colnum=\"11\"\u003e\u003c/div\u003e \u003cdiv align=\"left\" class=\"colspec\" colname=\"c12\" colnum=\"12\"\u003e\u003c/div\u003e \u003cdiv align=\"left\" class=\"colspec\" colname=\"c13\" colnum=\"13\"\u003e\u003c/div\u003e \u003cdiv align=\"left\" class=\"colspec\" colname=\"c14\" colnum=\"14\"\u003e\u003c/div\u003e \u003cdiv align=\"left\" class=\"colspec\" colname=\"c15\" colnum=\"15\"\u003e\u003c/div\u003e \u003cdiv align=\"left\" class=\"colspec\" colname=\"c16\" colnum=\"16\"\u003e\u003c/div\u003e \u003cthead\u003e \u003ctr\u003e \u003cth align=\"left\" colname=\"c1\" morerows=\"1\" rowspan=\"2\"\u003e\u0026nbsp;\u003c/th\u003e \u003cth align=\"left\" colspan=\"8\" nameend=\"c9\" namest=\"c2\"\u003e \u003cp\u003eRace\u003c/p\u003e \u003c/th\u003e \u003cth align=\"left\" colspan=\"7\" nameend=\"c16\" namest=\"c10\"\u003e \u003cp\u003eGender Identity\u003c/p\u003e \u003c/th\u003e \u003c/tr\u003e \u003ctr\u003e \u003cth align=\"left\" colspan=\"2\" nameend=\"c3\" namest=\"c2\"\u003e \u003cp\u003eChinese\u003c/p\u003e \u003c/th\u003e \u003cth align=\"left\" colspan=\"2\" nameend=\"c5\" namest=\"c4\"\u003e \u003cp\u003eMalay\u003c/p\u003e \u003c/th\u003e \u003cth align=\"left\" colspan=\"2\" nameend=\"c7\" namest=\"c6\"\u003e \u003cp\u003eIndian\u003c/p\u003e \u003c/th\u003e \u003cth align=\"left\" colspan=\"3\" nameend=\"c10\" namest=\"c8\"\u003e \u003cp\u003eOthers\u003c/p\u003e \u003c/th\u003e \u003cth align=\"left\" colspan=\"2\" nameend=\"c12\" namest=\"c11\"\u003e \u003cp\u003eCisgender\u003c/p\u003e \u003c/th\u003e \u003cth align=\"left\" colspan=\"2\" nameend=\"c14\" namest=\"c13\"\u003e \u003cp\u003eGender Diverse\u003c/p\u003e \u003c/th\u003e \u003cth align=\"left\" colspan=\"2\" nameend=\"c16\" namest=\"c15\"\u003e \u003cp\u003eTransgender\u003c/p\u003e \u003c/th\u003e \u003c/tr\u003e \u003c/thead\u003e \u003ctbody\u003e \u003ctr\u003e \u003ctd align=\"left\" colname=\"c1\"\u003e\u0026nbsp;\u003c/td\u003e \u003ctd align=\"left\" colname=\"c2\"\u003e \u003cp\u003en\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c3\"\u003e \u003cp\u003e%\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c4\"\u003e \u003cp\u003en\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c5\"\u003e \u003cp\u003e%\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c6\"\u003e \u003cp\u003en\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c7\"\u003e \u003cp\u003e%\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c8\"\u003e \u003cp\u003en\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colspan=\"2\" nameend=\"c10\" namest=\"c9\"\u003e \u003cp\u003e%\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c11\"\u003e \u003cp\u003en\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c12\"\u003e \u003cp\u003e%\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c13\"\u003e \u003cp\u003en\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c14\"\u003e \u003cp\u003e%\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c15\"\u003e \u003cp\u003en\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c16\"\u003e \u003cp\u003e%\u003c/p\u003e \u003c/td\u003e \u003c/tr\u003e \u003ctr\u003e \u003ctd align=\"left\" colspan=\"16\" nameend=\"c16\" namest=\"c1\"\u003e \u003cp\u003e\u003cb\u003eLifetime discrimination or harassment\u003c/b\u003e\u003c/p\u003e \u003c/td\u003e \u003c/tr\u003e \u003ctr\u003e \u003ctd align=\"left\" colname=\"c1\"\u003e \u003cp\u003eAny lifetime discrimination or harassment\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c2\"\u003e \u003cp\u003e146\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c3\"\u003e \u003cp\u003e47.25\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c4\"\u003e \u003cp\u003e16\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c5\"\u003e \u003cp\u003e59.26\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c6\"\u003e \u003cp\u003e20\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c7\"\u003e \u003cp\u003e66.67\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c8\"\u003e \u003cp\u003e26\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colspan=\"2\" nameend=\"c10\" namest=\"c9\"\u003e \u003cp\u003e60.47\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c11\"\u003e \u003cp\u003e\u003cb\u003e133*\u003c/b\u003e\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c12\"\u003e \u003cp\u003e\u003cb\u003e44.33*\u003c/b\u003e\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c13\"\u003e \u003cp\u003e\u003cb\u003e45*\u003c/b\u003e\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c14\"\u003e \u003cp\u003e\u003cb\u003e63.38*\u003c/b\u003e\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c15\"\u003e \u003cp\u003e\u003cb\u003e30*\u003c/b\u003e\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c16\"\u003e \u003cp\u003e\u003cb\u003e78.95*\u003c/b\u003e\u003c/p\u003e \u003c/td\u003e \u003c/tr\u003e \u003ctr\u003e \u003ctd align=\"left\" colspan=\"16\" nameend=\"c16\" namest=\"c1\"\u003e \u003cp\u003e\u003cb\u003eDiscrimination\u003c/b\u003e\u003c/p\u003e \u003c/td\u003e \u003c/tr\u003e \u003ctr\u003e \u003ctd align=\"left\" colname=\"c1\"\u003e \u003cp\u003eAny lifetime discrimination\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c2\"\u003e \u003cp\u003e86\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c3\"\u003e \u003cp\u003e27.83\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c4\"\u003e \u003cp\u003e13\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c5\"\u003e \u003cp\u003e48.15\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c6\"\u003e \u003cp\u003e11\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c7\"\u003e \u003cp\u003e36.67\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c8\"\u003e \u003cp\u003e13\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colspan=\"2\" nameend=\"c10\" namest=\"c9\"\u003e \u003cp\u003e30.23\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c11\"\u003e \u003cp\u003e\u003cb\u003e70*\u003c/b\u003e\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c12\"\u003e \u003cp\u003e\u003cb\u003e23.33*\u003c/b\u003e\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c13\"\u003e \u003cp\u003e\u003cb\u003e26*\u003c/b\u003e\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c14\"\u003e \u003cp\u003e\u003cb\u003e36.62*\u003c/b\u003e\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c15\"\u003e \u003cp\u003e\u003cb\u003e27*\u003c/b\u003e\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c16\"\u003e \u003cp\u003e\u003cb\u003e71.05*\u003c/b\u003e\u003c/p\u003e \u003c/td\u003e \u003c/tr\u003e \u003ctr\u003e \u003ctd align=\"left\" colname=\"c1\"\u003e \u003cp\u003eFired\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c2\"\u003e \u003cp\u003e15\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c3\"\u003e \u003cp\u003e4.85\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c4\"\u003e \u003cp\u003e4\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c5\"\u003e \u003cp\u003e14.81\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c6\"\u003e \u003cp\u003e0\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c7\"\u003e \u003cp\u003e-\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c8\"\u003e \u003cp\u003e3\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colspan=\"2\" nameend=\"c10\" namest=\"c9\"\u003e \u003cp\u003e6.98\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c11\"\u003e \u003cp\u003e\u003cb\u003e10*\u003c/b\u003e\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c12\"\u003e \u003cp\u003e\u003cb\u003e3.33*\u003c/b\u003e\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c13\"\u003e \u003cp\u003e\u003cb\u003e3*\u003c/b\u003e\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c14\"\u003e \u003cp\u003e\u003cb\u003e4.23*\u003c/b\u003e\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c15\"\u003e \u003cp\u003e\u003cb\u003e9*\u003c/b\u003e\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c16\"\u003e \u003cp\u003e\u003cb\u003e23.68*\u003c/b\u003e\u003c/p\u003e \u003c/td\u003e \u003c/tr\u003e \u003ctr\u003e \u003ctd align=\"left\" colname=\"c1\"\u003e \u003cp\u003eNot hired\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c2\"\u003e \u003cp\u003e34\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c3\"\u003e \u003cp\u003e11.04\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c4\"\u003e \u003cp\u003e5\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c5\"\u003e \u003cp\u003e19.23\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c6\"\u003e \u003cp\u003e6\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c7\"\u003e \u003cp\u003e20.00\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c8\"\u003e \u003cp\u003e5\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colspan=\"2\" nameend=\"c10\" namest=\"c9\"\u003e \u003cp\u003e11.63\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c11\"\u003e \u003cp\u003e\u003cb\u003e22*\u003c/b\u003e\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c12\"\u003e \u003cp\u003e\u003cb\u003e7.36*\u003c/b\u003e\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c13\"\u003e \u003cp\u003e\u003cb\u003e11*\u003c/b\u003e\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c14\"\u003e \u003cp\u003e\u003cb\u003e15.49*\u003c/b\u003e\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c15\"\u003e \u003cp\u003e\u003cb\u003e17*\u003c/b\u003e\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c16\"\u003e \u003cp\u003e\u003cb\u003e45.95*\u003c/b\u003e\u003c/p\u003e \u003c/td\u003e \u003c/tr\u003e \u003ctr\u003e \u003ctd align=\"left\" colname=\"c1\"\u003e \u003cp\u003eDenied promotion / opportunities\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c2\"\u003e \u003cp\u003e27\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c3\"\u003e \u003cp\u003e8.77\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c4\"\u003e \u003cp\u003e4\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c5\"\u003e \u003cp\u003e15.38\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c6\"\u003e \u003cp\u003e5\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c7\"\u003e \u003cp\u003e16.67\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c8\"\u003e \u003cp\u003e5\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colspan=\"2\" nameend=\"c10\" namest=\"c9\"\u003e \u003cp\u003e11.63\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c11\"\u003e \u003cp\u003e26\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c12\"\u003e \u003cp\u003e8.70\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c13\"\u003e \u003cp\u003e8\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c14\"\u003e \u003cp\u003e11.27\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c15\"\u003e \u003cp\u003e7\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c16\"\u003e \u003cp\u003e18.92\u003c/p\u003e \u003c/td\u003e \u003c/tr\u003e \u003ctr\u003e \u003ctd align=\"left\" colname=\"c1\"\u003e \u003cp\u003eEver treated unfairly\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c2\"\u003e \u003cp\u003e69\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c3\"\u003e \u003cp\u003e22.40\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c4\"\u003e \u003cp\u003e12\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c5\"\u003e \u003cp\u003e44.44\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c6\"\u003e \u003cp\u003e8\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c7\"\u003e \u003cp\u003e26.67\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c8\"\u003e \u003cp\u003e10\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colspan=\"2\" nameend=\"c10\" namest=\"c9\"\u003e \u003cp\u003e23.26\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c11\"\u003e \u003cp\u003e\u003cb\u003e59*\u003c/b\u003e\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c12\"\u003e \u003cp\u003e\u003cb\u003e19.67*\u003c/b\u003e\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c13\"\u003e \u003cp\u003e\u003cb\u003e20*\u003c/b\u003e\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c14\"\u003e \u003cp\u003e\u003cb\u003e28.17*\u003c/b\u003e\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c15\"\u003e \u003cp\u003e\u003cb\u003e20*\u003c/b\u003e\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c16\"\u003e \u003cp\u003e\u003cb\u003e54.05*\u003c/b\u003e\u003c/p\u003e \u003c/td\u003e \u003c/tr\u003e \u003ctr\u003e \u003ctd align=\"left\" colspan=\"16\" nameend=\"c16\" namest=\"c1\"\u003e \u003cp\u003e\u003cb\u003eHarassment\u003c/b\u003e\u003c/p\u003e \u003c/td\u003e \u003c/tr\u003e \u003ctr\u003e \u003ctd align=\"left\" colname=\"c1\"\u003e \u003cp\u003eAny lifetime harassment\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c2\"\u003e \u003cp\u003e\u003cb\u003e122***\u003c/b\u003e\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c3\"\u003e \u003cp\u003e\u003cb\u003e39.48***\u003c/b\u003e\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c4\"\u003e \u003cp\u003e\u003cb\u003e16***\u003c/b\u003e\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c5\"\u003e \u003cp\u003e\u003cb\u003e59.26***\u003c/b\u003e\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c6\"\u003e \u003cp\u003e\u003cb\u003e19***\u003c/b\u003e\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c7\"\u003e \u003cp\u003e\u003cb\u003e63.33***\u003c/b\u003e\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c8\"\u003e \u003cp\u003e\u003cb\u003e21***\u003c/b\u003e\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colspan=\"2\" nameend=\"c10\" namest=\"c9\"\u003e \u003cp\u003e\u003cb\u003e48.84***\u003c/b\u003e\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c11\"\u003e \u003cp\u003e\u003cb\u003e116**\u003c/b\u003e\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c12\"\u003e \u003cp\u003e\u003cb\u003e38.67**\u003c/b\u003e\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c13\"\u003e \u003cp\u003e\u003cb\u003e38**\u003c/b\u003e\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c14\"\u003e \u003cp\u003e\u003cb\u003e53.52**\u003c/b\u003e\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c15\"\u003e \u003cp\u003e\u003cb\u003e24**\u003c/b\u003e\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c16\"\u003e \u003cp\u003e\u003cb\u003e63.16**\u003c/b\u003e\u003c/p\u003e \u003c/td\u003e \u003c/tr\u003e \u003ctr\u003e \u003ctd align=\"left\" colname=\"c1\"\u003e \u003cp\u003eVerbal\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c2\"\u003e \u003cp\u003e\u003cb\u003e107***\u003c/b\u003e\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c3\"\u003e \u003cp\u003e\u003cb\u003e34.74***\u003c/b\u003e\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c4\"\u003e \u003cp\u003e\u003cb\u003e15***\u003c/b\u003e\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c5\"\u003e \u003cp\u003e\u003cb\u003e55.56***\u003c/b\u003e\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c6\"\u003e \u003cp\u003e\u003cb\u003e15***\u003c/b\u003e\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c7\"\u003e \u003cp\u003e\u003cb\u003e50.00***\u003c/b\u003e\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c8\"\u003e \u003cp\u003e\u003cb\u003e21***\u003c/b\u003e\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colspan=\"2\" nameend=\"c10\" namest=\"c9\"\u003e \u003cp\u003e\u003cb\u003e48.84***\u003c/b\u003e\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c11\"\u003e \u003cp\u003e\u003cb\u003e100**\u003c/b\u003e\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c12\"\u003e \u003cp\u003e\u003cb\u003e33.33**\u003c/b\u003e\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c13\"\u003e \u003cp\u003e\u003cb\u003e36**\u003c/b\u003e\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c14\"\u003e \u003cp\u003e\u003cb\u003e50.70**\u003c/b\u003e\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c15\"\u003e \u003cp\u003e\u003cb\u003e22**\u003c/b\u003e\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c16\"\u003e \u003cp\u003e\u003cb\u003e59.46**\u003c/b\u003e\u003c/p\u003e \u003c/td\u003e \u003c/tr\u003e \u003ctr\u003e \u003ctd align=\"left\" colname=\"c1\"\u003e \u003cp\u003ePhysical\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c2\"\u003e \u003cp\u003e18\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c3\"\u003e \u003cp\u003e5.86\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c4\"\u003e \u003cp\u003e3\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c5\"\u003e \u003cp\u003e11.11\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c6\"\u003e \u003cp\u003e4\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c7\"\u003e \u003cp\u003e13.33\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c8\"\u003e \u003cp\u003e5\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colspan=\"2\" nameend=\"c10\" namest=\"c9\"\u003e \u003cp\u003e11.63\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c11\"\u003e \u003cp\u003e17\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c12\"\u003e \u003cp\u003e5.67\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c13\"\u003e \u003cp\u003e9\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c14\"\u003e \u003cp\u003e12.68\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c15\"\u003e \u003cp\u003e4\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c16\"\u003e \u003cp\u003e11.11\u003c/p\u003e \u003c/td\u003e \u003c/tr\u003e \u003ctr\u003e \u003ctd align=\"left\" colname=\"c1\"\u003e \u003cp\u003eSexual\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c2\"\u003e \u003cp\u003e\u003cb\u003e37***\u003c/b\u003e\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c3\"\u003e \u003cp\u003e\u003cb\u003e11.97***\u003c/b\u003e\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c4\"\u003e \u003cp\u003e\u003cb\u003e7***\u003c/b\u003e\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c5\"\u003e \u003cp\u003e\u003cb\u003e26.92***\u003c/b\u003e\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c6\"\u003e \u003cp\u003e\u003cb\u003e8***\u003c/b\u003e\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c7\"\u003e \u003cp\u003e\u003cb\u003e26.67***\u003c/b\u003e\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c8\"\u003e \u003cp\u003e\u003cb\u003e3***\u003c/b\u003e\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colspan=\"2\" nameend=\"c10\" namest=\"c9\"\u003e \u003cp\u003e\u003cb\u003e6.98***\u003c/b\u003e\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c11\"\u003e \u003cp\u003e35\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c12\"\u003e \u003cp\u003e11.71\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c13\"\u003e \u003cp\u003e13\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c14\"\u003e \u003cp\u003e18.31\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c15\"\u003e \u003cp\u003e7\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c16\"\u003e \u003cp\u003e18.42\u003c/p\u003e \u003c/td\u003e \u003c/tr\u003e \u003c/tbody\u003e \u003c/colgroup\u003e \u003c/table\u003e\u003c/div\u003e \u003c/p\u003e \u003cp\u003eStatistically significant (p\u0026thinsp;\u0026lt;\u0026thinsp;0.05) are highlighted in bold font; *p\u0026thinsp;\u0026lt;\u0026thinsp;0.00; **p\u0026thinsp;\u0026lt;\u0026thinsp;0.01; ***p\u0026thinsp;\u0026lt;\u0026thinsp;0.05\u003c/p\u003e \u003cp\u003e \u003cdiv class=\"gridtable\"\u003e\u003ctable float=\"Yes\" id=\"Tab4\" border=\"1\"\u003e \u003ccaption language=\"En\"\u003e \u003cdiv class=\"CaptionNumber\"\u003eTable 4\u003c/div\u003e \u003cdiv class=\"CaptionContent\"\u003e \u003cp\u003eOdds of lifetime discrimination and harassment based on SOGIE among adult participants (n\u0026thinsp;=\u0026thinsp;409) in the Singapore Employment Experiences Survey, 2023.\u003c/p\u003e \u003c/div\u003e \u003c/caption\u003e \u003ccolgroup cols=\"7\"\u003e \u003cdiv align=\"left\" class=\"colspec\" colname=\"c1\" colnum=\"1\"\u003e\u003c/div\u003e \u003cdiv align=\"left\" class=\"colspec\" colname=\"c2\" colnum=\"2\"\u003e\u003c/div\u003e \u003cdiv align=\"left\" class=\"colspec\" colname=\"c3\" colnum=\"3\"\u003e\u003c/div\u003e \u003cdiv align=\"left\" class=\"colspec\" colname=\"c4\" colnum=\"4\"\u003e\u003c/div\u003e \u003cdiv align=\"left\" class=\"colspec\" colname=\"c5\" colnum=\"5\"\u003e\u003c/div\u003e \u003cdiv align=\"left\" class=\"colspec\" colname=\"c6\" colnum=\"6\"\u003e\u003c/div\u003e \u003cdiv align=\"left\" class=\"colspec\" colname=\"c7\" colnum=\"7\"\u003e\u003c/div\u003e \u003cthead\u003e \u003ctr\u003e \u003cth align=\"left\" colname=\"c1\"\u003e \u003cp\u003eOdds Ratio\u003c/p\u003e \u003c/th\u003e \u003cth align=\"left\" colspan=\"2\" nameend=\"c3\" namest=\"c2\"\u003e \u003cp\u003eModel 1\u003c/p\u003e \u003cp\u003eAny lifetime harassment or discrimination*\u003c/p\u003e \u003c/th\u003e \u003cth align=\"left\" colspan=\"2\" nameend=\"c5\" namest=\"c4\"\u003e \u003cp\u003eModel 2\u003c/p\u003e \u003cp\u003eAny discrimination*\u003c/p\u003e \u003c/th\u003e \u003cth align=\"left\" colspan=\"2\" nameend=\"c7\" namest=\"c6\"\u003e \u003cp\u003eModel 3\u003c/p\u003e \u003cp\u003eAny harassment**\u003c/p\u003e \u003c/th\u003e \u003c/tr\u003e \u003ctr\u003e \u003cth align=\"left\" colname=\"c1\"\u003e\u0026nbsp;\u003c/th\u003e \u003cth align=\"left\" colname=\"c2\"\u003e \u003cp\u003eaOR\u003c/p\u003e \u003c/th\u003e \u003cth align=\"left\" colname=\"c3\"\u003e \u003cp\u003e95% CI\u003c/p\u003e \u003c/th\u003e \u003cth align=\"left\" colname=\"c4\"\u003e \u003cp\u003eaOR\u003c/p\u003e \u003c/th\u003e \u003cth align=\"left\" colname=\"c5\"\u003e \u003cp\u003e95% CI\u003c/p\u003e \u003c/th\u003e \u003cth align=\"left\" colname=\"c6\"\u003e \u003cp\u003eaOR\u003c/p\u003e \u003c/th\u003e \u003cth align=\"left\" colname=\"c7\"\u003e \u003cp\u003e95% CI\u003c/p\u003e \u003c/th\u003e \u003c/tr\u003e \u003c/thead\u003e \u003ctbody\u003e \u003ctr\u003e \u003ctd align=\"left\" colname=\"c1\"\u003e \u003cp\u003eAge\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c2\"\u003e \u003cp\u003e\u003cb\u003e1.06*\u003c/b\u003e\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c3\"\u003e \u003cp\u003e\u003cb\u003e(1.03, 1.09)\u003c/b\u003e\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c4\"\u003e \u003cp\u003e\u003cb\u003e1.05**\u003c/b\u003e\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c5\"\u003e \u003cp\u003e\u003cb\u003e(1.02, 1.08)\u003c/b\u003e\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c6\"\u003e \u003cp\u003e\u003cb\u003e1.04**\u003c/b\u003e\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c7\"\u003e \u003cp\u003e\u003cb\u003e(1.01, 1.07)\u003c/b\u003e\u003c/p\u003e \u003c/td\u003e \u003c/tr\u003e \u003ctr\u003e \u003ctd align=\"left\" colname=\"c1\"\u003e \u003cp\u003eGender Diverse (Ref: Cisgender)\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c2\"\u003e \u003cp\u003e\u003cb\u003e3.33*\u003c/b\u003e\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c3\"\u003e \u003cp\u003e\u003cb\u003e(1.80, 6.16)\u003c/b\u003e\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c4\"\u003e \u003cp\u003e\u003cb\u003e3.13**\u003c/b\u003e\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c5\"\u003e \u003cp\u003e\u003cb\u003e(1.64, 6.00)\u003c/b\u003e\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c6\"\u003e \u003cp\u003e\u003cb\u003e2.50**\u003c/b\u003e\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c7\"\u003e \u003cp\u003e\u003cb\u003e(1.38, 4.53)\u003c/b\u003e\u003c/p\u003e \u003c/td\u003e \u003c/tr\u003e \u003ctr\u003e \u003ctd align=\"left\" colname=\"c1\"\u003e \u003cp\u003eTransgender (Ref: Cisgender)\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c2\"\u003e \u003cp\u003e\u003cb\u003e5.71*\u003c/b\u003e\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c3\"\u003e \u003cp\u003e\u003cb\u003e(2.25, 14.54)\u003c/b\u003e\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c4\"\u003e \u003cp\u003e\u003cb\u003e11.57*\u003c/b\u003e\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c5\"\u003e \u003cp\u003e\u003cb\u003e(4.66, 28.76)\u003c/b\u003e\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c6\"\u003e \u003cp\u003e\u003cb\u003e3.23**\u003c/b\u003e\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c7\"\u003e \u003cp\u003e\u003cb\u003e(1.39, 7.49)\u003c/b\u003e\u003c/p\u003e \u003c/td\u003e \u003c/tr\u003e \u003ctr\u003e \u003ctd align=\"left\" colname=\"c1\"\u003e \u003cp\u003eIndian (Ref: Chinese)\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c2\"\u003e \u003cp\u003e\u003cb\u003e2.93***\u003c/b\u003e\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c3\"\u003e \u003cp\u003e\u003cb\u003e(1.28, 6.72)\u003c/b\u003e\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c4\"\u003e \u003cp\u003e1.99\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c5\"\u003e \u003cp\u003e(0.84, 4.69)\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c6\"\u003e \u003cp\u003e\u003cb\u003e3.23**\u003c/b\u003e\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c7\"\u003e \u003cp\u003e\u003cb\u003e(1.44, 7.23)\u003c/b\u003e\u003c/p\u003e \u003c/td\u003e \u003c/tr\u003e \u003ctr\u003e \u003ctd align=\"left\" colname=\"c1\"\u003e \u003cp\u003eMalay (Ref: Chinese)\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c2\"\u003e \u003cp\u003e1.48\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c3\"\u003e \u003cp\u003e(0.63, 3.46)\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c4\"\u003e \u003cp\u003e\u003cb\u003e2.51**\u003c/b\u003e\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c5\"\u003e \u003cp\u003e\u003cb\u003e(1.05, 5.96)\u003c/b\u003e\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c6\"\u003e \u003cp\u003e2.11\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c7\"\u003e \u003cp\u003e(0.92, 4.82)\u003c/p\u003e \u003c/td\u003e \u003c/tr\u003e \u003ctr\u003e \u003ctd align=\"left\" colname=\"c1\"\u003e \u003cp\u003eOther races (Ref: Chinese)\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c2\"\u003e \u003cp\u003e1.49\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c3\"\u003e \u003cp\u003e(0.75, 3.00)\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c4\"\u003e \u003cp\u003e1.08\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c5\"\u003e \u003cp\u003e(0.51, 2.28)\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c6\"\u003e \u003cp\u003e1.30\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c7\"\u003e \u003cp\u003e(0.66, 2.54)\u003c/p\u003e \u003c/td\u003e \u003c/tr\u003e \u003ctr\u003e \u003ctd align=\"left\" colname=\"c1\"\u003e \u003cp\u003eLesbian (Ref: Gay)\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c2\"\u003e \u003cp\u003e1.10\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c3\"\u003e \u003cp\u003e(0.63, 1.91)\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c4\"\u003e \u003cp\u003e1.22\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c5\"\u003e \u003cp\u003e(0.65, 2.26)\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c6\"\u003e \u003cp\u003e1.03\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c7\"\u003e \u003cp\u003e(0.59, 1.79)\u003c/p\u003e \u003c/td\u003e \u003c/tr\u003e \u003ctr\u003e \u003ctd align=\"left\" colname=\"c1\"\u003e \u003cp\u003eBisexual (Ref: Gay)\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c2\"\u003e \u003cp\u003e0.76\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c3\"\u003e \u003cp\u003e(0.42, 1.38)\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c4\"\u003e \u003cp\u003e0.84\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c5\"\u003e \u003cp\u003e(0.42, 1.68)\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c6\"\u003e \u003cp\u003e0.75\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c7\"\u003e \u003cp\u003e(0.41, 1.37)\u003c/p\u003e \u003c/td\u003e \u003c/tr\u003e \u003ctr\u003e \u003ctd align=\"left\" colname=\"c1\"\u003e \u003cp\u003eStraight (Ref: Gay)\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c2\"\u003e \u003cp\u003e1.91\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c3\"\u003e \u003cp\u003e(0.19, 19.00)\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c4\"\u003e \u003cp\u003e1.06\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c5\"\u003e \u003cp\u003e(0.17, 6.65)\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c6\"\u003e \u003cp\u003e1.07\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c7\"\u003e \u003cp\u003e(0.21, 5.46)\u003c/p\u003e \u003c/td\u003e \u003c/tr\u003e \u003ctr\u003e \u003ctd align=\"left\" colname=\"c1\"\u003e \u003cp\u003eOther Orientations (Ref: Gay)\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c2\"\u003e \u003cp\u003e0.93\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c3\"\u003e \u003cp\u003e(0.46, 1.87)\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c4\"\u003e \u003cp\u003e0.63\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c5\"\u003e \u003cp\u003e(0.28, 1.41)\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c6\"\u003e \u003cp\u003e1.00\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c7\"\u003e \u003cp\u003e(0.50, 2.00)\u003c/p\u003e \u003c/td\u003e \u003c/tr\u003e \u003c/tbody\u003e \u003c/colgroup\u003e \u003ctfoot\u003e \u003ctr\u003e\u003ctd colspan=\"7\"\u003eaOR, adjusted odds ratio; CI, confidence interval\u003c/td\u003e\u003c/tr\u003e \u003c/tfoot\u003e \u003c/table\u003e\u003c/div\u003e \u003c/p\u003e \u003cp\u003eStatistically significant (p\u0026thinsp;\u0026lt;\u0026thinsp;0.05) are highlighted in bold font; *p\u0026thinsp;\u0026lt;\u0026thinsp;0.00; **p\u0026thinsp;\u0026lt;\u0026thinsp;0.01; ***p\u0026thinsp;\u0026lt;\u0026thinsp;0.0\u003c/p\u003e \u003c/div\u003e \u003c/div\u003e \u003c/div\u003e"},{"header":"Discussion","content":"\u003cp\u003eOur findings highlight that SOGIE-based workplace discrimination and harassment is an issue that impacts many LGBTQ\u0026thinsp;+\u0026thinsp;individuals in Singapore. Almost one-third of respondents (n\u0026thinsp;=\u0026thinsp;123, 30.07%) experienced at least one form of discrimination in the workplace due to their SOGIE, and close to half (n\u0026thinsp;=\u0026thinsp;178, 43.52%) of them reported some form of harassment at the workplace. A 2014 survey by SOGI Singapore found that 15% of LGBTQ\u0026thinsp;+\u0026thinsp;employees had ever experienced workplace discrimination(\u003cspan citationid=\"CR41\" class=\"CitationRef\"\u003e41\u003c/span\u003e), which demonstrates how discrimination has long existed over the years. It is difficult to say whether the rates for SOGIE-based workplace discrimination and harassment in Singapore are high relative to the overall population, as there are no existing figures for the general population in Singapore to compare to and this is the first extensive study on the topic. However, a study conducted in the USA found that 29.8% of respondents had experienced SOGIE-based workplace discrimination and 37.7% had experienced SOGIE-based workplace harassment(\u003cspan citationid=\"CR29\" class=\"CitationRef\"\u003e29\u003c/span\u003e).\u003c/p\u003e \u003cp\u003eThis study also confirms that within the LGBTQ\u0026thinsp;+\u0026thinsp;community, some groups are more vulnerable than others. Transgender respondents reported higher rates of discrimination and harassment compared to their cisgender counterparts. The logistic regression model discovered that transgender respondents were 11.57 times more likely to experience workplace discrimination and 3.23 times more likely to experience workplace harassment. Noticeably, transgender respondents were far more likely to be fired or not hired (fired: 23.68% vs 3.33%; not hired: 45.95% vs 7.36%). In addition, 59.46% of transgender respondents experienced verbal harassment, compared to 33.33% of cisgender respondents. The results are in line with existing literature which shows that transphobia and discrimination in Singapore is a major barrier to finding employment, and that there are higher levels of unemployment among Singaporean transgender and non-binary residents (20.9%) compared to Singapore\u0026rsquo;s unemployment rate of 2.9%(\u003cspan citationid=\"CR42\" class=\"CitationRef\"\u003e42\u003c/span\u003e). The discrimination they face starts even before starting employment, with cisgender applicants receiving 81.5% more positive responses compared to transgender applicants when applying for a job despite possessing equivalent qualifications and experience(\u003cspan citationid=\"CR43\" class=\"CitationRef\"\u003e43\u003c/span\u003e).\u003c/p\u003e \u003cp\u003eIn addition, racial minorities within the LGBTQ\u0026thinsp;+\u0026thinsp;community suffer from increased rates of workplace discrimination and harassment. Indian respondents were found to be 3.23 times more likely to experience workplace harassment in comparison to their Chinese counterparts, while Malay respondents were 2.51 times more likely to experience workplace discrimination. In Singapore, racial discrimination is often felt in the workplace, and the income differences between the Chinese and other racial groups is mostly attributed to the discrimination that they face(\u003cspan citationid=\"CR44\" class=\"CitationRef\"\u003e44\u003c/span\u003e). Despite the concept of meritocracy where all Singaporeans have equal opportunities, negative perceptions and stereotypes of Malays and Indians here perpetuate discrimination and prevent a level playing field(\u003cspan citationid=\"CR45\" class=\"CitationRef\"\u003e45\u003c/span\u003e). It is particularly of concern as race, gender identity, and sexual orientation do not exist in a vacuum, and these axes of inequality cannot be compared independently of each other(\u003cspan citationid=\"CR46\" class=\"CitationRef\"\u003e46\u003c/span\u003e). The multiple regression model in Table S3 of the Supplementary Material found that having multiple minority identities is the largest risk factor for experiencing an increased level of workplace discrimination and harassment (adjusted coefficient [aβ]\u0026thinsp;=\u0026thinsp;0.51, CI 0.29, 0.73). Existing research shows that having multiple minority statuses creates additional stressors which are associated with negative outcomes such as increased psychological distress and lower job satisfaction(\u003cspan citationid=\"CR47\" class=\"CitationRef\"\u003e47\u003c/span\u003e, \u003cspan citationid=\"CR48\" class=\"CitationRef\"\u003e48\u003c/span\u003e). It is thus important for any legislation to consider how such factors come together and interact in order to maximize impact.\u003c/p\u003e \u003cp\u003eAnti-discrimination legislation is a crucial component in reducing the level of discrimination and harassment faced by the LGBTQ\u0026thinsp;+\u0026thinsp;community in the workplace. It is an effective tool in reducing inequalities in the labor market, and can even help to improve public sentiment toward the community(\u003cspan citationid=\"CR49\" class=\"CitationRef\"\u003e49\u003c/span\u003e). In the USA, where states have differing SOGI laws, states without anti-discrimination laws faced more serious incidents of discrimination and a significantly higher prevalence of harassment(\u003cspan citationid=\"CR50\" class=\"CitationRef\"\u003e50\u003c/span\u003e). Anti-discrimination legislation has effects beyond the workplace, and can even out the playing field when applying for jobs. A study found that with anti-discrimination laws, gay and non-gay applicants for a job were rated equivalently, and helped to reduce the prejudice they faced when applying for jobs(\u003cspan citationid=\"CR51\" class=\"CitationRef\"\u003e51\u003c/span\u003e). It has also been found to causally affect interpersonal discrimination, where protective legislation leads to individuals facing decreased discrimination(\u003cspan citationid=\"CR52\" class=\"CitationRef\"\u003e52\u003c/span\u003e). Thus, the enactment of anti-discrimination legislation has the potential to not only improve working conditions for the LGBTQ\u0026thinsp;+\u0026thinsp;community, but foster economic growth and reduce anti-LGBTQ\u0026thinsp;+\u0026thinsp;sentiment in the wider community.\u003c/p\u003e \u003cp\u003eBeyond policies at a national level, companies can enforce their own formal policies and practices within the organization. Policies are a measure in which the company conveys their values and expectations to their employees, and protective legislation can convey that discrimination and mistreatment of LGBTQ\u0026thinsp;+\u0026thinsp;employees is not acceptable behavior(\u003cspan citationid=\"CR53\" class=\"CitationRef\"\u003e53\u003c/span\u003e). Formal policies that are consistently implemented allow LGBTQ\u0026thinsp;+\u0026thinsp;employees to know how they will be treated and assure them that perpetrators will be held accountable for instances of discrimination or harassment despite the absence of legal protections(\u003cspan citationid=\"CR54\" class=\"CitationRef\"\u003e54\u003c/span\u003e). Formal protective policies for LGBTQ\u0026thinsp;+\u0026thinsp;employees have been linked to a reduction in perceived discrimination in the workplace, as well as more positive work attitudes(\u003cspan citationid=\"CR55\" class=\"CitationRef\"\u003e55\u003c/span\u003e). Furthermore, LGBTQ\u0026thinsp;+\u0026thinsp;supportive policies are a topic that draws investor attention, and investor trading picks up significantly after a company adopts such policies(\u003cspan citationid=\"CR56\" class=\"CitationRef\"\u003e56\u003c/span\u003e). Although this movement leads to both stock returns and share turnover, findings from another study suggest that the effect of such movements in firm value are at worst neutral, and firms will not be penalized for supporting LGBTQ\u0026thinsp;+\u0026thinsp;friendly policies(\u003cspan citationid=\"CR57\" class=\"CitationRef\"\u003e57\u003c/span\u003e). Generally speaking, the enactment of supportive LGBTQ\u0026thinsp;+\u0026thinsp;policies in the workplace leads to significant positive effects on business performance, such as increased profitability and value(\u003cspan citationid=\"CR3\" class=\"CitationRef\"\u003e3\u003c/span\u003e), increased innovation and performance(\u003cspan citationid=\"CR4\" class=\"CitationRef\"\u003e4\u003c/span\u003e), and reduced employee turnover(\u003cspan citationid=\"CR5\" class=\"CitationRef\"\u003e5\u003c/span\u003e).\u003c/p\u003e \u003cp\u003eHowever, research has shown that having supportive LGBTQ\u0026thinsp;+\u0026thinsp;policies is not enough, as the mere presence of policies does not always reflect what employees understand from them(\u003cspan citationid=\"CR58\" class=\"CitationRef\"\u003e58\u003c/span\u003e). Policies need to be consistently enforced with clear consequences in order for employees to believe that they are supported, and policies must be embraced at all levels of the company(\u003cspan citationid=\"CR7\" class=\"CitationRef\"\u003e7\u003c/span\u003e, \u003cspan citationid=\"CR55\" class=\"CitationRef\"\u003e55\u003c/span\u003e). One way that this can be done is to foster an inclusive culture through additional programs such as diversity training and intersectional education(\u003cspan citationid=\"CR2\" class=\"CitationRef\"\u003e2\u003c/span\u003e). Diversity training and other similar programs are a key component of fighting against homophobia and prejudice, and have been associated with more positive attitudes as well as reduced discriminatory tendencies(\u003cspan citationid=\"CR59\" class=\"CitationRef\"\u003e59\u003c/span\u003e). Supportive workplace environments and interpersonal relationships in the workplace have been found to accurately predict positive outcomes among LGBTQ\u0026thinsp;+\u0026thinsp;employees, and to an even greater extent than just protective policies by themselves(\u003cspan citationid=\"CR55\" class=\"CitationRef\"\u003e55\u003c/span\u003e). In order to build a truly inclusive workplace that reduces the discrimination and harassment the LGBTQ\u0026thinsp;+\u0026thinsp;community faces, a culture of support and inclusion that is grounded in positive interpersonal relationships and protective policies needs to be fostered.\u003c/p\u003e \u003cp\u003eThere are a few limitations identified in this study, which should be taken note of when interpreting the findings. First, our convenience sample may not have been representative of all LGBTQ\u0026thinsp;+\u0026thinsp;employees in Singapore. It is possible that study volunteers were more likely to have experienced workplace discrimination than the broader LGBTQ\u0026thinsp;+\u0026thinsp;population. Secondly, as demographic characteristics were only collected in the last segment of the survey, we were unable to analyze the characteristics of respondents who started but did not complete the survey. Thirdly, the findings may have been impacted as respondents had to retrospectively evaluate if they have ever had experiences of discrimination or harassment in their lifetime. Given that events may have occurred far in their past, the accuracy of recall may be circumspect. Finally, the study relied on respondents\u0026rsquo; self-report of discrimination or harassment based on SOGIE. In this manner, there is no way to accurately determine if reported discrimination or harassment was actually due to their SOGIE status. Moreover, it is also possible that SOGIE-based discrimination and harassment was unnoticed and underreported in our survey. Future research should employ audit-testing methods to more accurately assess and monitor the presence of SOGIE-related discrimination and harassment in the workplace.\u003c/p\u003e \u003cp\u003eOverall, our findings indicate that the inclusion of SOGIE into the WFL as a protected characteristic would have a great impact on the myriad of LGBTQ\u0026thinsp;+\u0026thinsp;individuals who experience workplace discrimination and harassment in the workplace. The results show how pervasive discrimination and harassment are in Singapore\u0026rsquo;s workplaces, and the majority of LGBTQ\u0026thinsp;+\u0026thinsp;individuals choose not to report their grievances due to their fear of additional penalties being levied against them and their expectations of no support from their companies, MOM, or TAFEP. Numerous studies have shown that supporting LGBTQ\u0026thinsp;+\u0026thinsp;employees through national legislation or supportive workplace policies is an economic imperative that enhances the performance of both employees and organizations, allowing both to flourish together. LGBTQ\u0026thinsp;+\u0026thinsp;individuals deserve respect and equal treatment in the workplace, and all parties have their own part to play in working toward equitable outcomes for every individual.\u003c/p\u003e"},{"header":"References","content":"\u003col\u003e\u003cli\u003e\u003cspan\u003eHossain M, Atif M, Ahmed A, Mia L (2020) Do LGBT Workplace Diversity Policies Create Value for Firms? 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Procedia - Soc Behav Sci 109:1203\u0026ndash;1215\u003c/span\u003e\u003c/li\u003e\u003c/ol\u003e"}],"fulltextSource":"","fullText":"","funders":[],"hasAdminPriorityOnWorkflow":false,"hasManuscriptDocX":true,"hasOptedInToPreprint":true,"hasPassedJournalQc":"","hasAnyPriority":true,"hideJournal":true,"highlight":"","institution":"National University of Singapore","isAcceptedByJournal":false,"isAuthorSuppliedPdf":false,"isDeskRejected":"","isHiddenFromSearch":false,"isInQc":false,"isInWorkflow":false,"isPdf":false,"isPdfUpToDate":true,"isWithdrawnOrRetracted":false,"journal":{"display":true,"email":"[email protected]","identity":"researchsquare","isNatureJournal":false,"hasQc":true,"allowDirectSubmit":true,"externalIdentity":"","sideBox":"","snPcode":"","submissionUrl":"/submission","title":"Research Square","twitterHandle":"researchsquare","acdcEnabled":true,"dfaEnabled":false,"editorialSystem":"","reportingPortfolio":"","inReviewEnabled":false,"inReviewRevisionsEnabled":true},"keywords":"Workplace discrimination, workplace harassment, anti-discrimination legislation, LGBTQ + policies","lastPublishedDoi":"10.21203/rs.3.rs-4741235/v1","lastPublishedDoiUrl":"https://doi.org/10.21203/rs.3.rs-4741235/v1","license":{"name":"CC BY 4.0","url":"https://creativecommons.org/licenses/by/4.0/"},"manuscriptAbstract":"\u003cp\u003eIn today\u0026rsquo;s increasingly global business landscape, fostering diversity and inclusivity in the workplace has become crucial for staying competitive. Numerous studies have demonstrated the positive impact of LGBTQ\u0026thinsp;+\u0026thinsp;diversity on business performance. Despite this, discrimination and harassment based on sexual orientation and gender identity or expression (SOGIE) remains prevalent, leading to adverse effects on the mental and physical well-being of LGBTQ\u0026thinsp;+\u0026thinsp;workers. This study aims to investigate experiences of workplace discrimination and harassment among LGBTQ\u0026thinsp;+\u0026thinsp;individuals in Singapore in order to inform policy discussions about extending protections to LGBTQ\u0026thinsp;+\u0026thinsp;workers under the forthcoming Workplace Fairness Legislation.\u003c/p\u003e \u003cp\u003eThrough an exploratory cross-sectional survey conducted across March 2023 to August 2023, data was collected from Singaporeans who identified as a SOGIE minority, were between 18 to 66 years old, and had ever been employed in Singapore. Participants were recruited via social media channels of Singaporean LGBT community-based organizations. The survey was based on the 2021 Employment Experiences Survey by the Williams Institute and tailored to the Singaporean context. Statistical analysis was carried out using statistical software STATA version 18, where bivariable (Pearson\u0026rsquo;s chi-square tests) and multivariable (logistic regression and multivariable linear regression) techniques were used.\u003c/p\u003e \u003cp\u003e We recruited a total of 409 participants. Over half (n\u0026thinsp;=\u0026thinsp;208, 50.85%) experienced some form of workplace discrimination or harassment due to their SOGIE identity. 24.26% (n\u0026thinsp;=\u0026thinsp;99) reported being treated unfairly in the workplace, and 38.73% (n\u0026thinsp;=\u0026thinsp;158) experienced verbal harassment. Compared to their Chinese counterparts, Malay participants were more likely to experience some form of discrimination (adjusted Odds Ratio [aOR]\u0026thinsp;=\u0026thinsp;2.51, confidence interval [CI] 1.05, 5.96) and Indian participants were more likely to experience some form of harassment (aOR\u0026thinsp;=\u0026thinsp;3.22, CI 1.39, 7.49). Transgender (aOR\u0026thinsp;=\u0026thinsp;5.71, CI 2.25, 14.54) and gender-diverse (aOR\u0026thinsp;=\u0026thinsp;3.33, CI 1.80, 6.16) participants had higher odds of experiencing discrimination or harassment compared to cisgender participants.\u003c/p\u003e \u003cp\u003eEmpirical studies have shown that legislation is an effective tool in reducing the amount of discrimination experienced, reducing prejudice, and improving sentiment toward the LGBTQ\u0026thinsp;+\u0026thinsp;community. In the absence of national legislation, researchers have also found that consistently applied company policies are also able to reduce perceived discrimination and improve work attitudes among LGBTQ\u0026thinsp;+\u0026thinsp;employees. Furthermore, fostering an inclusive culture that is embraced at all levels of the organization has been discovered to be a key tool in creating a supportive workplace environment, further boosting the positive effects that LGBTQ\u0026thinsp;+\u0026thinsp;employees experience in the workplace. Overall, a comprehensive approach that integrates national legislation, supportive company policies, and cultural change would have an enormous impact on the many LGBTQ\u0026thinsp;+\u0026thinsp;Singaporeans who experience workplace discrimination and harassment.\u003c/p\u003e","manuscriptTitle":"Discrimination and Harassment in the Workplace: The Lived Experiences of Singaporean LGBTQ Individuals","msid":"","msnumber":"","nonDraftVersions":[{"code":1,"date":"2024-07-16 17:10:08","doi":"10.21203/rs.3.rs-4741235/v1","editorialEvents":[{"type":"communityComments","content":0}],"status":"published","journal":{"display":true,"email":"[email protected]","identity":"researchsquare","isNatureJournal":false,"hasQc":true,"allowDirectSubmit":true,"externalIdentity":"","sideBox":"","snPcode":"","submissionUrl":"/submission","title":"Research Square","twitterHandle":"researchsquare","acdcEnabled":true,"dfaEnabled":false,"editorialSystem":"","reportingPortfolio":"","inReviewEnabled":false,"inReviewRevisionsEnabled":true}}],"origin":"","ownerIdentity":"f3e3d6f3-305c-470c-b91f-7611a9046423","owner":[],"postedDate":"July 16th, 2024","published":true,"recentEditorialEvents":[],"rejectedJournal":[],"revision":"","amendment":"","status":"posted","subjectAreas":[{"id":34594381,"name":"Other Public Policy"}],"tags":[],"updatedAt":"2024-07-16T17:10:08+00:00","versionOfRecord":[],"versionCreatedAt":"2024-07-16 17:10:08","video":"","vorDoi":"","vorDoiUrl":"","workflowStages":[]},"version":"v1","identity":"rs-4741235","journalConfig":"researchsquare"},"__N_SSP":true},"page":"/article/[identity]/[[...version]]","query":{"redirect":"/article/rs-4741235","identity":"rs-4741235","version":["v1"]},"buildId":"qtupq5eGEP_6zYnWcrvyt","isFallback":false,"isExperimentalCompile":false,"dynamicIds":[84888],"gssp":true,"scriptLoader":[]}