ABSTRACT
This chapter sheds light on the complex and mutually constitutive relationship between masculinity, sexuality, heteronormativity and organizations. It approaches the phenomenon of organizations’ inherent heteronormativity from historical, theoretical and empirical perspectives, and investigates its implications for gay men. In the first part, the chapter reviews relevant literature, focusing on the following aspects: (a) the historical development and alleged de-sexualization of organizations; (b) the close intertwining of various dynamics, norms and practices of sexuality in organizations with the construction of hegemonic heterosexual masculinity (including sexual harassment of women by men and sexual tensions between men); (c) the negative impacts of the heteronormativity of organizations on gay men in terms of discrimination and career trajectories; and (d) the empowering aspect of gay male identities. In this last part, the chapter points out how sharing a gay identity can provide a fertile ground for closer workplace relationships, mutual support and building strong informal networks among gay men, which both compensate for their marginalization. To illustrate this last point, the second part of this chapter draws on the author´s research on informal networks among gay male EU employees in Brussels’ LGBTIQ+ advocacy community.
