Identity Management of, and Organizational Support for, LGB Expatriates: Challenges and Recommendations

Expatriates, that is, employees working in a country of which they do not hold citizenship, who are Lesbian, Gay, Bisexual, Transgender, Queer, or in other ways not heterosexual/cisgender (LGBTQ*) are likely to encounter additional challenges beyond those faced by heterosexual, cisgender expatriates because of their sexual identity or gender identity and expression. These may include concerns about their personal safety and security, discrimination, harassment, and limited legal recognition and protection. To that end, receiving adequate and sufficient support from their employer may be even more pivotal to them. This chapter highlights two major challenges in the context of LGB expatriation: first, it discusses LGB expatriates’ identity management concerns, detailing how they may navigate their sexual identity throughout three stages of expatriation: pre-departure, during expatriation, and post-return. Second, it sheds light on formal policies and practices that organizations can adopt to better prepare and support their LGB expatriates, both before and during their time abroad. Afterwards, several potential barriers to employers becoming more LGBTQ*-inclusive are discussed.