Abstract
LGBTQ people are more likely to experience poor work environments than heterosexual cisgender employees, but this group is heterogeneous. A person-centered operationalization accounts for this heterogeneity when assessing work environment determinants and outcomes. To this end, 1578 employed Swedish-speaking participants (
M
age
= 38.69; 55.7% LGBTQ) were recruited through purposeful/probabilistic sampling at baseline. Of these, 404 (67.8% LGBTQ) participated one year later. Latent Class Analysis suggested three work environment classes at baseline/follow-up:
lower demand, supportive environment
(LD-SE: 31.7%–42.8% of the sample),
higher demand, supportive environment
(HD-SE: 41.6–46.1%), and
unsupportive environment
(UE: 15.6–22.1%). Follow-up Generalized Estimating Equations suggested that identifying as LGBTQ while experiencing high workplace incivility predicted UE membership. Additionally, post-hoc Estimated Marginal Means comparisons implied that UE class reported the lowest job satisfaction, as well as one-year declines. The UE and HD-SE classes reported worse outcomes in life satisfaction, depression, anxiety, and stress, but without change over time. Lack of interactions suggest no disproportionate effect amplification among LGBTQ people. In conclusion, LGBTQ employees are overrepresented in poorer work environments, and this exposure appears to be what undermines their job satisfaction and mental health. Improving the work environment for all employees, LGBTQ and not, therefore requires both general and targeted interventions.