Managing visibility: the process of managing equity issues for gay, lesbian, bisexual, two-spirited and transgender people in an academic environment
| dc.contributor.author | Vilches, Silvia Leonor | |
| dc.contributor.supervisor | Ricks, Frances | |
| dc.date.accessioned | 2026-02-27T01:15:04Z | |
| dc.date.available | 2026-02-27T01:15:04Z | |
| dc.date.issued | 2002 | |
| dc.degree.department | Faculty of Human and Social Development | |
| dc.description.abstract | In this thesis study I explored the experiences of gay, lesbian, bisexual, two spirited, transgendered and queer (GLBTTQ) people in the work and study context at the University of Victoria. I used grounded theory methodology to explicate how sexual orientation and transgender issues, and thus GLBTTQ people, were rendered invisible in their work and study contexts. Against this background of invisibility, GLBTTQ people responded to the challenges they were presented with by "Managing Visibility," a process that has policy and practice implications for inclusion of both GLBTTQ and heterosexual people. I compared and contrasted four sources of data to develop the grounded theory. These included: focus group testimony from a task force investigation into the experiences heterosexual and GLBTTQ people had with sexual orientation and transgender issues on campus; observations of interventions undertaken to create a healthier work and study environment by the task force advisory committee; the researcher's personal reflections on negotiating the complexities of being involved with the task force; and insights developed from learning together with the other advisory committee members. These multiple data sources provided means for comparing emerging concepts and developing a complex picture of both the interpersonal and organizational manifestations of Managing Visibility. Most GLBTTQ participants in the task force focus groups reported that they were "doing okay" but "don't think it isn't because we don't make it so." Analysis for the purpose of developing a grounded theory resulted in an understanding that sexual orientation and transgender identity issues, while not the same, were both rendered invisible by strong normative impulses (often described as heterosexism). Attempts to break through this "Blanket of Invisibility" led to either direct verbal or indirect physical hostilities, or to silence and alienation, thus pushing people back under the Blanket. The major problem, or barrier, was not simply sexual orientation or transgender identity, but the act of becoming visibly different within the environment. Thus, heterosexual people were also impacted when they broke silence to advocate on sexual orientation or transgender identity issues or support GLBTTQ friends and colleagues. The way that GLBTTQ and heterosexual people operated in relation to the Blanket of Invisibility was termed Managing Visibility, and included five main categories, or ways; researching, withdrawing, challenging, creating circles of support and acting with pride. Selecting particular strategies or combinations of strategies was accomplished by calculating risk and reward. Managing Visibility appears to be a basic social process which may be applicable to other invisible minorities. | |
| dc.description.scholarlevel | Graduate | |
| dc.identifier.uri | https://hdl.handle.net/1828/23366 | |
| dc.language.iso | en | |
| dc.rights | Available to the World Wide Web | |
| dc.title | Managing visibility: the process of managing equity issues for gay, lesbian, bisexual, two-spirited and transgender people in an academic environment | |
| dc.type | Thesis |