Homophobic discrimination through humor: naturalization and heteronormativity maintenance in the organizational context

Abstract This research is part of the studies on sexual diversity in organizations, focusing on the theme of homophobic humor. The aim was to investigate whether homophobic humor is present in the workplace and in what way. In theoretical terms, guided by an interpretativist approach, the article is based on studies on discrimination by means of homophobia and humor, as well as research on heteronormativity in organizations. In order to fulfill the objective, a content analysis was carried out to analyze the interviews carried out with homosexual, bisexual and heterosexual employees of a company. A case study was conducted in a company interviewing employees, regardless their sexual orientation. The interviews were analyzed using Bardin’s content analysis method. The presence of the following was observed: frequent homophobic humor; naturalized homophobic humor; homophobic jokes as speech to maintain heteronormativity. There is a scenario in which it is necessary to take actions that promote diversity, especially in relation to the issue of humor, as well as regarding the lack of understanding on the part of workers that jokes containing homophobic humor are linked to oppression. This article contributes to the deepening of national studies on discrimination based on sexual orientation, specifically regarding homophobic humor, and also in terms of relating this type of discrimination to the theme of heteronormativity in the organizational context through the concepts of queer theory.

摘要 本研究隶属于组织内性多样性研究范畴，聚焦于恐同幽默（homophobic humor）主题。本研究旨在探究职场中是否存在恐同幽默，以及其具体表现形式。理论层面，本研究以解释主义研究范式（interpretativist approach）为指导框架，依托于针对以恐同与幽默为载体的歧视行为的相关研究，以及组织场景下异性恋规范（heteronormativity）相关研究。为达成研究目标，本研究针对某企业的同性恋、双性恋与异性恋雇员开展访谈并实施内容分析（content analysis）。本研究采用单案例研究设计，选取某企业雇员作为访谈对象，不限制其性取向，访谈文本均采用巴尔德内容分析法（Bardin’s content analysis method）进行解读。研究结果显示，职场中存在三类恐同幽默现象：高频出现的恐同幽默、被自然化的恐同幽默，以及作为维系异性恋规范话语工具的恐同玩笑。当前组织场景下亟需开展多样性促进行动，尤其需关注与幽默相关的歧视问题；同时，多数雇员尚未意识到包含恐同幽默的玩笑与压迫行为之间的内在关联。本研究有助于深化国内针对性取向歧视的相关研究，尤其是恐同幽默领域的探索；同时，借助酷儿理论（queer theory）的相关概念，本研究将此类歧视行为与组织场景下的异性恋规范主题建立了关联。