Informations and abstract
Sexism and homophobia can negatively affect workplace organizational well-being and emotional climate perceived by women and lesbian, gay, bisexual and transgender workers. Proposing interventions to confront sexism and homophobia is one of the good practices to promote organizational well-being and improve the emotional climate in workplaces. This work aims at presenting an innovative diversity training model for the Technical and Administrative Staff at Universities, in order to confront sexism and homophobia. The training was structured in two modules and was implemented through methodologies based on constructivism, socio-constructivism, and metareflection on motivational-affective aspects. A total of 84 participants took part in the training, and 63 of them – aged between 34 and 65 years old – finalized the evaluation process, which was performed in 3 stages: pre, post and follow-up. The results indicated that the trainees evaluated the model as interesting and useful both for their work and for their (intra- and extra-academic) interpersonal relationships. Moreover, the training had a positive impact to acquire a basic knowledge on issues related to sexual identity.