Reflecting on telecommuting at the height of the pandemic, I felt that the flexibility to deal with my time and my environment was quite empowering. Nevertheless, while getting into this new environment, I became fully aware that using digital platforms has pros and cons. The positive side is that telecommuting has largely improved work-life balance for employees, saved them daily commute time, and provided more time for family and personal matters, which in turn reduces stress levels and increases job satisfaction. Moreover, it allows for flexibility in designing work hours according to individual productivity peaks, which may improve overall performance. The negatives are the absence of face-to-face interactions which can lead to feelings of isolation and disconnection from colleagues that negatively affects team cohesion and mental wellbeing (Skilton, 2015). In providing space for open expression on digital platforms there is always the lingering risk of harassment. This, again, points to the multiple dimensions digital workplaces entail, with first place occupied by issues such as consent and agency (Ollier-Malaterre, 2023). Moving from the broader implications of the digital workspace it is essential to discuss specifically how these platforms influence the exploration of sexual identity.

In fact, digital platforms provide a unique environment for individuals to explore and express their sexual identities more easily than they might have in the physical contexts of traditional workplaces (Ebrahim et al., 2023). At the same time, it proves to be a strange context wherein people can find it uncomfortable to express their sexual identities.

For instance, virtual spaces are settings in which workers from the LGBTQ+ population express themselves without judgment or adverse reaction. This helps give a feeling of community and belonging. Conversely, this could lead to potential conflicts due to the blurring of lines between personal and professional lives. In these digital environments, some individuals may not be respectful or accepting of others’ expressions of their sexual identity, leading to discomfort and tension (Duguay, 2022). The negotiation of consent becomes trickier because the cues, which almost always guide interaction in the physical world, are either muted or not present when digitally communicated.

Harassment in the Virtual World
Harassment is a possibility to reckon with within virtual work environments. Harassment represents unwarranted or unsolicited approaches, proposals, or messages in the form of gestures or words over virtual interactions. For instance, one of my colleagues shared an incident where, during a video call, one of their team members passed undesirable comments that suddenly created a hostile working environment. The example shows that both implicit and explicit instances of harassment challenge a person’s sense of safety and agency (Darics and Gatti, 2019).

Challenges of Cyber Sexual Harassment
In these digitally mediated environments, due to anonymity and remoteness, some people feel they have the freedom to exhibit inappropriate behaviour. One notable incident is the increase in “Zoom-bombing,” where intruders join virtual conferences to disrupt them by sharing explicit content, such as exposing their genitals or displaying pornographic images. This creates an environment where such harassment is difficult to control, leaving victims feeling isolated and hopeless. Further, there might not be any formal structures in place in some virtual workplaces for reporting mistreatment, so victims have nowhere to turn, thereby exacerbating their feelings of vulnerability.

Power and Consent in Computation
Relationships of unequal power in digital workplaces may be exacerbated by the characteristics of electronic communication. Such power imbalances may be promoted by employer-employee relations via online mode of remote work and the employee may feel compelled to answer messages from the superior at any time of the day and night. That is why there are cases where actually, consent was not given, yet the employer or boss considered it to have been granted, especially around personal and sexual topics. There is a need for organizations to proactively work on these matters to establish policies that address consent in digital space.

Practical Observations and Insights
In a practical sense, digital platforms should be designed in a way that empowers users to clearly set boundaries and easily report inappropriate behaviour. For example, auto-recording of virtual meetings would deter harassment. Companies should also provide regular training on digital etiquette – how to engage in communication related to sensitive topics such as sexuality. This can create a safe and more inclusive workplace digital environment.

It is by taking into account all these aspects that organisations can empower their employees to negotiate safety within online contexts with ease while minimizing the associated risks of harassment and power imbalances.

1. LGBTQ+ Visibility and Support Networks
   Many LGBTQ+ workers in digital workplaces find or create virtual support networks to connect with others who have experienced similar problems. Many companies have LGBTQ+ ERGs (Employee Resource Groups) that meet virtually to discuss issues around sexuality and identity in the workplace (Rand et al., 2021). The complication arises when there is not enough organisational support, making LGBTQ+ employees invisible and voiceless across the broader culture of the company.
2. Privacy Issues across Online Platforms
   For LGBTQ+ employees, maintaining privacy in a digital workspace is of paramount importance and rather demanding. For instance, on shared work platforms, one’s sexual orientation or relationship status may be revealed inadvertently. This could result in very awkward situations wherein colleagues might make inappropriate comments or assumptions based on such knowledge (Beagan et al., 2022).
3. Discrimination through Digital Hiring Practices
   There’s evidence that bias against LGBTQ+ individuals can spill over into digital hiring practices. Algorithms used in recruitment processes, for example, might discriminate against candidates based on their online presence, reflective of their sexual orientation. This underlines the fact that organisations must ensure that none of its digital tools contain bias and all hiring practices are inclusive (Dyson, n.d.).
4. Virtual Safe Spaces and their Limitations
   While digital workplaces enable the creation of virtual safe spaces in which to discuss sexuality-related issues, this may be inadequate to replicate in in-person interactions. For instance, non-verbal cues may not be grasped, or it may not be possible to be there right away for emotional support when one is sharing details of discrimination and harassment on account of sexual identity in a virtual setting.

These examples highlight the necessity of addressing sexuality in digital workplaces but also illustrate that these are complex and challenging spaces.

A Safe and Inclusive Digital Workspace
As we can see, there is a definite need for building safe and inclusive digital workspaces. Setting clear community standards, therefore, would drive informed consent and ensure that all people are welcome to be themselves without harassment.

In wading through these digital age challenges, one needs to bear in mind that these spaces have a duality: they offer vast opportunities for expression and connecting but bring with them considerable risks to be managed with foresight. Under such conditions, creating digital environments within which the rights and wellbeing of individuals can be assured may be achieved if organisations develop well-designed regulations and foster a culture of responsibility. My navigation through these digital spaces has further crystallized for me the importance of continued advocacy for a virtual work environment that is supportive, safe, and inclusive.

Bibliography

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Cover Image: Photo by Andrew Neel on Unsplash