Marjolein Dennissen

48 The Herculean task of diversity networks gays (…) in pink underwear” by exemplifying that LGBTs are “just employees and professional” (see also Appendix 3). As such, a stereotypical gay image is constructed as out of line with the professionalism of the organization. It is there but... it is no part of the work. You are just a good professional and, oh yes, gay, but that is not relevant to your work, to your position, to your performance (…) the best thing is that it is no explicit part of my... how people evaluate me as professional. And it has to be like that. Also that flamboyant young man is not evaluated on the fact that he is flamboyant, he is evaluated on how he does his job. (Anna) In this quote, Anna explicitly separates sexuality from professionalism, arguing that being gay is irrelevant for work performance, and in keeping with meritocracy, should not matter in professional assessment. As such, she draws on a discourse of professionalism that is supposed to be identity-blind. Board members assert that homosexuality should be considered as normal as heterosexuality, and LGBT employees are “just normal people”, invoking a discourse of normalization, and a distinction is made between “normal, invisible types” and “flamboyant stereotypes”. This distinction could possibly create a “hierarchy between honorable and unrespectable homosexuals” (Gusmano, 2010, p. 36). Moreover, openly claiming to be different from "flamboyant" types, presents a commitment and alignment to the heteronormative structure of the organization, where “practices and institutions legitimatize and privilege heterosexuality” (Gusmano, 2010, p. 33). Thus, I observe tensions and contradictions in the representation of the LGBT network as an instrument for the visibility and inclusion of homosexuality in the organization. On the one hand, in an organization where sexuality used to be rendered invisible and heterosexuality is considered the norm, the existence of a LGBT network calls into question taken for granted notions about sexuality. On the other hand, the privileging of the “normal, professional gay type” and its contrast to the “flamboyant homosexual” renders homosexuality invisible again, and implies compliance to the organization’s heteronormative order. Disability network The disability network was initated by two employees with a disability. Being the youngest network in the organization, I note that the goals are not yet crystallized. Different, overlapping network goals are formulated in the network’s development plan, in official network newsletters, and by the board members themselves. I distill three core goals. First, the network aims to create visibility and awareness of disability in the organization. Second, the network provides a space of support for disabled employees. Third, the network aims to support and advise the organization by becoming a unit of expertise on disability- related issues.