When work stress ‘makes you gay’: How absurd claims could harm real people

It takes a lot of work to make sense of news headlines these days.

It seems as if the world is breaking, with the US president causing ripples across the globe, while the Israel’s crippling siege on Gaza continues despite a so-called ‘ceasefire’.

So when the minister responsible for religious affairs, Dr Zulkifli Hasan made the claim that work stress could lead to LGBTQ+ behaviour, such breaking news served as a welcome relief. Understandably, many people took to social media to post their views and have a good laugh.

Hasan’s comments were in response to Rantau Panjang MP Zailah Mohd Yusoff of Perikatan Nasional, who asked for the latest data on trends related to LGBT issues in Malaysia.

He claimed that several factors may “influence an individual’s involvement” in “an LGBT lifestyle”, including “social influences, sexual experiences, work-related stress and other personal factors”.

The danger of ‘expert’ opinions

At the risk of stating the obvious, words uttered on a public platform, if spoken by an ‘expert’ with presumably valid qualifications, have the unfortunate possibility of being cited or quoted, dubious as they might sound. (Apparently, Zulkifili cited a 2017 study by “Sulaiman et al” to back up his claims).

In more extreme circumstances, words that come from the mouths of leaders have led to wars being waged and lives lost.

When US President Donald Trump declared that the US was “restoring prosperity, safety and security” to the US and Venezuela, a US military operation abducted Venezuelan President Nicolás Maduro, killing 83 people.

Or when the state of Israel was declared and established by then-Prime Minister David Ben-Gurion on 14 May 1948, this led to the Nakba (Catastrophe) or ethnic cleansing of Palestine. About 750,000 Palestinians fled to the West Bank (which was part of Jordan), Gaza (a part of Egypt) and neighbouring Arab states.

So words and concepts, like ‘security’ or ‘Board of Peace’, are inventions born out of human agendas, with actual consequences for communities rendered vulnerable to such agendas.

Malaysia’s LGBTQ+ penalties

In Malaysia, these communities include LGBTQ+ individuals subjected to secular and Sharia penalties for sexual acts and ‘cross-dressing’.

These penal codes, in turn, are the product of British colonialism and the institutionalisation of homophobia in the law.

Yet, to blame European colonialism entirely is to paint an incomplete picture of homophobia. The notion of the homosexual, alongside the idea that sexual practices and preferences define one’s selfhood, emerged in the 19th Century in Europe.

But the postcolonial state has brought new meaning to the institution of colonial penal provisions by European colonists. The intimate lives of LGBTQ+ people continue to be adversely impacted by today’s religious and secular laws and conservative cultural attitudes.

The government has carried out arrests related to ‘LGBT activities’, while a recent camping retreat, ‘Glamping with Pride’, was cancelled after the organiser, a pro-LGBTQ advocacy group, received death threats.

Workplace stigmatisation risks

As they face increasing pressure to hide their identities due to governmental efforts being ramped up to regulate their non-conforming behaviours, even more problematic is the possibility of LGBTQ+ individuals could now experience increased stigmatisation at the workplace.

Thanks to the religious affairs minister’s claims, jokes about work stress and being gay are probably circulating in water-cooler conversations at various offices in Malaysia. Picture how this could translate for LGBTQ+ employees who labour hard to conceal their sexual identities at the workplace.

In the effort of ‘passing’ or blending into environments that privilege heterosexual societal norms, they may decide to keep their heads down just to avoid being teased or called out. (“Hey, why you work so hard? Better take it easy. Later you become gay.”)

Being bullied is no fun. What do people do when they know they are possible targets of teasing and discrimination? They try to stay under the radar as much as possible. Take up less space. Watch how they dress and the way they carry themselves. Stay silent in conversations and meetings. And volunteer less for projects.

The need for inclusive workplaces

Unfortunately, bullying is not confined to playgrounds and classrooms. Managers and leaders at workplaces need to ensure that inclusivity is a priority and part and parcel of a sustainable culture, not just a performative exercise.

Culture is also about everyday beliefs and practices embodied by ordinary people.

For those of us who identify as heterosexuals, we need to be cognisant that the way we speak about those who do not conform to heterosexuality is oftentimes scathing and cruel.

We may laugh at the religious affairs minister, but we need to reflect on ourselves too. Are we guilty of contributing to their stigmatisation?

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