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    Lesbian style : designing a lesbian fashion collection : a thesis submitted in partial fulfilment for the degree of Master of Design, Massey University, Wellington, New Zealand
    (Massey University, 2019) Browne, Neneh
    Lesbian style and expression is an area of fashion which is underrepresented in the fashion industry as well as in the teachings of fashion. Fashion as an industry is overwhelmingly viewed as a gay man’s domain as men make up a majority of creative director positions in western fashion houses and many of fashion’s most influential figures are openly gay men (Pike 2016). Lesbians by comparison are associated primarily with being unfashionable – and more harshly in accordance with heterosexist feminine standards – ugly (Karaminas 2013). Through this research project, I explore how style is utilised and influenced by the lesbian experience and propose that, despite stereotypes, lesbian style goes beyond Birkenstocks and dungarees and can be used as an influence for subversive contemporary design. This research is made up of two components – an analysis of lesbian style history in the 20th century cumulating in the 1980’s, followed by an exploration of 80’s club and subcultural styles. There is a particular focus on the design practices of Vivienne Westwood, Walter Van Beirendonck and Elsa Schiaparelli. This analysis acts as the primary focus for the second component: a design practice outcome of five fashion looks using a bricolage and historic revivalist methodology inspired by 80’s subcultural style. The design outcome aims to showcase how clothing can be designed with specific lesbian coding.
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    Loneliness, social support and lifestyles in gay and heterosexual women : a thesis presented in partial fulfilment of the requirements for the degree of Master of Science in Psychology at Massey University
    (Massey University, 1990) Johnson, Janet
    Lifestyle, social support and loneliness in gay women have been poorly documented. Further to this no comparisons have been made with heterosexual women in these areas. The present investigation assessed lifestyle, social support and loneliness and involved two samples, 87 heterosexual women and 63 homosexual women. Of particular interest in the area of social support was support offered by family and friends, as perceived by the respondents. Lifestyle variables were studied to possibly offer an explanation if any differences were found between the two groups. Loneliness was assessed as a multidimensional construct involving four types of relational deficits. Finally variables predicting loneliness were explored. Results indicated that the gay women suffer relationship deficits in the areas of family and community. They also perceived less support from the family than the heterosexual women, and had less kin in their support network, relying on friends more in times of need. This may be because friends of the gay women, both heterosexual and homosexual, tended to react more positively than parents, to finding out about their lesbianism. The variables of perceived support were the main predictors of family and friends loneliness in heterosexual women. These and variables associated with lesbianism, such as feelings of isolation and who was first told, were found to be the best predictors of the different areas of loneliness in gay women. The results suggest that gay women have become alienated from their families and society in general.
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    The significance of gender and sexuality : a study of discrimination and equal employment opportunities policy in the state sector : a thesis presented in partial fulfilment of the requirements for the degree of Master of Social Work at Massey University
    (Massey University, 1991) Raven, Anthea
    The purposes of this study are twofold. The first is to look at the experiences of lesbian social workers in order to describe the themes and patterns characteristic of discrimination within the context of their professional and employment status in the state sector. The second is to examine whether the policy of Equal Employment Opportunities for women in the Department Of Social Welfare adequately addresses discrimination against lesbians, and the extent to which the needs of lesbians can be met within the existing framework of the policy. It has been proposed in this study that discrimination against lesbians in the workplace is a real and tangible source of oppression termed 'heterosexism'. Lesbian social workers' employment experiences indicate that these are qualitatively different from those of heterosexual women. Analysis of these experiences relies upon an understanding of the historical social, sexual and economic dynamic of male power over women. Heterosexuality has been emphasised as the only acceptable sexuality and therefore, an institutionalised form of control over all women's lives. One of the consequences of this control is the denial of the existence of lesbianism. This is because lesbianism represents an independent and alternative lifestyle and family structure. While this threatens the traditional male defined nuclear family relations it also challenges the view that women should be treated as economically dependent upon a man. There is strong evidence to suggest that gender is a significant determinant of employment opportunities. Thus, there is a clear basis for recognising women as a target group for special attention under an Equal Employment Opportunities policy. However, this study challenges the assumption that the needs of all women can be adequately addressed within the context of a hetero-relational model. For example, it is argued here that the underlying criteria for access to employment opportunities is based on conformity to traditional gender roles and stereotypes. This reinforces women's economic dependency on a man and a male controlled labour market. The view that women's equality should depend on their social, sexual and economic relations with men is therefore questioned. In contrast it is argued that lesbians should be able to benefit from their social, sexual and economic independence from a man and that any measure of their employment position in relation to men is a measure for all women. The radical potential for Equal Employment Opportunities policy for all women may well depend upon the inclusion of lesbians and their legal protection from discrimination.
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    Shadow dancing in the wings : lesbian women talk about health care : a thesis presented in partial fulfilment of the requirements for the degree of Master of Arts in Nursing at Massey University
    (Massey University, 2000) Clear, Geraldine M
    Women who claim a lesbian identity as part of their cultural articulation have to date been poorly represented within research particularly within a New Zealand setting. Rather than couch this single identifier within a contextualised environment, research has predominantly sought to pathologise lesbian existence at an individualistic level. Lesbian women are a minority group for whom crucial differences from the dominant culture may not readily be recognisable. Such differences may be associated with existing in a society where silence and invisibility subsume a meaningful and tangible cultural expression. This study aims to explore the factors which hinder or facilitate sense of safety for lesbian women, when accessing health care, in order to provide information from which health professionals may judge the appropriateness of their current service delivery. A participatory approach grounded in both critical social and feminist research has been utilised to explore issues relevant to health care and it's access with seven women who claim lesbian as part of their identity. The representational void is uncovered and forms a suitable backdrop from whence to explore with these participants health issues and factors relevant for them in the context of their daily lives. The concept of cultural safety gives power to the users of services to determine whether or not they feel safe. From the perception of the service user then, cultural safety assumes that the nurse (or other health care professional) is the extraordinary element as opposed to the neo-colonial held view that the user is the extraordinary member of the interaction (Ramsden, 1995). Cultural safety is the term originally employed in New Zealand to describe the partnership between nursing and the indigenous people intent upon removing barriers in order to facilitate safe access and delivery of health care. From this juncture the Nursing Council of New Zealand (1996) acknowledging that prejudicial and judgmental attitudes exist with regard to lesbian women has fostered awareness. Subsequently the need for appropriate qualitative research has been recognised. In support of the tenets of cultural safety this study will prove useful to nurses and other health professionals intent upon ensuring safe care provision for this marginalised group.
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    Sexual orientation diversity programmes : an evaluation : a thesis presented in partial fulfilment of the requirements for the degree of Master of Arts in Social Policy at Massey University
    (Massey University, 1999) Powell, Terence W
    Since the mid 1980s the American, like the New Zealand workplace has undergone significant changes, particularly in the composition of the workforce. Increasingly, the 'traditional' employee, a white male, ablebodied heterosexual is in the minority. The emergence of Diversity Programmes within the American workplace is a direct response to these changes. While Diversity Programmes emerged from Equal Employment Opportunity (EEO) and Affirmative Action Programmes, the distinctions are significant. Diversity Programmes focus on productivity, profitability, inclusivity and organisational culture. In recent years a major area of growth has been the development of sexual orientation Diversity Programmes. This research examines ten American organisations that have invested significant resources into sexual orientation Diversity Programmes with reported success, describes their key features and the reasons for this success. The findings clearly reflect the literature on the subject and show that when an organisation values and respects its gay, lesbian and bisexual employees the rewards to the company can be significant, both to the individual and the organisation. The second component of the research was the examination of the response of New Zealand organisations to the implementation of sexual orientation Diversity Programmes. However, it became evident that this could not proceed as planned, primarily due to local lack of awareness of the concept of Diversity Programmes and the apparent lack of interest in addressing the issue of sexual orientation in the workplace. The local research then reviewed local human resource related policies and procedures, to determine the level of inclusivity of gay and lesbian employees, and found that of the 20 organisations sampled, while all subscribe to EEO, most exclude sexual orientation, and in many cases their policies and procedures are discriminatory against gay and lesbian employees. The research highlighted significant differences between the American and the New Zealand organisations sampled. While American companies have embraced sexual orientation Diversity Programmes as being good for business, the local organisations remain focused on legislative requirements and moral obligation, a key criticism of EEO programmes in the literature. While the American workplace has demonstrated an ability to respond successfully to the changing nature and composition of the workplace, New Zealand organisations have been slow to adapt, with the result that gay and lesbian employees do not, in many cases, have equity within the workplace and organisations are not realising their potential level of profit and profitability.