Purpose The purpose of this paper is to provide empirical patterns regarding trans people’s self-esteem-oriented evaluations during observations of positive workplace actions. The case of a 2015 UK workplace guide is utilized to fulfil the aims. The guide provides suggestions to employers for recruiting and retaining trans people. Design/methodology/approach A new questionnaire is created which forms a 20-item scale capturing a variety of self-evaluations. Trans people provided their responses in a 2018–2019 survey and the study’s patterns were captured. Findings The outcomes suggest that trans people’s self-esteem and self-respect are enhanced by policy makers’ positive actions to promote inclusivity in the workplace. In addition, due to these actions trans people feel more accepted, valued and trusted by the government. The authors suggest that a lack of positive workplace actions may be detrimental to trans people’s self-esteem. However, if a workplace policy is perceived to be a recognition of trans people’s worth this may be internalized, resulting in positive self-evaluations. The authors suggest that the 2015 workplace guide aims to ensure that trans people’s self-expressions are not constrained in ways that could cause them self-esteem difficulties. Practical implications The study also finds that firms which have implemented the workplace guide have informed human resources strategies, affected corporate profiles and staff organizational behaviours, created a more inclusive workplace culture, and addressed LGBT business and trans staff members’ needs. The authors suggest that when employers utilize policy makers’ positive workplace policies they may be able to realize positive organizational outcomes in their firms. Social implications The World Health Organization perceives self-esteem as a public matter and this study suggests that inclusive workplace strategies can positively affect the psychological states of a highly marginalized population group. Originality/value To the best of the authors’ knowledge this is the first attempt to quantify how a workplace guide impacts on self-esteem-oriented evaluations among trans people. Each one of the 20 items in the scale brings new insights into the subject matter.

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Although migrants dominate employment in many major cities, the reasons for this, and the mechanisms by which they are recruited, are surprisingly under-researched. Focusing on the numerically dominant small hotel sub-sector in a global city, London, the paper first questions whether labour costs or competences are the main drivers of migrant employment, emphasising the difficulties of disentangling the relationships between these. Secondly, it analyses how migrant workers are recruited, and finds less evidence to support the concepts of ethnic queuing and co-ethnic recruitment as opposed to diversified migrant recruitment in the context of the super-diversity of migrant populations in a global city. Finally, it demonstrates that although there are compelling reasons for migrant employment in London’s small hotels, and that this is supported by a number of recruitment practices, they are unevenly distributed across establishments, reflecting the complex nature of migrant employment in a highly diverse sub-sector. The research utilises mixed methods, drawing on a survey of 155 hotel managers and 51 in-depth interviews

Purpose The purpose of this paper is to examine associations between: family support during the school-age period, and school-age bullying (short-term associations); and family support during the school-age period and workplace bullying (long-term associations) for lesbian, gay and bisexual (LGB) adults in Britain. Design/methodology/approach The authors employ retrospective questions regarding family support for LGB children and school-age bullying and questions regarding workplace bullying in the respondents’ present jobs. A 2016 data set was utilized which was created by attending events during the UK LGBT History Month. Findings The empirical investigation demonstrates that supportive family environments toward LGB children reduce both school-age and workplace bullying. Practical implications Given the increasing number of people self-identifying as LGB, the significant percentages of school and workplace bullying incidents and the corresponding negative effects on people’s lives, it is important to examine the benefits of family support with regards to reducing school and workplace victimization. This study also reports that family support could have an enduring influence on the experiences of LGB children and adults. Originality/value No known research has considered the possible developmental benefits of family support on reducing future workplace bullying for LGB children. In addition, this might be the first study which simultaneously examines family support toward LGB children, school-age and workplace bullying.

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