Should I Stay or Should I Go? Employment Discrimination and Workplace Harassment against Transgender and Other Minority Employees in Canada’s Federal Public Service

Waite, Sean

doi:10.1080/00918369.2020.1712140

Cited by 58 publications

(38 citation statements)

References 40 publications

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“…Although participants were asked to self‐report gender, we did not explicitly explore experiences of nonbinary individuals and thus results do not capture the experiences of those across the gender spectrum. This is a critical limitation as gender‐expansive individuals are much more likely to experience workplace harassment and discrimination than their cisgender counterparts 33 . It is imperative that future studies explore the intersectionality of barriers to reporting sexual and gender harassment among gender diverse individuals.…”

Section: Limitationsmentioning

confidence: 99%

“Why bother?”: Barriers to reporting gender and sexual harassment in emergency medicine

Zeidan

Patel

Dys

et al. 2022

Academic Emergency Medicine

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Gender and sexual harassment in academic medicine is persistent and pervasive. [1][2][3] Six in 10 medical trainees reported sexual harassment or discrimination during their training; within emergency medicine (EM), over half (53%) of women faculty and one in four (26%) men faculty have experienced some form of gender or sexual harassment in their workplace. 4,5 Gender and sexual harassment in clinical settings has severe adverse consequences for both survivors and health systems. Individuals who have experienced harassment report a negative impact on their self-confidence, job satisfaction, workplace safety, and career advancement. 3.5,6 The negative career impacts exacerbate inequities and reduce institutional diversity,

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Section: Limitationsmentioning

confidence: 99%

“Why bother?”: Barriers to reporting gender and sexual harassment in emergency medicine

Zeidan

Patel

Dys

et al. 2022

Academic Emergency Medicine

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“…Other colleagues only accept transgender people if their organization accepts and supports them through their rules and regulations regarding diversity [36,37]. Colleagues make it so difficult for transgender people to survive in an organization, from calling them names, intentionally confusing their pronouns he/she, cracking jokes about them, and pretending they are not even there [35].…”

Section: Literature Reviewmentioning

confidence: 99%

Towards Making an Invisible Diversity Visible: A Study of Socially Structured Barriers for Purple Collar Employees in the Workplace

et al. 2021

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Eunuchs and members of the transgender community are yet to be recognized as an effective human resource and this diversity in the workforce is still invisible. A tiny portion of the transgender community is employed, and they are tagged as purple collar employees. It is generally claimed that coworkers do not accept members of the transgender community in the workplace and are not willing to work with them due to their different personal, social, and work-related characteristics. This study aimed to investigate coworkers’ attitudes towards transgender colleagues and their willingness to work with them in the workplace. We selected the Punjab province of Pakistan as the context for the study where more than five hundred thousand members of the transgender community live. We collected data from 363 randomly selected respondents working in an organization where transgender people also worked. We applied Structural Equation Modeling (SEM) to analyze the data. Our findings revealed that coworkers do not hesitate to work with transgender people merely based on their biological differences. Coworkers’ willingness was more influenced by social attributes (trust and support) and work attributes (knowledge, ability, and motivation) irrespective of gender differences. The study strongly suggests tapping this invisible human resource and mainstreaming this resource to emancipate transgender people from poverty and to bring a productive diversity in the workforce. Government should frame policies to provide all human rights including national identity, health and educational facilities, and organizations should provide transgender people with jobs to properly utilize this untapped human resource.

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“…In this study, we examine perceived JS discrimination as a contextual factor among international job seekers. Perceived discrimination has been regarded as a crucial obstacle to an individual's educational and vocational development among many social groups such as race and gender discrimination [35]; Lesbian, Gay, Bisexual individuals [36,37]. Some other studies added that discrimination occurred owing to locals' prejudice against people of other groups (e.g.…”

Section: Perceived Discrimination Self-efficacy and Intentions In Jsmentioning

confidence: 99%

Welcome to work in Taiwan! Investigation of international students' employment opportunities

et al. 2021

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Introduction. Employment plays an important role in vocational development. However, not many studies of job search among international students have been reported.Aim. The current study aims to examine the relationship between self-efficacy, behavioural intentions, and perceived discrimination in the field of job search (JS).Methodology and research methods. The authors used Social Cognitive Model of Career Self-management (CSM) as the theoretical background to explain the relationships among the constructs of self-efficacy, behavioural intentions and perceived discrimination in JS. The study was conducted in a Chinese cultural context (Taiwan) with a sample of 301 international students from Southeast Asian countries. Structural Equation Modelling (SEM) was used to test the model about the relationships between the three variables in the study.Results and scientific novelty. The research findings show that self-efficacy strongly predicts behavioural intentions. Besides, self-efficacy partly mediates the influence of perceived discrimination on behavioural intentions. A quantitative research method was applied to investigate the population of international students, which has not been much reported in previous studies. This indicates that the influence of a contextual factor (e.g. perceived discrimination) on behavioural intentions is direct and indirect through self-efficacy.Practical significance. The research findings can be used by practitioners for enhancing self-efficacy and behavioural intentions as well as helping international students to cope with discrimination in the JS process.

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Should I Stay or Should I Go? Employment Discrimination and Workplace Harassment against Transgender and Other Minority Employees in Canada’s Federal Public Service

Cited by 58 publications

References 40 publications

“Why bother?”: Barriers to reporting gender and sexual harassment in emergency medicine

“Why bother?”: Barriers to reporting gender and sexual harassment in emergency medicine

Towards Making an Invisible Diversity Visible: A Study of Socially Structured Barriers for Purple Collar Employees in the Workplace

Welcome to work in Taiwan! Investigation of international students' employment opportunities

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