Transgender Rights in the Workplace

Mezey, Susan Gluck

doi:10.4324/9781351120869-3

Cited by 3 publications

(4 citation statements)

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“…It is important to acknowledge the cultural significance of Cox’s visibility as an “American-African transgender woman”, but the idea that such a moment represents a tipping point in the visibility and fortunes of trans* people in the USA is an overestimation of the advancements trans* people have made, especially in light of the recent gains and setback to trans* rights. While trans* rights has become established at a national level of US policymaking, in 2017, President Trump enforced a ban on trans* people serving in the military (Mezey, 2019) but repealed in 2021 by President Biden. Trans* rights in the USA cannot be taken-for-granted, as they cannot in other world regions.…”

Section: Locating Trans* and Intersex People In Management And Gender...mentioning

confidence: 99%

“…This is one compelling reason why management and gender scholars must call out cisnormativity and binarism in academic knowledge production and in the workplace. While anti-discrimination legislation offers legal protection for trans* and intersex people in some countries, in many others, such legislation is absent or has been reversed (Mezey, 2019; Monro et al , 2019). For example, in 2020, Hungary passed legislation that severely curtails the rights of trans* and intersex people by refusing them legal recognition, as outlined in Article 33, which states “birth sex, once recorded, cannot be amended”.…”

Section: Locating Trans* and Intersex People In Management And Gender...mentioning

confidence: 99%

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Challenging cisnormativity, gender binarism and sex binarism in management research: foregrounding the workplace experiences of trans* and intersex people

Köllen

Rumens

2022

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Purpose This paper aims to challenge the cisnormative and binary assumptions that underpin the management and gender scholarship. Introducing and contextualising the contributions that comprise this special issue, this paper critically reflects on some of the principal developments in management research on trans* and intersex people in the workplace and anticipates what future scholarship in this area might entail. Design/methodology/approach A critical approach is adopted to interrogate the prevailing cisnormative and binary approach adopted by management and gender scholars. Findings The key finding is the persistence of cisnormativity and normative gender and sex binarism in academic knowledge production and in society more widely, which appear to have hindered how management and gender scholars have routinely failed to conceptualise and foreground the array of diverse genders and sexes. Originality/value This paper foregrounds the workplace experiences of trans* and intersex people, which have been neglected by management researchers. By positioning intersexuality as an important topic of management research, this paper breaks the silence that has enwrapped intersex issues in gender and management scholarship. There are still unanswered questions and issues that demand future research from academics who are interested in addressing cisnormativity in the workplace and problematising the sex and gender binaries that sustain it.

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Section: Locating Trans* and Intersex People In Management And Gender...mentioning

confidence: 99%

Section: Locating Trans* and Intersex People In Management And Gender...mentioning

confidence: 99%

Challenging cisnormativity, gender binarism and sex binarism in management research: foregrounding the workplace experiences of trans* and intersex people

Köllen

Rumens

2022

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“…Widespread cultural and legal recognition of same-gender relationships in the United States reveals how same-gender attraction is now considered a form of legitimate intimate diversity (Russell & Fish, 2016). Recognition of gender diversity and transgender rights, however, remains unresolved, with continuing attempts to limit transgender rights and to legally define gender in a way that does not serve the interest of transgender people (Eckes, 2017;Mezey, 2019). Indeed, recognition of gender diversity is highly contested in the current cultural and political landscape, with heightened stigma toward transgender and gender nonconforming people causing public health concern (e.g., Barbee et al, 2022;Horne et al, 2022).…”

mentioning

confidence: 99%

Community support for sexual and gender diversity, minority stress, and mental health: A mixed-methods study of adolescents with minoritized sexual and gender identities.

Hammack¹,

Pletta²,

Hughes³

et al. 2024

Psychology of Sexual Orientation and Gender Diversity

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The 21st century has been a time of change in recognition of sexual and gender diversity (SGD) in the United States, but we know little about how community-level variability in support for SGD shapes the experience of youth who hold minoritized sexual or gender (MSG) identities. This study used mixed methods to examine regional variability in community climate for SGD and its relationship with minority stress and mental health for adolescents with MSG identities (e.g., asexual, bisexual, gay, lesbian, transgender, nonbinary). Findings revealed differences in objective indicators, self-reported perceptions, and informant narratives of community climate, but survey and narrative data revealed that adolescents experienced heightened levels of depressive symptoms and minority stress processes across communities. Adolescent informants constructed narratives that identified anxiety/depression and self-harm as primary mental health challenges across communities, linking these experiences to societal stigma and insufficient education about SGD. Sources of resilience included mental health services, in-person resources (e.g., school gender-sexuality alliances [GSAs]), online resources, and peer support. Findings reveal the endurance of cultural ideologies that reinforce stigma (e.g., heterosexism, cissexism), activate minority stress processes (e.g., internalized stigma), and contribute to negative mental health (e.g., depressive symptoms), even for adolescents in supportive community settings. Public Significance StatementDisparities in mental health exist for adolescents with minoritized sexual or gender identities, but we lack sufficient knowledge of how different types of communities might exacerbate or ameliorate minority stress processes. This mixed-methods study allowed for a deep interrogation of the experience of minority stress and mental health for adolescents, providing information on possible interventions (e.g. formal education about sexual and gender diversity) to promote health and wellbeing.

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“…Similarly, searches of the Congressional Record highlight much greater attention to transgender issues over the past several congresses (Taylor, Lewis, and Haider‐Markel, 2018, p. 117). After years of being ignored by the White House, Presidents Obama, Trump, and Biden each took executive action on transgender issues (Mezey, 2019; Witt & Medina‐Martinez, 2022). State and local governments also addressed issues related to transgender rights (Sellers, 2014; Sellers & Colvin, 2014; Taylor et al, 2012; Taylor et al, 2014), including divisive policies governing restroom access, the housing of transgender prisoners, inclusion in schools, and sports participation (Schiappa, 2021).…”

mentioning

confidence: 99%

Taking perspective of the stories we tell about transgender rights: The narrative policy framework

Flores

Bodén

Haider‐Markel

et al. 2022

Policy Studies Journal

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Our project uses the narrative policy framework (NPF) to explore narrative effects on attitudes about transgender rights. The framework focuses on the stories that are told about public policy. As opposed to conceptualizing communications as informational, NPF suggests that getting lost in the story is primary for attitude change. We also incorporate a perspective taking exercise to examine its effects on individual attitudes. Using an experiment on 1784 American adults, we found that individuals who received the inclusive transgender policy narrative by either watching or reading the narrative held views more supportive of transgender rights, with the effect greater for watching than reading. Those who experienced greater narrative transportation, being more lost in the story, reported more supportive attitudes. We further find that those with traits that lead them to become more imaginatively involved in stories occasionally are more greatly affected by watching policy narratives than those who are less imaginatively involved. However, perspective taking did not influence attitudes and weakened the treatment effects of the narratives. Our findings suggest stories can affect policy attitudes and beliefs, which may be conceptually distinct from traditional framing‐based accounts and implies distinctive causal mechanisms that result in attitude change.

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Transgender Rights in the Workplace

Cited by 3 publications

References 0 publications

Challenging cisnormativity, gender binarism and sex binarism in management research: foregrounding the workplace experiences of trans* and intersex people

Challenging cisnormativity, gender binarism and sex binarism in management research: foregrounding the workplace experiences of trans* and intersex people

Community support for sexual and gender diversity, minority stress, and mental health: A mixed-methods study of adolescents with minoritized sexual and gender identities.

Taking perspective of the stories we tell about transgender rights: The narrative policy framework

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