Visibility and the Workplace Experiences of Trans Persons in the United States

Brower, Todd

doi:10.1007/978-3-319-29623-4_9

Cited by 5 publications

(4 citation statements)

References 18 publications

Supporting

Mentioning

Contrasting

Order By: Relevance

“…Scientific terminology evolves along with our understanding of gender identity (Brower, 2016; Jourian, 2015). Recently, the terms “gender variance” (Rosario, 2011) and “gender expansive” (Gender Spectrum and Human Rights Campaign, 2014) have emerged in reference to individuals with non-cisgender identities.…”

Section: Literature Reviewmentioning

confidence: 99%

“…Moreover, to be effective, transgender-inclusive organizational practices and policies ought to be informed by the lived experience of the transgender employees (Elias et al , 2018). However, existing research on the workplace experiences of transgender persons is very limited (Brewster et al , 2014; Brower, 2016; Budge, 2010; Fine, 2017; Glicksman, 2013; Köllen, 2016; Schmidt et al , 2012; Thanem, 2011; Yavorsky, 2016). Additionally, while as mentioned earlier, there is an increasing presence of the transgender voice in the entertainment and media, in the more traditional workplace, it is barely audible (Beauregard et al , 2018).…”

Section: Introductionmentioning

confidence: 99%

See 1 more Smart Citation

Exploring workplace experiences of transgender individuals in the USA

Goryunova

Schwartz

Turesky

2021

View full text Add to dashboard Cite

Purpose The purpose of this paper is to contribute to the understanding of the workplace experiences and access to career-enhancing opportunities of transgender employees and to apprise organization leaders of opportunities to create an all-inclusive workplace environment. Design/methodology/approach This phenomenological study used semi-structured interviews with transgender and gender non-conforming individuals in the US. Study participants (n = 12) varied slightly in racial and ethnic identities, the highest level of formal education completed and the industry sector they were employed at the time of interviews. Findings The data reveals a lingering presence of dominant narrative (cissexism) in US organizations and its adverse impact on workplace experience and access to career-enhancing opportunities of transgender and gender non-conforming individuals. The participants’ narratives reveal recommendations for effective organizational practices for a transgender-inclusive workplace. Research limitations/implications The challenge of recruiting qualified participants from the marginalized group along with the selection criteria of English proficiency and legally adult age resulted in a relatively limited sample (n = 12) nevertheless adequate for the study. Practical implications Results of this study point at the urgent need to increase visibility and acceptance of the represented population and expand workplace diversity policies to create inclusive, just and equitable organizations for all individuals that will translate into job satisfaction and improved productivity. Social implications This study contributes to developing a culture of inclusion and prevention of discrimination in the workplace thus ensuring respect, safety and agency for gender minority employees. Originality/value This study contributes to a better understanding of workplace experiences, access to career-enhancing opportunities of transgender and gender non-conforming individuals and best practices for a transgender-inclusive workplace.

show abstract

Section: Literature Reviewmentioning

confidence: 99%

Section: Introductionmentioning

confidence: 99%

Exploring workplace experiences of transgender individuals in the USA

Goryunova

Schwartz

Turesky

2021

View full text Add to dashboard Cite

show abstract

“…To be affirmed as a nonbinary individual means being visibly TNB (Osborn, 2022). In turn, being visibly TNB increases the odds of experiencing discrimination and violence (Brower, 2016; Colliver & Silvestri, 2022; Reisner et al, 2016). Conversely, being affirmed as a binary individual can reduce TNB visibility and thus serve as a protective factor against discrimination (Colliver & Silvestri, 2022).…”

Section: Discussionmentioning

confidence: 99%

The modified gender minority stress measure: A psychometric validation study.

Lindley,

Frost,

Barr

et al. 2024

Psychology of Sexual Orientation and Gender Diversity

View full text Add to dashboard Cite

“…The emotional reactions of transgender individuals to these microaggressions include anger, betrayal, distress, hopelessness and exhaustion and feeling invalidated or misunderstood (Nadal et al, 2014). According to Brower (2016), American transgender employees are harassed in ways that differ from their LGB coworkers. Specifically, they are denied access to the bathrooms of their choice, deliberately referred to using incorrect pronouns and asked inappropriate and invasive questions about their surgical status.…”

Section: Transphobiamentioning

confidence: 99%

Bigenderism at work? Organizational responses to trans men and trans women employees

Rudin

Billing

Farro

et al. 2020

OMJ

View full text Add to dashboard Cite

Purpose This study aims to test bigenderism, a universalistic theory that purports to explain why trans men employees enjoy greater organizational acceptance and superior economic outcomes compared to trans women employees. Design/methodology/approach Respondents were presented with one of two case studies in which they had to choose whether or not to respect the right of a trans employee to use the restroom of their choice at work. The only difference between the two case studies was the gender of the trans employee. In one case, the employee was a trans man and in the other case, the employee was a trans woman. Findings The gender of the trans employee had no impact on the choices of the respondents. Research limitations/implications The chief research implication is that heightened discrimination against trans men may better be explained by situational theories of transphobia rather than the universalistic theory that was tested in this paper. The primary research limitation was the use of American undergraduate business students as respondents. Practical implications Organizations need to be especially vigilant in protecting the restroom rights of their transgender employees, which may entail eliminating gender-segregated restrooms. Originality/value This paper is original in that it uses an experimental design to test the theory of bigenderism. It adds value by encouraging experimental research that examines situational theories of transphobia.

show abstract

Visibility and the Workplace Experiences of Trans Persons in the United States

Cited by 5 publications

References 18 publications

Exploring workplace experiences of transgender individuals in the USA

Exploring workplace experiences of transgender individuals in the USA

The modified gender minority stress measure: A psychometric validation study.

Bigenderism at work? Organizational responses to trans men and trans women employees

Contact Info

Product

Resources

About