You, Me, and Them: Understanding Employees’ Use of Trans-Affirming Language within the Workplace

Abstract

Introduction As the benefits of workplace inclusion become progressively recognized, employers are making greater efforts to cultivate inclusive organizational environments where employees from diverse backgrounds can thrive. Yet academic research has often neglected issues of sexual orientation and gender diversity. We contribute to redressing this knowledge gap by examining processes of workplace inclusion for employees with diverse genders and sexualities, focusing on an under-researched area—the role of language. Methods Using a regression framework, we empirically examine how different individual and workplace factors are associated with employees’ inclusive language use toward their trans- and gender-diverse colleagues. To accomplish this, we undertook the first-ever analyses of unique survey data from the 2020 Australian Workplace Equality Index Employee Survey (n ~ 27,000 employees and ~ 150 employers). Results Our results highlight the role of employees’ socio-demographic characteristics (e.g., their gender and sexual orientation, age, education, and religiosity) as well as the role of features of the workplace environment (e.g., employer’s size, location, and inclusion culture). Conclusions While use of appropriate language toward individuals with diverse genders and sexualities constitutes an important stepping stone to their workplace inclusion, this study has demonstrated that its adoption remains incomplete and highly segmented. Social Policy Implications These findings bear important implications for the design, targeting, and implementation of programs aimed at fostering trans-affirming language and the workplace inclusion of individuals from sexual and gender minorities.

Australia's LGBTIQ Research Data Landscape

“…In 2020, the sample included 2606 (9.7%) cisgender non‐heterosexual men 2238 (8.4%) cisgender non‐heterosexual women, 90 (0.3%) trans men, 114 (0.4%) trans woman, 73 (0.3%) trans non‐binary (assigned male at birth), 139 (0.5%) trans non‐binary (assigned female at birth) (Perales et al 2021a)…”

Workplace wellbeing among LGBTQ+ Australians: Exploring diversity within diversity

“…Other studies have focused on identity support and disclosure, or the use of language and gender-affirming behaviours (Huffman et al, 2021;Perales, 2022;Perales, Ablaza, Tomaszewski, et al, 2022). Working environments for trans and gender-diverse individuals can be particularly challenging, especially for people undergoing a transition in the workplace, who may exhibit distress, anxiety, and depression (Brewster et al, 2012).…”

Affirming educational and workplace settings are associated with positive mental health and happiness outcomes for LGBTQA + youth in Australia

“…As is the case in educational settings, policies and practices within workplaces have been identified that result in better outcomes for LGBTQA + people. These include, for example, workplace diversity training and workplace employee networks or ally networks [ 19 ]. LGBTQ people within workplaces that have inclusive policies and practices in place, are more likely to feel that their workplace is affirming or safe [ 19 , 20 ] and to feel safe to disclose their identity [ 20 , 21 ], as well as experiencing greater equality and better career prospects within the workplace [ 22 ].…”

“…These include, for example, workplace diversity training and workplace employee networks or ally networks [ 19 ]. LGBTQ people within workplaces that have inclusive policies and practices in place, are more likely to feel that their workplace is affirming or safe [ 19 , 20 ] and to feel safe to disclose their identity [ 20 , 21 ], as well as experiencing greater equality and better career prospects within the workplace [ 22 ]. However, little research has explored the mental health or wellbeing implications of affirming workplaces for LGBTQA + people, and none to our knowledge with a focus on LGBTQA + youth.…”

“…Notably, experiences of educational and workplace settings may differ across subsections of the LGBTQA + youth population. For example, trans and gender diverse individuals report even higher rates of discrimination within schools than cisgender sexual minority youth [ 1 , 24 ] and workplaces [ 17 , 19 ], while also reporting less inclusion in school curricular and less discussion of gender diversity from teachers [ 10 ]. Furthermore, experiences of affirmation may differ between those who are cisgender sexual minorities, and those who are trans or gender diverse.…”