A delicate exploration of the discrimination that gender-diverse people face, this book analyzes the relationship between gender identity and performance in the workplace while considering the emotional and economic survival of those who identify as transgender.The transgender community is more visible now than ever before, but the diversity within this community has remained obscure in the workplace as organizations, corporations, and institutions struggle to keep up with the rat...
A delicate exploration of the discrimination that gender-diverse people face, this book analyzes the relationship between gender identity and performance in the workplace while considering the emotional and economic survival of those who identify as transgender.The transgender community is more visible now than ever before, but the diversity within this community has remained obscure in the workplace as organizations, corporations, and institutions struggle to keep up with the rate at which transgender communities are gaining visibility. For leaders seeking best practices related to bathroom access, workplace transition, hiring practices, inclusive workplace culture, and more, this book offers guidance and novel policy recommendations designed to ensure the success of transgender employees.Extending the existing theoretical literature on masculinity in the workplace, gender discrimination, and gender performance, the book introduces the new concept of "doing ambiguity." It contains original research complemented by humanizing narratives from transgender people that provide insights into rarely explored non-binary, gender-fluid, and genderless experiences. In addition, it identifies factors that may preclude and minimize discrimination, including strategies pursued by transgender people at the individual level as well as policies employed at the organization level, and outlines a pragmatic set of policy recommendations for employers, community leaders, and others looking to help transgender people thrive in organizational environments.
