Employment discrimination against gender diverse individuals in Western Australia

Bates, Trudy; Thomas, Cati S.; Timming, Andrew R.

doi:10.1108/edi-04-2020-0073

Cited by 16 publications

(13 citation statements)

References 47 publications

(55 reference statements)

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“…Individuals have indicated that because of their gender identity or expression, they have been fired, denied a promotion, or not been hired for a job for which they have applied, as well as been verbally harassed, physically attacked, or sexually assaulted at work. Bates et al (2020), who researched employee discrimination of TGD individuals in Western Australia, confirm the claim that TGD employees experience the highest rate of prejudice, stigmatisation and discrimination in the workplace. Previously, Mizock et al (2018) establish that TGD workers experience a lack of proper assistance and limited career promotion prospects, as well as suffer from psychological isolation, which might be through the limitation of customisation of workplace policies.…”

Section: Understanding the Work Experiences Of Transgender And Gender...mentioning

confidence: 67%

Managerial influences on the inclusion of transgender and gender-diverse employees: A critical multi-method study

Ladwig

2023

Australian Journal of Management

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This article examined the work experiences of transgender and gender-diverse (TGD) individuals concerning the organisational environment and managerial influence on their workplace inclusion. The qualitative multi-method study design included semi-structured online interviews with TGD workers ( n = 22); followed by an open-ended, photo-elicit questionnaire with organisational leaders and management personnel, including human resource management and career development practitioners ( n = 42), to evaluate their awareness and approach regarding the inclusion of TGD individuals. A critical grounded theory approach was applied to identify numerous enablers and barriers for TGD employees. Further analysis identified three impact areas of managers: building an inclusive organisational infrastructure, fostering a safe psychological environment and supporting diverse impression-fit management. The three managerial areas provide practical recommendations concerning language use, leadership style, work practices and arrangements that should be considered for increasing TGD workplace inclusion. JEL Classification: M12, M14

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Section: Understanding the Work Experiences Of Transgender And Gender...mentioning

confidence: 67%

Managerial influences on the inclusion of transgender and gender-diverse employees: A critical multi-method study

Ladwig

2023

Australian Journal of Management

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“…There have been growing calls to make higher education more gender inclusive (Mckendry and Lawrence, 2020). Moreover, studies have reported employment discrimination against gender diverse individuals as well as studies reporting employment discrimination against gender diverse individuals (Bates et al, 2021;Thuy et al, 2020). We implore future studies to survey larger populations to be more gender inclusive and provide meaningful analyses as well as to conduct qualitative studies that can provide voice to students across all gender categories.…”

Section: Limitations and Future Researchmentioning

confidence: 99%

Section: Limitations and Future Researchmentioning

confidence: 99%

Is there a gender difference in STEM students' perceived employability?

Bennett

Bawa²,

Ananthram³

et al. 2022

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PurposeThe study sought to determine whether there are gender differences in self-perceived employability of students enrolled in Australian higher education science, technology, engineering and mathematics (STEM) programs.Design/methodology/approachUsing an online measure comprised of Likert style and open text items, STEM students (n = 3,134) reported their perceived employability in relation to nine dimensions of employability identified from the literature as having relevance to careers in STEM. Analysis determined whether student confidence differed according to gender, field of study, study mode, age, and engagement with work.FindingsFemale students in STEM reported higher mean factor scores in relation to their self- and program-awareness, self-regulated learning, and academic self-efficacy. Male students were more confident in relation to digital literacy skills; these findings were consistent both overall and across several fields of study within STEM. Gender differences were observed across study mode, age, and engagement with work.Originality/valueThe analyses of students' perceived employability provide important insights into the formation of a STEM “identity” among female students. The study has implications for policy, higher education, the engagement of girls in early STEM education, and future research.

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“…This is consistent with Riseman's (2019) observation that trans and intersex rights and acceptance were somewhat slower than LGB rights to enter the Australian public agenda. Indeed, recent Australian evidence points to the existence of significant barriers to inclusion amongst trans people, in the workplace and otherwise (Bates et al, 2020;Jones, 2016;Sullivan, 2018). In the next section, we describe the data and methods that we deploy to examine trans-inclusive language in the workplace within this institutional context.…”

Section: The Australian Contextmentioning

confidence: 99%

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

et al. 2021

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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.

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Employment discrimination against gender diverse individuals in Western Australia

Cited by 16 publications

References 47 publications

Managerial influences on the inclusion of transgender and gender-diverse employees: A critical multi-method study

Managerial influences on the inclusion of transgender and gender-diverse employees: A critical multi-method study

Is there a gender difference in STEM students' perceived employability?

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

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