Trans-parency in the workplace: How the experiences of transsexual employees can be improved

Law, Charlie; Martinez, Larry R.; Ruggs, Enrica N.; Hebl, Michelle R.; Akers, Emily

doi:10.1016/j.jvb.2011.03.018

Cited by 128 publications

(186 citation statements)

References 61 publications

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“…This paper complements the main foci of health literature on trans people which assumes that they are clients, and the workplace literature which mainly addresses gender transition and related policies—important as they are to trans people's worklives (e.g., [10, 12, 17, 36]). The findings also extend the dearth of trans-focused literature in the counselling and vocational literature (e.g., [11, 33, 35–39]).…”

Section: Discussionmentioning

confidence: 98%

Gender, Work, and Health for Trans Health Providers: A Focus on Transmen

MacDonnell

Grigorovich

2012

ISRN Nursing

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Well-documented health research points to trans people's vulnerability to health inequities that are linked to deeply embedded structural and social determinants of health. Gender and work, as social determinants of health for trans people, both shape and are shaped by multiple factors such as support networks, social environments, income and social status, shelter, and personal health practices. There is a gap in the nursing literature in regards to research on work and health for diverse trans people and a virtual silence on the particular issues of trans-identified health providers. This qualitative study used comparative life history methodology and purposeful sampling to examine links among work, career, and health for transmen who are health providers. Semistructured interviews were completed with four Canadian transmen involved in health care professional and/or practice contexts with diverse professions, age, work, and transitioning experiences. Critical gender analysis showed that unique and gender-related critical events and influences shape continuities and discontinuities in their careerlives. This strength-based approach foregrounds how resilience and growth emerged through participants' articulation with everyday gender dynamics. These findings have implications for nursing research, education, and practice that include an understanding of how trans providers “do transgender work” and supporting them in that process.

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Section: Discussionmentioning

confidence: 98%

Gender, Work, and Health for Trans Health Providers: A Focus on Transmen

MacDonnell

Grigorovich

2012

ISRN Nursing

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“…Other researchers have reached special populations of employees through recruitment via community-based organizations (Campbell et al, 2008), via snowball sampling techniques (Law, Martinez, Ruggs, Hebl, & Akers, 2011), or by randomly approaching participants in a densely traveled public area (McCormack, 2014). Using MTurk may provide solutions to potential threats to validity and generalizability associated with each of these techniques.…”

Section: Comparing Mturk With Other Data-collection Techniques For Samentioning

confidence: 99%

A Convenient Solution: Using MTurk To Sample From Hard-To-Reach Populations

Smith

Sabat

Martinez

et al. 2015

Ind. Organ. Psychol.

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162

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We agree with Landers and Behrend's (2015) proposition that Amazon's Mechanical Turk (MTurk) may provide great opportunities for organizational research samples. However, some groups are characteristically difficult to recruit because they are stigmatized or socially disenfranchised (Birman, 2005; Miller, Forte, Wilson, & Greene, 2006; Sullivan & Cain, 2004; see Campbell, Adams, & Patterson, 2008, for a review). These groups may include individuals who have not previously been the focus of much organizational research, such as those of low socioeconomic status; individuals with disabilities; lesbian, gay, bisexual, or transgender (LGBT) individuals; or victims of workplace harassment. As Landers and Behrend (2015) point out, there is an overrepresentation of research using “Western, educated, industrialized, rich, and democratic” participants. It is important to extend research beyond these samples to examine workplace phenomena that are specific to special populations. We contribute to this argument by noting the particular usefulness that MTurk can provide for sampling from hard-to-reach populations, which we characterize as groups that are in the numerical minority in terms of nationwide representation. To clarify, we focus our discussion on populations that are traditionally hard to reach in the context of contemporary organizational research within the United States.

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“…Thus, workplace outcomes may impact the likelihood of concealment. Consistent with this possibility, research investigating identity concealment among transgender employees has underscored the association between positive interpersonal relationships with one's coworkers and positive outcomes such as job satisfaction (Law et al, 2011;Ruggs, Martinez, Hebl, & Law, 2015; see also Wessel, 2017). However, it is important to also examine whether identity concealment can affect workplace outcomes.…”

Section: Introductionmentioning

confidence: 99%

People Like Me Don't Belong Here: Identity Concealment is Associated with Negative Workplace Experiences

Newheiser

Barreto

Tiemersma

2017

Journal of Social Issues

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In two studies, we examined the impact of concealing (vs. revealing) a stigmatized identity in the context of a recalled or imagined social interaction with one's coworkers. We propose that although people may choose to conceal stigmatized identities in order to increase their chances of acceptance and belonging, identity concealment in fact reduces feelings of belonging and results in negative work‐related outcomes. Participants possessing a concealable stigmatized identity (in Study 1: LGB identity, N = 95; in Study 2, LGBT identity, history of mental illness, history of physical illness, or history of poverty, N = 303) were randomly assigned to recall or imagine concealing or revealing their identity at work. We found that concealing (vs. revealing) the identity reduced felt belonging in the recalled or imagined situation, collective self‐esteem, job satisfaction, and work‐related commitment. Thus, despite its promise to protect individuals against workplace discrimination, identity concealment is associated with deleterious outcomes.

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Trans-parency in the workplace: How the experiences of transsexual employees can be improved

Cited by 128 publications

References 61 publications

Gender, Work, and Health for Trans Health Providers: A Focus on Transmen

Gender, Work, and Health for Trans Health Providers: A Focus on Transmen

A Convenient Solution: Using MTurk To Sample From Hard-To-Reach Populations

People Like Me Don't Belong Here: Identity Concealment is Associated with Negative Workplace Experiences

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