Workplace positive actions, trans people’s self-esteem and human resources’ evaluations

Abstract

Purpose The purpose of this paper is to provide empirical patterns regarding trans people’s self-esteem-oriented evaluations during observations of positive workplace actions. The case of a 2015 UK workplace guide is utilized to fulfil the aims. The guide provides suggestions to employers for recruiting and retaining trans people. Design/methodology/approach A new questionnaire is created which forms a 20-item scale capturing a variety of self-evaluations. Trans people provided their responses in a 2018–2019 survey and the study’s patterns were captured. Findings The outcomes suggest that trans people’s self-esteem and self-respect are enhanced by policy makers’ positive actions to promote inclusivity in the workplace. In addition, due to these actions trans people feel more accepted, valued and trusted by the government. The authors suggest that a lack of positive workplace actions may be detrimental to trans people’s self-esteem. However, if a workplace policy is perceived to be a recognition of trans people’s worth this may be internalized, resulting in positive self-evaluations. The authors suggest that the 2015 workplace guide aims to ensure that trans people’s self-expressions are not constrained in ways that could cause them self-esteem difficulties. Practical implications The study also finds that firms which have implemented the workplace guide have informed human resources strategies, affected corporate profiles and staff organizational behaviours, created a more inclusive workplace culture, and addressed LGBT business and trans staff members’ needs. The authors suggest that when employers utilize policy makers’ positive workplace policies they may be able to realize positive organizational outcomes in their firms. Social implications The World Health Organization perceives self-esteem as a public matter and this study suggests that inclusive workplace strategies can positively affect the psychological states of a highly marginalized population group. Originality/value To the best of the authors’ knowledge this is the first attempt to quantify how a workplace guide impacts on self-esteem-oriented evaluations among trans people. Each one of the 20 items in the scale brings new insights into the subject matter.

Sexual orientation and earnings: a meta-analysis 2012–2020

“…Policies should embrace diversity by encouraging under-represented groups to apply for jobs or promotions and providing support to LGBT employees to raise concerns and receive fair treatment. Standing against discrimination and celebrating and supporting LGBT diversity should form a part of HR policies (Bozani et al, 2020).…”

Social Rejection, Family Acceptance, Economic Recession, and Physical and Mental Health of Sexual Minorities

“…talks and workshops, lectures, film screenings, and artistic and cultural exhibitions. The occasions provide a unique opportunity for researchers to undertake face-to-face collaborations with a large number of sexual orientation minority individuals, enabling them to recruit people for surveys, conduct interviews, provide questionnaires, and collect valuable data (Sidiropoulou et al, 2020;Drydakis, 2019b).…”

Sexual Orientation and Earnings. A Meta-Analysis 2012-2020

“…The outcomes of the presented studies indicate that positive workplace practices can reduce biases against LGBT people and foster positive payoffs in the labor market (Patel and Feng, 2020;Badgett et al, 2020;Webster et al, 2018;Wang et al, 2018;Johnson and Cooper, 2015). LGBT diversity should form a part of HR policies (Bozani et al, 2020).…”