Transphobia And Discrimination Of Transgender People In Workplace

Introduction

Gender identity is one of the most important aspects of human life. In most cases, a person’s gender identity coincides with the gender indicated at birth. However, some number of people have problems due to the fact that their internal perception of themselves does not correspond to the gender that were defined them at birth. Such people are often called transgender. 'Transgender' is an umbrella term that describes people whose gender identity or expression does not match the sex they were assigned at birth. Some transgender pass surgery and/or hormonal therapy to bring their body into compliance with gender. According to the Australia Census 2016 pilot test ‘in Australia 1,260 people identify their sex as other than male or female. Approximately 35% of people indicate they were non-binary or another gender and 26% reported they were trans-male, trans-female or transgender’. Flores et al. (2016) in their survey found that the number of people who identifies themselves as transgender in U.S. has doubled from 700,000 in 2011 to 1.4 million in 2016. It can be assumed that the numbers of transgender people will increase every year. Due to stereotypical thinking and rejection in accepting the fact that people can change their assigned at birth gender exposes transgender people into a high risk of discrimination, intolerance and violence. One of the areas in which transgender people are more discriminated is the workplace. Although transgender rights are protected by law in Australia is by the Sex Discrimination Act 1984, these individuals are still discriminated in workplace. Ozturk & Tatli (2016) found that ‘more than 40% of transgender workers do not find the opportunity to live in their preferred gender identity expressions due to fears of workplace repercussions, and about a quarter of transgender workers are pressured to change jobs due to experiences of discrimination and victimisation’. This report assignment will give overall information about some forms of discrimination that transgender people encounter in workplace; further will be discussed negative impacts of these problems on transgender people. At the end some recommendations on preventing discrimination in the organisation will be given.

Transphobia

One of the main problems that transgender people face in the workplace is transphobia. Cambridge dictionary defines transphobia as ‘a fear or dislike of people who feel that they are not the same gender as the one they had or were said to have at birth’. Transphobia can lead to discrimination in employment, harassment, microaggression and homicide.

Mizock et al. (2017) notice that there can be many forms of transphobia for instance; 'internalized' transphobia is when transgender person directs transphobia at oneself which can commit to high-risk behaviours such as suicide. Another form is ‘interpersonal and systemic microaggressions' which includes negative attitudes and actions aimed at humiliating transgender individuals. Leppel (2019) suggested that transphobia may be related to Van Borm’s ‘Theory of taste dislike’ according to the theory some specific groups of people can face some forms of antipathy in the workplace from employers, employees, or customers. In accordance with the theory, when an employer has disgust to trans-workers, he or she can either refuse them a job or hire them for a low wage. In the case, when employers are not averse to trans-workers but they believe that other employees or customers may feel such aversion they can discriminate against trans-workers. Because the existence of such employee in the workplace can lead to low morale and productivity, which it turns subsequently may lead to low profit. Also, researchers believe that if clients have transphobia, they can avoid purchasing at that company and look for other companies that hire only cisgender workers, therefore, employers can dismiss or refuse to hire trans-workers. The National Transgender Discrimination Survey of over 6,000 respondents found that more than 44% of them are underemployed and more than a quarter of participants reported the job loss due to transphobia. Moreover, 90% of these participants reported discrimination and abused in the workplace. Due to transphobia trans-people meet other challenges.

Transitioning Issues

Trans-people who decided to do transitioning operation meet several pre-transition and post-transitioning issues. One of the problems for transgender people is the lack of procedures, policies or guidance in the workplace that provide other workers with information how to behave with a transgender person who is transitioning. Barclay & Scott (2005) in their study case research founded that when Susan transwomen announced to her manager that she is going to go through gender reassignment, the manager together with the HR officer used the internet to find out how to manage this situation because they did not have a policy or guidance on gender reassignment. When Susan’s manager strove to foster acceptance of Susan's new gender, some employee felt that their 'to pushy'; consequently this situation led to confusion among employees. As a result, they sought not to contact with Susan, because they did not know how to communicate with her and they were afraid that they might be disciplined for inappropriate treatment of Susan. Ozturk & Tatli (2016) on their research found that most participants received distressing question about their bodies to manage which toilet they can be allowed to use. Organisations lack of knowledge on transition leads to inappropriate actions. One participant reported that her transition plan created by her company was so basic it involved only what was required from her organisation such as when she will take leave and what need to be done in emergency situation.

‘Out’ or ‘Not out’ in workplace

Another problem that trans-individuals face in the transitioning period is to 'come out' or stay 'in stealth'. Susan's case shows that the manager and human resources officer supported her, but some colleagues were aggressive. Some of Susan’s co-workers refused to work with her and thought that she is 'an embarrassed to the organization'.

Another example is George's case, he revealed about his sex identity only to his boss and HR manager because he did not to other employees to know about his gender identity. Dietert & Dentice (2009) noticed that transgender people make decisions whether to come 'out' or not depending on the level of comfort with their colleagues and management. Beauregard & Arevshatian (2018) argue that some transgender people who remain in their jobs come 'out' not because they want to be visible but because this process requires a physical, psychological and emotional transition; therefore, staying at the same job is a way to maintain stability in life. In contrast, Dietert & Dentice (2009) believe that if trans-people feel that others may discriminate them or they can lose their job, they may refrain disclosing. In turn, Beauregard & Arevshatian (2018) assume that there are several reasons for transsexuals to ‘go stealth’. First, they have a strong sense of identification with the new gender, second; they desire to live an authentic life with their chosen gender. And third reason, they desire to avoid the discrimination and harassment associated with being identified as ‘other’. Joe and Bradley decided not to come 'out' in a new job. Joe began his transition in college, so after all the procedures; he began his professional career as a man, therefore he did want to open up. Bradley was rise as a woman, therefore, when he was communicating with other workers, he had to control what he can say and what not in order to not to be revealed. Aimee Stephens transgender women is now involved in the first U.S. supreme court case on discrimination of civil rights of transgender people. After she revealed to her employer about her gender identity, she was fired because her employer could not accept that she being a woman. The case is still pending in the court.

Micro-aggression

Transgender people meet different forms of micro-aggression for example they are not allowed to use restroom. Women may feel uneasy about sharing restroom with trans-woman as men may feel uneasy shearing restroom with trans-woman as she is not a man. Susan was not permitted to use female toilet but she was agreed to use a separate ‘disabled’ toilet what made feel her ‘out of sight’. One trans-person who opposed herself as woman went through hormonal treatment and had breast and male genitalia. She was not allowed to use any changing room because she was not fit physical criteria nether for a man nor a woman. Another issue that can meet trans-people after transitioning is inappropriate use of gender pronouns and correct name by managers and colleagues. Barclay & Scott (2005) on their research found that trans-employees who requested their colleagues and managers to address them by male pronouns and their chosen names were ignored. For example, William managers and employees working in his HR department refused to call him by name or use male pronouns which confused new employees when others referred to him as female. This kind of situation creates a stressful work environment not only for harassed person but other employees.

Gender issue

Unemployment rate among trans-people in the UK in 2007-2008 were between 14 and 37% compared to national rate of 5%. In the US 2015 according to unemployment rate for tans men and women were 15.5% and 15.6% compared to unemployment rate of general population roughly 5%. The researchers found that trans-female have less opportunity to be hired or promoted and higher probability to be fired; while trans-male have more chances to gain a new job or to get promotion. Davidson (2016) states that after transitioning female transgender lose roughly a third of their wages, while transgender men see no change in their wages or a slight increase. Dietert & Dentice (2009) establish that after transitioning trans-men received better work evaluations they were treated better and given more respect. In addition, Davidson (2016) found that colour trans-people, particularly African Americans’, have poorer employment opportunity compared with white transgender people. Researchers suggest that physical attributes can also positively effect on it. They found that tall, white trans-men received more benefits in comparison with short and colour trans-men. These findings suggest that trans-men may experience male privilege as a result of their transition in a labour market. Davidson (2016) highlighted that ‘unemployment rates for transgender people are approximately twice as high as those for cisgender people, about the same difference as between whites and blacks’.

Negative effects

When transgender people come 'out', some of their colleagues may turn their backs, ignore them or stop to communicate with them accordingly transgender individuals might feel isolated at work. In addition, when transgender lose their job, they also may lose insurance, which will subsequently deprive them of the opportunity to receive medical care. For instance, when Aimee Stephens was dismissed from her job, she lost her medical insurance which made it hard for her to use medical service. Nadal et al. (2013) outline several negative effects that affect transgender people at work. First, transgender people who face discrimination and harassment undergo mental health problems including depression, anxiety and suicidal ideation. Second, since transgender people are less likely to get a job and get promoted, they are at high risk of living in poverty or even becoming homeless. Last, due to the inability to find work, some transgender people start working in the sex industry as a means of survival, which could endanger their physical and sexual health and imprisonment.

Since some transgender people decide to go stealth on their new job their education background and previous work experience may not be indicated in their CV. As result employers may think that transgender candidates are not qualified enough and has gaps in their employment history therefore job candidates can only be counted on low-level position (Beauregard et al. 2018).

Solution

Dietert & Dentice (2009) stress that it is essential for companies to make changes in their ‘macro level and micro level of social organisation’; the macro level changes involve developing and implementing antidiscrimination policy to protect transgender in workplace. Barclay et al. (2005) note that such policy can ‘enhanced corporate reputation; competitive advantage, increased job satisfaction, and improved employee morale’. On a micro level Dietert & Dentice (2009) suggests three steps that need to be done to reduce problems that encounter trans-employee. First, to develop guidelines on how to deal with transgender employee during and after transitioning, they stressed an importance of support trans-employee by upper management. Second, provide educational trainings for coworkers and managers to give a picture how it is hard for trans-person to make a decision on transition. Third, is providing bathroom and changing room for transgender people to prevent discomfort for doth transgender and cisgender people. Ozturk & Tatli (2016) proposes that organisation need to allow ‘extended personal leave or career breaks, amendments to the employment contract to limit job responsibilities, job-sharing options or similar flexible work arrangements, the absence of which creates layers of ongoing stress for transgender workers’. Ruggs et al. (2015) noted that the organizational policies should emphasize zero-tolerance for discrimination and provide gender identity equality. Company have to build diversity environment in workplace based on respect and support. Researchers found that supportive coworkers can contribute in reducing discrimination and increasing self-confidence and happiness of trans-person. Leppel (2019) notes that it is essential to provide trainings for HR personal to effectively provide support to trans workers and to achieve equality in the workplace, moreover trainings may reduce taste dislike which in term can lead to reduction in discrimination and increase job satisfaction.

Conclusion

Since the problems of transgender people are not studied as deeply as the problems of gays or lesbians there are limitations in the study. From previously stated, it can be concluded that transgender people are discriminated because of stereotypical thinking of both upper management and lower management and staff of individuals. In order to exclude discrimination against transgender people, companies should develop policy that prohibits any form of discrimination and harassment. Companies should also develop a guidelines that will indicate actions in the transition period and take into account all the needs of trans people in that period. The transition period is difficult for trans-individuals in both the physical and emotional level, and managers and HR staff should support them. In order to know how to support trans-people, they have to undergo training with specialists and also provide such trainings to employees. Although stereotypical thinking is hard to change, but if companies will support transgender people and encourage their employees to be tolerant and respect their choice, public opinion about transgender people may change.