ORCID Profile
0000-0002-5688-5202
Current Organisation
The University of Canberra
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Publisher: SAGE Publications
Date: 15-06-2023
DOI: 10.1177/03128962231179371
Abstract: This article examined the work experiences of transgender and gender- erse (TGD) in iduals 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 in iduals. 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 erse 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. M12, M14
Publisher: Emerald
Date: 25-01-2021
Abstract: The purpose of this paper is to explore an alternative strategy to decrease disadvantaging gender binarism and cis-normativity in an organisational context by including trans* and gender erse (TGD) employee voices through the development of a safe and brave space (S& BS). This conceptual paper discusses the potential construction of S& BS and the possible integration as well as requirements of it into an organisational environment. The elaborated theoretical underpinning of a queering approach is used to build the foundation and the design of a potential successful implementation. Current ersity management strategies are repeatedly reported as inadequate to tackle the issue of gender binarism and cis-normativity or even to reinforce them via various strategies. The integration of S& BS could offer cis as well as TGD people an opportunity to participate in the development of organisational structures and managerial decision-making within a democratic and empowering environment. Managing gender with the support of TGD employees may increase inclusion, equity and ersity of gender in management and organisation. Although much of the management and organisational literature accepts the concept of gender binarism and cis-normativity, the integration of TGD employee voices through the adaptation of S& BS from an educational context into organisational management has not been explored.
Publisher: University of Melbourne
Date: 2022
DOI: 10.26188/19606873
Location: Germany
No related grants have been discovered for Robin Ladwig.