|عنوان مقاله||Gender non-conformity and the modern workplace: New frontiers in understanding and promoting gender identity expression at work|
|ترجمه عنوان مقاله||عدم انطباق جنسیتی و محل کار مدرن: مرزهای جدید در فهم و بیان هویت جنسیتی در کار|
|تعداد صفحات مقاله||۸ صفحه|
|رشته های مرتبط||علوم اجتماعی و مدیریت|
|گرایش های مرتبط||جامعه شناسی و مدیریت منابع انسانی|
|مجله||دینامیک سازمان – Organizational Dynamics|
|تعداد کلمات||۶۱۵۲ کلمه|
|لینک مقاله در سایت مرجع||لینک این مقاله در سایت الزویر (ساینس دایرکت) Sciencedirect – Elsevier|
|وضعیت ترجمه مقاله||ترجمه آماده این مقاله موجود نمیباشد. میتوانید از طریق دکمه پایین سفارش دهید.|
|دانلود رایگان مقاله||دانلود رایگان مقاله انگلیسی|
|سفارش ترجمه این مقاله||سفارش ترجمه این مقاله|
|بخشی از متن مقاله:|
|ORGANIZATIONAL BEST PRACTICES FOR GENDER EXPRESSION AT WORK
In order for organizations to create safe spaces for employees to express their gender authentically, it is vital to create a proximal policy that specifically covers discrimination based on gender identity and expression. This step, while simple, is important in promoting inclusivity and combating discrimination. Further, creating “best in class” inclusive workplaces, which are supportive of all stigmatized groups and not just those which are explicitly covered by Title VII, is part of an intelligent diversity and inclusion strategy. As the workforce becomes more diverse and as workplace cultures become more transparent (e.g., through websites like Glassdoor), it is increasingly important for organizations to view diversity and inclusion as a key element in their business strategy. While current EEOC law covers sex discrimination, and transgender employees can be covered under this section of Title IIV at times, it does not cover cases in which it is unclear that gender expectations are the source of harassment. For example, if a transgender person is harassed over something other than physical appearance, but the harassment still originates from their transgender status, they are less likely to be protected under EEOC law. Thus, including specific coverage for gender identity and expression in organizational policy, providing protection beyond that afforded by Title VII, would provide employees with legal recourse regardless of the basis of harassment.
When employees know that they have an avenue for recourse if their coworkers display hostile or discriminatory behaviors, attitudes toward the company and the job often increase. Protecting employees from stigma may also put them at ease when deciding whether to authentically display their gender. Indeed, prior studies show that protective policies and social support tend to reduce individuals’ fear of discrimination at work (e.g., of being fired from one’s job or being evaluated poorly due to bias stemming from demographic characteristics) and enhance their disclosure of an invisible stigmatized identity. However, given employees are much more likely face stigma due to gender expression if they actively express genderin a way that violates normative gender expectations, they may elect not to express gender authentically in hostile or ambiguous environments, choosing instead to live with the fear that comes with “closeting” a personal identity.
Second, it is critical to include information about gender identity and expression in diversity training. Although many trainings cover gender discrimination, it is less common that they contain information on gender outside ofthe traditional cases involving sex (male and female). Explicitly covering Gender non-conformity and the modern workplace 3 issues of gender expression sends a message to employees that such information is important, but it also serves to raise awareness about gender expression on a broader scale. Lack of awareness of the numerous challenges and level of stigma faced by many transgender employees and a lack of contact with individuals who express gender in non-normative ways can lead to misconceptions and a promulgation of inappropriate or inaccurate perceptions of the transgender and genderqueer community. For example, if Bojangles Restaurants had offered training for employees about gender identity, they may have been able to educate managers about gender expression and promote empathy for gender non-conforming individuals. Thus, organizations that actively educate their workforce on these issues should observe lower levels of explicit, and maybe even implicit, bias toward those who express gender in unconventional ways. And finally, it is helpful to organize employee resource groups for gender non-conforming individuals. These groups might inform future trainings and interventions that serve to increase inclusivity and awareness of gender expression discrimination.