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Moving beyond the gender binary: Examining workplace perceptions of nonbinary and transgender employees

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Listed:
  • Kelly K. Dray
  • Vaughn R. E. Smith
  • Toni P. Kostecki
  • Isaac E. Sabat
  • Cassidy R. Thomson

Abstract

This study is one of the first to experimentally examine the workplace prejudice faced by nonbinary employees, or those who identify outside of the man/woman gender binary. Participants (N = 249) were presented with a vignette which included a description of a fictitious co‐worker’s sex and gender identity, and asked to rate the co‐worker’s likeability and perceived job performance. Results revealed that the assigned sex and the gender of hypothetical employees interactively impacted interpersonal and workplace perceptions. For individuals assigned male at birth, identifying as a man led to the most positive ratings, followed by identifying as a transgender woman, followed by identifying as a nonbinary person. This work expands upon gender schema theory and highlights some of the unexplored challenges faced by nonbinary and transgender employees. We end with suggestions for future research, such as incorporating qualitative data to highlight the unique experiences of these gender minorities in organizations.

Suggested Citation

  • Kelly K. Dray & Vaughn R. E. Smith & Toni P. Kostecki & Isaac E. Sabat & Cassidy R. Thomson, 2020. "Moving beyond the gender binary: Examining workplace perceptions of nonbinary and transgender employees," Gender, Work and Organization, Wiley Blackwell, vol. 27(6), pages 1181-1191, November.
    • Handle: RePEc:bla:gender:v:27:y:2020:i:6:p:1181-1191
    DOI: 10.1111/gwao.12455
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    References listed on IDEAS

    as
    1. Meerwijk, E.L. & Sevelius, J.M., 2017. "Transgender population size in the United States: A meta-regression of population-based probability samples," American Journal of Public Health, American Public Health Association, vol. 107(2), pages 1-8.
    2. Prendergast, Canice & Topel, Robert, 1993. "Discretion and bias in performance evaluation," European Economic Review, Elsevier, vol. 37(2-3), pages 355-365, April.
    3. repec:aph:ajpbhl:10.2105/ajph.2016.303578_7 is not listed on IDEAS
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    Cited by:

    1. Fabio Fasoli & David M. Frost & Harley Serdet, 2024. "How voice transition and gender identity disclosure shape perceptions of trans men in the hiring process," Gender, Work and Organization, Wiley Blackwell, vol. 31(1), pages 36-58, January.
    2. Sophie Hennekam & Jean‐Pierre Dumazert, 2023. "Intersectional (in)visibility of transgender individuals with an ethnic minority background throughout a gender transition: Four longitudinal case studies," Gender, Work and Organization, Wiley Blackwell, vol. 30(5), pages 1585-1610, September.
    3. Sophie Hennekam & Jean‐pierre Dumazert, 2023. "Intersectional (in)visibility of transgender individuals with an ethnic minority background throughout a gender transition: Four longitudinal case studies," Post-Print hal-04249878, HAL.
    4. Kenneth J. White & Kim Love & Megan McCoy & Miranda Reiter & Desiree M. Seponski & Janet Koposko & Erica Regan, 2022. "Factors associated with the financial strain of transgender and gender diverse college students," Journal of Consumer Affairs, Wiley Blackwell, vol. 56(4), pages 1617-1637, December.
    5. Robin C Ladwig, 2023. "Managerial influences on the inclusion of transgender and gender-diverse employees: A critical multi-method study," Australian Journal of Management, Australian School of Business, vol. 48(4), pages 693-710, November.

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