The Influence of the Normative Gender Binary in Diversity Management: Including Gender Diversity in Human Resources
Authors: Robin C. Ladwig
Human resources, especially diversity management, play a significant role in the recruitment, retainment, and management of transgender and gender diverse individuals in organisations. Although, the inclusion of transgender and gender diversity as part of gender identity diversity has been mostly neglected within the diversity management practice and research. One reason is cisnormative gender binarism that limits inclusive diversity and human resource management which leads to the exclusion and discrimination of transgender and gender diverse employees. This qualitative multi-method research found three stages of diversity management to engage with transgender and gender diversity in the organisational context: intuitive, reactive, and proactive. While the influence of cisnormative gender binarism and the awareness of transgender and gender diversity varies between these three forms, the application of the queering approach to diversity management could increase the inclusion of gender identity diversity beyond the gender binary.Procedia APA BibTeX Chicago EndNote Harvard JSON MLA RIS XML ISO 690 PDF Downloads 351
 Doan, P.L., The tyranny of gendered spaces – reflections from beyond the gender dichotomy. Gender, Place & Culture, 2010. 17(5): p. 635-654.
 Kenny, K. and M. Fotaki, From gendered organizations to compassionate borderspaces: Reading corporeal ethics with Bracha Ettinger. Organization., 2015. 22(2): p. 183-199.
 Ivancevich, J.M. and J.A. Gilbert, Diversity management: Time for a new approach. Public Personnel Management, 2000. 29(1): p. 75-92.
 Köllen, T., Diversity Management: A Critical Review and Agenda for the Future. Journal of Management Inquiry, 2019: p. 1-14.
 Knights, D. and V. Omanović, (Mis)managing diversity: exploring the dangers of diversity management orthodoxy. Equality, Diversity and Inclusion: An International Journal, 2016. 35(1): p. 5-16.
 Egan, M., LGBTI staff, and diversity within the Australian accounting profession. Sustainability Accounting, Management and Policy Journal, 2018. 9(5): p. 595-614.
 Ozturk, M.B. and A. Tatli, Gender identity inclusion in the workplace: broadening diversity management research and practice through the case of transgender employees in the UK. The International Journal of Human Resource Management, 2016. 27(8): p. 781-802.
 Köllen, T., Intersexuality and trans-identities within the diversity management discourse, in Sexual orientation and transgender issues in organizations. 2016, Springer. p. 1-20.
 Bizjak, D., ‘Lost in Transition’: Some Preliminary Considerations on Voicing Transgender and Gender Non-Conforming Discrimination in the Workplace. PuntOorg International Journal, 2019. 4(1): p. 49-56.
 Worthen, M.G., Hetero-cis–normativity and the gendering of transphobia. International Journal of Transgenderism, 2016. 17(1): p. 31-57.
 Butler, J., Gender trouble. 2006, New York and London: Routledge.
 Cosgrove, D., “I am allowed to be myself”: A photovoice exploration of non-binary identity development and meaning-making. Journal of Gay & Lesbian Social Services, 2020: p. 1-25.
 Ali, M., Impact of gender-focused human resource management on performance: The mediating effects of gender diversity. Australian Journal of Management, 2015. 41(2): p. 376-397.
 Báez, A.B., et al., Gender diversity, corporate governance and firm behavior: The challenge of emotional management. European Research on Management and Business Economics, 2018. 24(3): p. 121-129.
 Bacchi, C. and J. Eveline, Gender mainstreaming or diversity mainstreaming? The politics of ‘doing’, in Mainstreaming politics: Gendering practices and feminist theory, C. Bacchi and J. Eveline, Editors. 2010, University of Adelaide Press: Adelaide. p. 311-334.
 Kirton, G., Diversity and inclusion in a changing world of work, in The future of work and employment, A. Wilkinson and M. Barry, Editors. 2020, Edward Elgar Publishing: United Kingdom. p. 49-64.
 Cancela, D., U.R. Hulsheger, and S.E. Stutterheim, The role of support for transgender and nonbinary employees: Perceived co-worker and organizational support’s associations with job attitudes and work behavior. Psychology of Sexual Orientation and Gender Diversity, 2020.
 Huffman, A.H., et al., Workplace support and affirming behaviors: Moving toward a transgender, gender diverse, and non-binary friendly workplace. International Journal of Transgender Health, 2020: p. 1-44.
 Van de Cauter, J., et al., Return to work of transgender people: A systematic review through the blender of occupational health. PLOS ONE, 2021. 16(11).
 Salter, N.P. and T. Sasso, The positive experiences associated with coming out at work. Equality, Diversity and Inclusion: An International Journal, 2021. ahead-of-print(ahead-of-print).
 Ansari, N., et al., Diversity Management: Towards a Theory of Gender Sensitive Practices. Bulletin of Education Research, 2016. 38(2): p. 293-306.
 Hutchings, K., Diversity and human resource development, in Contemporary issues in human resource development: an Australian perspective, P. Holland and H. De Cieri, Editors. 2005, Pearson Eduction Australia: French Forest. p. 263-284.
 Bendl, R., A. Fleischmann, and C. Walenta, Diversity management discourse meets queer theory. Gender in management, 2008. 23(6): p. 382-394.
 Bendl, R., A. Fleischmann, and R. Hofmann, Queer theory and diversity management: Reading codes of conduct from a queer perspective. Journal of Management & Organization, 2009. 15(5): p. 625-638.
 Christensen, J., Queer organising and performativity: Towards a norm-critical conceptualisation of organisational intersectionality. Ephemera, 2018. 18(1): p. 103-130.
 Zanoni, P., et al., Guest editorial: Unpacking diversity, grasping inequality: Rethinking difference through critical perspectives. Organization, 2010. 17(1): p. 9-29.
 Clarke, H.M., Gender Stereotypes and Gender-Typed Work, in Handbook of Labor, Human Resources and Population Economics, K.F. Zimmermann, Editor. 2020, Springer International Publishing: Cham. p. 1-23.
 Parkinson, R., P. Flowers, and J. Semlyen, Exploring the workplace: An Interpretative Phenomenological Analysis of trans men’s experience. Sexualities, 2019. 10(1): p. 1-12.
 Rumens, N., Queering lesbian, gay, bisexual and transgender identities in human resource development and management education contexts. Management Learning, 2017. 48(2): p. 227-242.
 Sawyer, K., C. Thoroughgood, and J. Webster, Queering the gender binary: Understanding transgender workplace experiences, in Sexual orientation and transgender issues in organizations, T. Köllen, Editor. 2016, Springer: Cham. p. 21-42.