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Workplace positive actions, trans people’s self-esteem and human resources’ evaluations

Vasiliki Bozani (Economics Research Centre, University of Cyprus, Nicosia, Cyprus)
Nick Drydakis (School of Economics and International Business, Centre for Pluralist Economics, Faculty of Business and Law, Anglia Ruskin University, Cambridge, UK) (Pembroke College, University of Cambridge, Cambridge, UK)
Katerina Sidiropoulou (School of Management, Centre for Pluralist Economics, Faculty of Business and Law, Anglia Ruskin University, Cambridge, UK)
Benjamin Harvey (School of Economics and International Business, Centre for Pluralist Economics, Faculty of Business and Law, Anglia Ruskin University, Cambridge, UK)
Anna Paraskevopoulou (School of Management, Centre for Pluralist Economics, Faculty of Business and Law, Anglia Ruskin University, Cambridge, UK)

International Journal of Manpower

ISSN: 0143-7720

Article publication date: 14 November 2019

Issue publication date: 17 August 2020

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Abstract

Purpose

The purpose of this paper is to provide empirical patterns regarding trans people’s self-esteem-oriented evaluations during observations of positive workplace actions. The case of a 2015 UK workplace guide is utilized to fulfil the aims. The guide provides suggestions to employers for recruiting and retaining trans people.

Design/methodology/approach

A new questionnaire is created which forms a 20-item scale capturing a variety of self-evaluations. Trans people provided their responses in a 2018–2019 survey and the study’s patterns were captured.

Findings

The outcomes suggest that trans people’s self-esteem and self-respect are enhanced by policy makers’ positive actions to promote inclusivity in the workplace. In addition, due to these actions trans people feel more accepted, valued and trusted by the government. The authors suggest that a lack of positive workplace actions may be detrimental to trans people’s self-esteem. However, if a workplace policy is perceived to be a recognition of trans people’s worth this may be internalized, resulting in positive self-evaluations. The authors suggest that the 2015 workplace guide aims to ensure that trans people’s self-expressions are not constrained in ways that could cause them self-esteem difficulties.

Practical implications

The study also finds that firms which have implemented the workplace guide have informed human resources strategies, affected corporate profiles and staff organizational behaviours, created a more inclusive workplace culture, and addressed LGBT business and trans staff members’ needs. The authors suggest that when employers utilize policy makers’ positive workplace policies they may be able to realize positive organizational outcomes in their firms.

Social implications

The World Health Organization perceives self-esteem as a public matter and this study suggests that inclusive workplace strategies can positively affect the psychological states of a highly marginalized population group.

Originality/value

To the best of the authors’ knowledge this is the first attempt to quantify how a workplace guide impacts on self-esteem-oriented evaluations among trans people. Each one of the 20 items in the scale brings new insights into the subject matter.

Keywords

Acknowledgements

The authors appreciate the study’s participants. The authors acknowledge feedback from referees whose suggestions have significantly contributed to the improvement of previous versions of this paper. The project could not have happened without collaboration and feedback kindly provided by several UK LGBT unions. The data appendix, codes and STATA tables have been provided to the Editor and referees. The research project has received ethics approval from the ARU’s Ethics Panel. The authors acknowledge the suggestions of the responsible Editor, Klaus F. Zimmermann.

Citation

Bozani, V., Drydakis, N., Sidiropoulou, K., Harvey, B. and Paraskevopoulou, A. (2020), "Workplace positive actions, trans people’s self-esteem and human resources’ evaluations", International Journal of Manpower, Vol. 41 No. 6, pp. 809-831. https://doi.org/10.1108/IJM-03-2019-0153

Publisher

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Emerald Publishing Limited

Copyright © 2019, Emerald Publishing Limited

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