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The purpose of this paper is to explore information behaviour and the information barriers transgendered people encounter. This study produces new information about the information needs in the construction of the transgendered identity, the changing of the information needs during this phase, utilized information sources, information sharing and barriers encountered in the information behaviour displayed by transgendered people.

Semi-structured interviews were used to explore the information behaviour of 12 transgendered participants. This study represents a phenomenological-hermeneutic approach. A qualitative content analysis was used in analysing the data with categories derived from previous research and research questions.

Serendipity played an important role at the beginning of the participants’ information seeking phase: the young individual would not have terms corresponding to his or her experience because of the invisibility of the transgender phenomenon in the culture. The barriers to seeking information were psychological, demographic, role-related or interpersonal, environmental or source characteristic. Fear was apparent as a barrier in the surrounding culture often caused by expectations, attitudes in the family environment and people around. Source characteristic barriers were related to the lack of terms and vocabulary required to seek information and also the lack of the information itself. Information about transgender and gender minorities was essential in building up a clear gender identity, and the most relevant information sources of this sort of information this were other transgendered people and the experience-based information they had shared.

The information behaviour of transgendered people has not been previously studied. In this study a model of information behaviour and information barriers was made. The model includes individual’s information practices, sources of information and also the barriers affecting information behaviour.

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.

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.

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.

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.

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.

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.

This study investigated the impact of some determinant organizational factors on disseminating LGBT information in Brazilian companies in 2019.

The study is exploratory and has a quantitative approach, which uses secondary data from the CSR Hub database 2019 of publicly traded Brazilian companies. For constructing the LGBT disclosure metric, the authors took the study by Parizek and Evangelinos (2021). The independent variables were the social responsibility, financial and governance characteristics of the companies. Analysis was conducted by combining a symmetric method (multiple linear regression analysis with econometric models) and an asymmetric approach (fuzzy-set qualitative comparative analysis).

The research findings showed that companies with higher performance in CSR have greater LGBT disclosure. Findings also show that companies with higher financial performance tend to have greater LGBT disclosure. This is because larger companies have more resources to invest in CSR practices and sexual diversity policies, as well as a greater number of stakeholders pressing them to act more responsibly. Additional results showed that companies that signed the UN Global Compact and publish an environmental report annually have greater engagement in LGBT disclosure.

This study's novelty emerges from applying the fsQCA technique, which helps to a broaden understanding of the conditions necessary to achieve greater LGBT disclosure. Furthermore, this study initiates the debate on LGBT disclosure in emerging economies, a recent topic and still little explored empirically.

Human resource management (HRM) departments report a lack of knowledge on supporting transgender employees during gender transition in the workplace. The purpose of this research is to survey the experiences of transgender workers in English-, French- and German-speaking countries to evaluate their experience of transitioning at work and the HRM support they received to do so.

A questionnaire consisting of 32 quantitative items and qualitative text boxes was completed by 166 transgender individuals.

Results show a mostly negative landscape with some pockets of good practice.

Answers are based on self-report measures and data are cross-sectional.

Recommendations for good practice are proposed for HRM departments.

A move towards a more inclusive workplace is needed.

Questions focus on HRM practices specifically, whereas other surveys have assessed work practices more broadly.

The purpose of this paper is to introduce the contexts in which this special issue developed, along with the wider context in which research such as that included is conducted. It is believed that without the persistence of researchers in this field, the situation would be even worse.

Papers were selected from those submitted following a call for papers which went out after the Inaugural Equal Opportunities International Conference held at the University of East Anglia in July 2008. Two of the selected papers use qualitative, and two use quantitative, methodologies. The research was conducted in Belgium, Germany and the United Kingdom. Each seeks to develop theory based upon fresh empirical work.

Compelling evidence provides insight to ways in which majority and minority ethnic employees experience organizations differently, along with the resultant differential outcomes, including career paths, quality and opportunities.

This paper maintains that each paper in this special issue (within its own context and as it currently stands) represents a robust example of qualitative or quantitative research in the field.

From the evidence of each paper published here, it is clear that academics and practitioners alike will gain insights to employer and employee behaviours at the level of the labour market and within the workplace itself. Such insights should encourage further action on the part of both. Employers should be prompted to review their polices and practices in the light of anti‐discriminatory legislation in such a way as to minimize discrimination therein.

This paper draws attention to matters of persistent inequality which remain so even in enlightened times wherein quite extensive legislation is in place to outlaw such inequality. As such, the guest editors would like to see, as a result of both academics and practitioners reading the work within this, and all other, editions of the journal, concerted efforts, in the case of the former, to continue to conduct and disseminate high‐profile research in the area of discrimination and equal opportunity, and, in the latter, to address their policies and practices. In the latter context, the guest editors would like to see an impact on public and private employment policies and the seriousness with which corporate social responsibility is undertaken. In that respect, public attitudes might eventually be seen to be changing for the more equitable.

The paper brings together the findings of four different pieces of original research in such a way as to demonstrate the commitment of researchers to addressing inequality in today's workplaces, which themselves continue to be inequitable.

This paper addresses the question of gender and identity in relation to a number of considerations for supporting men with learning disabilities who cross‐dress (wearing the clothes of the opposite sex), or want gender reassignment (accessing hormonal and surgical treatment to develop the physical characteristics of the opposite sex). Drawing on practice experience, it identifies a number of issues which will need to be considered when working on these topics, and presents a model for taking forward work with staff and service users.

In Hungary, soon after the democratic transition in 1989/1990, the institution of the general ombudsman was established, based on the Swedish model, possessing broad oversight. Since 2012, with the Fundamental Law (new constitution) and a new ombudsman act entering into force, the defense of children’s rights has become one of the legal obligations of the general ombudsman. In this chapter, the author examines the historical background of this “hybrid” institution¹ and the performance of the last three commissioners based on the child rights approach of the UN Convention on the Rights of the Child (UN CRC).

The UN CRC represents the “whole child” approach, a holistic view of a child which also informs the work of independent children’s rights institutions (ICRIs). Hence, the four guiding principles of the UN CRC² (the right to non-discrimination; the best interests of the child; the right to life, survival and development; and the right to participation) can be seen as analyzable elements of an ICRI’s performance. There are also “informal” factors that can influence the performance of an ICRI – even a stand-alone – for example, social and political recognition of the institution, the societal and legal regard of children (are their rights widely recognized or not, etc.), the personal motivation and drive of the ombudsman, the ombudsman’s own interests and background, the financial constraints of the office and the overall political atmosphere and various political influences around. These factors can play a vital role, but their existence can only be assumed in cases where the institution’s more exact outputs based on the UN CRC guiding principles can be seen: the appearance of children in its work, attention to vulnerable groups and cases related to non-discrimination, the number of complaints submitted to the commissioner (including those by children) and the appearance of best interests of children in cases. The author has found differences between the last three commissioners’ performances based on the guiding principles, which are also not independent from informal factors too.

The purpose of this paper is to present findings from the Trans Mental Health Study (McNeil et al., 2012) – the largest survey of the UK trans population to date and the first to explore trans mental health and well-being within a UK context. Findings around suicidal ideation and suicide attempt are presented and the impact of gender dysphoria, minority stress and medical delay, in particular, are highlighted.

This represents a narrative analysis of qualitative sections of a survey that utilised both open and closed questions. The study drew on a non-random sample (n=889), obtained via a range of UK-based support organisations and services.

The study revealed high rates of suicidal ideation (84 per cent lifetime prevalence) and attempted suicide (48 per cent lifetime prevalence) within this sample. A supportive environment for social transition and timely access to gender reassignment, for those who required it, emerged as key protective factors. Subsequently, gender dysphoria, confusion/denial about gender, fears around transitioning, gender reassignment treatment delays and refusals, and social stigma increased suicide risk within this sample.

Due to the limitations of undertaking research with this population, the research is not demographically representative.

The study found that trans people are most at risk prior to social and/or medical transition and that, in many cases, trans people who require access to hormones and surgery can be left unsupported for dangerously long periods of time. The paper highlights the devastating impact that delaying or denying gender reassignment treatment can have and urges commissioners and practitioners to prioritise timely intervention and support.

The first exploration of suicidal ideation and suicide attempt within the UK trans population revealing key findings pertaining to social and medical transition, crucial for policy makers, commissioners and practitioners working across gender identity services, mental health services and suicide prevention.