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This paper aims to challenge the cisnormative and binary assumptions that underpin the management and gender scholarship. Introducing and contextualising the contributions that comprise this special issue, this paper critically reflects on some of the principal developments in management research on trans* and intersex people in the workplace and anticipates what future scholarship in this area might entail.

A critical approach is adopted to interrogate the prevailing cisnormative and binary approach adopted by management and gender scholars.

The key finding is the persistence of cisnormativity and normative gender and sex binarism in academic knowledge production and in society more widely, which appear to have hindered how management and gender scholars have routinely failed to conceptualise and foreground the array of diverse genders and sexes.

This paper foregrounds the workplace experiences of trans* and intersex people, which have been neglected by management researchers. By positioning intersexuality as an important topic of management research, this paper breaks the silence that has enwrapped intersex issues in gender and management scholarship. There are still unanswered questions and issues that demand future research from academics who are interested in addressing cisnormativity in the workplace and problematising the sex and gender binaries that sustain it.

This article aims to help ensure high-quality subject access to Swedish lesbian, gay, bisexual, transgender, queer and intersexual (LGBTQI) fiction, and aims to identify challenges that librarians consider important to address, on behalf of themselves and end users.

A web-based questionnaire comprising 35 closed and open questions, 22 of which were required, was sent via online channels in January 2022. By the survey closing date, 20 March 2022, 82 responses had been received. The study was intended to complement an earlier study targeting end users.

Both this study of librarians and the previous study of end users have painted a dismal image of online search services when it comes to searching for LGBTQI fiction. The need to consult different channels (e.g. social media, library catalogues and friends), the inability to search more specifically than for the broad LGBTQI category and suboptimal search interfaces were among the commonly reported issues. The results of these studies are used to inform the development of a dedicated Swedish LGBTQI fiction database with an online search interface.

The subject searching of fiction via online services is usually limited to genre with facets for time and place, while users are often seeking characteristics such as pacing, characterization, storyline, frame/setting, tone and language/style. LGBTQI fiction is even more challenging to search because indexing practices are not really being standardized or disseminated worldwide. This study helps address this important gap, in both research and practical applications.

Hate crime law in Scotland is distinct. The law was extended to cover religious hate crime in 2003, and has been extended to cover disability, sexual orientation and transgender identity by the Offences (Aggravation by Prejudice) (Scotland) Act 2009 (Scottish Parliament, 2009a). The coverage of transgender identity in relation to the law is unique in Europe. The legislation was developed through a consultative process that led to consensus on the exclusion of similar provisions for age and gender crime. Scotland has not extended the offence of stirring up racial hatred to other forms of hatred. Hate crime prosecution rates are significantly higher in Scotland, and much higher for religious crime, in comparison with England and Wales.

In several Western legislations, trans individuals must frequently undergo some form of gender identity assessment, for example, to receive legal recognition of their gender or to access therapeutic interventions. Thus, a standardised and empirically supported assessment approach becomes necessary. The purpose of this paper is to critically reflect on the current international guidelines for assessments by the World Professional Association for Transgender Health, which will be compared to standards in secure forensic settings, illustrated by British prison policies.

Findings of a systematic literature review following preferred reporting items for systematic reviews and meta-analysis standards are presented, summarising the current state of research pertaining to gender identity assessment instruments. Studies were included, when they presented empirical details pertaining to assessment approaches and passed the quality appraisal, but were excluded when they did not use a trans sample or presented clinical assessments not linked to gender identity.

A total of 21 included English articles, which mostly have been published in the USA in the past 20 years, propose ten different assessment approaches. Most of the studies support the use of the Minnesota Multiphasic Personality Inventory-2, the Bem Sex-Role Inventory, Body Image Scale for Transsexuals and the Gender Identity/Gender Dysphoria Questionnaire for Adolescents and Adults. The instruments are briefly summarised.

It becomes apparent that this field is severely understudied and that there is no consensus regarding the best assessment approach. Hence, any recommendations are only preliminary and are contextualised with further ethical considerations and suggestions for future research.

To the best of the author’s knowledge, this is the first systematic literature review pertaining to the (semi-)structured assessment of gender identity.

The purpose of this paper is to explore the harms suffered by intersex children who are subjected to medically unnecessary genital-normalizing surgery (GNS) and the possible applicability of statutes prohibiting female genital mutilation (FGM) to certain cases of GNS to redress this harm in the USA.

Consulting publications by medical researchers and intersex activists alike, this comment reviews the procedures undertaken as part of GNS (most commonly including clitoral reduction) and the reasons behind these procedures. It also parses the language of federal and state statutes prohibiting FGM in the USA.

Surgical practices that include clitoral cutting when the procedure is not necessary to the health of the person on whom it is performed constitute FGM and are punishable under federal and certain state laws in the USA. GNS with clitoral reduction fits the definition of FGM because it is performed for cosmetic and social reasons, not medical necessity.

Acknowledging GNS with clitoral reduction as FGM is a crucial strategy to ensure that female-assigned intersex children’s rights to bodily autonomy are protected to the same extent as non-intersex children’s rights. Intersex legal activists in the USA should press for enforcement of FGM statutes as to female-assigned intersex children until the medical practitioners who continue to defend and perform GNS see the procedures as illegal genital mutilation.

Based on the job demands-resources (JD-R) model (Demerouti et al., 2001), the authors posited that concealment of one's transgender identity (a demand) would be negatively associated with work effort and commitment and that coworker support (a resource) would be positively related with those outcomes. In addition, the authors tested whether coworker support buffered the demand of maintaining secrecy as predicted by the JD-R model.

Relying on survey data from 89 transgender employees, the authors used Hayes' Process Model 1 to test the model.

Concealment was significantly related to both organizational commitment and work effort, but coworker support had no direct effect on either outcome. However, coworker support interacted with concealment, such that there were significant coworker support effects among trans employees who were out to none or some of their coworkers, but no significant effect among those who were out to all of their coworkers.

While prior studies have examined the importance of coworker support and outness, the authors add to the literature by examining the joint effect of these variables on transgender employees' work experiences. In addition, as prior research has been slow to examine behavioral work outcomes, the authors expand the criterion space by examining the simple and joint effects of outness and support on a previously ignored variable, work effort.

This paper aims to test penis panic theory, which predicts that trans women will face more discrimination than trans men in some but not all situations.

Respondents were 262 American college students who were all enrolled in the same undergraduate course. They were presented with a case about coworker resistance to transgender employees' use of the workplace restrooms of their choice. Four versions of a case were randomly distributed as follows: trans woman, restroom with one toilet; trans woman, restroom with three toilets; trans man, restroom with one toilet and trans man, restroom with three toilets.

The authors observed greater discrimination against trans women compared to trans men when there was one toilet but not when there were three toilets. This supports penis panic theory.

The chief limitation was the use of American college students as respondents. The results may not generalize to practicing managers especially in other countries. Future researchers should develop a scale to measure situational discrimination against trans women. This study should be replicated in other contexts to deepen the understanding of discrimination against trans men and trans women with disabilities, as well as discrimination against nonbinary individuals who identify as neither trans men nor trans women.

Employers need to search for situations in which trans women face greater discrimination than trans men, because they can be resolved in ways that protect the rights of transgender employees no matter how transphobic their coworkers may be. Also, employers need a nuanced approach to combat discrimination that recognizes the unique perspectives of trans men, trans women and other members of the transgender community.

This is the first quantitative study of penis panic theory, and it illuminates the understanding of discrimination against transgender individuals.