Search results

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.

Prospective job applicants tend to use signals that are presented on corporate websites to form perceptions about the organizations. Specifically, they decide whether they would “fit in.” The purpose of this paper is to examine the explicit and implicit signals presented by Financial Times Stock Exchange 250 Index (FTSE250) companies on their corporate websites.

A content analysis was carried out on FTSE250 corporate websites.

While many corporate websites do include general references to diversity, they do not engage with different protected characteristics on an equal basis. Furthermore, corporate websites often espouse the legal and business cases rationale for engaging with diversity.

The authors were restricted by the information presented on corporate websites. Further research could use a multi-modal approach and include analysis of images.

Companies need to consider their overall rationale for engaging with diversity. Fostering a culture of inclusion where diversity is celebrated will allow companies to showcase their genuine commitment to diversity on their websites and avoid sending disingenuous signals to minority groups.

Increasing the perceived “fit” of minority groups in an organizational culture will foster inclusion and diversity and support minority group engagement.

This research examines diversity signals and relates these to job applicants’ perceptions.

The authors explore how service workers negotiate emotional laboring with “dirty” emotions while trying to meet the demands of neoliberal healthcare. In doing so, the authors theorize emotional labor in the context of healthcare as a type of embodied and emotional “dirty” work.

The authors apply interpretative phenomenological analysis (IPA) to their data collected from National Health Service (NHS) workers in the United Kingdom (UK).

The authors’ data show that healthcare service workers absorb, contain and quarantine emotional “dirt”, thereby protecting their organization at a cost to their own well-being. Workers also perform embodied practices to try to absolve themselves of their “dirty” labor.

The authors extend research on emotional “dirty” work and theorize that emotional labor can also be conceptualized as “dirty” work. Further, the authors show that emotionally laboring with “dirty” emotions is an embodied phenomenon, which involves workers absorbing and containing patients' emotional “dirt” to protect the institution (at the expense of their well-being).