Discussion reply
Tuesday
If I were an I/O psychologist for a large organization and an employee was planning to transition to the opposite sex in the next few months, the focus would be on support and preventing workplace discrimination. According to Ruggs et al (2015), research shows that transgender employees experience negativity in the form of hearing prejudice and experiencing discrimination, bullying, and harassment from co-workers, supervisors, and business partners. Such negativity and discrimination can result in promotion barriers and co-workers refusing to work with trans employees (Ruggs, et al., 2015). Ruggs et al (2015) also cite that 1 in 5 transgender employees report discrimination in the form of harassment, termination, or promotion loss according to the Human Rights Campaign.
As an I/O psychologist, I would review policies addressing anti-transgender discrimination. Individuals that conceal being transgender do so due to fear of discrimination (Ruggs, et al., 2015). In a study conducted by Ruggs et al (2015) higher perceptions of organizational policies designed to protect transgender employees were associated with lower levels of perceived discrimination. The study also demonstrated that higher levels of support from non-transgender employees were associated with lower levels of perceived discrimination (Ruggs, et al., 2015). As an I/O psychologist, I would investigate the organizational culture for characteristics of openness, support, and inclusion—a sense of belongingness and uniqueness for employees as this is linked to less discrimination in general. Having organizational policies and supportive coworker reactions, according to Ruggs et al (2015) sends a “strong signal to transgender employees that others do not tolerate discrimination; therefore, they may experience and perceive fewer instances of discrimination. Such external factors also send a signal to perpetrators that such discrimination is not tolerated, and this may act as a deterrent to potential acts of discrimination,” (p 408).
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