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This study examines how the gender expression of transgender individuals evolves as they transition in the context of work. We draw from interviews with 25 transgender employees conducted at four points in time over a two-year period as they initiated, performed, and continued their gender transition. Contributing to the literature on authenticity and identity transitions, our findings challenge the assumptions that individuals know how to express an authentic self and that authenticity has an endpoint by pointing to the evolving and relational nature of authenticity that involves a trial-and-error approach in which transgender individuals learn to become authentic as they engage in various forms of gender performativity. Further, we position authenticity as a continuum, as individuals may temper their gender expression to elicit acceptance and express a gender that feels "authentic enough" as they contend with the impact of prevailing gender norms and expectations in the workplace. Finally, the findings suggest that the identity transition process evolves in a nonlinear way and involves a dynamic interplay between the desire to express one's gender in a way that feels authentic and the desire to feel accepted by others. [ABSTRACT FROM AUTHOR]

How does persistent and cumulative gender regulation produce economic insecurity? Trans people face markedly high levels of workplace discrimination, unemployment, and poverty, and therefore offer unique insight into this question. Prior research theorizes how trans workers get repositioned in a binary, patriarchal gender order, but we lack a conceptual model to explain the labor market experience of people who are systematically sanctioned as gender deviants. By analyzing work history interviews from 23 trans women of color based across the United States, this article argues that crossing gender boundaries is a racialized experience that can come with an economic cost. After transitioning, trans women of color face three forms of economic sanctioning: exclusion, a racially gendered glass ceiling, and constrained employment options within a segmented labor market. Thus, work organizations premised on a hierarchical classification scheme have the option, not only to reposition people on the basis of a classification change, but to deem them unassimilable. [ABSTRACT FROM AUTHOR]

In this study, we use data from a sample of 296 trans PK-12 school workers in the United States and Canada to consider the impact of union membership on an educator population who may be disproportionately harmed by systemic inequalities. Using intersectionality and trans studies as frameworks with a QuantCrit analytical lens, we examined union membership for trans workers of Color across race/ethnicity, country, gender, and years of experience. We measured retention and emotional and physical safety and found that union membership predicts retention, emotional safety, and physical safety for trans school workers of Color. Our results suggest unionization not only benefits all trans workers, but it buffers the problematic retention and safety concerns for the most vulnerable: trans workers of Color. [ABSTRACT FROM AUTHOR]

AbstractObjectivesMethodsResultsConclusionsIn 2018, HIV prevalence among transgender women of color in the USA was 14.11%, with similar severe trends observed in Canada. This highlights the persistent challenge of HIV/AIDS in both countries, particularly for transgender sex workers of color (TSWOC), who face significant barriers to accessing crucial HIV/AIDS care services due to stigma, systemic discrimination, and biased healthcare practices. To address these issues, a scoping review was undertaken to explore the specific barriers to HIV/AIDS care experienced by TSWOC in the United States and Canada.After various database searches (MEDLINE, PubMed, and Google Scholar) using the PRISMA-ScR methodology, 47 studies were extracted. Studies were then screened on Covidence by using the set inclusion and exclusion criteria. After screening, fifteen studies met the criteria.The results were thematically organized using an intersectionality-grounded socio-ecological model. Results revealed individual-level challenges of internalized stigma, interpersonal issues with biased healthcare providers, and community-level problems such as lack of support and enduring stigma. Notable structural barriers, consistent across studies, included homelessness, economic marginalization, and institutional transphobia. Institutionalized cisnormativity in healthcare was also found to exacerbate these challenges.The findings underscore a feedback loop intensifying HIV/AIDS burdens within TSWOC due to intersecting stigmas and structural disparities. The review advocates for trans-specific and trans-inclusive HIV/AIDS services to address unique challenges, emphasizing the imperative for holistic, trauma-informed HIV care for this underserved population. [ABSTRACT FROM AUTHOR]

This article examines the incongruence within Netflix's corporate practice: while on the one hand the streamer promotes trans inclusion along with trans talent development in Netflix's production culture, both on and off screen, on the other hand its industrial practices and representational output demonstrate a different approach. This article argues that, while the streamer positions itself as a champion of inclusion and diversity in the television industry, Netflix is invested in transness as an economic frontier rather than in adopting anti-transphobic practices. In making this argument, this article fosters a three-pronged approach to explore the treatment of trans identities by Netflix. Firstly, the article analyses Netflix's corporate practices in relation to promotion of its limited series, Tales of the City. Secondly, the article explores the media event of Dave Chappelle's comedy special The Closer and the subsequent trans employee walkout. Thirdly, it performs on audit of Netflix's website and corporate materials to highlight how Netflix has developed a response to trans inclusion in relation to the walkout. Exploring these facets through Aron Kundnani's (2023) critique of the diversity industry, this article argues that, on a policy and corporate performativity level, Netflix's approach to trans inclusion can be defined as transliberalist (Raha, 2015), so that its practices result in a platform catalogue that is simultaneously at best trans-affirming and at worst transphobic. [ABSTRACT FROM AUTHOR]

This study explores how khwajasiras, a community of gender-variant persons in Pakistan, engage in relational work to gain recognition in a heteronormative world. We highlight how these workers negotiate the meanings of their intimate relationships with different forms, frequencies, amounts, and payment media of financial exchanges. We have identified four such relations i.e. romantic relations, spousal relations, taboo relations, and professional relations. Our analysis shows how these relations and associated financial exchanges allow khwajasiras to navigate gender norms and negotiate recognition by alternatively and creatively playing the role of the khwajasira lover, the khwajasira wife, the khwajasira survival prostitute, and the khwajasira professional sex worker. In enacting these roles, they simultaneously reaffirm, redefine, and challenge dominant gender norms while resisting stable and fixed definitions of transgender sex work(ers). These findings unpack the contingent and situated relationship between gender, sexuality, and sex work and the critical role of financial exchange(s) therein. [ABSTRACT FROM AUTHOR]

The transgender sex worker experience of health in Singapore is multidimensional, working at the intersections of culture, social class, and gendered marginalization. Drawing on in-depth interviews with transgender sex workers in the context of Singapore’s extreme neoliberalism and located within a larger culture-centered intervention that emerged through an academic-activist-community partnership, this study foregrounds the everyday meanings of health among transgender sex workers who are marginalized. We offer a discursive register for theorizing violence as disruption of health. Participants narrate health as the negotiation of stigmas coded into their everyday lives, the forms of material violence they experience, and the struggles with accessing secure housing. The theorizing of violence as threat to health by transgender sex workers shapes the health advocacy and health activism that takes the form of a 360 degrees campaign. This essay pushes the literature on the culture-centered approach (CCA) by centering voice as the basis for structurally transformative articulations amidst neoliberal authoritarianism. [ABSTRACT FROM AUTHOR]

This article explores possible subversions of heteronormativity through transgender performativity in the workplace. Drawing on insights from Judith Butler we focus on how employees construct (un)intelligible subject positions that can create 'moments' of subversion, which go against the disciplinary, powerful and normative gender binary. We explore this possibility through an analysis of qualitative material generated through encounters with 11 Italian trans workers. Our analysis shows that subversion manifests in diverse ways according to how individual performativities combine with organisational context. Within this diversity we highlight three moments of subversion: subversion through intrigue; subversion through incongruence; and subversion through betrayal. We argue that where transgender identity contrasts strongly with gender norms, subversion is most intense. The subversion of strongly heteronormative working contexts is difficult as moments of subversion are unpredictable, varied and can come at personal cost, but are necessary in order to accommodate different gender identities. [ABSTRACT FROM AUTHOR]

Libraries as public spaces can perpetuate the gender binary - i.e. male and not-male - that is naturalized into Western culture, which is experienced by transgender and gender nonconforming people as a kind of tyranny. In this column, I explore some of the ways libraries perpetuate the gender binary, and suggest strategies library leadership can follow to ameliorate the harm caused by the tyranny of gendered spaces through gender-inclusive policies, education, and by modeling inclusive practices. [ABSTRACT FROM AUTHOR]

One can hardly imagine human rights - aimed to guarantee minimum requirements for a dignified life for all - without human bodies. In legal thinking, however, the corporeal is often remarkably absent, or overshadowed by abstract, disembodied conceptualisations of 'the' human being and his (more than her, or their) presupposed autonomy. In this contribution we explore how the body figures in human rights conceptually, legally and empirically. We ask how diverse bodies are differently protected by human rights. Through legal theoretical analysis and two empirical case studies (on respectively transgender and intersex persons' experiences with gender registration, and sex workers' social exclusion during the COVID-19 pandemic), we explore what the concepts of autonomy, dignity and equality mean for different (kinds of) bodies. We conclude that autonomy, although heavily criticised in its abstracted understanding, is a paramount human rights value for individuals whose bodies or sexuality are perceived as non-conforming. It can support their self-actualisation and help them fight unjust government interference with their bodies or sex(ed) lives. Negative obligations of states, such as those deriving from the right not to be discriminated against or tortured, and the right to self-determination are crucial to fight embodied inequalities, and ensure that every-body can effectively claim their human rights. [ABSTRACT FROM AUTHOR]

Advocacy discrimination theory could become a tool in the litigator's toolbox as social media, the pandemic, and heightened political controversy combine to stoke the peoples' movements in the workplace. Recognizing advocacy discrimination claims under Title VII could broaden protections for the "advocate-plaintiff" when discrimination occurs because of advocacy on behalf of other employees and their protected characteristics. These claims could protect advocates of controversial workplace decisions that are rooted in protected characteristics, such as the decision to provide gender affirming health insurance benefits for transgender employees or reproductive health services for female employees. For now, the question stands as to whether advocates attempting to advance the intent of Title VII are protected against discrimination when they support fellow employees on the basis race, color, religion, sex, and national origin. While the First Circuit's decision in Frith v. Whole Foods Market, Inc. may lead us to believe Bostock v. Clayton County forecloses advocacy discrimination claims, it is both possible and practical to construe Title VII to protect the advocates of employees who are discriminated against on the basis of race, color, religion, sex, and national origin. First, this article reviews the background of Title VII, the Sixth Circuit cases that established advocacy discrimination theory, and the First Circuit case that attempted to foreclose it. Then, it contemplates possible statutory interpretations to demonstrate how advocacy discrimination claims are consistent with the discrimination clause of Title VII. Finally, it discusses alternative solutions to protect the advocate-plaintiff given that the present-day Supreme Court could likely affirm the holding of Frith v. Whole Foods Market. [ABSTRACT FROM AUTHOR]

Background/Context: While trans adults in the U.S. and Canada report higher levels of discrimination and harassment than cisgender adults, but the existing literature lacks comprehensive descriptions of trans school workers' believes about what would improve working conditions, satisfaction, and safety. Purpose: We interrogate systemic forces shaping PK-12 trans educators' workplace experiences through two research questions: (1) What educational reforms did trans PK–12 workers believe would improve working conditions? (2) Did greater policy, organizational, and leadership support contribute to improved job satisfaction and safety? Research Design: The critical quantitative study employed cross-sectional, online survey data from 341 trans school workers in Canada and the United States. We used frequencies to descripe respondents' rankings of reforms and logistic regression analysis to examine whether respondents' reports of greater policy protections, organizational supports, and affirming leadership constributed to greater workplace safety and satisfaction. Conclusions/Recommendations: Trans workers reporting safer, more satisfactory school workplaces also indicate their workplaces have multiple tools across socio-ecological systems to disrupt cisnormativity. Policy protections topped workers' rankings of beneficial reforms, but logistic regression analysis revealed policies mitigated only the most egregious physical safety concerns. Greater organizational supports and affirming leaders consistently contribute to satisfaction and safety. Policies, organizational practices, and leadership approaches working in tandem contribute to safe, satisfying workplaces for PK-12 trans school employees. [ABSTRACT FROM AUTHOR]

Despite legal protections and growing acceptance in many industrialized countries, LGBTQ + workers continue to face considerable employment disadvantage. We explain this contradiction by detailing labor market processes that limit employment prospects for LGBTQ + workers in Sudbury and Windsor (both small cities with industrial histories). Drawing on 50 semistructured interviews and 662 community survey responses from LGBTQ + workers, we show how LGBTQ + employment opportunities are constrained by a constellation of multiscalar factors. These include the absence of good work opportunities outside of blue-collar work in deindustrializing labor markets, associated persistent cisnormativity and heteronormativity, and inconsistent protection from discrimination and social acceptance at work. As a result, respondents self-selected out of blue-collar workplaces, avoided and left jobs when they experienced or anticipated discrimination, and chose to remain in jobs with supportive employers rather than find a new job in a potentially homophobic or transphobic labor market. This article extends current understandings of labor markets economic geography by connecting production histories to persistent cisnormativity and heteronormitivity, and by showing how the search for emotional safety in cities with inconsistent social acceptance perpetuates economic disadvantage for queer and trans workers. [ABSTRACT FROM AUTHOR]

Worker shortages and poor performance are perennial problems in the construction industry. The literature suggests that increasing workforce diversity and inclusion is one of the solutions to counter such problems. Because the construction industry is a labor-intensive industry dominated by one particular gender, enhancing workforce diversity and inclusion is imperative. Therefore, this study explores various strategies for fostering gender inclusion in the construction industry. Initially, 29 gender-inclusion attributes were identified for construction workers through a literature review. The opinions on the impact of these attributes on the gender inclusion of female and transgender workers were collected from 76 and 30 respondents, respectively, through a questionnaire survey. Using inferential statistics, the essential, desirable, and context-dependent attributes were established from the identified attributes for female and transgender workers. The essential attributes included workplace safety and career progression for female workers; diversity training and antidiscrimination policies for transgender workers; and inclusion at the top management level and commitment from top management for both groups of workers. The findings will provide practitioners and human resource professionals with a framework to formulate strategies to enhance the inclusion of workers in construction sites. Although the study presented a framework of gender inclusion of workers, it does not differentiate between various levels of workers (unskilled, semiskilled, and skilled), nor does it present the relative weight of the attributes contributing to inclusion. Diversity and inclusion practices are gaining traction in the current scenario. This is substantiated globally by socially driven sustainable development goals formulated by the United Nations. Practitioners understand diversity and inclusion benefits in the form of higher performance output of the organization. However, the various strategies and actions required for enhancing workforce inclusion are dispersed across the literature. In other words, there is an absence of a framework that labor-intensive industries like the construction industry can follow and enhance diversity and inclusion. This study provides a framework in the form of a list of essential, desirable, and context-dependent attributes for enhancing diversity and inclusion of women and transgender workers in the industry. Such a classification will provide an aid to practitioners in adopting the most suitable strategies depending on their status quo, goals, and resources. Moreover, the findings of this study will have future implications for the development of an index to quantitatively measure the level of inclusion in the industry. [ABSTRACT FROM AUTHOR]

Transgender (trans) rights are human rights; however, human resource management (HRM) policies often do not consider implications for non-binary gender equity. Instead, trans employees often face adverse working conditions, including discrimination, harassment, and marginalization—a critical HRM issue. As the workforce diversifies, HRM professionals must increase their understanding of identity categories, such as sex and gender. Moreover, HRM professionals must be equipped to critically analyze and uphold or amend workplace policies and practices to protect the rights and address the unique challenges faced by non-gender binary employees. This teaching case study facilitates a discussion on transgender rights and the role of HRM by analyzing issues of access, fairness, safety, and inclusivity in the public sector workplace. Students are challenged to consider how different groups are affected by HRM policy (or lack thereof) and how to balance policies with the needs and safety concerns of various stakeholders. [ABSTRACT FROM AUTHOR]

Introduction: There is a growing interest in legislation and policies regarding sex work in the European Union and a debate between two opposite perspectives: prostitution is a form of gender violence or a work lacking legal and social recognition. This review aims to develop an integrative synthesis of literature regarding the impact of prostitution policies on sex workers' health, safety, and living and working conditions across EU member states. Methods: A search conducted at the end of 2020 in bibliographic databases for quantitative, qualitative, and mixed methods peer-reviewed research, and grey literature published between 2000 and 2020 resulted in 1195 initial references eligible for inclusion. After applying the selection criteria, 30 records were included in the review. A basic convergent qualitative meta-integration approach to synthesis and integration was used. The systematic review is registered through PROSPERO (CRD42021236624). Results: Research shows multiple impacts on the health, safety, and living and working conditions of sex workers across the EU. Conclusions: Evidence demonstrates that criminalisation and regulation of any form of sex work had negative consequences on sex workers who live in the EU in terms of healthcare, prevalence and risk of contracting HIV and STIs, stigmatisation and discrimination, physical and sexual victimisation, and marginalisation due to marked social inequalities, for both nationals and migrants from outside the EU. Policy Implications: The evidence available makes a strong case for removing any criminal laws and other forms of sanctioning sex workers, clients, and third parties, which are prevalent in the EU, and for decriminalisation. There is a need for structural changes in policing and legislation that focus on labour and legal rights, social and financial inequities, human rights, and stigma and discrimination to protect cis and transgender sex workers and ethnical minorities in greater commitment to reduce sex workers' social inequalities, exclusion, and lack of institutional support. These measures could also positively impact reducing and monitoring human trafficking and exploitation. [ABSTRACT FROM AUTHOR]

A reading of Leslie Feinberg's Stone Butch Blues as a class both of "vulgar" Marxism and vulgar transgender writing. The novel is a learning text for the reader in both transmasculine life and militant working-class life. It takes the form of an autofiction, given that both militant workers and trans people need their life stories (auto) to be something other than confessional (fiction) as a matter of survival. The essay concludes by calling for a vulgar Marxist studies that attends to both the form and content of common, everyday, earthy, "vulgar" proletarian life. [ABSTRACT FROM AUTHOR]

In the 21st century, talent is dynamic, with workplaces being defined by diverse sexual orientations. In this context, a quantitative approach through the lens of a bibliometric technique of citation and co‐citation analyses was applied to study 456 publications on the topic of the transgender workforce from 1988 to 2022, and a co‐word analysis was used to showcase a visual representation of the concept. This research unravels significant lines of output; for instance, it assessed the publication efficiency of authors, journals, institutions, and nations. We obtained three clusters, which are: multilayered workplace discrimination against transgender employees, policies and practices to support transgender employees in the workplace, and the multi‐level impact of negative workplace experiences on transgender employees. Given the volume of literature, it is difficult for bibliometric analyses to unearth the entire knowledge structure of the concept. Therefore, this study attempts to understand the knowledge structure of the transgender workforce from a quantitative perspective. In addition, this study draws from and integrates disciplines like sociology, management, and psychology. Lastly, this research discusses how the concept has evolved over the decade. [ABSTRACT FROM AUTHOR]

The article discusses the need for increased application of workplace protections under Title VII of the Civil Rights Act of 1994 to prevent the intentional misgendering and deadnaming of transgender, nonbinary and cisgender individuals. It describes the effect of the U.S. Supreme Court's decision in Bostock v. Clayton County on the availability of employment discrimination claims under Title VII. It explains the need for uniform legislation and legal precedent for misgendering and deadnaming.

This article imagines the sociohistorical lives of trans women (and) sex workers in Ktaqmkuk (Newfoundland) as deeply entangled with ecological relations of so-called Canada's Atlantic coast—particularly the cultural and economic politics of fish trade at St. John's Harbour. Feeling fishy, a trace of transfeminine sex worker expressive culture and vernacular performance, comes to signify an evocative autoethnographic approach to trans sex worker research-creation at the water's edge. Poetic, illustrative, and sculptural play as both counter-archival worldmaking and critical address here emphasize power in creative approaches to trans and sex worker history and folkloristics. Building on art and scholarship immersed in transness and Newfoundland folklore, with mermaids and oceanic beings as guides, I explore trans and sex worker embodiments, desires, and subjectivities in marginal geographic zones. With/holding becomes a way to question the legitimacy of White settler colonial gestures toward extraction, curation, and preservation practices. [ABSTRACT FROM AUTHOR]

There remains a significant knowledge gap in HRM regarding the inclusion of transgender (henceforth 'trans') workers. We examine and apply the emerging concept of allyship (a specific form of active support and advocacy for minority groups) to trans workers, and in doing so we advance a new model of allyship intentions and perceptions. We test our model across two studies. The first extends theorising on perceived diversity and inclusion climate (PDIC) and social dominance orientation (SDO) to explain how non-trans workers can exhibit trans allyship intentions. When non-trans workers were presented with a scenario of a co-worker disclosing their trans identity, we find that SDO is negatively related with allyship intentions, yet PDIC moderates this relationship, such that the negative impact of SDO is buffered by the positive influence of PDIC. The second study builds upon theorising on psychological safety and authenticity to explain how perceived allyship facilitates the wellbeing of trans workers. We find, in a survey of trans workers, that perceived allyship is positively associated with psychological safety and authenticity at work; and is indirectly related to work engagement via the former and to life satisfaction via the latter. We provide critical insights into how allyship can be advanced to understand and support trans inclusion. [ABSTRACT FROM AUTHOR]

Purpose: The aim of this research is to investigate how jay customer influence service employees' customer orientation behaviour before and after COVID-19 from a policy perspective. This study will also assess whether jay customer or abusive supervision had a greater or lesser impact on service workers' emotional stage and customer orientation during COVID-19. Design/methodology/approach: The research adopted longitudinal approach to collect the data from Indian service employees engaged in various service organisations (such as airlines, hotels and restaurants). The gathered data over a 13-month period, with (T1) November 2019 and (T2) December 2020. A total of 412 employees responded to the T1 survey. Thirteen months later, of the 412 T1 respondents, 381 returned the second survey. The data collected through questionnaire via both personally visiting the hotel restaurants and airport and through online mode. The research used structural equation modelling and ANOVA for the analysis of results. Findings: The results revealed that the indirect adverse effect of jay customer and abusive supervision on customer orientation via burnout has increased since the start of the pandemic. Furthermore, due to burnout, jay customers had a greater indirect influence on CO during the pandemic than abusive supervision. The result also shows that male employees experience the uncivil behaviour by the customer and the supervisor more frequently than that of female and transgender employees. These findings can be used to efficiently manage the stress of frontline service workers and to suggest policies during times of crisis, such as COVID-19. Research limitations/implications: This study contributes to the field of behavioural studies, mainly in the context of Indian hospitality industry. Policymakers and future researchers can use these findings to understand different customer-related issues from perceptive of Indian customer. Originality/value: The originality and value of this study is related to its pioneering study of jay customer and abusive supervision before and after COVID-19 from policy perspective of Indian service sector. The value of such research work is associated with both scholarly and executive implications. Regarding the latter, this study examines the myopic nature of uncivil behaviour and helps service firms to understand and manage its different forms, conclusively also providing practicable executive directions on the problem. [ABSTRACT FROM AUTHOR]

Background: A large amount of new HIV infections worldwide is observed amongst key populations which include e.g., commercial sex workers or transgender people and their respective sexual partners. Therefore, this study examined the multi-level context of inconsistent condom use (ICU) in sexual interactions of transgender street-based workers (KSWs) with commercial and non-commercial sexual partners in Lahore. Methods: We conducted 20 in-depth interviews with street-based KSWs to investigate challenges to consistent condom utilization with sexual partners. The qualitative data was analyzed using reflexive thematic analysis to produce an initial set of codes and identify broader themes through a recursive exploration of the text. Results: Within a socio-ecological analysis we identified factors influencing ICU among KSWs at three levels. At the individual level, we identified knowledge and awareness, age, pleasure and pain, and mental health issues impacting on ICU. perceived characteristics of sexual partners, dynamics of cruising spots and places of sexual interactions, competition in sex trade, violence and lack of safety nets in street-based sex work, and condom use with lovers were factors associated with ICU. Risk factors at community level were changing urban geography of sex work, discrimination, harassment and regular evictions, networks with non-governmental organizations and the influence of gurus and Dera culture. Conclusions: Until now, HIV prevention efforts in Pakistan have primarily focused on HIV risk factors at the level of individual behaviors within specific networks of target populations. However, our study points towards both the effectiveness and the urgency of interventions that address macro-level risk factors specific to key populations in Pakistan, in addition to behavioral interventions. [ABSTRACT FROM AUTHOR]

Black transness has been marked and made broken by necropolitical systems of power. Theories and politics of and for black trans women have often prioritized a rejection of or confrontation with this "state of brokenness," as poet Nat Raha terms it. Visual artist Tourmaline offers a different relationship with brokenness in her call to "come undone," whereby those who are "broken" can gather their broken pieces together not to heal but to give and share one's pieces with another. This essay engages Tourmaline's Salacia (2019), a film about the life of Mary Jones, a black trans sex worker who became infamous in 1836 following her arrest in New York City, as producing a black trans aesthetic of brokenness. Using a collage style of placing distinct frames upon frames, Tourmaline mixes speculative retellings of Jones's life alongside archival footage of Latina trans activist Sylvia Rivera to create an image built from the pieces and fragments of the trans archive. This aesthetic of brokenness offers an aestheticization of Saidiya Hartman's "critical fabulation" that holds and cares for black transness, a practice of gathering and being‐with and being‐for. [ABSTRACT FROM AUTHOR]

This article traces the crossings of religion and gender, American Orthodox and secular Judaism, teachers and students, religious educational institutions and the lives that inhabit them. Highlighting Jewishness and transness as intersecting forms of crossing, it explores periods of personal and institutional transition in the lives of Professor Joy Ladin, Yeshiva University's first openly transgender employee, and three of her former students. Experimenting methodologically with form and source, this piece combines interview with textual and theoretical analysis to link the Jewish gendered lives of its interlocutors--who emerge from different locations across the Orthodox-secular Jew ish spectrum--with one another, and with larger communal and institutional forms of American Judaism they index. In doing so, this essay connects gender, religion, and education as intersecting forms of lineage, which pass through the interlocutors' and institution's historical and contemporary worlds. Activating crossing as a form of Jewish learning and queer scavenging, the piece enacts a method of Jewish institutional and embodied knowledge production that moves across lived and textual religion, articulating an alternate path through current struggles for queer/trans religious lives. This path does not opt to lose or loosen these lives from American Orthodox life and its textual discourse, but rather, it links them to both, and to one another. [ABSTRACT FROM AUTHOR]

A recent study titled "Transgender earnings gaps in the United States: Evidence from administrative data" examines the economic situation of transgender Americans. The study finds that transgender individuals face disadvantages in the labor market, with transgender men and women experiencing different levels of wage penalties. The research also suggests that hiring discrimination may account for the wage differences between transgender men and nontransgender men. However, the study acknowledges that its findings are based on a sample of individuals who had the resources to change their gender on official government documents, indicating that transgender individuals without such resources may face even worse economic prospects. The authors argue that enhanced labor market protections may benefit transgender Americans. [Extracted from the article]

The current study, which expects to fill in the gap in research on transgender sex workers in India, examines the sexual identity negotiation, risk perception and condom compliance, sexual health screening and testing behavior, contextual barriers to healthcare seeking, and barriers to community mobilization among this population. The study was conducted in the red-light districts of Kolkata and rural subdivisions of West Bengal, and Eastern India. Transgender sex workers comprise 15% of the sex workers' populace in India, yet they are an understudied and underserved group in the commercial sex sector. It is anticipated that the study will help to formulate future programmatic interventions that can cater more effectively to the health needs of Indian transgender commercial sex workers, contribute to the HIV/STI risk reduction among this group, and reduce barriers to attaining health. [ABSTRACT FROM AUTHOR]

We explore the creation of private care facilities around Chiang Mai in northern Thailand to provide dementia care for people from the Global North. We draw on three periods of ethnographic observation at care facilities, and interviews with Swiss and British owners and family members, as well as Thai managers and care workers. We locate this offshoring of dementia care from the Global North to South within existing underfunding of dementia care in the Global North and a "regime of anticipation" built around expected substantial growth in the numbers of people living with dementia. These facilities are opening new futures for those who migrate for care as they leverage their relative wealth and privilege to purchase care in Thailand. In line with other readings of international health migration, we note the negative impact of this state-supported privatized industry on the availability of nurses and care aids in public hospitals in Thailand. We then venture into less examined and expected futurities, namely, the opportunities these facilities provide to two groups of stigmatized Thai workers: transgender and Indigenous Karen caregivers. [ABSTRACT FROM AUTHOR]

Job satisfaction is a significant factor and transgender individuals are part of community so this study measures job satisfaction of transgender individuals. This study examines the impact of national culture (NC) and perceived organizational support (POS) on transgender job satisfaction (TJS) in Pakistan with mediating effect of leader-member exchange (LMX) and discretionary power (DP) and also report a new empirical finding on TJS working in Pakistan. Researchers follow cross-sectional research design to conduct questionnaire survey. A well-structured questionnaire is adopted to collect data on study variables. Due to sensitivity of the respondents i.e. transgender employees, snowball sampling technique is used. The final analysis is applied to 261 responses. The findings show that NC influence POS and POS has a significant positive impact on TJS. Further, this study also confirms the mediation effect of LMX and DP between POS and TJS. This study identifies the need for creating supportive organizational environment through management support at work to elevate job satisfaction of trans-employees. [ABSTRACT FROM AUTHOR]

Purpose: Lesbian, gay, bisexual, transgender, and queer (LGBTQ) individuals experience high rates of adverse mental health outcomes due to the stressors they experience in families, communities, and society more broadly. Work and workplaces have the potential to influence these outcomes given their ability to amplify minority stress, and their ability to influence social and economic wellbeing in this already marginalized population. This study aims to identify how sociodemographic characteristics and characteristics of work, including degree of precarity, industry and perceived workplace support for LGBTQ people, influence self-reported mental health among LGBTQ people in two Canadian cities. Methods: Self-identified LGBTQ workers ≥16 years of age (n = 531) in Sudbury and Windsor, Ontario, Canada were given an online survey between July 6 and December 2, 2018. Multivariate ordinal logistic regression was used to calculate odds ratios (OR) to evaluate differences in gender identity, age, income, industry, social precarity, work environment, and substance use among workers who self-reported very poor, poor, or neutral mental health, compared with a referent group that self-reported good or very good mental health on a five-point Likert scale about general mental health. Results: LGBTQ workers with poor or neutral mental health had greater odds of: being cisgender women or trans compared with being cisgender men; being aged <35 years compared with ≥35 years; working in low-wage service sectors compared with blue collar jobs; earning <$20,000/year compared with ≥$20,000/year; working in a non-standard work situation or being unemployed compared with working in full-time permanent employment; feeling often or always unable to schedule time with friends due to work; feeling unsure or negative about their work environment; and using substances to cope with work. Conclusions: Both precarious work and unsupportive work environments contribute to poor mental health among LGBTQ people. These factors are compounded for trans workers who face poorer mental health than cis-LGBQ workers in similar environments. [ABSTRACT FROM AUTHOR]

Most people only have a one-sided experience of gender roles in the labour market and organizations; however, trans- gender people have a chance to experience gender roles in their workplace and the wider labour market from different viewpoints if they worked before and after their transition. In the article, the authors thus examine transgender employees’ experiences of gender roles. In the empirical research, they summarize semi-structured in-depth interviews with individuals who identify themselves as transgender women or transgender men, focusing on personal experiences. The results show that interviewees encounter varied treatments and systems of expectation when their environment defines their gender as women or men. In addition, transgender people often encounter homophobic and transphobic work environments that also have a significant impact on their mental health. [ABSTRACT FROM AUTHOR]

The article focuses on how Supreme Court held in Bostock v. Clayton County that gay and transgender workers are protected from employment discrimination. It mentions how Bostock 's broad causation language, properly interpreted, should apply to most and causation standard is most appropriate in antidiscrimination litigation, either from a policy perspective or as a matter of statutory interpretation. It also mentions standard that will apply in much of employment discrimination litigation.

Little is known about the professional experiences of trans school workers. This brief describes the demographic characteristics of a non-random sample of 296 trans PK–12 school workers (i.e., teachers, administrators, staff) in the United States and Canada and reports their workplace experiences and the structural and social supports for trans employees compared to trans students. The analysis suggests that although most respondents are satisfied with their role, they experience high levels of discrimination and harassment, and there is a lack of administrative guidance for trans staff compared to trans students. The brief concludes with a discussion of the implications for school leadership and policy. [ABSTRACT FROM AUTHOR]