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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]

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]

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]

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]

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]

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]

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]

We find that only 17% of FTSE 100 company websites refer directly to transgender ('trans') individuals, illustrating the extent to which trans voices are unheard in the workplace. We propose that these voices are missing for a number of reasons: voluntary silence to protect oneself from adverse circumstances; the subsumption of trans voices within the larger 'LGBT' community; assimilation, wherein many trans voices become affiliated with those of their post-transition gender; multiple trans voices arising from diversity within the transgender community; and limited access to voice mechanisms for transgender employees. We identify the negative implications of being unheard for individual trans employees, for organizational outcomes, and for business and management scholarship, and propose ways in which organizations can listen more carefully to trans voices. Finally, we introduce an agenda for future research that tests the applicability of the theoretical framework of invisible stigma disclosure to transgender individuals, and calls for new theoretical and empirical developments to identify HRM challenges and best practices for respecting trans employees and their choices to remain silent or be heard. [ABSTRACT FROM AUTHOR]

Donald Trump's 2016 Nomination Acceptance Address at the Republican National Convention explicitly mentioned GLBTQ people as Trump promised to “protect our LGBTQ citizens” and called GLBTQ people “wonderful Americans.” However, since Trump (2016) inauguration, he has appointed anti-GLBTQ leaders, proposed cuts to HIV research, and offered his support for a ban on transgender recruits to the military. This article begins with a close reading of Trump's speech, showing how Trump expresses ostensible support for GLBTQ Americans, only to capitalize on the deaths of queer and trans people of color at the Pulse Nightclub in Orlando mere weeks before the convention by pitting GLBTQ people against “Islamic terrorism.” The second half of the article then examines the effects of Trump's appointments and policy priorities on GLBTQ people and their families. The contrast between Trump's speech and his presidency reveals that Trump values the deaths, but not the lives, of GLBTQ people. [ABSTRACT FROM AUTHOR]

Based on 14 in-depth interviews, this paper explores the unique workplace experiences of transgender individuals in the UK employment context. The paper identifies gender identity diversity as a key blind spot in HRM and diversity management research and practice. The findings reveal the range of workplace challenges experienced by transgender employees. Major findings are that discriminatory effects are often occupation- and industry-specific; transition is a period where many transgender workers suffer due to lack of proper organisational support; and expertise deficits exist in supporting and accommodating transgender employees' needs. In unpacking these experiences, the paper demonstrates the distinctive dimensions of challenges faced by transgender employees, revealing the need for conceptually expanding how we frame diversity and diversity management. Our findings identify the necessity for an emic approach not only to researching diversity but also to devising organisational diversity strategies. The paper provides recommendations for HRM policy and practice in order to develop a more sophisticated approach to achieving inclusion. [ABSTRACT FROM AUTHOR]