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Gender Diversity Management in the Labor Market: The Integration of Trans People

Gender Diversity Management in the Labor Market: The Integration of Trans People

José Baptista (ISCSP, Universidade de Lisboa, Portugal), Dália Costa (ISCSP, Universidade de Lisboa, Portugal), and Sónia P. Gonçalves (Universidade de Lisboa, Portugal)
Copyright: © 2023 |Pages: 15
DOI: 10.4018/978-1-6684-4181-7.ch010
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Abstract

Managing diversity in the labor market means adopting flexible management measures that recognize and respect each workers individuality, taking into account that everyone works differently but allowing for everyone to feel recognised, valued, and safe. Within the very broad issue of diversity in human resources, this chapter means to focus on transgender people, often forgotten when discussing this issue. The main goal of this piece of work is to bring this very timely issue to the discussion lineup - not only for research purposes, but for organizations and society as a whole.
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Diversity Management In Organizations

Organizations can look at diversity through different paradigms: (1) moral paradigm; (2) social necessity; or (3) as a competitive advantage. Furthermore, when analyzing from a diversity point of view, there are three types of organizations: (1) the monolithic organization - with a homogeneous workforce, providing equally homogeneous culture and practices; (2) the plural organization - with a heterogeneous workforce, trying to act in accordance with laws and public policies that promote equality in the workplace, with the aim of preventing discrimination in the workplace; and (3) the multicultural organization - valuing cultural differences and equally incorporating all collaborators (Cox, 1994; Cox, 2001; Rawat & Basergekar, 2016).

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