Fluent Essays

Option #1: Research Paper FINAL PROJECT IS TRANSGENDER EQUALITY IN THE WORKPLACE. MUST USE THE INFORMATION FROM THE MILESTONES. At this stage of your Portfolio Project, you have already developed your project topic/research question and your introduction from the Week 2 milestone. In addition, your Week 4 project milestone has set forth your literature review. This week, you are required to further develop your project by demonstrating communication skills to express ideas, research findings, data analysis, and recommendations with organizational stakeholders using a variety of communication tools. Note: remember to incorporate your instructors feedback into this final research project. You do not need to use primary data for this research. Its acceptable to use secondary data. · Research Purpose · Research Design (Applies to both qualitative and quantitative research questions) · Data Collection and Research Participants (from where are you collecting your research data? Who are your participants, and so on?) · Data Analysis and Reporting Results · Drawing Conclusions · Recommendations for Future Studies (Actionable recommendations) When writing your final paper, be sure to follow these guidelines: Your paper should be 10-12 pages in length and conform to APA. Include at least 10 scholarly sources.Running head: TRANSGENDER EQUALITY IN THE WORKPLACE 1 TRANSGENDER EQUALITY IN THE WORKPLACE 2 Transgender Equality in The Workplace February 14, 2021 Transgender Equality in The Workplace It is not a secret that every day transgender people face barriers at their places of work that make it hard for them to perform their jobs. Most of them are forced to hide or deny their true gender identity, because of the challenges that come with its open expression (Robinson, 2014). Therefore, it is essential to research, study, and report on the issues of transgender equality in the workplace. Taking information and ensuring that all the facts are presented to make the most logical conclusion is critical. Part of the research process on the issue of transgender equality includes reviewing literature that is available on the topic. Carrying out literature review is important because it provides a description of how the current research relates to previous research in the topic, its originality, and relevance. Literature Review Collins, McFadden, Rocco, and Mathis (2015) explain that there is undervaluing of the dialogue about gay, lesbian, bisexual, and transgender people in human resource development. They explain that most of human resource development research relating to LGBT has put focus on sexual orientation, hence giving little attention to the transgender group. The authors explain that to create a diverse and inclusive workplace in the organization, the issues facing transgender people like transgender equality must be effectively addressed. Collins, McFadden, Rocco, and Mathis (2015 explain that there is lack of understanding about what exactly it means to be transgender. The purpose of the article was to depict experiences of transgender people as important and relevant issues for human resource development. They provided suggestions of critical actions that human resource development should employee to ensure a workplace environment that provides equality for transgender people. In his study, Davidson (2016) used the national transgender discrimination survey to perform the evaluation of employment outcomes of non-binary transgender people. He explains that nonbinary transgenders issues are not widely known or understood. According to Davidson (2016), transgender people have reports of hardships in securing and maintaining employment because of their gender identity and open expression. Trans gender inequality is witnessed in the article because Davidson (2016) explains that the rate of unemployment for transgender people is approximated to be twice as high as cisgender people. This is supported by Davis (2019). He explains that creating awareness of issues involving transgender people is what will help managers, employees, and the human resource development to create a transgender equality environment. In their research, Dietert and Dentice (2015) focused on the experiences of transgender service member in the UnitRunning Head : TRANSGENDER DIVERSITY AND INCLUSION 1 TRANSGENDER DIVERSITY AND INCLUSION 2 Transgender Diversity and Inclusion January 31, 2021 Transgender Diversity and Inclusion Everyday transgender people face barriers at the workplace that make their jobs harder than it needs to be (Davidson, 2016). For most people, work is usually stressful. The act of carrying around the emotional weight of having to deny or suppress one’s gender identity because of challenges at the workplace is just too much to bear. Therefore, the focus on diversity and inclusion of transgender employees at the workplace is paramount. The focus on how to appreciate the diversity of employees in a workplace and implement inclusive strategies is essential in preventing discrimination, stigma, hostility, and pressure towards transgender employees. This paper will address some of the reasons why transgender discrimination persists, ways through which diversity and inclusion of transgender employees can be achieved, and the benefits of doing so. The paper will focus on addressing the aspects of how true inclusion of transgender employees is not just about creating diversity in the workplace, but also providing a ground for equality. Equality in this context refers to equal treatment when it comes to opportunities, benefits, and every experiences. The discussion will draw support from several peer reviewed articles that have addressed the issues in detail and provide in text citations and references of the same. Why Transgender Discrimination Persists in the Workplace Transgender people usually face a lot of stigma and discrimination at the workplace because of how people are originally socialized to perceive and enact gender (McFadden &Crowley-Henry, 2016). Scholarly research has shown that the behavior about gender is usually learned. For example, when children are young, girls and boys are trained to portray distinct behavior in terms of gender. Due to this socialization roots, gender norms provide the most basic framework for definition of selves in people. This is carried on to the workplace. The society generally recognizes two genders: male and female, as the primary genders. This means that people belonging to the transgender group have a difficult time fitting in. The transgender group faces barriers fitting in because the perceptions of gender are widely shared and deeply rooted. People belonging to the two primary genders tend to mistreat those in the transgender group as they view them as different from them. This leads to issues like stigmatization and discrimination at the workplace. The transgender employees must adopt other means to avoid the discrimination, like hiding their gender, getting used to the hostility, or quitting their jobs. A survey done in 2015 showed that 77 percent of transgender employees admitted to adopting the above techniques at their workplaces (Robinson, 2014). The survey showed that the transgender employees confessed to h