Does social support moderate the relationship between gender minority stress and suicide within a sample of transgender and gender diverse people?

Author(s):  
Sarah E. Rimmer ◽  
Tracy J. Cohn ◽  
Sarah L. Hastings ◽  
Jenessa C. Steele ◽  
Charles Woods
2021 ◽  
pp. 135910452110331
Author(s):  
Jessica Hunter ◽  
Catherine Butler ◽  
Kate Cooper

Gender minority stress refers to social stressors such as discrimination and stigma that gender minorities are subject to. This study examines the relationship between gender minority stress and psychological well-being in trans and gender diverse young people (TGDYP). We used a cross-sectional design to investigate the relationship between gender minority stress and mental well-being in TGDYP aged 16–25. We measured anxiety, depression, general psychological well-being, gender dysphoria, gender minority stress (distal and proximal), resilience and heteronormative beliefs in cisgender ( n = 135) and trans and gender diverse (TGD) ( n = 106) participants. Hierarchical regression was used to analyse the data. TGD participants had significantly higher levels of anxiety and depression, and poorer general well-being, than cisgender participants. Although the direction of the relationship cannot be determined through our analysis, TGD participants who experienced more minority stress and were assigned female at birth had higher levels of depression and anxiety. TGD participants with higher resilience scores and were assigned male at birth had better well-being overall. Our findings suggest that we should pay attention to minority stress when thinking about how to reduce anxiety and depression in TGDYP. The responsibility for improving well-being lies not just with services but instead should be held by our whole society.


2021 ◽  
Vol 2 (1) ◽  
pp. 22-34
Author(s):  
Claire Burgess ◽  
Joshua A. Rusow ◽  
Cary L. Klemmer ◽  
Jeremy J. Gibbs ◽  
Justin C. Zhang ◽  
...  

Sexual and gender minority adolescents are at increased risk of mental health disorders; yet. little is known about how they cope with minority stressors using social support from adults. The present study examined adolescent reports of adult social support. Using a semistructured life history calendar approach, ethnically diverse sexual and gender minority adolescents (N = 52, aged 14–20 years old, M age = 16.56, SD = 1.66) and conducted a thematic analysis of their responses. A thematic analysis was conducted. The interviews were transcribed and double-coded using a model of social support as a sensitizing framework. Qualitative analyses revealed three themes centered on (a) support from the presence of nonparental adults in schools, (b) validation from adults’ use of proper gender pronouns, and (c) encountering adults who demonstrate a lack of knowledge about sexual and gender minority issues. The present study demonstrates that coping with minority stress can take more subtle forms, both outside the home (or parental context) and in family relationships. These implications are useful for adults working with sexual or gender minority adolescents in social service and educational settings.


Author(s):  
Safak Oz Aktepe

In this chapter, the author aims to present, through a review of literature, that the gender equality assumption of the human resource management (HRM) approach is not taken for granted. It seems there exist two sides of the same coin, one representing the HRM approach and the other representing the gendered approach to HRM practices. This chapter reviews HRM practices in work organizations as the potential facilitator of gender inequalities in organizations. In addition, the contentious function of HRM practices in maintaining gender inequalities within work organizations is reviewed. In spite of knowing the implication of HRM practices on being a gender-diverse organization, there remain few studies on the relationship between HRM practices and gender inequality in work organizations. Such research will add a different perspective to HRM practices and contribute to the awareness related to the gendered nature of organizations and their organizational practices.


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