Abstract
Introduction
As the benefits of workplace inclusion become progressively recognized, employers are making greater efforts to cultivate inclusive organizational environments where employees from diverse backgrounds can thrive. Yet academic research has often neglected issues of sexual orientation and gender diversity. We contribute to redressing this knowledge gap by examining processes of workplace inclusion for employees with diverse genders and sexualities, focusing on an under-researched area—the role of language.
Methods
Using a regression framework, we empirically examine how different individual and workplace factors are associated with employees’ inclusive language use toward their trans- and gender-diverse colleagues. To accomplish this, we undertook the first-ever analyses of unique survey data from the 2020 Australian Workplace Equality Index Employee Survey (n ~ 27,000 employees and ~ 150 employers).
Results
Our results highlight the role of employees’ socio-demographic characteristics (e.g., their gender and sexual orientation, age, education, and religiosity) as well as the role of features of the workplace environment (e.g., employer’s size, location, and inclusion culture).
Conclusions
While use of appropriate language toward individuals with diverse genders and sexualities constitutes an important stepping stone to their workplace inclusion, this study has demonstrated that its adoption remains incomplete and highly segmented.
Social Policy Implications
These findings bear important implications for the design, targeting, and implementation of programs aimed at fostering trans-affirming language and the workplace inclusion of individuals from sexual and gender minorities.
The combined role of conscientiousness, social networks, and gender diversity in explaining individual performance in self-managed teams
