Should I Stay or Should I Go? Employment Discrimination and Workplace Harassment against Transgender and Other Minority Employees in Canada's Federal Public Service.

07:00 EST 17th January 2020 | BioPortfolio

Summary of "Should I Stay or Should I Go? Employment Discrimination and Workplace Harassment against Transgender and Other Minority Employees in Canada's Federal Public Service."

There is a growing literature interested in the workplace experiences of transgender individuals. The biggest limitation for researchers in this field continues to be the dearth of population-level data that captures information on gender identity and employment characteristics. Using the 2017 Public Service Employee Survey, this paper explores employment discrimination and workplace harassment against gender diverse (transgender, non-binary, genderqueer) and other minority employees working in Canada's federal public service. This study finds that gender diverse employees are between 2.2 and 2.5 times more likely to experience discrimination and workplace harassment than their cisgender male coworkers. Cisgender women, visible minorities, Indigenous, and those with disabilities are also more likely to report discrimination and workplace harassment. Cisgender women and gender diverse employees who occupy multiple minority statuses may experience an additive likelihood of discrimination and harassment. This study also finds that employee retention can be improved by providing more inclusive and tolerant workplaces.


Journal Details

This article was published in the following journal.

Name: Journal of homosexuality
ISSN: 1540-3602
Pages: 1-27


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Medical and Biotech [MESH] Definitions

A form of discrimination in the workplace which violates the Civil Rights Act of 1964. Sexual harassment takes two forms: quid pro quo, where the employee must submit to sexual advances in exchange for job benefits or be penalized for refusing; or a hostile environment, where the atmosphere of the workplace is offensive and affects the employee's well-being. Offensive sexual conduct may include unwelcome advances, comments, touching, questions about marital status and sex practices, etc. Both men and women may be aggressors or victims. (Slee and Slee, Health Care Terms, 2d ed, p.404). While civil rights legislation deals with sexual harassment in the workplace, the behavior is not restricted to this; it may take place outside the work environment: in schools and colleges, athletics, and other social milieus and activities.

Place or physical location of work or employment.

Threatened or actual attempt to harm others at place of employment.

Adverse psychological and behavioral reactions caused by the pressures and demands of employers or clients or other factors, such as the physical environment of the workplace, WORKPLACE VIOLENCE; or WORKPLACE BULLYING.

Paid work for mentally or physically disabled persons, taking place in regular or normal work settings. It may be competitive employment (work that pays minimum wage) or employment with subminimal wages in individualized or group placement situations. It is intended for persons with severe disabilities who require a range of support services to maintain employment. Supported employment differs from SHELTERED WORKSHOPS in that work in the latter takes place in a controlled working environment. Federal regulations are authorized and administered by the U.S. Department of Education, Office of Special Education and Rehabilitative Services.

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