Topics

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.

Affiliation

Journal Details

This article was published in the following journal.

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

Links

DeepDyve research library

PubMed Articles [2026 Associated PubMed Articles listed on BioPortfolio]

Harassment, Discrimination, and Bullying in Orthopaedics: A Work Environment and Culture Survey.

The presence of discrimination, bullying, sexual harassment, and harassment (DBSH) in the healthcare workplace negatively affects the health and well-being of providers and is associated with poor men...

#MeToo in EM: A Multicenter Survey of Academic Emergency Medicine Faculty on Their Experiences with Gender Discrimination and Sexual Harassment.

Gender-based discrimination and sexual harassment of female physicians are well documented. The #MeToo movement has brought renewed attention to these problems. This study examined academic emergency ...

Discrimination, Abuse, Harassment, and Burnout in Surgical Residency Training.

Physicians, particularly trainees and those in surgical subspecialties, are at risk for burnout. Mistreatment (i.e., discrimination, verbal or physical abuse, and sexual harassment) may contribute to ...

The influence of workplace discrimination and vigilance on job satisfaction with people who stutter.

Purpose The purpose of the present study is to examine the association between workplace discrimination, vigilance, and job satisfaction in people who stutter and compare this with people who do not s...

Discrimination and stigma among people with type 2 diabetes in the workplace: prejudice against illness or obesity?

Both obesity/overweight and type 2 diabetes (T2D) have been independently identified as being the basis for stigma and discrimination in the workplace. The study sought to test the hypothesis that peo...

Clinical Trials [2151 Associated Clinical Trials listed on BioPortfolio]

The Surgical Education Culture Optimization Through Targeted Interventions Based on National Comparative Data - "The SECOND Trial"

Due to a number of factors, including power differentials and adverse events, residents are susceptible to mistreatment (i.e., discrimination, harassment, and abuse) and toxic outcomes (i....

Sexual Harassment Prevention for Nursing Via E-Book

Nursing staff work closely with people and often have direct physical contact with patients, hence, they are high-risk individuals of sexual harassment. In particular for inexperienced new...

Diabetes-Related Discrimination at Workplace and by Insurances

Diabetic subjects often report of problems at the workplace or when contracting insurances because of their diabetes. By distributing a self-report questionnaire to insulin-treated Type 1...

Study for the Employment Retention of Veterans

The Study for Employment Retention of Veterans (SERVe) is a randomized controlled trial, available exclusively to Oregon employers of veterans. It is designed to develop and scientifically...

A Therapeutic Workplace to Address Poverty and Substance Use

Addiction is a chronic relapsing disorder. High magnitude and long-duration voucher-based abstinence reinforcement is one of the most effective treatments for alcohol and drug addiction an...

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.

Quick Search


DeepDyve research library

Relevant Topic

Women's Health
Women's Health - key topics include breast cancer, pregnancy, menopause, stroke Follow and track Women's Health News on BioPortfolio: Women's Health News RSS Women'...


Searches Linking to this Article