IMPACT OF DISCRIMINATION

Discrimination in the workplace against transgender people has a wide range of adverse
effects. According to research, discrimination against this community does not occur equally
across all members, and transgender people face an even higher discrimination rate.
Employees who identify as transgender frequently report encountering or witnessing
discrimination based on their sexual orientation or gender identity. An adverse work action,
denial of a job or promotion, or termination due to their transgender identity contributed to
heightened symptoms of depression, according to a national survey of 6,500 transgender
people.
In the most extensive study of transgender people to date, 90% of respondents said they had
been harassed or mistreated at work and that they had taken steps to avoid it. In the same
study, 47 percent said they had been discriminated against due to their gender identification
in terms of hiring, promotion, or job retention. For transgender people, the intersectionality of
gender, ethnicity, disability, and other oppressive axes should be regarded as additional
degrees of discrimination. Each layer of discrimination adds to the difficulties faced by the
individual in transition. Positive parts of the work environment were noted in the study,
including supportive co-workers who made a move simpler than imagined.

Why Advocacy is Needed

Due to a lack of legal protections for transgender people, unemployment and poverty have
risen steeply. 15% of respondents were in financial difficulty, according to the National
Transgender Discrimination Survey. Being unable to purchase essentials can lead to
homelessness or involvement in underground economies such as drug sales or survival sex
work, all of which raise the risk of violence and health concerns.
Gender Identity, Expression, and Pronouns
Employers who fire or discriminate against transgender people based on their gender identity
or expression may be held financially liable. They may be obliged to use affirmed pronouns,
amend policies, and provide training to their staff regarding non-discrimination.
Social Transition
Because transgender persons are a protected class under Title VII, employers are banned
from discriminating against them.
Restrooms and Medical Transition
Employers may face financial penalties if they require or prohibit transgender people from
using a specific restroom or locker room. Employers must acknowledge all employees'
gender identities, and they cannot force people to medically transition before they are
recognized.
Action Recommendation
For transgender employees, the workplace has altered. It is becoming more welcoming due to
increased cultural acceptance. Still, it is also becoming more unfriendly from individuals who
fear change and are unsure how to react or treat their transgender co-workers and employees.
Despite forward progress and regressive responses, case law and inclusive employee policies
are gradually shifting the arc of justice toward protection against workplace discrimination
for transgender people.
WORKPLACE DISCRIMINATION AND GENDER IDENTITY
A survey of 203 lesbian workers in New York City in the early 1980s indicated various levels
of discrimination. A study of 203 lesbian workers in New York City in the early 1980s
revealed multiple levels of discrimination. Badgett (1995) found that gay guys earned 11
percent to 12 percent less than heterosexual males in a study using pooled data from the
General Social Survey from 1989 to 1991. She also discovered that lesbians made less money
than heterosexual women, albeit this was not statistically significant. Black male
homosexuals were the least likely to get hired, followed by black lesbians and white male
homosexuals, according to a sample of 579 hiring authorities in a large Southern metropolis.
Irwin researched occupational discrimination in the educational sector among homosexual
men, lesbians, and transgender people. According to the research conducted by Irwin, 90% of
people experienced an increased level of stress and anxiety, 8% of them were depressed,63%
lost their self-esteem and confidence, and 59% said that due to workplace discrimination and
bullying, their relationship suffered.

DISCOURSE AND GENDER BINARY ARRANGEMENTS

Gender binary discourse imposes gender standards that are divided into two categories: male
and female. Individuals born female or male must reflect feminine or masculine
characteristics according to societal norms. Individuals who break from the norm are
frequently reminded of their gender infractions, whether publicly or implicitly. The gender
binary is a powerful determinant in distinguishing masculinity and femininity and
determining that people should adhere to socially defined gender expectations since it is
crucial in defining and promoting gender norms. Wearing gender-appropriate attire, playing
with gender-appropriate toys, and taking on gender-specific social duties are all supported by
gender binary rhetoric. Gender binary discourse is maintained by authorities of delimitation
inside social institutions and interactions. For example, public restrooms act as a delimitation
authority. To use a gender-specific facility in this location, an individual must select whether
to present as a man or a woman. Choosing which restroom to use is not a problem for most
individuals. However, to avoid fines, transgender people must be able to "pass" and function
adequately in a gender-assigned washroom. Therefore, People who are transgender encounter
discrimination in many areas of their lives, including the workplace.
GENDER IDENTITY ISSUES AND WORKPLACE DISCRIMINATION: THE
TRANSGENDER EXPERIENCE
In recent years, gender and sex categories have become more fluid. With new empathies of
sexual orientation and gender identity, the public sector is increasingly developing policies
and making decisions for transgender personnel based on these new sex and gender concepts.
Individuals frequently identify as male or female along the gender identity continuum but
may not necessarily fit into the standard classifications of "male" and "female." Moving away
from traditional categories and toward a continuum, approach poses several issues in the
workplace. When employees fail to meet masculine and feminine behavior norms, it can lead
to gender disparity. "A major reconsideration of binary thinking on gender is required" to
establish a space for transgender personnel and foster a more equitable gender dynamic in
public institutions. When transgender people transition in the workplace, they are not only
expected to conform to traditional gender binaries, but they are also given incorrect, and often
inadequate, guidance and support from supervisors, managers, and other leaders. All
company members should treat an employee's decision to openly express their gender
identity or sexual orientation carefully and with caution. For the nineteen transgender-
identified people who took part in a workplace study, the support of their co-workers and
superiors was beneficial during the transition process. Additional analysis shows that
assisting transgender people, particularly during the transition process, is critical to their
connection building and job experience. External policies from the federal, state and local
governments can substantially impact LGBT individuals in the workplace. Most academics
believe that healthcare policies harm the transgender population by providing insufficient
health care to meet their demands. Over the last four decades, the legal landscape for LGBT
policies has changed dramatically.

Socio–Cultural Exclusion and Inclusion of Trans-genders in India

The term "transgender" covers a varied range of problems, including identity crises and a
wide range of actions embodied between or beyond male and female categories. The origins
of transgender people can be traced back to the thirteenth and fourteenth centuries in India.
They had a powerful position and were regarded as prominent figures in society during the
Mughal period. After the British arrived in India, their status changed, and they were
regarded as "a breach of public morality." This resulted in exclusion from society or a group,
and they were subjected to daily abuse and prejudice, even after British control in India
ended. The term "transgender" covers various problems, including identity crises and a wide
range of actions embodied between or beyond male and female categories. The origins of
transgender people can be traced back to the thirteenth and fourteenth centuries in India. They
had a powerful position and were regarded as prominent figures in society during the Mughal
period. After the British arrived in India, their status changed, and they were regarded as "a
breach of public morality." This resulted in exclusion from society or a group, and they were
subjected to daily abuse and prejudice, even after British control in India ended. When the
Social Exclusion Framework is applied to Hijras/Transgender women, it becomes clear how
Transgender populations have been excluded from participating effectively in social and
cultural life, the economy, politics, and decision-making processes. There have been several
reports of human rights violations against sexual minorities in India, especially transgender
people. Family members may threaten, reprimand, or even physically assault their son/sibling
for acting or dressing up as a female or woman. Even claiming their portion of the property or
inheriting what is rightfully theirs may be challenging for transgender women. When a
youngster or teenager cannot bear discrimination or wants to embarrass their family, they
may elect to flee. As a result, many Hijras are uneducated or undereducated, making it
challenging to obtain work. According to a 2007 study, 46% of MSM and Hijras reported
forced sex, 44 percent claimed physical abuse, 56 percent said verbal abuse, 31 percent
reported extortion for money, and 24 percent reported danger to life in the previous year.
Healthcare providers rarely can grasp sexual diversity, and they lack adequate awareness of
sexual minorities' health challenges. As a result, Transgender people confront specific
challenges while seeking public or private health care. The Delhi High Court declared in July
2009 that personal consenting same-sex relationships between adults could not be
criminalized. Lack of legal recognition has severe implications for obtaining government
rations (food subsidies), shop cards, passports, and bank accounts. Transgender people can
now vote as a woman or as an 'other.' Basic mechanisms are lacking in Hijras/Transgender
organizations, which are necessary for running an organization effectively. These groups'
capacity for successful community mobilization and provision of high-quality services must
be increased. Lack of livelihood options is a significant reason many transgender persons
choose or continue to participate in sex labor, which carries HIV and other health hazards. A
few isolated programs have recently offered competent Transgender women conventional
professions, such as Life Insurance Corporation of India representatives. There is a lack of
specific social assistance systems, as well as hurdles to utilizing current ones. For socially
and economically disadvantaged groups, social welfare departments offer many social
welfare initiatives.