Exploring Experiences at Work Beyond the Binary : Identity, Inclusion and Allyship

With progress in the fight for workplace equality for employees who do not have acisgender identity, discrimination towards members of oppressed social classes isslowly becoming more covert. The paper studies two groups of stakeholders inorganizations, non-cisgender employees and HR personnel, across multiple sectorsto understand the provisions, challenges and implementation needs of suchemployees. Provisions and needs of non-cisgender employees as organizationalmembers were studied. These included the sufficiency of imperative workplacefacilities, provisions and policies for inclusion, the facilities and provisions for equalcompensation, maternity and parental benefits, and remote working conditions.Anti-harassment and anti-sexual harassment policies in the workplace, along withthe willingness to report any incidents, were included. The importance of inclusivityas practiced in the organization and measures like allyship has been studied. HRmanagers were asked about the feasibility of implementation of progressivemeasures that help non-cisgender employees through infrastructure andanti-discrimination policies, inclusivity measures, bias at the workplace, measuresto counter and prevent sexual harassment and abuse, allyship and creation of a noncisgenderfriendly culture at their workplace. It was found that basic resourceallocation and allyship can be facilitators for inclusivity.Balakrishnan, S., & Mohapatra, M. (2022). Exploring Experiences at Work Beyond the Binary: Identity, Inclusion and Allyship. IUP Journal of Organizational Behavior, 21(2)