Gender identity inclusion in the workplace: broadening diversity management research and practice through the case of transgender employees in the UK

Figures & data

Table 1 Interviewee characteristics.

Interviewee pseudonyms	Self-identified gender identity	Industry	Job role	Mode of work
Alexandra	Transgender woman	Charity	Office worker	Full-time
Georgette	Transgender woman	Retail	Cashier	Part-time
Jackie	Transgender woman	Architecture/design	Office manager	Full-time
Julia	Transgender woman	Local government	Administrator	Full-time
Pauline	Transgender woman	Charity	Fundraising assistant	Part-time
Samantha	Transgender woman	Healthcare	Nurse	Full-time
Brad	Transgender man	Higher education	PhD student/research assistant	Part-time
Dave	Transgender man	Special needs education	Teaching support staff	Full-time
Jase	Transgender man	Construction	Builder	Full-time
Marc	Transgender man	Travel	Online coordinator	Full-time
Trey	Transgender man	Retail	Sales associate	Part-time
Andy	Genderqueer	Consulting	IT support assistant	Full-time
Kerr	Genderqueer	Higher education	Administrator	Full-time
Lane	Genderqueer	Fashion	Creative assistant	Full-time

Table 2 Codes, sub-themes and thematic categories for gender identity diversity.

Open codes	Sub-themes	Thematic categories
Appearance; Authenticity; Closet; Coming out; Communication; Context; Fear; Fitting in; Outcast; Passing; Privacy; Reactions	Desire to live according to destination gender identity; Encountering generic discrimination when opening up about gender identity; Possibility of rejection by the work organisation, colleagues and clients	Disclosure
Barriers; Disempowerment; Insecurity; Jobs; Legislation; Minority; Occupational culture; Recruitment/selection; Respect; Silence	Challenges of securing professional jobs; Gender identity typing of jobs; Generic notion of intra-organisational diversity; Diversity training as a tick-box exercise	Representation and visibility
Identity; Fluidity; Health; Privacy; Questioning (from peers and supervisors/managers); Planning; Support; Threat; Time off from work; Uncertainty	Institutional control of bodies; Lack of organisational expertise/knowledge; Organisational and HR “management” of gender identity change; Poor accommodation of transgender needs	Transition