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Issues Facing Trans People In Organizations Problem Solution Essay


Introduction

Majority of the people in the world embrace two genders; male and female. However, a small group of people in the society have a different opinion with regard to their gender with some believing themselves to be genderless or not belonging to any of the genders (Iyall, 2008). This is recognised as the third gender in the society. Research has shown that trans people in the society have, higher than average, academic qualifications compared to the rest.

Definition

It is important to understand the definition of the several terms used in the description of the trans people in the society. Firstly, trans people defines a category of people who believe in having multiple or no genders (Whittle, 2000). Secondly, the trans people can also be defined as cross dressers as most of them prefer dressing with cloths from the opposite genders (Blackless, 2006).

Current Situation

Research findings in the United Kingdom by the Endangered Penalties reveal that between 2009 and 2012, about three to five hundred thousand (300,000 to 500,000) people experienced a degree of gender variance (Gooren, 2008). Out of these, six thousand (6,000) have already undertaken a gender transition (Gooren, 2008).

The low number of individuals opting for reversal of their roles as compared to the high number of individuals with gender variations is attributed to stigmatization and alienation (Baranyi, 2009).

Although organizations have been in the front line in creating non-discriminating policies against sexual orientation, some organizations have not implemented such measures. Exxon Mobil Company is an example of a company that has amended its policies to ensure that none of its employees are trans gender. According to the company’s website, this is to protect its corporate image in the business society, as well as, protect its employees from discrimination.

Discussion and Recommendation

Trans people are exposed to personal and sexual harassment in their work place settings. A very common case is where they are not allowed to use restrooms of their preferred gender (Whittle, 2000). They become subjects of discussion and endless gossip from their workmates.

These may wound their self esteem leading to the rise in conflicts cases as the trans people advocate for their rights. In some cases, employers deny the trans people their benefits and promotions on the basis of the gender variations. In addition, some end up losing their jobs after performing the transition surgery or after their bosses discover their condition of gender variation (Baranyi, 2009).

An organization that is keen on upholding the rights of trans people should review its employment procedures and policies. During the recruitment process, gender should not be used as a determinant for the candidates as this may have adverse effects on the trans people (Whittle, 2000). Organisations should also amend their policies to recognize the trans people as they too have the right to employment (Whittle, 2000).

Microsoft Corporation is one of the leading companies that has incorporated the Gender Recognition Act of 2004 into its policies. In 2011, Microsoft announced that it had incorporated 1,300 trans gender employees in most of its branches around the world. This prompted other companies to accept the trans gender employees such as Google and Apple, which have also incorporated the Gender Recognition Act of 2004 into their own management policies.

Conclusion

Many people take their gender orientation lightly, which is not the case for the trans people who believe in gender sensitivity. When focusing on academic qualification, the trans people are considered to be highly qualified.

However, they suffer from high rates of unemployment that is escalated from stigmatization and alienation from employers and colleagues in work places. To cater for this, organizations should put in place procedures and policies that recognize the trans people; thus giving them equal employment opportunities.

Works Cited

Baranyi, Rothenhäusler. “Male-to-female transsexualism. Sex reassignment surgery from a biopsychosocial perspective.” Wien Med Wochenschr 15.9 (2009): 548-557. Print.

Blackless, Sutter. “Atypical Gender Development-A Review.” International Journal of Transgenderism 9.1 (2006): 29-41. Print.

Gooren, Eliasson. “Long-term treatment of transsexuals with cross-sex hormones: extensive personal experience.” J Clin Endocrinol Metab 32.5 (2008): 19-25. Print.

Iyall, Smith. Hybrid identities: theoretical and empirical examinations, New York, NY: Penguin, 2008. Print.

Whittle, More. Reclaiming Genders: Transsexual Grammars at the Fin de Siecle, London, UK: Cassell, 2000. Print.

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IvyPanda. (2019, December 21). Issues Facing Trans People In Organizations. Retrieved from https://ivypanda.com/essays/issues-facing-trans-people-in-organizations/

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"Issues Facing Trans People In Organizations." IvyPanda, 21 Dec. 2019, ivypanda.com/essays/issues-facing-trans-people-in-organizations/.

1. IvyPanda. "Issues Facing Trans People In Organizations." December 21, 2019. https://ivypanda.com/essays/issues-facing-trans-people-in-organizations/.


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IvyPanda. "Issues Facing Trans People In Organizations." December 21, 2019. https://ivypanda.com/essays/issues-facing-trans-people-in-organizations/.

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IvyPanda. 2019. "Issues Facing Trans People In Organizations." December 21, 2019. https://ivypanda.com/essays/issues-facing-trans-people-in-organizations/.

References

IvyPanda. (2019) 'Issues Facing Trans People In Organizations'. 21 December.

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