مقاله انگلیسی عدم انطباق جنسیتی و محل کار مدرن (2017 الزویر)

دوم، مهم است اطلاعات مربوط به هویت جنسیتی و بیان در آموزش تنوع را شامل شود. گرچه بسیاری از تمرینات تبعیض جنسیتی را پوشش می دهد، کمتر مورد استفاده قرار می گیرد که اطلاعات جنسیتی را در خارج از موارد سنتی مرتبط با جنسیت (مرد و زن) دربرگیرد. به طور واضح انعطاف پذیری جنسیتی و محل کار مدرن را پوشش می دهد. 3 مسائل مربوط به بیان جنسیت، پیامی را برای کارکنانی که این اطلاعات مهم است، ارسال می کند، اما به منظور بالا بردن آگاهی از بیان جنسیت در ابعاد وسیع تر، ارائه می شود. عدم آگاهی از چالش های متعدد و میزان ننگی که بسیاری از کارکنان فرانسوی مواجه می شوند و عدم ارتباط با افرادی که جنسیت را در روش های غیرواقعی بیان می کنند، می تواند منجر به تصورات غلط و ترویج ادراک های نامناسب یا نادرست جامعه بین المللی و جنسی می شود. به عنوان مثال، اگر رستورانهای Bojangles برای کارمندان در مورد هویت جنسیتی آموزش ببینند، ممکن است آنها بتوانند به مددجویان درباره بیان جنسیت و حمایت از همدلی برای افراد غیر انسانی جنسیت آموزش دهند. بنابراین، سازمان هایی که نیروی کار خود را به طور فعال در این مسائل آموزش می دهند باید سطوح پایینتری از منافع صریح و شاید حتی ضمنی را نسبت به کسانی که جنس را در شیوه های غیر متعارف بیان می کنند، مشاهده کنند. و در نهایت، برای سازماندهی گروه منابع کارکن برای افراد غیر انسانی جنسی مفید است. این گروه ها می توانند آموزش های مداوم و مداخلات در آینده را تقویت کنند که در آن افزایش تعامل و آگاهی از تبعیض جنسیتی بیان می شود.

توجه؛ (این ترجمه توسط نرم افزار انجام شده و ویرایش نشده است و احتمال وجود اشتباه در آن وجود دارد. در صورت ثبت سفارش، ترجمه توسط مترجمین مجرب انجام خواهد شد. برای مشاهده نمونه ترجمه های تخصصی و اخیر مترجمین جهت اطمینان از کیفیت ترجمه، اینجا کلیک نمایید.)

ORGANIZATIONAL BEST PRACTICES FOR GENDER EXPRESSION AT WORK

In order for organizations to create safe spaces for employees to express their gender authentically, it is vital to create a proximal policy that specifically covers discrimination based on gender identity and expression. This step, while simple, is important in promoting inclusivity and combating discrimination. Further, creating “best in class” inclusive workplaces, which are supportive of all stigmatized groups and not just those which are explicitly covered by Title VII, is part of an intelligent diversity and inclusion strategy. As the workforce becomes more diverse and as workplace cultures become more transparent (e.g., through websites like Glassdoor), it is increasingly important for organizations to view diversity and inclusion as a key element in their business strategy. While current EEOC law covers sex discrimination, and transgender employees can be covered under this section of Title IIV at times, it does not cover cases in which it is unclear that gender expectations are the source of harassment. For example, if a transgender person is harassed over something other than physical appearance, but the harassment still originates from their transgender status, they are less likely to be protected under EEOC law. Thus, including specific coverage for gender identity and expression in organizational policy, providing protection beyond that afforded by Title VII, would provide employees with legal recourse regardless of the basis of harassment.

When employees know that they have an avenue for recourse if their coworkers display hostile or discriminatory behaviors, attitudes toward the company and the job often increase. Protecting employees from stigma may also put them at ease when deciding whether to authentically display their gender. Indeed, prior studies show that protective policies and social support tend to reduce individuals’ fear of discrimination at work (e.g., of being fired from one’s job or being evaluated poorly due to bias stemming from demographic characteristics) and enhance their disclosure of an invisible stigmatized identity. However, given employees are much more likely face stigma due to gender expression if they actively express genderin a way that violates normative gender expectations, they may elect not to express gender authentically in hostile or ambiguous environments, choosing instead to live with the fear that comes with “closeting” a personal identity.

Second, it is critical to include information about gender identity and expression in diversity training. Although many trainings cover gender discrimination, it is less common that they contain information on gender outside ofthe traditional cases involving sex (male and female). Explicitly covering Gender non-conformity and the modern workplace 3 issues of gender expression sends a message to employees that such information is important, but it also serves to raise awareness about gender expression on a broader scale. Lack of awareness of the numerous challenges and level of stigma faced by many transgender employees and a lack of contact with individuals who express gender in non-normative ways can lead to misconceptions and a promulgation of inappropriate or inaccurate perceptions of the transgender and genderqueer community. For example, if Bojangles Restaurants had offered training for employees about gender identity, they may have been able to educate managers about gender expression and promote empathy for gender non-conforming individuals. Thus, organizations that actively educate their workforce on these issues should observe lower levels of explicit, and maybe even implicit, bias toward those who express gender in unconventional ways. And finally, it is helpful to organize employee resource groups for gender non-conforming individuals. These groups might inform future trainings and interventions that serve to increase inclusivity and awareness of gender expression discrimination.