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Cisnormative symbolic colonization and transgender and gender nonconforming individuals in the workplace

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  • Karoline Anita Anderson

Abstract

Cisnormativity assumes individual traits and social roles that correspond to one's gender assigned at birth. Cisnormativity in workplace culture sustains the discrimination of transgender and gender nonconforming (TGNC) individuals. Research in the workplace has yet to evaluate strategies that TGNC employees use to attain personal or social goals. In the present study, the term cisnormative symbolic colonization (CSC) incorporates Habermas' theory of communicative action with symbolic interactionism to demonstrate the permeation of cisnormative dominance in workplace culture through symbolic social practices. Interviews with 15 transgender women and gender nonconforming individuals illustrated four strategies used to mitigate CSC in the workplace: bargaining, validating, symbolic‐aligning, and value‐endorsing. The findings demonstrated the dominant impact of CSC in workplace culture and revealed the employment of trans‐symbolism to integrate trans‐inclusive values in the workplace.

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  • Karoline Anita Anderson, 2024. "Cisnormative symbolic colonization and transgender and gender nonconforming individuals in the workplace," Gender, Work and Organization, Wiley Blackwell, vol. 31(1), pages 1-15, January.
    • Handle: RePEc:bla:gender:v:31:y:2024:i:1:p:1-15
    DOI: 10.1111/gwao.13048
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    References listed on IDEAS

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    1. Frédéric Dufays & Noreen O’Shea & Benjamin Huybrechts & Teresa Nelson, 2020. "Resisting Colonization: Worker Cooperatives’ Conceptualization and Behaviour in a Habermasian Perspective," Work, Employment & Society, British Sociological Association, vol. 34(6), pages 965-984, December.
    2. Christian Linder, 2015. "Expatriates’ willingness to adjust their symbolic leadership abroad. An analysis of how culture affects expatriates’ use of symbolic interaction," Journal of Global Mobility, Emerald Group Publishing Limited, vol. 3(3), pages 244-272, September.
    3. Christian Linder, 2015. "Expatriates’ willingness to adjust their symbolic leadership abroad. An analysis of how culture affects expatriates’ use of symbolic interaction," Journal of Global Mobility, Emerald Group Publishing Limited, vol. 3(3), pages 244-272, September.
    4. Jan C. Visagie & Herman Linde, 2010. "Evolving Role and Nature of Workplace Leaders and Diversity: A Theoretical and Empirical Approach," Managing Global Transitions, University of Primorska, Faculty of Management Koper, vol. 8(4), pages 381-403.
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