It’s important to understand that the partner of transgender individuals have different partner experience. The field of organizational diversity focuses on group experience studies of typically male, cis gender, heterosexual, white and western workers. However, when analyzing research on gender relations, one perspective is to analyze the dynamics between men and women in different western countries. Transgender people refer to a person whose body is sexually developed and whose body’s social attributes differ by gender, breaking the conventional logic. In Brazil, where only the subject of discourse is legal, such groups have been systematically excluded from countless areas, including the job market. Therefore, the experience of these people in the work is not applicable to the theory and practice of organizational diversity.
To further explore the issue, the study analyzed transgender people’s perceptions of their relationships. Analysis was conducted from three perspectives, their professional history, the environment in which they worked with others, organizational policies and practices. Face-to-face semi-structured interviews were conducted with six transgender people who worked in the organization. From these narratives, we find that a person’s level of passage often affects their relationships and that ignorance about transgender people permeates three domain relationships. Analysis leads to three conclusions:
1.Work relationships are marked as opportunity constraints.
2.Working relationships hold people accountable for their comprehensibility and security.
3.The extent of the relationship with the organization differs from the way it confronts transgenderism and its own voice system.
Transgender people are defined as people whose gender is assigned at birth and whose gender identity is different. People who consider themselves transgender often seek out gender reassignment treatment, which may or may not include having sex reassignment surgery. Transgender women are those whose bodies are male but whose gender identifies as female. They usually use therapy to get the typical features of women, and use women’s names, clothing and movements, and so on. In turn, a transgender man was assigned to be a woman but identified as a man. They also seek to acquire masculine features including male clothing, name and behavior. When it comes to their job selection, hiring and hiring, the longest word used by employers is if they are qualified, and to some extent others see transgender people as cisgender. Trans people just like others, they deserve to be loved and have trans dating. Find a ts dating partner is not difficult any more.
In fact, the more transgender people are able to pass, the less likely they are to have a degenerative phobia. If a person’s gender expression allows others to see it as pro-gender, then they will not be subject to prejudice and discrimination against transgender people, thereby increasing their chances of entering or remaining in the job market. There are two aspects that directly affect their possibility, namely a person’s name and a person’s appearance. Ignorance of transgender people permeates not only the working environment of transgender people and others, but also the organization itself. The result is that transgender phobia makes it difficult for transgender people to enter and stay in the job market.