The main purpose of the study is to analyse current queer-friendly regulations and identify potential avenues to enhance transgender inclusivity in workplaces. This study explores the perception of workplace ostracism by transgender individuals. Transgender individuals have been understudied in the workplace context. Ostracism, or the extent to which an individual perceives that they are ignored or excluded by others (Williams & Zadro, 2001), appears to be a universal phenomenon that occurs across gender, age, and demographic lines (Ferris et al., 2008). For this purpose, a qualitative study has been conducted. Semi-structured in-depth interviews have been conducted with 10 transgender individuals: 4 transmen, 4 transwomen, and 2 transgender individuals. All participants were employed across diverse private organisations and were aged between 23 and 45 years. The study sought to explore whether workplace ostracism perceived by transgender individuals is intentional or unintentional. Interview transcripts were analysed using qualitative coding procedures, and themes were systematically derived through open, axial, and selective coding. The following are the six major themes that have been identified:1) Microaggression,2) Heteronormative Culture, 3) Tokenisation,4) Self-Doubt,5) Emotional Neglect and 6) Self-Serving Bias.

Keywords

Transgender, Ostracism, Diversity, Inclusion, Social Exclusion