Inclusion of Non-Binary and Trans People in the World of Work
When companies and organizations have a diversity strategy, the inclusive climate for non-binary and trans people is perceived to be significantly higher than in organizations without a diversity strategy. In Switzerland, too little is known about the gender-identity-inclusive practices of local companies and public organizations to promote the inclusion of non-binary and trans people in the workplace. This is shown by the Swiss Diversity Study conducted by the ZHAW School of Management and Law.
This year's study analyzes the gender-identity-inclusive initiatives that organizations in Switzerland are implementing to take non-binary and trans people into account. This means the implementation of one or more practices aimed at improving the workplace experience of trans and non-binary people so that they can reach their full potential. According to the study, functioning diversity initiatives not only promote perceived inclusion but also indirectly positively affect performance. "In Switzerland, people with a non-binary gender identity and trans people are exposed to discrimination, harassment, violence, isolation, and exclusion because of their identity. They are also heavily disadvantaged by unemployment throughout their professional lives," says Head of the Study, Dr. Daniela Frau, from the ZHAW School of Management and Law.
Inclusion of trans and non-binary people remains marginalized
In diversity management, the inclusion of trans and non-binary people remains a marginalized area. The results of the study indicate that the existence of an organizational diversity strategy indirectly promotes the advancement of all practices. Respondents in organizations with a diversity strategy selected more measures in all three practices (responsibility practices, non-discrimination practices, and resource practices*) than those in organizations without a diversity strategy. There are also significant differences in the perception of a gender-identity-inclusive climate. However, a thematic comparison of diversity initiatives reveals that the topic of gender identity is currently only in seventh place. The most pressing initiatives continue to include binary gender equality between men and women, protection against discrimination, and the reconciliation of work and private life.
Different weighting of non-discrimination measures
When comparing responsibility, non-discrimination, and resource practices, it is clear that non-discrimination measures for trans and non-binary people are in the foreground. In particular, formal institutional measures (e.g., the objectification of recruitment and assessment systems and inclusive communication measures) were selected more frequently than behavior-based measures (e.g., training and skills development). Concerning responsibility and resource practices, it is noticeable that these already require specific competence within the organization (e.g., consulting and coaching services) as well as additional time and financial resources.
Challenges for companies
Companies cite a traditional organizational and management culture as their greatest challenge. In addition, they mention the scarcity of resources for diversity management, forcing a focus on diversity issues with a legal basis. Respondents also cited barriers in IT systems and processes that require mandatory binary gender information as problematic.
About the study
This third empirical Swiss Diversity Study analyzes the diversity management measures organizations in Switzerland implement to include non-binary and trans people. In a quantitative online survey, participants were asked about implemented responsibility practices, non-discrimination practices, resource practices, implementation challenges, and the perceived gender-identity-inclusive climate. A total of 139 respondents took part, comprising middle and senior managers and HR and diversity specialists, primarily in large organizations in German-speaking Switzerland. The study was commissioned by the Swiss Diversity Association and financed by BKW.
A digital version of the study (in German) can be found at https://doi.org/10.21256/zhaw-31696
*Explanation of the practices:
Responsibility practices ensure that the diversity goals are achieved by increasing the organization's sense of responsibility. Non-discrimination practices ensure that systems, processes, and behavior-based decisions are objective and not based on unconscious bias. Resource practices are opportunity-oriented measures created for socially disadvantaged groups (e.g., counseling services for discrimination cases, promotion of communities, etc.).