Inclusion as a buffer: workplace microaggressions and internalized transphobia

Purpose Despite increasing workplace protections for transgender and gender diverse (TGD) individuals, microaggressions remain prevalent in organizational settings. In the context of growing societal scrutiny towards diversity, equity and inclusion (DEI) initiatives, and a heightened backlash specifically targeting trans communities, it is crucial to understand how inclusion shapes the experiences of TGD employees. Design/methodology/approach Using an online survey of 366 TGD employees, this study examined how workplace microaggressions relate to internalized transphobia, and whether transgender community connectedness and perceived organizational support may moderate this relationship. Findings Workplace microaggressions were significantly and positively associated with internalized transphobia. Additionally, community connectedness appeared to serve as a consistent protective buffer, weakening the positive association between microaggressions and internalized transphobia. In contrast, the association between microaggressions and internalized transphobia was stronger at higher levels of organizational support compared to lower levels, suggesting that unmet expectations of inclusion may intensify the harmful effects of discrimination. Practical implications These findings highlight the importance of creating inclusive environments that foster community spaces and ensure that organizational inclusion efforts are accompanied by concrete actions to address discrimination. Originality/value This study contributes to the workplace minority stress literature by examining how community and organizational inclusion resources shape the relationship between workplace microaggressions and internalized transphobia among TGD employees, suggesting that different forms of inclusion may operate in distinct ways.