An examination of workplace demands and resources among trans/nonbinary employees

Although research identifies inclusion as a critical workplace experience for transgender and nonbinary (TNB) employees, less is understood about the mechanisms that explain why and how inclusion drives outcomes. To address this gap, we draw from Conservation of Resources (COR) theory to identify and test which workplace resources explain TNB people’s experiences with inclusion and their relationship to engagement and burnout. Specifically, we asked TNB participants (N = 200) to describe their experiences at work and the actions their employers could take to improve inclusion. Using the same sample, we designed and tested two double moderation-mediation models concentrated on the types of support described by participants and the value placed on each. Our findings suggest the most negative experiences TNB people face at work occur in interactions with coworkers and customers, more so than with management or human resources. We also found three types of resources – coworker support (interpersonal), managerial support, and perceived organizational support (POS) (institutional) – explain why inclusion matters and under what circumstances. This study extends our understanding of the mechanisms for workplace inclusion to occur and provides organizations direction on where to place emphasis on much-needed resources for TNB employees.