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This study aims to examine how gender variation in trans identities shape exposure to bias and discrimination. The authors then examine how trans identities intersect with race/ethnicity, education and social class to shape exposure risk to bias, discrimination and harassment in the workplace.

The authors use data from the 2015 U.S. Transgender Survey with 24,391 trans-identified respondents. To account for the nested nature of trans people in state contexts, the authors use two-level logistic multilevel models. The authors are guided by Puwar’s bodies out of place as the theoretical grounding for this study.

The authors find significant differences in how trans women and men experience discrimination. The authors also find differences in race, education and social class. Finally, the presence of anti-discrimination policies presents mixed results.

The authors’ analysis reveals important differences in trans workers’ exposure to discrimination based on gender identity, social class, race/ethnicity and policy context, and draws upon a rich and large data set.

This paper aims to challenge the cisnormative and binary assumptions that underpin the management and gender scholarship. Introducing and contextualising the contributions that comprise this special issue, this paper critically reflects on some of the principal developments in management research on trans* and intersex people in the workplace and anticipates what future scholarship in this area might entail.

A critical approach is adopted to interrogate the prevailing cisnormative and binary approach adopted by management and gender scholars.

The key finding is the persistence of cisnormativity and normative gender and sex binarism in academic knowledge production and in society more widely, which appear to have hindered how management and gender scholars have routinely failed to conceptualise and foreground the array of diverse genders and sexes.

This paper foregrounds the workplace experiences of trans* and intersex people, which have been neglected by management researchers. By positioning intersexuality as an important topic of management research, this paper breaks the silence that has enwrapped intersex issues in gender and management scholarship. There are still unanswered questions and issues that demand future research from academics who are interested in addressing cisnormativity in the workplace and problematising the sex and gender binaries that sustain it.