Article One
While transgender employees face stigma in the workplace from non-conforming individuals, their mental states also contribute to a significant amount of the same bias. Some studies revealed that stigmatized transgender employees who also suffer forms of mental disorders need to be examined differently. The studies mentioned in the article only speak about the need for specialized examination and intervention strategies for such employees. However, they do not give any clear strategies for sorting the issue of double-stigma where transgender employees also face stigma for mental disorders. However, the authors do a good job highlighting the plight of such double-stigmatized employees based on the fact that their conditions predispose them to severe forms of depression and even suicidal tendencies. Therefore, more attention needs to be directed to sorting this form of stigmatization.
Article Two
A large number of countries do not offer employment antidiscrimination policies for gay employees. The results are that many such employees face varying levels of discrimination in the workplace. The article authors seemed to have introduced the issue very well. They even demarcate their three studies quite well to identify the effects of an existence of such policies on the employability of gay job applicants as well as their life at the workplace. However, this study may have benefited more from a clear demarcation of gay genders because gay men and gay women are treated differently. Such parameters should have been introduced into the study in order to identify any differences based on gay being men or women.
Article Three
One of the largest groups of transgender employees that face discrimination at the workplace is female-to-male ones. Although all transgender employees face some degree of workplace discrimination, those that attempt to acquire the workplace dynamic enjoyed by men seem to suffer the most. The authors introduced the topic very well and even developed the study methodology flawlessly. However, the number of participants that the study engaged seemed small compared to the ramifications of the study in the transgender employment discrimination dynamic. Although the possibility of finding female-to-men transgender participants in one region willing to engage in such studies is slim, the study could use more subjects. Additionally, the use of structured interviews seems to introduce an aspect of being led in terms of interviewing.
Article Four
The levels of discrimination that the lesbian, gay, bisexual, transgender community faces in the workplace are worrying. Some states have in place some forms of workplace anti-discrimination policies, but their effects are either weak and underdeveloped or simply non-implemented. The issue seems to be generating a lot of interest in the United States where more than 8 million people belong to the LGBT community. The article introduces the matter and covers it with an in-depth social science perspective. However, the authors seem to get absorbed in the process of introducing the plight of the victims and fail to form an argument for the introduction of viable solutions adequately. While they suggest the formation of special policies and legislation, their attempt to offer solutions ends there.
Article Five
The article introduces the issue of workplace discrimination very well and even mentions some of the most common effects of the vice. It mentions the hardships such harsh treatment of transgender employees face and highlights their plight in the perspective of employment discrimination. The authors have treated the issue respectfully without compromising on the quality of argument for the introduction of workplace anti-discrimination policies. One problem with the manner in which the authors have tackled the issue is that it is too generic. Not only does the society need to know about the plight of transgender employees at the workplace, but they also need to have conversations on sorting the issue out. Some of the effects of the vice are devastating.
Article Six
One of the largest groups of transgender employees that face discrimination at the workplace is female-to-male ones. Although all transgender employees face some degree of workplace discrimination, those that attempt to acquire the workplace dynamic enjoyed by men seem to suffer the most. The authors introduced the topic very well and even developed the study methodology flawlessly. However, the number of participants that the study engaged seemed small compared to the ramifications of the study in the transgender employment discrimination dynamic. Although the possibility of finding female-to-men transgender participants in one region willing to engage in such studies is slim, the study could use more subjects. Additionally, the use of structured interviews seems to introduce an aspect of being led in terms of interviewing.
Article Seven
Career development for an individual that has gone through sex-change surgical procedures is a growing problem because of the complexity of the processes involved. The article highlights the plight of such individuals from the perspective of victims that have undergone the process and fail to retain their employment or find work after that. It introduces the reader to the facts of hardships in terms of career development when an employee has undergone a sex change. It also mentions the discrimination such individuals face after the surgical procedure. However, it becomes too generic by not providing clear strategies. Although the authors have informed society of the career development plight of individuals that have changed their gender, it does little afterwards in circumstances that require a lot more.
Article Eight
The article is a chronological account of events surrounding the plight of transgender discrimination in the workplace from 1998 to 2008. It demonstrates the changes that have taken place in the span of time between 1998 and 2008. The authors have done a good job of demonstrating the increasing awareness and tolerance for transgender employees in the decade under consideration. They even give accounts of milestones in the development of policies that seek to criminalize sex-based discrimination at the workplace in the course of time. However, one weakness of the otherwise informative treatise is its lack of a futuristic perspective. Considering that the current state of affairs is better, the article would have benefited from a mention of desirable strategies that would have reduced workplace discrimination for transgender job applicants and employees.