Factors influencing the development of trans-inclusive workplace and organizational policies in Thailand

Abstract

Purpose This study critically examines how both internal and external factors contribute to the development of trans-inclusive policies. The research explores the complex factors influencing trans-inclusivity in Thai workplaces, offering valuable insights and raising awareness to foster both academic discourse and the practical implementation of strategies. I challenge the Theoretical Framework of Inclusiveness at Workplace (Smith, 2020), to address the addition factors contributing to trans-inclusive workplace. Additionally, the paper contributes to the evidence of trans-development workplace in practices and the challenges. To summarize, this paper shed new insights and discussions toward trans-inclusive workplaces which could be positively enhance trans-inclusive workplace worldwide. Design/methodology/approach In this qualitative study, in-depth interviews were conducted with six Thai companies from various sectors which are listed on the Stock Exchange of Thailand. Six companies were selected as cases, to allow for comparison and evaluation of the differences and outcomes resulting from the implementation of international and national standards. Regarding research respondents, the participants were selected by a snowball sampling technique, starting from top-level executives to human resource, line managers and team members (both trans- and cis-employees). Overall, 72 employees were interviewed, including 15 trans-employees. Additionally, 10 key informants from gender-related government sectors and non-government organizations were interviewed. Findings The research shows policy development between sectors and organizations in Thailand. The strongest organizations had multiple policies, supported by the leadership, climate and commitment within the company. The paper addressed the factors for creating trans-inclusivity such as internal (visibility and influence of interpersonal interactions with trans-employees, trans-role models and LGBTQI community support, profit oriented, business competitiveness, headquarter and joint venter policies) and external (social acceptance, awards, legal and national policies, clients and investor needs). Additionally, the finding poses interesting discussion such as trans-familiarity, knowledge transfer from transnational actors for structural changes. Research limitations/implications This paper, while it provides a point of comparison, may limit generalizability to other cultural contexts. To manage the scope of the research, the current study focused on large companies listed on the Stock Exchange of Thailand, all subject to similar regulations. Small, medium and startup enterprises, which may not adhere to these regulations, may evidence different patterns and provide directions for further investigations. Additionally, the sample size of transgender men in particular was limited and the data does not allow for in-depth comparison across gender groups and warrants further investigation. The contradictory and complex ways in which visibility may both empower or continue to marginalize LGBTQ groups is a fruitful direction for further research. Future research can also investigate the applicability of these findings across varied minority groups and cultural contexts. Practical implications In practical terms, the research highlights the link between trans-employee visibility and inclusive leadership. Affinity groups and human research officers should engage management toward translating trans-inclusivity into formal policies. The findings reinforce that structural change requires collaboration between internal and external actors with access to power. Paradoxically, presence and familiarity with minority groups within the organization may lead to complacency regarding need for deeper structural or formal policies. Further, visibility at mid-to-senior management levels was a pivotal factor for promoting inclusivity, and not, merely about number of employees or roles, revealing how visibility, without structural support, may foster complacency rather than progress. Social implications By advocating trans-inclusive policies and practices, this study facilitates the cultivation of more supportive and respectful workplace cultures, benefiting employees of all genders and backgrounds. These findings shed light on the interplay between visibility/familiarity, and their implications for trans-inclusive policies, a facet relatively underexplored in previous gender and diversity literature. The contradictory and complex ways in which visibility may both empower or continue to marginalize LGBTQ groups is a fruitful direction for further research. Our research contributes to the existing trajectory of research on LGBTQ rights in Thailand while also providing useful comparative insights and evidence from non-Western contexts on advancing gender diversity, equity and inclusion in the workplace. Originality/value The theoretical and literature background and deepened our analysis to highlight the unique insights and significance of our findings through examining the internal and external factor that led to development of trans-inclusive organizational policies in organizations (or not) in Thailand. The comparative research design allows for some sectoral insights as well as insights on contrast in organizational cultures and leaderships as well as the local/global connections which foster change. We have further contextualized the findings in relation to existing literature and current trends including recent global discussion on rolling back DEI policies and trans-exclusion. Given this context we feel our study has valuable insights on how paths toward organizational policy development may overlap or diverge across organizations and sectors. In particular our study brings out the paradox between where visibility and apparent acceptance may not be sufficient in enacting formal organizational policy and may have a limiting externally driven, gender-blind approach even while purporting support and acceptance. The study also provides a snapshot of the current range of relevant organizational policies and practices existing across exemplar organizations in Thailand, from government mandated non-discrimination policies to internal formal and informal welfare policies and support systems. As such we believe these are all valuable insights from a practical perspective for organizations, and also for organizational and gender and sexuality scholars in the region and globally, as well as rights advocates.