The status of transgender rights presents a national crisis, and organizational communication scholars must mobilize activist scholarship in which the “T” in “LGBT” (lesbian, gay, bisexual, and transgender) matters in the argument presented and changes proposed. The purpose of this study was (a) to acknowledge transgender members as worthy of focused organizational study and (b) to theorize a transgender standpoint epistemology in an organizational context—an epistemology rooted in a standpoint marginalized at the societal level, within the LGBT community, and in communication scholarship. I discuss my collaboration with a community organization called Trans*Spectrum, where I conducted 10 in-depth interviews with transgender employees. The study illustrates how gender identity, performativities, and presentation, as well as agency and privilege, coalesce within the bounds of organizational rules and norms to permit only certain bodies to navigate the workplace in particular, uniform ways. The results show how organizations could better curate spaces for acknowledgment, accommodation, and acceptance.

中文翻译：

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在工作中协商跨性别身份：将跨性别立场认识论理论化的运动

跨性别权利的地位带来了国家危机，组织传播学者必须动员激进主义学者，其中“LGBT”（女同性恋、男同性恋、双性恋和跨性别）中的“T”在提出的论点和提议的变化中很重要。本研究的目的是 (a) 承认跨性别成员值得重点关注的组织研究，以及 (b) 将组织环境中的跨性别立场认识论理论化——一种植根于 LGBT 社区内在社会层面被边缘化的立场的认识论，以及传播奖学金。我讨论了我与一个名为 Trans*Spectrum 的社区组织的合作，在那里我对跨性别员工进行了 10 次深入访谈。该研究说明了性别认同、表演和表现，以及代理和特权，在组织规则和规范的范围内合并，只允许某些机构以特定的、统一的方式在工作场所导航。结果显示了组织如何更好地管理空间以实现认可、适应和接受。