This study provides empirical patterns regarding trans people's self-esteem-oriented reflections during observations of positive workplace actions. The case of a 2015 UK workplace guide is utilized to fulfil our aims. We adopt Rawls' political philosophy framework in order to evaluate whether trans people's self-esteem-oriented concepts might be enhanced by policy makers' positive actions. The study does find that trans people's self-esteem and self-respect are enhanced by policy makers' positive actions to promote inclusivity in the workplace. Due to these actions trans people feel more accepted, valued and trusted by the government. We suggest that if a workplace policy is perceived to be recognizing trans people's worth this may be internalized, resulting in positive self-evaluations by trans people. In addition, we present empirical patterns from HR departments which have been aware of the workplace guide. HR officers suggest that the workplace guide informs their strategies, and positively affects the creation of a more inclusive workplace culture, the corporate profiles of their firms and staff organizational behaviours (such as, achieving results, fostering collegiality, reducing complaints) and addresses LGBT business and trans staff-members' needs. We suggest that if employers adopt policy makers' positive workplace policies aiming to increase inclusivity, they may be able to realize positive organizational outcomes in their firms.

中文翻译：

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工作场所的积极行动，跨性别者的自尊心和人力资源评估

这项研究为跨性别者在积极的工作场所行为观察中以自尊为导向的反思提供了经验模式。我们采用了2015年英国工作场所指南中的案例来实现我们的目标。我们采用罗尔斯的政治哲学框架，以评估决策者的积极行动是否可以增强跨性别者的自尊导向概念。该研究确实发现，决策者采取积极行动促进工作场所包容性可以增强跨性别者的自尊和自尊。由于采取了这些行动，跨性别者感到政府更加接受，重视和信任。我们建议，如果工作场所政策被认为是承认跨性别者的价值，则这可能是内在的，从而导致跨性别者的积极自我评价。此外，我们介绍了已了解工作场所指南的人力资源部门的经验模式。人事专员建议，工作场所指南可指导他们的策略，并积极影响更具包容性的工作场所文化的创建，公司的公司概况和员工的组织行为（例如，取得成果，促进合议，减少投诉），并应对LGBT业务以及跨性别员工的需求。我们建议，如果雇主采取政策制定者积极的工作场所政策以增加包容性，他们可能能够在其公司中实现积极的组织成果。并积极影响创造更具包容性的工作场所文化，公司的公司形象和员工的组织行为（例如，取得成果，促进合议，减少抱怨），并满足LGBT业务和跨性别员工的需求。我们建议，如果雇主采取政策制定者积极的工作场所政策以增加包容性，他们可能能够在其公司中实现积极的组织成果。并积极影响创造更具包容性的工作场所文化，公司的公司形象和员工的组织行为（例如，取得成果，促进合议，减少抱怨），并满足LGBT业务和跨性别员工的需求。我们建议，如果雇主采取政策制定者积极的工作场所政策以增加包容性，他们可能能够在其公司中实现积极的组织成果。