Furthering transgender inclusion in the workplace: advancing a new model of allyship intentions and perceptions

There remains a significant knowledge gap in HRM regarding the inclusion of transgender (henceforth ‘trans’) workers. We examine and apply emerging concept allyship (a specific form active support advocacy for minority groups) to trans workers, doing so we advance new model intentions perceptions. test our across two studies. The first extends theorising on perceived diversity climate (PDIC) social dominance orientation (SDO) explain how non-trans workers can exhibit intentions. When were presented with scenario co-worker disclosing their identity, find that SDO is negatively related intentions, yet PDIC moderates this relationship, such negative impact buffered by positive influence PDIC. second study builds upon psychological safety authenticity facilitates wellbeing find, survey positively associated at work; indirectly work engagement via former life satisfaction latter. provide critical insights into be advanced understand inclusion.