Recrutamento e seleção de pessoas transgêneros para o mercado de trabalho formal : as experiências de candidatos e profissionais de recursos humanos

Abstract

This dissertation, of a qualitative methodological nature, had the general objective of understanding how transgender people participate in the recruitment and selection processes of the formal job market of private organizations, based on the perception of candidates and human resources professionals working in these processes. To this end, semi-structured interviews were conducted with two groups of subjects: ten transgender people who have already participated in at least one recruitment and selection process for the formal job market and eight HR professionals who have already designed and/or conducted these processes with at least one transgender candidate. Through thematic content analysis with a posteriori categorization, the data were analyzed and then interpreted in light of the theoretical framework. It was identified that transgender people seek safe spaces that enable professional development. Transphobia is present in the recruitment and selection processes, especially when there is intersectionality, and is endorsed by compulsory cisgenderism, perceived by the effects of passability. As a result, there are insecurities regarding the disclosure of gender identity and when applying for jobs. Educational background and professional qualifications are markers that present barriers to entering the formal job market. In general, transgender people do not believe that organizations are interested in diversity, but rather in the strategic returns that the practice offers. HR professionals show that organizational culture is essential to identify organizations' interest in diversity and that their peers and other professionals in other areas are unprepared to conduct recruitment and selection processes with transgender people.