Every person should feel accepted at work. Organizations can signal that all identities are welcomed and protected through affirming factors in their environment, known as identity-safety cues. However, there are also things organizations can do to signal that certain identities are not welcome. Thus, the current study aims to identify the factors that can impact identity safety perceptions among transgender and gender expansive employees of color, as the past literature on transgender and gender expansive identity-safety cues predominately includes White-majority samples. This study analyzes the intersection of marginalized racial/ethnic and gender identities, and how these combined identities impact the perceptions of identity safety. Researchers conducted 21 semi-structured interviews through Zoom, which were analyzed by hand and through Dedoose software using reflexive thematic analysis. Results found that minimal, partial, or incomplete identity support may signal some identity safety, but the ideal inclusion is support for all identities, and the intersection of those identities. Indeed, limited identity support, insufficient organizational systems, performativity, and discrimination can restrict perceptions of identity safety, while interpersonal support, intersectional representation, and inclusive organizational policies can signal identity safety. Overall, results indicated that it is not sufficient for organizations to signal identity safety for one identity, or for each identity separately; but rather, intersectional support is needed to allow transgender and gender expansive employees of color to feel safe at work.

每个人都应该在工作中感到被接受。组织可以通过其环境中的肯定因素（称为身份安全线索）来表示所有身份都受到欢迎和保护。但是，组织也可以采取一些措施来表明某些身份不受欢迎。因此，目前的研究旨在确定可能影响跨性别和性别扩张的有色人种员工的身份安全感知的因素，因为过去关于跨性别和性别扩张身份安全线索的文献主要包括白人占多数的样本。本研究分析了边缘化种族/民族和性别身份的交叉点，以及这些组合身份如何影响对身份安全的看法。研究人员通过 Zoom 进行了 21 次半结构化访谈，这些访谈通过手工和 Dedoose 软件使用反射性主题分析进行了分析。结果发现，最低限度、部分或不完全的身份支持可能表明一些身份安全，但理想的包含是支持所有身份，以及这些身份的交集。事实上，有限的身份支持、不足的组织系统、表演性和歧视会限制对身份安全的看法，而人际支持、交叉代表和包容性组织政策可以表明身份安全。总体而言，结果表明，组织仅为一个身份或单独为每个身份发出身份安全信号是不够的;相反，需要交叉支持，让跨性别和性别广泛的有色人种员工在工作中感到安全。