RETHINKING LEADERSHIP: EMBRACING TRANSGENDER PERSPECTIVES TO REDEFINE CORPORATE INNOVATION AND POWER

The central research question of this study is: “How do organizational perceptions of authority, rooted in traditional gender norms, impact the leadership opportunities for transgender individuals, and what advantages arise from alternative approaches to leadership?”. The purpose of this study is to explore the benefits of redefined, innovative leadership, through the lens of transgender experiences. The results are drawn from qualitative interviews with transgender professionals or aspiring leaders. Their lived experiences showcase the ways gender identity intersects with authority and leadership models. The study exhibits that transgender leaders often embody emotionally intelligent and relational leadership models, unlike traditional models that emphasize control and power dynamics. Participants of the study had to navigate through systemic exclusion throughout their careers, which led them to cultivate skills such as adaptability, collaboration, resilience, empathy, and conflict resolution. These qualities created working environments that relied heavily on trust, team cohesion and creativity, which are proven to be critical tools of corporate innovation. Findings of the study also revealed that existing gender biases are influencing who is perceived as a capable leader and who is not. Lastly, existing corporate diversity initiatives remain symbolically inclusive, failing to provide structural change. Ultimately, this thesis aims to highlight that transgender leaders challenge the status quo, by promoting a redefinition of leadership models that focus on authenticity, support, and care. The exclusion of transgender individuals from leadership positions is not only a moral and social issue, but also a missed opportunity that could drive development in the corporate world.