Queer diversity management in the workplace: blind spots of feminism

Purpose This study aims to identify the blind spots of feminism regarding trans and non-binary individuals in the workplace and to develop an empirically grounded, queer-informed analytical framework, queer diversity management (QDM), that translates queer theoretical insights into organizational diversity analysis. The study emphasizes the importance of acknowledging individual differences in the workplace beyond gender binaries and preferences, with implications for welfare, rights, inclusion and organizational value creation. Design/methodology/approach This qualitative research used a combination of phenomenology, queer theory and grounded theory methodologies. Data were collected through snowball and purposive sampling from 228 trans and non-binary employees across various sectors. The approach prioritized the lived experiences and perceptions of participants to construct a bottom-up theoretical framework. Findings The study proposes the five-factor “Queer Diversity Management” framework, which expands queer theory in organizational contexts. The five factors include the following: improving and integrating workplace feminism, transgender, non-binary gender, queer theory, feminism; QDM; color-blindness management in differences; discourse management in the workplace; we-self-empowerment and productive differences. These dimensions illustrate how queer-inclusive frameworks can address gaps in existing feminist approaches and foster inclusive, innovative and empowering workplace environments. Research limitations/implications The study is limited to qualitative data from self-identified trans and non-binary employees, which may not fully capture the diversity of experiences across cultures and organizational types. Future research could expand this model through comparative or longitudinal studies. Practical implications QDM offers actionable insights for organizations, HR practitioners and policymakers aiming to foster inclusivity and productivity. The framework supports relationship-building across stakeholder levels and helps businesses unlock creativity and innovation through embracing diverse identities. Social implications The findings challenge prevailing norms of workplace gender inclusion, promote social justice for marginalized identities and highlight the transformative potential of queer perspectives in achieving equity and collective empowerment. Originality/value This study contributes a mid-range, empirically derived framework that interrogates the organizational limits of dominant feminist and QDM paradigms through queer analysis. The QDM framework introduces an alternative, inclusive lens for understanding and managing diversity in the workplace, grounded in empirical data and lived experience.