Exorsexism

Enforcing an XOR of gender (that is to say, “exorsexism” or “exornormativity” as I am currently calling it) basically states that the only allowable genders are wholly, exclusively male and wholly, exclusively female. To be neither or both (that is to say, to be nonbinary) is not considered valid.

Diversity management according to him has a broad range of effects by helping in eliminating or reducing discrimination or unfairness against minorities or targeted groups, including topics like sexism against women and exorsexism against transgender people, racism and xenophobia against other ethnicities and migrants, age discrimination against older employees, religious discrimination against other religions, heterosexism and homophobia against employees with different sexual identities and orientations, and discrimination against disabled people.

The research suggests that companies should promote gender diversity training and reconsider diversity management in the workplace. The review points to the need for more studies investigating how exorsexism manifests in the corporate environment and the legal implications of the omission of gender discrimination.

First, we introduce a comprehensive taxonomy of sentiment toward trans and nonbinary communities, grounded in sociological and gender studies frameworks. This taxonomy addresses critical gaps in prior frameworks by including underexamined subcategories such as transmisogyny, anti-transmasculinity, and exorsexism, enabling a detailed and intersectional understanding of trans-related sentiment.