This chapter explores how research methodologies and methods may be queered. Specifically, the chapter examines how equality, diversity and inclusion (EDI) scholars can queer methodological practice to support the aim of generating research on how lesbian, gay, bisexual, transgender and queer (LGBTQ) sexualities can be lived queerly in the workplace. The concepts of ‘queer methodology’ and ‘queering methodology’ are outlined, with emphasis placed on the latter for helping EDI researchers to enact the epistemological commitments articulated within queer theory. To illustrate, this chapter discusses how these are embodied in the author’s research on gay men’s friendships and in collaborative research on developing ‘anti-narrative’ interviewing. This interview technique is read as one way of engaging queer theory within methodological practice, drawing on Judith Butler’s work on performativity as a conceptual resource.
This chapter demonstrates how transpeople face formidable work and career-related challenges and barriers in the workplace, including the accommodations that employers should make to ensure that transpeople are provided with a safe, discrimination-free work environment. Outlining some of the principal concepts associated with the study of transpeople in the workplace, this chapter examines how queer theory can be deployed as a conceptual resource to advance organizational research on transpeople’s multiple and sometimes conflicting desires and goals around gender transgression and congruency, work and careers. The chapter concludes by offering some observations on recommendations for improving the work lives of transpeople such as trans-inclusive policies regarding the use of changing rooms and male/female toilets, the importance of using appropriate gender pronouns when referring to transpeople, and providing ongoing support for employees who engage in processes of gender transitioning.