Passing and coming out are two divergent individual strategies historically associated with the LGBTQ+ community as they struggle to fit in with normative expectations at work and in life. While coming out has gradually become more common in organizations and national contexts that offer safeguards for LGBTQ+ individuals, passing remains an option where no such measures are available. Drawing on interviews with working‐class LGBTQ+ individuals in a country with an adversarial context, that is, Turkey, we identify how varieties of passing, defined as acting and appearing to fit with the dominant sexual orientation and gender identity norms, are used as strategies of coping with institutional norms. Working‐class LGBTQ+ individuals are an important group to study as many draw their pride, power, and identity from their engagement with work and the labor market. Transcending the monolithic accounts of passing, we illustrate four variants of passing (i.e., normalized, defensive, strategic, and instrumental passing) that LGBTQ+ individuals deploy at work. Reflecting on the field study findings, we explicate how and why LGBTQ+ individuals choose to pass at work in each case.

Türkiye’nin güneydoğusunda 6 Şubat 2023’te, Kahramanmaraş’ın Pazarcık ve Elbistan ilçelerinde meydana gelen iki büyük depremin etkileri ile yaşanan can ve mal kaybı ülkenin afet yönetimi çalışmalarının ve bu konudaki sosyal politikalarının geliştirilmesi gerektiğine işaret etmektedir. Deprem sonrası sosyal politikalara sosyal dramaturji yaklaşımı ile baskın söylemler ve karşıt söylemler üzerinden baktığımız bu makalede, afet yönetimi konusunda çıkarımlar sunmaktayız. Araştırmanın amacı, sosyal politikalara yön veren yanlış ve yersiz söylemleri ortaya koymak ve delil temelli, etik ve kapsayıcı afet yönetimine yönelik sosyal politikaların oluşumuna yardım edecek bir analiz sunmaktır.

Silence in the context of work has different meanings across different settings. Turbulence induced by the privatisation of previously state‐owned enterprises presents a curious setting to explore worker silence. Turning to worker silence in the process of mass privatisation of sugar factories in Turkey, we examine why workers remained silent while resenting privatisation. We reflect on the experiences and perceptions of workers in the privatisation of sugar factories in an unregulated neoliberal country, where macro‐national and meso‐institutional mechanisms enforce worker silence Drawing on 48 interviews with workers from sugar factories, we demonstrate that worker silence deepened in the process of privatisation. The study provides evidence that an unregulated form of neoliberalism worsens worker silence through three distinct mechanisms: dismissal of democratic demands, marketisation of everything and decline of solidarity. We extend these mechanisms with 13 different corresponding forms.

Neurodiversity refers to differences in how people's brains work. Reportedly, human resource functions lag behind scientific developments in offering inclusive design for neurodivergent individuals. Drawing on the sociology of ignorance, we examine mechanisms and forms of ignorant design based on a qualitative study with 20 HR professionals in a country with an unsupportive context for neurodivergence. We expand the literature on an ignorant design by identifying three mechanisms and seven forms of ignorance that shape neuronormative HR policies and practices, revealing that HR practices often marginalise neurodivergent individuals by not recognising their contributions, enforcing neurotypical standards, and maintaining a superficial approach to inclusion. Our findings underscore the need for substantial changes in HR policies and practices, such as involving neurodivergent individuals in policy design, providing comprehensive neurodiversity training for HR professionals, and adopting evidence‐based and inclusive HR strategies. Further, a supportive national context is invaluable for neuroinclusion.

This chapter draws on the theory of heteronormativity and shows how it clashes with the talent potential and human rights of LGBT+ individuals in the workplace. Focusing on the boardroom, where heteronormativity is most pronounced, we explain what makes LGBT+ inclusion an international imperative for boardroom diversity. Finally, we outline how LGBT+ inclusion could manifest in the boardroom and introduce and develop a rainbow plan for change.