Abstract
Using stigma theory approach, we theorize that transgender people are discriminated because of the process from stigma to stereotypes, prejudice, and discrimination. Furthermore, building our argument around stereotype content model (SCM), we proposed that stereotypes for transgender people will also follow the universal dimensions of social perception, i.e., warmth and competence. The findings of the survey were partially consistent with the SCM. We found these two overarching themes, but transgender identity can fit into either high warmth low competence dimension or low warmth low competence dimension, not just one dimension. The managers have biases against transgenders, but if they see them as high on warmth dimension, that may elicit pity and active help. Such behaviours are not seen in case of low warmth assumptions from the managers. We discuss the implications of the findings on employment discrimination against transgenders and provide an inclusion strategy for organizations engaged in transgender inclusion.