The statistical findings of these studies are necessary for documenting that the workplace is not a neutral location that rewards workers on the basis of human capital alone. Rather, the abilities and skills of workers are filtered through various cultural schemas that advantage whiteness, heterosexuality, and maleness (Ridgeway and Correll 2004; Valian 1998). Yet the mechanisms and social processes that produce these unequal outcomes - mechanisms that generally are more identifiable via qualitative methods - needs to be a central part of this research on workplace discrimination (P. Martin 2003). Without the "common element of [inequality's] daily unfolding" (Fenstermaker, West, and Zimmerman 2002, 22), the cultural schemas that underlie these unequal outcomes remain hidden - which naturalizes inequality and makes change seem daunting.
Analyzing these social processes in the experiences of transgender workers shows that leveling the playing field for workers who fall outside the norms of white, middle-class heterosexual maleness require interplay among legal protections, enforced organizational policies, and individual actions. Legal protections provide some official recourse for individuals who have experienced discrimination on the basis of a protected status. But the protections these laws offer work in practice only when supported by organizations and individuals. Construction sites legally cannot exclude workers on the basis of gender or race. Yet, when the inclusions of these workers is not supported by an organization, the numbers of women and people of color remain noly at the level of legallly defined quotas (Paap 2006).
A tripartite of legal protections, enforced organizational policies, and interactional adherence to these policies is necessary for effectively challenging workplace inequality. Organizations set the tone for the particular workplace culture by defining what types of interactions are acceptable and unacceptable.