Policymakers should develop measures aimed at making conditions more inclusive for trans people in working life. Targeted support measures for trans people outside the labour market are needed, as well as specific measures for young trans people. Policy measures to improve conditions in related areas, such as housing and health care, are also needed.
Labour market actors, employers and trade unions have significant responsibility to improve conditions for trans people in Nordic workplaces. This goes for both recruitment processes and work environments.
Workplace culture is a crucial risk and health factor for trans people in work environments. The results show that labour market actors, not least employers, have important work to do with regard to attitudes and workplace culture to create more inclusive workplaces.
Workplace policies must be established before it is known that an employee is trans. It is important to create a positive work environment for openly trans people, as well as those who are not openly trans. There are trans people throughout society, so it should always be assumed that a trans person might be listening. In addition, workplaces may include parents, siblings, children, and partners of trans people, who are also affected by negative rhetoric.
Anti-discrimination ombudsmen and other equality bodies should further analyse the low rates of reporting in cases of discrimination and the reasons for this.
More knowledge is needed about conditions for different groups under the trans umbrella. Neither the FRA survey design nor previous Nordic surveys allow for more elaborate intersectional analyses of trans people’s experiences. More extensive knowledge about trans people with disabilities, migrant trans people and trans people with ethnic minority backgrounds, as well as other groups and intersections, is needed.