BACKGROUND

Given that the referenced material makes use of different concepts, this glossary collects terms that appear in this knowledge review. As there are slightly different conventions in different Nordic countries, brief explanations are sometimes also included.

Collective term for experiencing oneself as being a woman or a man and being trans. Binary means that something is divided into two, and in this context refers to the division of people into two sexes, women or men. A binary trans person does not identify with the legal gender they were assigned at birth but identifies as either woman or man. In the Scandinavian-speaking countries, the terms trans woman and trans man are often used. In Finland, the terms transfeminine and transmasculine are commonly used. 

A person whose gender identity corresponds to the (legal) gender they were assigned at birth. In simple terms, a cis person is someone who is not trans. The term was created to describe the norm. The word 'cis' is Latin and means 'on this side of'. 

Gender dysphoria means that you suffer from, or experience obstacles in your everyday life since the gender you were assigned at birth does not match your gender identity. A common form of gender dysphoria is bodily gender dysphoria - that parts of the body do not feel right because they do not match your gender identity. Gender dysphoria can also be social, meaning that others do not see and treat you as who you really are. Not all trans people have gender dysphoria. Gender dysphoria can look different for different people – for example, it can involve different parts of the body and be different in different situations. If you have gender dysphoria, you may want to undergo gender-affirming treatment. Often the treatment reduces the gender dysphoria.

Gender expression is about how you express your gender through, for example, clothing, tone of voice, hair on your head, hair on your face, hair on your body or make-up. Norms for gender expression vary over time and depend on where you are in the world and on social class. Not everyone has the gender expression they would like to have. For example, some people want to change their body with hormones before they start living more according to their gender identity, or it may not be safe for a person to express their gender in the way they want. 

Gender identity is a person’s self-experienced gender, for example the experience of being a man, a woman, or a non-binary person. Most people, both cis and trans, experience themselves as having a gender and thus have a gender identity. An exception is people who are agender who do not experience themselves as belonging to or having any gender. 

Gender incongruence is the experience that the gender you were assigned at birth does not match your gender identity. Incongruence means that something does not match something else. Most trans people experience or have experienced gender incongruence at some point. If gender incongruence is associated with psychological distress or creates obstacles in everyday life, it is called gender dysphoria. Not everyone with gender incongruence has gender dysphoria, but for example, being called by the right name and having your gender identity affirmed can be important for anyone with gender incongruence, whether or not you also have gender dysphoria. 

An umbrella term for different ways of modifying the body to make it more consistent with a person’s gender identity and/or to make a person’s gender identity more easily readable for others in social situations. Examples of gender-affirming treatments include hormone therapy, surgery, hair removal, or voice and communication training. Both binary and non-binary trans people may need gender-affirming care, but not all trans people do. 

Heteronormativity is the norm where the dominant belief is that there are only two genders – women and men – and that the two genders are the opposite of each other and are expected to desire each other. This means that heterosexuality is seen as the norm or 'normal', the expected, and that anything other than heterosexuality is seen as deviant.

The gender registered for a person in the population register in the Nordic countries. Legal gender is assigned in the absolute majority of cases based on the appearance of the external genitalia of the newborn.

LGBTI is an abbreviation for Lesbian, Gay, Bisexual, Trans, and Intersex. Following a decision by the Nordic Ministers for Gender Equality, the term is used in official Nordic cooperation to correspond to other international organisations. The collective term is used in this compilation, except when other publications are referred to and other terms are used. This could be, for example, LHBTI (used in Norway), HBTQ (used in Sweden) and LGBTQIA (used in Åland). The latter terms also include people who identify as queer or asexual. 

Being in a minority position increases the risk of being exposed to various psychosocial stressors, such as having to deal with bullying, discrimination, violence, or having to be on guard and prepared to be exposed or questioned. More every day, subtle negative events can also contribute to minority stress. These are called microaggressions and include, for example, looks and comments that reflect incomprehension or prejudice. 

A person who has the experience of not being a woman nor a man. There are many ways to be non-binary, for example experiencing yourself as being both man and woman, in-between or moving fluidly between man and woman, or as being a third gender, or completely beyond gender categories. Many non-binary people see themselves as trans, but not all do.

A term that can be used, for example, if a person has undergone gender-affirming care treatment and no longer see themself as being trans. Some people who transition thus experience being trans as a temporary experience rather than an identity, while others perceive being trans as a continuous lifelong experience and identify with the term, calling themselves trans men, trans women, or non-binary trans people. The term is also used to be inclusive of both persons who identify as trans persons and people who do not, but who have life experiences that can be described as trans experiences.

Queer can have several different meanings. It can be used as an identity and a means to break in some way with norms around gender, sexuality and/or relationships. Queer is also a term that can describe a critical approach to norms and can refer to both gender and sexual orientation.

An umbrella term for various individuals who experience that the legal gender they were assigned at birth does not match their gender identity and/or gender expression. The term includes both binary and non-binary gender identities.

Transfeminine people are usually assigned the gender of male at birth and identify themselves as, for example, woman or non-binary. In Finland, it is common to refer to trans women as transfeminine.

Transmasculine people have usually been assigned the gender of female at birth and identify as, for example, man or non-binary. In Finland, it is common to refer to trans men as transmasculine.

All the Nordic countries have anti-discrimination laws related to gender identity, as well as protections covering the labour market and service sector. All the Nordic countries have supervisory bodies responsible for discrimination legislation and plans for follow-up. On the Faroe Islands, Greenland and Åland, legislation varies widely in the area of discrimination. Åland has largely the same discrimination legislation as Finland, while Greenland and the Faroe Islands have virtually no discrimination protection for LGBTI people – in the workplace, in schools or in health care.

However, the number of reports to anti-discrimination ombudsmen regarding discrimination related to gender identity is relatively low and few judgements have been handed down. According to the Swedish Equality Ombudsman (DO, 2022), the number of unrecognised cases is assumed to be high.

When it comes to labour market regulation and wage setting, the model is similar across the Nordic countries. The Nordic model is based on labour market autonomy, a collaboration between the state and the labour market partners. The Nordic model is characterised by a high degree of unionisation and relatively extensive labour market regulation through collective agreements. Workers are largely organised in trade unions, while employers are represented by employer organisations. Wage setting is based on the principle that there should be negotiation between the parties, without government interference. Wages and employment conditions are regulated by collective agreement. In this context, there has long been a consensus that government interference in wage setting should be avoided as far as possible. Trade unions and employers, and by extension employer organisations, also have a major responsibility with respect to discrimination on the Nordic labour market. Employers are responsible for ensuring that employees and job applicants are not discriminated against, and employers must take active measures to prevent discrimination in the workplace. It is also forbidden to take any form of reprisal against people who have reported discrimination. Trade unions have a major responsibility to help their members in cases of discrimination, and workers are encouraged to first turn to their union if they experience discrimination.