At work: Harassment and ill-treatment

As well as being excluded from the labour market, trans people face problems in the workplace. Several Nordic studies show that trans people are subjected to discrimination and harassment at work. Many have experienced poor treatment and microaggressions from managers, colleagues and customers.

During the conference, emphasis was put on the responsibility of employers to improve conditions for transgender people in Nordic workplaces, but the role of trade unions was also highlighted.

”More trade union representatives need to be active. We often ask for more knowledge, and we need it, but there are also things we can do. With the knowledge we have, we can give employers a kick and make them do better."

Daniel Hjalmarsson (SE), Strategist at Akademikerförbundet SSR

During the conference, several recent reports and guides were presented that offer guidance for employers. One example is the Swedish report ‘God arbetsmiljö för hbtqi-personer – en forskningsbaserad guide till arbetsplatser’ (A good working environment for LGBTI people – a research-based guide for workplaces). It is produced by the Swedish Agency for Work Environment Expertise and provides guidance for employers when an employee transitions, among other things.

The conference also saw the presentation of the Norwegian study ‘Jeg vil ikke ha oppmerksomhet, men jeg vil ikke være usynlig’ (I don’t want attention, but I don’t want to be invisible), published in spring 2024, which provides recommendations to employers on how they can promote better conditions for transgender people in the workplace. However, it is not always easy to give universal advice as each person varies when it comes to how open they want to be in the workplace.

”What one person appreciates might be difficult for someone else. For example, some people find it empowering when their workplace displays a transgender flag during Pride Week, while others find it creates an uncomfortable hyper-visibility."

Camilla Stub Lundberg (NO), Senior researcher at OsloMet Metropolitan University and author of the study ‘Jeg vil ikke ha oppmerksomhet, men jeg vil ikke være usynlig’ (I don’t want attention, but I don’t want to be invisible).

During the conference, several experts emphasised the importance of creating a positive work environment for openly trans people, as well as those who are not openly trans. One participant said that it is always best to assume that a trans person is listening, as trans people are everywhere. In addition, the workplace may include parents, siblings, children and partners of trans people, who are also affected by negative rhetoric.

Daniel Hjalmarsson (SE). Photo: Maja Brand

FACT BOX:
Recommendations for employers

Provide competence-raising courses to increase the knowledge of managers, HR representatives, deputies and safety representatives about transgender people and people with gender incongruence. In particular, the study shows a need for expertise on transitioning.
Ensure a follow-up for transgender people and people with gender incongruence that is oriented around the individual, flexible and conducted on the individual’s terms.
Develop trust-based diversity management to give transgender people and people with gender incongruence the courage to talk and be open when they want and need.
Promote gender-neutral changing rooms/toilets/uniforms.
Ensure correct use of personal pronouns.
Raise awareness among managers, HR representatives, deputies and safety representatives of the polarised and sometimes offensive public debate about transgender people and people with gender incongruence, which can also affect the work environment.

Source: ‘Jeg vil ikke ha oppmerksomhet, men jeg vil ikke være usynlig’ (I don’t want attention, but I don’t want to be invisible).

FACT BOX:
Guidance for employers when an employee transitions

Hold a one-to-one discussion focusing on the employee’s individual needs. The discussion should include the employee, the manager and possibly an HR representative. Examples of questions to raise: How open does the employee want to be about/during their transition? Should the team be informed and if so, how? Have the employee’s pronouns and/or preferred name changed? How does the employee want this information to reach others in the workplace? Will the employee’s legal gender change? Does the employment contract need to be updated? How can the manager or HR support the individual in the best possible way?
Draw up a plan based on the individual dialogue. The plan should specify the steps to be taken and who is responsible for them.
Implement the plan. After a period of time, the manager and/or HR should also have an evaluative dialogue with the employee to ensure that their needs have been met and that their work environment has not deteriorated.

Source: ‘God arbetsmiljö för hbtqi-personer – en forskningsbaserad guide till arbetsplatser’ (A good working environment for LGBTI people – a research-based guide for workplaces).