fra-2014-being-trans-eu-comparative_en

Discrimination: experiences, awareness, reporting and perceptionsFigure 10: Positive measures and general openness at work (%)Very rare153946Fairly rare174143Fairly widespread224434Generally openSelectively openVery widespread344819Generally closedDon't know1136530 10 20 30 40 50 60 70 80 90 100Questions: C8A. During your employment in the last 5 years, have you …. - A. Been open about you being transgender at work? -B. Hidden or disguised that you are transgender at work? Response categories: never, rarely, often, always, does notapply to me – recoded into the categories shown in the key above.Base:B1. In your opinion, how widespread are the following in the country where you live? – F. Positive measures to promoterespect for the human rights of transgender people (for instance equality plans, public campaigns, specialised services,etc.) – response categories as listed in the figure.Trans respondents in the EU LGBT survey who were employed in the five years before the survey. Those who responded‘Does not apply to me’ were excluded from this calculation.Source: FRA, EU LGBT survey, 2012Experience with LGBT hostility at work in thelast five yearsThe low numbers of trans respondents who are generallyopen at work (16 %, see Section 1.2.2.) indicate thatmany trans persons manage their visibility consciouslyand in accordance with how they perceive their workenvironment. One in three trans respondents (35 %)who were employed on a regular basis in the five yearspreceding the survey have heard or seen negative commentsor conduct because a colleague is perceived tobe lesbian, gay, bisexual and/or transgender. Male crossdressers are the most likely to report this (45 %) andtrans men the least likely (28 %).The survey questions did not specify who was responsiblefor the negative workplace comments or conduct.It could be the management or work colleagues, but itcould also be others, such as employees of other cooperatingpublic or private organisations or clients.Furthermore, in the five years preceding the surveyalmost two in five (37 %) respondents often or alwaysexperienced a general negative attitude at work againstpeople because they are LGBT. Almost half of the malecross dressers (47 %) and gender variant respondents(46 %) indicate this. Again, trans men are the leastlikely to perceive there to be a general negative attitudeat work towards LGBT persons (29 %).To facilitate further analysis, replies were categorisedinto three groups: those who experienced a negativework atmosphere towards LGBT people (often oralways heard or saw negative comments or conductbecause a colleague is perceived to be LGBT and oftenor always experienced a general negative attitude atwork against LGBT people), those who experienced apositive work atmosphere towards LGBT people (neveror rarely heard or saw negative comments or conductbecause a colleague is perceived to be LGBT and neveror rarely experienced a general negative attitude atwork against LGBT people), and the rest, who experienceda mixed work atmosphere towards LGBT people(Figure 11).Half of all trans respondents who were employed in thefive years before the survey indicate a positive workatmosphere towards LGBT people (50 %), a quarter amixed work atmosphere (25 %) and a quarter a negativework atmosphere (25 %).A breakdown by identity group shows that male crossdressers, gender variant, queer/other respondents andfemale cross dressers report a lower than average positivework atmosphere towards LGBT people in the fiveyears preceding the survey, compared with other transgroups. Trans women and trans men are more likely toreport a positive work atmosphere.31