The Malta Gay Rights Movement (MGRM) has published a research study on the experience of transgender individuals in Malta, particularly with respect to employment, and employers' preceptions of transgender individuals. This publication is part of ESF 60, a project funded through the European Social Fund and the Sigrid Rausing Trust.

The aim of this research was to gather local data on the experiences of trans individuals residing in Malta and to explore the attitudes of employers towards trans job-seekers and employees. Seven in depth interviews were conducted with trans individuals. An online survey was also conducted with employers to which there were 67 respondents as well as 15 in-depth interviews with a cross-section of employers and equality bodies.

Most often the barriers faced by trans people are due to a lack of awareness and knowledge about the needs of trans people, particularly when it comes to employers, educators and healthcare providers. Irrelevant of the school, trans students who came out or were transitioning during school age reported being treated badly by fellow students and teaching staff. The educational level reached by trans people is not representative of the population, and those completing post-secondary and tertiary education are few.

Four of the seven respondents admitted attempting suicide, some more than once. Positive experiences of work were limited to those who were self-employed. The first contact with health services was the family doctor, who, in all cases proved to be an understanding and supportive figure in their lives, despite lacking information and knowledge of trans issues. All of the respondents stated that they have experienced and still experience difficulty in accessing trans-related health care.

The research indicates that a great deal still needs to be done to increase awareness and tackle prejudice and discrimination towards transgender employees. Over 1,000 surveys were distributed online with just 67 questionnaires being submitted, of which only 46 were complete. Most respondents were from the private sector and around 60% were Maltese-owned companies.

Most of the companies had quite a diverse workforce in relation to race/ethnic origin, disability, religion, sexual orientation, age and gender. 77.6% of the 46 respondents stated that they had an equal opportunities policy. However, in 71.7% of the cases this is not written. Encouraging for this study is that 95.3% of equal opportunities policies include discrimination on the ground of gender. This is a positive step as discrimination on the grounds of gender identity would therefore be covered under such policies.

A number of in-depth interviews were also conducted with HR managers of companies from various sectors. Generally, the research suggests that the bigger the company the more tolerant management is likely to be. Findings also point to a lack of awareness of trangender issues. Many failed to distinguish between gay, lesbian and transgender. The study also shows that there is more tolerance towards gay and lesbian individuals since these are less "visible" than transgender persons.

69.6% of respondents would allow pre-op trans persons to use bathroom facilities appropriate to their gender identity and 89.1% would allow post-op trans persons to use bathroom facilities appropriate to their gender identity. Yet only 28.3% would allow trans persons to make use of annual leave only when undergoing surgery, implying that they do not see gender reassignment as a necessary medical procedure. 35% of respondents do not feel competent in explaining to other staff about a colleague’s transition and only 9.8% of the respondents had scheduled training on LGBT issues.

97.6% of the respondents stated that they would treat a transgender person presenting him/herself for an interview equally and on par with other interviewees. Yet from the analysis of the interviews, it is very obvious and clear that transgender individuals suffer from discrimination at the workplace from the very first stages, that is, at interview and recruitment stage.

This report makes a number of recommendations. Firstly, Malta needs to provide Gender Reassignment Treatment or access to it (abroad) without excessive restrictions and ensure that anti-discrimination laws and national policies are in full compliance with the provisions and spirit of EU Directives. Malta needs to legislate on rights of transgender persons. Changes to official documents with regards to gender recognition need to be facilitated also for pre-operative and non-operative trans persons. Malta also needs to widen the scope of gender recognition for trans persons to include not just changes to official documents but access to fundamental rights such as marriage.

Another recommendation is to provide training for Trade Union officials and shop stewards on trans issues. Trade Unions should specifically mention gender identity and expression and trans issues in collective agreements and take these issues into negotiation with employers. Employers should have a written equality policy which refers to gender identity and expression. In the absence of gender neutral toilets, the management should always allow the trans individual to use the toilets appropriate to the assumed gender.

As part of the same ESF 60 project, MGRM also published guidelines for employers on transgender issues at the workplace.

ESF 60: The Inclusion of Transgender Individuals into the Labour Market - A Research Study

R. Baldacchino, C. Grech, G. Calleja (ed), 2008

Transgender Issues in the Workplace - Guidelines for Employers

Part of ESF 60, 2008