7th April 2025
Comments suggesting they won’t fit into the organization’s culture or should simply be grateful to have a job at all, being addressed by their old names, and open bullying—these are some of the experiences faced by transgender people in the labour market, as revealed by a study conducted by the Equal Opportunities Ombudsman’s Office.
Personal Stories Are Shared Unwillingly
Participants in the study said they often risk having to reveal their gender identity to others during the very first steps of their job search.
This is especially common for transgender people whose gender identity has not yet been officially updated in their personal documents. When applying for jobs, they must use the information on their official documents. Then, at the interview, they may have to explain why their appearance does not match the gender listed in those documents.
To avoid bias and reduce the risk of being rejected, some people choose to introduce themselves using the name and pronouns from their resume, cover letter, or other application forms, and also during the interview. In these cases, the employer only learns about the difference between their documents and gender identity after the person is offered the job.
However, Equal Opportunities Ombudsperson Birutė Sabatauskaitė notes that this approach doesn’t always work. She explains:
“Whether someone can hide the fact that they are transgender—which should be part of their private life—depends on the situation. Where and how they apply also matters. For example, if someone is applying through the Employment Service or a public agency, they usually can’t avoid sharing personal data. In civil service job competitions, one of the first steps is showing an identity document. So, not everyone has the option to keep their gender identity private.”
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From Judgmental Looks to Open Discrimination
The study found that transgender people are often denied jobs, even if employers don’t directly mention gender identity as the reason. Instead, they give vague explanations—saying the person wouldn’t fit the company’s “culture” or “values,” or pointing to an “unusual appearance” or a supposed “lack of skills,” even when the applicant clearly meets the job requirements.
Sometimes, the discrimination is more direct. Patricia, one of the study participants, said:
“When applying for jobs, several companies told me during the interview that they didn’t want to hire people like me.”
For those who came out or began transitioning while already working, the process often brought negative consequences. These included tension within their teams and various forms of psychological pressure. While not always openly expressed, the hostility was strongly felt.
Viktorija shared her experience:
“nobody said anything to my face because this is a business environment, and they know they can’t. But the worst thing was that it came from my group leader. You can just feel that they hate you. It really hurt.”
A common and easily recognizable form of harassment was calling transgender people by their old name or using the wrong pronouns on purpose. This was done not only by co-workers but also by customers and was used to mock or humiliate them.
Some transgender people also shared experiences of being treated unfairly at work after transitioning. For example, tasks were taken away, or managers refused to adjust work conditions—even when needed for health reasons.
Giedrė, who took part in the study, faced such a situation. After starting hormone replacement therapy, she found it harder to do her physically demanding job. When she asked to be transferred to a different position, her manager refused, saying:
“No, no, no, you are a man, and you will stay there.”
Because of these kinds of experiences, many transgender individuals look for jobs where they can avoid direct interaction with others—like in the IT field. But this limits their career options.
The study warns that organizations that fail to create a safe and inclusive environment not only break the law but also miss out on the value that diverse perspectives can bring to a team.
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Employers Can Choose How to Respond
While many participants in the study shared negative experiences at work, not all interactions were hostile. Transgender people weren’t always met with hate speech or inappropriate questions. Some situations showed that employers and HR staff can choose how to respond—whether it’s during a job interview or when a current employee comes out as transgender.
Dovydas, for example, shared a positive experience with a consultant at the Employment Service. After registering with the name on his passport, he met the consultant, who noticed he appeared masculine and immediately asked:
“What name would you like to be called?”
Dovydas said, “she was very kind and respectful. I didn’t even have to explain anything.”
Dominik also described a supportive encounter. When applying for a job, he introduced himself as Dominik in a message. The HR manager, a bit confused by his deep voice during a call, asked for clarification when they met in person:
“She asked for my name, I said Dominik, and that was it. She informed the others who were part of the interview panel, and everything went smoothly. I had feared the worst, but instead, I was fully supported,” he said.
Unfortunately, such positive experiences are still rare. The Equal Opportunities Ombudsperson and the authors of the study encourage employers to actively support LGBTI+ inclusion and to clearly define how workplace harassment is handled.
Transgender individuals who face discrimination based on their gender identity can file complaints at the Office of the Equal Opportunities Ombudsperson. These cases are treated as sex-based discrimination.
The study was based on the experiences of 23 transgender and non-binary people who have worked or looked for work in Lithuania over the past five years. All names have been changed to protect their privacy.
This study is part of the the project Centering the Voices of Transgender People, carried out together with the Equality and Anti-Discrimination Ombud in Norway. The project is funded by EEA and Norway Grants.
