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Introduction: Gender affirming surgery of primary and/or secondary sex characteristics has been shown to alleviate gender dysphoria. A descriptive snapshot of current treatment preferences is useful to understand the needs of the transgender population seeking health care. This study aimed to describe preferences for gender affirming treatment, and their correlates, among individuals seeking health care for gender dysphoria in Sweden after major national legislative reforms. Methods: Cross-sectional study where transgender patients (n = 232) recruited from all six Gender Dysphoria centers in Sweden 2016–2019, answered a survey on treatment preferences and sociodemographic, health, and gender identity-related information during the same time-period. Factors associated with preferring top surgery (breast augmentation or mastectomy), genital surgery, and other surgery (e.g., facial surgery) were examined in univariable and multivariable regression analyses in the 197 people without prior such treatment. Main study outcomes were preferences for feminizing or masculinizing hormonal and surgical gender affirming treatment. Results: The proportion among birth assigned male and assigned female patients preferring top surgery was 55.6% and 88.7%, genital surgery 88.9% and 65.7%, and other surgery (e.g., facial surgery) 85.6% and 22.5%, respectively. Almost all participants (99.1%) wanted or had already received hormonal treatment and most (96.7%) wished for some kind of surgical treatment; 55.0% wanted both top and genital surgery. Preferring a binary pronoun (he/she) and factors indicating more severe gender incongruence were associated with a greater wish for surgical treatment. Participants with somatic comorbidities were less likely to want genital surgery, while aF with lacking social support were less likely to want internal genital surgery, in the multivariable analyses. Conclusions: In this sample of Swedish young adults seeking health care for gender dysphoria, preferences for treatment options varied according to perceived gender identity. Policy Implications: The study findings underline the need for individualized care and flexible gender affirming treatment options. The role of somatic comorbidities should be further explored, and support should be offered to transgender people in need. There is an unmet need for facial surgery among aM.

AbstractIn the 21st century, talent is dynamic, with workplaces being defined by diverse sexual orientations. In this context, a quantitative approach through the lens of a bibliometric technique of citation and co‐citation analyses was applied to study 456 publications on the topic of the transgender workforce from 1988 to 2022, and a co‐word analysis was used to showcase a visual representation of the concept. This research unravels significant lines of output; for instance, it assessed the publication efficiency of authors, journals, institutions, and nations. We obtained three clusters, which are: multilayered workplace discrimination against transgender employees, policies and practices to support transgender employees in the workplace, and the multi‐level impact of negative workplace experiences on transgender employees. Given the volume of literature, it is difficult for bibliometric analyses to unearth the entire knowledge structure of the concept. Therefore, this study attempts to understand the knowledge structure of the transgender workforce from a quantitative perspective. In addition, this study draws from and integrates disciplines like sociology, management, and psychology. Lastly, this research discusses how the concept has evolved over the decade.

Every cell has a genetic sex that is deter­mined at the time of fertilization. However, the natal sex of cells may not match the hormonal environment in which they reside in transgender individuals. This discordance provides a unique opportunity to study the short- and long-term effects across a range of cellular functions, health conditions, physi­ologic processes and psychosocial outcomes to the benefit of transgender and cisgender communities. While there is a growing body of knowledge as the literature on sex differences in virtually every organ system accumulates, there remains a paucity of data on the effect of cross hormonal therapy on cellular function in transgender individuals. Beyond cellular function, the effect of cross hormonal therapy on neuroanatomy, the interpretation of neuropsychological assess­ments or even the effect of daily stressors of stigma and discrimination on long-term neurocognitive function remain unclear.In 2011 the Institute of Medicine indicated that transgender adults were an understud­ied population and in critical need of more biomedical and population health research, yet the experience of stigma, discrimination, microaggressions, limited access to culturally competent care continue to make this an un­fulfilled mandate. In addition to using a life course perspective, it is essential to identify research gaps and formulate a responsive research agenda while maintaining scientific rigor and respectful involvement of the popu­lation under study. None of this, however, will enhance the participation of transgender communities in biomedical research until the transgender and biomedical research com­munities can engage in open, respectful and bidirectional dialogue.From respectful, sensitive and appropriate health care to culturally competent research engagement from study inception to data dissemination, transgender communities can make an important and valuable contribu­tion to biomedical research. Inclusion of their voices at all levels, including investigators from transgender communities, are essential to advance this much overdue scientific agenda. Transgender, cisgender and the biomedical research communities will all benefit from a more inclusive and expansive research agenda.Ethn Dis. 2020;30(2):247- 250; doi:10.18865/ed.30.2.247

Nearly a century ago, the Supreme Court sanctioned compulsory sterilization in Buck v. Bell, echoing eugenicists and reasoning that "[i]t is better for all the world . . . [if] society can prevent those who are manifestly unfit from continuing their kind." In addition to this eugenics-based rationale, compulsory sterilization in the early twentieth century also sought to punish and stigmatize LGBTQ persons, who were called "sexual deviants." Today, at least fourteen states and one territory continue to—in effect—involuntarily sterilize transgender individuals. In these states, transgender individuals must undergo sex-reassignment surgery before they can correct the gender on their birth certificates. This Article argues that like many of America's early sterilization laws targeting LGBTQ individuals, today's surgical requirement laws seek to advance three forms of animus that are separate from eugenics. First, these laws seek to deny transgenderism. Second, these laws seek to punish or stigmatize perceived deviance. Third, the laws impose a view of heteronormative sexual ethics, which seeks to define what sexual conduct is tolerable in society. As transgender rights advocates mount a new wave of legal challenges, they should challenge laws requiring surgery to change one's gender on a government-issued birth certificate. Such laws violate the fundamental right of bodily autonomy to choose and refuse medical treatment because they are not narrowly tailored to a compelling state interest. Instead, surgical requirement laws advance animus against transgender persons. These laws also echo the historical animus against LGBTQ individuals that motivated compulsory sterilization during the Buck era in the early twentieth century. Thus, litigation challenging surgical requirement laws presents an opportunity for the Court to definitively overturn Buck.

Prisons regulate identities and what rights get recognized and protected in a prison setting. Gender is a core element of identity that is policed by the prison system and by the law that governs prisons. Focusing on developments within Canadian transgender jurisprudence, this paper explores how prisoners' bodies that do not conform to a strict gender binary are defined as inhuman. By critically assessing the prison system and prison policy, this essay demonstrates how Canadian law has often failed to address the needs and lived experiences of transgender women in their interactions with the penal system. As case law demonstrates, the rights of cisgender women—that is, women whose gender and anatomy have aligned since birth—tend to trump the rights of transgender women. Implicit in this tendency is a judgment as to whom the law will recognize as 'real.' This paper challenges the logic of protecting women deemed authentic when such protection comes at the expense of transgender women. To that end, the pivotal cases of Kavanagh v Canada (Attorney General) and Forrester v Peel (Regional Municipality) Police Services Board are examined. These cases show how the law's reliance on genitals as the primary signifier of gender contributes to the dehumanization of the transgender subject in a prison setting. In order to query this logic of genitocentrism, this paper also examines developments in transgender jurisprudence outside the prison context. It concludes with an analysis of XY v Ontario (Minister of Government and Consumer Services) in order to track the movement of Canadian law away from a transphobia that allows body parts to speak for individuals.

"The fact that men and women continue to receive unequal treatment at work is a point of contention among politicians, the media, and scholars. Common explanations for this disparity range from biological differences between the sexes to the conscious and unconscious biases that guide hiring and promotion decisions. Just One of the Guys? sheds new light on this phenomenon by analyzing the unique experiences of transgender men -- people designated female at birth whose gender identity is male -- on the job. Kristen Schilt draws on in-depth interviews and observational data to show that while individual transmen have varied experiences, overall their stories are a testament to systemic gender inequality. The reactions of coworkers and employers to transmen, Schilt demonstrates, reveal the ways assumptions about innate differences between men and women serve as justification for discrimination. She finds that some transmen gain acceptance -- and even privileges -- by becoming "just one of the guys," that some are coerced into working as women or marginalized for being openly transgender, and that other forms of appearance-based discrimination also influence their opportunities. Showcasing the voices of a frequently overlooked group, Just One of the Guys? lays bare the social processes that foster forms of inequality that affect us all."--Provided by publisher

Einem Teil der Jugendlichen fällt die gesellschaftliche Integration aufgrund ihrer sexuellen Orientierung sehr schwer: den Jugendlichen, bei denen sich eine Diskrepanz zwischen ihrem angeborenen und ihrem gefühlten Geschlecht ergibt. Karin Flaake geht im zweiten Beitrag der Frage nach, was diese Transgender-Jugendlichen im Prozess des Aufwachsens in ihrem gesellschaftlichen Umfeld erleben. Die Autorin stellt kurz die internationale wissenschaftliche Datenlage zu Transgender-Personen dar und konzentriert sich dann auf die Bedeutung der Pubertät für das geschlechtsbezogene Selbsterleben. In dieser Lebensphase kommt es, so die Autorin, zu einer Zuspitzung bereits früher auftretender Diskrepanzerfahrungen junger Menschen. Der zweite Teil dieses Beitrags erscheint im Dezemberheft.

The fair inclusion of female athletes at elite and Olympic levels is secured in most sports by way of female categories because of the extensively documented biological and performance-related differences between the sexes. International policy for transgender inclusion is framed by the definitive International Olympic Committee transgender guidelines in which the International Olympic Committee confirms the 'overriding sporting objective is and remains the guarantee of fair competition' and transwomen can be excluded from female categories if, in the interests of fairness, this is necessary and proportionate. Feminist theorists argue justice requires that women have equal moral standing in the sociocultural–political structures of society including sport. As such their voices should carry equal democratic weight. However, female elite and Olympic athletes are rarely heard in the sociocultural–political discourses of academic literature or policy formulation for transgender inclusion in female categories by the International Olympic Committee and governing bodies of sport. This empirical study investigated the views and presents the 'voices' of 19 female Olympians. The main findings include (1) these athletes thought both female and transgender athletes should be fairly included in elite sport, (2) unanimous agreement there is not enough scientific evidence to show no competitive advantage for transwomen, (3) unanimous agreement that the International Olympic Committee should revisit the rules and scientific evidence for transgender inclusion in female categories, and (4) the majority of athletes felt that they could not ask questions or discuss this issue without being accused of transphobia.

Over the last decade workforce diversity has attracted much scientific attention. Given the shortage of literature on issues related to homosexual, bisexual and transgender employees, compared to other facets of workforce diversity, this book opens up new perspectives on this issue. Emphasis is placed on the equal consideration of gay, lesbian, bisexual, and transgender issues. Thus the predominance of lesbian and gay issues in LGBT research (and practice), will be contrasted by an explicit consideration of the unique experiences, stressors and related needs of bisexual and transgender employees. Contributions provide deeper insights into the differing experiences the whole spectrum of LGBT employees make in the workplace in different national and occupational contexts. Furthermore, the collection offers contextualized insights for evaluating and conceptualizing organizational initiatives aiming at a higher level of inclusion for LGBT employees