Gender Minorities at Work 2003

Gender Minorities at Work 2003 explored the work-related circumstances and experiences of gender minorities in Finland. People belonging to gender minorities were asked about their education, work history, workplace and its atmosphere, experiences of discrimination and openness about their belonging to a gender minority. The study was part of the EQUAL Initiative funded by the European Social Fund and Ministry of Employment, Finland whose aim was to chart and improve the labour market position of lesbians, gays, bisexuals and trans people. The respondents were first asked background information such as what their biological sex at birth had been, what their psychological gender was, which definition they preferred to use of themselves, whether they expressed their gender through appearance and clothing, to whom they had told about their belonging to a gender minority and how these people had reacted, and which definition they used of their sexual orientation. The respondents were asked questions relating to their education and work history such as educational and career choices based on negative or positive attitudes toward gender minorities in a certain field, total number of years in employment, job changes in the previous five years and whether job change had been affected by negative attitudes toward gender minorities in the workplace. Relating to the current or latest job the respondents were asked, for example, how long they had had the job, whether they were working part time or full time, whether their contract was permanent or temporary, how many employees there were at the workplace and how many of them women, whether there was social pressure at the workplace for them to express their expected gender or hide their true gender, whether their immediate supervisor was a man or woman and how often they saw their co-workers during their leisure time. Openness about belonging to a gender minority was charted with questions on whether there were other people belonging to gender minorities at the workplace and whether it mattered to the respondents, how many co-workers and clients, students etc. knew of the respondents' gender identity, how people at the workplace had found out about it. Those who hid their gender identity at the workplace were asked how distressing they felt the hiding and fear of revealing themselves was. Atmosphere at work was investigated with several questions relating to support received at work, expectations of others, conflicts or violence at the workplace and bullying and harassment. Different kinds of work-related threats perceived by the respondents were examined as well as factors influencing their coping at work (e.g. strict/flexible gender roles, general atmosphere). The final section of the questionnaire focused on discrimination at work. The questions included topics such as discrimination of different groups at the workplace, the respondents' personal experiences of discrimination in different situations and readiness to contact different authorities in case of discrimination. To enable comparisons, some of the questions are the same as in the Quality of work life surveys of Statistics Finland and the annual Finnish Working Life Barometers of the Ministry of Employment and the Economy, Finland. Background variables included, among others, the respondent's year of birth, mother tongue, nationality, relationship status, province of residence and type of municipality of residence.

《2003年职场性别少数群体研究》针对芬兰境内性别少数群体（gender minorities）的职场环境与相关经历展开调研。调研对象为性别少数群体成员，问卷涵盖其教育背景、职场履历、职场环境与氛围、歧视经历，以及对自身性别少数群体身份的公开程度相关问题。
本研究是由欧洲社会基金（European Social Fund）与芬兰就业部（Ministry of Employment, Finland）资助的平等计划（EQUAL Initiative）的子项目，该计划旨在梳理并改善女同性恋者（lesbians）、男同性恋者（gays）、双性恋者（bisexuals）与跨性别者（trans people）的职场市场地位。
调研首先收集受访者的背景信息，包括出生时的生理性别、自我认同的心理性别、偏好的自我身份定义、是否通过外貌与着装展现性别特质、向哪些人透露过自身的性别少数群体身份及对方的反应，以及自身性取向的自我定义方式。
针对教育与职场履历部分，问卷设置了如下问题：基于特定领域内对性别少数群体的正负态度所做出的教育与职业选择、总就业年限、近五年的职业变动情况，以及职业变动是否受职场中针对性别少数群体的负面态度影响。
针对当前或最近一份工作，问卷设置了包括如下内容的问题：任职时长、全职/兼职工作状态、劳动合同为固定期限还是无固定期限、职场总雇员数及其中女性雇员的人数、职场中是否存在要求其展现符合社会期待的性别特质或隐藏真实性别的社交压力、直属上级的性别，以及闲暇时间与同事的见面频率。
针对性别少数群体身份的公开程度，问卷通过以下问题进行调研：职场中是否存在其他性别少数群体成员、该情况对受访者是否有影响、有多少同事、客户或学生等知晓其性别认同、职场中其他人是如何得知其身份的。对于在职场中隐藏自身性别认同的受访者，问卷进一步询问其因隐藏身份与害怕暴露所感受到的困扰程度。
职场氛围调研则围绕职场支持、他人期待、职场冲突或暴力、霸凌与骚扰等维度设置问题。此外，调研还涵盖受访者感知到的各类职场威胁，以及影响其职场应对方式的相关因素（如刻板/灵活的性别角色认知、整体职场氛围等）。
问卷的最后一部分聚焦职场歧视问题，问题涵盖职场中针对不同群体的歧视情况、受访者个人在各类场景下的歧视经历，以及遭遇歧视时联系相关主管部门的意愿。
为便于对比分析，部分问卷题目与芬兰统计局的《职场生活质量调研》及芬兰就业与经济部的年度《芬兰职场晴雨表》（Finnish Working Life Barometers）保持一致。
背景变量涵盖受访者出生年份、母语、国籍、婚姻状况、居住省份及居住城市类型等。