跨性別公務人員之職場處境與政策措施

Abstract

本研究旨在呈現與探討跨性別公務人員的職場處境，並從多元化管理（diversity management）之角度檢視、分析現行公部門相關政策與協助措施的不足，提出改善之建議；期許公部門能夠作為多元性別友善的標竿，帶動其他私部門、乃至整體社會更加關注跨性別之權益與處境。 本研究深度訪談了13位任職於公部門的跨性別者、2位倡議性別人權的非營利組織工作者與1位地方政府人事主管，發現跨性別公務人員在職場中承受了顯著的少數壓力（minority stress），導致其在求職與陞遷、空間使用、隱私資訊、人際互動等方面遭遇到不同的負面經驗；同時個人的性別轉換程度、年資等因素也會交織影響其職場經歷。而公部門雖然重視法律與公平性，並為公務人員提供了高度的工作權保障，但較為僵化、保守的體制也導致缺乏對於跨性別者需求的實際理解與支持，部分性別友善政策的推動也容易流於形式。 本研究認為，公部門應從過往追求齊頭式平等的手段，轉向更為積極的多元化管理，透過硬性措施──修改職場相關法規與軟性措施──建立跨性別員工友善指引雙管齊下，並與倡議性別人權的非營利組織共同合作。短期目標是要在不影響他人既有權益的情況下，改善公部門職場中對於跨性別公務人員的歧視與不利對待；長期目標則是要確實提升公務人員關於多元性別的知識與性別意識，不只是為了改善跨性別或多元性別公務人員的職場處境，更是為所有公務人員們營造更加多元、友善、共融的職場環境，進而提升社會整體性別平等之意識。

This study aims to present and explore the workplace experiences of transgender public servants. From the perspective of diversity management, it examines and analyzes the inadequacies of current public sector policies and support measures, proposing recommendations for improvement. The hope is that the public sector can serve as a benchmark for gender diversity and inclusion, encouraging the private sector and society as a whole to pay greater attention to the rights and situations of transgender individuals. This study conducted in-depth interviews with 13 transgender civil servants in the public sector, two non-profit organization workers advocating for gender rights, and one local government human resources manager. The findings reveal that transgender public servants endure significant minority stress in the workplace, leading to various negative experiences in areas such as job seeking, promotion, use of space, personal privacy, and interpersonal interactions. Furthermore, factors such as an individual's stage of gender transition and seniority intersect to shape their workplace experiences. Although the public sector emphasizes law and fairness and provides strong employment protection for civil servants, its relatively rigid and conservative system leads to a lack of practical understanding and support for the needs of transgender individuals. Consequently, the promotion of some gender-friendly policies tends to be merely performative. This study argues that the public sector should shift from its past pursuit of one-size-fits-all equality to a more proactive approach of diversity management. This can be achieved through a two-pronged strategy: implementing "hard" measures by amending workplace-related laws and regulations, and "soft" measures by establishing friendly guidelines for transgender employees, in collaboration with non-profit organizations advocating for gender rights. The short-term goal is to ameliorate discrimination and unfavorable treatment against transgender public servants in the workplace without infringing upon the existing rights of others. The long-term objective is to genuinely enhance the knowledge and awareness of gender diversity among all public servants. This is not only to improve the workplace situation for transgender and gender-diverse employees but also to foster a more diverse, friendly, and inclusive workplace environment for all civil servants, thereby advancing gender equality awareness throughout society.