Drawing on minority stress theory, the present study tested the relations of minority stressors (i.e., experiences of prejudice and discrimination, internalized antitrans attitudes, fear of antitrans stigma), social support (i.e., friend, family, and significant other support), and substance use (i.e., drug and alcohol use) with depression and suicide risk in a sample of trans individuals. Depression was examined as a mediator of the relations of minority stressors and social support with suicide risk; drug and alcohol use were examined as direct correlates of suicide risk. Participants were 335 trans-identified individuals, diverse in gender identities (e.g., trans men, trans women, nonbinary gender identities). They were recruited using online social networks and they completed the study survey online via Qualtrics. Structural equation modeling was used to test hypothesized relations. Depression fully mediated the relations of perceived experiences of discrimination, fear of antitrans stigma, and friend support with suicide risk, and partially mediated the relation of internalized antitrans attitudes with suicide. Drug use was positively associated with suicide risk, whereas alcohol use was not linked with suicide risk. Exploratory comparisons across gender subgroups suggested that the pattern of relations among study variables was consistent across trans men, trans women, and individuals with nonbinary gender identities. These findings point to minority stressors, friend support, and drug use as potentially fruitful targets of prevention and intervention efforts to reduce depression and suicide risk in trans populations. (PsycINFO Database Record

The present study examined the gender transition experiences of transgender employees while in the workplace. Participants were 139 transgender-identified individuals currently employed at the time of the study. Participants were asked to respond to open-ended questions related to their experiences transitioning at work and provide any advice they might share with other transgender individuals considering a gender transition while employed. Using a thematic content analysis informed by grounded theory (Glaser & Strauss, 1967), participants' responses were coded into 4 main domains: (a) interpersonal issues, (b) intrapersonal factors, (c) systemic and organizational issues, and (d) logistics and planning. Each of these domains was comprised of thematic categories and subcategories that further elucidated participants' experiences related to these domains. Findings highlighted key areas of stress (e.g., hostile coworkers, gendered spaces, no employee protection policies) and strategies for preparing to transition genders at work (e.g., informing human resources, identifying allies). Implications of these results for practitioners, employers, and activists are discussed.

Many studies of anti-trans prejudice have measured such attitudes using the Genderism and Transphobia Scale (GTS; Hill & Willoughby, 2005). The GTS is unique in assessing negative attitudes and propensity for violence toward trans people. The present research addressed previously observed limitations in the psychometric properties of data produced by the GTS, including inconsistencies in factor structure and subscale scoring across studies. Results across the present 2 studies (Ns = 314 and 250) yielded 2 refined versions of the GTS: the 22-item GTS-Revised (GTS-R) and a more abbreviated 13-item GTS-R-Short Form (GTS-R-SF), each of which produced stable 2-factor structures corresponding with the intended negative attitudes and propensity for violence dimensions of the GTS. The 2 versions differ in that the GTS-R-SF Genderism/Transphobia subscale focuses on more severe expressions of prejudicial attitudes, whereas the longer GTS-R Genderism/Transphobia subscale assesses subtle expressions of prejudice as well. The Gender-Bashing subscale is identical across the 2 versions. Thus, researchers and practitioners may choose the GTS-R or GTS-R-SF depending on the breadth of prejudicial attitudes they wish to assess. Reliability estimates for GTS-R and GTS-R-SF scale and subscale item responses were acceptable and stable across the 2 studies, and validity evidence was garnered in Study 2. These findings can inform use of the GTS-R and GTS-R-SF in research and practice settings, where psychometric precision and efficiency are both critical.

People who identify as sexual minorities consistently face barriers to decent and meaningful employment, especially when coupled with additional constraints such as low socioeconomic status or marginalization experiences. Drawing from the psychology of working theory as our theoretical framework, this study examined the relations of economic constraints (social class) and marginalization (negative sexual minority workplace climate) to work volition, decent work, and meaningful work with a sample of working adults identifying with sexual minority identities. Consistent with hypotheses, social class and workplace climate indirectly predicted decent work, via work volition, and workplace climate also directly predicted decent work. Decent work and work volition were each direct predictors of meaningful work and decent work partially mediated the relation of work volition to meaningful work. Results highlight the importance of advocacy and adequate workplace supports for sexual minority individuals.

This study provides a content analysis of more than a decade (2002–2012) of academic scholarship about trans people and issues. A total of 960 trans-focused publications were coded; there was a close balance of nonempirical (54%) and empirical (46%) publications. The analyses revealed that the literature on trans people and issues is growing, although many publications include trans people and issues nominally without substantive attention. The analyses also pointed to underutilized research designs and methodologies, the need for more clear assessment and more consistent reporting of demographic characteristics, and topics that warrant further attention. Specifically, literature on trans people and issues continues to be needed on the topics of focus thus far, such as psychological and identity-related distress. Scholarship is also needed to address important topics that have been understudied, including self-harm and suicide, positive functioning and mental health promoting factors, developmental issues across the life span, school and workplace experiences, and the training and competencies of health care providers to ensure affirmative and effective services for trans people.