Introduction: Even though Sweden is usually considered to ensure a good and safe work environment, recent studies have highlighted problems with a culture of silence and silenced voices at work. This licentiate thesis explores the work environment in two studies, and in two separate study populations. Coming from the perspectives of both persons with transgender experiences and first-line managers, this thesis explores ways of managing openness in the workplace regarding gender identity and ‘employee voice’. This thesis considers various factors and conditions in the work environment and the perspective of theoretical frameworks such as heteronormativity, gender theory, ‘employee voice’, ‘inclusive leadership’ and psychosocial safety climate. Aim: The overall aim of this licentiate thesis was to explore openness at work, in terms of gender identity and employee voice, and how openness was influenced by various factors and conditions. Methods: Applying a qualitative approach, this licentiate thesis included two interview studies and 55 interviewees. Study I explored motives for how persons with transgender experience managed openness of gender identity and transgender experience at work. In study I, applying the theoretical framework of ‘doing gender’ and heteronormativity, thematic analysis was conducted inspired by Braun and Clarke. Study II explored first-line managers and their view on shaping inclusive communication climate for ‘employee voice’ in the workplace. Analysis was made applying Grounded Theory inspired by Charmaz. The findings were compared and discussed with existing theoretical models such as 'inclusive leadership', in relation to the concept 'culture of silence ' or ‘employee voice’ and psychosocial safety climate. Findings: Study I, which explored transgender people’s work environment, revealed three ways of managing openness: being open, doing stealth and being private. The strategies behind these ways of managing openness were grouped into four motives: being a role model, a drive to be accepted, fear of discrimination and microaggressions and organisational and social facilitating conditions. There was an interplay between work life and social contexts involved. In order to be able to be open, the findings revealed a need to ensure preconditions such as a safe organisational and social work environment. Study II, which explored the work environment of first-line managers, presented a model explaining how different conditions could result in different ways of managing openness in terms of ‘employee voice’. When first-line managers experienced a psychosocial safety culture, the possibility and opportunity to be open increased. Conclusion: This licentiate thesis contributes to the understanding of how various factors and conditions influence the study participants within the work environment regarding openness in terms of gender identity and employee voice. The findings of this licentiate thesis imply that a comprehensive policy framework, communicated by supportive management at all levels, could facilitate a work environment that invites voice and openness on sensitive topics.