The educational context and its effects on the labor market integration of sexually diverse women

Abstract

Leading companies in the global market are increasingly recognizing the strategic value of promoting diversity, contributing to the creation of more inclusive, innovative, and sustainable corporate cultures. However, individuals with non-normative sexual orientations or gender identities—particularly transgender women—continue to face significant barriers in both access to and retention in employment. While recent legal frameworks have brought greater visibility to these challenges, fear of discrimination remains a powerful deterrent, often leading individuals to conceal their identities during recruitment processes.

Empirical studies reveal that many LGTBIQ+ individuals report hearing offensive remarks in their workplaces, and a significant number feel socially excluded by their peers. Transgender women, in particular, frequently experience dual discrimination—based on both gender and gender identity—and are often subject to aesthetic and normative biases. The research, based on surveys, interviews, and discourse analysis, highlights the urgent need to promote safe and respectful professional environments. Moreover, it emphasizes the essential role of formal education and human rights training in combating workplace discrimination. Fostering an inclusive organizational culture not only enhances employee well-being but also strengthens talent retention and improves overall company performance.