Transgender Rights at Work: Between Progress and Daily Struggles
As the country’s first transgender lawmaker, her win was more than symbolic. It gave hope to the LGBTQIA+ community in a predominantly Catholic country where acceptance has always been fragile.
But even as Roman took her seat in Congress, many LGBTQIA+ Filipinos continued to face harsh realities. In politics, media, workplaces, and everyday spaces, discrimination remains a constant. For every small victory, there are still systemic issues left unresolved.
Tolerated, Not Accepted
While the presence of openly LGBTQIA+ individuals in public life signals some progress, it's often mistaken for full acceptance. As Jazz Tamayo, president of Rainbow Rights Philippines, explains, the law often leaves LGBTQIA+ Filipinos invisible, or worse, punished.
“When we are present in the law, it is to prohibit,” Tamayo said. “Homosexuality is a ground for legal separation.”
The long-stalled Anti-Discrimination Bill has been sitting in Congress for nearly two decades. The bill seeks to prohibit discrimination based on ****** orientation and gender identity, but it continues to be delayed. This legislative inaction keeps LGBTQIA+ people unprotected in key areas like education, healthcare, and especially employment.
Naomi Fontanos, executive director of Gender and Development Advocates (GANDA) Philippines, emphasizes how systemic rejection affects trans people even before they enter the workforce.
“The violence we experience as trans women starts with people denying who we are. To deny a woman her identity is a form of violence,” she said.
This violence can be physical, psychological, or emotional. And when it does become physical, it often turns brutal. Fontanos points to the 2014 murder of Jennifer Laude, a Filipina trans woman killed by a U.S. Marine, as an example of how dangerous this denial of identity can be.
Employment Discrimination in Numbers
A United Nations study found that 30% of LGBTQIA+ people in the Philippines reported being harassed, bullied, or discriminated against at work because of their ****** orientation or gender identity. And these aren’t isolated experiences. Across Asia, the numbers are similar: 21% in China, 23% in Thailand.
In the Philippines, only a handful of local governments have anti-discrimination ordinances. These cover just 10% of the national population, and even where they exist, implementation is weak. Many employers are unaware these laws exist, or they conflict with other company policies and cultural norms.
This isn’t just a local issue. In the United States, research from the Williams Institute found that 82% of transgender adults have faced discrimination or harassment at work. This includes being fired, denied a job or promotion, or being verbally or physically harassed.
And the numbers reveal patterns of inequality. Most trans employees are under 35 years old. They tend to earn less, have fewer educational opportunities, and report higher stress at work. Many are not fully out at their jobs, and most adopt what’s called “covering” behavior such as modifying how they speak, dress, or even use restrooms to avoid being targeted.
These daily compromises take a toll. They affect mental health, productivity, and career development. Some even consider leaving their jobs altogether due to the lack of support and safety.
Creating Safer Workplaces: What Can Be Done?
Legal reform is necessary, but it’s not the only solution. Companies can take steps now to make the workplace more inclusive, without waiting for national laws to catch up. A study from the University of the Philippines offers specific, local suggestions to help transgender women feel safer and more supported at work:
Be Inclusive from the Start
Invite transgender applicants to interviews without conditions. Let them know they can present as their true selves from day one. This early act of respect sets the tone for equal treatment throughout their time in the company.
Allow Self-Expression
When companies allow transgender women to wear makeup or clothing that aligns with their gender identity, it shows respect and fosters trust. These policies don’t need to be complex. They just need to be consistent and clearly communicated.
Build Supportive Work Environments
Employees feel safer when their concerns are taken seriously. Managers and coworkers play a huge role in creating a positive culture. Simple steps like offering shuttle services, ensuring clear anti-discrimination policies, and training security staff can make a big difference.
Strengthen Diversity and Inclusion Programs
Support shouldn't end after hiring. Companies can improve employee training, add gender-neutral restrooms, relax rigid dress codes, and review benefit packages to ensure they’re truly inclusive. That said, tokenism should be avoided. Transgender employees shouldn’t be singled out or treated differently when raising valid concerns.
Inclusive workplaces are morally right and also good for businesses. When employees feel seen, respected, and safe, they perform better. They’re more creative, more engaged, and more loyal. In contrast, toxic environments lead to burnout, turnover, and legal risks.
The goal isn’t to give special treatment to transgender employees. It’s to create a workplace where everyone—regardless of gender identity—has the same chance to succeed.
What’s Next?
Right now, many Filipino companies are operating in a gray area, without clear legal mandates and with little internal guidance. But inaction sends a message too. Choosing not to implement policies for gender inclusivity is a decision, and it often reinforces harmful practices.
Employers, policymakers, and individuals all have a role to play in closing the gap between tolerance and acceptance. That starts with listening to trans voices, reviewing internal policies, and making sure equality isn’t just a checkbox, but a lived, everyday reality.
Conclusion
Transgender people want what everyone else wants: to feel safe, respected, and supported in their work. When employees can bring their full selves to the workplace, they do better and so do the companies that employ them.
Change doesn’t have to wait. It starts with the spaces we already manage: our teams, our policies, and how we treat one another each day.
