Insights from Portuguese LGBTQ+ Associations on Trans Population’s Professional Integration

Abstract

The need to understand the integration processes of trans individuals in the labor market is confirmed by the literature review in this paper, which supports the scarce existence of studies focused on their life experiences outside of pathological contexts or from perspectives of invisibility/violence (including in the professional dimension). This study aims to comprehend the professional experiences of the trans population and understand how mechanisms of discrimination operate in the labor market. Semi-structured interviews with representatives from Portuguese LGBTQ+ associations (n = 6) were conducted between 10 March and 26 April 2021 and analyzed with MAXQDA 2022. The results underscored the importance of the topic and the complex hurdles trans individuals encounter at work, emphasizing the vital support of LGBTQ+ associations in tackling these issues and stressing the urgency of comprehending the vulnerability and discrimination trans people face in employment. The implications of the study underscore the urgent need for concerted efforts from policymakers, employers, civil society organizations, and the broader community to address the systemic barriers faced by trans individuals in the workplace. Future research and advocacy efforts should continue to address the systemic barriers to workplace integration and strive toward creating more inclusive and supportive environments for the trans population.

1. Introduction

The term trans is a broad term, originated and broadly used in Anglo-Saxonist contexts, and used to describe all people whose gender identified at birth is incomplete or corresponds to an incorrect description of who they are or how they identify (Cobb and McKenzie-Harris 2019). In contrast, the term “cis” refers to all people who have a gender experience that matches the gender identified at birth (Bauerband et al. 2018).

Despite the increased public presence of trans individuals in entertainment environments and the media in general, the organizational environment has yet to follow suit in paying more attention to the specific needs of this population, where they experience high levels of discrimination (Beauregard et al. 2016; Cobb and McKenzie-Harris 2019). A wide range of forms of discrimination are encountered, such as difficulties in obtaining employment; dismissals or denial of promotions; various health-related issues; and moral and/or sexual harassment (Dispenza et al. 2012; McFadden and Crowley-Henry 2016).

Although trans individuals share commonalities with other discriminated and marginalized populations, stemming from systematic social oppression, they also experience specific adversities, such as grappling with acceptance and power dynamics regarding their identity as they change their gender expression; heightened vulnerability to workplace discrimination and lesser legal protection; challenges in concealing their gender identity (if desired) due to previous legal documentation or employment history; difficulty in establishing sexually intimate relationships due to prejudice and oppression associated with their bodies; and struggles in finding a safe community for support (Levitt and Ippolito 2014).

Work, as a central element of life, impacts dimensions such as survival and basic needs; identity; family and family relationships; social inclusion; health and well-being; and quality of life (Caldbick et al. 2014). However, upon entering the labor market, the trans population faces numerous personal, professional, and legal challenges, resulting in increased difficulties in obtaining and/or maintaining employment (Baptista et al. 2023a). In this sense, notwithstanding the increased awareness of the barriers faced, finding employment is challenging for trans individuals. Even if they achieve this goal, they are at greater risk of experiencing different forms of discrimination, including transphobia, inappropriate jokes, and language or harassment, making it difficult to remain employed under these conditions. Furthermore, the lack of appropriate workplace policies and/or laws to protect them makes the process of entering the job market even more complex (Barclay and Scott 2006; Bockting et al. 2016; Nadal et al. 2014).

The difficulty of integrating trans individuals into the labor market is not always related to a lack of access to education or their respective qualifications, but mainly to prejudice against their gender identity and/or expression (Dias and Bernardineli 2016). In the Portuguese context, trans individuals are perceived by the general population as the most discriminated group in the country, encountering significant barriers in accessing employment (Baptista et al. 2023b; Costa et al. 2010; Waite 2020). In a study in the Portuguese context, that aimed to study the social representations most associated with trans people in the professional context, the emerged themes were discrimination, normality, equality, difficulties, and prejudice, making discrimination the most referred concept (Baptista et al. 2023b). In another study in the same context, the results underscored the differences between trans and cis people’s professional realities, concluding that trans people have higher rates of unemployment and precarity while experiencing lower levels of decent work when compared to cis people (Baptista et al. 2023a).

Transphobia is the term assigned to the type of discrimination and prejudice specifically associated with gender identity, against all individuals who have a gender identity and/or expression considered non-normative. Associated with this concept, genderism can be defined by the discriminatory experiences faced by all individuals who are perceived as belonging to a gender opposite to the one they identify with (Hill 2002; Hill and Willoughby 2005; Worthen 2016). These factors appear to contribute to explaining the difficulties experienced by the trans population regarding their integration into the labor market, and the respective higher levels of unemployment compared to the cis population (Baptista et al. 2023a).

In the professional context, the trans population experiences multidimensional discrimination, being systemic, with different levels of unemployment rates, compared to cis individuals; institutional, as trans individuals work in organizations without anti-discrimination policies; and interpersonal, facing discrimination and/or harassment in the workplace (Baptista et al. 2023a; Nadal et al. 2014). The known number of trans individuals in the workforce is low, revealing a concerning issue and emphasizing the need for change towards better integration of gender diversity and consequent reduction of their precarious and discriminatory professional experiences (Barclay and Scott 2006). Distinct relationships are identified between trans individuals and organizations: (1) trans individuals’ relationships with work are characterized by restricted opportunities; (2) relationships in the workplace hold trans individuals accountable for their own safety; and (3) relationships with organizations vary depending on how each organization deals with having trans individuals in its organizational structure (Baggio 2017).

In the present study, efforts were made to gather information from LGBTQ+ associations working with the trans population, as they possess privileged insights into their experiences and professional realities. The objective of the present study is to comprehend the professional experiences of the trans population and understand how mechanisms of discrimination operate in the labor market.

2. Materials and Methods

Taking into consideration the research goal, the present study is defined as exploratory and descriptive, employing qualitative methods, and conducting six semi-structured online interviews with representatives from LGBTQ+ associations in Portugal between 10 March 2021, and 26 April 2021. Informed consent was obtained from all subjects involved and the study was conducted in accordance with the Declaration of Helsinki and approved by the Ethics Committee of ISCSP—Higher Institute of Social and Political Sciences of the University of Lisbon (protocol code CE-01-2022, January 2022).

Before each interview, the procedures and objectives of the study were explained, emphasizing that participation was voluntary, unpaid, and anonymous. Informed consent for participation was obtained, as well as permission to record each interview to facilitate subsequent transcription for data analysis. During the interviews, efforts were made to create a comfortable environment and maintain a neutral stance toward participants’ responses (avoiding reactions, commentaries, or anything that might interrupt the participant’s speech), with proper planning being crucial. This included confirming that interviewees were suitable for the study and met the inclusion criteria (having over 18 years old, having professional experience, living in Portugal, and identifying as a trans person), scheduling the interviews in advance to ensure their completion, ensuring the confidentiality of participants’ identities, and carefully preparing the interview script (Appendix A).

The script was meticulously developed through iterative refinement and collaborative efforts with the aim to comprehensively address the multifaceted experiences and needs of trans individuals within organizational contexts that might be reported to the LGBTQ+ associations. The main 3 topics covered in the script were: (1) the communication between trans individuals and the associations; (2) the professional dimension of trans individuals’ lives; and (3) knowledge and future trends about the topic.

The sample consisted of six representatives from associations directly working with the LGBTQ+ population, specifically including direct work with trans individuals. The small dimension of the sample is justified due to the small number of LGBTQ+ associations in the country. The interviewed associations have various focuses of intervention within the LGBTQ+ population, being founded between 1991 and 2016, with branches spread across Portugal. The identities of the associations, as well as each representative, were preserved to maintain the anonymity of the obtained testimonies, opting to reference the associations by letters (from A to F). However, the interviews are available for consultation upon duly justified request.

The analysis of the interviews was carried out using a thematic categorical analysis with MAXQDA 2022, based on content analysis, aiming to identify, analyze, and report patterns or themes in the collected data, enhancing the understanding of explicit and implicit meanings associated with the data. Following best practices in content analysis, the data analysis process was divided into three phases: (1) pre-analysis—conducting a preliminary reading of the collected data; (2) exploration of the material—defining themes and establishing categories and subcategories for further analysis; and (3) treatment and interpretation of results—making the data valid and assigning meaning to them (Braun and Clarke 2013). In adherence to COREQ criteria, the study meticulously adhered to guidelines encompassing research team reflexivity, study design integrity, and comprehensive analysis, ensuring robust findings reflective of the complex nuances within the investigation.

3. Results

Analyzing the responses obtained in the interviews, through the first question of the script, each association had the opportunity to explain the work it carries out with the LGBTQ+ population, specifically highlighting the work done with the trans population and the work conducted on employability issues. As an example:

In our employability project, the work is the same for all individuals, regardless of whether they are trans or not. What we do is provide support in creating job search tools and actively seeking employment, including sending out resumes, making spontaneous applications, and submitting resumes. The work is the same for all individuals, including trans people.

(Association A)

Regarding the presence of trans individuals working in the interviewed associations, it was observed that it is limited, with only two out of six stating such presence (three responded negatively, and one mentioned not being able to answer that question). Next, the method of contact between the associations and trans individuals was clarified, with the majority mentioning the importance of social networks (Facebook, Instagram, Twitter, Telegram, among others), word-of-mouth, or referrals from other associations. Additionally, it was mentioned that sometimes contact is established directly or through the referral of individuals who have previously been users.

We have many individuals who come on their own initiative… or through word-of-mouth from friends who have also been users here and ended up spreading the word and talking (…) In the case of trans individuals, we also have many people who are referred from various healthcare services.

(Association C)

We make a lot of contacts through social media. This includes Facebook, Instagram, Twitter, and Telegram groups, for example. Also, newsletters, communications through other associations, and basically all means possible, even speaking directly with people we get to know. And it’s a lot of word-of-mouth.

(Association F)

Following a thematic categorical analysis, 10 themes emerged from the responses regarding the requests from trans individuals to the associations (

Table 1. Themes and categories of the requests from trans individuals to the associations.

Theme	Category
doubts about gender affirmation processes	gender identity and expression support
doubts about coming out processes questions about gender identity medical assistance (including endocrinology services and psychiatric services) psychological support social support and/or employability/empowerment support housing issues legal assistance situations of discrimination situations of family violence	gender identity and expression support gender identity and expression support health and wellness services health and wellness services social, legal, and community support social, legal, and community support social, legal, and community support safety and advocacy safety and advocacy

), and later on, are analyzed individually and supported with transcripts from the interviews. Regarding the type of requests, requests of various types were mentioned and categorized into four different categories: (1) gender identity and expression support, (2) health and wellness services, (3) social, legal, and community support, and (4) safety and advocacy.

“It varies a lot. I can see three main requests. Family discrimination and violence. There are also situations where help is sought for the gender affirmation process, where there is no easy, publicly available information, and there is a great need to seek this support. And the other major request for support is in empowerment, because they are adults, with various vulnerabilities and ongoing social exclusions, seeking support in employability, empowerment, …”

(Association B)

“There are many requests, but essentially due to doubts regarding the gender affirmation process. Exactly because there is a huge difficulty concerning the National Health System, about who the doctors are, who are the people who can accompany them. And then there are also doubts about how to come out at work, how to come out to family. For example, from a work perspective, how to start a new job when the name is not yet updated on the citizenship card? And how do they do it? How do they not do it? How do they show resumes? Several doubts arise in various ways in this aspect”.

(Association D)

Regarding the difficulties reported by trans individuals to the associations, numerous challenges were mentioned, including lack of support network; economic vulnerability; social vulnerability; lack of social integration; high levels of prejudice, discrimination, and stigma (reinforced in the organizational context and employability issues).

“I have some examples that come up from the stories we hear. I can give you one now (…) in the case of trans men, hormone therapy has an expected effect, which is voice deepening. In the case of trans women, this does not happen (…) And I have heard several stories, for example, of trans women who applied for a job and immediately felt discrimination in the first phone contact “why am I talking to a man?” So, the conversation ends there and “okay, thank you for contacting us and until next time”. They immediately feel that this is a barrier, and that discrimination is felt at that moment”.

(Association C)

Additionally, difficulties in the family context (including family violence) were reported, namely:

“At the family level (…), in the case of trans individuals (…), a significant portion of the aggressors are within the family nucleus: they are fathers, mothers, stepfathers, stepmothers, and therefore, the space of the home, of the household, which was supposed to be a maximum space of expressiveness, affection, tenderness, love, often, in the case of LGBT+ individuals, and in the case of trans individuals, it is a context that can be abusive and marked by violence”.

(Association C)

“It is common to see family complaints. We are seeing more and more supportive families, but of course, when families are supportive, trans young people often do not come to us. But we are increasingly seeing mothers and fathers needing help, seeking help. Obviously, it is a tiny number compared to all the issues we deal with. But yes, I think in terms of support—on a personal level, in terms of gender affirmation processes, and in terms of employability, there are many complaints of family violence”.

(Association B)

Situations in the educational context were also reported, including transphobic bullying. Regarding the prejudice experienced in the school or educational context, this was mentioned by more than one association, as can be seen in the following excerpt:

“In cases within the school system, that is, when trans individuals are in the school system, and teachers, school principals, or staff do not support them, for example, in issues such as their chosen name, it becomes difficult for them to navigate their lives within that environment”.

(Association F)

The plurality of requests and difficulties reported in all spheres of life, compared to the rest of the LGBTQ+ population, was also mentioned by more than one association, as can be read in the following excerpts:

“I would say that, overall, even though experiences or trajectories of discrimination and suffering are somewhat pervasive, trans individuals have a special vulnerability precisely because it can be something that is visible, that can be perceived by others. And in that sense, the vulnerability ends up being compounded. While in the case of LGB individuals, this issue tends to be more diffused, in a way. I would say that in the case of trans individuals, indeed, suffering and discrimination are more visible in the body”.

(Association E)

“Trans individuals end up being, within the LGBT+ population, those who suffer even more discrimination. Regarding LGBT+ individuals, and also concerning trans individuals, there is a triad that we call the theory of the three I’s—insult, invisibility, and isolation, which trans individuals also suffer from in a more significant way, and here discrimination occurs at various levels”.

(Association C)

Regarding the concerns and adversities reported by trans individuals about the job market and the professional dimension of life, the responses emphasized immensely legal or documentation issues as well as the prejudice experienced in job application processes and interviews, notably:

“Regarding, for example, the job application process, since it is an exposure of the individual to someone who has to accept them (…) essentially, someone who will judge them, with an interview being the judgment of the person. This means that people who, for example, do not have their name updated on their citizenship card have a lot of doubts about what name to put on their resume, they are unsure of how it will be when they actually have to submit their citizenship card to make the contract, if the person they should demonstrate when they arrive at the interview should be the one they feel the person would like to see as opposed to who they are, so to speak. This creates a lot of anxiety”.

(Association F)

“There is a lot of anxiety in job searching because, depending on whether they are undergoing social transition or not, and the stage they are in during the social transition phase, there is a lot of anxiety because they do not know what name to put on the resume, they have doubts because they are very afraid of discrimination”.

(Association B)

“The majority of cases involve doubts regarding what to do with documentation and discrimination issues regarding the fact that people are not entering the job market and are not being respected for the identity they have. It revolves a lot around these two problems because often these issues are intertwined. In other words, people often want to find a job but don’t do so because they haven’t updated their documentation yet”.

(Association D)

Issues regarding gender affirmation processes were also mentioned, notably:

“We also have situations of trans individuals who are already in the job market and who at that moment decided to begin some form of gender affirmation process, undergo surgery, start hormone therapy, or even make a social affirmation of change in how they express themselves to others; and this not being accepted by colleagues at work (…) and various situations of discrimination and harassment arising in the workplace”.

(Association C)

“There is a lot of anxiety in job searching because, depending on whether they are undergoing social transition or not, and the stage they are in during the social transition phase, there is a lot of anxiety because they do not know what name to put on the resume, they have doubts because they are very afraid of discrimination. There is a lot of fear in the correlation between what I am looking for and how society sees me, in issues, for example, where there is still no hormonal transition or where the social transition is basically in the name, and there are many fears and anxieties around these issues of how to present myself and what discrimination the workplace will subject me to or what will happen if I present myself completely as I am. Discrepancies between gender identity and gender expression that society sees as discrepancies”.

(Association B)

Given the difficulties and adversities reported by trans individuals in the professional dimension, most associations revealed that this topic (regarding the work and employment of trans individuals) is a concern—except for association A, which mentioned that it is not necessarily a concern since their work is not developed in that direction. They justified this by explaining that they collaborate by referring trans individuals with issues in the professional dimension to more suitable or specialized associations.

“What we try to do is a partnership approach, referring to these associations, understanding what kind of responses they have, and therefore ensuring that the trans person is in an environment that already has structured work for the trans population”.

(Association A)

“When it comes to employment, this is something that concerns us because it’s necessary to empower the trans population in this regard (…) What we try to do is, in some way, maximize the value of the skills and qualifications that people have or bring with them, and also, when they don’t exist, to the fullest extent possible, equip them and provide them with those qualifications (…) Above all, provide them with access to education in situations where it wasn’t possible. And then, to the fullest extent possible, bridge the gap with other associations to ensure this integration, which is our short to medium-term goal. (…) It’s essential to create defense mechanisms and empower these individuals, and undoubtedly, a large part of this empowerment comes through issues of work, employment, and finances”.

(Association E)

“Yes, it’s a concern for us, and as much as possible, we try to collaborate with companies and their internal groups. Internal training within companies on LGBT+ issues, including trans issues. So, we provide a lot of training and try to go to places where we can provide training, explain how things happen, what the processes are, raise awareness… We do a lot of awareness work”.

(Association D)

Finally, when asked which areas associations believe have less knowledge and a greater need for studies about the trans population, the following needs were mentioned:

(1)

Studies focused on employability issues:

“At the level of studies, in all areas. Specifically, in the area of employability—to my knowledge, there isn’t any. A diagnostic study of this population in this area, to perhaps secure future funding support in the areas of employability and empowerment, and in the area of training in companies, is also very important”.

(Association B)

(2)

Studies in the organizational context:

“Essentially, I believe it’s crucial to have information about the job market. For example, there aren’t many job market statistics, there isn’t much data, and we know that many people are in precarious jobs, we know that many people struggle to get to work, have difficulty with interviews, and even getting in… What is the behavior of entities towards trans individuals? When they arrive for interviews, what is people’s reaction? When they actually enter companies or services, what is the reaction of those around them? We don’t have information on that. We only have the image of people being afraid to access the job market. There’s a lot of invisibility regarding work”.

(Association D)

(3)

Training and awareness-raising for HR professionals on these issues:

“The individuals responsible for recruitment processes wouldn’t be as surprised, let’s say, when they encounter a case that perhaps they’ve never heard of before, such as a trans person, where they become confused because in my work experience, that’s what I’ve seen, people saying to me “I don’t know if I should refer to her, or him, I’m already confused”. Ultimately, this only reflects an ignorance that can’t necessarily be blamed solely on the individual, but also on those responsible for educating them, right? What I feel is a lack of training on diversity regarding the reality of the trans population”.

(Association F)

(4)

Increase media coverage:

“I think people would be much more sensitive if they were more exposed to this reality (…) if they were also more educated about it (…) I believe there’s little information on a platform like television, for example, that reaches most people and that people watch. There’s little information about this population and, perhaps, if there was more information, people would have a different kind of sensitivity”.

(Association A)

(5)

Need for more studies (in general) addressing the trans population:

“Trans individuals, as well as all LGBT+ people (…) we know from literature that they are more likely to experience depression, anxiety, suicidal ideation (…) but it’s not because they’re LGBT+, not because they’re trans, but rather because of the discrimination that still exists. So it’s that discrimination that we need to combat. And the more studies, the more information we have about this topic, the easier it is to implement certain projects and responses, because they are still lacking”.

(Association C)

“It’s important to have research and policies for prevention and direct intervention. I would also say that, in general, the path is prevention, and it’s important to address these issues in schools from an early age, as part of a comprehensive approach. (…) the reality is that it has to be a subject treated like any other subject. We’re talking about human rights, and I think that’s the most important thing, without a doubt. So, breaking these prejudices, breaking these stereotypes, and providing training from an early age is essential. And perhaps, as has been suggested to us, some penalty for when these situations do not go as desired. But I would say that both research and training are needed in this regard”.

(Association E)

“It’s so important to have studies in this area and people who are interested in it (…) it’s also important for us, as a society, to realize that we’re always talking about human rights issues and that human rights issues concern everyone. It’s the responsibility of everyone, and I don’t need to be a woman to advocate for gender equality, I don’t need to be trans to advocate for the rights of trans people, and I don’t need to be LGBT+ to advocate for the rights of LGBT+ people. Because when we are talking about human rights, it’s truly a duty for all of us”.

(Association C)

4. Discussion

The findings of this study shed light on various aspects of the professional integration of trans individuals, as perceived by LGBTQ+ associations actively engaged with this population. Through semi-structured interviews, insights were gathered regarding the work of these associations, the challenges faced by trans individuals, and the efforts made towards improving their workplace integration. The interviewed associations highlighted the multifaceted nature of support provided to trans individuals, underscoring the commitment to fostering equal opportunities for all members of the LGBTQ+ population.

Regarding the communication channels between associations and trans individuals, social media emerged as a prominent method, alongside word of mouth and referrals from other sources. This suggests the importance of digital platforms in reaching and engaging with the trans population, complemented by personal connections and recommendations. The study also revealed the diverse range of requests and challenges faced by trans individuals, spanning issues related to gender affirmation processes, healthcare access, legal documentation, discrimination, and familial or societal acceptance. These findings underscore the intersectional nature of discrimination and the need for holistic support mechanisms addressing various aspects of trans individuals’ lives (Bauerband et al. 2018; Beauregard et al. 2016).

In what concerns workplace integration, trans individuals reported to the association significant barriers, including legal and documentation issues, discrimination during job applications and interviews, and concerns about disclosing their gender identity in professional settings. The anxieties and challenges surrounding name usage on resumes and gender presentation highlight the need for greater awareness and sensitivity among employers regarding trans individuals’ experiences (Dias and Bernardineli 2016).

Furthermore, most associations (except one) expressed a genuine concern about the professional well-being of trans individuals, with most considering this topic a priority for their advocacy efforts. In this sense, when asked about the areas in which they believe there is a greater need for studies on trans people, as well as room for potential improvements, the following topics were highlighted: the need for more studies and literature in general, as well as training and awareness-raising actions in various areas, including employability and empowerment (including training for HR professionals); increased media visibility; and beyond the need for more studies, the importance of creating more support structures was emphasized.

In addition to highlighting the challenges faced by trans individuals in the workplace, the study also uncovered a lack of LGBTQ+ associations across the country, not only in urban city centers, and a lack of adequate support structures within organizations. Regarding organizations, many trans individuals expressed frustration with the absence of inclusive policies and resources tailored to their needs, indicating a gap in organizational awareness and responsiveness. This underscores the importance of implementing inclusive practices and policies that recognize and accommodate the diverse experiences of trans employees. Moreover, the findings emphasize the crucial role of HR professionals in fostering inclusive work environments through targeted training and education on trans issues, thereby facilitating smoother integration and retention of trans talent within the workforce.

5. Conclusions

Through interviewing LGBTQ+ associations that work directly with the trans population, the aim of this study was to gather more context about their respective professional realities. The findings shed light on the multifaceted challenges faced by the trans population regarding workplace integration, underscoring the crucial role of LGBTQ+ associations in addressing these challenges and, overall, the pressing need to understand the discrimination mechanisms trans individuals encounter in the job market.

Key themes emerged from the analysis, highlighting the pervasive nature of discrimination and the unique vulnerabilities experienced by trans individuals. These include the lack of support networks, economic vulnerability, social exclusion, and high levels of prejudice and stigma, which are exacerbated in professional contexts. The results suggest accordance with the literature, which indicates that, in the Portuguese context (where the interviewed associations operate), trans people are perceived by the general population as the most discriminated group in the country (Caldbick et al. 2014; Dispenza et al. 2012; Worthen 2016).

In conclusion, the insights gained from this study contribute to a deeper understanding of the challenges faced by trans individuals in the workplace and the role of LGBTQ+ associations in advocating for their rights and empowerment. Furthermore, the findings also underscore the need for increased research and data collection to inform evidence-based policies and interventions aimed at promoting the professional integration of the trans population. Future research and advocacy efforts should continue to address the systemic barriers to workplace integration and strive towards creating more inclusive and supportive environments for the trans population, with concerted efforts from policymakers, employers, civil society organizations, and the broader community.

The obtained results warrant careful consideration, interpretation, and generalization, given that despite adhering to all recommended methodological procedures from preparation to data analysis, it is crucial to acknowledge significant limitations. While these limitations do not undermine the validity of this study, they offer valuable insights for future research endeavors. This study’s limitations primarily stem from the sample size, attributed to the available LGBTQ+ organizations in Portugal. Moreover, the method of invitation (direct and online) and the fact that all interviews were conducted online might represent another limitation of the present study.

The implications of the study underscore the urgent need for concerted efforts from policymakers, employers, civil society organizations, and the broader community to address the systemic barriers faced by trans individuals in the workplace. The findings highlight the crucial role of LGBTQ+ associations in supporting the trans population and advocating for their rights, emphasizing the importance of education, training, and awareness-raising initiatives to fight discrimination and promote inclusivity in the workplace.

By fostering a culture of inclusivity and advocating for policy reforms, stakeholders can work together to create a more equitable and supportive environment for all individuals, regardless of gender identity. Moreover, the insights gained from this study contribute to a deeper understanding of the challenges faced by trans individuals in the workplace and underscore the need for increased research and data collection to inform evidence-based policies and interventions aimed at promoting their professional integration. Future research and advocacy efforts should continue to address systemic barriers and strive towards creating more inclusive and supportive environments for the trans population, not only in Portugal but across the globe.

Furthermore, this study illuminated the significance of collaborative efforts between LGBTQ+ associations and other stakeholders, such as employers, policymakers, and healthcare providers, in addressing the systemic barriers faced by trans individuals. By fostering partnerships and advocating for policy changes, these associations can work towards creating more supportive and equitable environments for trans people in all aspects of life, including in the professional context.