Everyone Talks About Inclusion but here’s who’s Still Left Out
What HR managers really think about transgender hiring and how organizations can move from hesitation to real inclusion.
It all began with a conversation that caught me off guard. After a professional talk a few years back, I had an opportunity to network with some senior managers. During a casual discussion, I asked an HR manager what his company was doing about diversity, equity and inclusion (DEI). He chuckled and said, “Do Indian companies even really try for DEI?”
That one line stayed with me. As we spoke further, he mentioned how most DEI efforts in India focus on gender balance or representation but almost never on any other marginalized talent (or at least a potential talent). It made me curious, so I probed a little more. After a lot of hesitation (read: stigma), he admitted he was hinting towards transgender individuals.
The conversation ended abruptly due to other commitments but the question remained alive for me: Was this just his organization’s view, or a more widespread hesitation?
That curiosity eventually turned into a three-year research journey. I wanted to understand simple but uncomfortable questions: Why are organizations still hesitant to hire transgender employees? And, importantly, is there anything we can do to change that?
We often hear about inclusive hiring, equal opportunities, progressive workplaces and so on. In fact, there are organizations winning awards for the same. But behind all the glossy posters, chest-thumping seminars and HR slogans, there’s a group that continues to be left out of the conversation—transgender individuals.
Even in 2025, despite big legal wins for the transgender community through courts in India, their everyday reality hasn’t changed much. Many still struggle to enter the formal workforce and often face stigma that has nothing to do with their abilities.
So, to get more clarity, I began by speaking directly to the people who handle hiring decisions: HR professionals and hiring managers across different industries. And what they shared was eye-opening.
What HR Managers Really Think (But Rarely Say Out Loud)
Through my interviews, five big themes emerged. These weren’t based on bias or bad intentions: most HR managers genuinely want to be inclusive. But they’re also navigating real challenges. Here’s what they shared, in simple terms:
1. “We don’t have clear policies to protect transgender employees.”
Many organizations don’t have anti-discrimination guidelines or even basic policies around gender identity. HR teams worry they won’t know how to handle complaints, harassment, or career growth fairly.
2. “We honestly don’t know enough.”
This was surprisingly common. HR folks admitted they worry about unintentionally messing up. How should the work environment be adapted? Do they need gender-neutral washrooms? How do they guide teams who’ve never worked with a transgender colleague?
It’s not resistance, it’s uncertainty.
3. “A lot of transgender applicants don’t come with the skills we need.”
This isn’t about capability, it’s about access. Many transgender people have faced discrimination in education long before entering the job market. The result? HR managers often don’t find candidates with the qualifications they’re used to.
4. “Our employees might not be ready.”
Some HR managers feared backlash or discomfort among existing staff. Stereotypes and social stigma still run deep, and companies worry about the internal reaction more than the hiring itself.
5. “What will clients think?”
This is the one HR professionals brought up shyly, but honestly: they worry about customer reactions—especially in client-facing jobs.
All five barriers reveal one simple truth: the problem isn’t transgender individuals. The problem is a system that hasn’t prepared companies—or society—to welcome them.
So What’s the Solution?
After identifying these barriers, the next step was to figure out how companies can overcome them. Using an interpretive structural modeling (ISM) approach, I worked with experts to identify nine key elements that can help create a truly transgender-inclusive workplace.
Here’s the good news: inclusion is absolutely achievable. But it needs to be done in the right order.
1. Start with leadership and strategic HR
Nothing changes unless the people at the top genuinely commit to it. Leadership buy-in and a clear HR strategy are the foundation of inclusion.
2. Build a strong, clear policy (TIRPP)
A Trans Inclusive & Rights Protection Policy (TIRPP) helps everyone understand what inclusion means, what protections are in place, how to handle complaints, and how to ensure fair career progression. This gives HR teams confidence—and transgender employees security.
3. Sensitize employees & encourage positive role models
Awareness training helps reduce stereotypes. Encouraging “positive deviants” (employees who challenge bias and promote fairness) helps shift culture from the inside.
4. Get the basics right: facilities and support systems
This includes gender-neutral or inclusive washrooms, counselling support for adjustment and well-being, and a professional environment where respect is non-negotiable. These “basics” make a huge difference for transgender employees and for everyone else.
5. Engage in transgender-focused CSR
One of the most powerful and unique insights from the research was the role of CSR. Corporate Social Responsibility initiatives that support transgender education or skill-building can reduce stigma, prepare future talent, and build a positive employer brand. It’s not just about hiring, it’s about helping create a pipeline of skilled, confident transgender professionals.
When these elements come together, you get a workplace where transgender employees feel safe, respected, and supported and where organizations benefit from engaged, loyal, diverse talent.
Want to Dive Deeper into the Research?
This blog is based on my peer-reviewed article published in the International Journal of Organizational Analysis.
You can read the full academic paper here:
https://doi.org/10.1108/IJOA-08-2023-3918Disclaimer: Parts of this blog have been simplified for general readers with the assistance of AI. While certain sections have been adapted for readability, the underlying research and findings are entirely original.