In a landmark 2025 study that has sparked critical national discourse, findings reveal that LGBTQI+ Filipinos are twice as likely to be underemployed and three times more likely to experience workplace discrimination or violence. These sobering statistics uncover deep-seated systemic barriers that continue to persist in Philippine employment structures, despite legislative advancements and corporate diversity campaigns.
As the global economy becomes increasingly inclusive and diverse, the Philippines finds itself at a pivotal moment—caught between cultural traditions and progressive reforms. While pride flags may fly higher each June, the reality for LGBTQI+ workers remains filled with uncertainty, inequity, and often, silence.
Understanding Underemployment Among LGBTQI+ Filipinos
Underemployment refers to individuals who are employed but are working fewer hours than desired or in positions that do not utilize their skills and qualifications. For LGBTQI+ Filipinos, this is often due to:
Discrimination during the hiring process
Stereotyping and bias in promotional opportunities
Hostile work environments that hinder retention
In 2025, the Labor Force Survey revealed that although unemployment slightly declined, underemployment among LGBTQI+ professionals surged disproportionately.
Key Takeaways from the Study
LGBTQI+ Filipinos are twice as likely to be underemployed.
They are three times more likely to experience discrimination or harassment at work.
The economic cost of exclusion is estimated at PHP 73 billion annually.
Transgender individuals report the highest levels of workplace hostility.
Cultural Stigma and Invisible Barriers
In a society where family reputation, religious conservatism, and heteronormative norms are deeply entrenched, many LGBTQI+ Filipinos still feel the need to downplay their identity. This often results in:
Closeted behavior in professional settings
Delayed career advancement due to perceived non-conformity
Limited access to inclusive health benefits and workplace safety policies
Cultural stigma acts as an invisible barrier, subtly shaping hiring practices, workplace interactions, and company policies.
Case Profiles: Stories Behind the Statistics
Marco, a top-graduating marketing major, has been stuck in a call center entry-level position for three years despite glowing evaluations. “They love my work, but I’ll never be promoted. One manager even said my ‘feminine voice’ might turn off clients.”
Liza, a transgender woman working in IT, says she’s often misgendered at work and excluded from team-building activities. “I’m good at my job. But they make me feel like I don’t belong.”
These stories echo the lived realities of thousands who are forced to compromise authenticity for job security.
Underemployment and the Loss of Potential
The impact of underemployment goes beyond paychecks. It means:
Wasted talent and skills in misaligned roles
Reduced motivation and mental well-being
Stunted professional growth and economic mobility
This systemic exclusion leads to a cycle of marginalization, with long-term economic consequences both for individuals and the national economy.
Discrimination in Recruitment and Advancement
Despite anti-discrimination laws being proposed in Congress, enforcement remains weak. Many companies still rely on biased recruitment processes:
Application forms that ask gender or sexual orientation
Interview questions that test ‘cultural fit’ subtly coded in heteronormative terms
Promotion paths that favor those who align with traditional gender roles
For LGBTQI+ individuals, these practices create psychological barriers and career stagnation.
Mental Health Implications in the Workplace
Workplace exclusion can have profound effects on mental health. LGBTQI+ workers report:
Higher rates of anxiety and depression
Increased emotional exhaustion from masking identity
A lack of safe spaces to report grievances without fear of retaliation
These conditions affect performance, retention, and the overall culture of organizations.
The Role of SOGIE Education and Workplace Policies
Integrating Sexual Orientation, Gender Identity, and Expression (SOGIE) education into workplace training can:
Increase awareness and reduce unconscious bias
Encourage empathy among colleagues and supervisors
Lead to the creation of inclusive and respectful workspaces
Some companies, especially multinationals, are leading the charge with diversity councils, safe space policies, and gender-neutral facilities—but these practices are not yet the norm.
The Economic Impact of Exclusion
According to recent studies, the Philippines loses up to PHP 73 billion annually due to LGBTQI+ discrimination. This economic burden includes:
Lost productivity due to absenteeism and mental health challenges
Lower lifetime earnings due to underemployment
Reduced innovation due to lack of diversity in leadership
Inclusion isn’t just moral—it’s strategic. Diverse teams have been proven to perform better, innovate more, and boost profitability.
Transgender Employees Face the Most Discrimination
Among LGBTQI+ subgroups, transgender individuals are most likely to:
Be misgendered or denied correct identity in company records
Face rejection from job applications based on physical appearance
Be harassed in gendered spaces like restrooms and changing areas
Despite progress, many trans Filipinos remain in informal work sectors due to formal discrimination.
Corporate Responsibility: Are Companies Doing Enough?
While some Philippine firms have implemented inclusive programs, gaps remain:
Lack of leadership-level LGBTQI+ representation
Weak HR enforcement of anti-harassment policies
Minimal benefits tailored for diverse family structures
A few corporations are emerging as role models, offering:
Gender-affirming healthcare
Employee Resource Groups (ERGs)
SOGIE workshops and inclusive recruitment strategies
But the private sector must scale up its efforts across industries and regions.
Government Role and Legislative Inaction
Although there have been repeated attempts to pass the SOGIE Equality Bill, progress has stalled. Government inaction has allowed discrimination to persist unchecked.
The state must lead by example through:
Anti-discrimination laws with clear penalties
Public sector adoption of inclusive hiring practices
National campaigns against workplace bias
Leadership at the national level can catalyze corporate change and cultural transformation.
Intersectionality: Compounded Discrimination
LGBTQI+ Filipinos often face compounded discrimination based on other factors such as:
Region (rural vs. urban employment opportunities)
Class and economic background
Religion and community norms
Addressing workplace inequality means acknowledging these overlapping identities.
Building Inclusive Workplaces: Actionable Steps
For companies looking to build inclusive cultures, the path includes:
Conducting SOGIE awareness seminars
Creating safe reporting channels for harassment
Recognizing diverse partnerships in employee benefits
Appointing inclusion officers or diversity champions
These practices contribute to talent retention, team synergy, and brand trust.
Role of LGBTQI+ Advocacy Organizations
Several groups continue to lead advocacy on employment justice:
Offering legal support for discrimination cases
Publishing research and visibility campaigns
Collaborating with HR departments for internal reform
Grassroots activism remains essential in sustaining momentum for workplace equality.
Education and Representation Matter
When LGBTQI+ individuals see leaders who reflect their identity, it fosters ambition, confidence, and belonging. Representation in:
Boardrooms
Media campaigns
Academic and vocational institutions
…is vital to shifting cultural narratives and dismantling long-held biases.
Conclusion
The 2025 study on LGBTQI+ underemployment is more than data—it’s a mirror held up to the nation. It challenges us to confront deep-rooted workplace inequalities and to reimagine what a truly inclusive labor market looks like.
Employers, legislators, educators, and citizens alike must commit to turning awareness into action. Because a just workplace is not only good for business—it is essential for building a compassionate and forward-thinking society.
