Quais as barreiras que moldam a experiência de pessoas trans e seu impacto na inserção e permanência no mercado de trabalho?

Resumo

This study analyzed how structural, organizational, and subjective barriers shape the professional trajectories of trans people and the role of DEI policies in this context. Using a qualitative approach and Interpretative Phenomenological Analysis (IPA), eight semi-structured interviews were conducted and analyzed through thematic coding. The findings show that work experiences are strongly shaped by intersectionalities (gender, race, class, education, territory, and passing). Trans women, especially those who are Black and from peripheral areas, face greater stigmatization and exclusion, while trans men with passing report more subtle barriers associated with identity self-containment. DEI policies are largely symbolic, weakly structured, and dependent on individual initiatives, while recruitment processes and workplace environments reproduce biases, microaggressions, and demands for hypervigilance and selfcensorship. The study concludes that effective inclusion requires intersectional, continuous, and institutionalized policies, with a focus on gender transition support, prevention of microviolence, leadership training, and the promotion of retention and development, as well as the transformation of organizational culture to ensure safety and equity.

Ficha do documento

Tipo

Dissertação

Ano

2026

Instituição

Fundação Getulio Vargas

Fonte

Repositório da FGV

Idioma

Português

Acesso

Acesso aberto

Identificador

oai:repositorio.fgv.br:10438/40421

Temas

Economia

Palavras-chave

Pessoas transMercado de trabalhoDiversidade e inclusãoInterseccionalidadeTrans peopleLabor marketDiversity and inclusionIntersectionalityAdministração de empresasIdentidade de gênero no ambiente de trabalhoDiversidade no ambiente de trabalhoIntegração socialPessoas transgêneroODS 5: Igualdade de gênero