Trans community connection boosts well-being at work, global study finds

A new international study of 366 transgender and gender diverse employees has found that everyday workplace slights, such as misgendering and deadnaming, are closely linked with higher levels of internalized transphobia, while strong connection to transgender community networks can significantly soften this impact.

The research, conducted across 22 countries and published in 2025, shows that workplace microaggressions are significantly associated with internalized transphobia, a form of minority stress that involves discomfort with one’s own gender identity due to societal stigma. Participants who reported more frequent microaggressions also reported higher levels of internalized transphobia.

Crucially for LGBTQ+ workplace equality efforts, the study identifies transgender community connectedness as a core protective factor. TGD employees who felt closely connected to trans communities, whether inside or outside their organization, experienced a much weaker link between microaggressions and internalized transphobia. The authors argue that identity-based community spaces help employees validate their experiences, resist stigmatizing messages and sustain psychological well-being in the face of discrimination.

The analysis also examined perceived organizational support, that is, the extent to which workers believe their employer values them and cares about their well-being. Here, the findings were more complex. When employees reported high organizational support but still faced frequent microaggressions, the association with internalized transphobia was stronger. The researchers suggest that when formal commitments to inclusion are not matched by daily behaviour, the gap between expectations and reality can magnify harm.

These results have direct implications for employers, HR teams and DEI leaders. Policy language and high-level inclusion messaging are insufficient on their own. Organizations need concrete mechanisms that reduce microaggressions in everyday interactions, including robust reporting channels, clear accountability for discriminatory conduct and targeted training that addresses trans-specific issues. At the same time, employers can play an active role in supporting TGD community connectedness through employee resource groups, partnerships with trans-led organizations, funding for networking and advocacy events and safe internal forums where TGD staff can connect and organize.

The authors conclude that trans-inclusive workplaces depend on both structural change and community power. Real progress comes when organizations back their policies with action, and when TGD employees have access to strong, affirming networks.

You can read the full journal entry here.

For employers and professionals seeking to build and join truly inclusive workplaces, myGwork provides access to LGBTQ+ friendly organizations, expert resources and global community networks; readers can take the next step by signing up to myGwork and connecting with employers committed to meaningful trans inclusion.

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