Gender-Nonconforming Employees in Bangladesh: Recruitment and Psychological

This study investigates the recruitment challenges and socio-psychological impacts faced by gender-nonconforming employees in corporate workplaces in Bangladesh, a context influenced by conservative gender norms and emerging inclusion policies. Despite increasing organizational diversity initiatives, empirical evidence on how these policies shape the actual experiences of gender-nonconforming individuals remains limited. Employing a qualitative design, we conducted in-depth, semi-structured interviews in 2025 with 40 participants, including 23 gender-nonconforming employees and 17 human resource (HR) managers from corporate organizations. Thematic analysis revealed persistent recruitment biases and exclusionary practices rooted in socio-cultural norms. Participants reported psychological stress, identity concealment, and constrained career progression. Although formal inclusion policies existed, HR managers acknowledged gaps in implementation due to insufficient training, lack of accountability, and limited organizational commitment. The study highlights a significant disconnect between stated policies and day-to-day practices, suggesting that without cultural change and enforceable mechanisms, inclusion efforts remain largely symbolic. These findings emphasize the need for robust anti-discrimination recruitment guidelines, mandatory HR training on gender diversity, and organizational accountability measures. Integrating gender-inclusive practices into labor regulations and corporate governance can enhance psychological well-being, workforce participation, and equity for gender-nonconforming employees in Bangladesh.