A SEMIÓTICA APLICADA À APARÊNCIA

Abstract

: During LGBTQIA+ Pride month, companies often display symbolic support,
such as flags and hashtags. However, diversity in year-round organizations is
questionable. Research indicates that the implementation of diversity and inclusion
policies in companies is slow and often inadequate, with significant barriers that prevent
the LGBTQIA+ group from entering the job market. The promotion of diversity was
intensified by multinationals in the 1990s, but faces resistance within the companies
themselves. Working minorities, including the LGBTQIA+ group, have been fighting for
rights since the colonial period. In 2004, the "Brazil without Homophobia" program
brought progress, but it was insufficient for effective inclusion. International legislation
and documents such as the UN and ILO offer guidelines to promote LGBTQIA+ rights at
work, but discrimination persists. Ordinance No. 2,387 of 2013 created systems to
confront violence and promote LGBTQIA+ rights, but the effectiveness of these policies
is limited by deep-rooted prejudice. Research shows that, despite policies, LGBTQIA+
workers face inequalities in the job market. Pressure to hide sexual orientation is common.
Gender segmentation in the job market creates additional barriers. An ABRH survey
revealed that most companies do not promote respect for LGBT people. The LGBT2030
Global Report highlighted that many LGBTQIA+ workers do not accept their sexual
orientation due to homophobia in the workplace. Inclusive education from an early age is
crucial for inclusion in the job market