Transgender Representation in Biotech: Why It Matters for Science and Patients
This week in the Guardrail, the biotech sector faces an urgent mandate to strengthen its scientific rigor and social equity by fully incorporating transgender perspectives and talents across its workforce.
Written by Michael Bronfman for Metis Consulting Services
December 22, 2025
Transgender people are part of every community, including biotech. Representation means that transgender scientists, clinicians, engineers, and staff are visible, heard, and included. When biotech companies and research teams include transgender people, scientific outcomes improve. When transgender people are excluded or invisible, both the workplace and the patients who depend on new medicines lose essential perspectives.
Why representation matters
Representation matters for several practical reasons. Diverse teams produce better science. People with different life experiences notice different problems and ask other questions. That variety of viewpoints leads to new ideas and better solutions. Companies that include transgender employees are more likely to design studies and clinical trials that consider the needs of transgender patients. That attention can improve the safety and the relevance of treatments for many people. Third, representation builds trust. If patients see themselves reflected among researchers and company leaders, they are more likely to enroll in studies and to believe that the research will respect their needs.
Evidence that transgender and LGBTQ people face barriers
Research shows that LGBTQ people, including transgender people, face more career barriers in science and technology fields than their non LGBTQ peers. A well-documented study found that LGBTQ professionals in STEM experienced higher rates of harassment, professional devaluation, and career limits. These negative experiences make it harder for LGBTQ people to advance and stay in STEM careers.
Due to fear of negative consequences, people who identify as LGBTQ are not open at work about their identities in separate surveys and reports. In some fields, as many as four in ten LGBTQ workers reported hiding their identity from colleagues. That lack of openness reduces honest discussion about how research design or healthcare policy affects transgender people.
What the biotech industry currently looks like
According to some industry reports, there is some progress in gender balance overall, and the data on transgender workers is still sparse. Biotech trade groups and extensive surveys track gender and race, and do not collect detailed data on gender identity beyond male or female. The gap makes it hard to measure the number of transgender employees or to track experiences over time. The BIO industry diversity report found gains in overall gender representation and noted persistent gaps in leadership roles. Improved data collection is needed to demonstrate how transgender people are faring in biotech.
Corporate Policies and Benefits Matter
Several large companies have adopted policies that protect gender identity and sexual orientation. The Human Rights Campaign (HRC) Corporate Equality Index tracks workplace protections and benefits for LGBTQ employees. Participation in the HRC index has increased, and more companies now report transgender-inclusive policies and health benefits. For example, the HRC tracks whether employers offer gender identity nondiscrimination protections and provide transgender-inclusive health insurance. These policies can reduce barriers to hiring and retention.
Why company culture must go beyond policy
Policies and benefits matter. However, policies alone are not enough. Transgender employees need an everyday workplace culture that respects their identities. This includes the use of chosen names and pronouns, private and safe restrooms and changing facilities, transparent processes for name changes in payroll and HR systems, and training for managers. Employee resource groups and leadership commitment help, but they must be integral to the organization rather than symbolic gestures.
Why better representation improves research quality
Biotech aims to develop medicines that work for many kinds of people. Transgender people have health needs that are sometimes unique or are affected by hormone therapy and by social determinants of health. If transgender people are not included among study teams and investigators, essential variables may be overlooked, and assumptions that exclude transgender participants may be made, or relevant data about gender identity may fail to be collected. This can lead to incomplete safety profiles or treatments that are less effective for specific groups.
For example, clinical trial forms and electronic health records that limit gender options to man or woman will miss information about patients who are transgender or nonbinary. That missing data prevents accurate analysis of outcomes by gender identity. Companies who have expanded how they collect gender identity information and train staff to ask respectful questions are better positioned to produce inclusive science. The Human Rights Campaign (HRC) and other groups provide practical guidance on offering transgender-inclusive health benefits and workplace practices.
Patient trust and trial recruitment
Trust matters for clinical trials. Historically marginalized groups are less likely to enroll in research when they do not trust that the research team will respect them. Transgender people have been subject to discrimination in healthcare settings, and that history affects decisions about research participation. When biotech companies recruit transgender staff, they signal a commitment to inclusion and can demonstrate to potential participants that the research team understands their needs. This can improve recruitment, retention, and the overall quality of the data.
Policy shifts and uncertainty
Corporate support for transgender inclusion has been expanding, but political and legal changes can create uncertainty. Some companies have adjusted their diversity goals or benefit offerings in response to new regulations and executive actions. That shifting landscape can make long-term planning difficult for companies and can create anxiety among transgender employees. It is essential for leaders in biotech to explain their decisions clearly and to retain core protections that support scientific integrity and patient safety. Recent reports indicate that some pharmaceutical companies have paused or altered diversity targets in response to legal and policy changes. Readers should follow industry news closely to see how these trends evolve.
Immediate Concrete Steps for Biotech Companies
The following steps are practical actions biotech companies can take to improve transgender representation and inclusion. Each step is feasible and tied to measurable goals.
Measure gender identity with care.
Add options for gender identity on HR forms and in research data collection. Use separate fields for sex assigned at birth and current gender identity where clinically relevant. Ensure that privacy protections are strong and that employees and participants understand how their data will be used.
Offer transgender inclusive health benefits.
Cover medically necessary care related to gender affirming treatments. Ensure that benefits administrators and human resources teams understand how to process claims and support name changes. The Human Rights Campaign provides a benchmarking index and detailed guidance on best practices.
Train managers and staff
Provide regular, practical training on gender identity, pronouns, and respectful workplace behaviors. Training should be scenario-based and reflect fundamental workplace interactions. Training improves day-to-day inclusion far more than a single annual session.
Make recruitment inclusive
Work with universities and professional groups that support transgender students and professionals. Include transgender people in candidate slates and use inclusive language in job postings. Track hiring outcomes to inform adjustments to recruiting efforts.
Support employee resource groups and mentorships.
Employee groups for LGBTQ staff can provide community and advise leadership. Mentorship programs that match transgender employees with sponsors and leaders help career growth.
Include transgender perspectives in research design.
Invite transgender community advisors to review the study design and consent language. Adjust eligibility criteria and safety monitoring plans when hormone therapy or gender specific conditions matter for outcomes.
Report progress publicly
Publish annual metrics that show progress on hiring, promotion, and retention. Transparency increases accountability and builds trust with patients and the public.
Science, Ethics, and Responsibility
Biotech operates at the interface of science and patient care. The ethical duty not to harm extends to how companies design research, hire staff, and treat colleagues. Transgender representation is not a political slogan. It is a scientific and ethical necessity. When research teams are inclusive, the science benefits and patients receive treatments that better reflect real-world needs.
Improving transgender representation in biotechnology is a long-term endeavor that requires both policy changes and sustained cultural shifts. The industry must collect better data, adopt inclusive benefits and practices, and listen to transgender people when designing research. Doing so will improve science, protect patients, and make biotech a stronger place to work for everyone.
Stop merely reacting to policy shifts and waiting for industry data. The future of inclusive science and drug development starts with decisive action today. Contact Metis Consulting Services: hello@metisconsultingservices.com
Useful Links And Resources
Human Rights Campaign Corporate Equality Index. https://reports.hrc.org/corporate-equality-index.
Science Advances study on LGBTQ professionals in STEM. https://www.science.org/doi/10.1126/sciadv.abe0933.
BIO report Measuring Diversity in the Biotech Industry. https://www.bio.org/sites/default/files/2022-06/261734_BIO_22_DEI_Report_P4.pdf.
Recent survey of LGBTQ climate in biology (pre-print). https://www.biorxiv.org/content/10.1101/2025.01.24.634486v1.full.
Nature commentary on diversity and representation in science. https://www.nature.com/articles/s44259-025-00101-7.
