At SolX Technologies, we believe every employee deserves the right to bring their full, authentic selves to work. But for many LGBTQ+ professionals, that hasn’t always been possible.
We spoke with a few of our LGBTQ+ employees about their early experiences in the corporate world, particularly in 2014 when they worked for a major conglomerate. Their story paints a vivid picture of the challenges queer employees faced back then.
There were strict expectations and sometimes official HR mandates about how employees, especially men, should present themselves. The tone of voice had to be “masculine.” Dress codes required long sleeves, slacks, black shoes, and barong Tagalog on formal days. Haircuts were limited to traditional barbershop styles and semikalbo, always neat and never dyed. Makeup for men was prohibited. Bags had to be plain and neutral; flashy designs or bright colors were frowned upon.
Beyond physical appearance, personal social media accounts were also closely watched. Between 2014 and 2016, HR quietly monitored employees’ online presence. Posts or photos deemed “too expressive” or “too out there” were discouraged, citing concerns that they might reflect poorly on the company.
For queer employees, the pressure to conform was immense. Many felt they had to be exceptional just to be accepted.
Backhanded compliments were common:
“Oh, he’s really good… even though he’s gay.”
But any underperformance, no matter how minor, was judged far more harshly:
“He’s gay, and on top of that, not even good at his job.”
These remarks reveal a deeper bias — that being LGBTQ+ meant starting behind the line, regardless of qualifications or work ethic.
Our colleague also shared how queer professionals were often boxed into stereotypical roles, usually in creative or communications work. Attempts to enter male-dominated fields like engineering invited extra scrutiny. Our AI Engineer even experienced powertripping amongst his previous co-engineers. Even close friendships could become subjects of rumors or side comments, especially if a gay employee formed a bond with a male colleague.
Adding to these challenges were daily social dynamics that could feel just as isolating as formal policies. One form of discrimination that deeply affected some of their queer peers was discomfort around interacting with straight men at work. Simple acts like sitting beside a straight colleague or starting casual conversation sometimes felt like navigating a minefield. There was a constant fear of making others uncomfortable or being misread.
“Even when we were just being friendly, we had to second-guess ourselves,” they said. “Straight men could be openly touchy with each other — tapping backs, playfully nudging, even hugging as part of their barkada culture. But if we did the same, suddenly it could be seen as inappropriate or malicious.”
This double standard made it hard for LGBTQ+ employees to fully feel they belonged, even in seemingly inclusive spaces. The emotional toll of self-censorship, constantly filtering natural behavior for fear of misunderstanding, added yet another invisible weight.
Thankfully, times are changing.
Although the SOGIE Equality Bill is still awaiting passage, it has already sparked meaningful conversations. Leaders like the late Sen. Miriam Defensor-Santiago, Rep. Etta Rosales, Rep. Geraldine Roman, and Sen. Risa Hontiveros have championed this cause, increasing visibility for the realities faced by LGBTQ+ individuals at work and beyond.
Alongside these legislative efforts, company policies around healthcare benefits are evolving to become more inclusive. Previously, when companies enrolled employees in HMO plans, partners or chosen family members of LGBTQ+ employees were not recognized as dependents — leaving many without access to essential health coverage.
Now, unmarried domestic partners and same-gender domestic partners are increasingly recognized as eligible dependents. For single or unmarried principal employees, eligible dependents typically include:
- Parents under 65 years old
- Siblings, from eldest to youngest, aged 15 days to less than 21 years old, unmarried and not gainfully employed
- Unmarried domestic partners or common-law partners, including same-gender partners under 65 years old
Enrollment of common-law or same-gender domestic partners requires submission of proof of coverage, a CENOMAR, and/or an Affidavit of Cohabitation endorsed by authorized HR personnel. Both partners must be single, not legally married, and not domestic partners of anyone else. Enrollment must be duly endorsed by HR.
On the local government level, progress has also been made. For example, Quezon City’s Right to Care Card now allows LGBTQ+ couples to make medical decisions for each other — an essential recognition of relationships often overlooked by law.
At progressive companies like SolX Technologies, these values are not only acknowledged but actively practiced. We treat all employees with equal respect, regardless of gender identity or sexual orientation. Benefits are extended fairly, and our LGBTQ+ team members are empowered to thrive without fear of discrimination.
“We don’t hire people based on who they love or how they identify,” Management shared. “We hire people who are qualified, professional, and bring real value.”
While the energy industry remains largely male-dominated, especially in technical and field roles, SolX Technologies is committed to breaking that mold. Here, identity is not a limitation. It’s one part of the unique perspective and strength each person brings.
“Whether you’re lesbian, gay, bisexual, transgender, queer, intersex, asexual, or anywhere on the spectrum — if you’re giving!, you belong here,” our Marketing Lead shared.
We’re proud to share this story — not just during Pride Month, but every day. At SolX Technologies, we are building a workplace where authenticity thrives, diversity is respected, and every person is empowered to succeed.