Queer People, Work, and Financial Stability

Financial security is never just about numbers. For queer people, it is tied to visibility, safety, and respect in the workplace. Discrimination, rigid gender roles, and a lack of supportive policies mean that many queer workers find themselves at a disadvantage before their career even begins. In a group discussion with queer people from different fields, participants shared their experiences of navigating jobs, money, and survival. Their stories highlight not only the economic precarity they face, but also the structural barriers that keep them from thriving.

Gender, Power, and Pay

One participant, a queer woman working in film, described the extra hurdles she faces compared to her male colleagues:

“My financial situation is very hard at the moment. I particularly struggle as a queer woman. I am in the film industry and it is very male dominated. I secure finances or projects to do my job but yet no one wants to pay me directly. They ask for a producer so they can make the payment and in most cases producers are men.”

She added that even when payments are made, the process is discriminatory:

“While working with men, they wire the money right away. With women directors, they always make excuses—like, do you have a tax ID?—and delay the payment.”

Her experience is not unique. Another woman director told her she avoids working with male producers altogether because of the constant gendered treatment, but finding a woman producer is extremely difficult. In the end, projects collapse, money is lost, and powerful stories remain untold.

The Pressure to Stay Hidden

For many queer employees, the most basic challenge is whether to disclose their identity at work. One gay man explained:

“I would never reveal my identity at work. It could directly mean the threat of losing my job.”

He pointed out how certain professions—like hairstyling or roles that require “care” or delicacy—are seen as acceptable for gay men. Outside those niches, visibility becomes a liability.

Even in workplaces that promote diversity, participants said queer workers rarely find equal footing. A local bank, for instance, introduced a quota for LGBTI+ employees. On the surface, it promised protection, but in practice it created new barriers:

“If you out yourself, they might not kick you out, but you hit a glass ceiling. You’re never taken seriously among men. You face misogyny, and your career growth stalls.”

Choosing Isolation as Safety

Many queer people reported gravitating toward jobs that minimize exposure. Positions in delivery customer service, or design were seen as safer because they limit contact with colleagues or customers. One participant described the relief of such roles:

“You don’t have to interact with the team much. You sit in front of your computer, do your work, and the customer interaction is not face-to-face. That brings comfort.”

For some, this isolation is not a preference but a survival strategy. It reduces the daily anxiety of being questioned, judged, or harassed.

Looking Abroad for Opportunity

The difference in pay and workplace culture between Azerbaijan and European countries was a recurring theme. Several participants said they are motivated to leave not just for better salaries but for safety and dignity.

A sales worker explained why she avoids Azerbaijani companies entirely:

“The management is mostly men. There are always comments about your appearance, and I had to tone myself down with clothing. I was very uncomfortable.”

Now working for a foreign company with more women colleagues, she feels both safer and freer:

“I don’t work in Azerbaijani companies at all. With foreign companies, it’s different. There are more women, it feels secure, and I’m even out at my current workplace. No one has an issue with it.”

Fragile Alternatives

There are some positive examples. Women-led initiatives and small organizations have created more inclusive spaces for queer employees. But participants said these opportunities are fragile, often tied to social projects or donor funding:

“They are more welcoming, but they’re not sustainable. They’re not reliable for building a long-term career. Sometimes it even feels tokenistic.”

Meanwhile, larger, more stable employers—such as government institutions or state companies—were described as hostile:

“They are hell for us. Very discriminative. Colleagues are openly queerphobic, and these workplaces don’t have anti-discrimination policies.”

For this reason, many queer people end up in freelance, unstable, or low-paying jobs. The trade-off is safety over stability.

Living Under Constant Scrutiny

The psychological burden of working in hostile environments was another recurring concern. Several participants said they live under constant surveillance:

“People do not keep boundaries. They try to figure out if I am gay or not. It pushes me to live a double life, always hiding or denying accusations.”

This kind of pressure translates into ongoing stress, anxiety, and mental health struggles.

Who Gets Excluded Entirely

While the group did not include trans participants, others in the discussion pointed out that trans people face the harshest exclusion. According to them, trans workers are rarely welcomed in mainstream companies and are instead pushed toward queer-owned businesses, NGO work, or sex work as the only means of financial survival.

Conclusion

The conversation made one thing clear: queer people’s struggles at work are not just about income. They are about unequal access, systemic discrimination, and constant pressure to conform or hide. This leads not only to financial precarity but also to deep mental health costs.

And yet, the stories also show resilience—people finding safer niches, creating their own initiatives, seeking opportunities abroad, or simply continuing to fight for space in industries that try to push them out. What remains missing are structural changes: anti-discrimination policies, equal pay practices, and workplaces that recognize queer people not as quotas, but as workers with talent, skill, and stories worth telling.

Powered by Froala Editor