Unlocking Transformative Leadership: Thailand’s T*Factor Redefines Global Inclusion

Bangkok, Thailand – In a world increasingly grappling with questions of diversity and inclusion, a groundbreaking study from Thailand is set to redefine our understanding of leadership. Dr. Drew B. Mallory, a professor and researcher at Sasin School of Management, Chulalongkorn University, has unveiled “The T*Factor,” a revolutionary framework that offers unprecedented insights into the unique leadership capabilities of transgender and non-binary (trans*) professionals. Not just another academic paper, this research is a world-first in several respects – the first in-depth exploration of professional trans* leadership globally, and the very first to focus on trans* professionals in Thailand. It also confirms what has been suspected, but not shown, for decades: trans* leaders demonstrate resilience, profound empathy, and high emotional intelligence (EQ), enabling a holistic leadership approach that balances intellect with emotional wisdom. “This study not only contributes to our general understanding of leadership, but it also underscores the critical value of exploring the lived experiences of populations that don’t always get a focus. Each one of the leaders studied revealed something unique and something powerful. And together the leadership style they demonstrate is both interesting and impactful,” says Dr. Mallory. “Sasin’s commitment to its IDEALS policy made this research possible, and [this research] provides empirical evidence that an inclusive business model isn’t just a matter of ethics—it’s a strategic advantage that fosters innovation and functionality.” The IDEALS (Inclusion, Diversity, Equity, and Access to Learning at Sasin) initiative is a core part of Sasin’s philosophy that champions inclusive education and business as the bedrock of excellence and positive change. As anti-trans* sentiment gains traction in some parts of the world, “The T*Factor” provides a powerful counter-narrative, showcasing the value and unique strengths that trans* leaders bring to the table.  

The T*Factor: Leadership Forged in Resilience

Based on extensive, in-depth interviews with 16 trans* leaders across various sectors in Thailand, “The T*Factor” is an innovative leadership framework that illuminates how Thai trans* leaders, through their complex intersectional identities, forge distinct pathways to influence and impact. It details their culturally informed inner qualities, unique outward behaviors, and an unwavering commitment to activism that spans various domains. While existing leadership theories have long acknowledged the positive impact of LGBTQIA+ leaders, “The T*Factor” goes further. It reveals that within Thailand’s unique cultural landscape, certain qualities formed through early, often marginalizing influences, are not merely present in Thai trans* leaders, but are profoundly shaped and uniquely forged by experiences in the country. These leaders demonstrate an unbreakable resilience, cultivated not just from bouncing back from adversity, but from strategically transforming challenges rooted in deep-seated cultural norms like gam (karma beliefs) and pervasive stereotypes into pathways for growth, leading to a profound sense of “invincibility.” Their relational authenticity transcends simple self-expression; it’s a sophisticated “cultural intelligence” that allows them to master navigating Thai expectations such as krengjai (avoiding discomfort) and kala-tesa (situational appropriateness), asserting their self-worth without apology, even when their very presence challenges norms. Furthermore, their experiences of marginalization foster profound empathy and high emotional intelligence (EQ), enabling a “holistic” leadership approach that balances intellect with emotional wisdom for sustained influence. These inner strengths translate into equally distinctive outward behaviors. They employ nuanced communication, balancing directness with empathetic listening, and adopt relational approaches that build strong “chosen families” at work, moving beyond traditional “boss” roles. They also demonstrate decisive action, leveraging their social esteem (nata) to drive concrete policy change. For many, leadership is inherently activist, driven by a desire to redress injustice and increase representation across all aspects of society.  

Thailand: A Beacon of Inclusive Leadership

Thailand’s journey towards inclusion has also been unique, rooted in a rich history of gender diversity spanning thousands of years. Unlike many Western societies where the very existence of trans* people is still debated, Thai concepts of diverse sexual orientations and gender identities have been influenced by indigenous and Buddhist traditions for centuries. The traditional Thai term kathoey, for instance, refers to a distinct gender identity, often described as a “third gender.” This means the debate in Thailand is less about if trans* people exist, but rather “how do we adapt attitudes and policies to accommodate and redress historic wrongs.” This fundamental difference in cultural climate was a core point of exploration in Dr. Mallory’s research. However, the research also uncovers a “paradox of tolerance”: while Thailand is often celebrated for its LGBTQI+ inclusivity, this visibility is “juxtaposed with persistent stigma, systemic discrimination, inadequate legal protections, and profound exclusion of trans* individuals from professional leadership roles.” This means that while overt discrimination might be less common, deep-seated cultural beliefs create insidious barriers to professional advancement. For example, a 2019 UNDP study found that while 88% of Thais would accept LGBTQI+ individuals outside their families, this drops to 75% for family members, and nearly 50% of LGBTQI+ individuals experience discrimination from their own families. Research also indicates that up to 70% of trans* people in Thailand experience such issues in the workplace. Despite these challenges, Thailand is rapidly solidifying its position as a global leader in LGBTQI+ rights. On January 23, 2025, Thailand made history by enacting its Marriage Equality Law, becoming the first country in Southeast Asia and only the second in Asia (after Taiwan) to legalize same-sex marriage. This monumental achievement, coupled with Thailand’s existing Gender Equality Act and its recent joining of the UN Human Rights Council, signals a serious commitment to human rights for all. This legislative progress is projected to have significant economic benefits, including the creation of 152,000 new jobs, a 0.3% increase in GDP, and an additional 4 million tourists generating approximately $2 billion in revenue, according to a 2025 study commissioned by Agoda. However, for true inclusion, the journey continues. The research highlights the critical need for a comprehensive Gender Recognition Bill. “For trans* people, legal gender recognition is our main goal,” states one participant in the study, “even more so than same-sex marriage.” The current lack of such a bill forces trans* employees to use their assigned names in official documents, causing distress and involuntarily outing them. By enacting a Gender Recognition Bill, Thailand can move beyond “tolerance” to genuine, holistic inclusion, setting a new global standard that aligns its legal framework with its rich history of gender diversity.  

A Call to Action for Organizations Worldwide

“The T*Factor” offers a crucial response to the evolving landscape of Diversity, Equity, and Inclusion (DEI). As anti-trans* sentiment continues to develop in some regions, this research provides a compelling basis for thoughtful action. By cataloging the unique contributions and inherent strengths of trans* leaders, showcasing their capacity for resilience, empathy, and transformative action, Dr. Mallory says it offers compelling findings that underscore their value. The findings also underscore the imperative for organizations and businesses worldwide to offer extra support to trans* people, in Thailand and beyond. This is crucial because trans* individuals often face different leadership pathways and experiences compared to cisgender and non-LGBTQI+ individuals, who may have had more traditional leadership development opportunities. Dr. Mallory points out that this doesn’t mean trans* individuals are less talented; it simply acknowledges they might need more mentoring, targeted development programs, and outreach to accelerate their growth and leadership journey. Practical resources like the “Inclusion Toolkit for Thailand,” co-developed by Dr. Mallory with Thai LGBTQI+ experts and incorporating findings from this study, offer culturally tailored policy and education guidelines for organizations seeking to foster genuine inclusion. Nikki Phinyapincha, founder of TransTalents Consulting Group, which advocates for inclusive workplaces and LGBTQI+ economic empowerment, and a frequent collaborator with Dr. Mallory, emphasizes the real-world impact. “This research provides a platform to validate the lived experiences of trans* professionals and to dismantle stereotypes that have long held us back. By investing in trans* talent, organizations are not just making an ethical decision; they are unlocking a powerful, innovative force for their business and for society.” This research reinforces Sasin School of Management’s role at the forefront of cultivating inclusive business leaders. As one of the first projects stemming directly from Sasin’s IDEALS initiative, the release of the T*Factor demonstrates the impact of focusing on inclusive business and leadership here in Thailand. By showing how Thai trans* leaders transform systemic constraints within the country into unique advantages that can catalyze multi-level change. It better positions Thailand, guided by Sasin’s pioneering research, as a true global leader in fostering a more equitable and prosperous future for all. Read the full research here.