The development of corporate policies for equality and inclusion of women and LGTBI+ people has resulted in a different approach on human resources, driven to some extent by European Union legislation. In Spain, in the last few years, this change has been significant, surpassing the provisions of European Union law and representing a turning point for one of the southern European states. Notwithstanding, we need to consider some issues: are these measures effective in reducing discrimination on the grounds of gender and/or sexual orientation in the workplace? Are we therefore achieving the desired objective? Moreover, have we improved the employability and fair treatment of people who could potentially be discriminated against on the basis of gender and/or sexual orientation? These pages aim to analyze critically the corporate policies for equality and inclusion of women and LGTBI+ people in their dimensions: Equality Plan, pay transparency, anti-harassment protocols, the management of LGBTI diversity and internal channels of complaints. The focus will be on assessing their impact on employment, especially in small enterprises, which are overburdened with administrative obligations that could provoke opposite results, generating a legal obligation but a refusal to hire this group of workers. In sum, the paper will provide an adequate perspective to achieve the objective, with a change of social perspective.