Mexico continues to be a country where discrimination prevails and where lesbian, gay, bisexual, transgender, transsexual, travesties and intersexual (LGBTTTI) employees do not feel comfortable openly expressing their sexual orientation and/or gender identity in and outside their working areas. This phenomenon accentuates in the northern state of Nuevo Leon. This study documents the variations in degree of implementation of policies and strategies to prevent discrimination and promote labor inclusion of these minorities among large employers in Nuevo León México, and ponders the correlation between the correct implementation of this policies with an increment of motivation within the LGBTTTI. The resulting Pearson correlation between inclusion and motivation variables were found to be 0.242 (p > 0.005) and therefore considered as not significant. The evaluation of every element of motivation, resulted in an only element with a significant correlation (recognition) of 0.307 (p< 0.005), indicating that LGBTTTI employees may perceive themselves as less recognized in companies with lower degree of inclusion policies and programs. The results show that there is much to do in terms of LGBTTTI inclusion in organizations located in the study area, since no single organization was perceived by employees to have more than 65 out of 100 points of the inclusion scale proposed, considering the policies and programs for LGBTTTI diversity and inclusion