Emma Ángel: Championing inclusion at Blue Apple Beach as Colombia’s first trans Hospitality Manager
This Pride Month, we’re spotlighting the story of Emma Ángel, a trailblazer in the world of hospitality and a powerful voice for inclusion. As Operations Manager at Blue Apple Beach in Colombia, and the country’s first openly trans hospitality manager, Emma brings her lived experience, Indigenous heritage and cultural activism to the forefront of her leadership.
In an industry where LGBTQIA+ representation in senior roles remains far too rare, Emma is helping to shape a future where travel is not only welcoming but truly reflective of the diverse world we live in. Her work goes beyond operations; it’s about visibility, advocacy and transforming systems from the inside out.
We spoke to Emma about what real inclusion looks like in practice, the norms she hopes to see across our industry and the legacy she’s building for the next generation of LGBTQIA+ changemakers.
Emma & Deimer at Blue Apple’s 2025 Spread Your Wings event.
Could you start by telling us a little bit about your journey – both personally and professionally – and how it has brought you to Blue Apple Beach?
Of course. My journey has been one of transformation, resilience, and purpose. I’m a transgender woman from Colombia, with Indigenous roots and a background in social communication. I’ve spent years working in cultural activism, human rights advocacy, and hospitality. What brought me to Blue Apple Beach was not just a job offer, but a shared vision — a space that values diversity, creativity, and social impact. Here, I’ve found the rare chance to bring all of myself — professionally and personally — into my work.
You’re the first transgender person to work as a manager at a luxury hotel in Colombia – a significant milestone. How has the travel and hospitality industry responded to you, and what would you like to see more of?
It’s been both encouraging and challenging. On the one hand, many people in the industry have welcomed me with genuine respect and curiosity. But there’s also a long way to go. I still see a lot of fear around hiring trans and queer talent in leadership roles. I’d like to see more proactive efforts — not just tolerance, but celebration of diverse identities. We bring creativity, empathy, and innovation. It’s time for the industry to reflect that in its hiring, training, and storytelling.
You bring together Indigenous heritage, trans identity, and cultural activism in such a unique and powerful way. How have these identities shaped your journey?
They’ve shaped everything. Being Indigenous has taught me to honour community, tradition, and the Earth. Being trans has taught me courage, adaptability, and the importance of living one’s truth. And my activism stems from the need to make space — not just for myself, but for others who have been marginalised. These identities aren’t separate; they intersect and inform my leadership style, my vision, and how I connect with others in hospitality and beyond.
In a country like Colombia, which has made significant strides in recognising LGBTQIA+ rights through progressive laws and protections — what does Pride Month mean to you both personally and collectively?
Pride Month, to me, is a time of visibility and truth. Yes, Colombia has made progress legally, but socially there is still stigma and violence. Pride is a reminder that we are here, that we contribute, that we exist with dignity. Personally, it’s also a moment to celebrate survival — not just mine, but that of my community. It’s a time to honour joy as resistance and to amplify the stories that are often left out of the mainstream.
What specific practices or policies would you like to see become the norm in hotels, resorts, and tourism companies to ensure LGBTQ+ team members are safe and supported?
I’d love to see mandatory inclusion training, gender-neutral facilities, clear anti-discrimination policies, and mental health support tailored to LGBTQ+ staff. But more than policies, it’s about culture. Leadership needs to model respect and openness. It should be normal to ask for someone’s pronouns, to have diverse role models in leadership, and to actively listen when staff raise concerns related to identity and safety.
If you could speak directly to young LGBTQIA+ people aspiring to work in tourism, what would you want them to hear most right now? And what legacy do you want to leave behind through your work?
I would tell them: you don’t need to hide who you are to succeed. Your identity is not a barrier — it’s your power. Seek out spaces that value you, not just tolerate you. And if those spaces don’t exist yet, dare to create them.
As for my legacy — I want to leave doors open. I want young trans and queer people to look at my path and think, “If she did it, I can too.”
What message would you give to travel companies who want to better support trans and queer staff but don’t know where to start?
Start by listening — not to speak, but to truly understand. Partner with LGBTQIA+ organisations. Invite queer people to the table when decisions are being made. Don’t be afraid to get it wrong — be afraid of doing nothing. Supporting trans and queer staff is not just about policies, it’s about creating a culture of care and inclusion from the top down.
What would a truly safe, inclusive, and joyful travel industry look like to you?
It would be an industry where no one has to wonder if they’ll be safe at check-in, or if they can use the bathroom without fear. Where LGBTQIA+ travellers and workers see themselves represented — in leadership, in branding, in the values of the company. A joyful travel industry is one where difference is embraced, where curiosity replaces judgement, and where everyone — regardless of who they are — feels they belong.
We’re deeply grateful to Emma for sharing her story with such honesty, courage and clarity. We hope her words spark reflection, conversation and perhaps a few ideas to carry into your own work. If you are looking to take the next step in your company’s DEI journey, we’d recommend reaching out to the team at Women in Travel CIC who offer DEI consultancy services and support women and marginalised people through their work.
