How can organisations support inclusion of LGBTQ+?Īnti-discrimination policies, same-sex partner benefits, gender-neutral washrooms, and other related initiatives exist. This makes the biggest case for creating an enabling environment for individuals to come out. Hiding one’s authentic self at work directly impacts engagement and productivity. The community may fear that behaviours towards them will change if they reveal their identity or that it might affect their promotion opportunities. The residual negative experiences of members, such as discriminatory behaviours, derogatory jokes and physical violence, both at the workplace and outside, govern such decisions. This begs the question: why do people remain in the closet? Research on this found the desire for psychological and physical safety to be prime reasons. It requires a person to constantly navigate the environment, self-edit responses and steer away from conversations that one may find natural, such as questions around marriage. These numbers are not entirely accurate as many people still choose to remain in the closet.īeing in the closet is a complex reality for community members, which many non-LGBTQ+ people do not appreciate. As a key lever, it helps organisations connect with new buying centres in customer organisations and strengthen supplier relationships,” says Chandra Duraiswamy, senior director of communications at a leading MNC, who is also an Out and Proud member of the community.Īs per the IPSOS research 2021, approximately 17% of the Indian population identifies as LGBTQ+. “LGBTQ+ inclusion makes perfect business sense and is the right thing to do. Let’s first put in perspective why LGBTQ+ inclusion is essential. Herein lies the most noteworthy danger - weighing the business case of LGBTQ+ inclusion based on the current representation numbers. This has made many organisations assume that while this diverse group is a reality in society, they are not present in their workplace.
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However, despite the law supporting LGBTQ+ and concentered efforts, the number of people coming out has increased only marginally. Organisations that were brushing LGBTQ+ inclusion under the carpet or sitting on the fence came out to pledge their support to the community, incorporating rainbow colours in their brands, participating in Pride events and instituting same-sex partner benefits. Many firms decided to base additional interventions on the number of employees who declare their identity as being LGBTQ+.
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By reading down Section 377, a colonial-era law, the Supreme Court of India decriminalised homosexuality, thereby restoring the right of dignified living, for a historically ignored section of the society. The year 2018 was a significant one in India.