The Reality Behind the Rainbow
Despite growing awareness, LGBTQIA+ individuals in India continue to face significant barriers at their workplaces.
A Deloitte report from 2023 reveals that nearly 70% of LGBTQIA+ employees in India have encountered non-inclusive behaviour at work, far higher than the global average of 42%. These behaviours range from microaggressions and being left out of conversations to more explicit forms of discrimination and harassment.
For transgender and non-binary individuals, the picture is even more troubling. According to Queerbeat, only 6% of LGBTQIA+ employees in India identify as transgender, non-binary, or genderqueer. The low visibility isn’t just a matter of numbers, it reflects systemic exclusion and fear of discrimination. Many trans professionals face a “double bind” of limited employment opportunities and workplace hostility, pushing some to hide their identities or leave jobs altogether.
Globally, 46% of LGBTQIA+ workers say they have been treated unfairly at work, and transgender employees earn 32% less than their cisgender peers. These statistics aren’t just numbers, they point to a deep, structural inequality that persists despite corporate messaging.
The Cost of Exclusion
Discrimination not only harms individuals, it also carries a cost for organisations and the economy. A World Bank study estimates that homophobia and exclusion in the workplace could be costing India up to 1.7% of its GDP. When employees feel unsafe or unsupported, they are more likely to disengage or leave. Nearly a third of LGBTQIA+ employees have considered quitting due to non-inclusive environments.
This kind of turnover affects productivity, increases hiring and training costs, and undermines team morale. Inclusion, therefore, isn’t just the right thing to do, but it’s smart business.
What Real Inclusion Looks Like?
True inclusion demands a year-round, company-wide commitment. Here’s what organisations can do:
- Leadership Commitment: Senior leaders must walk the talk, by visibly and vocally supporting LGBTQIA+ inclusion.
- Inclusive Policies: Anti-discrimination policies should explicitly cover sexual orientation, gender identity, and gender expression.
- Safe Spaces: Employee resource groups (ERGs) can empower LGBTQIA+ voices and help create support systems.
- Education & Training: Regular workshops on unconscious bias, inclusive language, and allyship can transform workplace culture.
- Equitable Benefits: Policies like gender-neutral parental leave, trans-inclusive healthcare, and partner benefits ensure fairness.
Moving Beyond Performative Pride
Pride Month is an important time for celebration, reflection, and advocacy. But if inclusion ends once the rainbow decorations come down, we’ve missed the point.
Inclusion should be embedded in workplace culture, not just as a marketing strategy but as a core value. When LGBTQIA+ professionals feel safe, seen, and supported each day, organisations benefit from diverse perspectives, loyal teams, and stronger innovation.
Let’s make Pride not just a month, but a mindset that shapes our workplaces all year round.
