Journal: Equality, Diversity and Inclusion
Synopsis: Businesses worldwide are increasingly accepting of diverse sexual orientations and gender identities, with legislation aimed at protecting minority gender identities from prejudice and exclusion. Progressive policies and structures are fostering an inclusive organizational climate for LGBTQ individuals. Effective management of diversity policies is crucial for better talent utilization, creativity, and performance.
High LGBTQ diversity, equity, and inclusion (DEI) practices can attract higher-quality human capital and provide a recruiting advantage. However, organizations struggle to build inclusive culture and practices for the LGBTQ community, as successful policy implementation depends on consensus among policymakers, employee perception of policies, and alignment with HRM professionals and line managers.
In emerging markets like India, grassroots lobbying and aggressive litigation have converged to shape an effective movement. However, the contribution of environmental, organizational, and individual diversity management practices towards LGBTQ inclusion in organizations in these markets remains unclear. A study conducted through qualitative interviews with 28 stakeholders examines how organizations institutionalize LGBTQ inclusion practices in an emerging market context with historically low acceptance of the LGBTQ community.
