Following the 2015 Supreme Court ruling that recognised marriage as a right for same-sex couples, it was widely believed that a major victory had been achieved in the fight for LGBTQ rights. Although the recognition and legal protections gained were undoubtedly significant, it became evident that the challenges faced by the LGBTQ community, especially in the workplace, extended far beyond the scope of same-sex marriage alone.

A majority of LGBTQ workers, comprising over 53 per cent, conceal their true identities while at work due to an enduring sense of not being accepted. This internal struggle has negative effects on their well-being, job satisfaction, and overall productivity, while also impacting businesses' ability to retain talented individuals and foster leadership growth. Despite the progress made in society regarding queer acceptance and visibility, the act of coming out in the workplace remains a daunting and occasionally risky undertaking for numerous LGBTQ employees.

In order to explore strategies for empowering LGBTQ+ employees during their Coming Out process in the workplace, People Matters reached out to industry experts.

Sensitise people managers and colleagues

Sensitising people managers and colleagues goes beyond simply providing information. It also involves cultivating empathy and fostering a supportive attitude. This means encouraging open communication, active listening, and recognising and valuing the diversity of experiences and perspectives within the LGBTQ+ community, believes Ruhie Pande, CHRO at Godrej Capital. 

“HR should provide both resources and support to employees in their moment of coming out in terms of health and wellness access and community-based associations such as ERGs where they have a place to engage and express themselves without fear of judgement. The decision to come out is oftentimes a complex one, and in order for workplaces to be safe, diverse, and equitable, we must ensure teams and colleagues create an environment of acceptance and understanding; sensitising people managers and colleagues is therefore important,” she explained. 

Address attitudes and biases

In addition to training, organisations must adopt a zero-tolerance approach to harassment and discrimination. This means establishing clear policies and procedures that explicitly prohibit any form of bias-based harassment and outline the consequences for violating these policies. By setting a strong stance against harassment, organisations send a powerful message that discriminatory behaviour will not be tolerated.

“Everyone should have the privilege of being their true selves at work, and thoughtful action that encourages diversity and fosters belonging should be actively applied. This in turn will foster a safe space where employees can thrive and contribute their unique perspectives and experiences. This Pride Month, Amdocs stands firmly for equality, championing the diverse expressions of love. We embody this core value, advocating for equality throughout the year and working to create a positive impact within our organisation and the wider communities we engage with,” said Reetu Raina, VP and Global Head of Talent Management at Amdocs. 

Monitor for inclusivity

By actively monitoring for inclusivity, HR departments demonstrate their commitment to creating a fair and supportive work environment. It sends a message to employees that their well-being and diverse needs are valued, and that the organisation is dedicated to fostering an inclusive culture, communicated Renu Shekhawat, Director and Head of Human Resources, India and ANZ at Pitney Bowes. 

“It is crucial for HR to monitor and evolve employee benefits and programs to ensure that they are inclusive for all, as well as adopting LGBTQ+ inclusive language in operating policies.  At Pitney Bowes, we engage in meaningful conversations, storytelling, and partnerships throughout the year to raise awareness and challenge prejudice. We consistently evolve our employee benefits and policies to be more inclusive. As part of this commitment, we proudly offer 6 months of parenting leave for adopting and LGBTQ+ parents,” revealed Shekhawat. 

Prioritise confidentiality 

The experience of revealing one's sexual orientation or gender identity can be a deeply personal and emotional journey, often accompanied by feelings of vulnerability and uncertainty. According to Dr Shilpa Kabra Maheshwari - EVP and Country Head (People and Organisation), Siemens India, in such instances, HR has a significant role to play in creating a safe and supportive environment. “First and foremost, HR should prioritise confidentiality and respect the employee's autonomy. Open and honest communication is essential, allowing the employee to determine how, when, and to whom they disclose their sexual orientation and gender identity status,” she said. 

“HR professionals must be prepared to handle these conversations with empathy, understanding, and without any bias or prejudice. Furthermore, it is imperative for the function to ensure that anti-discrimination policies and practices are in place, and ensure they are treated equitably with a focus on merit and not just on preferences. HR plays an enabling role in creating awareness, enabling policies and systems, supporting employee resource groups to foster a more inclusive workplace. At Siemens, we celebrate and support our LGBTQIA+ community and allies. We strive for a workplace and a society where everyone can feel fully accepted, appreciated, safe and free to be themselves,” she added. 

Facilitate disclosure conversations

HR should create an open-door policy where employees can approach HR representatives for ongoing support and guidance. This provides a channel for employees to seek assistance or share any issues that arise as a result of their disclosure, advised Kairavi Bharat Ram, Founder and CEO, Typsy Beauty. 

“When an employee decide to Come Out, the HR department must handle the disclosure with sensitivity, respecting the employee's privacy and ensuring that only those who need to know are informed. They should also provide guidance on how to navigate disclosure conversations with colleagues to ensure a supportive and respectful response from coworkers as well as conduct regular check-ins to ensure they're doing fine. Our overall organisational policies at Typsy Beauty are extremely friendly, inclusive and gender-neutral, and will continue to be so,” he added. 

Promote open and honest communication

Empower individuals to share their personal information at their own pace and in a manner that feels comfortable for them, suggested Dr Shilpa Kabra Maheshwari - EVP and Country Head (People and Organisation), Siemens India. Ultimately, open and honest communication fosters a more inclusive and understanding workplace, where all employees can thrive and be their authentic selves.

Open and honest communication is essential, allowing the employee to determine how, when, and to whom they disclose their sexual orientation or gender identity status. HR professionals must be prepared to handle these conversations with empathy, understanding, and without any bias or prejudice. Furthermore, it is imperative for the function to ensure that anti-discrimination policies and practices are in place, and ensure they are treated equitably with a focus on merit and not just on preferences. HR plays an enabling role in creating awareness, enabling policies and systems, supporting employee resource groups to foster a more inclusive workplace. At Siemens, we celebrate and support our LGBTQIA+ community and allies. We strive for a workplace and a society where everyone can feel fully accepted, appreciated, safe and free to be themselves,” she said.