LGBTQ stands for Lesbian, Gay, Bisexual, Transgender, and Queer. The Pride Month is celebrated each year in June to honour the 1969 Stonewall Uprising in Manhattan. This month include pride parades, picnics, workshops, concerts, events. Moreover, the activities are organised by LGBTQ and other communities to attract millions of participants across the globe. The Objective of this month would be to comprehend the impact which LGBTQ people have had on background locally, nationally, and globally.

CONCERN!

LGBT men and women are acceptable to a household and work environment only if they consent to act like heterosexuals.

According to a survey, 70 percent of LGBTQ respondents stated that they would not want to work in a business that doesn’t encourage its LGBTQ workers.

However,

68 percent of LGBTQ workers indicate their existing companies might be doing some help to their associates on the job.

Similarly, A recent analysis found that one of the significant things which result in the disgrace of all LGBT individuals is their work environment response towards homosexuality.

As the members of the LGBT community go about their daily lives, they frequently traumatized. This is much more so in conservative societies like India. An individual’s space here is often an extension of the house or workplace, and sociocultural sexism bullying and harassment. Companies say that they are not gendered biased so “Why is there even a section to fill your gender to apply for a job?”

SOLUTION!

Indian companies are increasingly taking measures to make the office more varied and more inclusive for all the communities. Moreover, they are encouraging alternative sexualities and gender identities to be open to work culture. Developing an environment where gay and genderqueer workers feel secure and proud to operate. The vital target of all association is to honour and treat the LGBTQ community with dignity. This necessitates having in place policies which aren’t just aspirational but intolerant of discrimination, abuse, and exploitation. Implementing them frequently involves a mix of consciousness, training, and conversation.

HR departments and company policies play a crucial role and need to actively cultivate environments.

The language at the workplace or decision-making responsibilities are respectful and open, and not based on gender or identity. It has resulted in conscious attempts on the part of the Indian authorities and corporates from India. There has been push gender-positive legislation on hiring practices, availability of social security benefits, boardroom representation, and promotions, in addition to the reduction of sexual harassment.

However, at the outset, companies must cover sexual orientation within their coverages, during employee onboarding, and in the employee handbook.

The company’s position should stay consistent across the board communicated via a clear and explicit non-discrimination policy. This places the ground for building an inclusive organizational culture. Employees looking to access mental health and other support services need to be in a position to approach their HR teams.

It is essential that organizations maintain periodic seminars, workshops, and diversity initiatives.

This is to promote increased involvement, service, and understanding among workers. Additionally, there should be no acceptance of behaviour in the office which may be explained of as direct or indirect harassment. A means to achieve this is by interacting with people and using a support system in place within the organization. Just as that which works best for women or addressing women’s concerns in the office means having girls take the direct. Further, there is a difference between intellectually processing who are homosexual, lesbian, transgender, bisexual, and genderqueer folk and emotionally connecting with them as fellow beings.