LGBTQ Employees In The Workforce

Being unique is more important than being equal; being authentic is more important than being best

- Ankita Singh

Blogosphere

How reasonably have we framed ourselves beyond Pride Month? Thought-provoking statistics emerge daily, indicating how close we have come to what we have desired to achieve for years, conceptually, socially, morally, practically, and professionally. A noteworthy shift is evident if we specifically talk about awareness, acceptance, and intent towards the LGBTQ+ workforce.

But will that be sufficient? Do we have the suitable approach, policies, culture, mindset, and opportunities to promote diversity and inclusion to each individual of diverse gender and sexualities, members of LGBTQ?

As per Zippa's 2022 report, 25% of LGBTQ+ people report encountering discrimination based on sexual orientation or gender identity in the past year, and 46% of LGBTQ+ workers have undergone unfair treatment at work at one point in their lives.

Changes owing to COVID19 have shaken the foundation of any strategic initiative that an organisation could think of or has introduced; but ask any minority group (most of us detest such categorising but it is the most widely understood term), and they will thank WFH scenario for numerous reasons. To an extent, this model secured them from anxiety, disillusionment, biasedness, embarrassment, fear, and identity crisis. This group could enjoy a world driven by capability because the e-window through which they worked is a much smaller space for others to get in through, know, judge, and react.