Despite pledges of inclusion, very few openly LGBTQIA+ professionals reach senior roles in the Indian Corporate Sector. Surveys reflect that 70% of LGBTQIA+ employees in India report experiencing non-inclusive behaviour at work– far above the 42% global average. Under such circumstances, many queer employees keep their identities hidden and avoid seeking a rightful promotion, leaving leadership pathways nearly closed. Particularly, for people of Trans and non-binary experiences and identity, entry into the corporate sector is itself difficult due to the societal stigma, biases and discrimination faced by them.
Structural Barriers
Policy and culture gaps: Most companies still lack effective LGBTQIA+ policies or Employee Resource Groups (ERGs). Workplace inclusion drives (recruitment fairs, trainings) tend to reach only educated, urban LGBTQIA+ individuals. Without broader outreach and real culture change, many well-intended efforts have limited impact.
Pipeline and role models: Deloitte’s India survey found that job-seekers list ‘leaders who are LGBTQIA+ and out’ as a top factor in choosing an employer, highlighting how rare role models are today. Many queer employees do not see a clear path to top management because they lack visible mentors or sponsors to guide their careers.
India and the US: Policy Context
The American President’s Executive Orders early this year and the subsequent freeze on federal funding have caused chaos for the LGBTQIA+ community not only in the US, but worldwide.
In India, since the decriminalisation in 2018, there is still no law or executive order requiring workplace LGBTQIA+ inclusion. Without a mandate, companies rely on voluntary DEI programs – which also helps explain why few LGBTQIA+ leaders emerge at the top. Laws and public policies play an important role in the development of systemically and historically marginalised communities. The battle on this front, as well as societal acceptance and co-existence continues for the Indian LGBTQIA+ community.
Progressive companies leading the way
Some Indian companies demonstrate best practices:
- A ‘Manifesto for Trans Inclusion’ declared that excluding transgender people is unacceptable and that including them ‘is truly a win-win’ for businesses.
- Introducing gender-neutral workplace policies
- Some organisations also run a six-month internship program for transgender candidates to build skills and diversify their talent pool. It also raises internal awareness – for example, normalising inclusive pronoun use through company campaigns.
- Dedicated ERGs as a safe space for the LGBTQIA+ community, to implement impactful policies and programs or to voice their concerns
These examples show that committed leadership and targeted programs can begin to fill the LGBTQIA+ leadership pipeline.
Recommendations for Change
To improve LGBTQIA+ representation, companies should take concrete, measurable steps:
- Set goals and track metrics: Collect anonymous data on employee sexual orientation and gender identity, and set clear targets for LGBTQIA+ representation in leadership. Publish and review these metrics regularly.
- Inclusive mentorship and pipelines: Pair LGBTQIA+ talent with senior mentors or allies, and ensure leadership-development programs explicitly including queer employees.
- Leadership accountability: Tie diversity goals (including LGBTQIA+ objectives) to leaders’ performance evaluations. Encourage employees to visibly champion LGBTQIA+ inclusion (e.g. attending Pride events, supporting ERGs, publicly expressing genuine care and support).
- Bias training and culture change: Provide regular unconscious-bias and allyship training for all employees. Normalise inclusive practices, and enforce non-tolerance, anti-harassment and anti-discrimination policies so everyone feels safe at work.
- Community partnerships: Collaborate with LGBTQIA+ NGOs in recruitment and policy design.
- Supplier diversity: As part of the organisation’s affirmative action policy, consciously onboard LGBTQIA+ owned businesses as suppliers and vendors as an equal opportunity to support their growth
- Data-driven evaluation: Use surveys and HR data to evaluate inclusion efforts. Track outcomes (for example, promotion rates of LGBTQIA+ employees) and adjust strategies for measurable change.
HR and business leaders must champion LGBTQIA+ talent development. Prioritising an inclusive leadership pipeline not only advances equity but also strengthens organisations and business outcomes by bringing in diverse perspectives.
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