Bengaluru: India Inc is moving towards better inclusion of LGBTQ+ at the workplace with sustained strategies.
Companies such as Godrej Consumer Products, Axis Bank, Capgemini, Merck and NatWest are not just expanding hiring from the LGBTQ+ community by partnering with specialised sourcing firms, but also running mentorship initiatives, organising workshops on pronoun usage and gender identity, setting up employee resource groups, as well as support sessions for parents of LGBTQ+ individuals.
Diversity and inclusion advisory consultancy Pride Circle has seen encouraging growth in hiring in the manufacturing, pharma and retail sectors, which have historically lagged in LGBTQ+ inclusion.
"These sectors are now initiating pilot programmes and establishing internal DEI (diversity, equity and inclusion) councils to advance this agenda," said Ananya Bora, associate director of hiring at Pride Circle. "We're also seeing a greater number of openly LGBTQ+ professionals not just at entry-level positions but also in mid-level and leadership roles, particularly within the IT, ITeS, BFSI, FMCG and pharma sectors."Hiring of transgender candidates "has seen significant growth, driven by targeted hiring campaigns, dedicated candidate outreach and ongoing sensitisation efforts", said Bora.
At Axis Bank, Pride365 wellness sherpas are specially trained on sex, sexuality and gender issues, and equipped to be certified allies to LGBTQ+ employees. The organisation also offers queer-affirmative counselling through in-house professional and mental health therapists designated as "wellness officers", said Harish Iyer, senior vice-president and head of DE&I at Axis Bank.
At Merck, the management is tracking metrics to ensure better diversity and keeping up with employee needs.
The number of self-declared LGBTQ+ employees has steadily increased, said Shiv Kumar, HR head at the pharmaceutical firm. The HR heads ET spoke with said LGBTQ+ inclusion is not just a moral imperative, it is a significant strategic business advantage.
A diverse workforce brings forth a broader spectrum of perspectives and empowers companies to forge more meaningful connections with diverse customers and communities, leading to superior business outcomes.
At Godrej Consumer Products, hiring is happening in both white collar and blue-collar roles. “White collar roles are majorly in corporate and HO functions, while we are hiring blue collar into Nilgiri, new factory in Tamil Nadu,” said Sandhya Ramesh, general manager of DE&I at Godrej Consumer Products.
“We conduct comprehensive inclusion workshops for all employees, covering topics such as LGBTQIA history, terminology, and best practices for creating an inclusive workplace. These workshops are not limited to head office staff but extend to our manufacturing setups and sales functions,” said Ramesh.
Organisations are also extending insurance coverage to same-gender partners, supporting gender reassignment surgery, setting up gender-neutral washrooms and introducing gender-neutral policies for leave and childcare.
NatWest and Capgemini have extended health care policies to ensure equitable access to medical services and support.
“Our benefits are now gender-neutral, with extended medical coverage for same-sex partners and gender affirmation surgeries, along with 30 days of paid leave for those undergoing such procedures,” said Aarti Srivastava, CHRO-India, Capgemini.
NatWest also conducts regular training sessions, including mentoring programmes for managers, aimed at raising awareness about LGBTQ+ issues, and has an established employee resource group for LGBTQ+ employees.
“The ERG offers a platform for colleagues to share experiences, advocate for their needs, and connect with allies,” said Ruma Gulabani, head of audit and leader sponsor for the LGBT+ workstream at NatWest Group.
( Originally published on Jun 21, 2025 )
Companies such as Godrej Consumer Products, Axis Bank, Capgemini, Merck and NatWest are not just expanding hiring from the LGBTQ+ community by partnering with specialised sourcing firms, but also running mentorship initiatives, organising workshops on pronoun usage and gender identity, setting up employee resource groups, as well as support sessions for parents of LGBTQ+ individuals.
Diversity and inclusion advisory consultancy Pride Circle has seen encouraging growth in hiring in the manufacturing, pharma and retail sectors, which have historically lagged in LGBTQ+ inclusion.
"These sectors are now initiating pilot programmes and establishing internal DEI (diversity, equity and inclusion) councils to advance this agenda," said Ananya Bora, associate director of hiring at Pride Circle. "We're also seeing a greater number of openly LGBTQ+ professionals not just at entry-level positions but also in mid-level and leadership roles, particularly within the IT, ITeS, BFSI, FMCG and pharma sectors."Hiring of transgender candidates "has seen significant growth, driven by targeted hiring campaigns, dedicated candidate outreach and ongoing sensitisation efforts", said Bora.
At Axis Bank, Pride365 wellness sherpas are specially trained on sex, sexuality and gender issues, and equipped to be certified allies to LGBTQ+ employees. The organisation also offers queer-affirmative counselling through in-house professional and mental health therapists designated as "wellness officers", said Harish Iyer, senior vice-president and head of DE&I at Axis Bank.
At Merck, the management is tracking metrics to ensure better diversity and keeping up with employee needs.
The number of self-declared LGBTQ+ employees has steadily increased, said Shiv Kumar, HR head at the pharmaceutical firm. The HR heads ET spoke with said LGBTQ+ inclusion is not just a moral imperative, it is a significant strategic business advantage.
A diverse workforce brings forth a broader spectrum of perspectives and empowers companies to forge more meaningful connections with diverse customers and communities, leading to superior business outcomes.
At Godrej Consumer Products, hiring is happening in both white collar and blue-collar roles. “White collar roles are majorly in corporate and HO functions, while we are hiring blue collar into Nilgiri, new factory in Tamil Nadu,” said Sandhya Ramesh, general manager of DE&I at Godrej Consumer Products.
“We conduct comprehensive inclusion workshops for all employees, covering topics such as LGBTQIA history, terminology, and best practices for creating an inclusive workplace. These workshops are not limited to head office staff but extend to our manufacturing setups and sales functions,” said Ramesh.
Organisations are also extending insurance coverage to same-gender partners, supporting gender reassignment surgery, setting up gender-neutral washrooms and introducing gender-neutral policies for leave and childcare.
NatWest and Capgemini have extended health care policies to ensure equitable access to medical services and support.
“Our benefits are now gender-neutral, with extended medical coverage for same-sex partners and gender affirmation surgeries, along with 30 days of paid leave for those undergoing such procedures,” said Aarti Srivastava, CHRO-India, Capgemini.
NatWest also conducts regular training sessions, including mentoring programmes for managers, aimed at raising awareness about LGBTQ+ issues, and has an established employee resource group for LGBTQ+ employees.
“The ERG offers a platform for colleagues to share experiences, advocate for their needs, and connect with allies,” said Ruma Gulabani, head of audit and leader sponsor for the LGBT+ workstream at NatWest Group.
( Originally published on Jun 21, 2025 )
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