A study on adjustability adaptability and sustainability of lesbian gay bisexual transgender employees in the workplaces

Abstract

Homosexuality is not new to Indian society or workplace, it finds its existence in history, and being homosexual is considered to be a stigma all over the world. A few years ago, being homosexual was considered to be a sin in Indian societies, Moreover, LGBT employees were bullied and harassed at workplace due to lack of concrete policies for LGBT employees. Most of the homosexual employees concealed their sexual orientation at workplace to avoid any kind of discrimination or harassment at workplace. LGBT employees still face social stigma, exclusion, violence based on gender identity in India. However, the Lesbian gay bisexual transgender community has started gaining acceptance in the society, and the workplaces are also becoming LGBT friendly also they are now adopting LGBT friendly policies. Traditionally, workplaces have been infamous for gender equity problem. Most of the Indian organizations have made their workplace LGBT friendly by adopting policies that prohibit any kind of discrimination against them. For better performance of employees and viable growth, the organizations are obliged to provide supportive work environment. If the work environment is stressed, it discourages employees and it affects their productivity at work. Most of the workplaces all over the world are gradually becoming LGBT friendly Indian companies, particularly Multinational corporations have moved from being tacit supporters of LGBT to openly allying with the cause. Many Indian companies are looking at gender friendly practices and this has led to heightened awareness about requirements of covering LGBT couples with the help of LGBT benefit policies. Organizations are coming forward with number of policies in place to prevent discrimination against LGBT community, but a lot of work yet remains to be done to allow for better inclusivity and visibility in the workplace. The purpose of this research is to evaluate the HRM practices for building adjustability towards gender identity. Further, the aim of the study is to evaluate the