Mental health
and inclusion cannot be treated as separate priorities in the workplace. For LGBTQIA+
employees, wellbeing is closely tied to identity, belonging, and the ability to
show up as one’s authentic self at work.
Progressive
organisations are beginning to understand that workplace wellbeing must look
beyond generic mental health frameworks. It needs to acknowledge how different
identities, such as gender, sexuality, disability, or neurodiversity, shape an
employee’s lived experience. For queer employees, the starting point is
psychological safety: the assurance that they will not face judgement, bias, or
discrimination for who they are. When people feel seen and respected, a major
source of stress is removed, leading to better focus, confidence, and
engagement at work.
However,
inclusion should never be performative. Symbolic gestures or one-time campaigns
are not enough. True inclusion must be embedded into everyday organisational
practices and policies. This includes extending healthcare benefits to
partners, providing access to mental health professionals who understand
LGBTQIA+ issues, offering clear policies around gender affirmation, and
creating safe channels for dialogue and grievance redressal. When such measures
are thoughtfully implemented, they signal that the organisation genuinely
values employee wellbeing, rather than treating diversity as a checklist item.
Organisations
should never pressure employees to disclose their sexual orientation or gender
identity. Many queer employees remain closeted at work, and their privacy must
always be respected. Support systems and benefits should be available
regardless of whether someone is out or not. Over time, inclusive policies and
a safe environment may give employees the confidence to share more about
themselves, but that choice must remain entirely personal.
Psychological
safety plays a crucial role in driving engagement and retention. When queer
employees feel secure and supported, they are able to channel their energy into
creativity, collaboration, and problem-solving. Organisations that foster
emotionally safe workplaces also tend to attract more diverse talent. Different
perspectives flourish when people feel empowered to contribute openly,
strengthening both team dynamics and business outcomes.
In the Indian
context, mental health is deeply influenced by social and cultural realities.
For LGBTQIA+ employees, feeling validated and safe at work has a direct impact
on their mental wellbeing. Organisations that recognise this connection can
build more holistic systems that support employees as whole individuals.
Reducing stigma, encouraging open conversations, and building trust are key
steps in this journey.
Looking ahead
to the vision of Viksit Bharat 2047, an inclusive workplace goes beyond
policies and focuses on long-term cultural change. Leadership plays a vital
role here. When leaders actively demonstrate allyship, participate in inclusion
initiatives, and show vulnerability, they help create environments rooted in
trust and belonging.
Ultimately,
building inclusive and mentally healthy workplaces is an ongoing process. It
requires continuous listening, learning from feedback, and adapting over time.
By integrating inclusion and wellbeing into their core values, organisations
can create resilient cultures that support individuals, strengthen teams, and
contribute to a more equitable society.
-
Parmesh Shahani, Head of DEi Labs, Godrej Industries & Author
of Queeristan