The Reality Behind the Headlines
BBC News (2023) detailed how Manoj and Rashmi, an Indian gay couple, endured forced marriage, beatings, blackmail, and threats of honour-based violence. Similarly, Journal of Interpersonal Violence (2025) reported that LGBTQ+ youth in India still flee their homes to escape secret honour-killing plans.
In workplaces, the danger may not be physical, but exclusion is just as real. Global studies reveal that 47% of LGBTQ+ employees have faced workplace discrimination or harassment. One in three have left jobs because of unfair treatment. In India, many LGBTQ+ employees still hide their identities at work to avoid hostility.
Inclusion is not about grand gestures. It’s about building a workplace where no one has to shrink themselves to feel safe.
Let Policies Reflect Your Promises
When benefits stop being inclusive at the fine print, employees notice and lose trust.
- Cover same-gender partners in group health insurance.
- Offer IVF, surrogacy, and adoption assistance regardless of gender identity.
- Provide mental health support that addresses LGBTQ+ realities.
For instance, many Indian queer couples still struggle to name partners on insurance or access fertility benefits without bias. PBS (2023) noted that queer couples often face barriers in opening joint accounts or nominating partners on life insurance.
Stop Making LGBTQ+ Employees Do the Emotional Heavy Lifting
58% of LGBTQ+ employees report changing their appearance, speech, or mannerisms at work to avoid bias. Allyship must begin with self-learning, through inclusive resources, training, and leadership accountability, not by asking employees to educate their colleagues.
Ask What Celebration Really Looks Like
Not every employee wants a rainbow-themed event. Many want quiet, everyday dignity, like being able to update insurance nominations without scrutiny or access a gender-neutral restroom without fear.
Listening builds trust.
Language Matters
72% of LGBTQ+ employees have heard negative comments or slurs at work.
Review forms, policies, and communication. Replace terms like husband or wife with partner and use they/them pronouns where possible. Small changes reduce harm.
Equip Managers to Lead with Care
24% of LGBTQ+ employees report adverse experiences at their current jobs, from being denied promotions to facing harassment.
Managers must move beyond compliance checklists. Offer empathy-driven training so they can respond with care when someone comes out, transitions, or seeks support.
Move From Checkbox Events to Year-Round Consistency
Pride Month campaigns aren’t enough. Inclusion should reflect in your everyday policies, decisions, and leadership priorities, especially when no one is watching.
Make Room for Fluid, In-Between Identities
Transgender and non binary employees experience double the rate of workplace discrimination and harassment compared to cisgender LGBTQ+ peers.
Allow employees to self-identify. Update forms and systems to support fluid identities and chosen names.
Let Your Commitment Show When It’s Inconvenient
AP News (2023) and India Supreme Court commentary have highlighted how queer couples still struggle with basic rights like joint accounts, hospital visitation, or next-of-kin status.
Offer benefits that fill these social gaps, because true inclusion costs time, budget, and effort.
Key Takeaway: True inclusion is built quietly and consistently. It shows the absence of fear, in fair policies, in leaders who lean in instead of looking away, and in workplaces where no one has to hide to feel safe.
Conclusion
Real inclusion is about daily choices, not just policies on paper. It’s about creating systems that reflect lived realities and leaders who act with care. At Pazcare, we help businesses design employee benefits that are truly inclusive, equitable, and future-ready.
Partner with Pazcare to build a workplace where everyone belongs. Get in touch today.
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