Despite protective laws, harassment and discrimination against LGBTQ individuals still occur in contemporary companies that aim to foster an inclusive work environment. Evidence indicates that such experiences increase turnover and have adverse implications for productivity and well-being among employees. By implementing inclusive policies and training, according to Badgett et al. (2013), a major role in mitigating bias, building inclusive cultures, and ensuring equity is played by HR professionals. With the right HR solutions in place, genuine diversity can be achieved in workplaces.
Work discrimination is disproportionately experienced by TNB employees, according to research by the Williams Institute, as it was reported by 47% of LGBTQ employees that they had experienced it. These include verbal or sexual harassment, unjust terminations, and rejections for promotions. Reduced engagement and job happiness are resulted from such experiences, creating serious HR problems in morale and retention.
(One could argue this, but it is still not considered professional.)
.
"Covering" describes how over half of the LGBTQ employees conceal their identity or modify their behavior to avoid harassment (Yoshino, 2001). It should be recognized by HR departments that such actions dampen the ability of employees to be creative and genuine in their thoughts and actions. Such behaviors are based on the fear of persecution for being different. All employees can be made to feel safe to be who they are through allyship programs and inclusive training.
The Function of HR in Developing Policies and Cultures
In this way, an inclusive environment will be helped in being created by HR directors by providing gender-neutral facilities, anti-discrimination policies, and awareness programs. A just organization is also given rise to through sensitivity training via equitable benefits and turnover rates are reduced. Inclusion is a business and moral necessity that is generated by better organizational cultures; it is more than mere compliance.
Everyone has the right to be able to express freely who they are at work without fear. As workplaces become increasingly international in Sri Lanka, inclusivity of everyone, including sexual minorities or LGBTQ people, must be advocated for by HR. Only respect, solidarity, and creativity are fostered by the acknowledgment of multiple identities. Authenticity is not about merely equality being adopted; it is a matter concerning humanity. Workplaces can be created in Sri Lanka by companies where everyone actually belongs by fostering such a culture of inclusion.
ReferencesBadgett, M. V. L., Sears, B., & Mallory, C. (2013). The Business Impact of LGBT-Supportive Workplace Policies. Williams Institute.
Mallory, C., & Sears, B. (2020). LGBTQ Discrimination, Subnational Public Policy, and Law in the United States. Oxford Research Encyclopedia of Politics.
Sears, B., Castleberry, N., Lin, A., & Mallory, C. (2024). LGBTQ People’s Experiences of Workplace Discrimination and Harassment 2023. UCLA Williams Institute.
Yoshino, K. (2001). Covering. Yale Law Journal, 111(4), 769–939.
.jpg)
This is such an important discussion! HR plays a critical role in shaping workplace culture, not just enforcing policies. I’ve noticed that companies with proactive HR-led LGBTQ initiatives see not only better inclusion but also higher engagement and retention rates. Policies are one thing, but culture change comes from consistent HR-driven practices.
ReplyDeleteThank you so much, Dilmini! I completely agree HR’s influence goes far beyond policies. Consistency and visibility in HR actions really make the difference when shaping culture. When HR continuously engages employees through open conversations and inclusive practices, it helps move the organization from policy to genuine belonging. It’s great to hear your observation about engagement and retention improving too it truly shows how inclusion benefits everyone.
DeleteThe importance of HR in creating LGBTQ-friendly workplaces is clearly and practically outlined in this blog, which also highlights the need for inclusive policies and training to lessen discrimination, lessen the need for "covering," and promote a psychologically safe culture.
ReplyDeleteThank you, Kanishka! I appreciate your thoughtful comment. Yes, my main goal was to emphasize that HR’s role isn’t limited to compliance it’s about creating a culture where authenticity and psychological safety thrive. Inclusive policies, when combined with awareness and allyship, allow employees to bring their full selves to work, which strengthens both trust and innovation within the organization.
DeleteReally thoughtful post! You highlight how embracing identity in HR is not just about diversity — it's about valuing each person’s unique background and helping build a more inclusive, respectful culture. In a Sri Lankan state bank, this can strengthen belonging and trust across all levels.
ReplyDeleteAs someone working in hospitality, I see every day how much dignity and authenticity matter in service. This article is a timely reminder that HR isn’t just about policies on paper — it’s about creating spaces where LGBTQ colleagues feel safe to bring their whole selves to work. In hotels, where teamwork and guest experience depend on trust, inclusivity is not just a moral responsibility but a business imperative. When staff feel respected and supported, they deliver service with genuine warmth, and that’s what guests remember. Building LGBTQ‑friendly workplaces is ultimately about building cultures of belonging, and that’s what makes hospitality truly human
ReplyDelete