Welcome to the exhilarating realm of Indian workplaces, where companies are boldly reimagining employee benefits with a touch of panache and a splash of innovation.

Driven by a desire to foster engaging and fulfilling environments, these visionary organizations are transcending the ordinary to offer LGBTQ+ individuals uniquely tailored perks that infuse their work lives with a sprinkle of enchantment.

Embark on a captivating journey through the world of extraordinary LGBTQ+ benefits offered by Indian companies, where inclusion takes center stage and diversity thrives.

In a society embracing progressive change, these trailblazing organizations are not only accepting but celebrating individuals of all sexual orientations and gender identities.

Prepare to be amazed as we delve into the exceptional benefits that transcend mere policies and forge pathways to authentic equality and unwavering support.

From comprehensive health coverage to enlightening sensitivity training programs, Indian companies are unwavering in their commitment to establishing safe and affirming spaces for LGBTQ+ employees.

Get ready to be inspired as we unravel the tales of organizations that wholeheartedly embrace the power of inclusivity.

Illuminating groundbreaking initiatives, vibrant employee resource groups, and transformative policies that redefine workplace norms, we shall collectively celebrate the progressive spirit of Indian companies and their resolute dedication to embracing and empowering the LGBTQ+ community.

Together, let us revel in the extraordinary strides being made in Indian workplaces, where acceptance and fulfillment intertwine.

Why should companies work towards inclusive and equal policies for their LGBTQ+ employees?

An organization should have inclusive and equal policies for the LGBTQ+ community for several important reasons:

Equality and Human Rights

Ensuring that all individuals, regardless of their sexual orientation or gender identity, are treated equally and have the same rights and opportunities is a fundamental principle of human rights.

LGBTQ+ individuals have the right to fair treatment, non-discrimination, and equal opportunities in all aspects of life, including employment.

Attracting and Retaining Talent

By implementing inclusive policies, an organization creates an environment that is welcoming and supportive of LGBTQ+ individuals.

This helps attract diverse talent, including highly skilled professionals from the LGBTQ+ community who may seek out employers that value diversity and inclusion.

Furthermore, inclusive policies can contribute to higher employee satisfaction and retention rates, fostering a positive work culture.

Srinivas P.M. – Head, Human Resources, P&G India explained,

“We have continued to partner with Pride Circle for ‘RISE’ - India’s premier LGBTQ+ job fair and conference, to continue to build more diversity in our workforce.”

Enhanced Reputation and Public Image

Organizations that demonstrate a commitment to inclusivity and equality gain a positive reputation among their employees, customers, and the wider community. Such organizations are often seen as progressive, forward-thinking, and socially responsible.

By championing LGBTQ+ rights, organizations can cultivate a positive public image and build stronger relationships with customers, clients, and stakeholders.

Improved Creativity and Innovation

A diverse workforce, including LGBTQ+ individuals, brings together a wide range of perspectives, experiences, and ideas.

By fostering an inclusive environment, organizations can tap into this diversity and unlock the potential for greater creativity and innovation.

Different viewpoints and approaches can lead to fresh insights, problem-solving, and the development of new ideas, ultimately driving business success.

Ethical Responsibility

Embracing inclusive policies is an ethical imperative. Organizations have a responsibility to promote fairness, dignity, and respect for all individuals.

By actively supporting the rights of LGBTQ+ employees, organizations uphold their ethical duty to create an environment free from discrimination and prejudice.

Customer and Client Relationships

Inclusive policies can help organizations build stronger relationships with LGBTQ+ customers and clients.

By demonstrating a commitment to diversity and inclusivity, organizations can create a welcoming and safe space for LGBTQ+ individuals to engage with their products or services.

This can lead to increased customer loyalty, positive word-of-mouth referrals, and expanded market reach.

Employee Well-being and Productivity

Inclusive policies contribute to the overall well-being of LGBTQ+ employees. When individuals feel supported and valued in their workplace, they are more likely to be happier, more motivated, and more productive.

Inclusive policies, such as providing equal benefits and support systems, can help alleviate stress and create a sense of belonging, resulting in improved employee morale and performance.

Talent Development and Leadership Opportunities

Inclusive policies enable organizations to nurture and develop the talents of LGBTQ+ employees.

By providing equal opportunities for career advancement, training, and leadership positions, organizations can empower LGBTQ+ individuals to thrive professionally.

This not only benefits the individuals themselves but also helps create a diverse and inclusive leadership pipeline within the organization.

Social Responsibility and Advocacy

Organizations that implement inclusive policies for the LGBTQ+ community play a vital role in promoting social change and advocating for equal rights.

By taking a stance on LGBTQ+ issues, organizations can use their influence and resources to support broader societal progress, contribute to positive change, and inspire other entities to follow suit.

This demonstrates a commitment to social responsibility and positions the organization as an agent of positive societal impact.

Global Reach and Cultural Competence

In today's interconnected world, organizations often operate across borders and interact with diverse cultures.

Having inclusive policies for the LGBTQ+ community showcases cultural competence and respect for different perspectives and identities.

It helps organizations navigate global markets effectively, build relationships with international partners, and adapt to the cultural nuances of different regions.

Srinivas P.M. of P&G India also added,

“We are also focusing on creating special moments for our LGBTQ+ colleagues when they get a chance to represent us at external forums.

Be it the first-ever ‘Vanavil: P&G - IIT Madras Equality Summit’ to advance equality and inclusion for the LGBTQ+ community in colleges and workplace, or the Sydney WorldPride and Sydney Gay and Lesbian Mardi Gras 2023, where out-leaders from P&G India joined the festivities as India’s official representatives, our people are leading with love to champion the LGBTQIA+ visibility and spark a change in the society.”

Reduced Bullying and Discrimination

Inclusive policies can contribute to a safer and more inclusive work environment by addressing and mitigating bullying and discrimination against LGBTQ+ employees.

By fostering a culture of respect and providing clear guidelines against harassment, organizations can create a workplace where all employees feel safe, valued, and free from prejudice.

Deepika Banerjee, Head of Human Capital Management at Goldman Sachs (India) in an interview with the All Things Talent (ATT) team informed about their Sensitization programs (Disability & LGBTQ+) where they conduct workshops to build employee awareness and to champion inclusion at the workplace.

Innovation and Market Insights

LGBTQ+ individuals have unique insights into LGBTQ+ communities as consumers.

By actively involving LGBTQ+ employees in product development, marketing strategies, and market research, organizations can gain valuable insights that can lead to more innovative products, services, and marketing campaigns.

Inclusive policies facilitate the inclusion of diverse perspectives, ensuring that the organization effectively meets the needs of LGBTQ+ consumers.

Positive Impact on Mental Health

Discrimination and lack of acceptance can have a significant negative impact on the mental health and well-being of LGBTQ+ individuals.

Inclusive policies that prioritize equal treatment, provide resources for mental health support, and foster an accepting environment can contribute to the improved mental health of LGBTQ+ employees.

This, in turn, leads to higher job satisfaction, increased productivity, and reduced absenteeism.

Compliance with Supplier Diversity Requirements

Many government agencies and private organizations require supplier diversity, which includes working with businesses owned by underrepresented groups, including LGBTQ+ entrepreneurs.

By implementing inclusive policies, organizations can demonstrate their commitment to supplier diversity and create opportunities for LGBTQ+-owned businesses to participate in their supply chains. This can foster economic empowerment and contribute to a more inclusive business ecosystem.

By embracing inclusive and equal policies for the LGBTQ+ community, organizations can create a positive impact on their employees, customers, stakeholders, and society at large.

These policies promote diversity, equity, and inclusion, enhance employee well-being and productivity, foster innovation, strengthen relationships, and position the organization as a responsible and progressive entity.

Difference between the available policies & LGBTQIA+ inclusive policies

In the Indian audience context, there are certain differences between available policies and LGBTQ+ inclusive policies.

These differences arise due to the specific legal and social landscape in India, which has undergone significant changes in recent years.

Here are some key distinctions:

  • Legal Recognition: Traditional policies often adhere to the legal framework prevalent prior to the landmark Supreme Court ruling in India in 2018, which decriminalized same-sex relationships and upheld the rights of LGBTQ+ individuals. LGBTQ+ inclusive policies reflect this legal shift and explicitly recognize the rights and protections afforded to LGBTQ+ employees under the revised legal landscape.
  • Non-Discrimination Policies: LGBTQ+ inclusive policies go beyond general non-discrimination policies and explicitly mention sexual orientation, gender identity, and gender expression as protected characteristics. These policies prohibit discrimination based on these factors in all aspects of employment, including recruitment, promotion, benefits, and workplace treatment. Traditional policies may lack explicit protection for LGBTQ+ individuals or fail to address their unique needs and challenges.
  • Gender Identity and Transition: Inclusive policies acknowledge the rights and needs of transgender and gender-nonconforming individuals. They provide guidelines and support for gender identity transition, including name and pronoun usage, access to appropriate restroom facilities, and workplace accommodations. Traditional policies may not adequately address these issues, leaving transgender and gender-nonconforming individuals without necessary support and recognition.
  • Benefits and Family Support: LGBTQ+ inclusive policies may extend employee benefits to same-sex partners and recognize diverse family structures, including same-sex marriages or registered partnerships. They ensure equal access to healthcare benefits, parental leave, and other workplace entitlements. Traditional policies might not have explicitly considered the needs of LGBTQ+ employees and their families, resulting in disparities and exclusion.
  • Sensitization and Training: Inclusive policies prioritize sensitization and training programs to create awareness about LGBTQ+ issues, promote acceptance, and prevent discrimination and harassment. These programs educate employees and managers on LGBTQ+ terminology, best practices, and cultural sensitivity. Traditional policies may lack such provisions, leaving employees and managers ill-equipped to create an inclusive and respectful work environment for LGBTQ+ individuals.
  • Affirmative Action: LGBTQ+ inclusive policies may include affirmative action measures to address historical disadvantages faced by LGBTQ+ individuals in the workplace. These policies may prioritize LGBTQ+ representation and promote diversity in hiring, promotion, and leadership positions. Traditional policies might not have specific provisions to address these disparities.
  • Supportive Workplace Culture: LGBTQ+ inclusive policies emphasize the creation of a supportive and inclusive workplace culture. They encourage allyship, respect, and understanding among employees and promote initiatives such as employee resource groups or affinity networks for LGBTQ+ individuals. Traditional policies might not actively foster a culture of inclusivity or provide platforms for LGBTQ+ employee support and advocacy.
  • Mental Health Support: Inclusive policies recognize the unique mental health challenges faced by LGBTQ+ individuals and provide resources and support systems to address these concerns. They may offer access to LGBTQ+-affirming counseling services or mental health resources specific to the community's needs. Traditional policies might lack these specialized provisions.
  • Sensitization of External Stakeholders: LGBTQ+ inclusive policies extend beyond internal practices and address interactions with external stakeholders, such as clients, vendors, and partners. They promote sensitivity and inclusivity in customer interactions, marketing campaigns, and business relationships. Traditional policies might not explicitly guide external interactions from an LGBTQ+ inclusive perspective.
  • Ongoing Policy Review and Adaptation: Inclusive policies are designed to be dynamic and responsive to changing societal norms, legal developments, and community needs. They include provisions for regular policy review and adaptation to ensure they remain current and effective in promoting LGBTQ+ inclusivity. Traditional policies might not have mechanisms for regular review and may become outdated over time.

These differences highlight the specific considerations and proactive measures required to create LGBTQ+ inclusive policies within the Indian audience context. Organizations that prioritize these distinctions can play a significant role in fostering a more inclusive and equitable work environment for LGBTQ+ employees in India.

Let’s take a look from an actual perspective. Did you know traditional Life Insurance policies do not always cover the LGBTQIA+ community?

In India, life insurance policies aim to provide financial protection to individuals and their families in the event of death or critical illness, based on factors like age, health, and income. While these policies do not explicitly differentiate based on sexual orientation or gender identity, there are aspects that may affect the LGBTQ+ community differently.

Nominee designation poses challenges for LGBTQ+ individuals who may have non-traditional family structures or wish to designate their same-sex partner as the nominee. LGBTQ+ inclusive policies can address this by allowing individuals to designate same-sex partners or chosen family members.

Beneficiary rights can be complicated if the designated beneficiary is not a legally recognized spouse, potentially leading to disputes or legal hurdles. LGBTQ+ inclusive policies provide clarity on beneficiary rights, ensuring accessibility to benefits for chosen beneficiaries, regardless of sexual orientation or gender identity.

Historically, LGBTQ+ individuals have faced discrimination in underwriting processes, resulting in unfavorable terms or denial of coverage. LGBTQ+ inclusive policies aim to eliminate discrimination and ensure fair underwriting that treats all applicants equally.

Employee group insurance policies often do not address the unique needs of LGBTQ+ employees. Inclusive policies within employee group insurance provide equal coverage and benefits for LGBTQ+ employees and their partners, addressing potential gaps or exclusions.

Sensitization and training programs by insurance companies and employers raise awareness about the challenges faced by LGBTQ+ individuals. This fosters a more inclusive and supportive environment, making it easier for LGBTQ+ customers to navigate the insurance process and access appropriate coverage.

By understanding and addressing these aspects, insurance providers and employers can create policies and practices that are more inclusive, respectful, and supportive of the LGBTQ+ community.

Companies offering unique benefits to their LGBTQ+ employees

P&G India

P&G's journey for inclusivity started in 1992 when the company took a stand to add sexual orientation to its non-discrimination policies.

Last year the company extended medical and workplace benefits like Medical support, Emergency financial assistance, Flex subsidy allowance, and Relocation benefits for their LGBTQ+ employees.

In these policies, the company would cover the partner's medical emergencies, and provide financial assistance to its employees and their partners in case of natural calamity, death of an immediate family member, etc.

Srinivas P.M. – Head, Human Resources, P&G India added,

"We transformed our comprehensive financial and medical benefits into a fully inclusive and equality-based program, which extends to partners of our LGBTQ+ employees. This includes medical benefits and hospitalization coverage, emergency financial assistance, childcare benefits under our ‘Lead With Care’ policy as well as our recently announced infertility treatment support policy that provides more inclusive opportunities for family planning, among others.

Goldman Sachs

In its interview with the ATT team, Goldman Sachs mentioned their key HR Differentiating factors for the LGBTQ+ community,

  • Gender Affirmation Coverage: This coverage is applicable for both employees and eligible dependents, including expenses for cosmetic procedures in the affirmation process.
  • Self-ID: Goldman Sachs continues to enhance their self-identification process to understand the diversity of their employees and improve their recruiting and development programs, measure progress with respect to the representation of people.
  • Parenthood Stipends: The company offers stipends to employees to help with the expenses regarding adoption, egg retrieval, egg donation, and surrogacy.

Apart from these, Goldman Sachs has its Sensitization program to help employees be aware and champion inclusion at work.


CoinSwitch, a crypto investing company, has expanded its LGBTQ+ benefits by providing financial assistance for gender reassignment surgery. The new policy offers reimbursement of up to Rs 2 lakh for eligible individuals.

In addition to this, CoinSwitch prioritizes inclusivity through initiatives such as an inclusive insurance policy covering same-sex partners and the support of LGBTQIA+ Employee Resource Groups (ERGs).

These efforts promote awareness and encourage open-minded discussions within the company.


In celebration of Pride Month, Razorpay, a prominent financial technology company, has taken a significant step towards inclusivity by revamping its employee health policy.

The updated policy brings about a positive change by extending coverage to include LGBTQIA+ employees' live-in partners. This enhancement ensures that LGBTQIA+ employees and their partners receive equal benefits and support, aligning with Razorpay's commitment to fostering a diverse and inclusive work environment.

By recognizing and including the needs of LGBTQIA+ employees in their health policy, Razorpay showcases its dedication to promoting LGBTQIA+ rights and creating an equitable workplace for all.


The unique benefits offered by Indian companies to their LGBTQ+ employees are an exhilarating leap into a future where diversity reigns supreme.

These visionary organizations have shattered the glass ceiling of conventionality and painted the workplace canvas with vibrant hues of inclusivity and empowerment.

From comprehensive health coverage to enlightening training programs, they have woven a tapestry of support and celebration.

Their unwavering commitment to embracing authenticity sends a resounding message: in their realm, individuality is not just embraced, but celebrated with thunderous applause.

With each step forward, these companies are lighting up the path toward a more inclusive, accepting, and truly extraordinary work environment.

PrideMonth LGBTQ+