In the 1950s and 60s, a quiet revolution unfolded in India’s public offices. Women, once relegated to domestic roles, began to enter white-collar government jobs—typing letters, drafting policies, managing files. Their presence was more than a statistical shift; it was symbolic. They walked into male-dominated offices with confidence, shattering age-old gender barriers and silently building a path for future generations of women professionals.
Today, India finds itself at the cusp of another transformation—one led by individuals who belong to a different marginalised community: the LGBTQIA+. This time, the revolution is not just about desks and titles; it’s about identity, acceptance, and the right to exist with dignity at work.
But while the struggle for women’s workplace inclusion is now history written with respect, the journey for queer inclusion in Indian workspaces is still unfolding—and it’s not without resistance.
A Parallel Struggle in a Different Era
Across Indian cities, qualified LGBTQIA+ professionals walk into offices every day. They bring skills, experience, and vision—but also a quiet burden. Often overlooked for leadership roles, queer professionals are forced to mask their identities in order to be “safe,” even when they are competent and deserving. Unlike women in the mid-20th century who had growing legal and societal recognition, India still lacks comprehensive anti-discrimination laws for queer individuals. There is no clear policy that ensures they won’t be fired for their identity, passed over for a promotion, or subjected to microaggressions and stereotypes.
And yet, some of them persist—and lead.
Take Shyam Konnur (he/him), for instance. Back in 2007, when being gay in India was still criminalised under Section 377 of the IPC, Shyam was quietly rising through the corporate ladder in multinational companies. By day, he wore a crisp shirt and tie. By evening, he was on the streets—organising protests, hosting conversations, building spaces for his community. His dual life wasn’t just about managing two roles; it was survival.
In 2009, Shyam founded the Mist LGBTQ Collective, a bold move at a time when being openly gay still carried the risk of arrest. Just a few months later, history was made—the Delhi High Court decriminalised consensual same-sex relationships.
But even after this legal milestone, the corporate world remained largely unchanged. Shyam reflects,
“Being an out gay man impacted my career in many ways. I was denied promotions despite my performance, questioned about my activism, and stereotyped as someone who must be interested in fashion and shopping. Even the so-called positive stereotypes were deeply limiting.”
This idea of ‘positive stereotyping’—often masked as acceptance—is dangerous. It may seem harmless to assume gay men are stylish or that queer individuals are “fun,” but these ideas reduce a person’s professional identity to a caricature. Instead of being seen as a leader, strategist, or innovator, a queer person is boxed into narrow traits based on pop culture assumptions.
Silence Isn’t Safe—It’s Suffocating
The emotional toll of workplace exclusion is often invisible. Kusuma Krishna (she/her), a 38-year-old lesbian woman from Bengaluru, recalls a time when she felt like a ghost in her own office.
“When I started working in 2009, homosexuality was still criminalised. I lived in constant fear of being outed. While others talked about their partners or kids, I stayed silent. I was always on guard, never able to share who I was. It wasn’t just lonely—it was exhausting,” she shares.
For many LGBTQIA+ individuals, the professional space is not one of growth and innovation—it’s a battleground. The effort to hide, deflect, smile politely, and avoid personal questions can drain the energy needed to excel.
Inclusion, therefore, cannot be performative. It cannot be restricted to rainbow logos during Pride Month or panel discussions in metros. It has to go deeper—into policies, daily culture, and leadership mindset.
The Global Setback—and the Indian Context
Interestingly, while India is slowly inching towards inclusion, the global scene is witnessing an unsettling trend. In the United States, since Donald Trump’s re-election in 2024, his administration has made moves to dismantle Diversity, Equity, and Inclusion (DEI) initiatives, branding them “discriminatory.” This shift has emboldened conservative forces globally and created an atmosphere of pushback against inclusive policies.
But India’s socio-political climate, though complex, presents a unique opportunity. With its youth-driven workforce—nearly 50% of the population is under 30—and rising awareness about identity and rights, India is fertile ground for creating more equitable workplaces. Many young Indians are queer-affirmative, vocal, and ready to challenge biases.
The only missing piece? Institutional commitment.
Beyond Visibility: The Call for Structural Change
For LGBTQIA+ professionals to truly thrive, companies need to move beyond visibility campaigns. That means:
Implementing anti-discrimination policies that explicitly include gender identity and sexual orientation Training leadership and HR teams to understand queer issues beyond tokenism Creating anonymous reporting systems for workplace harassment or bias Offering health benefits and mental health support that are queer-inclusive Encouraging allyship at every level of the organisation
Above all, workplaces must stop treating queer identity as a “diversity box” to check. It’s not a CSR activity—it’s a human rights imperative.
A Future Worth Building
The story of queer inclusion in Indian workplaces is still being written. It has heroes like Shyam and Kusuma. It has moments of victory and continued struggle. But it also has immense potential.
India once transformed when women entered offices and redefined professionalism. It can transform again—by embracing the brilliance, resilience, and leadership of LGBTQIA+ individuals.
Because when every cubicle welcomes courage, we build workplaces that don’t just employ—but empower.