The workplace encounters challenge due to the absence of inclusive environments, resulting in potential loss of top-tier talent, diminished productivity and diminished business performance. This research endeavours to construct a comprehensive framework for the integration of Lesbian, Gay, Bisexual and Transgender (LGBT) individuals, focusing on embedding gender and sexual minorities. This study examines the relationship between diversity-friendly workplace management and LGBT integration through advocacy by allies (ABA) and family role modelling. The research framework is constructed based on the principles of sociometric, signalling and family systems theory and is undertaken within the Indian IT/ITES sector, involving 546 employees across 9 technology parks through a survey methodology. The analysis was carried out utilizing Smart PLS software, employing structural equation modelling and making predictions using partial least squares. Mediation and moderation analyses were performed. Findings demonstrate that effective management of diversity-friendly workplaces has a favourable impact on the integration of LGBT individuals in work environments. Results also suggest that ABA plays a supporting role in this relationship through complementary mediation, while the influence of family role modelling is moderated. This study contributes substantially to both theoretical understanding and managerial practices. A cross-cultural, longitudinal and a qualitative perspective could have added more insights to the study.
AchyldurdyyevaJ., WuL. F., & DatovaN. (2023). Understanding LGBT individuals’ employment environment in Taiwan: A relational framework perspective. Equality, Diversity and Inclusion: An International Journal, 42(5), 656–684. https://doi.org/10.1108/EDI-02-2020-0042
2.
AhmadS. (2013). Paradigms of quality of work life. Journal of Human Values, 19(1), 73–82. https://doi.org/10.1177/0971685812470345
3.
AnandI. M., & OberaiH. (2022). A qualitative study on overcoming heterosexist harassment at work: Indian cases. Independent Journal of Management & Production, 13(1), 384–404. https://doi.org/10.14807
4.
ArifM., & AhmedM. N. (2023). Stay or not to stay: An analysis of diversity management and abusive leadership relationship with turnover intention. JISR Management and Social Sciences & Economics, 21(1), 26–50. https://doi.org/10.31384/jisrmsse/2023.21.1.2
5.
AyedS., & WaxinT. (2023). LGBT discrimination and harassment, firm value, and reputation repair. International Review of Financial Analysis, 102842. https://doi.org/10.1016/j.irfa.2023.102842
6.
BadgettM. L. (2020). The economic case for LGBT equality: Why fair and equal treatment benefits us all. Beacon Press.
7.
BeaganB. L., MohamedT., BrooksK., WaterfieldB., & WeinbergM. (2021). Microaggressions experienced by LGBTQ academics in Canada: ‘just not fitting in… it does take a toll’. International Journal of Qualitative Studies in Education, 34(3), 197–212. https://doi.org/10.1080/09518398.2020.1735556
8.
CastelinoL. M., & ShindeR. (2023). A review on evolution and importance of diversity education and inclusion in building an effective organizational culture. International Journal of Case Studies in Business, IT and Education (IJCSBE), 7(3), 62–89. https://doi.org/10.47992/IJCSBE.2581.6942.0288
9.
ChawlaV., & GudaS. (2010). Individual spirituality at work and its relationship with job satisfaction, propensity to leave and job commitment: An exploratory study among sales professionals. Journal of Human Values, 16(2), 157–167. https://doi.org/10.1177/097168581001600203
10.
ChuangY. T., ChurchR., & HuC. (2018). Effects of movements and opportunities on the adoption of same-sex partner health benefits by corporations. Journal of Management, 44(7), 2766–2800. https://doi.org/10.1177/0149206315623839
11.
ClarkK. A., PachankisJ. E., DoughertyL. R., KatzB. A., HillK. E., KleinD. N., & KujawaA. (2023). Adolescents’ sexual orientation and behavioral and neural reactivity to peer acceptance and rejection: The moderating role of family support. Clinical Psychological Science. https://doi.org/10.1177/21677026231158574
12.
CollinsJ. C., ZhangP., & SiscoS. (2021). Everyone is invited: Leveraging bystander intervention and ally development to cultivate social justice in the workplace. Human Resource Development Review, 20(4), 486–511. https://doi.org/10.1177/15344843211040734
13.
DanksN. P., & RayS. (2018). Predictions from partial least squares models. In AliF., RasoolimaneshS. M., & CobanogluC. (Eds), Applying partial least squares in tourism and hospitality research (pp. 35–52). Emerald Publishing Limited. https://doi.org/10.1108/978-1-78756-699-620181003
14.
FornellC., & LarckerD. F. (1981). Evaluating structural equation models with unobservable variables and measurement error. Journal of marketing research, 18(1), 39–50. https://doi.org/10.1177/002224378101800104
15.
FouadN. A., KantamneniN., SmothersM. K., ChenY. L., FitzpatrickM., & TerryS. (2008). Asian American career development: A qualitative analysis. Journal of Vocational Behavior, 72(1), 43–59. https://doi.org/10.1016/j.jvb.2007.10.002
16.
GargN. (2017). Workplace spirituality and employee well-being: An empirical exploration. Journal of Human Values, 23(2), 129–147. https://doi.org/10.1177/0971685816689741
17.
GreenW. M. (2018). Employee resource groups as learning communities. Equality, Diversity and Inclusion: An International Journal, 37(7), 634–648. https://doi.org/10.1108/EDI-11-2016-0085
18.
Hair JrJ. F., SarstedtM., HopkinsL., & KuppelwieserV. G. (2014). Partial least squares structural equation modeling (PLS-SEM): An emerging tool in business research. European Business Review, 26(2), 106–121. https://doi.org/10.1108/EBR-10-2013-0128
19.
HelmS., EggertA., & GarnefeldI. (2010). Modeling the impact of corporate reputation on customer satisfaction and loyalty using partial least squares. In HenselerJ. R., VinziV. E., & ChinW.Handbook of partial least squares (pp. 515–534). Springer. https://doi.org/10.1007/978-3-540-32827-8_23
20.
HenselerJ., RingleC. M., & SarstedtM. (2015). A new criterion for assessing discriminant validity in variance-based structural equation modeling. Journal of the academy of marketing science, 43, 115–135. https://doi.org/10.1007/s11747-014-0403-8
21.
HillD., KellerK. M., RicoM., ShostakM., & MatthewsM. (2023). Talent management and diversity, equity, and inclusion in private-sector organizations: A qualitative review of promising practices (pp. 1–21). RAND. https://doi.org/10.7249/RR988-4
22.
HoL. L. K., CheungA. T., ChanC. C. Y., WongE. L. Y., TamW. W. S., & ChienW. T. (2023). Empowering workplace allies for lesbian, gay, bisexual, and transgender employees to prevent and minimize psychological distress: A scoping review. Cochrane Evidence Synthesis and Methods, 1(4), e12018. https://doi.org/10.1002/cesm.12018
23.
HuangY. T., & ChanR. C. (2022). Effects of sexual orientation concealment on well-being among sexual minorities: How and when does concealment hurt?Journal of Counselling Psychology. https://doi.org/10.1037/cou0000623
24.
HurH. (2020). The role of inclusive work environment practices in promoting LGBT employee job satisfaction and commitment. Public Money & Management, 40(6), 426–436. https://doi.org/10.1080/09540962.2019.1681640
25.
IvanovicA. (2023). Career advancement barriers faced by LGBTQ employees: An exploration of discrimination, bias, and inclusion in the workplace. Reviews of Contemporary Business Analytics, 6(1), 43–56. https://doi.org/10.15248/rcb.2023.6.1.43
26.
LenningE., BrightmanS., & BuistC. L. (2021). The trifecta of violence: A socio-historical comparison of lynching and violence against transgender women. Critical Criminology, 29, 151–172. https://doi.org/10.1007/s10612-020-09539-9
27.
LiY. L., EvansK., & BondM. A. (2023). Allies as organizational change agents to promote equity and inclusion: a case study. Equality, Diversity and Inclusion: An International Journal, 42(1), 135–156. https://doi.org/10.1108/EDI-12-2021-0308
28.
LyndonS., RawatP. S., BhardwajK., & NavareA. (2023). The sexual identity disclosure dilemma for lesbian, gay, and bisexual employees in the Indian workplace. Equality, Diversity and Inclusion: An International Journal. https://doi.org/10.1108/EDI-02-2022-0052
29.
MaderaJ. M., DawsonM., & NealJ. A. (2013). Hotel managers’ perceived diversity climate and job satisfaction: The mediating effects of role ambiguity and conflict. International Journal of Hospitality Management, 35, 28–34. https://doi.org/10.1016/j.ijhm.2013.05.001
30.
Medina-MartínezJ., Saus-OrtegaC., Sánchez-LorenteM. M., Sosa-PalancaE. M., García-MartínezP., & Mármol-LópezM. I. (2021). Health inequities in LGBT people and nursing interventions to reduce them: A systematic review. International Journal of Environmental Research and Public Health, 18(22), 11801. https://doi.org/10.3390/ijerph182211801
31.
MooreS., & PiddiniE. (2023). Meaningful steps toward equity, diversity, and inclusion: A call to action. Stem Cell Reports, 18(2), 427–438. https://doi.org/10.1016/j.stemcr.2023.01.006
32.
MorganJ. (2023). What makes a family?The Lancet Child & Adolescent Health, 7(7), 453. https://doi.org/10.1016/S2352-4642(23)00145-1
33.
NewmanM. A., AliS., PowellA., & SouthJ. (2023). The experience of local governments in promoting equity and inclusion. Public Personnel Management. https://doi.org/10.1177/00910260231187549
34.
PeralesF. (2022). Improving the wellbeing of LGBTQ+ employees: Do workplace diversity training and ally networks make a difference?Preventive Medicine, 161, 107113. https://doi.org/10.1016/j.ypmed.2022.107113
35.
PodsakoffP. M., MacKenzieS. B., LeeJ. Y., & PodsakoffN. P. (2003). Common method biases in behavioral research: A critical review of the literature and recommended remedies. Journal of Applied Psychology, 88(5), 879–903. https://doi.org/10.1037/0021-9010.88.5.879
36.
RanM. S., HallB. J., SuT. T., PrawiraB., Breth-PetersenM., LiX. H., & ZhangT. M. (2021). Stigma of mental illness and cultural factors in Pacific Rim region: A systematic review. BMC Psychiatry, 21, 1–16. https://doi.org/10.1186/s12888-020-02991-5
37.
RaoS. R., & BagaliM. M. (2014). Workforce diversity and management: An empirical study on relationship between diversity management practices, obstacles and acceptance of gender diversity among employees in IT Industry, Bangalore. Journal of Business and Management, 16(2), 12–25. https://doi.org/10.9790/487x-16211225
38.
RingleC. M., SarstedtM., MitchellR., & GuderganS. P. (2020). Partial least squares structural equation modeling in HRM research. The International Journal of Human Resource Management, 31(12), 1617–1643. https://doi.org/10.1080/09585192.2017.1416655
39.
SabatI. E., MartinezL. R., & WesselJ. L. (2013). Neo-activism: Engaging allies in modern workplace discrimination reduction. Industrial and Organizational Psychology, 6(4), 480–485. https://doi.org/10.1111/iops.12089
40.
SarstedtM., RingleC. M., & HairJ. F. (2017). Treating unobserved heterogeneity in PLS-SEM: A multi-method approach. Partial least squares path modeling: Basic concepts, methodological issues and applications, 197–217. https://doi.org/10.1007/978-3-319-64069-3_9
41.
SantosM. C., & ReyesJ. M. G. (2023). The impact of workplace discrimination on the well-being of LGBTQ employees. Journal of Humanities and Applied Science Research, 6(1), 46–59. https://doi.org/10.33774/johasr.2023.v6.i1.46
42.
ShmueliG., SarstedtM., HairJ. F., CheahJ. H., TingH., VaithilingamS., & RingleC. M. (2019). Predictive model assessment in PLS-SEM: Guidelines for using PLSpredict. European Journal of Marketing, 53(11), 2322–2347. https://doi.org/10.1108/EJM-02-2019-0189
43.
SinghalM., & ChatterjeeL. (2006). A person–organization fit-based approach for spirituality at work: Development of a conceptual framework. Journal of Human Values, 12(2), 161–178. https://doi.org/10.1177/097168580601200205
44.
ThoroughgoodC. N., SawyerK. B., & WebsterJ. R. (2021). Because you’re worth the risks: Acts of oppositional courage as symbolic messages of relational value to transgender employees. Journal of Applied Psychology, 106(3), 399–421. http://dx.doi.org/10.1037/apl0000515
45.
Van LeentL., TunnyR., & Elsden-CliftonJ. (2022). A systematic review: Gender and sexual diversity in work-integrated learning in higher education contexts. Work Integrated Learning in Practice, 1(2). https://doi.org/10.1108/WILIP-05-2022-0013
46.
WebsterJ. R., AdamsG. A., MarantoC. L., SawyerK., & ThoroughgoodC. (2018). Workplace contextual supports for LGBT employees: A review, meta-analysis, and agenda for future research. Human Resource Management, 57(1), 193–210. https://doi.org/10.1002/hrm.21873
47.
ZhaoX., Lynch JrJ. G., & ChenQ. (2010). Reconsidering Baron and Kenny: Myths and truths about mediation analysis. Journal of Consumer Research, 37(2), 197–206. https://www.jstor.org/stable/10.1086/651257
