Abstract:
This study explores the remaining obstacles to openness to LGBTIQ+ inclusion
within a local organizational context (Pride-H) in which LGBTIQ+ inclusivity is
formalized through LGBTIQ+ inclusive policy and practices. By delving into the
complexities of achieving genuine workplace diversity and equality, the study
sheds light on the obstacles that impede the organization’s efforts in promoting
LGBTIQ+ acceptance. The qualitative research methods employed, particularly
semi-structured in-depth interviews, enrich the study by capturing the nuanced
experiences of individuals within Pride-H. The identified barriers encompass a
range of challenges, including the exclusion of LGBTIQ+ individuals in personal
spaces, the difficulties faced by closeted individuals, stakeholder reluctance,
microaggressions, and the risks associated with stereotyping and unconscious
biases. These barriers are not unique to Pride-H but reflect broader challenges
encountered by organizations globally in their quest for true inclusivity. The
study concludes by advocating proactive measures by Pride-H to address these
issues, positioning the organization as a model for others seeking to champion
equality and diversity. The study calls for a harassment-free and nondiscriminatory
workplace and underscores the need for comprehensive efforts
in reshaping organizational culture and attitudes, beyond mere policy
implementation.
