A Study on Talent Acquisition Practices and Policies with Special Reference to LGBTQ+ in the Indian Engineering Industry

Abstract

This study explores the landscape of talent acquisition practices and policies with special reference to LGBTQ+ inclusion in the Indian engineering industry. Despite growing awareness of DEI (Diversity, Equity, and Inclusion), many LGBTQ+ individuals continue to face systemic challenges in the recruitment and hiring process. The research analyzes existing policies across engineering firms to assess the extent of inclusivity and fairness in their talent acquisition frameworks. Data was collected from 150 respondents through structured surveys and interviews, representing HR professionals, LGBTQ+ employees, and industry stakeholders. Findings reveal that while some organizations have adopted inclusive hiring guidelines, many still lack formal policies or sensitization programs. Discrimination, unconscious bias, and lack of representation remain significant barriers for LGBTQ+ candidates. The study also evaluates how workplace diversity impacts recruitment outcomes and employee retention. It highlights best practices, such as diversity training, gender-neutral job postings, and inclusive employee resource groups. Based on the insights, strategic recommendations are proposed to enhance LGBTQ+ hiring in engineering Industry. These include policy standardization, mandatory sensitization training, and leadership accountability. The study aims to contribute to building a more equitable and inclusive engineering sector in India.