LGBTQ+ INCLUSION IN THE WORKPLACE AND EMPLOYEE PERFORMANCE: THE MEDIATING ROLE OF PSYCHOLOGICAL SAFETY IN ORGANIZATIONAL PSYCHOLOGY

Abstract

This article aims to analyze the relationship between LGBTQ+ inclusion in the workplace and employee performance, proposing psychological safety as a conceptual mechanism that links the organizational environment to work-related outcomes within the framework of organizational psychology. This study is based on a synthesis of international research, reports from international organizations, and contextual evidence from Thailand. The findings indicate that support for sexual diversity in organizations—encompassing formal policies, an inclusive organizational climate, and supportive interpersonal relationships—is positively associated with work attitudes and negatively associated with psychological distress and perceived discrimination. In the Thai context, existing evidence suggests that employees with diverse sexual identities continue to face structural constraints and discrimination in the workplace. The article argues that psychological safety serves as a key mechanism in explaining the impact of LGBTQ+ inclusion on employee performance. Creating an environment that enables individuals to express themselves without fear of negative consequences can significantly enhance employee engagement and potential. Therefore, organizational development should focus on integrating equality-oriented policies with the systematic promotion of psychological safety. Such an approach can enhance employee performance and organizational sustainability in the long term, ultimately contributing to the development of equitable and competitive organizations in contemporary society.