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The Purpose of this paper is to understand the heterosexist harassment faced by Lesbian and Gay employees at the workplace in an Indian context where gender stereotypes are rooted throughout society. It also aims at exploring the coping mechanisms used by these gay/lesbian employees to deal with this harassment. In-depth interviews of six lesbian/gay employees from the NCR region of India were conducted for collecting data and information through open-ended questionnaire. The samples were selected through purposive non-probability sampling technique. Each interview has been explained through a case study by identifying themes and patterns based on cross-case synthesis, pattern matching and explanation building among them. The results revealed that the Lesbian/gay employees frequently experienced bullying, unwanted jokes, discrimination based on sexual orientation, sexual assault, dismissal from the job, social ostracism and isolation. Several coping strategies were identified which help the lesbian/gay employees to deal with these heterosexist harassments at workplace. Four broad categories of coping strategies were identified as support seeking, confrontation, inaction, and quitting. It was also revealed that participants resorted to secrecy and withdrawal as a way of managing labeling and stigma and to further avoid the subsequent heterosexual abuse. The findings of the study will advance the knowledge in the heterosexist harassments and coping mechanism used by lesbian/gay employees at workplace. The results contribute to meaningful social change to build safe work environments for Lesbian and gay employees.

Interacting with software using keyboard and mouse will soon be history. Voice, speeches, gestures are the next big thing in communication. IoT will certainly produce a large amount of people-related data and it is this data that is going to be really useful for decision taking purposes. HR would need to incorporate technology to successfully control the organizational human resources. IoT will allow us to access our data and other applications like Continuous Performance Management, where digital culture is required to create a genuinely valuable connection between an employee and his or her staff. It also helps to exchange thoughts and experiences through social media collaboration which is a driving force for all employees. The paper tries to analyze the role of IoT in People analytics, challenges associated with it and how Delloitte Canada has gone about implementing it across their organization.